(Unit I) Introduction to Human Resource Management &

Procurement of Human Resources

Human Resource Management (HRM) is a strategic approach to managing an

organization's most valuable asset: its employees. HRM involves planning, organizing,
leading, and controlling various functions and processes that ensure the efficient and effective
utilization of human resources to achieve organizational goals.

1. Concept of HRM:

HRM refers to the practices and policies needed to manage the people in an organization. It
includes activities such as recruitment, training, performance evaluation, compensation, and
employee relations, all aimed at maximizing the productivity and satisfaction of the
workforce.

2. Nature of HRM:

● People-Oriented: HRM focuses on managing the most important asset of an

organization—its people.
● Comprehensive: It encompasses a wide range of functions like hiring, training,
compensating, and ensuring employee well-being.
● Dynamic: HRM is constantly evolving to adapt to new trends in technology,
workforce diversity, and organizational culture.
● Integrative: HRM aligns the management of human resources with organizational
objectives, promoting a mutual understanding between employees and management.
● Continuous: HRM is a continuous process that involves employee development and
organizational growth.

3. Scope of HRM:

HRM covers a wide range of activities, including:

● Recruitment and Selection: Finding and hiring the best candidates for the right roles.
● Training and Development: Ensuring employees have the necessary skills and
knowledge to perform effectively.
● Performance Management: Assessing employee performance, providing feedback,
and ensuring they meet organizational expectations.
● Compensation and Benefits: Designing salary structures, bonuses, and benefits
packages that attract and retain employees.
● Employee Relations: Maintaining positive relationships between employees and the
organization.
● Workforce Planning: Managing the number and types of employees needed at any
time.
● Health and Safety: Ensuring a safe and healthy working environment.
 ● Legal Compliance: Ensuring the organization complies with labor laws and
regulations.

4. Objectives of HRM:

● Maximizing Organizational Performance: By ensuring that employees are

well-trained, motivated, and productive.
● Enhancing Employee Satisfaction: Promoting a positive work environment, good
benefits, and personal development.
● Attracting and Retaining Talent: Ensuring the organization has the right people
with the right skills at all levels.
● Legal Compliance: Ensuring the organization complies with employment laws and
regulations.
● Developing Employee Potential: Facilitating personal and professional growth to
improve employee capabilities.

5. Importance of HRM:

● Effective Workforce Management: HRM ensures that the right people are in the
right roles, which leads to higher productivity.
● Organizational Growth: By continuously developing employees' skills and aligning
them with the company's goals, HRM contributes to long-term success.
● Employee Satisfaction and Retention: Proper HRM practices improve employee
morale, job satisfaction, and loyalty, reducing turnover.
● Legal Compliance: HRM ensures the organization follows labor laws, preventing
costly legal issues.
● Conflict Resolution: HRM helps resolve conflicts in the workplace, maintaining a
harmonious and productive environment.
● Innovation and Adaptability: HRM fosters a culture of innovation by nurturing
creative talent and adapting to changes in the business environment.

In essence, HRM plays a key role in balancing the needs of both the organization and its
employees, creating a productive, efficient, and supportive workplace.

Human Resource Management (HRM) is critical in connecting economic principles with

workforce management. Economics focuses on the allocation of scarce resources, and HRM
applies this principle to optimize human resources within organizations. Here's how the
functions of HRM relate to economics:

1. Planning Function:
Economic Context: Labor is a scarce resource, and workforce planning ensures optimal
utilization to avoid wastage and shortages.

● HRM Role: Workforce planning involves forecasting future labor demands based on
economic conditions, organizational growth, and technological advancements.
● Example: In a booming economy, HRM plans to recruit and train more employees to
meet increasing production demands.

2. Recruitment and Selection:

Economic Context: Matching labor supply with organizational demand is crucial for
economic efficiency.

● HRM Role: Recruiting the right talent ensures that the organization invests in
productive human capital. Poor recruitment increases opportunity costs and
inefficiency.
● Example: When the labor market is tight (low unemployment), HRM may need to
increase wages or provide incentives to attract talent.

3. Training and Development:

Economic Context: Investments in human capital enhance productivity, a core concept in

labor economics.

● HRM Role: By providing training and professional development, HRM increases

employees' skill levels, leading to higher productivity and innovation.
● Example: In knowledge-based industries, continuous learning programs keep
employees competitive, aligning with the dynamic needs of the economy.

