A 57 Recruitment

8/9/2019 A 57 Recruitment

1/25

Amity Business School

1


MBA Class of 2010, Semester II

Managing Human Resource

Module - 2

Dr. Dhason Antony


2/25


Recruitment


3/25


Recruitment The term recruitment applies to the process ofattracting potential employees to the company. It is a

systematic means of finding and inducing available

candidates to apply to the company for employment. A formal definition of recruitment is that it is the

process of finding and attracting capable applicants

for employment.

Recruitment is defined as a process to discover thesources of manpower to meet the requirement of the

staffing schedule and to employ effective measures

for attracting that manpower to adequate numbers to

facilitate effective selection of an efficient work force.


4/25


Difference between Recruitment and Selection: In the words of Flippo, recruitment is the process of

searching for prospective employees and stimulating themto apply for jobs in the organization. It is often termPositive is that its objective is to increase the selectionratio that is the number of applicants per job opening.Flippo maintains that hiring through selection is negative inthat it attempts to eliminate applicants, leaving only the bestto be placed in the organization.

Both recruitment and selection are the two phases of the

same process. Recruitment being the first phase envisagestaking decisions on the choice of tapping the source oflabor supply.

Selection is the second phase which involves giving varioustypes of tests to the candidates and interviewing them in

order to select the suitable candidates.


5/25


Recruitment Policy To provide individual employees with the maximum ofemployment security, avoiding frequent lay-off or lost time,

To provide each employee with an open road andencouragement in the continuing development of his talentsand skills;

To assure each employee of the organization interest in hispersonal goals and employment objectives;

To assure employees of fairness in all employmentrelationships, including promotions and transfers;

To avoid cliques which may develop when several members of

the same household or community are employed in theorganization;

To provide employment in jobs which are engineered to meetthe qualifications of handicapped workers and minoritysections; and

To encourage one or more strong, effective, responsible tradeunions among the employees.


6/25


Factors affecting recruitment The size of the organization

The employment conditions in the community wherethe organization is located

The effects of past recruiting efforts which show theorganizations ability to locate and keep people whohave a good performance record

Working conditions and salary and benefit packagesoffered by the organization- which may influenceturnover and necessitate future recruiting

The rate of growth of the organization

The level of seasonality of operations and futureexpansion and production programmes; and

Cultural, economic, legal factors, etc


7/25


Methods / Sources of

Recruitment

I. Internal Recruitment

II. External Recruitment


8/25


I. Internal Recruitment Internal sources refer to the present working

force of a company. In the event of a

vacancy, someone already on the payroll isupgraded, transferred, promoted, or

sometimes demoted. Internal recruitment

involves generating active, voluntaryparticipation of current employees.


9/25


Merits: It builds morale. It encourages competent individuals who are ambitious.

It creates good industrial relations.

It is less costly than going outside to recruit.

Those chosen internally are familiar with the organization.

It promotes the loyalty among the employees

As the person in the employment is fully aware of all theprocedure and policies of the company; it is not a need to

provide him training. Hence it is the time saving and the savingof expenses.Demerits:

It discourages the new blood form entering an organization.

As promotion is based on seniority, the danger is that really capable

hands may not be chosen.


10/25


Internal Recruitment Methods1. Personnel Records and Skills Banks2. Job Posting and Bidding

3. Promotions or Transfers4. Employee Referral Programs

5. Mobilization of the Management Staff

6. Reemployment of Former Employees

7. Demotion

8. Layoffs

9. Quits


11/25


1. Personnel Records and Skills Banks: Examiningpersonnel records may uncover employees who areworking in jobs below their educational or skills level. Itmay also reveal persons who have potential for furthertraining or those who already have right background for theopen jobs in question.

2. Job Posting and Bidding: HR Managers may not be awareof all current employees who might be interested in thevacancy, the organization may use an approach called jobposting and bidding. It requires that management post orotherwise circulate and notify listings of available job

openings and let the current employees bid for the same,should they be interested.

3. Promotions or Transfers: Though promotion or transfer,many vacancies can be filled for experienced personnel.This will have the effect of creating more entry-levelpositions, which should be easier to fill and less costlywhen recruiting from outside the company.


12/25


4. Employee Referral Programs: Companies encourage andinvite employees to recommend their friends or relativesand the company feels that this promotes employee loyalty.

A variety of techniques can be aimed at encouragingemployee referrals. Bulletin boards, special circulars,employee newspapers, employee handbooks, new

employee orientation sessions, paycheck inserts, andlobby, lunchroom, and elevator displays can be used topromote referrals. Minimal cost is another major reason forconsidering this method.

5. Mobilization of the Management Staff: In most cases, no

one is more aware and interested in recruitment than theorganizations own management staff, as it is personallyaffected by staff shortages and turnover problems and isheld responsible for meeting production schedules,research and development goals, and sales quotas.Supervisors and managers are, therefore, primed to helprecruit and, in turn, help themselves.


13/25


14/25


6. Quits: Employees who quit the service should becarefully investigated. Exit Interviews may berequired. Resulting explanations may close a patternin these losses and thus, suggest a review of both

policy and practice in training, supervision,compensation, promotion, or other conditions ofemployment through which the employees who quitthe jobs may be called back.


15/25


II. External RecruitmentWhen an organization has exhausted its

internal supply of applicants, it must turn to

external sources to supplement its work force.

External recruitment means the sources

through which the personnel managementseeks suitable candidates from outside the

concern.


16/25


Merits: External sources provide the requisite type of personnel for an

organization, having skill, training, and education up to the

required standard.

Since persons are recruited from a large market, the best

selection can be made without any distinctions caste, sex orcolor.

In the long run, this source proves economical because

potential employees do not need extra training for their jobs.

