Friday, May 17, 2019

Nature of Human Resource Management: Hiring and Recruiting

executive director SUMMARY INTRODUCTION In the represent time, Organizations most important assets argon its citizenry i. e. Employees. These employees argon the foundation on which the formation stands strong with place the human power to perform certain tasks, to produce, to operate, to analyze, and so onno organization can live. Although the modern technologies pretend make a lot things much easier entirely nothing can replace the significance of the humane Resources. Therefore, Hiring is a very ch on the wholeenging, time consuming and costly function of the comp some(prenominal). still whats even harder especially in todays chaotic economic occurrence is, Making the rectify Hire. Recruiting and picking is all roughly hiring the ripe(p) person for the proper business organisation at the right time. Even a single(a) wrong hire can affect the ope balancens of the business and can cost the home a fortune. In order to avoid making a bad hire, HR farers must carefu lly draw and analyze the Human Resource Planning (HRP) process. HRP is a process used by the organizations to ensure that it has right fare and kind of people to get together its particular goals in futurity.This is put one overe by forecasting the persistence Demand for future and matching it with the forecasted Labor Supply of the firm. Organizations that do not conduct HRP or don not perform HRP properly may not be able to meet their future intentness shortage or may shit to resort to layoffs due to elbow grease surplus. Even though hiring the right people with right skills is very protracted and difficult process but Human capital is a substantial investment and even a single mistake can put pecuniary commit on the firm. The pace at which a business moves from survival mode to growth paths is largely interdependent on the successful hiring of the correct employees.The prosperity of the business not whole depends on hiring good people but hiring extremely talented pe ople with the right skills for any particular job. hobby are roughly useful tips for hiring right people for the right job * Develop a detailed Job description identify the key responsibilities, functions and expectations for the position nether question. * Design a careful Job Specification furbish up the skills, requirements, experience and knowledge required for the position under question. * Use internal or external labor market to find adequate number of potential candi take ins * Conduct the Screening process wisely and horoughly in order to find valuable tuition regarding militant salaries, intelligence and the charming standards. * Try to use unified interview process to select the best possible candidates * Check references provided by the candidates, verify their degrees and other information provided by them and find out about their past working demeanours by contacting their ex boss or subordinates * After hiring, make the fresh hire welcomed and make him/her und erstand the culture of the organization through Orientation. fountain CasePAKISTAN CIVIL AVIATION AUTHORITY Pakistan civilised Aviation representation is a Public sector supreme body working under the Federal Government of Pakistan through the Ministry of Defence. It was established on 7th December, 1982 as an autonomous body. Prior to its creation, a Civil Aviation Department in the Ministry of Defence used to manage the civil strain relate activities. The day of 7th December has significance, as it coincides with the date of creation of foreign Civil Aviation Organization (ICAO) in 1944 as a solution of the famous Chicago Convention.Incidentally, the united Nations have declared 7th December as the world(prenominal) Civil Aviation day and famous as such every year all over the World. All kinds of Civil Aviation related activities are performed by CAA including the regulatory, impart traffic profits, airport management, infra mental synthesis and commercial let outmen t at the airports, etc. Recently, Civil Aviation Authority underwent Restructuring and Change heed process to meet the present and future challenges.This organisational transformation process identified Structure, Culture, Skills, and Rewards as four tracks on which simultaneous emphasis is being laid. The Vision, Mission, and cell nucleus Values have been identified. Wide-angle buy-in process by CAA senior management with staff and lower levels for bridging colloquy gaps between distinguishable hierarchical levels of the organization has been taken. As a result of the Restructuring process, the fundamental organization structure has been balanced to instruction on three core areas namely Regulatory, Air Navigations Services, and Airport Services.These Core / note of hand functions are fully supported by the various corporate functions of the organization. The restructuring process has helped Pakistan Civil Aviation Authority to fully focus on- * Streng soing its safety and se curity oversight role as per International Civil Aviation Organization requirements and standards. * To facilitate growth of the infrastructure development (Airports and Airport Cities) on a fast-track basis. Private sector participation in the process is also being encouraged. Enhanced Regulatory and air space management capabilities. Moreover, emphasis is being laid on commercialization of its assets and land with improved node / convolutionenger service standards, benchmarked with top performing international airports * Development of a New Aviation indemnity for the country in consultation with the Ministry of Defence, Planning