Recruitment And Selection Of Employees
Gbogbo ọrọ náà
An electrical contractor in Nairobi wins three large contracts in the same month and needs four more electricians immediately. He puts a notice in the window, hires the first four people who can hold a screwdriver, and starts them on Monday. Nine weeks later two of them have gone, one installation has to be redone at his own cost, a customer has posted a photograph of the wiring online, and he is advertising again. The contracts were real. The problem was that he treated hiring as an errand rather than as a decision worth several hundred thousand shillings.
This lesson is about doing it properly. You will learn why vacancies arise and why a vacancy is also an opportunity to ask whether the job should exist in its old shape. You will work through the stages of recruitment and selection in the order businesses actually use them, weigh internal recruitment against external, compare the selection methods by what each one can and cannot find out about a candidate, and put a figure on what a bad hire costs. The specification names three benefits of getting this right, and both of the 6-mark recruitment questions on the papers on file ask for exactly them.
Ebumnobi
- The need for recruitment.
- Methods of recruitment and selection of employees.
Maapụ uche
E seela isiokwu a ka ị hụ otu echiche si ejikọta.
Mepee maapụ uche na ngwa
Akwụkwọ Ọmụmụ
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Nnyocha Ọmụmụ
Ekele diri gi maka imecha ihe karịrị na Recruitment And Selection Of Employees. Ugbu a na ị na-enyochakwa isi echiche na echiche ndị dị mkpa, ọ bụ oge iji nwalee ihe ị ma. Ngwa a na-enye ụdị ajụjụ ọmụmụ dị iche iche emebere iji kwado nghọta gị wee nyere gị aka ịmata otú ị ghọtara ihe ndị a kụziri.
Ị ga-ahụ ngwakọta nke ụdị ajụjụ dị iche iche, gụnyere ajụjụ chọrọ ịhọrọ otu n’ime ọtụtụ azịza, ajụjụ chọrọ mkpirisi azịza, na ajụjụ ede ede. A na-arụpụta ajụjụ ọ bụla nke ọma iji nwalee akụkụ dị iche iche nke ihe ọmụma gị na nkà nke ịtụgharị uche.
Jiri akụkụ a nke nyocha ka ohere iji kụziere ihe ị matara banyere isiokwu ahụ ma chọpụta ebe ọ bụla ị nwere ike ịchọ ọmụmụ ihe ọzọ. Ekwela ka nsogbu ọ bụla ị na-eche ihu mee ka ị daa mba; kama, lee ha anya dị ka ohere maka ịzụlite onwe gị na imeziwanye.
- Which one of the following is a likely benefit of internal recruitment? A. It brings new ideas into the business B. It attracts a larger field of candidates C. It will motivate existing workers D. It removes the need for any training Answer: C
- Which document sets out the qualifications, experience and qualities a candidate needs? A. The contract of employment B. The job description C. The person specification D. The curriculum vitae Answer: C
- A business employs 50 people and 12 of them leave during the year. What percentage of the workforce left? A. 12 per cent B. 20 per cent C. 24 per cent D. 38 per cent Answer: C
- Which one of the following is a drawback of external recruitment? A. It brings experience from other businesses B. It gives a wider choice of candidates C. It costs more in advertising and takes longer D. It leaves another vacancy inside the business Answer: C
- Which selection method gives the best evidence of whether a candidate can actually do the work? A. A twenty-minute interview B. A curriculum vitae C. A practical work trial D. A covering letter Answer: C
Rue ajuju ndi a n'ime ngwa ahu
Rue ajuju ndi a n'ime ngwa ahu
Akwụkwọ A Na-atụ Aro
Meecha Ajụjụ Ule Ọmarịcha
Ị chọrọ ime ajụjụ ule ọmarịcha gbasara Recruitment And Selection Of Employees? Budata ngwa Green Bridge CBT iji nweta ajụjụ ule ọmarịcha na nyocha zuru ezu gbasara isiokwu a.
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