Demerits:

It leads to loss of time due to adjustment

As promotion is based on seniority, the danger is that really

capable hands may not be chosen.


17/25


External Recruitment Methods1. Advertisement in News Papers/ Journals2. Radio & Television

3. Employment Exchange (Government)

4. Private Employment Agencies (ManagementConsultants)

5. Recruitment by Contractors

6. Recruitment by Brokers7. Recruitment at Factory Gate

8. Employers Trade Association

9. Campus recruitment


18/25


10.Friends & Relatives/ Recommendation11.Labor unions

12.Casual Applicants

13.Head- hunting14.Deputation

15.Competitors

16.Displaced persons/ Son of soil17.Fraternal Organizations


19/25


1. Advertisement in News Paper/ Journals: The corporation

advertises the available job, likely duties & responsibilities of thejob (job description) and also the qualification and qualities ofman (job specification). If an advertisement is clear and to thepoint, candidates can asses their abilities and suitability for theposition only those who possess the requisite qualifications willapply.

2. Radio & Television: Through radio and T.V: Through radioand T.V.; many companies recruit their employees andparticularly when the labor market is very tight these sources ofrecruitment are used much. Government departments mostlyuse these media for higher jobs. Companies in the privatesector are hesitant to use media because of high cost.

3.Employment Exchange: Employment exchanges may bedefined as the special offices set up for bringing together thoseworkers who are in need of jobs and those employers who arelooking for workers. The employment exchanges are operatedby the government. They do not operate commercially for profit

but function in public interest.


20/25


These officers are particularly useful in recruiting

blue collar, white collar and technical workers. All

persons who want help in finding jobs apply to the

exchange nearest to their homes and details are

recorded of their names, qualifications, experience

and special test etc.

The Industrialist and the other employers sent the list

of the types of persons needed by them and these

employment exchanges direct the suitablecandidates to get in contact with their prospective

employers. All particulars are properly arranged in

the employment exchange.


21/25


4. Private Employment Agencies (Management

Consultants): They maintain files of both individualsinterested in employment and organizations seeking newpersonnel. Consultants are useful as much as they havenation-wide contacts and lend professionalism to the hiringprocess. For this service they receive either a flat sum

payment from the employer or a percentage of annual salaryfrom the employees or sometimes both.

5. Recruitment by Contractors: The Industrialist makesarrangements for getting any job done against his specificamount and a specified time with the contractors. In publicworks dept. most of the jobs are done by contractors.

6. Recruitment by Brokers: These brokers are either in thepay of the industrialists or work as their commission agents.The brokers go around the villages and residential quartersof workers and offer them opportunities of employment. Theworkers who get employment through brokers generally have

to pay some commission to the brokers.


22/25


7. Recruitment at Factory Gate: This source of recruitment is

direct recruitment by placing a notice on the notice board ofthe enterprise specifying the details of the jobs available. It isknown as recruitment at factory gate. The practice of directrecruitment is generally followed for filling casual vacanciesrequiring unskilled workers. Such workers are known ascasual orbadli workers and they are paid remuneration ondaily wages basis.

8. Employers Trade Association: Meetings, Conference,Seminars and other social functions organized by theseassociations are another source through which the firms tryto recruit the needed people. A few come to theseconferences looking for a change in position and some otherattend to recruit the right man.

9. Campus Recruitment: Many big organizations maintain aclose liaison with the Universities, Vocational institutes,Engineering institutes and Management institutes forrecruitment to various jobs. Many institutions have their ownPlacement Officers through which students find their jobs.The placement office is in touch with various firms anddisplays employment opportunities to the students.


23/25


10. Friends & Relative/ Recommendations: Somecompanies encourage and invite employees to recommendtheir friends or relatives and the company feels that thispromotes employee loyalty. The work atmosphere appearscongenial and even enjoyable. Most employees know fromtheir own experience about the requirements for the job andwhat sort of persons the company is looking for.

11. Labor Union: Labor union also serves the recruiting needsof the individual and the organization. Their sense of co-operation helps in developing better labor relations. In someof the skilled jobs, the vacancies are filled through the union.This saves recruitment costs.

12. Casual Applicants: Some organizations draw a studystream of unsolicited applications in their offices. If adequateattention is paid to maintain pending applications folders forvarious jobs, the personnel department may find theunsolicited applications useful in filling the vacancieswhenever they arise. Such unsolicited applications boththrough the mail and at the gate constitute a much usedsource of personnel.


24/25


13. Head-Hunting: The executive search agencies, which are

also known as head-hunters, have a particular value when verysenior or specialist appointments are to be made and thenumber of suitable people is known to be very limited. When aperson of particular talent or rare expertise is required, the headhunters search out somebody already in employment and

induce him to change jobs.14. Deputation: Public sector organizations usually borrow the

personnel of requisite caliber form the Governmentdepartments. To adjust to short-term fluctuation in personnelneeds, leasing of personnel is done for some specified period.

This practice is particularly well-developed in the officeadministration field.

15. Competitors: Rival firms can be a source of recruitment.Popularly called Poaching or Raiding, this method involvesidentifying the right people form the rival companies, offering

them better terms and conditions.


25/25


16. Displaced Persons/ Son of the soil: Sitting andimplementation of a project in an area would result in

displacement of several hundred inhabitants. Rehabilitating

the displaced persons is a social responsibility of business.

Rehabilitation of displaced persons is mandated by the

government and the World Bank has made it conditionalityfor granting assistance to the concerned country.

17. Fraternal Organization: In some areas, fraternal

organizations serve as effective employment agencies. Thereare some institutions where deaf, dumb and blind workers

are available for employment.

A 57 Recruitment

Documents

Transcript of A 57 Recruitment