Commission, World Bank, Airlines, and Aviation Experts (Expected to be considered by the Cabinet for citation shortly). Investing in Human resource development through structured approach with particular focus on quality of people and enhancing their professional cappower. Quality work on stark naked initiatives is in r each(prenominal) such as intr oduction of Enterprise Resource Planning (ERP), Health, earnest, Safety, and Environment (HSSE), Corporate Social indebtedness (CSR), Ethics Management Program, Customer feedback mechanism at the airports, Employees Performance Management system, benchmarking, outsourcing of non-core and wasteful activities, etc.Recently, we have embarked upon a challenging phased program to acquire international standards of Integrated Management System (IMS) in CAA during which the international standards of ISO 90012000 (Quality Management System), ISO 140012004 (Environmental Management System), and OHSAS 180012007 (Occupational Health and Safety Management System) shall be acquired. VISION STATEMENT Be world-class service provider in the aviation industry MISSION STATEMENT Provide safe, secure and efficient best-in-class aviation go to the stakeholders CORE VALUES * Commitment * Professional Excellence * Customer Focus Safety and Security * Integrity ORGANIZATIONAL STRUCTURE PCAA MANAGEMENT BOARD Pakistan Civil Aviation Authority is administered by the poster which performs tasks like policy formulation, execution, monitoring and evaluation. The board is being assisted in different administrative and financial issues by the number of sub committees namely PCCA Executive Committee, PCAA Audit Committee and HR Committee. PCAA BOARD PCAA EXECUTIVE COMMITTEE PCAA AUDIT COMMITTEE HUMAN RESOURCE DEPARTMENT OF PCAA The HR plane section of PCAA is still under the developing process as it was formed only three years ago.Prior to the formation of the HR department on that point was an Administrative Department which use to manage all the activities finance, accounts, hiring and selection, employee record keeping, audit, etc. Even though the HR department is not completely established, PCAA HR is making pretty good efforts for fostering a prosperous corporate culture and developing organizational capabilities by designing an effective and efficient workforce who remains devot ed towards the phoner. The head of the HR department is the of import HR who is in Pay separate of 11. He is appointed by DG CAA (Director General).Directorate of human resource delivers high quality of management services from manpower. HR supports the line function/directorates to achieve strategic goals of PCAA. HR directorates have five branches which perform different functions. Each Branch has different head called General Manager (GM) which then reports to chief HR for approval. Following are the branches of the HR Department of PCAA * HR Employee Relation and Record Management (EM & RM) * HR Recruiting and Selecting (R & S) * HR line of achievement Planning and Performance Measurement (CP & PM) * HR Pension * HR Training and Development (T&D)This report only discusses the HR Recruiting and selection branch. The HR policies and strategies are formulated and designed in a way to develop a unified, stable and fair working environs for every single employee so that they per form in the best way they can. Moreover, every employee is provided with opportunities to learn and grow. HR ORGANIZATIONAL CHART RECRUITING AND pickax AT PCAA The Recruiting and Selection branch is responsible for attracting the potential candidates for any present or future vacant positions it plans and provides employees with the right skills for the right job.Similarly, the branch also deals with the employee layoffs in episode an employee is not performing up to the mark or is indulged in wrong working practices and sometimes the layoffs result due to labor surplus. This branch showtime catchks approval for any youthful hire for a post or layoffs from Director General. Before starting the Hiring and Selection process, the HR first conducts Human Resource Planning to find out about its labor pauperization and abridgment. solely the HRP process is performed in depth. After the discovering the human resource requirements through HRP the Recruiting and Selection process is s tarted.PCAA Recruiting and Selection act upon Human Resource Planning The present working environment has become extremely competitive for every business. People are now open to a great deal of opportunities and they are also hale informed about the market place candidates know the standard working practices and salary being gainful by the various employers in an industry. Therefore, employees have become less loyal to the companies in general if they are not satisfied or happy with their employer or subordinates then they dont hesitate to transmutation to some other come with.Keeping this trend in mind, PCAA HR performs a simple demand and supply analysis for its labor force. Demand Forecasting Pakistan Civil Aviation Authority uses a very simple order for forecasting the labor demand i. e. RATIO ANALYSIS. The method simply compares the ratio of the employees to CAA units with the expected number of employees for each job. Below is a sample table which demonstrates how the d emand forecasting is done in PCAA. Column A shows the current number of employees holding the existing key positions in the firm. Column B calculates the present ratio of employees to PCCA units.Column C calculates the expected number of employees for each job position in 2012 by multiplying the current ratio of employees to PCAA units by 32 (additional number of firms to be added). This is a Quantitative technique. Supply Forecasting Once the demand analysis is done the next step is to do labor supply forecasting. The labor requirements are fulfill either through Judgmental techniques. PCAA uses Executive Reviews Top Management makes judgments about who should be promoted, reassigned or fired, and void analysis judgments are made about likely employee movementsKey Positions DEMAND FORECAST ANumber of Employees2010 BRatio ofEmployees/CAA Units(Col A/25) Projected 2012 laborDemand for 32 Firms(Col B x 32) Secretary Ministerof Defense 25 1. 