Human resources are a term used to define the candidates who comprise the workforce of an organization and organizations to describe the workforce capacity available to devote to the achievement of its strategies has drawn upon theory developed in organizational psychology. Better recruitment and selection strategies result in improved organizational outcomes (Gupta and Jani 2014). Hughes and Rog (2008), stats that, it is explained that the ability of an organization to find, attract and retain best employees was perceived is the two most critical people management problems that are faced by organisations today. According to Amin et al (2014), to achieve this purpose, it is required to have sound human resource management practices. ‘Among the varied responsibilities of human resource management, the most critical are the recruitment of the most excellent employees and keeping them happy and on the job’ (Carter-ward et al, 2006).
Economically
Active / Inactive Population
Sri Lanka labour force survey – 2019, Labour force or synonymously currently the economically active population is one of the most widely used measures of the labour market. It computes the employment and unemployment circumstances of the economy and the current employment characteristics of the population. All persons who were employed or unemployed during the reference time period of the survey is referred to as the economically active population. In other words, the content of all persons above a specific age (15 years and above) of either gender who furnish the supply of labour for the production of economic goods and services during a specified time period. The currently economically active population or the labour force is usually recognized as the sum of employed and unemployed population. Economically inactive means, all persons who neither worked nor available/looking for work during the reference period and those active and inactive details shown as follows.
Figure1.0: Economically Active / Inactive population by gender
(Source:
Annual Report – Sri Lanka labour force survey 2019)
In 2019, an estimated economically active population is around 8.6 million, and of that about 64.6 percent are male. That is about 5.6 million. Majority among the economically inactive population are females (73.7%). That is about 5.8 million.
Sector-wise employment
Considering the sector-wise employment in Sri Lanka following table
shows area-wise details for the year 2019
Figure 2.0: Currently Employed Person by Employment Status
Source:
Annual Report – Sri Lanka Labour Force survey – 2019)
According
to the above figure 2.0, 4,738,244 (57.9%) workers working under the public and
private sector organizations as salaried employees. Under this category,
private sector employment is 74.3% and the public sector was 25.6%. The rest of
3,442,449 (42%) labour force is under an employer, Own account workers and unpaid
family workers categories (Annual Report – Sri Lanka Labour Force survey –
2019).
Recruitment
/ Selection practices in Government and Privet Sector Organizations
Considering the above details,
Private and Public sector organizations play a most important role in labour
force while implementing and continuing various recruitment and selection policies.
According to the Ministry of Public Services , Provincial councils and local
government ,all public/Government sector organizations in sri lanka governing
under “Establishment code” which is issued by
the Secretary of the Ministry in Charge of the subject of Public Administration
on the approval of the Cabinet of Ministers and revision of the provisions of
Establishments Code is made by Public Administration circulars issued by the
Secretary of the Ministry in Charge of the subject of Public Administration on
the approval of the Cabinet of Ministers. “The Establishments Code
consists of two volumes.
The first volume includes chapters from I to XXXIII and Chapter XXXVI while the second volume contains Chapter XLVII and XLVIII. The first volume of the Establishments Code has been issued in 1972 as a complete document to be effective from 01.01.1972. Its first edition and the edition effective at present have been issued on 01.09.1985 and 08.07.2013 respectively. The second volume of the Establishments Code has been issued in 1974 as a complete document. Its first edition and the edition effective at presently have been issued on 08.04.1981 and 02.08.1999 respectively.
Establishment code Chapter II, states about Recruitment Procedure and onboarding process in government organizations and it consists 17 subheadings which covers all related areas. All state sector organizations should follow the instructions under the Establishment code for recruitment and selection process.
Role of Private sector organizations in Sri Lanka placed higher weighting on the outside labour market in recruitment and use of objective criteria in selection. The common ground for the companies is the heavy role that interviews, written tests/exams, psychometric tests and assessment centres play as selection methods (Wickramasinghe 2007). As per Wickramarathne (2009), According to annual reports, organizations that are smart enough to set overall information system policies in advance seem to acquire HRIS to fulfil their HR administrative proceedings as well as human resources planning functions. Though the existing HRIS supports HR planning functionalities of the organizations, some organizations do not fully utilize them for recruiting, selection, training and development due to the dependence on traditional methods or due to unawareness.
Referring to the Multi-National organization's procedures, Unilever (Sri Lanka) Ltd has well planned, pre decide system for recruiting it called as Man Power Planning it happens annually on every June or July. This will manage by HR business partners, Recruitment manager and line managers. In this meeting they talk about all their new plans, current situation of the company, about new products they are going to introduce to the market, targets to be achieved in the future etc. Specially they discuss new opportunities in separate sections, who are going to leave the company in upcoming year and if there are new brands to introduce new employees to handle it as an example new brand “Lakhme” come to the market they have to decide what kind of new employments will be required, what kind of employees should recruit, when they should recruit and what are the requirement, they should have likewise organization has to decide the human resource for that new product.
