Documente Academic
Documente Profesional
Documente Cultură
Faisol Chowdhury
Acquisition
y Acquisition is an important process for any organisation as success or
by selection and concludes with induction and training of the new recruit into the position.
from my first day, I understood the importance of getting the right people . - Jack Welch
industry.
y Generally the source of talent and system of selection depends on y Demography economic condition, education, employment y Industry labour intensive or technology based y Target role position for which talent acquisition is being done
Labour intensive y Large portion of workmen are semi skilled and unskilled
y
have also resulted in opportunities for new ventures as well as raised the level or organisational performance.
y Bangladesh at this moment needs
large number of professionally trained managers (in mid and low level) y Knowledge and skilled people (IT and other specialisation)
y
Ernst & Young HR Practices Survey BD 2006-2007 4
dimensions: Standardise system of recruitment and selection y Developing employer brand image to attract talents y Stress on recruitment from pool of talent internally available (internal recruitment)
y
Fi na nc ia l He al th ca re M an uf ac tu re
ro up Te le co m ,I T Tx tl , G rm nt
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recruitment system.
Ernst & Young HR Practices Survey BD 20062007
th
er s
skill. This plan largely depends on the business plan and trends of employee attention.
y Manpower planning is a process by which an organisation prepares an
with the necessary data on human resources available / required within the organisation and from outside.
Manpower Planning
The basic units of manpower planning are: Knowledge & skill . It is ensuring that the organisation:
y has the right types or kinds of knowledge and skills y has the right level or degree y has the right number of employee needed
y y y
y and all performing activities are necessary to align with the corporate,
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textiles & garments, NGO and other non profit organisations sectors, less than 50% of organisations have manpower planning.
y This is due to the labour intensive nature of the industry with abundant
supply of labour.
y When knowledge economy will emerge and the industry will shift to
service from manufacturing, these organisation will have to carefully map their manpower requirement.
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Recruitment
y Bangladesh, by virtue of its social set-up, encourages extended families y y y y y y
built on strong relationship. In such a set up, tendency to prefer recruits who come through known contacts within the system. The system had been effective so far. With increased requirement of professionals, a more structured and methodical approach can be advocated. Recruiting top level managerial employees and highly skilled people needs involvement of external consultants, high level HR expertise. External consultants can provide bigger pool with wider diversity of people. Organisations becoming savvy with these channels will have greater access to managerial talents.
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Recr
Referrals Personal Contacts Internal Consultants Newspaper 0 20
ment Channels
40
60
80
100
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their basic skills required for the job and also as per their fitment with the organisation s values, cultures, relationships, and processes & systems.
y It is a two way selection approach as it helps the individual and the
organisation to judge whether he has the competencies required to undertake the job and organisations culture.
In Delta Airlines of USA, all jobs above the entry level are filled by internal promotions rather than outside recruitment.
Ernst & Young HR Practices Survey BD 2006-2007 13
Or ni ion u ing Pr ing omp Competency Based Recruitment i& Selection rui m n & S
100 80 60 40 20 0
n yB
ion
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Te le co m
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15
Organi ati ns investing in brand imaging to attract Branding for Recruitment (continue) talents
100 80 60 40 20 0
na nc ia l H al t ca re M an uf ac tu re
G ro up
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Te le co m
G rm nt
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organisation.
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Internal Recruitment
Benefits of internal recruitment
y Offering career development to employees. y Employee satisfaction and continuous improvement process for
promotion. y Existing employees are well trained and well aware of the culture and systems. y Reduce time, money, energy and effort.
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100 80 60 40 20 0
na nc ia l H al t ca re M an uf ac tu re
G ro up
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employees about the vacancies within the organisation and identify suitable candidates for available posts.
y Succession planning
Process of identifying talents who could be groomed up for key positions in future in an organisation, and then designing grooming plans.
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Final Issues
y An extended family culture in Bangladesh influences recruitment. y Employers prefer hiring through known contacts. y Newspapers continue to be the most commonly used source of
recruitment. y Though a large number of organisations fill vacancies at middle and senior levels from existing employee pool, significant importance is not attached to the process of succession planning. y The innate potential of employer branding is not sufficiently tapped in winning the war for talents.
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References
Dessler, G., Griffiths, J., Lloyd-Walker, B., (2004), Human Resource Management, 2nd ed., Pearson Education, Australia. Ernst & Young, MCCI, (2007), HR Practices Survey Bangladesh 2006-2007. Manpower, n.d., [online, retrieved on 03/06/2008], available at: http://www.manpower.com.bd/index.html
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