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

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ecruitment and selection policy will now be examined with reference to bestpractice discussed in section 3.6.Step 1: Policy referralThe policy is in existence. It has been incepted on 8 December 2001, and itgoverns the recruitment and selection activities in the Department.Step 2: Need assessmentThe policy does not deal with this aspect of the recruitment drive. This is left tothe discretion of the line managers and supervisors.Step 3: ApprovalThe policy makes specific reference to delegation of authority. It specificallymentions the mandate of the delegation with regard to the approval ordisapproval of appointments/promotions and transfers. It does not indicatewhether this refers to the approval to fill a position or to initiate recruitmentdrives. It is assumed that the same route must be followed.The policy does not give reference or guidelines either as to what a request forapproval of a recruitment drive should look like or what it should entail. It is leftto the discretion of the line managers. This could lead to inconsistencies, forsome managers are more persuasive than others.Step 4 & 5: Job description and ProfilingPolicy guidelines state that the selection criteria should be objective and relevantto the inherent requirements of the job. It also commands that inherentrequirements must be specified in the advertisement. Inherent requirements arededuced from the ideal person profile, which is drawn from a job description.This process is thus implied, although not pertinently mentioned. There is noreference made as to what inherent requirement should be based on, and noindication where to find standard job descriptions or profiles. It is left to thediscretion of line managers to compile inherent requirements, but not governedby this policy.70
Step 6: PlanningThe policy does not acknowledge this step as it is regarded as obvious. Noguidelines as to when competency assessment is to be done is provided whilstinterviewing, reference checking and medical checking is thoroughly defined. Theuse of competency assessment is to be determined by the selection committees.Clear direction is given regarding the composition of a selection committee, threeto six representative, members of equal or higher grading. Chairpersonship, linemanagement involvement as well as that of transformation members are notmentioned. The selection committee is however subject for approval by theexecutive authority. It is accepted as a norm, though not stipulated in the policythat line managers are the chairpersons and job related experts in selectioncommittees (Smit as interviewed on 14 November 2003). Timeframes arespecified clearly in the policy.Step 7 & 8: Recruitment source and recruitment methodThe policy indicated that it should be linked and used in conjunction with asuccession planning policy, and that except for specified reasons, internalrecruitment should take preference over external recruitment. No provision ishowever made for internal recruitment methods except in cases where posts canbe filled by supernumerary staff of equal grading, or where lateral rotating ortransferring of employees is planned to enhance the organisational effectivenessand skills. The policy standardises on advertisements and headhunting as thepreferred recruitment methods.Step 9: Advertisement designThe advertisement requirements are stipulated extensively and although thephysical design and appearance of the advertisement is left to the discretion ofthe line manager and HR manager, the content thereof is clearly defined.Step 10: ImplementationAll advertisements are to be placed in regional and national newspapers. Thepolicy gives clear direction to this regard.71
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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
Page 31 and 32: 2.7 HUMAN RESOURCE MANAGEMENTIn the
Page 33 and 34: 2.8 RECRUITMENT AND SELECTIONRecrui
Page 35 and 36: CHAPTER 3RECRUITMENT AND SELECTION3
Page 37 and 38: • ensure that legal requirements
Page 39 and 40: easons that the essence of this leg
Page 41 and 42: The purpose of a company’s recrui
Page 43 and 44: Policy referralNeed assessmentYESAp
Page 45 and 46: Change equals opportunity and the d
Page 47 and 48: This document assists recruiters in
Page 49 and 50: professional in exercising their re
Page 51 and 52: • Advertisements - the most widel
Page 53 and 54: The line manager, with assistance o
Page 55 and 56: venue should also create a favourab
Page 57 and 58: that it measures acquired competenc
Page 59 and 60: Some of the more popular ways of ad
Page 61 and 62: 3.6.19 Step 19: ReportingITO Focus
Page 63 and 64: The focus of this step, which is pa
Page 65 and 66: description or possible explanation
Page 67 and 68: • How does the policy of the (DWA
Page 69 and 70: questionnaire for line managers com
Page 71 and 72: due to the restructuring of the org
Page 73 and 74: 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: Question 18: Does the policy state
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 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
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20. In terms of the testing which o
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Appendix BQuestionnaire for Line Ma
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6. Which candidates enjoyed prefere
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15. How many panelists were active
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Language of test proficient - in li
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Policy evaluation- Section BLiterat
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Appendix CDEPARTMENT OF WATER AFFAI
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7. POLICY PROVISIONS7.1 ADVERTISING
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competencies which have been identi
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• Finalise short-list after conta
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a) The completion of an application
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) a temporary increase in work occu
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Appendix DRespondents biggest frust
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12. I don’t know how the selectio
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17. All panel members need to spend
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