4. Compensation and Benefits:

Economic Context: Compensation structures influence labor supply, demand, and overall
market equilibrium.

● HRM Role: HRM designs pay structures that balance employee expectations with
organizational profitability while remaining competitive in the labor market.
● Example: Offering performance-based bonuses can drive higher productivity,
benefiting both the company and the economy.
5. Performance Management:

Economic Context: Monitoring productivity and output aligns with economic principles of
efficiency and optimization.

● HRM Role: Performance management systems help identify high-performing

employees, allocate rewards efficiently, and rectify inefficiencies.
● Example: Underperforming sectors can be realigned through training or restructuring,
optimizing labor allocation.

6. Employee Relations:

Economic Context: Labor market dynamics, including collective bargaining and wage
negotiations, influence economic outcomes like inflation and unemployment.

● HRM Role: HRM ensures harmonious employee-employer relations to prevent

industrial disputes that can lead to economic disruptions.
● Example: During economic downturns, HRM may mediate wage cuts or layoffs to
minimize organizational losses while maintaining workforce morale.

7. Workforce Analytics and Decision-Making:

Economic Context: Data-driven decision-making in HR aligns with econometric analysis to

predict and evaluate labor trends.

● HRM Role: HRM uses data analytics to assess the return on investment (ROI) of
human capital and strategize accordingly.
● Example: Predicting the economic impact of automation and reskilling the workforce
accordingly.

8. Health and Safety Management:

Economic Context: A healthy workforce enhances productivity, reducing absenteeism and

healthcare costs—key economic factors.

● HRM Role: Ensuring safe working conditions reduces economic losses from
workplace accidents.
● Example: Providing health benefits reduces societal healthcare burdens and promotes
workforce stability.
9. Legal Compliance:

Economic Context: Labor laws reflect economic priorities like minimum wages, maximum
working hours, and unemployment reduction.

● HRM Role: HRM ensures compliance with regulations, avoiding penalties and
contributing to broader economic stability.
● Example: Adhering to wage regulations supports fair income distribution, an
essential component of economic equity.

10. Strategic HRM:

Economic Context: HRM aligns workforce strategies with macroeconomic trends, such as
globalization, automation, and market fluctuations.

● HRM Role: HRM adapts strategies to leverage economic opportunities and mitigate
risks.
● Example: In periods of economic growth, HRM focuses on upskilling to meet rising
production demands, while in recessions, it emphasizes cost management.

In summary, HRM's functions are deeply intertwined with economic principles. By

efficiently managing labor, HRM not only enhances organizational productivity but also
contributes to the broader economy by optimizing resource allocation, promoting growth, and
maintaining stability.

Organisation of Personnel Manager

The Personnel Manager is a key figure in the Human Resource Management (HRM)
department. Their role and placement in the organizational structure depend on the size,
nature, and structure of the organization. The personnel manager can be organized at different
levels:

1. Hierarchical Position:
○ Top Management: In smaller organizations, the personnel manager may
report directly to the CEO or Managing Director, playing a strategic role in
decision-making.
○ Middle Management: In larger organizations, they may function as part of
the HR department under the HR Director.
○ Functional Manager: They oversee specific HR functions such as
recruitment, training, or employee relations.
2. Departmental Structure:
 ○ Centralized: The personnel manager operates from a central office, ensuring
uniform HR policies across the organization.
○ Decentralized: In larger organizations with multiple locations, personnel
managers may be placed at each unit, reporting to the central HR department.
3. Coordination Role:
○ Collaborates with other department heads to align workforce goals with
organizational objectives.
○ Acts as a mediator between employees and management.

Qualities of a Personnel Manager

To effectively manage human resources, a personnel manager should possess the following
qualities:

1. Leadership Skills: Inspire, motivate, and guide the team toward achieving HR and
organizational goals.
2. Communication Skills: Effective verbal and written communication to interact with
employees, management, and external stakeholders.
3. Decision-Making Ability: Quick and informed decision-making to handle
recruitment, conflict resolution, and policy implementation.
4. Empathy and Emotional Intelligence: Understand and address employee concerns
with sensitivity and fairness.
5. Negotiation Skills: Handle wage discussions, conflict resolution, and industrial
relations effectively.
6. Knowledge of HR Laws and Policies: Familiarity with labor laws, employment
policies, and organizational HR strategies.
7. Analytical Thinking: Ability to analyze workforce data and predict trends for better
planning.
8. Ethical Approach: Maintain integrity and fairness in decision-making and
interactions.

