Recruitment is all the actions implemented to find a candidate that meets the needs and competencies required for a particular job in a particular organization. To find the skills or required by vacancy profile, several conditions must be met: The process cannot succeed without first job skills and the needs of organization are clearly identified (executive search and recruiting).
Precautions are taken to ensure that risks are minimized "social reproduction". This may indeed be the natural tendency of recruiters or their managers to consciously or unconsciously favor their profiles like (same school, sex, social origin, socio-economic or religious, etc.) and, probably to reduce uncertainty their choice.
Finally, by comparison with the internal recruitment, we can expect a decrease in friction between employees who are no longer competing for the position. The method may also involve a reduction in training costs, as the successful candidate will already have qualifications for employment.
Cooptation, encouraged by certain forms of networking and sourcing (eg via alumni networks of colleges or professional), generates social reproduction that can slow adaptive innovation. Discriminatory practices - that undermine equality of opportunity - must also be rejected. Any person who feels discriminated against may file a complaint in civil (Labour Court) and / or criminal (prosecutor, police).
By direct contact with candidates at forums organized by schools or groups of companies. By appointment or sponsorship: we ask company employees to nominate candidates they know. By methods based on the simulation of professional situations where the goal is not to assess the skills based on a resume or in an interview, but in testing the abilities of a person acting in context of a professional status restored. (Developed by former method ANPE, and whose employment is widespread since 2005).
According to scientific discipline - linguistics, ergonomics, psychology, educational sciences, sociology, and management only (human resource management and business strategy) - the skill is not defined in same way precludes not the same concepts. Widely reported in field of social relations, the notion of competence was widespread in 90s, with a strong drift paradigm technical concept (HRM, strategy, psychology), it has become empty words, soft concept too often from a social compromise it serves.
Once the free position identified, the Human Resources Department (HRD) shall provide a description of position and the job criteria to be met for obtaining the post. In this way, applicants are notified of tasks in addition to the skills required to perform the tasks. We can refer among others to specific requests from line managers to ensure an optimal match.
Depending on the nature of position and the hiring criteria determined, the HRM shall, in accordance with the operational manager, whether internal or external recruitment will be used. Internal recruitment favors internal mobility. He is filling the position by appointing a person who is already working in company. When possible, this method is often preferred by HRM because it has certain advantages. Internal recruitment is a low implementation cost, the recruit that way knows the business and is operating much faster (including if a trainee, temporary or external consultant). Wider internal recruitment allows, when practiced regularly, motivate people working for the company thaty can consider promotions and internal transfers. (Play social mobility).
Precautions are taken to ensure that risks are minimized "social reproduction". This may indeed be the natural tendency of recruiters or their managers to consciously or unconsciously favor their profiles like (same school, sex, social origin, socio-economic or religious, etc.) and, probably to reduce uncertainty their choice.
Finally, by comparison with the internal recruitment, we can expect a decrease in friction between employees who are no longer competing for the position. The method may also involve a reduction in training costs, as the successful candidate will already have qualifications for employment.
Cooptation, encouraged by certain forms of networking and sourcing (eg via alumni networks of colleges or professional), generates social reproduction that can slow adaptive innovation. Discriminatory practices - that undermine equality of opportunity - must also be rejected. Any person who feels discriminated against may file a complaint in civil (Labour Court) and / or criminal (prosecutor, police).
By direct contact with candidates at forums organized by schools or groups of companies. By appointment or sponsorship: we ask company employees to nominate candidates they know. By methods based on the simulation of professional situations where the goal is not to assess the skills based on a resume or in an interview, but in testing the abilities of a person acting in context of a professional status restored. (Developed by former method ANPE, and whose employment is widespread since 2005).
According to scientific discipline - linguistics, ergonomics, psychology, educational sciences, sociology, and management only (human resource management and business strategy) - the skill is not defined in same way precludes not the same concepts. Widely reported in field of social relations, the notion of competence was widespread in 90s, with a strong drift paradigm technical concept (HRM, strategy, psychology), it has become empty words, soft concept too often from a social compromise it serves.
Once the free position identified, the Human Resources Department (HRD) shall provide a description of position and the job criteria to be met for obtaining the post. In this way, applicants are notified of tasks in addition to the skills required to perform the tasks. We can refer among others to specific requests from line managers to ensure an optimal match.
Depending on the nature of position and the hiring criteria determined, the HRM shall, in accordance with the operational manager, whether internal or external recruitment will be used. Internal recruitment favors internal mobility. He is filling the position by appointing a person who is already working in company. When possible, this method is often preferred by HRM because it has certain advantages. Internal recruitment is a low implementation cost, the recruit that way knows the business and is operating much faster (including if a trainee, temporary or external consultant). Wider internal recruitment allows, when practiced regularly, motivate people working for the company thaty can consider promotions and internal transfers. (Play social mobility).
0 komentar:
Posting Komentar