One of the most significant changes in the field of
organizations in recent past is the priority given to human resource
management. People are very important to organizations as they offer
perspective, values and attributes to organizational life; and when managed
efficiently and effectively (Ekwoaba et.al, 2015), these human traits bring
benefits to the organization. As revealed in Djabatey (2012), this scenario
lends credence to the increasing attention paid to the people's aspect of
organizational wealth.
However, most recruitment and selection processes
have their own identity. But treating job applicants in a professional and
positive manner is more likely to leave them; whether they are successful or
not with a positive attitude of the organization and how if it has dealt with
applicant (Ekwoaba et.al, 2015). Moreover experience can play a major role
forward the development and the expansion of the organization while poor
recruitments and selection criteria can damage the organizational structure and
its goodwill (Ekwoaba.et.al, 2015). The recruitment and selection of employees
also provides an opportunity for the organization to present itself in a
favorable manner (National University of Ireland 2006).
School is simply defined as an institution for
educating children. There are many different types of school in all over the
world and every classroom setting is different and each has its own unique
benefits. There are two types of schools can be identified commonly. (Liyanage
2014)
1.
Public Schools –
(national, provincial, pirivena and semi government or assisted schools)
2.
Private Schools
– (autonomous schools and international schools under Board of Investment)
Education is generally state funded and offered free
of charge at all levels, including the university level. There are 9951 public
schools, 120 private schools and 750 Pirivena (Buddhist monks) in Sri Lanka
(Central Bank of Sri Lanka, 2019). The public schools offer curriculum prepared
by the Ministry of Education and the private schools offer local as well as
British syllabus (Liyanage 2014).
Recruitment
and selection is one of the basic functions of Human Resources Management.
There is a clear demarcation between recruitment and selection (Christopher et.al, 2018).
Walker et.al
(2009)
explained that the recruitment is the process of attracting a large pool of
qualified people for employment. This involves planning for human resource to
job design, job description, job analysis, creating awareness among others.
Armstrong
(2006) posits that recruitment is aimed at obtaining the right caliber and
number of suitable persons to fill vacant positions in an organization. In the
view of Darkoh (2014) it is the process of obtaining applicants with the
required experience, knowledge, skills, qualifications and attitude for a job
vacancy.
According
to Zinyemba (2013), there are many challengers that the resource division of an
organization may encounter in its recruitment and selection process. Barbar
(1998) indicates that there are two important phases of hiring processes that
are very essential for good hiring and selection processes.
Education
places a vital role in every nation’s evaluations towards the successes. There
is therefore the need to ensure that right people are hired Berry et.al (2011) Observed that
there is a conscious effort by educational institutions to recruit qualified
and professional teachers since they have direct influence on the learning
outcomes of the educational process. The fact that not all schools have
teachers with required teaching skills. Therefore there could be loopholes in
the recruitment and selection practices of the educational system. The variance
between schools in their context of socio economic status and needs plays a
very vital role in teacher recruitment in schools. Different Schools have their
own expectation and needs when recruiting and selecting teachers.
The costs of recruitment and selection can be
staggering; hiring new employees should occur only after careful consideration
and only when the organization anticipates a long-term need for additional
employees (Gusdorf 2008). Once these principles are agreed
and shared it is possible to make more effective decisions about someone’s
suitability for job based on evidence rather than ‘gut feeling’ or instinct.
Dessler (2002) contends that there has been significant amounts of research
examine what skills and qualities employees’ value most in job applicants. Qualifications,
work experience and communication or interpersonal skills are the most
frequently identified qualities.
I
am attached to the one of leading private schools in the Island. The employee
recruitment criteria are very much similar the 12 steps mentioned for the
recruitments by Garner (2012).
1. Checking
if you have a vacancy
2. Taking
the decisions to recruit
3. Writing
the job description
4. Advertising
the person specification
5. Advertising
the job
6. Handling
the response
7. Shortlisting
8. Interviewing
and testing
9. Making
selection
10. Taking
up references
11. Appointing
12. Managing
the new recruit’s start
One
to one interviews, competency and past experience are the main key factors used
for employee recruitment and selection in the institution. Even through the institute
has been providing English medium education to the community fore last 20
years. Its employee recruit and selection criteria have not paid enough
attention towards the facts. Such as psychometric test and job satisfaction
which will directly effect on employee retention. Working condition, teacher
workload, teacher cooperation and students discipline are most important for
job satisfaction.
References
Armstrong
, M., 2006. Strategic HRM. In The key to improve Businees Performance.
London: Kogan Page Limited.
Barber, E., 1998. Recruiting Employees:Individual and
Organization Prespectives. Thousand Oaks, CA, USA: SAGE Publications,
Inc.
Berry, A.B., Petrin, R.A., Gravelle, M.L. & Fammer,
T.W., 2011. Issues in Special Education Teacher Recruitment, Retention,
and Professional Development: Considerations in Supporting Rural Teachers.
Central Bank of Sri Lanka, 2019. Annual Report.
Colombo: Central Bank of Sri Lanka.
Christopher, O.I., Assuming, J. & Agyei, P.M., 2014.
European Scientific Journal May 2018 edition Vol.14. Effectiveness of
Recruitment and Selection Practices in Pblic Sector Higher Education
Institutions: Evidence from Ghana, pp.2,3,4,5,8,9.
Darkoh, M.A., 2014. Employee Recruitment and Selection
Practices in the Construction Industry in Ashanti Region.
Dessler, G., 2002. Human Resource Management. 8th
ed. Prentice Hall.
Djabatey , E.N., 2012. Unpublished thesis submitted to the
Institute of Distance Learning. Recruitment and selection practices of
organizations, (A case study of HFC Bank (GH) Ltd).
