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

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3. What other alternatives were researched before recruitment andselection?(Indicate your answer by making an X in the appropriate box/boxes)Not replacing a personPromoting internallyRedesigning the jobEmploying temporary helpLeaving the job the same,LearnershipsOver timeOutsourcingOtherIf other, specify.………………………………………………………………………………………………………4. Were you involved in drawing up the request for approval for fillingthe post?(Indicate your answer by making an X in the appropriate box)YesNo5. Did your inherent requirements, or characteristics of the ideal jobapplicant, for the post include the following?(Indicate your answer by making an X in the appropriate box/boxes)Physical make-up: This relates to appearance and health.Attainments: This refers to professional and practical experience.Special Aptitudes: Referring top specific skills and the level of abilitysought.Disposition: Does the personality of the candidate you seek fit theculture of the organisation? Refraining from cloning?Circumstances: Do these job requirements conflict with domestic,religious, cultural values124
6. Which candidates enjoyed preference?(Indicate your answer by making an X in the appropriate box/boxes)InternalExternal7. Which recruitment method was used?(Indicate your answer by making an X in the appropriate box/boxes)RecruitagencyHeadhuntingWalk-insReferralsProfessionAssociationsAdvertisementPresentEmployeesJobAdvertsPersonnelRecordsSkillsInventoryOtherIf other, specify.…………………………………………………………………………..……………………………8. Which medium was used to reach candidates?(Indicate your answer by making an X in the appropriate box/boxes)NationalNewspaperRecruitmentAgencyProvincialNewsLocalNewspaperPosterRumourPhone callPersonalInquiryColleaguesOtherIf other, specify.……………………………………………………………………………………………………9. What was used to constitute the candidates suitability for the post?(Indicate your answer by making an X in the appropriate box/boxes)Formal qualificationExperienceInformal qualificationAbility to acquire qualities within a reasonable timeUnsure125
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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
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Secondly the policy is instrumental
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Question 4: Does the policy state o
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Yes, the policy does include DWAF
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Question 18: Does the policy state
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Step 6: PlanningThe policy does not
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Page 87 and 88: CHAPTER 6PRESENTATION AND ANALYSIS
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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
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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
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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 and 126: Department of Water Affairs and For
Page 127 and 128: Kador, J. 1997. The managers book o
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: Appendix BQuestionnaire for Line Ma
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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