Role of Personnel Manager

The personnel manager plays a multifaceted role within the organization:

1. Administrative Role:
○ Managing HR policies, payroll, and benefits.
○ Ensuring compliance with labor laws and regulations.
2. Advisory Role:
○ Advising top management on HR strategies, organizational culture, and
workforce planning.
 ○ Guiding department heads on employee-related issues.
3. Mediator Role:
○ Resolving conflicts between employees and management.
○ Negotiating with unions and addressing grievances.
4. Developmental Role:
○ Planning training programs and career development initiatives.
○ Enhancing employee satisfaction and retention.
5. Strategic Role:
○ Aligning HR practices with organizational goals.
○ Forecasting future workforce needs and preparing for changes in the labor
market.

Status of Personnel Manager

The status of a personnel manager within an organization reflects their importance and
influence:

1. Executive Status:
○ As a key member of the executive team, the personnel manager influences
strategic decisions related to human capital.
2. Middle Management Status:
○ In many organizations, the personnel manager functions as part of middle
management, bridging the gap between top management and employees.
3. Functional Authority:
○ Holds authority over HR functions such as recruitment, training, and employee
relations but collaborates with other department heads.
4. Strategic Partner:
○ In progressive organizations, the personnel manager is seen as a strategic
partner who contributes to long-term planning and growth.
5. Perception by Employees:
○ Acts as an employee champion, ensuring fairness and advocating for their
well-being.

In conclusion, the personnel manager's organization, qualities, role, and status determine their
effectiveness in managing human resources. Their ability to balance organizational goals with
employee needs positions them as a vital asset to the organization.

Characteristics of a Human Resource Manager (HR Manager)

An HR manager must possess specific characteristics to manage human resources effectively

and align their efforts with organizational goals.
 1. Strong Leadership Skills:
○ Ability to inspire and motivate employees, lead teams, and guide the
organization’s HR initiatives.
2. Excellent Communication Skills:
○ Capable of clear, empathetic, and persuasive communication with employees,
managers, and external stakeholders.
3. Problem-Solving Ability:
○ Analytical mindset to address workforce challenges and develop innovative
solutions.
4. Knowledge of HR Laws and Policies:
○ Deep understanding of labor laws, employee rights, and organizational
policies.
5. Decision-Making Competence:
○ Making informed and timely decisions about recruitment, training, benefits,
and employee relations.
6. Adaptability and Flexibility:
○ Ability to adapt to dynamic business environments and changing workforce
needs.
7. Conflict Resolution Skills:
○ Managing disputes and grievances to maintain a harmonious workplace.
8. Empathy and Emotional Intelligence:
○ Understanding employee needs and emotions to foster trust and collaboration.
9. Strategic Thinking:
○ Aligning HR strategies with long-term business goals to drive organizational
success.
10. Tech-Savvy Approach:
○ Proficiency in using HR technology and data analytics tools to improve
efficiency and decision-making.

HRD (Human Resource Development) - Responsibility of Managers

Human Resource Development (HRD) focuses on developing the skills, knowledge, and
abilities of employees to meet current and future organizational needs. Managers at various
levels have specific responsibilities in HRD:

1. Top-Level Managers:

● Vision and Strategy: Define the organization’s mission, vision, and strategic goals,
ensuring HRD aligns with these objectives.
● Policy Formulation: Establish policies and frameworks for employee development.
● Resource Allocation: Allocate budgets and resources for HRD initiatives like
training programs and technology.
2. HR Managers:

● Training and Development: Design and implement programs to upskill employees.

● Career Development: Create opportunities for employee growth through promotions,
mentorships, and lateral movements.
● Performance Management: Develop systems to evaluate and improve employee
performance.
● Employee Engagement: Foster a culture of learning and development to improve job
satisfaction.
● Compliance: Ensure all development programs adhere to labor laws and industry
standards.

3. Line Managers:

● Identification of Training Needs: Recognize skill gaps in their teams and communicate
these needs to HR.
● On-the-Job Training: Provide direct guidance and mentoring to employees.
● Performance Feedback: Conduct regular performance appraisals and suggest
developmental measures.
● Support HR Policies: Implement HRD initiatives designed by HR managers in
day-to-day operations.

