- Indicate the effect on other policies in the organisation.
These benefits are likely to be achieved if specific principles are used in stating recruit-
ment 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 re-
cruitment 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 re-
sources in order to maximise their potential in both current and future jobs. The follow-
ing is an example of a policy statement derived from the Tanzanian public service train-
ing 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 exam-
ples.
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 ob-
jective.
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 train-
ing opportunities on the basis of fairness and merit.