human capital management kp

8/6/2019 Human Capital Management KP

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Human Capital Management

People required running an organization is Human capital of that organization. The uniqueness and

distinctive attributes makes them vital resource to the organization. Human capital management is the

process of acquiring, optimizing and retaining the best talent by implementing processes and systems

matched to the organization's underlying business objectives."--Human Capital Management Solutions(hcms.com.au).

However, human capital definition in the vast sense seems to be narrow because proper health care of

organization professionals and other staff is crucial to the success. As we can see the ongoing shortage

in the workforce of an organization it has come up an issue to worry, consistency would jeopardize the

scenario in the upcoming times and hinder the health of the organization.Therefore steps are required

to be taken in this context by planning of workforce needed, identify ways to retain current staff,

accommodation for older workers, and development of healthy environment in the workplace.

Recruitment

Recruitment requires number of factors to be considered in advance for the better output generation.

Thus, recruitment of nurses and other health care professionals and non-professionals includes

following aspects: Supply and demand of the recruiting category, current vacancy rates, targeted

turnovers (including retirements), new units/ services, and economize of units or service lines are just a

few constraints that will assist in quality recruitment.

Source of recruitment (Hires) is also an important factor: as per the record, how many hires were local,

in state, out of state, international? How many were new graduates/ experienced professionals? What

programs and media produced these hires? Failure and success of strategies implemented, scrutinizing

the past would result into prosperous future.

Others things of consideration is the nature of competition pertaining in the market which can affect the

success of the recruitment. Other area would be to know the scale of enrollments and graduation at

local colleges and universities as well as what potential community programs are open to sell the

industries dealing in health care and its a young peoples profession. Considering in such factors will

have long-term return benefits. Organizational commitment and initiatives are expected in case of

recruitment via college and university enrollments and communities.

After evaluation of above mentioned variables and developing a strategic recruitment plan, its time to

through some light on the process. The recruitment process has huge impact on the new hires and

establishment of healthy relationship in the early stage. The important points to be considered whileevaluating the procedure is time required between the resume received and candidate hired; skills of

providing customer service from all (touch-points) in the organization and contact with the applicant.


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There are two types of recruitment

Internal RecruitmentIn case of internal recruitment the empoyees of the company are

informed about the vacancies in different ways like intranet,

boardrooms, cafes, canteens etc. Intresyedemployess forward

his/her CV to the HR department and if the skills and the

experience of an employee fit the role of the job he/she needs to

clear the interview process.

Advantages ofInternal Recruitment are

1.Here a small investment time and money is done by thecompany on the existing employees for training as thy

already carry a good knowledge about the company

2.Company is not likely to be disrupted by the existingemployee who is habituated to work with the other

memebers of the company.

3. I

nternal Promotion to the employees act as a motivation tothe employees.

4.As caompany is well known with the strength and weeknessof the existing employee whereas an outsider would be an

risk for the company as company is unknown with the

outsider.


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External RecruitmentIn this case the compnies advertises about their vacancies on

internet, website, newspapers where the exiting employees of the

company are not allowed to apply for the same but they can gettheir referrals and if their referals clear the interview and hired by

the company then the employee receives a bonus of cash.

Advantages of External Recruitment

1.External Recruitment invites new potential, talent andexperienced people in an organisation that provides an

upportunity to bring new creative ideas to the businesswhich leads to long tern growth.

Disadvantages ofExternal Recruitment

1. it is more costly as compared to internal recruitment as theyneed to train from the scratch. At times it also happens tat

candidate prove to be efficient as expected or as he/she did

in their interview rounds.

The stages of recruitment are:

1.Recruitment planning: Numbers of contact, types ofcontact.

2. Development of strategy3.Searching4.Screening5.Evaluation and control:

The objective of recruitment is to get number of quality

applicants. This evaluation might include:

a.Return rate of the application sent out.


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b.Number of applicants available for selectionc. Retaining the evaluating the performance of the

selected candidates

d.Expense involved in the recruitment processe.Time lapsed dataf. Comments on projected image.

Selection

Selection is a procedure of categorizing between candidates those who

has greater chances of gaining success in a job. Selection is all about

selecting an application form who carries required skill and qualification

to perform the job.

Difference between Recruitment and Selection

Recruitment means to identify and motivate them to make an

application for a job.

Selection means hiring an applicable Candidate from the number of

candidates after interview.

Selection Process

The process of selection starts from an interview and ends with a

contract of employment:


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1.Preliminary interview2.Test of selection3.Employment interview4.Reference and background analysis5.Selection decision6.Physical examination7.Offering job8.Contract of employment9.Evaluation.

Significance of Recruitment and Selection

1.Find out about the rquirements of the company based onshort term and the long term plan in relation to its human

planning and analysis of job activities.

