The purpose of this study was to
explore
the selection for recruitment of fresh graduates at Bandar Puchong Jaya. It was
To ensure that Fresh graduate selection for recruitment at Bandar
Puchong Jaya refers to the process of
searching and obtaining potential job applicants from graduates in sufficient
quantity and quality so that potential employers can select the most suitable
candidates to fill in their job vacancies and to examine and uncover the
effectiveness of the selection for recruitment among organization at Bandar
Puchong Jaya. The study will obtain information from one hundred
(100) respondents from fresh graduates at Bandar Puchong Jaya through the use
of questionnaires. Among the recommendations will make
were that potential fresh graduates should all be treated fairly in the
selection for recruitment, more so employees must be appraise constantly to
ensure that they improve upon their performance.
TABLE OF
CONTENT
DETAILS PAGE
I ACKNOWLEDGEMENT 1
II ABSTRACT 2
IIITABLE
OF CONTENT 3
CHAPTER
ONE
INTRODUCTION 4
1.0 Introduction 4
1.2
Background to the Study 4
1.3 Research
Problem 5
1.4 Research
Objectives 5
1.5
Research Questions 6
1.6
Significance of the Study 6
1.7 Scope
of the Study 6
1.8 Definition
of Key Terms 7
1.9 Conclusion
7
CHAPTER
TWO
LITERATURE
REVIEW
2.0 Introduction 8
2.1 The
Concept of Recruitment and Selection 8
2.2
Recruitment and Selection Process 10
2.3
Recruiting Sources/Method 14
2.4
Challenges of Recruitment and Selection 17
2.5
Theoretical Framework 18
2.6 Hypothesis 20
2.7 Conclusion 20
CHAPTER
THREE
METHODOLOGY
3.0
Introduction 21
3.1
Research Model 21
3.2 Research
Design 22
3.2.1
Types of Study 22
3.3
Population 23
3.4
Sample Size 23
3.5
Sampling Technique 23
3.6 Scale
and Measurement 23
3.7
Questionnaire Design 23
3.8 Data collection
Method 30
3.9 Data Analysis
31
3.9.1
Correlation 31
3.9.2
Multiple Regression 31
4.0
Conclusion 32
4.1
References 32
4.2
Appendix (Questionnaire) 35
CHAPTER
1
INTRODUCTION
1.1 INTRODUCTION
This research will discuss about selection process
of fresh graduates. This Chapter begins on problem statement. Then, it will be
continued with research objectives, significance of the study. The research
proposal further will focus on scope of study.
1.2 BACKGROUND
OF STUDY
The
selection for Recruitment is an important element in Human Resource Management
task that needs to be done by the HR manager. The main reason companies engage
in the selection for recruitment is because they want to appoint the right
person at the right job (Dale 2004). There are different stages in a selection
for recruitment for example Job analysis, Recruitment, Selection and
Induction/follow up.
The
human resource (HR) manager needs to understand the benefit of having effective
recruitment in the organisation. It is important to employ high quality
employees because they can achieve the goals of the company. This will reduce
the risk of having incompetent employees that could affect the organisation in
achieving its long term goals. Effective recruitment is beneficial because
vacancies are filled quickly and performance is maintained. And the
organisation does not need to worry about financial losses because the hiring
of staff is done immediately and effectively.
An
organisation must plan their selection for recruitment before appointing new
staff. First of all human resources managers need to know “how many people”
(Armstrong 2003) are needed and “what sort of people” (Armstrong 2003) with
skills are they looking for in the organisation. It is important to forecast
the needs of manpower in different department areas of the organisation in
order to achieve the long term strategies of the company
1.3 RESEARCH
STATEMENT
The
rising unemployment rate among the graduates in Bandar Puchong Jaya is
an upsetting trend. For many years, the problem cropped up again and again,
made the news headlines, and even hit the parliament. Higher education is
become no longer a symbol of future career success. There are many research
looked on the reason why the Malaysian fresh graduates are unemployment. For
example Hansad (2005) simplified the reasons of unemployment is because of lack
of soft skills such as communication skills, lack of self-confidence, low
self-esteem, poor in English and computer skills. Also Aminah, A. & Nithyaroobini,
M. (2010) found That the labour market such as services sector requires people
who do not only possess the right technical knowledge, but also possess the
right soft skills which comprises of interpersonal, communication, good
judgment and maturity. Nowadays, it is difficult to get graduates with a
combination of both skills. In addition to that, fluent English speaking
graduates can be hardly found in the current working environment, one of the
factors that the biggest challenge is the unemployment rate for fresh graduates
among graduates in Malaysia. Therefore, fresh graduates have to compete hard
with the ability to control many candidate get a job. This
research proposal will discussed the selection for recruitment of fresh
graduates at Bandar Puchong Jaya. It will help fresh graduates to handling and
references for them how selection for recruitment.
1.4 RESEARCH OBJECTIVE
- To explore what futures that determine the selection for recruitment at fresh graduates at Bandar Puchong Jaya.
- To address recommendation for future, selection for recruitment research.
1.5 RESEARCH QUESTION
I.
What
factor that determine the selection for recruitment of fresh graduates at
Bandar Puchong Jaya?
II.
What
are other recommendations for future, selection for recruitment?
