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Employment Procedures

Employment Procedures. By. D/ Ahlam EL- Shaer Lecture of Nursing Administration Faculty of Nursing – Mansoura University. Outlines. Recruitment. Sources of recruitment. Internal sources. External sources. Methods of recruitment. Effective recruitment involves . Selection process.

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Employment Procedures

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  1. Employment Procedures

  2. By D/ Ahlam EL-Shaer Lecture of Nursing Administration Faculty of Nursing – Mansoura University

  3. Outlines • Recruitment. • Sources of recruitment. • Internal sources. • External sources. • Methods of recruitment. • Effective recruitment involves. • Selection process. • Application form. • Screening interview. • Reference check.

  4. Outlines • Placement interview • Psychological tests. • Physical examination. • Placement. • Transfer. • Promotion. • Retirement. • Termination.

  5. A- Recruitment, Selection and Placement. B- Transfer, Promotion, Retirement and Termination.

  6. A- Recruitment, Selection and Placement. 1- Recruitment Is the process of finding potential candidates and simulating them to apply for jobs in the organization.

  7. Sources of Recruitment 1- Internal Sources Any present employees from within the organization.eg.policy of promotion. 2- External Sources Consists of public and private agencies, advertising, educational institution like colleges, universities and business scholars and employees referrals. It allows the organization to seek people with new ideas.

  8. Methods of recruitment • Advertising is the most common method of recruitment in newspapers, nursing journals • Recruitment literature having printed materials available to hand out or mail. • Employees referral recommendations by current employees of friends or relative. • College recruitment college graduates provide the best source of scientific, technical, professional and managerial personnel

  9. Effective recruitment Involves • A determination of future needs • A clear definition and description of the types and number of people needed. • Evaluation and determination of methods to be used in each particular case • Investigation of the whole process of demands and supply with consideration to size and growth of organization.

  10. Constraints on recruiting efforts • 1- Internal organization policies. • 2- Government influence. • 3- Recruiting costs. • 4- Attractiveness of the job.

  11. 2- Selection There may be more than applicant for a given position, in order to select the best applicant among several. Selection involves verifying the applicant’s qualifications, checking his past work history and deciding if a good match exists between the applicant’s qualifications and the organization’s expectations.

  12. Application form Step 1 Screening interview Step 2 Step 3 Reference check Placement interview Step 4 Psychological tests step5 Physical examination Step 6 Selection process

  13. 3- Placement Placementis placing employees in positions best suited for their abilities and career objective. During placement, there should be a formal orientation program to explain organization’s rules, regulations, policies, etc.

  14. B- Transfer, Promotion, retirement and termination 4- Transfer Transferis the movement of an employee from one job to another on the same occupational level and at about the same level of wages or salary.

  15. Downgrading transferin which decrease in job duties and specifically in pay occur. Layoff are the most frequent type of separation of employees from the employed work force. It occur when lack of budget that forcing a reduction in the number of employees.

  16. Promotionis a movement of an employee to work at a higher job classification with increase in pay.Promotion should be fairly and be reward to encourage those employees who make a successful effort. 5-Promotion

  17. 6- Retirement Retirement can be defined as a withdrawal from one’s occupation or position with a certain organization, usually with some form of pension. Pensionis an accumulation of funds during an employee’s working years followed by a liquidation of these funds once the employee retires.

  18. Two types of hazards are associated with the retirement of an employee: 1- financial The individual’s income becomes less after retirement 2- psychological The individual experiences a trauma of separation from familiar places, persons and is occupied with feeling of uselessness, restlessness, no sense of involvement in the company in which they are working, etc…

  19. 7- Termination of employment It is a drastic form of disciplinary action. It should be reserved for the most serious offenses ( violations) or for habitual offenders( violators) who fail to respond to lighter penalties. Termination may be costly for employee and organization

  20. Thank You

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