Recruitment and integration

Thèmes abordés

Recruitment - integration - recruitment

Résumé du document

The acquisition of a competent workforce motivated and involved in social and economic success of the company, work teams , support personnel , the HR department and the individual himself in the organization.

The issue of retention is important, young people are more sensitive to balancing work / life private or occupant of increasingly positions unrelated to their qualification as soon as they leave the labor market is more favorable to their aspirations.
The issue of the ability to attract qualified people to make the right decisions regarding the selection is a key to success in a competitive environment . Recruitment is an opening to the outside . It is a screening tool , and consequently factor marginalization of individuals.

Recruitment is strategic for the company as it is the first time the integration of employees and it determines the beginning of other HR processes such as integration , compensation, evaluation, training to retain employees.
Despite the use of selection techniques to streamline recruitment, there are failures.

Extraits

[...] The repository enables a hierarchy of employee performance . For the construction of repositories , skills , which are activities performed , expressed as action verbs. The standard shall be limited to the most important tasks or activities to allow the necessary freedom for creativity. In addition, a sheet containing all the activities necessary for a position is irrelevant to the difficulty in identifying the agent specifically adapted to the position described . The repository is based on the skill level of the job rather than the job . [...]

[...] The authorization of recruitment involves the process of defining the position and profile. Anticipating the needs of labor is not essentially new in the management of personnel. The first practical management planning predated the GPEC The 1960s saw the emergence of workforce planning and strategic planning and management planning careers ( Jardillier18 book , " the personnel planning " in 1972). Note the influence of the human relations school ( seen in the introduction to the subject organizations) on forward planning skills (GPC) and the management of jobs and skills (GPEC ) in which are taken into account needs of the employee. [...]

[...] It also allows an accurate description of the vacancy in the supply of recruitment and helps attract people genuinely interested . The job analysis is carried out methodically by observation, interview, questionnaire , the critical incident method , journal, conference technique. The job analysis leads us to propose a job description . Illustration: Peretti (1998, p.157 -160 ) The concept of position may be extended . Thus , it may take into account the context in which the position is located , which is also to be taken into account when the question of the adequacy of the individual to his job. [...]

[...] The various phases of a recruitment are: Definition post the profile definition , identifying sources of recruitment, implementation of recruitment methods , recruitment campaign , selection, the hiring decision , integration To enter this active phase , it is necessary to mobilize the frame concerned with recruitment. That is to say, the manager has expressed its need for staff. The role of managers in recruitment is defined as follows , according to St. Onge et al.17 : identification of needs, participation in selection interviews decision to hire a particular candidate , for new employees , integration of new employees into work teams . Recruitment processes are outlined in the work of JM Peretti, Human Resource Management in 1998, p.197 (see footnote on page 15) . [...]

[...] Selection methods are chosen depending on the type of position power, the recruitment policy of the company ( internal or external) , the conditions of the labor market , budget constraints and deadlines , previous experience recruitment . At the end of the campaign selection , a decision must be made . This phase is very subjective . Note that the decision-maker in the field , observing the previously developed and clearly defined criteria , ensures social stability undermined leaving room for controversy and avoid discrimination. [...]