1.6 SIGNIFICANCE OF STUDY
The study
of the topic is mainly to identify Fresh
graduate selection for recruitment
in Bandar Puchong Jaya refers
to the process of searching and obtaining potential job
applicants from graduates in sufficient quantity and quality so that potential
employers can select the most suitable candidates to fill in their job
vacancies. This is important
because this research will helpful for fresh graduate in Bandar Puchong Jaya.
The research will be conduct in Bandar Puchong Jaya. I
am targeting one hundred respondents in this area. In Bandar Puchong Jaya have
different demographics backgrounds. In Bandar Puchong Jaya, there are many
private companies so we targeting this city to easy to doing my research. Furthermore,
there are lots of colleges and I easy to find the fresh graduates to
distributed questioners to respond for research.
1.7 SCOPE OF STUDY
The
research proposal deals with the recruitment and selection process in terms of
theoretical point of view and the practical use. The study will allow learning
about the recruitment and selection issues, importance, modern techniques
and models used to make it more efficient. The study will help to learn the
practical procedures followed by the leading organizations. Moreover the study
will help to define what are the factors that will influence companies to
select the new workers differentiate between the practice and the theories that
direct to realize how the organization can improve their recruitment
and selection process.
1.8 DEFINITION
OF KEY TERMS
A fresh
graduate is a person that has just recently graduated. They usually have little
to no skill sets, making them ideal for apprenticeships, entry-level positions,
and internships (answer.com)
Recruitment is The process of
finding and hiring the best-qualified candidate (from
within or outside of an organization) for a job opening,
in a timely and cost effective manner.
The recruitment process includes analysing the requirements of a
job, attracting employees to that
job, screening and
selecting applicants, hiring,
and integrating the new employee to the organization.(business dictionary.com)
According
to Edwin B. Flippo, “Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organisation”.
Selection is once the potential
applicants are identified, the next step is to evaluate their qualification, qualities,
experiences, capabilities and make the selection.
It is the process of offering jobs to the desired applicants. (citehr.com)
It is the process of offering jobs to the desired applicants. (citehr.com)
1.9 CONCLUSION OF THE CHAPTER
Overall,
Chapter 1 indicate the beginning of this research that cover on introduction,
background of study, problem statements, and research questions, research
objectives, significance of study and scope of study.
CHAPTER
2
LITERATURE
REVIEW
2.0 INTRODUCTION
In
this research, I will discuss about the relationship with previous journal. This
chapter deals with the assessment of literatures which relate to the topic the
selection for recruitment of organization.
Several literatures would be selected and relevant areas would be reviewed and
evaluated. This chapter provides information about aspect of previous works
which relate to this study. In view of this, a number of presentations culled
from various sources are under review here.
2.1
THE CONCEPT OF RECRUITMENT AND SELECTION
D.
Paul Dhinakaran and Dr.M.Rajaraja (2004) Kumbakonam at India said that, recruitment
is the process of searching for prospective employees and stimulating them to
apply for job. Recruitment is the
process of finding suitable candidates for the various posts. Selection is the
process in which candidates of employment are divided into two classes, those
who are to be offered employment and those who are not to be. Staffing was once
part of the organization function of management. In view of its importance it
has now come to be recognized as a separating function of management. From this
study, it is found that majority of employees are effectively by understanding
clearly about the selection process and properly match the profile. The TNSTC
Corporation may conduct similar type of research at regular intervals to know
the changing attitude of workers and to know about their effectiveness improve
the recruitment selection process.
Vinita
Sinha and Priya Thaly (2013) at India said that Recruitment is a vital function
of human recourse management, which can be defined as the process of searching
the right talent and stimulating them to apply for jobs in the organization. It
is the process of discovering the sources of personnel to meet the requirements
of the staffing agenda and attracting the adequate number of employees, as to
be able to make the effective selection among the applicants. On
the basis of analysis of the data in the present study, it has been found that
in the current scenario, companies prefer to adopt social media, job portals
and campus recruitment to hire candidates across skill sets. This system has
helped the organizations to get the right talent pool while being cost
effective. In other words, by using channels such as social media, job sites,
and campus recruitment, companies have been able to get the effective resources
with minimum cost.
Dr.
Rimjhim Gupta and Tanuja Jain (2014) Udaipur in India said that Recruitment is
the discovering of potential candidates for actual or anticipated
organizational vacancies. Or, from another perspective, it is a linking
activity bringing together those with jobs to fill and those seeking job. The
ideal recruitment effort will attract a large number of qualified applicants
who will take the job if it is offered. It should also provide information so
that unqualified applicants can self-select themselves out of job candidacy;
this is, a good recruiting program should attract the qualified and not attract
the unqualified. This dual objective will minimize the cost of processing unqualified
candidates. Dr.
Rimjhim Gupta and Tanuja Jain (2014) said that Selection is the process of
picking individuals who have relevant qualifications to fill jobs in an
organization. Selection is much more than just choosing the best candidate. It
is an attempt to strike a happy balance between what the applicant can and
wants to do and what the organization require. On the basis of
the findings of the study investigation, the following conclusions can be
drawn. As District central cooperative
Bank is giving more emphasize on external sources of recruitment, it is
getting the freedom of choosing from a wide range of diverse candidates But as
internal recruitment is less costly and time consuming compared to external
recruitment, Bank should try to balance
between internal and external recruitment based on the type of the job,
availability of time and financial conditions.