4. All Managers (Shared Responsibility):

● Employee Motivation: Encourage employees to participate in development programs

actively.
● Facilitating Teamwork: Promote collaborative learning and knowledge-sharing
among team members.
● Promoting Innovation: Encourage employees to develop creative solutions and take
initiative.
● Developing Leadership Skills: Identify potential leaders and groom them for higher
responsibilities.

Key Goals of HRD for Managers:

1. Enhanced Productivity: By upgrading skills and knowledge, managers ensure that

employees perform efficiently.
2. Talent Retention: Development programs improve job satisfaction, reducing
turnover.
3. Employee Empowerment: HRD helps employees take ownership of their roles,
boosting confidence and motivation.
4. Future Readiness: Managers ensure the organization is equipped to handle future
challenges with a well-prepared workforce.
In summary, while HR managers primarily design and oversee HRD initiatives, all managers
play an integral role in implementing and supporting these programs to ensure organizational
success and employee growth.

● Procurement of Human Resources

Concept of Human Resource Planning (HRP)

Human Resource Planning (HRP) is the process of forecasting and planning for the
organization's future workforce needs to ensure that the right number of people, with the right
skills, are in the right place at the right time. It aligns the organization's human resources with
its strategic goals, ensuring optimal utilization and avoiding overstaffing or understaffing.

Objectives of HRP

1. Forecast Workforce Needs: Anticipate the number and types of employees required
to meet future organizational goals.
2. Optimize Workforce Utilization: Ensure efficient use of existing human resources to
minimize costs.
3. Reduce Labor Surpluses and Shortages: Plan to avoid situations of overstaffing or
understaffing, which can affect productivity.
4. Facilitate Skill Development: Identify skill gaps and implement training programs to
meet future requirements.
5. Support Organizational Growth: Ensure that HR planning aligns with the
organization’s expansion, diversification, or technological advancements.
6. Enhance Flexibility: Develop strategies to adapt quickly to changes in market
conditions, technology, or competition.

Importance of HRP

1. Strategic Alignment: HRP ensures that human resources are aligned with the
organization’s long-term goals.
2. Cost Efficiency: Proper planning avoids overstaffing, reducing unnecessary labor
costs.
3. Improved Productivity: By ensuring the right people are in the right roles, HRP
boosts efficiency and output.
4. Adaptability to Change: Helps the organization respond effectively to technological
advancements, market trends, or regulatory changes.
 5. Risk Management: Anticipates and mitigates risks associated with talent shortages or
excesses.
6. Employee Development: Promotes continuous training and development, preparing
employees for future roles.

Process of HRP

1. Analyzing Organizational Objectives:

○ Assess the company’s goals, expansion plans, and future projects to determine
workforce needs.
2. Forecasting HR Demand:
○ Predict future workforce requirements based on workload analysis,
technological advancements, and business goals.
3. Assessing HR Supply:
○ Evaluate the current workforce, including their skills, experience, and
potential.
○ Consider external labor market trends, such as unemployment rates and skill
availability.
4. Identifying Gaps:
○ Compare HR demand with HR supply to identify shortages or surpluses in
specific roles or skills.
5. Developing Action Plans:
○ Create strategies for recruitment, training, promotions, or downsizing based on
identified gaps.
6. Implementation:
○ Execute the action plans, ensuring alignment with organizational objectives
and timelines.
7. Monitoring and Evaluation:
○ Continuously monitor the effectiveness of HRP strategies and adjust as needed
to address changes in business or workforce dynamics.

Problems in HRP

1. Uncertainty: Market changes, technological disruptions, and economic fluctuations

can make accurate forecasting challenging.
2. Lack of Data: Incomplete or inaccurate workforce data can hinder effective planning.
3. Resistance to Change: Employees and managers may resist changes in HR strategies,
such as restructuring or new training initiatives.
4. Cost Constraints: Limited budgets can restrict the implementation of recruitment,
training, or retention programs.
 5. Attrition and Turnover: High employee turnover makes it difficult to maintain a
stable workforce.
6. External Influences: Factors like labor market trends, legal requirements, and
socio-political changes can impact HR planning.
7. Overemphasis on Numbers: Focusing only on quantity rather than quality can lead
to skill mismatches.

