an evaluation of the recruitment and selection policy and practice in ...

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Holly, W.H. & Jennings, K.M. 1983. Personnel management: Functions andissues. Dryden: New YorkHilltrop, J. & Despres, C. 1994. Benchmarking the performance of HumanResource Management. Long Range Planning, 27(6), 43-57.Hofmeyer, K. March 2003. Star appeal. HR Future: South Africa’s independentHuman Resource Magazine, 10-11.Huang, T. July 1999. The effects of linkage between business and humanresource management strategies. Personnel Review. 2001. Vol. 30 (2),132-157.MCB University PressHutton T. Human Resource strategy – presentation for class. 2001, Session 1Hutton, T. S. 2001. An Analysis of human Capital Development in Cluster, inorder to formulate a strategy for the development of Human Capital as a corecompetence in the Eastern Cape Motor Industry Cluster. Unpublished D.Litt etPhill dissertation. Port Elizabeth Technikon.Individual Team Organisation Focus. 2003. Creating a framework fororganisational recruitment. HR Future: South Africa’s independent HumanResource Magazine: Strategic briefing.Jago, A. 1997. Selecting your team: how to find the right people. Asian Libraries.6(1,2), 14-19. MCB University Press.Johnson, G. & Scholes, K. 2002. Exploring Corporate Strategy (6 th ed.). Essex:Prentice Hall.Jordaan, J. April 2002. Equity Solutions: Employment Equity can mean money inthe bank . HR Future: South Africa’s independent Human Resource Magazine.p29114
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DECLARATIONI, Heinrich F.W. Mettler
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ACKNOWLEDGEMENTSThe success I have
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CHAPTER 2THE DRIVE TOWARDS SERVICE
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CHAPTER 5POLICY ANALYSIS5.1 INTRODU
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LIST OF FIGURESPAGEFigure 2.1 Strat
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LIST OF APPENDICESPAGEAppendix A Qu
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esources should enhance the Public
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The mission of DWAF is to serve the
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competition and sound labour relati
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1.8 OUTLINE OF THE CHAPTERSChapter
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• Combating Corruption.Holdsworth
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Hutton (2001:24) remarks that it is
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• Value for money - Public Servic
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• Introduce greater mobility to e
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2.7 HUMAN RESOURCE MANAGEMENTIn the
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2.8 RECRUITMENT AND SELECTIONRecrui
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CHAPTER 3RECRUITMENT AND SELECTION3
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• ensure that legal requirements
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easons that the essence of this leg
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The purpose of a company’s recrui
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Policy referralNeed assessmentYESAp
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Change equals opportunity and the d
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This document assists recruiters in
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professional in exercising their re
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• Advertisements - the most widel
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The line manager, with assistance o
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venue should also create a favourab
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that it measures acquired competenc
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Some of the more popular ways of ad
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3.6.19 Step 19: ReportingITO Focus
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The focus of this step, which is pa
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description or possible explanation
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• How does the policy of the (DWA
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questionnaire for line managers com
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due to the restructuring of the org
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occurrence was translated into a pe
Page 75 and 76: Secondly the policy is instrumental
Page 77 and 78: Question 4: Does the policy state o
Page 79 and 80: Yes, the policy does include DWAF
Page 81 and 82: Question 18: Does the policy state
Page 83 and 84: Step 6: PlanningThe policy does not
Page 85 and 86: est candidate. There is no referenc
Page 87 and 88: CHAPTER 6PRESENTATION AND ANALYSIS
Page 89 and 90: participating Line managers are 33
Page 91 and 92: Table 6.5: ApprovalInvolvement in L
Page 93 and 94: Table 6.7: Panel demographicsDescri
Page 95 and 96: or were in training. In summary all
Page 97 and 98: ecruitment and selection policy. Ad
Page 99 and 100: advertisement must specify the comp
Page 101 and 102: Table 6.17: Notification of the uns
Page 103 and 104: Table 6.20: Competency assessmentPs
Page 105 and 106: (23 percent used exclusively and 54
Page 107 and 108: Table 6.24: Accurate job informatio
Page 109 and 110: • I was frustrated because I had
Page 111 and 112: The comments of HR managers overlap
Page 113 and 114: The second most popular recommendat
Page 115 and 116: Table 6.30: Recommendations from li
Page 117 and 118: where we began short-listing and we
Page 119 and 120: The four sub-problems have been dea
Page 121 and 122: system. This is possible due to the
Page 123 and 124: • Train competency assessment spe
Page 125: Department of Water Affairs and For
Page 129 and 130: Appendix AQuestionnaire1. Which rec
Page 131 and 132: 9. Was the selection panel represen
Page 133 and 134: 20. In terms of the testing which o
Page 135 and 136: Appendix BQuestionnaire for Line Ma
Page 137 and 138: 6. Which candidates enjoyed prefere
Page 139 and 140: 15. How many panelists were active
Page 141 and 142: Language of test proficient - in li
Page 143 and 144: Policy evaluation- Section BLiterat
Page 145 and 146: Appendix CDEPARTMENT OF WATER AFFAI
Page 147 and 148: 7. POLICY PROVISIONS7.1 ADVERTISING
Page 149 and 150: competencies which have been identi
Page 151 and 152: • Finalise short-list after conta
Page 153 and 154: a) The completion of an application
Page 155 and 156: ) a temporary increase in work occu
Page 157 and 158: Appendix DRespondents biggest frust
Page 159 and 160: 12. I don’t know how the selectio
Page 161: 17. All panel members need to spend
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