Neeraj
Kumari (2012) India said that Selection is the process of picking individuals
who have relevant qualifications to fill jobs in an organization. Selection is
much more than just choosing the best candidate. It is an attempt to strike a
happy balance between what the applicant can and wants to do and what the
organization requires. The main thing that I want to conclude
firstly is that with the help of analysis, feedback generated through
questionnaire I found that the company is following an effective Recruitment
and Selection process to maximum extent. . Company should focus
on long term consistent performance rather than short term. The emphasis
towards training and enhancing skills of recruiters needs to be more and also
consistent. Even though a human resource (HR) manager has many challenges to
face in order to ensure that the human resource department contributes to the
bottom-line and emerges as a strategic.
Aruna
S. Gamage (2014) at Sri Lanka said that Recruitment and selection are vital
functions of human resource management for any type of business organization.
These are terms that refer to the process of attracting and choosing candidates
for employment. The quality of the human resource the firm has heavily depends
on the effectiveness of these two functions. Recruiting and selecting the wrong
candidates who are not capable, do not fit the culture or vibes of the
organization can be a huge negative cost which is something that most organization
cannot afford. The overall aim of recruitment and selection within an
organization is to obtain the number and quality of employees that are required
to satisfy the strategic objectives of the organization, at minimal cost. As
researcher conclude, Based on the analysis of data, a positive and
statistically significant correlation of recruitment and selection intensity
with HR outcomes was found. It implies the idea that recruitment and selection
intensity represented by recruitment and selection intensity index are keeping
positive relations with HR outcomes. As all these relations are positive, with
the increase of the usage of the recruitment and selection practices, HR
outcomes, knowledge quality, occupational health and safety, job satisfaction,
employee commitment, employee attitudes employee motivation, employee loyalty,
employee involvement and workplace cooperation will be increased.
2.2 THE PROCESS RECRUITMENT AND SELECTION
Dr.
Sneha Mankikar (2014) at Bangalore, India said that Recruitment and selection
procedure plays a very important role in the present business concept. Since
the company’s functions starts with recruitment and selection, if it is not
done in a systematic and effective way, all other functions will get affected.
Recruitment forms the first stage in the process which continues with selection
and betterment with the placement of the candidates. Furthermore, the
researcher also concludes that recruitment and selection process getting very
much importance these days in the organization. It is very critical thing to
evaluate the human resource. It is a systematic procedure that involves many
activities. The process includes the step like human resource (HR) planning
attaining applicant and screening them. It is very important activity as it
provides right place at right time. It is not easy not an easy task as organization future is
depend on this activity, if suitable employees are selected which are
beneficial to the organization it is at safe side but if decision goes wrong it
can be dangerous to the organization . So it is an activity for which human
resource departments gets very much importance. Recruitment and selection
procedure and its important also gets changed as the organization changed.
Neeraj
Kumari (2012) in India said that the recruitment needs are of three types which
are as follow. First one is planned needs. These are the needs that arise from
the changes in the organization and retirement policy creating vacancy for new
jobs. Second one is anticipated needs. These are those movements in personal
which an organization can predict by studying trends both in external as well
as internal environment. Last one is unexpected needs. These needs arise due to
various reasons like deaths, resignations, accidents, illness, relocation.
Jill Young (2013)
in Malaysia said that argue that the more effectively the recruitment stage is
carried out the less important the actual selection process becomes. When an
organization makes the decision to fill an existing vacancy through
recruitment, the first stage in the process involves conducting a comprehensive
job analysis. This may already have been conducted through the human resource
planning process, particularly where recruitment is a relatively frequent
occurrence. Once a job analysis has been conducted, the organization has a
clear indication of the particular requirements of the job, where that job fits
into the overall organization structure, and can then begin the process of
recruitment to attract suitable candidates for the particular vacancy.
A
research by Sarah St. Clair (1990) at Loma conducted to examine the
relationship between use of the social media as a recruitment source and
student attitudes. They hypothesized that that Internet recruitment would be
seen as presenting less accurate information to applicants as compared to
informal forms of recruitment. In addition, greater applicant use of
Internet-based recruiting information was expected to be associated with lower
satisfaction with the organization. The data did not support the hypotheses;
hence the role of online recruitment was significantly established through this
study.
Another
study conducted by Ivan T. Robertson and Mike Smit (2001)
at USA said that attempted to investigate how employers' recruitment strategies
change in response to different conditions on the relevant regional labour
market. Their empirical findings show that the hiring of unemployed candidates
and the use of the public employment service are events more likely to happen
in a slack regional labour market. On the basis of their results they concluded
that the use of advertisements and the hiring of already-employed job seekers
are more likely to occur in the presence of excess demand on the relevant
regional labour market.
Mufu
Godwill Fomunjong (2007) at Cameroon stated that approach used to decide on the
choices of the selected participants to be interviewed stemmed from the
reflection that, researchers should aim for a high level of saturation in the
responses given by the interviewees. Interviewees give almost similar answers
to the questions posed to them, a significant level of saturation is attained
in which case, the validity of the study should be considered high. As already
mentioned, the primary data has been collected by the use of semi structured
interviews complemented by the non-probability sampling method (the judgment
and the snowball techniques). Each interview varied for an average, of between
one to two hours. The major pre-determined criterion for all participants was
five years longevity in their current positions either in the workforce of the
various companies included in the study or as residents of the local
communities. The interviews were carried
out manually, without the use of a recording device such as an audiotape. One
reason for this was that the researcher experienced during his Post Graduate
Diploma thesis that informants were not comfortable in the presence of a tape
recorder thus, can served as a source of distraction. It was not easy to get
people to talk on tape especially on a topic that dwells on corruption. However
a summary of the most important and relevant responses in the interviews were
written down under the specific or preceding questions. This was followed by a
discussion on the interview to ensure that both the interviewee and the
researcher have interpreted the responses in a similar manner This is justified
by the fact that it searches for different categories of employees and is very
accurate in its recruitment process in the searching and buying of innovative
human capital and other companies into the business. Since the company also has
predefined recruiting standards and look for best candidates, the company is
seen as autonomous.
