The aim of the report was to analyse the recruitment and selection method of my organisation. Because of the state of the Treasury, I concentrate the recruitment method of this department.

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TABLE OF CONTENT

I.        INTRODUCTION        

II.        APPROACH        

III.        RECRUITMENT AND SELECTION        

1.        requirements for the position        

        Job analysis and description        

        Person specifications        

2.        attraction of candidates        

        Internal or external source        

        Advertising        

        Outsourcing        

3.        selection procedure        

        Flow chart        

        The stages of selection        

4.        Follow up and monitoring        

IV.        AN INTERVIEW PLAN        

V.        CONCLUSION AND RECOMMENDATION        

1.        CONCLUSION        

2.        RECOMMENDATION        

VI.        BIBLIOGRAPHY        


EXECUTIVE SUMMARY

The aim of the report was to analyse the recruitment and selection method of my organisation. Because of the state of the Treasury, I concentrate the recruitment method of this department.

After the review of the methods introduced by the literature I illustrate the present practise of the process of recruitment and selection. On the whole the analysed part of the Bank’s HR practice is a well structured and supported by the methods of the literature. The recruitment made by the bank HR department, and consists of several stages; the selection based on biographies, interviews and references.

The dominance of the Treasury Department in the selection process is observable, however in some point this is not effective.  The role of the personnel officer could be more articular in the preparation of job descriptions and personal specifications, and the planning of the interview.  

The used interview is not structured and based on the bibliography, the efficiency of the interview could be improved by behaviour or situational based questions.


INTRODUCTION

The aim of the report was to explore the human resource management style of my company.  The given conditions of the report length and the size of the company don’t allow me to review the whole organisation’s human resource management.  Therefore the subject of the research was to discuss the organisation present recruitment and selection method and compare it with the possible best practice models from the given literature.

I have to use another restriction, because the special status of my area.  The Treasury Department is a well-separated independent area of the Bank.  The human workforce has a very specific knowledge, and this kind of work needs high level of confidential attitude.  The dealer society is an exclusive group, the level of newcomers is very low, but the flow of the dealers between the competing Treasuries is high.

For the time being I am a dealer in this department, I was one of the lucky newcomers, who managed to take a seat in a dealingroom direct after the university.  During my dealer carrier in the Bank I have had opportunity to look into the processes of recruitment.

  1. APPROACH

During the report I will rely on my personal experience, and the discussion with one of the managers of the bank’s human resource department.

First of all in the research I will place the recruitment and selection in the field of human resource management and examine the involved departments of the case process.  Than I will follow the stages of the recruitment and selection process of my organisation. I will try to point out of the weak points of this process, and recommend appropriate solutions.  And at least I will give an example of a possible interview plan.

  1. RESOURCING

It is not a secret that the Bank’s management considers the staff of the Bank to be the most valuable resource.  The modern human resource management is resource centred and concerns itself with the overall human resource needs of the organisation.  The recruitment and selection is a part of resourcing.  This is a first step in the process of employment.  But this kind of activity is far not enough to be called as human resource management.  There are several other roles, which have to be taken into consideration.  

  1. Requirements for the position

  • Job analysis and description

There is a job description for all the positions in the Treasury.  These kinds of role definitions (competencies) were created by the Treasurer and the Chief dealer.  These roles are very similar in different banks.  In this description we can find the details, objective and responsibility of the job, the exact place in the department’s hierarchy.  These provide the basic information required by the personnel department to recruit new workforce.

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According to the literature this kind of job description is prevailing tone.  Job descriptions are based on a detailed job analysis.  There are several ways of analysis methods, the more sophisticated the method, and the more reliable is the information from the job.  In our case the used method was the mixture of self-description and observing.  The problem with this analysis, that it is very person dependent, and in case of a new kind of problem, it is not applicable.  On the other hand this kind of methods are inappropriate for higher level of management.

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