(Nankervis, Compton & McCarthy, 1999, p.190).
One of the changes is the increasingly important role of line Managers. In many organizations the people who implement the HR strategies are line managers. Line managers are often people from the lower ranks of the management hierarchy and lack formal management training. According to a study conducted by the Bath University for theChartered Institute of Personnel and Development (CIPD), these line managers carry out several HR activities like training, communication and people management, discipline and grievances and performance appraisals.(CIPD,2005)
While HR managers have traditionally created job descriptions and then tried to find the right person to fit into the job, today's organizations call for integration among their components giving rise to the need for flexibility to use their staff as per the changing requirements.(Essex, Kusy, 1999)
Job Analysis: In order to find the right person for the right job, HR managers need to conduct a job analysis to understand the nature of work done by the different employees holding different titles. This would involve examining the
a. objectives of that job,
b. the responsibilities involved
c. relation of that job to other functions in the organization.
d. the minimum academic qualification of an employee eligible for that job.
Once the job analysis is done, the HR person can look for a person who can take up that job.
Sources for Recruitment -The selection and recruitment of 'the right person' for the various job is a laborious task. There are two basic sources HR managers usually look at -
a. Internal Sources: HR managers can scout for talent within their organization in what is termed as recruitment from internal sources.
b. External Sources: External recruitment on the other hand refers to recruiting personnel from sources outside the organization. Advertising, Internet recruitments, and employment agencies all play a significant role in the external recruitment process.
Selection Process: The selection process follows many steps. These include
a. Filling in application forms which must be designed to unravel the skills of the applicant and his/her eligibility for the job
b. Interviews and Tests which allow the HR personnel to assess the suitability of the