Francis
C. Anyim, Joy Onyinyechi Ekwoaba, and Ideh, Dumebi Anthony (2012) at Nigeria states
that recruitment and selection process come in four stages: defining
requirements, attracting candidates, selecting candidates and placing them on
the job and added personality assessment to the lists guided by tests and
interviews, concludes that the ability tests measure the capacity for: verbal
reasoning, numerical reasoning, spatial reasoning and mechanical reasoning.
Rosemond
Boohene, (2011) at Ghana said that indicated that to be a high performing
organization, human resource management must be able to assist the organization
to place the right person in the right job. The human resource management
practices include recruitment, selection, placement, evaluation, training and
development, compensation and benefits, and retention of the employees of an
organization. Businesses have developed human resource information systems that
support: (i) recruitment, selection, and hiring, (ii) job placement, (iii)
performance appraisals, (iv) employee benefits analysis, (v) training and
development and (vi) health, safety, security. In sum, GCGL’s
financial performance could be explained by its effective recruitment and
selection practices and performance appraisal practices. As the review of the
literature showed, research has established that although the value of a
company’s human resource assets may not show up directly on its balance sheet,
it nevertheless, has tremendous impact on an organisation’s performance. However, there was insufficient evidence to
show that GCGL’s remuneration practices as well as its training and development
practices contribute positively towards its corporate performance, as perceived
by the respondents. Researchers also conclude that recruitment is the phase
that immediately precedes selection. Its purpose is to pave the way for the
selection process by producing ideally the smallest number of candidates who
appear to be eligible either in performing required tasks or developing the
ability to do so within a period of time acceptable to the employing
organization. The crux of the matter is that the employing organization should
not waste resources in examining the credentials of people whose qualifications
do not match the requirements of the job. This is clearly in the interest of
both the employing organization and the applicants. The objective of a
recruitment procedure is to attract genuinely suitable candidates and carefully
examine their credentials in order to produce a shortlist for further screening
in the selection process.
Margaret
A. Richardson (no date) at Trinidad and Tobago said that Internal recruitment
does not always produce the number or quality of personnel needed; in such an
instance, the organisation needs to recruit from external sources, either by encouraging
walk-in applicants; advertising vacancies in newspapers, magazines and journals,
and the visual and/or audio media; using employment agencies to “head hunt”;
advertising on-line via the Internet; or through job fairs and the use of
college recruitment. Researcher also stated in conclusion, new approaches to recruitment
are being used. In many territories, the
strategies are manual but, as automated methods become more pervasive, those
mechanisms that support its use will assume greater popularity. Whatever the strategies selected for use, the
objective is to recruit the most qualified, committed individuals into the organisations
and ensure that the provision of government services to the public is timely
and effective, that the goods are of consistent high quality and that the
organisations achieve the objectives for which they have been established.
2.3 RECRUITING SOURCES AND METHODS
Wendy Ming-Yen Teoh, Sy-Cha Tan and
Siong Choy Chong (2013) at Malaysia said that the perception of Internet
recruitment has been operationalized in four ways in light of its
characteristics. First, Internet recruitment allows any prospective candidate
to obtain a satisfying view of his or her future career possibilities. Access
to past and current job openings allows university students to determine how
their current academic pursuits match the different jobs that they could
possibly undertake in the future. They are able to identify a range of jobs
that they could perform by mapping their skills, knowledge, and abilities
against the different job descriptions advertised on the Internet, which
therefore allows them to grasp the breadth of available job opportunities.
Second, Internet recruitment could potentially prompt university students to be
more aware of their future career opportunities. This outcome can be achieved
by observing the frequency of openings, types and nature of jobs, locations and
promotion opportunities.
Third
and most importantly, Internet recruitment is perceived to have the ability to
provide candidates with career information that could lead to better career
decisions. The literature suggests that the impressions of a company that are
formed during the pre-application information gathering stage could strongly
affect the perceptions of job seekers towards the company and thus their
intention to apply for jobs through its online recruitment system This
study has achieved its objectives of identifying the factors that influence the
perceptions of university students towards Internet recruitment. It has
contributed to the rich literature concerning this area of study, particularly
in Malaysia. Managerially, the findings increase the understanding of employers
of the factors that affect the perceptions of university students towards
Internet recruitment, particularly corporations that use online recruitment.
