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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.
Application form.
Screening interview.
Reference check.

Outlines
Placement

interview
Psychological tests.
Physical examination .

Placement.
Transfer.
Promotion.
Retirement.
Termination.

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

A- Recruitment, Selection and Placement.

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

Sources of Recruitment
Internal Sources- 1
Any present employees from within the
organization.eg.policy of promotion.
External Sources- 2
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

Methods of recruitment
1.

Advertising is the most common method


of recruitment in newspapers, nursing
journals
2. Recruitment literature having printed
materials available to hand out or mail.
3. Employees referral recommendations
by current employees of friends or
relative.
4. College recruitment college graduates
provide the best source of scientific,
technical, professional and managerial
personnel

Effective recruitment
Involves
1. A determination of future needs
2.
A clear definition and description of the types
and number of people needed.
3.
Evaluation and determination of methods to be
used in each particular case
4.
Investigation of the whole process of demands
and supply with consideration to size and
growth of organization.

Constraints on recruiting
efforts

1- Internal organization policies.


2- Government influence.
3- Recruiting costs.
4- Attractiveness of the job.

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

Step 1

Step
2
Step
3
Step 4

step
5

Step 6

Application form

Screening interview

Reference check

Placement interview

Psychological tests

Physical examination

Selection
process

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

B- Transfer, Promotion, retirement and


termination
Transfer- 4
Transfer is 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.

Downgrading transfer in which decrease in job


duties and specifically in pay occur.

Layof 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.

Promotion-5
Promotion is 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.

Retirement- 6
Retirement can be defined as a

withdrawal from ones occupation


or position with a certain
organization, usually with some
form of pension.
Pension is an accumulation of funds
during an employees working years
followed by a liquidation of these funds

Two types of hazards are associated with the


retirement of an employee:
1- financial
The individuals 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

Termination of employment- 7
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

Thank
You