PAD214 INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION

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PAD214INTRODUCTION TO PUBLIC PERSONNEL
ADMINISTRATION

• LESSON 4
• RECRUITMENT

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SCOPE OF THE LECTURE

• Organization or firm needs new workers to fill up
  job vacancies. The process of filing the job
  vacancies normally done through recruitment
  process. The process of recruiting new employee
  can be done through various sources and normally
  involve several activities. This lecture explains
  the general recruitment practices that adopted by
  many organizations in the public and private
  sector.

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OBJECTIVES OF THIS LECTURE

• Upon completing this chapter student should be
  able to
• Define the concept of recruitment
• Describe the uses and importance of recruitment
• Identify the process of recruitment
• Describe the sources and methods of recruitment
• Describe the roles of PSC in recruitment process.

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WHAT IS RECRUITMENT

• Recruitment refers to the process of attracting,
  screening, and selecting qualified people for a
  job at an organization or firm.
• Recruitment is the process of finding and
  attracting capable applicants to apply for
  employment required in an organisation, or to
  fill job vacancies.
• Process of identifying and hiring best-qualified
  candidate (from within or outside of an
  organization) for a job vacancy, in a most timely
  and cost effective manner.

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THE RATIONAL OF RECRUITMENT

• Recruitment is essential to effective Human
  Resources Management. It is the heart of the
  whole HR systems in the organization. The
  effectiveness of many other HR activities, such
  as selection and training depends largely on the
  quality of new employees attracted through the
  recruitment process. Most organisations have
  continuing need to recruit new employees to
  replace those who leave or are promoted and to
  permit organisation growth.

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THE USES AND IMPORTANCE OF RECRUITMENT

• Staffing recruitment used to ensure that the
  organization has enough staff with a pool of
  qualified candidates.
• Selection recruitment process ensure the right
  candidate employed for the right job by reducing
  the numbers of obviously under-qualified and
  over-qualified applicants.
• Performance - To increase Organizational and
  individual performance and effectiveness in the
  short and long term plans.

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RECRUITMENT PROCESS

• Determining what your exact hiring needs are (Job
  analysis)
• Initiating a recruitment action (Sources of
  recruitment)
• Issuing a vacancy announcement for the position
  (Job Advertisement)
• Marketing the position to get high quality
  applicants (Application Shortlist candidates)

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• Interviewing those candidates that you believe
  can perform the work of the position.
• Selecting the best qualified candidate for each
  and every position you advertise based on
  selection criteria.
• Retaining the employees once you have them
  (Notifying the successful candidate to take up
  the job
• rejecting applicants that they have not been
  chosen).

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SOURCES AND METHODS OF RECRUITMENT

• Internal recruitment getting the applicant/new
  employee from within the organisation. This can
  be implemented through this method-
• Job posting filling the vacancies by
  transferring existing employees who interested in
  vacancies.
• Promotion filling the vacancies by promoting
  existing employee who can fulfil the requirement.
• Secondment is where an employee temporarily
  changes job roles within the same company or
  transfers to another organization for an agreed
  period of time.

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• External recruitment filling the vacancies by
  attracting applicants from external sources.
• Through employment agencies government and
  private employment agencies.
• By contacting the public directly through
  advertisement in newspaper and media and job
  fair.
• Direct recruitment from College and University.
• Internet Recruitment / Cyber recruiter -Use
  internet in the recruitment process.

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ALTERNATIVE S TO RECRUITMENT

• Outsourcing the process of transferring
  responsibility for an area of service and its
  objectives to an external provider.
• Contingent workers workers are employed in
  alternative work arrangement and serve as on-call
  employees, temporary help workers, and contract
  workers.
• Employee leasing professional workers offered
  by professional firm to work with other firm on a
  co-employment basis.
• Overtime extra working hours for current
  employee.

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PUBLIC SERVICE COMMISSION (PSC)

• To offer to Ministries/Departments for
  appointment to fill vacancies within 8 weeks from
  the date of receipt of requests for posts which
  do not require screening and 16 weeks for post
  which involve screening.
• To deliver decisions on service exercises such as
  confirmation in services and pensionable status,
  transfer of service within 4 weeks after receipt
  of complete certification.
• Disciplinary actions, promotion,
  promotion/disciplinary appeals to be completed 16
  weeks, 12 weeks and 8 weeks after receipt of
  complete certification.

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THE FUNCTIONS OF PSC

• The Public Service Commission of Malaysias
  function under Article 144(1) of the Federal
  Constitution stipulated 6 main functions of the
  Commission, which are
• APPOINTMENT
• CONFIRMATION OF SERVICE
• CONFERMENT INTO PENSION STATUS
• PROMOTION
• TRANSFER
• EXERCISE DISCIPLINARY CONTROL

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APPOINTMENT

• The Commission manages the appointment of
  personnel in the Public Service on permanent,
  temporary, contractual, temporary transfer and
  loan status. It also has the authority to
  terminate the services of personnel in the Public
  Service according to the appointments directive.
  In addition, the Commission has empowered
  Ministries and Federal Departments as well as
  relevant States Administrative Government for
  posts in the Support Group (Group C and D JKK).

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PORTAL PSC
http//www.spa.gov.my/portal
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TUTORIAL

• Define recruitment
• Describe the objective and purpose of recruitment
• Explain the recruitment process
• Describe the sources and methods of recruiting
  new employee.
• Describe the roles of Public Service Commission

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THAT ALL FOR TODAYSEE YOU AGAIN NEXT
LECTURELESSON 5SELECTION