Guidelines for Effective HRP

1. Align with Organizational Goals: Ensure HRP strategies are integrated with the
overall strategic plan of the organization.
2. Use Reliable Data: Base workforce forecasts on accurate, up-to-date information.
3. Engage Stakeholders: Involve department heads and employees to ensure HR plans
address real needs.
4. Focus on Flexibility: Design plans that can adapt to unexpected changes in the
business environment.
5. Incorporate Technology: Use HR analytics and forecasting tools to enhance
accuracy and efficiency.
6. Regular Review and Update: Periodically revisit HR plans to address changing
organizational needs.
7. Prioritize Employee Development: Include continuous learning and career
advancement opportunities to address skill gaps.
8. Plan for Contingencies: Develop backup plans to address unforeseen challenges,
such as sudden labor shortages.

Human Resource Planning is essential for ensuring an organization’s workforce meets its
present and future needs, supporting sustainable growth, and maintaining competitiveness.
By addressing potential problems and following strategic guidelines, HRP can contribute
significantly to the overall success of an organization.

Concept of Job Design and Analysis

1. Job Design:
Job design involves structuring and organizing job tasks, responsibilities, and working
conditions to optimize efficiency, productivity, and employee satisfaction. It focuses
on how jobs are created or restructured to meet organizational and employee needs.
○ Purpose: Enhance performance, increase motivation, and align job roles with
organizational goals.
○ Example: Introducing job rotation or redesigning a production role to include
more decision-making responsibilities.
 2. Job Analysis:
Job analysis is the process of gathering and analyzing information about a job's tasks,
responsibilities, required skills, and working conditions. It serves as the foundation for
HR functions like recruitment, training, and performance evaluation.
○ Purpose: To understand the job's requirements and provide data for
developing job descriptions and specifications.
○ Example: Identifying the physical and mental tasks involved in an
administrative assistant role.

Process of Job Design

1. Identifying Objectives:
○ Determine the purpose of the job design, such as improving productivity,
reducing costs, or enhancing employee satisfaction.
2. Analyzing Existing Jobs:
○ Study current job structures to identify inefficiencies, redundancies, or areas
for improvement.
3. Determining Job Content:
○ Define the tasks, responsibilities, and authority associated with the job.
4. Incorporating Employee Needs:
○ Consider employee skills, career goals, and preferences to increase motivation
and satisfaction.
5. Designing the Job:
○ Apply design techniques like job rotation, job enlargement, or job enrichment
to create a balanced and engaging role.
6. Testing and Implementing:
○ Pilot the new job design and gather feedback from employees before full
implementation.
7. Reviewing and Monitoring:
○ Continuously evaluate the effectiveness of the job design and make
adjustments as needed.

Process of Job Analysis

1. Determine the Purpose:

○ Identify why the analysis is being conducted (e.g., recruitment, training,
performance management).
2. Collect Job Information:
○ Use methods like interviews, questionnaires, observations, and reviewing
existing documentation to gather data.
3. Identify Job Tasks and Responsibilities:
 ○ Break down the job into specific tasks and understand the importance of each.
4. Determine Required Skills and Qualifications:
○ Identify the technical, physical, and interpersonal skills needed for the job.
5. Document Findings:
○ Create a comprehensive job description and job specification based on the
analysis.
6. Validate the Analysis:
○ Review the findings with stakeholders, including managers and employees, to
ensure accuracy.

Job Description and Job Specification

1. Job Description:
A job description is a written document that provides details about a job’s tasks,
duties, responsibilities, and working conditions.
○ Contents:
■ Job Title
■ Reporting Relationships (e.g., manager or team leader)
■ Key Responsibilities and Duties
■ Tools or Equipment Used
■ Working Conditions (e.g., location, hours)
■ Performance Standards
○ Purpose: Helps in recruitment, performance evaluation, and setting employee
expectations.
○ Example: A marketing manager's job description might include tasks like
planning campaigns, managing budgets, and leading a team.
2. Job Specification:
A job specification outlines the qualifications, skills, and attributes required to
perform a job effectively.
○ Contents:
■ Educational Qualifications
■ Professional Experience
■ Technical and Soft Skills
■ Physical Requirements (if any)
■ Personality Traits and Competencies
○ Purpose: Guides recruitment by defining the ideal candidate’s profile.
○ Example: A marketing manager's job specification might include a degree in
marketing, 5 years of experience, strong communication skills, and
proficiency in digital tools.
Relationship Between Job Analysis, Job Description, and Job Specification

1. Job Analysis:
○ Provides the foundational data about what a job entails and the skills required.
2. Job Description:
○ Translates the findings of job analysis into a document outlining tasks, duties,
and responsibilities.
3. Job Specification:
○ Extracts the qualifications and attributes needed from the job analysis to create
a candidate profile.

