RESOURCING STRATEGY : RECRUITMENT AND
SELECTION
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Presented by
Narayan PS Duwadee
Joint Secretary
Public Service Commission, Nepal
NASC/SHRM/Class II officer/15-08-071
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PRESENTATION OUTLINE
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HRM Process
Employee Resourcing Strategy (ERS)
The objective of ERS
The component of ERS
Resourcing plans
Group excercise/ break /followed by group presentation
Recruitment and Selection
Recruitment and selection in civil service of Nepal
Challenges and Challenges and Future perspectives
Conclusion
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HRM PROCESS (1)
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HRM PROCESS (2)
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EMPLOYEE RESOURCING STRATEGY (ERS)..1
Employee resourcing Strategy: Key of HRM process
 As the ‘nuts and bolts’ of HRM practice
 Ensuring the acquisition and retention of employee
as per organization's need
 Employing the people efficiently
 Matching HR to strategic and operational needs of
the organization
 Ensuring full utilization
 Concerned with obtaining, keeping as well as
selecting and promoting people who fit the culture
and strategic requirements of the organization.
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EMPLOYEE RESOURCING STRATEGY (ERS)..2
 The HRM approach to resourcing emphasizes that
matching resources to organizational requirements
does not simply mean maintaining the status quo
and perpetuating a dying culture.
 It can and often does mean radical changes in
thinking about the skills and behaviours required in
the future to achieve sustainable growth and cultural
change.
• The philosophy behind the strategic HRM approach
to resourcing is that it is people who implement the
strategic plan i.e. ‘planning with people in mind’.
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THE OBJECTIVE OF ERS
To obtain the right basic material in the form
of a workforce endowed with the appropriate
qualities, skills, knowledge and potential for
future training.
Ensure that an organiztion achieves
competitive advantage by employing more
capable people than others.
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HUMAN RESOURCE PLANNING/WORKFORCE PLANNING....1
‘hard’ and ‘soft’ human resource planning
Answer the questions as
• 1) how many people?
• 2) what sort of people?
• 3) In what ways people are employed and
developed inorder to improve organizational
effectiveness.
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THE COMPONENTS OF ERS
Human resource planning
Developing the organization’s employee value
proposition and its employer brand.
Resourcing plans
Retention strategy
Flexibility strategy
Talent management strategy
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HUMAN RESOURCE PLANNING/WORKFORCE PLANNING...2
In other words HR planning is ‘a decisionmaking process that combines three
important activities:
• Identifying and acquiring the right number
of people withthe proper skills,
• motivating them to achieve high
performance, and
• creating interactive links between business
objectives and peopleplanning activities’.
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HUMAN RESOURCE PLANNING/WORKFORCE PLANNING...3
• HR plan converted into actionplans based on the outcome of
the following interrelated planning activities
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RESOURCING PLANS..1
Internal resourcing should be based on data
already available about skills and potential.
This should have been provided by regular
skills audits and the analysis of the outcomes
of performance management reviews.
External resourcing requirements can be met
by developing a recruitment strategy.
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RESOURCING PLANS..2
The aim of the strategy should...
make the organization‘the employer of choice’
plan the best methods of defining precisely
what is needed in terms of skills and
competencies.
be concerned with planning the use of the
most effective methods of obtaining the
number and type of people required.
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RESOURCING PLANS: PROCESS
ORGANIZATIONAL CULTURE
ORGANIZATIONAL CULTURE
WORKING ENVIRONMENT AND HUMAN RELATION
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RECRUITMENT AND SELECTION...1
Recruitment
Selection
Recruitment is the process
of generating a pool of
capable people to apply for
employment
to
an
organisation.
Selection is the process by which
managers and others use specific
instruments to choose from a pool
of applicants a person or persons
more likely to succeed in the job(s),
given management goals and legal
requirements.’
