Nature of Human Resource Management: Hiring and Recruiting

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EXECUTIVE SUMMARY

INTRODUCTION
In the present time, Organization’s most important assets are its people i.e. Employees. These employees are the foundation on which the organization stands strong; without the human power to perform certain tasks, to produce, to operate, to analyze, etc no organization can live. Although the modern technologies have made a lot things much easier but nothing can replace the significance of the Human Resources. Therefore, Hiring is a very challenging, time consuming and costly function of the company. But what’s even harder – especially in today’s chaotic economic situation is, “Making the right Hire”. Recruiting and Selection is all about “hiring the right person for the right job at the right time.” Even a single wrong hire can affect the operations of the business and can cost the firm a fortune. In order to avoid making a bad hire, HR managers must carefully conduct and analyze the Human Resource Planning (HRP) process. HRP is a process used by the organizations to ensure that it has right amount and kind of people to fulfill its particular goals in future. This is done by forecasting the Labor Demand for future and matching it with the forecasted Labor Supply of the firm. Organizations that do not conduct HRP or don not perform HRP properly may not be able to meet their future labor shortage or may have to resort to layoffs due to labor surplus. Even though hiring the right people with right skills is very protracted and difficult process but Human capital is a substantial investment and even a single mistake can put financial burden on the firm. The pace at which a business moves from survival mode to growth paths is largely dependent on the successful hiring of the correct employees. The prosperity of the business not only depends on hiring good people but hiring extremely talented people with the right skills for any particular job. Following are some useful tips for hiring right people for the right job: * Develop a detailed Job Description; identify the key responsibilities, functions and expectations for the position under question. * Design a careful Job Specification; specify the skills, requirements, experience and knowledge required for the position under question. * Use internal or external labor market to find adequate number of potential candidates * Conduct the Screening process wisely and thoroughly in order to find valuable information regarding competitive salaries, intelligence and the working standards. * Try to use structured interview process to select the best possible candidates * Check references provided by the candidates, verify their degrees and other information provided by them and find out about their past working behaviors by contacting their ex boss or subordinates * After hiring, make the new hire welcomed and make him/her understand the culture of the organization through Orientation. Opening Case

PAKISTAN CIVIL AVIATION AUTHORITY
Pakistan Civil Aviation Authority is a Public sector autonomous body working under the Federal Government of Pakistan through the Ministry of Defence. It was established on 7th December, 1982 as an autonomous body. Prior to its creation, a Civil Aviation Department in the Ministry of Defence used to manage the civil aviation related activities. The day of 7th December has significance, as it coincides with the date of creation of International Civil Aviation Organization (ICAO) in 1944 as a result of the famous Chicago Convention. Incidentally, the United Nations have declared 7th December as the International Civil Aviation day and celebrated as such every year all over the World. All kinds of Civil Aviation related activities are performed by CAA including the regulatory, air traffic services, airport management, infrastructure and commercial development at the airports, etc. Recently, Civil Aviation Authority underwent Restructuring and Change Management process to meet the present and future...
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