Alice Z Zinyemba (2014) in
Zimbabwean said that Advertising is done in order to have a greater pool of
applicants from which to select. It is company policy in many organizations to
advertise for vacant posts. Advertising in print media such as newspapers and
journals and on television is expensive. The study established that most
companies in Zimbabwe use print media for advertising job vacancies. Other than
the cost, there is a another challenge associated with advertising, that of
determining which is the best print media or television programme with a wider readership
or listenership in which to advertise. A miscalculation of the media to
advertise in may be costly in that the effort may fail to reach the targeted
potential candidates. Sourcing in the right place is a recruitment challenge
for the human resources manager. Recruitment efforts may be made ineffective
when the advertising does not reach the intended targeted destination. Choice
of media is very critical for effective recruitment. For example the newspaper
B-Metro in Bulawayo based and its circulation is also limited. The same can be
said of H- metro whose circulation is limited to Harare. These papers are not
widely circulated in Zimbabwe. Advertising in newspapers with a limited
readership limits the recruitment pool. Many small to medium sized companies
cannot meet the costs of advertising in the print media or on television and
radio. The labour pool for such organizations tends to be small and they end up
employing less qualified personnel The findings of
research into the challenges faced by 10 organizations in Zimbabwe as regards
recruitment and selection are indicative of the challenges faced by employer
organization in Zimbabwe in general. The study revealed that cost of
advertising, misrepresentation of qualifications, nepotism and favouritism,
geographical location of a company, change in business model of the
organization and political interference pose challenges of recruitment and
selection.
N.
Sivaram and K. Ramar (2011) at Tamil Nadu, India said that the various
selection methods include analysis of application form, self-assessment,
telephone screening, tests depending on the requirement of the industry (such
as aptitude, technical, programming, personality, interest test. Generally
industries use a combination of the selection methods, based on their job
nature, cost, time, accuracy, culture and acceptability. There are three
aspects of selection criteria. They are organizational criteria,
functional/departmental criteria and individual job criteria. Finally, the
recruitment committee must consider the adaptation of the job, departmental and
organizational characteristics to the applicant’s characteristics. Hence the
recruitment committee designs each level of the recruitment process to reflect
their need. The recruitment mining problem has been identified
and the domain has been well studied by interacting with the domain experts.
Analysis has been made by giving different set of inputs for the classifier by
discretizing the continuous attribute and traditional methods. The set of input
attributes are not same for all the industries and usually varies every year.
Therefore, further analysis could be made to identify the best of attributes
that will realize better selection criteria
Chris
Piotrowski and Terry Armstrong (2006) at North America said that there has been
recent concern and thoughtful discussion on the potential threat of
unscientific claims about personnel selection methods that include personality
testing on the Internet and the use of online testing for selection purposes
specifically. At the same time, and largely based on the public's acceptance of
the Internet and related technological applications, both public and private
companies, including governmental agencies, are re-thinking traditional
personnel selection processes and recruiting methods. on the restrictive and
limited nature of the data on which the current resuhs are based, our findings
should be considered exploratory and in need of further, more in-depth
investigation. Future research in this area should focus on a) the psychometric
credibility of specific online assessment instruments, the drawbacks and
limitations of online approaches in human resources, applicants' attitudes and
perceptions of online selection methods, graduate-level education on selection
practices, and cross-national outcome studies on tbe use of tbe Internet for
personnel selection purposes with a focus on tbe impact on human resource
practices.
István
Juhász (2010) at Hungary said that Selection methods can be evaluated in
several ways. One possible approach is to compare hiring techniques on the
basis of their validity, impartiality, scope of usage, and cost. The
methods presented in the paper help employers to avoid excessive subjectivity.
They are useful not only in revealing the qualities of applicants, but also to
identify the weaknesses of present employees, their competences to develop:
they can help the existing sales force to become more successful and the
company to become more profitable.
Mustapha,
Adeniyi Mudashiru , Ilesanmi, O.A., Aremu, M. (2013) at Nigeria said that The
methods of recruiting will depend upon the source of recruitment the
organization intends to utilize Where an organization decides on a policy of
recruitment from within, then the methods of recruitment will include job
posting on public boards in order to inform all employees and so allow open
competition; the secret review of the records of employees and giving the jobs
to chosen employees; and finally, announcement to employees and unions that
there are vacancies and that new hands will be welcome. Employees and unions
are then in a position to inform friends, relations and colleagues. These
methods of recruitment will work well for filling low-paid positions in the
organization. As conclusion, the aim of recruitment goes beyond
mere filling of vacancies to include individual development and achievement. It
aims to build a strong organisation where effective team work, and the
individuals needs are realized at the same time. To achieve this aim, the
organisation must re-adopt recruitment policies which are internally consistent
and which are also consistent with the objectives of the organisation and the
expectations of the larger society. A good selection process is one that is
properly planned and well operated. Poor recruitment efforts could lead to the
selection of poor applicants because positions are to be filled too quickly
2.4 CHALLENGES OF RECRUITMENT AND SELECTION
According
to Djabatey and Edward Nartey (2012) in the Greater Accra Region said that a common
problem in recruitment and selection is poor human resource (HR) planning.
Rigorous HR planning translates business strategies into specific human
resource management (HRM) policies and practices. This is particularly so with
recruitment and selection policies and practices. The key goal of HR planning
is to get the right number of people with the right skills, experience and
competencies in the right jobs at the right time at the right cost. Detailed
and robust recruitment and selection policies, such as recruitment and
selection procedures, assessing criteria, talents auditing and processing the
information about the labour market are important in recruiting and deploying
appropriate employees at the right time. Past research shows that the competency
level of HR managers has a major influence on recruitment and selection and
experienced HR experts within the HR department will not only shorten vacancy
duration, but also improve the quality of the applicants. Moreover, effective
recruitment and selection is possible only if there is a dedicated and
competent HR team. The focus of recruitment and selection
is to match the capabilities of prospective candidates against the demands and
rewards inherent in a given job. For
this reason, top performing companies devote considerable resources and energy
to creating high quality selection systems. Recruitment and selection process
are important practices for human resource management, and are crucial in
affecting organizational success. The quality of new recruits depends upon an
organization's recruitment practices, and that the relative effectiveness of
the selection phase is inherently dependent upon the calibre of candidates
attracted.