Group Work announcement
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Group Excercise
• Voluntarily form the group- 2 min
• Distribute the theme for discussion - 2 min
• Theme 1- Recruitment policy and its importance
• Theme -2- Best Selection techniques to acquire the desired
employees
• Theme-3- Current practices of Recruitment and selection in
civil service (Nepal)
• Theme- 4- Expected role of PSC and receiving agencies to
make R&S more effective
• Discuss and make short 5-10 points- 5 min
• Presentation by each group 1 min each
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• presentations start 1.05
• session resume at 1.10
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RECRUITMENT AND SELECTION..2
Recruitment
 searching for prospective employees and stimulating them to
apply
 provides the sufficient pool of candidates to select qualified
employees
Negative recruitment
Positive recruitment
best among those who could apply
Talent haunt
Selection
 estimate the ability of the candidates thruogh different
selection techniques and criteria.
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RECRUITMENT AND SELECTION..2
 Recruitment and selection forms a core part of the central
activities underlying human resource management: namely, the
aquisition, development and reward of employees.
 Explore methods not only of recruiting the number of people
required but also of finding staff who have the necessary skills
and Experience, who are likely to deliver the desired sort of
behaviour and who will fit into the organization’s culture
readily.
 ‘If the HRM function is to remain effective, there must be
consistently good levels of teamwork, plus ongoing cooperation and consultation between line managers and the HR
manager.’
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RECRUITMENT AND SELECTION..3
The recruitment and selection of employees is
fundamental to the functioning of an
organisation, and there are compelling reasons
for getting it right.
Inappropriate selection decisions reduce
organisational effectiveness, invalidate reward
and development strategies
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RECRUITMENT AND SELECTION PROCESS..1
 Recruitment and selection is often presented as a planned
rational activity,comprising certain sequentially-linked phases
within a process of employee resourcing
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RECRUITMENT AND SELECTION PROCESS..2
The processes and techniques will include the
use of:
•Skills analysis
•Competency mapping
•Biodata
•Structured interviews
•Psychometric testing
•Assessment centres
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RECRUITMENT AND SELECTION IN CIVIL SERVICE OF NEPAL
Basic Principles
 Merit based selection ( academic excellence,
inclusive and sustainable)
 Fair and Impartial competition
 Total blind system/Confidentiality
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- Double coding
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- Confidentiality about expert involved
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- Involvement in only one step of selection
 Sustaining Peoples’ trust
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RECRUITMENT AND SELECTION IN CIVIL SERVICE OF NEPAL
Recruitment
 General intake from eligible pool
 Screening
 negative recruitment
Selection
 GMAT
 Knowledge test: written examination
 Skill test
 Personality test
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RECRUITMENT AND SELECTION IN CIVIL SERVICE OF NEPAL
Process
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Curriculum design
Collection of vacancies
Determination of the methods for selecting candidates to fill in vacancies
Advertising notices
Application registration
Construction of question papers
Conduction of written tests
Declaration of the result of written tests
Practical tests
Interview
The final selection of the candidate
Recommendation for appointment
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RECRUITMENT AND SELECTION IN CIVIL SERVICE OF NEPAL
Process Flow chart
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CHALLENGES
 Integration of HR policies and practices with the performance
result of the organization
 Making the image of civil service more attractive
 Effective collaboration of CPA and recruiting agency
 Noncomparision of government service with any other private
jobs
 Devising the competency based selection techniques
 Injecting new technologies and methods in selection process
 Maintaining credibility in changing socio-political context
 Technical and ecological readiness for positive recruitment
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FUTURE PERSPECTIVES
 Fundamental shift in the structural and functional modalities
of of civil service, eg ministerial services; HR flexibility and
autonomy
 Making government job more attactive through different
reform initiatives
 Implementation of PBMS
 Use of ICT in recruitment and selection
 Consultation with varieties of expert
 Close and active interaction with government to make job
description, academic qualification and recruiting
curriculum(PSC) corresponding each other.
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CONCLUSION
• PSC and civil service of Nepal is the institution with high
degree peoples' trust because of its merit based, fair and
confidential selection process.
• Despite this high credibility, question can be asked; why do
such a meritorious employees are not able to reflect it into
their performances?
• The PSC’s selection can be really justified only when people
can feel in their dailies through the performance of PSC
‘product’ even though performance is dependent with too
many other factors.
• So finding more accurate selection method and best candidate,
making the procedure easier and predictable and bring PSC
more closer to the people should be the future agendas of
reform in any recruiting agencies.
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Any Querries and Comments?
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