2.Attract as many as candidates in small given budget.3.Leads to the progession of the selection process by

decreasing the number of unsutiblecandidates

application. Egunderqualified or over qualified.

4.Helps in analyzing individual and increases the retentionso the the new applicants dont leave the job in short

period of time.


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5.Fullfils the legal and social obligations related to thecomposition of its work force.

6. identify and accordingly prepare list of sutible applicantswho will be eligible candidate.

7.Increase the effectiveness of and inividual and companyto attain short term ad long term goals

8.Evaluate how effective the techniques of recruitment andsources of different job applicants.

Companies are always looking for the right people in order to fillin theirvacancies with right potential. Recruitment and Selection are

considered to be the reason for success in every organization. To be an

effective business good personnel are required by the company. It is

very important to have employees who enjoy their work and and

believes in success compared to those who are not interested.

A successful recruitment and selection means employers are aware

about their job requirement and hence have an idea about the skills

required for that particular job. This mean that company need to be

very carefull while informing or advertising about the vacancy in the

company. If the selection is done by the agency or by any third party

than it really becomes a crucial matter because employer needs to be

very accurate while explaining third party abhout the requirement of

the company.

The main stages in the recruitment process is of short listing the

candidates on the basis of the qualification and experience that they

have mentioned in their CV. It is also vey important to have an idea


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about which qualifications are must for the job and which skills are

desireable.

It is very easy to recruit right people for right job if a company has an

recruitment department or a third party like agency is doing it but only

employer need o be very specific and carefulll while explaining their

requirements. Company should advise agency and consultant about the

the process of the company so that even the agency can advise

consultant about the process at every stage of recruitment and

selection process.

Person taking interview should be capable enough to give a feedback tothe on the basis of interview done to the candidate and to the

employer as well. Before the interview employer should be ready with

an idea of the package that they can provide to the candidate once he

is hired.

Recruitment and Selection in Scottish Power

Recruitment and Selection in Scottish Power take place at many entry

levels. The most significant entry levels are apprentice level andgraduate trainee.

They carry their recruitment activities online where all the details

regarding the company and the vacancy is provided. It is possible for


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applicants to go through the details and apply for the same by

downloading the application form for Modern Apprenticeships and

graduate Programmes. Before application applicants should go through

the minimum skills and qualification required.

Apprrenticeships

This leads to the qualification that is nationally recognized and and it is

related to the skill of job relevant. This gives an upportunityto new

employees to learn new shills while working and alos earn good wages.

There are two leevls: level 2 is almost equal to 5 good GCSE passes or

standard grades, Adanced Apprenticeships that is level 3 is equivalentto higher grades or passes at A level.

Graduate Programmes

Graduate programme provided by the Scottish Power are for the

university degree students. The duration of this programme is of two

years and is altered as per each graduates ad business requirement.

Here candidates need to prove their self bt mentioning few things intheir appication like reason to join Scottish Power and their core

competency, and selected candidates need to go the assessment centre

for one day session.

Selection of candidates involves:

y Test of psychometricy Individual presentationy Team work (group discussion)y Interview based on competency

There are certain qualities that Scottish power is looking for in

their candidates nad those key skills are


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y Future Planningy Customer Servicey Team work

These competencies can be deeply explained in the given diagram:

This framework also help employer to examine the performance of an

employee for a particular job.

Depending upon the competencies there are three levels which

explains the responsibility of an individual.

For example these are the levels for employee to achieve for customer

focus:


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there are two important documents made by the Scottish Power that

mentions the required skills and qualities. These two documents

specifying the job description and person specification are important to

attract candidate. This is also like a check list for recruiters that provesthat the applicant chosen satisfies the requirements:

Selection:

Selection process involves identification of the right candidate carrying

the business or the engineering background.


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The stages involved in the selection process of Scottish Power are:

This process gives an opportunity to candidates where they can prove

their capabilities by presenting themselves in a different ways

y A good application form shows clearly about the achievements ofa candidate.

y In a personal round of an interview he/she can explain his/hercapabilities in detail and in a best manner.

y During the exercises given to them it is easy to see how goodcandidate is with team working, as a leader, as a planner etc.

These qualities are important because this not only help the

companyto grow but also business to expand.As they also look for


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the personal qualities that show the desire in a person to achieve

high goals and passionate about work, and who carries a good

convincing power.

Conclusion:

The process of recruitment and selection can be summed up as a

philosophy of attracting maximum applicants for the available

vacancy and end up with a pool of applicants. After that the stage of

Selection takes place, which is a process of qualified and skilled

people. This stage emphasis more on categorizing people inorder to

find out and place those candidates whose skills are consistent withthe requirement of the Organization. These two activites only aim at

finding a perfect candidate for the company. These activities differ

from company to company depending upon the requirement of the

company and the job role. These processes have been explained in

detail while explaining the recruitment and selection process of the

Scottish Power.

human capital management kp

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