Whitmell
Associates, (2004) said that in the strategy implementation phase, the extent
of recruitment and selection strategic integration can be gauged through four
distinctive indicators. These indicators are: the timely supply of an
adequately qualified workforce, effective job analysis and descriptions,
effective selection, and the involvement of line managers in the recruitment
and selection practices. A key source of 24 uncertainties in the business
strategy implementation is whether there is a timely supply of adequate
qualified people, and to a great extent this uncertainty involves the quality
of employees. For instance, a firm might decide to leverage a different human
capital pool in terms of skills and education level than its rival firms as a
competitive strategy even within the same industry to develop specific capabilities
or to develop a HR process advantage. An organization can successfully
eliminate this uncertainty if its recruitment and selection policies and
practices are strategically integrated with business.
2.5 THEORETICAL FRAMEWORK AND MODEL DEVELOPMENT
|
Knowledge or academic
qualification
|
|
Working Experience
|
|
Soft Skills
|
|
Selection for recruitment
|
2.5.1
DV
: SELECTION FOR RECRUITMENT
2.5.2
IV1
: WORKING EXPERIENCE
2.5.3
IV2
: KNOWLEDGE OR ACADEMIC QUALIFICATION
2.5.4
IV3
: SOFT SKILLS
Selection
for Recruitment
Terms refer to
the process of attracting and choosing candidates for employment. The personnel
department of a larger business will often have detailed recruitment and
selection policies that need to be followed by those responsible for hiring new
employees. Vinita Sinha and Priya Thaly (2013) said that selection for recruitment
is a vital function of human recourse management, which can be defined as the
process of searching the right talent and stimulating them to apply for jobs in
the organization. It is the process of discovering the sources of personnel to
meet the requirements of the staffing agenda and attracting the adequate number
of employees, as to be able to make the effective selection among the
applicants.
Working
Experience
Work experience is any experience
that a person gains while working
in a specific field or occupation, but the expression is widely used to mean a
type of volunteer work that is
commonly intended for young people often students to get a feel for professional working environments. Lars Behrenz
(2008) is support that important part of the selection process is the decision
to call an applicant to a job interview. Which is characteristics of employers
regarded most important when deciding whether the applicant should be call to
an interview or not. The characteristic “experience” and” education” together
made up 75 per cent. As can be seen, only few employers regarded “good
application papers.
Knowledge
or Academic Qualification
Human faculty resulting from
interpreted information;
understanding that germinates from combination
of data,
information, experience,
and individual
interpretation. Variously defined as, "Things that are held
to be true in a given context
and that drive
us to action
if there were no impediments". Jean-Marie
Guéhenno (2008) also support that written tests are used by a majority of
police agencies. The paper and pencil and computerized versions of these tests
come in many forms and are intended to measure a variety of things. To be of
merit, the tests must deal with job-related issues and must have predictive
value; that is, they should be able to predict whether an applicant has the
ability to perform police work well.
Soft
Skills
Soft skills is a term often associated with a
person's "EQ" (Emotional Intelligence Quotient), the cluster of
personality traits, social graces, communication, language, personal habits,
friendliness, and optimism that characterize relationships with other people. European
Commission Flash Euro barometer 304 Employers perception of graduate
employability (2008) support that sector-specific skills were considered
important by more than 80% of Graduate employers in almost all countries
included in this study; the only exception being Denmark: 27% of employers in this
country thought that sector-specific skills were rather unimportant or not
important at all when recruiting higher education graduates in their company.
.
2.6 RESEARCH HYPOTHESIS
HYPOTHESIS
1: Working experience has significant relationship with selecting for recruitment.
HYPOTHESIS
2: Knowledge or academic qualification has significant relationship with
selecting for recruitment.
HYPOTHESIS
3: A soft skill has significant relationship with selection for recruitment.
HYPOTHESIS
4: Working experience, knowledge or academic qualification and Soft skills,
have significant relationship with recruitment and selecting process.
2.8 CONCLUSION OF THE CHAPTER
Overall,
Chapter 2 indicate the beginning of this research which is cover on introduction,
the concept of selection for recruitment, the process recruitment and selection,
recruiting sources and methods and challenges of recruitment and selection.
CHAPTER 3
METHODOLOGY
3.0
INTRODUCTION
This Chapter introduces the research
methodology used for this study and how it has guided to collect data. In this
chapter also, we will discuss about the research method and design
appropriateness, population, sample, the methods used to collect data, and also
the methods used to analyse data throughout the study. The whole process which
conducted in this research will be carried out carefully and relevant decisions
can be obtained at the end of the research.
3.1 RESEARCH
MODEL
This
research model showed that Independent Variable (IV) and Dependent Variable
(DV) are related with each other. For better understanding of the relationship
among variables, the relationship is shown below
Figure
1: Figure of Independent Variable and Dependent Variable
|
IV
|
DV
|
|
Working
Experience
Knowledge
or Academic Qualification
Soft
Skills
|
Selection
for Recruitment
|
3.3 RESEARCH
DESIGN
The research will base on assessing
recruitment and selection process of fresh graduates in Puchong Jaya. The designs
are a descriptive study which will use quantitative tools. The study was based on
the use of questionnaires. These approaches were use because they were
satisfactory tools for collecting data for the sample population to investigate
the topic under study
among community in Bandar Puchong Jaya. The data collection form is comprised
of two methods, which are the primary data and secondary data.