Ekwoaba, J.O., Ikeije, U.U. & Ufoma, N., 2015. Global
Journal of Human Resource Management. The Impact of Recruitment and
selectionCriteria on Organization Performance, 3(European Centre for
Research Training and Development UK), pp.22-33.
Garner, E., 2012. Recruitment and Selection: Hiring the
People You Want. In Recruitment and Selection: Hiring the People You Want.
eBooks at bookboon.com. pp.19,20.
Gusdorf, M.L., 2008. Recruitment and Selection: Hiring
the Right Person. Staffing Management Instructor's Manual. Alexandria :
SHRM Academic Intiatives.
Liyanage, I.M.K., 2014. Education System of Sri Lanka:
Streangth and Weakness.
University of Ireland, 2006. Recruitment and Selection
Procedures. Maynooth: National University of Ireland.
Zinyemba, A.z., 2014. International Journal of Science and
Research (IJSR). The Challengers of Recruitment and Selection of Employees
in Zimbabwean Companies..
Yes, I agree that most of the private schools in Sri Lanka use traditional recruitment techniques and more so often overlook the reasons why teachers are dissatisfied.
ReplyDeleteA research conducted by (Hammond, 2010) studies the factors that influence the recruitment and retention of teachers; ‘Salary, Working conditions, Preparation, Mentoring and Support’. Even though Salary and working conditions are considered in Sri Lanka to a certain extent in recruitment, Preparation, mentoring and support is quite often not taken in to consideration in Sri Lanka. Therefore, it can be observed that teachers mostly have low job satisfaction.
Reference
Hammond, L. (2010). Recruiting and Retaining Teachers: Turning around the race to the Bottom in High-need schools. Journal of Curriculum and Instruction. 4(1). Pp.16-32. Available at: https://www.researchgate.net/publication/43785368_Recruiting_and_Retaining_Teachers_Turning_Around_the_Race_to_the_Bottom_in_High-Need_Schools (Accessed: 10th April 2021).
Yes. Arjun, I agree, that was my argument rather than depending on interviews, which do not provide a clear analysis about the potential and the abilities of the candidate to overcome this issue it is suggested to practice more sophisticated techniques such as psychometric test.Recruitment is a broader category that comprises sub- functions as attractions, selection, training and retention of appropriate candidates (Jackson & Spo, 2010). By recruiting the desired candidates job satisfaction of the employees can be increased. Moreover, I have provided more details about this issue in my blog, selection techniques in private schools.
DeleteAgree with you Gagana. Adding further, Selection is the process of picking or choosing the right candidate, who is most suitable for the job. It is the process of interviewing the candidates and evaluating their qualities, which are necessary for a specific job and then selection of the candidates is made for the right positions. The selection of right candidates for the right positions will help the organization to achieve its desired goals and objectives. When selection of the employees takes place, it is vital to ensure that they possess the desired qualifications, skills and abilities that are required to perform the job duties in a well-organized manner (Recruitment and Selection, 2016).
ReplyDeleteYes Pernalla I totally agree with your idea. It should not be only paper qualifications considered when recruiting employees; other relevant competencies also should be brought into the account. In addition, when selecting the best candidates it is really appreciated if the organizational leaders can allocate a space for front line manager’s views as well. Naturally, the nature of the job will be performed in a type and level of knowledge and skills required, but the job will be performed in a particular social context, and so it is important to have the manager’s view as to the sort of personal qualities that would permit the newcomer to fit into the team (Ejumudo, 2012).
ReplyDeleteAgreed, Recruitment and selection processes were clearly more easily adopted by school leaders than the more strategic end of HRM (Calvasina and Calvasina, 2016). Effective staffing starts with the recruitment, selection and retention process, can support improved educational outcomes, and more efficient managerial and administrative practices in the school (Cranston, 2012).
ReplyDeleteYour opinion is correct ,the school leaders have a sound knowledge of practical operation happens at the grass root level as such recruitment and selection process will be easily adopted by the school leaders. Yet recruiting teachers is a stuff asked as the teachers leave the school without giving a prior notice. Grant (2000) maintains that high-quality teachers today must be hired within approximately 2 weeks, and teachers in critical fields must be hired within 2 days. Grant affirms that we have to be able to move fast if we are going to acquire talented teachers in today’s teachers’ market.
ReplyDeleteInteresting view Gagana. This is because recruitment and selection process is the main door for the employees within organization. It allows the approaching effective workforce, and it determined the success of organization and build up the reputation of organization. Better recruitment and selection strategies directly affect to the company out comes and quality results also (Kumari 2012).
ReplyDeleteYes, your view is correct recruitment and selection reflect expected goals of the organization. Henry and Temtime (2009) construed recruitment as the entry point of manpower into an organization and the path an organization must follow from there on in order to make sure that they have attracted the right individuals for their culture and vibes so that the overall strategic goals are achieved .
ReplyDeleteAgree with you. According to Mullins (2010), for the Human Resource Management (HRM) function to remain, there must be consistently good levels of teamwork, plus ongoing co-operation and consultation between line managers and the HR manager. This is most definitely the case in recruitment and selection as specialist HR managers (or even external consultants) can be an important repository of up-to-date knowledge and skills, for example on the important legal dimensions of this area (Murat,A.,2019).
ReplyDeleteYes, I agree ,furthermore, According to Monday & Noe (2005) “recruitment is a process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, developing their interest in an organization and encouraging them to apply for jobs within it”.
DeleteYes Gagana,selection process is an great effort to have a good balance between the employer and employee that all directly combine with organizational objectives(Gupta, 2014).
ReplyDeleteIndeed, Clear knowledge of the job helps the potential employees to put in their best when employed because it is only when you know what you are going to do that you can understand not only how to do it but how to do it best (Yaro, 2014).
ReplyDelete