Specific human resource policies

Recruitment and selection policy Recruitment and selection form part of the process of attracting and obtaining suitable employees for the organisation. This is a crucial stage in staffing function because it determines the quality of human resources that the organisation will have. It is usually a long process that starts with advertising for vacant posts, receiving applications, short listing the most qualified applicants, and selecting the best candidates by using various selection techniques.

A clear policy on when and how recruitment and selection will be conducted is important for the management, staff and the applicants because of the potential dangers of subjectivity.

Much can be achieved through clear policy statements on each aspect of recruitment and selection process. Some of the gains are well described by Cole (1997), who says that recruitment and selection policy helps the organisation to:

· Provide guidance on how and when jobs will be advertised.

· Provide guidance on how selection will be conducted.

· State priorities for consideration.

· Instruct on how disputes are to be handled

Indicate the effect on other policies in the organisation.

These benefits are likely to be achieved if specific principles are used in stating recruitment and selection policy. These are:

· Defining the key concepts in the policy.

· Stating the rationale for the policy.

· Adhering to the principal legislations of the country.

· Focusing on appointment based on merit.

· Adhering to fairness on recruitment and selection (equal opportunity).

· Considering cost effectiveness in the recruitment and selection process.

· Attracting and selecting the most valuable employees.

· Taking into account the role of the management, the human resource department, selection panel, and the job applicants in the recruitment and selection process.

The principles for effective recruitment policy could be numerous depending on the nature and size of the organisation. For example, the Mzumbe University policy on recruitment and selection (2008) embraces the philosophy of diverse human resources in higher learning institutions. The teaching staff need be highly trained and should be able to perform the core business of the University, which is training, research, publications and extension services. Therefore, the criteria for recruitment and selection are different from the non-academic staff.

Human resource training and development policy

Human resource training and development policy should be an explicit statement of intention of and commitment to continuous training and development of human resources in order to maximise their potential in both current and future jobs. The following is an example of a policy statement derived from the Tanzanian public service training and development policy before reforms.

It is the aim of the T & D policy to ensure that all employees are assisted in developing themselves in order to excel in their competencies and make the best possible contribution to the achievement of company objectives.

Some of the general objectives for the policy may be stated followed by specific policy statements for more focus and clarity. The following statements are provided as examples.

General objective 1: Draw up a training plan with reference to company objectives. Specific policy            All training decisions must have a basis in organisational objectives.

General objective 2: Involve managers in Training Needs Analysis and setting training objective. 

Specific policy               Training Needs Analysis which should guide decisions for employee training shall be conducted by line managers under the guidance and support of the department of human resources.

General objective 3: Provide all potential employees with training opportunities.

Specific policy           The organisation will assist all potential employees in securing training opportunities on the basis of fairness and merit.

General objective 4: Have a specialist training department.

Specific policy             All training matters will be handled by the training department.

General objective 5: Provide induction training for new employees.

 Specific policy          All newly appointed employees shall receive induction training in the first week of work.

General objective 6: Train based on the budget available.

Specific policy               No training shall be conducted if the available budget does not allow it. If such training is absolutely necessary, the training officer shall hand over the case to a higher authority for consideration.

General objective 7: Continue to pay full salaries for a limited period

Specific policy                All employees who will attend a long course for more than one year will be entitled full salary for a maximum of three years. After three years the training officer can immediately withhold salary.

Training and development policies should cover all the issues that may arise in the course of planning for training and execution. It is not possible to mention them all here. However, common sense tells us that areas like criteria for employee selection, preference for the type of training, benefits to trainees, internal trainers, training evaluation, failure to complete training as required, etc. are important.