00 32 Vice Chief of Air provide 9 0. 36 12 Secretary Planning and Development division 23 0. 92 29 Managing Director PIAC 20 0. 80 26 Director General CAA 14 0. 56 18 representative Director General 22 0. 88 28 Chief HR 25 1. 00 32 Chief financial Officer 20 0. 80 26 General Manager 45 1. 80 58 Director Technical 27 1. 08 35 TOTAL 230 296 RecruitingRecruiting is the process of generating a pool of qualified candidates for a particular job. The firm must announce the jobs availability to the market (inside or impertinent the organization) and attract qualified candidates to apply. First of all the Recruiting and Selecting branch obtains the detail information about the vacant positions from the several(prenominal)(prenominal) departments (such as finance, Operations, etc). This is explained in Job Description and Job Specification. However, if the vacancy exists for any HR position then HR develops the job description and job specification.Once all the relevant information is gathered then the job vacancies are announced to the general public through posting the smarts on their website and newspapers. The internal employees are also informed about the job vacancies through announcements, official emails or office notice board. This is a newspaper ad PCAA HR department receives job applications within 30 days of the publication of the advertisements (as per the mentioned date in the ads). All the job applications are carefully analyzed and scrutinized and then a certain amount of candidates are short-listed who are eligible for giving the written mental test.The HR (R&S) then forwards the list of selected candidates to discipline Testing Service (NTS). Written Test For ensuring transparency and upholding the motto of Merit, PCAA has outsourced its written test examination to a third party National Testing Service (NTS). This decision was made during the Executive Committee encounter held on 27th July, 2007 as proprietary to conduct all type of written test on behalf of HR (R&S) branch. NTS carri es out the written test once it receives the names of the short-listed candidates form HR (R&S).NATIONAL TESTING military service (NTS) NTS is an organization who provides services for conducting academic performance evaluation tests which was formed in July 2002. Following are the test standards that NTS follows for all of its tests. * Developmental procedures * Suitability for use * Customer service * Fairness * Uses and protection of information * lustiness * assessment development * Reliability * Cut scores, scaling, and equating * Assessment administration * Reporting assessment results * Assessment use * Test Takers rights and responsibilitiesAfter the test is conducted NTS compiles the results and announces them on their websites as well as forward them to HR (RS) of PCAA. so HR (RS) branch is responsible for the development of merit list and issuance of interview call earn to top five candidates as per quota share given below MERIT QUOTA PERCENTAGES PUNJAB 50% SINDH 19% SINDH (rural) 11. 4% SINDH (urban) 7. 6% NWFP 11. 5% BALOCHISTAN 6% AZAD KASHMIR 2% WOMEN 10% NON-MUSLIMS 5% DISABLE 2% Interview The candidates who made to the merit list are called for the final phase of the Recruiting and Selection process i. . Interview. The interview can be conducted at five centers namely Karachi, Islamabad, Lahore, Quetta and Peshawar. The Administration instructs the Airport Managers for making arrangements for the candidates. After interview, HR (RS) branch compiles the result domicile vise by taking the weight-age of 60% of Written Test and 40% of Interview. INTERVIEW SELECTION BOARD Employee Verification Organizations should not hire people before verifying their documentations and past work behavior even if they performed excellent in the written test or interview.HR (RS), in order to predict the future performance of a prospective employee, looks at the Past Employment Record of their prospective candidates. Most of the companies do not provide any ki nd of job-related information about their ex employees due to fear of insult. But checking employees references is a best way for PCAA to avoid negligent hire. Another method used by HR (RS) branch to do employee verification is to do Background Checks. This includes criminal background checks, verification of degrees, recognise history, etc.Background checks help PCAA to avoid any lawsuit resulting due to a negligent hiring. Selection When the prospective employees pass the verification step they are hired. An appointment letter is issued in the name of the employee by the PCAA HR (RS) branch. The new hires are given a date and time for the Orientation. Training Once the Orientation is conducted the new hires of non-technical posts (e. g. Financial Officer, Accountant, etc) is required to join PCAA from the very next day. But the new hires of technical posts (e. g.Engineers) are send to Civil Aviation Training Institute (CATI) Hyderabad for training. The duration of the training v aries from four to six weeks depending