3.3.1 TYPES OF STUDY
There
are two types of studies, which are deductive and inductive. In my research I
will use deductive method. Deductive is research approach involving the testing
of a theoretical proposition by the employment of a research strategy
specifically designed for the purpose of its testing.
3.4 RESEARCH
POPULATION
This
research will be conducted in Bandar Puchong Jaya, Selangor. In which research
distribute 100 questionnaire surveys which is focus on fresh graduates. In this
study, the sampling use is simple
random sampling. Random sampling is given to the respondents who have works. So
that, in this research, the study population consist of the workers either
types of occupation they are. This is because the workers have the experience
about leadership which is replacing leaders to prepare future leaders.
3.5 SAMPLE SIZE
A
sample size of 100 will be chosen from the selected branches for the study.
This is based on the fresh graduates of the various colleges and university to
ensure that the samples will representative enough to draw conclusion.
3.6 SAMPLING TECHNIQUES
The
simple random sampling technique will use to select respondents from the
various colleges and university. This is basically because 37 the population
will have an equal chance of being selected. Significantly, the purposive
sampling technique, which is a non-probability sampling technique, will use to
select respondents who deal directly with recruitment and selection from the
Human Resource Department. This is because the researcher wants to deal with
only typical cases based on the objectives of the study.
3.7 SCALES AND MEASUREMENT
The
study will base on the use of questionnaires. Inside questionnaires I will use multiple
choice questions. The definition of multiple choice questions are forms of
assessment in which respondents will ask to select the best possible answers
out of the choices from a list. It is because very easy to respondents to
respond the questionnaires. The researcher used questionnaire. Besides that, I
also will use likert scale and definition for likert scale is a
method
of ascribing quantitative
value
to qualitative
data, to make it amenable to statistical
analysis. A numerical value is assigned
to each potential choice and a mean figure for all the responses
is computed at the end of the evaluation or survey. The researcher prepared the
questionnaires to be responded by the sampled fresh graduates. The questions
will design to make the purpose of the study successful after the results have
been ascertained. In this
questionnaire, consist three sections. The content of section A demographic
background, section B about dependent variable and the following section C
consist of three independent variable. This instrument gave
expected information about the recruitment and selection procedures or
practices.
3.8 QUESTIONNAIRE
DESIGN
The
purpose of using questionnaire was to identify and how recruitment and selection
process fresh graduates. I will use multiple choice questions for these
research questionnaires.
The
details of the questionnaire question are as follows:
|
Section
|
Measurement Subject
|
Measurement Code
|
|
Section
A
|
Gender
|
|
|
Race
|
|
|
|
Age
|
|
|
|
Religion
|
|
|
|
Level
of education
|
|
SECTION A: DEMOGRAPHIC BACKGROUND
Instruction: Please circle the
appropriate answer.
1) Gender
a. Male
b. Female
2) Race
a.Malay
b.Chinese
c. India
d.Others
3) Religion
a.Islam
b.Buddha
c.Hindu
d.Others
4) Age
a. 19-21 years old
b. 22-24 years old
c.
25-28 years old
d. 29 and above years old
5) Level of education
a. SPM
b. STPM/Diploma
c. Degree
d. Master
RECRUITMENT AND
SELECTION PROCESS
The
recruitment and selection process is important for new and established
businesses alike. Your human resources department has the support and expertise
of employment specialists who assist hiring managers with the procedures to
ensure your company leaders are making wise hiring decisions. There are several
pieces to the recruitment and selection process: sourcing candidates, reviewing
and tracking applicants, conducting interviews and selection for employment.
SECTION B: EVALUATED
THE RECRUITMENT AND SELECTION PROCESS
1)
How the organizations clearly define in the recruitment process at Bandar Puchong
Jaya?
a. position Objectives
b. Requirements
a. position Objectives
b. Requirements
c.
Candidate Specifications
2) How well are the
organization’s affirmative action needs clarified and supported in the
selection process?
a. Poor
b. Adequate
c. Excellent
a. Poor
b. Adequate
c. Excellent
3) There equal
opportunities for all would-be (potential) employees when it comes to
recruitment and selection?
a. Yes
b. No
4) Improving Recruitment and Selection
Practices at your organization?
a.
Equal
Opportunity for all
b.
General
Public be given a chance
c. Qualification linked to job
c. Qualification linked to job
4) Is the organization
doing timeliness recruitment and Selection process?
a. Yes
b. No
a. Yes
b. No
5) Does human resource
(HR) provides an adequate pool of quality applicants?
a. Yes
b. No
a. Yes
b. No
6) Rate the
effectiveness of the interviewing process and other selection instruments, such
as testing?
a. Poor
b. Adequate
c. Excellent
a. Poor
b. Adequate
c. Excellent
7) Does the human
resource (HR) team act as a consultant to enhance the quality of the applicant
pre-screening process?
a. Yes
b. No
a. Yes
b. No
8) Are job vacancies
made open to the general public?
a.
Yes
b.
No
9) Rate how well human
resource (HR) finds good candidates from non-traditional sources when
Necessary?
a. Poor
b. Adequate
c. Excellent
a. Poor
b. Adequate
c. Excellent
10) Are these
recruitment and selection practices able to give you the needed and qualified
candidates to fill the vacancies?
a.
