Nature of Human Resource Management: Hiring and Recruiting

EXECUTIVE SUMMARY substructure In the map era, Organizations most important assets be its muckle i. e. Employees. These employees ar the shewation on which the system of rules stands strong with unwrap the homo power to bring about certain tasks, to produce, to operate, to analyze, etc no organization can live. Although the modernistic technologies thrust do a lot things much easier and zilch can re browse the significance of the sympathetic Resources. Therefore, Hiring is a in truth challenging, time consuming and greetly function of the comp any(prenominal).But whats even harder especially in todays chaotic economic situation is, Making the in force(p) Hire. Recruiting and survival is all about hiring the advanced person for the expert air at the right time. Even a wiz equipment casualty utilize can affect the opeproportionns of the business and can cost the steadfast a fortune. In order to head off making a bad hire, HR managers must c arfully conduct and analyze the merciful Resource be after (HRP) attend to. HRP is a operate usanced by the organizations to view that it has right amount and class of people to fulfill its particular goals in forthcoming.This is arrogatee by forecasting the Labor Demand for future and twinned it with the forecasted Labor preparation of the firm. Organizations that do non conduct HRP or fag not perform HRP properly may not be fit to meet their future industry shortage or may confine to resort to layoffs due to labor surplus. Even though hiring the right people with right skills is very protracted and difficult deal but Human capital is a substantial investment and even a single mistake can put financial burden on the firm. The ill-use at which a business moves from survival mode to growth paths is largely dependent on the successful hiring of the correct employees.The prosperity of the business not only depends on hiring thoroughly people but hiring extremely gifted people with the right skills for any particular blood. sp are-time activity are roughly useful tips for hiring right people for the right air * Develop a detailed Job Description identify the key responsibilities, functions and expectations for the position down the stairs question. * Design a careful Job Specification specify the skills, requirements, generate and knowledge required for the position under question. * Use internal or external labor market to stimulate adequate event of electromotive force candidates * Conduct the Screening impact wisely and horoughly in order to play valuable information regarding competitive salaries, intelligence and the operative measurings. * Try to use integrated reference process to select the best possible candidates * stopover references provided by the candidates, verify their degrees and other(a) information provided by them and find out about their past be givening behaviors by contacting their ex boss or subordinates * After hiri ng, make the brand- revolutionary-fangled hire welcomed and make him/her understand the polish of the organization through Orientation. Opening typesetters casePAKISTAN CIVIL AVIATION AUTHORITY Pakistan genteel melody Authority is a Public sector autonomous frame training under the Federal Government of Pakistan through the Ministry of Defence. It was established on seventh December, 1982 as an autonomous body. Prior to its mental home, a genteel Aviation plane section in the Ministry of Defence used to manage the civil s prepare related activities. The day of 7th December has significance, as it coincides with the date of creation of International civilized Aviation Organization (ICAO) in 1944 as a result of the famous Chicago Convention.Incidentally, the United Nations have declared 7th December as the International Civil Aviation day and historied as such every year all over the World. all told kinds of Civil Aviation related activities are performed by CAA includi ng the regulatory, air pass away services, airport focusing, infrastructure and commercial emergence at the airports, etc. Recently, Civil Aviation Authority underwent Restructuring and Change Management process to meet the present and future challenges.This organizational transformation process identified Structure, Culture, Skills, and Rewards as four tracks on which simultaneous emphasis is being laid. The Vision, Mission, and Core Values have been identified. Wide-angle buy-in process by CAA senior management with staff and subvert levels for bridging communication gaps between different hierarchical levels of the organization has been taken. As a result of the Restructuring process, the fundamental organization structure has been balanced to focus on trinity core areas namely Regulatory, mental strain Navigations Services, and aerodrome Services.These Core / gunstock functions are fully supported by the various corporate functions of the organization. The restructurin g process has helped Pakistan Civil Aviation Authority to fully focus on- * fortify its safety and security 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 too being encouraged. Enhanced Regulatory and air space management capabilities. Moreover, emphasis is being laid on commercialization of its assets and land with ameliorate customer / passenger service standards, benchmarked with top acting internationalistic airports * organic evolution of a New Aviation Policy for the country in citation with the Ministry of Defence, Planning Commission, World Bank, Air distinctions, and Aviation Experts (Expected to be considered by the Cabinet for commendation shortly). Investing in Human resource development through structured approach with particular focus on quality of people and en hancing their captain capability. Quality work on new initiatives is in progress such as introduction of Enterprise Resource Planning (ERP), Health, Security, Safety, and Environment (HSSE), somatic Social Responsibility (CSR), Ethics Management Program, node 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 plan 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. muckle STATEMENT Be world-class service provider in the air travel industry MISSION STATEMENT Provide safe, secure and efficient best-in-class breeze services to the stakeholders CORE VALUES * Commitment * Professional Exce llence * guest Focus Safety and Security * Integrity ORGANIZATIONAL STRUCTURE PCAA caution BOARD Pakistan Civil Aviation Authority is administered by the Board which performs tasks similar 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 director Committee, PCAA Audit Committee and HR Committee. PCAA BOARD PCAA EXECUTIVE COMMITTEE PCAA audited account COMMITTEE HUMAN RESOURCE DEPARTMENT OF PCAA The HR department of PCAA is chill out under the develop process as it was formed only three years ago.Prior to the formation of the HR department there was an Administrative division 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 some(prenominal)what good efforts for fostering a prosperous corporate culture and developing organizational capabilities by designing an effective and efficient workforce who trunk devoted towards the company. The head of the HR department is the Chief HR who is in Pay Group of 11. He is appointed by DG CAA ( theatre director General).Directorate of compassionate resource delivers advanced 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 omnibus (GM) which then reports to chief HR for approval. Following are the branches of the HR Department of PCAA * HR Employee Relation and character Management (EM & RM) * HR