Employement

Employment is a contract between two parties one being the employer and the other being the employee An employee may be defined as A person in the service of another under any contract of hire express or implied oral or written where the employer has the power or right to control and direct the employee in the material details of how the work is to be performed

Job Analysis

Job Analysis is the process of collecting analyzing and setting out information about the content of jobs in order to provide the basis for a Job Description and data for recruitment training job evaluation and performance management

Or u can say-It is the process which provides information used for writing job description (a list of the job entails) and Job specification (What kind of people to hire for the job)

Information Provided by Job Analysis

-why the job exists and in essence what the job holder is expected to contribute

- the nature and scope of the job in terms of the tasks and operations- Performance criteria- Responsibilities- Motivating factors - Development Factors (promotion and career prospective)- Environmental factors (working conditions unsocial hours mental and

emotional demands)

What does Job analysis helps us understandhellip1) Selection Procedures2) Compensation3) Training4) Performance Reviewetc

Nature of Job Analysis

The most basic building block of HR management job analysis is a systematic way to gather and analyze information about the content and human requirement of jobs and the context in which jobs are performed

Job analysis usually involves collecting information on the characteristics of a job that differentiate it from other jobs Information that can be helpful in making the distinction includes the followingl Work activities and behaviors l Machines and equipment usedl Interactions with others l Working conditionsl Performance standards l Supervision given and receivedl Financial and budgeting impact l Knowledge skills and abilities needed

What Is a Job

Although the terms job and position are often used interchangeably there is a slight difference in emphasis A job is a grouping of common tasks duties and responsibilities A position is a job performed by one person Thus if there are two persons operating word processing equipment there are two positions (one for each person) but just one job (word processing operator)

Job Descriptions and Job SpecificationsIn most cases the job description and job specifications are combined into onedocument that contains several different sections An overview of each sectionfollows next

JOB DESCRIPTIONS A job description indicates the tasks duties and responsibilities of a job It identifies what is done why it is done where it is done and briefly how it is donePerformance standards should flow directly from a job description tellingwhat the job accomplishes and how performance is measured in key areas of the job description The reason for including the performance standards is clear If employees know what is expected and how performance is to be measured they have a much better chance of performing satisfactorily

JOB SPECIFICATIONS While the job description describes activities to be done it is job specifications that list the knowledge skills and abilities an individual needs to perform a job satisfactorily Knowledge skills and abilities include education experience work skill requirements personal abilities mental and physical requirements

eg Job specifications for a data entry operator might include a required educational level a certain number of months of experience a typing ability of 60 words per minute a high degree of visual concentrationand ability to work under time pressure

PROCESS OF JOB ANALYSIS

I Planning the Job Analysis

A Identify objectives of job analysisB Obtain top management support

II Preparing and Communicating the Job Analysis

A Identify jobs and methodologyB Review existing job documentationC Communicate process to managers and employees

III Conducting the Job Analysis

A Gather job analysis dataB Review and compile data

IV Developing Job Descriptions and Job Specifications

A Draft job descriptions and specificationsB Review drafts with managers and employeesC Identify recommendationsD Finalize job descriptions and recommendations

V Maintaining and Updating Job Descriptions and Job Specifications

A Update job descriptions and specifications as organization changesB Periodically review all jobs

Human Resource Planning

Human Resource Planning is the process of anticipating and carrying out the movement of people into within and out of the organization Human resources planning is done to achieve the optimum use of human resources and to have the correct number and types of employees needed to meet organizational goals

Uses of HRP

- Improve the utilization of human resources- Match human resource related activities and future organizations

objectives effectively- Achieve economies in hiring new workers

- Coordination between various HR programs such a employment equity plan and hiring needs

Importance of HRP

- Ensures optimum use of manpower (Woman too nowadays)- Forecast future requirements- Help determine recruitment induction level- To anticipate redundancies surpluses- To determine training levels and works- Know the cost of manpower if there is a new project is being taken

up

HR planning and analysis activities have several facets Through HR planningmanagers attempt to anticipate forces that will influence the future supply of and demand for employees Having adequate human resource information systems (HRIS) to provide accurate and timely information for HR planning is crucialThe importance of human resources in organizational competitiveness must be addressed as well As part of maintaining organizational competitiveness HR analysis and assessment of HR effectiveness must occur The internationalization of organizations has resulted in greater emphasis on global HR management

HR Planning Process

DEVELOPING THE HR PLAN In planning for human resources an organization must consider the allocation of people to jobs over long periods of timemdashnot just for the next month or even the next year This allocation requires knowledge of any foreseen expansions or reductions in operations and any technological changes that may affect the organization On the basis of such analyses plans can be made for shifting employees within the organization laying off or otherwise cutting back the number of employees or retraining present employees Factors to consider include the current level of employee

knowledge skills and abilities in an organization and the expected vacancies resulting from retirement promotion transfer sick leaveor dischargeIn summary the HR plan provides a road map for the future identifyingwhere employees are likely to be obtained when employees will be needed and what training and development employees must have Hence In simple sence the different HR activities must be aligned with the general business strategy as well as the overall HR strategy in order to support business goals

EVALUATING HR PLANNING

If HR planning is done well the following benefitsshould resultl Upper management has a better view of the human resource dimensions ofbusiness decisionsl HR costs may be lower because management can anticipate imbalances before they become unmanageable and expensivel More time is available to locate talent because needs are anticipated and identified before the actual staffing is requiredl Better opportunities exist to include women and minority groups in futuregrowth plansl Development of managers can be better planned