Yes
b.
No
11) Does the bank have
any agent(s) that recruits and selects employees?
a.
Yes
b.
No
12) Do you follow
different recruitment processes for different grades of employees?
a.
Yes
b.
No
13) What is the basis
for selection?
a.
Knowledge or Academic Qualification
b.
Experience
c.
Both
14) Where you can find
the vacancies?
a. Internet
b. Newspaper
c. Employee reference
a. Internet
b. Newspaper
c. Employee reference
SECTION
C: IMPROVE THE RECRUITMENT AND SELECTION
PROCESS
Likert scale questionnaire
Questions
based on Likert scale research method, indicating improve the recruitment and
selection.
|
|
|
Strongly disagree
|
Neither
|
Strongly agree
|
||||
|
|
Question
|
1
|
2
|
3
|
4
|
5
|
6
|
7
|
|
1
|
Academic qualification were considered for recruitment
and selection of employee
|
|
|
|
|
|
|
|
|
2
|
Working experience were considered for recruitment and selection of
employee
|
|
|
|
|
|
|
|
|
3
|
Soft skills were considered for recruitment and selection of employee
|
|
|
|
|
|
|
|
|
4
|
The challenges the department encounter in the recruiting and selecting
of employee is labour turnover
|
|
|
|
|
|
|
|
|
5
|
The challenges the department encounter in the recruiting and
selecting of employee is lack of talents
|
|
|
|
|
|
|
|
|
6
|
The challenges the department encounter in the recruiting and
selecting of employee is competition
|
|
|
|
|
|
|
|
|
7
|
Factors to help improve recruitment and selection is early
advertisement and detailed job description
|
|
|
|
|
|
|
|
|
8
|
Early
advertisement and detailed job description is adequate background check
|
|
|
|
|
|
|
|
|
9
|
Factors
to help improve recruitment and selection is procedure for selection
|
|
|
|
|
|
|
|
|
10
|
recruitment
and selection practices or processes could be improved by Equal opportunity
for all
|
|
|
|
|
|
|
|
|
11
|
recruitment and selection
practices or processes could be improved by General public be given a chance
|
|
|
|
|
|
|
|
|
12
|
recruitment and selection
practices or processes could be improved by Qualification linked to job
|
|
|
|
|
|
|
|
|
13
|
Important element of interviewers have is languages
|
|
|
|
|
|
|
|
|
14
|
Important element of interviewers have is communication skills
|
|
|
|
|
|
|
|
|
15
|
Important element of interviewers have is leadership skills
|
|
|
|
|
|
|
|
|
16
|
Higher education
graduates recruited in the last three to five years have the skills required
to work
|
|
|
|
|
|
|
|
|
17
|
This is just a place to work and is separate from my personal interests
|
|
|
|
|
|
|
|
|
18
|
The needs of the organisation are more important than my own personal
interests
|
|
|
|
|
|
|
|
3.9
METHOD
OF DATA COLLECTION
To collect the data I use
two types of method which is through primary data collection and secondary data
collection. For primary data, researcher
will distribute questionnaires to respondent to collect data.
The question will be based on IV which affects the DV. In addition, 100 sets of questionnaire are
distributed to respondent in Bandar Puchong Jaya. Meanwhile, secondary data
collections in this study will collect through the Internet such as in emerald,
Google scholar and articles.
4.0 DATA ANALYSIS
The
collect data will statistically analysis, will using the Statistical Package
for Social Sciences software (SPSS). Representations like tables and charts
will use to ensure easy and quick interpretation of data. Responses will
express in percentages. The items will group based on the responses given by
the respondents and will cod for easy usage of the Statistical Package for
Social Sciences (SPSS). This method will use because it is the best instrument
to identify, compare, describe and reach a conclusion.
4.0.1 CORRELATION
Degree
and type of relationship between any two or more quantities (variables) in
which they vary together over a period; for example, variation in the level of
expenditure or savings with variation in the level of income. A positive
correlation exists where the high values of one variable are associated with
the high values of the other variable(s). A 'negative correlation' means
association of high values of one with the low values of the other(s).
Correlation can vary from +1 to -1. Values close to +1 indicate a high-degree
of positive correlation, and values close to -1 indicate a high degree of
negative correlation. Values close to zero indicate poor correlation of either
kind, and 0 indicates no correlation at all. While correlation is useful in
discovering possible connections between variables, it does not prove or
disprove any cause-and-effect (causal) relationships between them. (Business
Dictonary.com).
4.0.2 MULTIPLE REGRESSIONS
Multiple
regressions are an extension of simple linear regression. It is used when we
want to predict the value of a variable based on the value of two or more other
variables. The variable we want to predict is called the dependent variable (or
sometimes, the outcome, target or criterion variable).
4.2 COUCLUSION OF CHAPTER
As a conclusion, to conduct this research i used
descriptive research which leads to quantitative research method. I also will
use questionnaire to conduct this research. A 100 sample was selected randomly
to conduct this research. Our respondents are composed of a variety of ethnic,
age, sex and also different type organization i choose our respondent randomly
in Bandar Puchong Jaya.
I
apply simple random sampling method in this research. Other than that, i will
use primary and secondary data in this study. I will use questionnaires to
obtain data concerning the selection of cupping. For secondary data, I will use
a method of finding information on the Internet by reference journal.
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