By designing jobs thoughtfully and conducting thorough job analysis, organizations ensure
effective recruitment, training, and employee satisfaction, leading to better overall
performance.

Recruitment and Selection

Recruitment and selection are essential components of Human Resource Management.

Recruitment focuses on attracting qualified candidates, while selection involves choosing the
most suitable candidate for a role.

Meaning of Recruitment

Recruitment is the process of identifying, attracting, and encouraging potential candidates to

apply for job vacancies in an organization. It involves developing a pool of candidates from
which the organization can select the most appropriate one.

Process of Recruitment

1. Identifying Vacancies:
○ Determine the number of positions to be filled based on workforce planning
and organizational needs.
2. Job Analysis:
○ Analyze job requirements to define roles and responsibilities (job description)
and qualifications needed (job specification).
3. Developing Recruitment Policy:
○ Establish guidelines for how the recruitment process will be conducted (e.g.,
internal vs. external hiring, diversity considerations).
4. Choosing Recruitment Sources:
○ Decide on the sources (internal, external, or both) to attract candidates.
5. Advertising Job Openings:
 ○ Use various channels like job portals, social media, and newspapers to inform
potential candidates about vacancies.
6. Receiving Applications:
○ Collect applications from candidates via resumes, online forms, or walk-ins.

Recruitment Policy and Organization

Recruitment Policy:
A recruitment policy provides a framework for how recruitment will be conducted. It ensures
consistency, fairness, and efficiency in hiring processes.

● Objectives:
○ Attract the best talent.
○ Comply with labor laws.
○ Promote diversity and inclusion.
○ Align recruitment with organizational goals.
● Key Components:
○ Sources: Internal (promotions, transfers) and external (job boards, agencies).
○ Selection Criteria: Define the qualifications, skills, and experience required.
○ Diversity Goals: Commit to equal opportunities and workplace diversity.

Organization of Recruitment:

● Recruitment is often managed by the HR department, with specific recruiters or

recruitment teams handling tasks like sourcing, screening, and shortlisting candidates.

Sources and Techniques of Recruitment

Sources of Recruitment

1. Internal Sources:
○ Transfers: Moving employees from one department or location to another.
○ Promotions: Elevating existing employees to higher positions.
○ Employee Referrals: Employees recommend candidates from their networks.
2. External Sources:
○ Job Portals: Online platforms like LinkedIn or Indeed.
○ Recruitment Agencies: External firms that provide qualified candidates.
○ Campus Recruitment: Hiring fresh graduates from colleges or universities.
○ Walk-ins: Candidates apply directly at the organization.
○ Social Media: Platforms like Facebook, Instagram, and LinkedIn.

Techniques of Recruitment
 1. Traditional Techniques:
○ Job advertisements in newspapers, magazines, or bulletin boards.
○ Employee referrals.
2. Modern Techniques:
○ AI-powered recruitment tools for screening and matching candidates.
○ Social media campaigns.
○ Gamification to attract candidates (e.g., contests or hackathons).

Meaning of Selection

Selection is the process of choosing the most suitable candidate from the pool of applicants. It
involves evaluating candidates' qualifications, skills, and potential through various methods
to match them with job requirements.

Process of Selection

1. Preliminary Screening:
○ Initial review of applications to eliminate unqualified candidates.
2. Application Form Review:
○ Evaluate submitted resumes and application forms for qualifications and
experience.
3. Selection Tests:
○ Conduct aptitude, personality, or technical tests to assess candidates’
suitability.
4. Interviews:
○ Conduct structured or unstructured interviews to evaluate communication,
problem-solving, and interpersonal skills.
5. Background Checks:
○ Verify references, previous employment, and educational qualifications.
6. Medical Examination:
○ Assess candidates' physical and mental fitness for the job.
7. Final Decision:
○ Select the candidate who best matches the job requirements.
8. Job Offer:
○ Extend a formal job offer, including salary, benefits, and terms of
employment.

Key Differences Between Recruitment and Selection

 Aspect Recruitment Selection

Purpose Attract a pool of qualified candidates. Choose the best candidate from the
pool.

Focus Broad and inclusive. Specific and exclusive.

Process Searching, advertising, and inviting Screening, testing, interviewing, and

applications. finalising.

Outcom Creation of an applicant pool. Appointment of the best-fit candidate.

e

Both recruitment and selection are critical for ensuring the organisation hires skilled
individuals who contribute to its success.