Group presentation of recruitment & selection of the workers

1. Group Assignment Presentation
Presented by :
Muhammad Syazwan bin Salim
Mohd Hasrul Nizam bin Roslan
Rashidah bt Talib
Wan Nur Hasyimah bt Wan Hanafi
Juliana bt Tajuddin

2. • We interview Puan Anizah bt Mustaffa, Executive
Officer of Human Resource Management in UiTM
Terengganu.
• UiTM Terengganu headed by Prof. Madya Wan Abdul
Manan Wan Dorishah as the Deputy Director of the
Academic Affairs and assisted by Program Coordinator,
Assistant Registrar, Heads of Unit and Executive Officer
and supported by all the staff and lecturers.
• At present there are about 200 lecturers and 41
support staff.
• UiTM Terengganu do their own recruitment and
selection.

3. RECRUITMENT

4. • Process of locating potential individuals who might join an
organization and encouraging them to apply for existing or
anticipated jobs openings. (Snell, 2010)
• The process of generating a pool of qualified applicants for
organizational jobs. (Mathis and Jackson,2004)
• The process of finding and attracting individuals on a timely
basis, in sufficient numbers and appropriate qualifications and
encouraging them to apply for the job in the organization.
• Also a process of getting the right person for the job in the
organization.

5. • Outsourcing – Transfer responsibility to
external provider
• Contingent workers – Part times, temporaries
and independent contractors.
• Professional Employer Organization
( Employee Leasing) – Off-site human resource
department
• Overtime – do extra working hours

6. Contingent workers
• Staff – cleaner’s children as part times during
SPM and STPM break.
• Independent contractors for making renovations.
Overtime
• Staff – during an event or situation that need
they to do overtime.
• Lecturer – can do overtime if they cannot finish
the syllabus on time.

7. Internal sources
• Relates with the human resources planning,
promotion policies, firm knowledge of
employees, transfer in from other branches and
nepotism that happened within the organization.
External sources
• Can be obtain from the labor unions,
employment agencies and search firm,
competitive sources, media sources and job fairs,
college and university recruiting and from high
school and technical school.

8. Transfer from other branches
• Qualified lecturers from other UiTM branches will
be transfer to the needed branches to fulfill the
vacancy to cover the pregnancy or ill lecturer.
Promotion
• From lecturer to higher position such as Program
Coordinator, Senior Lecturer and other.
• For staff, the promotion is based on KSAs and
requirement.

9. Transferring from other Organization
• Lecturers from Politeknik to fulfill the position
at UITM
Educational Institutions
• Fresh graduates can apply for the position by
giving the resume that includes of
qualification and personal information.
• Called Campus Recruitment

10. Recruitment Method
Internal Recruiting
• Job bidding – permits staff or lecturer in
organization who believe they possess required
qualification to apply the posted job
• Employee referrals – suggestion from another
employee
External Recruiting
• Advertising - advertises the vacancy in the UITM
website (http://www.uitm.edu.my) and
respective branches website.

11. Internal External
•Morales of promote •New workers bring new perspective
•Better assessment and abilities •Cheaper and faster than training
•Lower cost for some jobs professionals
•Motivation for good performances •No group of political supporters in
•Cheaper and quicker to recruit organization already
•People already familiar with the •Larger pool of workers from which to find
organization and how it operates the best candidate
•People have a wider range of experience

12. Internal External
•Failed applicants become discontented •Bare high cost doing interview and
•Time waste interviewing inside advertising
candidates who will not be considered •May causes morale problems to internal
•Inbreeding strengthens tendency to candidates that not be selected
maintain the status quo •Longer orientation time
•Limits the number of potential applicants •Selection process may not be effective
•No ideas can be introduce from outside enough to reveal the best candidates
the organization

13. Human Resource Planning
Alternatives to
Recruitment
•Contingent Workers
•Overtime
Recruitment
Internal Sources
•Transferring External Sources
•Promotion •Other organization
•Educational Institution
Internal Method External Method
•Employee Referral •Advertising
•Job bidding •Job Fairs
Recruited Employee
•Staff
•Lecturer

14. Human Resource Unit Manager
•Forecast recruiting needs •Anticipate needs for employees to fill
•Prepare copy of recruiting adds and vacancies
campaigns •Determine KSAs needed from applicants
•Plans and conducts recruiting efforts •Assists in recruiting effort with
•Audits and evaluates all recruiting information about job requirement
activities •Review success/failure of recruiting
activities

15. Evaluating recruiting
efforts
Evaluating Evaluating
Evaluating
time recruiting
cost and
required to quality and
benefits
fill opening quantity

16. • Recruit the best and potential candidates
• Candidates apply jobs outside of their
expertise.
• Too many applicants
• Cost to recruitment high – advertising
• Did not get top level management support –
capital, agreement and selection process

18. • Selection is the process of reducing the number of applicants
whose qualifications meet job requirements and the needs of the
organization and choosing from among those individuals who have
the relevant qualifications. (Snell, 2010)
• The process of choosing individuals who have needed qualities to
fill jobs in an organization. (Mathis and Jackson, 2004)
• The process of choosing the best from a group of applicants that
suitable for a particular position in an organization.
• Goal of selection process is to properly match people with jobs and
organization.
• Individuals overqualified, under qualified, or do not fit either job or
organization’s culture, will probably leave the firm.

19. • Other HR function
• Decision making speed
• Organizational hierarchy
• Applicant pool
• Type of organization

20. • Steps 1 – Recruited candidates
• Steps 2 – Preliminary Interview
• Steps 3 – Review of Resumes and Check
Background
• Steps 4 – Selection Test
• Steps 5 – Employment Interview
• Steps 6 – Selection Decision
• Steps 7 – New Employees

21. • To properly match people with jobs and
organization
• As the way to finding the most reliable and
accurate person for the job
• To reduce the time cost for doing the
interviews
• To fulfill the human resource need

22. • Job-Related Criteria
• Managerial Training
• Testing and Disparate Impact
• Reference Checking

23. • Recruiting must be viewed strategically and
discussions should be held about the relevant
labor markets in which to recruit
• Placement of people should consider both
person/job fit and person/organization fit