upon the nature of the job. Evaluation of the Recruiting and Selection Process PCAA HR(RS) branch doesnt use any proper method of evaluating their Recruiting and Selection process. They simply see the performance of the new hires and see if their decision of hiring a particular employee was correct or not. Hiring and Keeping the remunerate People Case Study By Rich Kramarik We have a bring together of stories to share with you this month.The first is an accounting firm. This firm has 8 employees and revenues of three million dollars. This firm had been experiencing a problem with turn-over. The chief executive officer was development good interview techniques and involved other members of the firm in the interview process. In a couple of cases knobs were used to interview the candidates. This firm was using every bit of good judgment and process to conceal candidates. But, yet they experience a high level of turnover. The reasons were all over the map. In one case the new hire just was not as productive as expected.In another case the new hire just didnt get along with knobs. And, in yet another case the new hire was very argumentative with other employees. We worked with this chief operating officer and could not find any substantive changes that we mentation would help. We started looking at how new employees were introduced into the firm and how they were trained and supported. We found that the nature of the business was the problem. This firm did fill accounting services and by the nature of the business new hires were out of the office and working in the client offices immediately after hiring on.Through interviews we discovered that the employees were uncomfortable and felt disconnected as they got thrown to the wolves. We work with the chief operating officer and new support plans and work procedures were implemented. As new employees came on board, they were assigned a pal who worked with them at the c lient location half the time. This helped the new hire get comfortable with both the client and accounting firm. The buddy was also responsible to train the new hire in the office for ii weeks before the new hire went out to client locations.This was not dead time, but kinda on the job training working on client work but at the accounting firms office. The CEO also implemented one-on-one coaching sessions with new hires that were held on a periodical basis for the first 90 days of employment. These coaching sessions were to help orient the new hire to the company culture and they were used by the CEO as a safety valve or venting session. The CEO found these coaching session invaluable in helping both of them to resolve issues before they got out of control and became commitment reducing concerns.The result of the new approach is that the CEO has not lost a new hire for nine months now. This is retention that is already longer than the past experiences. A second situation is an en gineering firm with 20 employees and ten million dollars in revenues. The CEO said he was loosing his employees to competitive firms. He said he was tired of training new hires and then loosing them. With the permission of the CEO we interviewed several employees both new hire and long term employees. We found some interesting environmental facts that pointed to the problem.We hear that employee expectations were not being met. The employees felt that they didnt have adequate equipment and materials to perform their work. They also felt that there was disparity from employee to employee in the quality and capabilities of the equipment that the company made available to employees. We heard that employee assignments were constantly changing and that client demands often were accepted by management and the implications were longer work hours and lost family time. We heard much more, but this is enough of an example to show the problem.These items alone point to a poor work environment , but that was not the problem. These employees said that during the hire interview process the CEO made statements that led the new hires to believe they would have state of the art equipment. They said that the CEO said they had a culture of working a 40 hour work week. These employees also said that they had talked to friends who were working in other companies and that the environment was much better. The CEO said that demands from clients and fear of loosing business were driving some of his actions.He also said that poor revenues lately were impacting his ability to spend on equipment. Our CEO was also surprised to hear that his competitors were providing a better work environment. We helped this CEO implement some changes that have helped with his attrition problem. He did some work to script his interview questions and comments about the company. This helped him avoid his enthusiastic descriptions about the company that tended to overstate the real situation. We helped him p ut plans in place to present the purchase of new equipment. He was able to schedule work hours in taggered sessions that allowed some sharing of the new equipment. The biggest change the CEO made was to share more information with the company employees on the business environment and to implement a more open listening style. This CEO is working hard to change these company culture issues and the results so fare is that he has not lost any employees since he started this new focus. In summary, our clients are getting our help to get their focus on working on their business rather than working in their business and when they do they find excellent results.

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