Process
Supervisor/team interview
Preliminary selection in HR
department
Background investigation
Employment testing
(aptitude, achievement)
Initial interview in
HR department Note: Steps may vary. An
applicant may be rejected after
Completion of application any step in the process.
Dalam membuat proses pemilihan kriteria ini
hendaklah dipenuhi:
• Kebolehpercayaan – tahap pengukuran bebas dari
kesalahan
• Kesahan pengukuran – prestasi yang diukur mempunyai
perkaitan dengan pekerjaan yang ditawarkan
• Kesahan maklumat – maklumat yang diberi mempunyai
tahap kebolehpercayaan yang tinggi
• Perundangan – memenuhi tuntutan perundangan, dasar
dan peraturan organisasi
UJIAN PEKERJA
PENDIDIK?
b) Ujian Kecerdasan
Bertujuan mencari kelebihan dan kebolehan
seseorang calon. Jika seseorang itu mempunyai
kecenderungan kecerdasan semulajadi maka
diandaikan bahawa dengan latihan yang betul dia
dapat membentuk satu kemahiran dalam bidang
tertentu. Kerja yang berbeza memerlukan
kecenderungan kecerdasan yang berbeza
misalnya akauntan memerlukan kecenderungan
kecerdasan berhubung dengan angka, jurutera
dan arkitek dengan ruang.
Perwatakan PENDIDIK?
KPM: PPPM
• Pengrekrutan dan pemilihan guru mesti
berlandaskan PPPM :
Anjakan 4 : Mentransformasi profesion keguruan
menjadi profesion pilihan
KPM
• Ujian Malaysian Educators Selection Inventory
(MEdSI)
Ujian Inventori Sahsiah Keguruan (INSAK) &
Ujian Kelayakan Calon Guru (UKCG)
• Ujian Kecerdasan, BMI
Pemilihan Guru dibawah KPM
Ujian Inventori Sahsiah Keguruan (INSAK) & Ujian Kelayakan Calon Guru
(UKCG)
• UKCG adalah satu ujian kelayakan bagi pelajar lepasan SPM yang
memohon ke Institut Pendidikan Guru (IPG). Calon harus melalui beberapa
peringkat pengujian sebelum layak mengikuti program ini iaitu:
• Peringkat 1 - membuat permohonan online IPG.
• Peringkat 2 - menjalani ujian INSAK dan UKCG.
• Peringkat 3 - dipanggil temuduga
• Peringkat 4 - menerima tawaran penempatan pengajian di IPG.
“Will Do”
______________________________
• Personality
• Values
• Motivation
As a conclusion: what do you think?
• A selection decision may result in four possible outcomes: two
are correct decisions and two are errors.
• The correct decisions occur when the individual hired proves
to be successful on the job or when a rejected applicant
would have performed inadequately if hired. In both instances
the selection process has met the objective of hiring the most
appropriate candidate.
• The process has failed when a rejected candidate could have
performed successfully on the job or when the individual
hired performs inadequately (Robbins, Stephen P in Rebore,
2004, pp. 117)
Introduction
• Job analysis identifies the duties and human
requirements for each of the company’s job.
• Next is to decide which of these jobs you need
to fill, to recruit and select employees for the
jobs.
RECRUITMENT
Recruitment refers to
organizational activities
that influence the
number and types of applicants
who apply for a job
and whether the applicants
would accept jobs that are offered
The 5 steps in the recruitment
and selection process
Use
Supervisors and
Recruiting selection
Applicants others
Employment tools like
Build a complete interview final
planning and tests to
forecasting pool of application candidates to
screen out
candidates form make final
most
choice
applicants
Workforce/Personnel Planning and
Forecasting
• It is the process of deciding what positions the
firm will have to fill, and how to fill them.
• Personnel plans require some forecasts and
estimates on 3 things:
a) Personnel needs (labor demand)
b) Supply of inside candidates
c) Supply of outside candidates
a) Forecasting personnel needs
(labor demand)
• Basic workforce planning process is to forecast
employer’s demand for labor and supply of
labor. Then, identify supply-demand gaps and
develop action plans to fill the projected gaps.