Organization use two kinds of methods to recruit employees which are external and internal. When they recruit, they unable to give any priority to any of recruitment method because as a profit-oriented organization they need more suitable, talented and skill full employees. The method they use for
recruitment depends on the job. As per the practice of Unilever (Sri Lanka) Ltd, shortlisted candidates call for preliminary interview, written test and finally panel interview with line director, senior HR business partner. After they selected an employee, they call him for a medical test in that test they test whether the selected candidate is fit enough for the employment or not. For the medical examinations, they have agreements done by the hospitals and they do the medical tests for the employees and the medical reports go to the Horana Unilever medical centre for the approvals. Selected candidate has an induction program to the newest employee this induction program will cover all three areas Organizational induction, employee induction and job induction. The selected employee will have a three weeks of organizational and employee induction and three months job induction under a supervisor (Wickramasinghe 2012).
Wickramasinghe (2007) status that Sri Lankan companies highly rely on interviews as a selection method. Many of the inherent problems of interviewing may be reduced due to the use of panel interviews and a number of stages in the selection process. However, interview decisions would be inappropriate without complementary onboarding practices such as training of interviewers, consistency in interview evaluations, common grading system in defining personal attributes and the evaluation of interview outcomes on the basis of job performance. Hence, the use of personal interviews in Sri Lankan organizations needs to be developed along with other related HR practices.
Reference
Amin,M,Ismail.
Rasid,SZA. Selemani,RDA,(2014). The impact of human resource management
practices on performance, The TQM Journal 26, pp 125-142.
Annual
Report (2019) Sri Lanka Labour Force Survey.
Carter-ward,
MA.Prince,SE. and Quayle,E (2006). Best practices in recruitment and retention.
Establishment
Code (2013). Recruitment Procedure
and Appointments, Chapter II.
Gupta,
R.and Jain,T.(2014). Role of recruitment & Selection policies in central
Co-operative Banks, International monthly refereed journal of research in
management & technology, Vol iii, ISSN-2320-0073.
Hughes,JC
and Rog,E (2008).Talent Management, International Journal of contemporary Hospitality
Management 20, pp.743-757.
Wickramasinghe,
AGRS. (2012). Recruitment, selection and Reward system in Unilever (Sri Lanka)
Ltd, National Institute of Business Management, pp 6-9.
Wickramasinghe,V
(2007). Staffing practices in the private sector in Sri Lanka, Career Development
International, Vol 12, ISSN-1362-0436, pp108-128.
The conduction of the recruitment process is based upon the plans made by the HR and are in line with the selection processes which are used by organizations to assess the suitability of candidates for the job profile, and the selection can only work if the recruitment process creates an adequately large pool of prospective workers from whom most suitable candidates may be selected. Recruitment begins with the creation of a vacancy which is then asked to be filled by the top-level management to HR personnel. Currently in many organizations it is common for functional department heads to be involved in the process to ensure that technical considerations are assessed during recruitment and selection. Organizations also face the decision as to whether it is preferable to recruit internally or externally, and there are advantages and disadvantages to both approaches. There are also legal considerations associated with recruitment and selection which it is imperative that an organization adheres to (Aylott, 2014).
ReplyDeleteAn effective approach to recruitment and selection can help an organization to maximize the competitive advantages by choosing the best pool of candidates quickly and cost efficiently (Kleiman, 2005). But successful recruitment and selection can be costly and time-consuming. Still, recruitment and selection is crucial for a business, because unsuccessful recruitment and selection can be responsible for the failure of the business (Ahmed, Tabassum & Hossain, 2006).
DeleteRecruitment process starts with generating awareness about vacancies among potential candidates through different methods and users’ attitude remarkably affect the intention to use a specific recruitment method (HO et al.,2012). Social media is a medium of free participation which can allow communities to participate and try to build a authentic relationship (Narvey, 2009). As per Topolovec-Vranic and Natarajan (2016), more than 40% of the studies found that social media recruitment can be the most successful method compared to traditional methods.
ReplyDeleteThe basic purpose of recruitment is to create a pool of suitably qualified candidates to enable the selection of the best candidates for the organization, by attracting more and more employees to apply in the organization whereas the basic purpose of selection process is to choose the right
Deletecandidate to fill the various positions in the organization. According to Montana and Charnov (2000), recruitment and selection include sourcing candidates by advertising or other methods, screening potential candidates using tests and interviews, selecting candidates based on the results of the tests or interviews, and on-boarding to ensure that the candidates are able to fulfil their new roles effectively.
Ongori Henry and Temtime Z (2009) say that in the recruitment and selection practices of the small and medium enterprises and make them to improve their HR practises (R.D.Omolo, 2012). French says that the importance of certain selection and recruitment activities in the organizations (G.R.French, 2012). Among recruitment sources Bernardin say that internal source of recruitment is effective compared to the external source (H.John, 2003). Decker & Cornelius say that compared to the traditional recruiting sources the modern sources like referrals, casual applicants and direct approaches will benefit at large (L.Barclay, 1985) (Cappelli, 2001). Selection
ReplyDeleteprocedure also should be in application to the modern techniques (M.Smith, 2001).
human resource management practices are employed to evaluate the performance of the employee in the organization, and in modern era and highly competitive climate between the organizations, the tendency to improve employee performance is by improving the HRM practices. The employee‘s performance is use of knowledge, skills, experiences and abilities, to perform the assigned mission required by their managers efficient and effectively.(Hamzah et al 2014)
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