Page 77 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes The advantages of competency based approach according to Tim Payne (1998);
1. Improve accuracy in assessing people's suitability and potential for different jobs.
2. Brings about a closer match between person's skill, interest and demand for the job.
3. The help interviewers on making judgment on characteristics which are not required
by the job.
4. They can be used structure the range of assessment techniques such as assessment
centers, simulation techniques, behavioural anchored techniques.
Principles of Competency based Approach
1. Competencies need to be relevant to the job.
2. The recruitment process must be related to the competencies (i.e. advertisement,
short-listing and interview process).
3. Careful consideration needs to be given to the planning of questions and scoring
process, to ensure that all candidates are given the opportunity to demonstrate their
competencies.
4. Hypothetical questions must be avoided.

5. Interviewing should require the candidate to evidence their possession of the
competencies by giving an example of how they used their experience to deal with
a issue.

5.3.3 Attracting Candidates

Attracting candidates is primarily a matter of identifying, evaluating and using the most
appropriate sources of applicants. However, where suitable sources of recruitment are not
there, then the analysis of factors contributing to the recruitment in an organization need to be
analysed.

Factors

S. No. Internal Factors S. No. External Factors
1. Company's pay package 1. Socio-economic factors
2. Quality of Work Life 2. Supply and demand factors
3. Organisational culture 3. Employment rate
4. Career planning & growth 4. Labour market condition
5. Company's size 5. Political, Legal & Govt. factors
6. Company's products/services 6. Information System
7. Company's growth rate
8. Role of trade union
9. Cost of recruitment
10. Company's name & fame

70 LOVELY PROFESSIONAL UNIVERSITY