• Start with estimating what demand will be for
your products or services: daily, weekly,
seasonal forecasts.
• Forecast revenue, turnover, financial
resources.
• Several tools for forecasting personnel needs:
– Trend analysis
– Ratio analysis
– The scatter plot
– Markov analysis
b) Forecasting the supply of inside
candidates
• Most firm start with inside candidate to fill the
positions.
• Have to determine which current employees
might be competent with skills and
qualification for the projected openings – refer
to qualifications (or skills) inventories
• Then managers determine which employees
are suitable for promotion or transfer.
Methods use:
• Manual systems and
replacement charts –
personnel inventory and
development record form
• Computerized skills
inventories
• Privacy
c) Forecasting the supply of outside
candidates
• Talent management and predictive
workforce monitoring
• Action planning for labor supply and
demand
• The recruiting yield pyramid
The Need for Effective Recruiting
• Recruiting – finding applicants for the employer’s open
position
• Why recruiting is important? – best candidates
• What makes recruiting a challenge? – recruiting
methods, non-recruitment issues and policies, laws
• Organizing how you recruit – centralize, decentralize,
online
The supervisor’s role – knowledge of job analysis, job
description and job specification.
Internal Source of Candidates
• current employees or “hiring from within”—is often the
best source of candidates.
• Some advantages of internal recruiting:
Current employees may be more committed
Morale may go up since other employees will know
about your policy
Current employees may require less orientation and
training than new hires.
• The disadvantages:
employees may become discontented if they apply
for jobs and do not get them. There also is a potential
for inbreeding – maintaining the status quo – to
occur.
Internal Recruitment Methods
• Human resource databases
• Job posting
• Job bidding
• Rehiring
• Succession planning
• Intranet
Human resource database
• The database may reveal persons who have
potential for further training or who have the
right background for the open job.
Job Posting and Job Bidding
• Job posting: Procedure to
inform employees of existing
job openings
• Job bidding: Procedure that
permits individuals in
organization to apply for
posted job – suit to job’s
attributes, qualification, skills
KPM
• Iklan KPM/SPP : Jawatan Guru Penolong
• Iklan Dalaman/ Retan/Unjuran Keperluan :
Jawatan Guru Kanan – Kekananan, Kursus-
kursus, pensijilan NPQEL,
Rehiring
• Should you rehire someone who had left the
company? – depends
• Advantages – former employees are familiar
with the tasks (save time and money)
• Risk – employees may return with negative
attitudes.
Succession Planning
• It is the ongoing process of systematically
identifying, assessing, and developing
organizational leadership to enhance
performance.
• To profile the competencies purposely to
formulate an integrated development / appraisal
/ selection package for potential candidates.
• 3 steps: identify key needs, develop inside
candidates, and assess and choose those
candidates.
Outside Source of Candidates
Why external recruitment is
needed?
Fill entry-level jobs
Acquire skills not
possessed by current
employees
Obtain employees with
different backgrounds to
provide diversity of idea
External Recruitment Methods
• Internet
• Advertising
• Employment agencies
• Outsourcing – having outside vendors supply services e.g.,
market research, manufacturing
• Offshoring – having outside vendors supply services that
the company’s own employees previously did in-house.
• Executive recruiters – special employment agencies seek
top management talent for their clients.
• College recruiting
• Referrals and walk-in
Selection
Stereotyping Little
knowledge
Horn/halo on the job
effect applied
• How to conduct an effective interview?
1. Make sure you know the job – study the job
descriptions
2. Structure the interview – job knowledge,
experience, situational, behavioral questions &
provide descriptive rating scales e.g., excellent,
fair, poor
3. Get organized – place, minimized interruptions
4. Establish rapport – greet the candidates, start
with noncontroversial questions
5. Ask questions
6. Take brief / notes during the interview
7. Close the interview
KPM
Guru Penolong:
• KPM : Scholar (tajaan utk Program ISMP)
• KPM/SPP
Guru Kanan/ Pentadbir Sekolah
• Pencalonan dari Ketua Jabatan
• Penempatan semula berdasarkan kekosongan
jawatan di PPD/JPN/KPM berdasar Gred
Perjawatan.