Recruiting and Selecting (R & S) * HR travel Planning and Performance Measurement (CP & PM) * HR Pension * HR educational activity and organic evolution (T&D)This report only discusses the HR Recruiting and Selection branch. The HR policies and st rategies are formulated and designed in a way to develop a unified, stable and fair working(a) environs for every single employee so that they perform in the best way they can. Moreover, every employee is provided with opportunities to learn and grow. HR ORGANIZATIONAL CHART RECRUITING AND SELECTION AT PCAA The Recruiting and Selection branch is trustworthy for attracting the potential candidates for any present or future idle positions it plans and provides employees with the right skills for the right job.Similarly, the branch as well deals with the employee layoffs in case 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 first seeks approval for any new hire for a post or layoffs from Director General. earlier starting the Hiring and Selection process, the HR first conducts Human Resource Planning to find out about its labor demand and analysis. But the HRP process is per formed in depth. After the discovering the human resource requirements through HRP the Recruiting and Selection process is started.PCAA Recruiting and Selection bring 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 comfortably informed about the market place candidates know the standard working practices and salary being paid 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 switch to some other company.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 rule for forecasting the labor demand i. e. RATIO ANALYSIS. The method simply compares the ratio of the employees to CA A units with the expected number of employees for each job. Below is a sample table which demonstrates how the demand forecasting is done in PCAA. tug 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 measuring is to do labor supply forecasting. The labor requirements are fulfill all through Judgmental techniques. PCAA uses Executive Reviews Top Management makes judgments about who should be promoted, reassigned or fired, and Vacancy analysis judgments are make about believably 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 Staff 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 substitute Director General 22 0. 88 28 Chief HR 25 1. 00 32 Chief pecuniary 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 pot of certifiable candidates for a particular job. The firm must announce the jobs availability to the market (inside or outside 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 respective departments (such as finance, Operations, etc). This is explained in Job Description and Job Specification. However, if the void exists for any HR position then HR develops the job interpretation and job spec ification.Once all the relevant information is gathered then the job vacancies are announced to the general public through posting the news program on their website and compositions. 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 old age of the publication of the advertisements (as per the mentioned date in the ads). All the job applications are cautiously analyzed and scrutinized and then a certain amount of candidates are short-listed who are eligible for giving the written screen.The HR (R&S) then forwards the list of selected candidates to matter Testing Service (NTS). Written Test For ensuring transparency and upholding the catchword 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 clashing held on 27th Jul y, 2007 as proprietary to conduct all quality of written test on behalf of HR (R&S) branch. NTS carries out the written test once it receives the names of the short-listed candidates form HR (R&S).NATIONAL TESTING 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 * Validity * Assessment development * Reliability * Cut scores, scaling, and equating * Assessment administration * Reporting perspicacity 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. Then HR (RS) branch is obligated for the development of be list and issuance of interview call letter to top five candidates as per quota role given below meritoriousness 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 bench vise by taking the weight-age of 60% of Written Test and 40% of Interview. query SELECTION BOARD Employee Verification Organizations should not hire people earlier 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, look s at the Past Employment Record of their prospective candidates. Most of the companies do not provide any kind 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, credit 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- expert 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 s end to Civil Aviation Training Institute (CATI) Hyderabad for training. The length of the training varies 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 Right People Case Study By Rich Kramarik We have a orthodontic braces 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 using good interview techniques and concern other members of the firm in the interview process. In a couple of cases clients were used to interview the candidates. This firm was using every bit of good judgment and process to screen 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 some other case the new hire just didnt get on with clients. And, in yet another case the new hire was very argumentative with other employees. We worked with this CEO and could not find any all important(p) changes that we thought would help. We started looking at how new employees were introduced into the firm and how they were trained and supported. We put up that the nature of the business was the problem. This firm did contract 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 un convenient and felt lost as they got thrown to the wolves. We work with the CEO and new support plans and work procedures were implemented. As new employees came on board, they were assigned a buddy who worked with them at the client 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 two weeks before the new hire went out to client locations.This was not dead time, but kind of 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 tailor-make 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 soundness 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 al ready longstanding than the past experiences. A indorse situation is an engineering firm with 20 employees and ten million dollars in revenues. The CEO give tongue to 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 some(prenominal) employees both new hire and long term employees. We found some interesting environmental facts that pointed to the problem.We heard 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 inconsistency 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 continuously changing and that client demands often were accepted by management and the implications were longer work hours and lost family time. We heard much mor e, but this is enough of an fount 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 give away. The CEO said that demands from clients and fear of loosing business were whimsical some of his actions.He also said that poor revenues lately were impacting his ability to go 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 avoi d his glowing descriptions about the company that tended to overstate the real situation. We helped him put plans in place to stage 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.