1 Scanning the External Environment

At the heart of strategic planning is the knowledge gained from scanning the external environment for changes Environmental scanning is the process of studying the environment of the organization to pinpoint opportunities and threats Scanning especially affects HR planning because each organization must draw from the same labor market that supplies all other employers Indeed one measure of organizational effectiveness is the ability

of an organization to compete for a sufficient supply of human resources with the appropriate capabilities

2 Government Influences

A major element that affects labor supply is the government Today managers are confronted with an expanding and often bewildering array of government rules as regulation of HR activities has steadily increased As a result HR planning must be done by individuals who understand the legal requirements of various government regulationsHence Government trade policies and restrictions can affect HR planning

3 Economic Conditions

The general business cycle of recessions and booms also affects HR planning Such factors as interest rates inflation and economic growth help determine the availability of workers and figure into organizational plans and objectives Decisions on wages overtime and hiring or laying off workers all hinge on economicconditions

4 Geographic and Competitive Concerns

Employers must consider the following geographic and competitive concerns in making HR plansl Net migration into the areal Other employers in the areal Employee resistance to geographic relocationl Direct competitors in the areal Impact of international competition on the area

5 Workforce Composition and Work Patterns

Changes in the composition of the workforce combined with the use of varied work patterns have created workplaces and organizations that are very different from those of a decade ago As noted in Chapter 1 demographic shifts have resulted in greater workforce diversity Many

organizations are addressing concerns about having sufficient workers with the necessary capabilities and have turned to such sources as welfare-to-work programs The use of outsourcing and contingent workers also must be considered as part of human resource planning

ALTERNATIVE WORK SCHEDULES The traditional work schedule in which employees work full time 8 hours a day 5 days a week at the employerrsquos place of operations is in transition Organizations have been experimenting with many different possibilities for change the 4-day 40-hour week the 4-day 32-hour week the 3-day week and flexible scheduling Many employers have adopted some flexibility in work schedules and locations Changes of this nature must be considered in HR planning These alternative work schedules allow organizations to make better use of workers by matching work demands to work hours Workers also are better able to balance their work and family responsibilities One type of schedule redesign is flextime in which employees work a setnumber of hours per day but vary starting and ending times

ALTERNATIVE WORK ARRANGEMENTS A growing number of employers are allowing workers to use widely different working arrangements Some employees work partly at home and partly at an office and share office space with other ldquooffice nomadsrdquo

The shift to such arrangements means that work is done anywhere anytimeand that people are judged more on results than on ldquoputting in timerdquo Greatertrust less direct supervision and more self-scheduling are all job characteristics of those with virtual offices and other less traditional arrangements

COMPONENTS OF ORGANIZATIONAL CAPABILITIES INVENTORY

This inventory of organizational capabilities often consists of

Individual employee demographics (age length of service in the organization time in present job) Individual career progression (jobs held time in each job promotions or other job changes pay rates) Individual performance data (work accomplishment growth in skills)These three types of information can be expanded to include Education and training Mobility and geographic preference Specific aptitudes abilities and interests Areas of interest and internal promotion ladders Promotability ratings Anticipated retirement

All the information that goes into an employeersquos skills inventory affects theemployeersquos career Therefore the data and their use must meet the same standards of job-relatedness and nondiscrimination as those used when theemployee was initially hired Furthermore security of such information is important to ensure that sensitive information is available only to those who have specific use for it

USING ORGANIZATIONAL INVENTORY DATA Data on individual employees can be aggregated into a profile of the current organizational workforce This profile reveals many of the current strengths and deficiencies The absence of some specialized expertise such as advanced computer skills may

affect the ability of an organization to take advantage of new technological developments Likewise if a large group of experienced employees are all in the same age bracket their eventual retirement will lead to high turnover and a major void in the organization

Establishing an HRIS

The explosion of information technology has changed the nature of HR informationusage Just a few years ago most HR information had to be compiledand maintained on mainframe computers Today many different types ofinformation technology are being integrated and used so that HR professionalscan access HR-related data and communicate it to other managers and executives

CHOOSING AN HRIS It is crucial when establishing an HRIS that the system be able to support the HR strategies of the organization

Recruitment

Recruitment

bull Tata owned Jaguar-Land Rover (JLR) hasannounced a major drive to recruit 600engineers and technical staff to work on its

700-million-pounds projectsbull Besides there are a significant numberof vacancies in its purchasing finance andhuman resources departments It is alsolaunching a programme aimed at recruitingProblem of booming B Schoolsbull Headhunters scouting around for MBAsbull 2000 witnessed an alarming rise innumber of institutes offering managementeducation both at the undergraduate amp PGbull All these needs atleast 200 MBAs forteaching facultybull Most of MBAs join industriesbull Management are worriedbull Where to find qualified amp eligible MBAshellip

Recruitment is the process of searchingfor prospective employees andstimulating them to apply for jobs in theorganizationsSelection starts whererecruitment ends

In simple terms-

It is a process of searching for and obtaining applicant for job from among whom right people can be selected

In Formal TermsIt is a process to find and attract capable applicant for employment The process begins when new recruits are sought and ends when their applicants are submitted

This result is a pool of applicants from which new employees are selected

Purpose of Recruitment

- Determine the present and future requirements of the organizations- Increase the pool of job applicants at minimum cost- Help increase the success rate of selection process- Help reduce the probability that job applicants once recruited and

selected leave the organization after a short period of time- Meet the organizations legal and social obligations regarding the

compositions of its work force- Begin identifying and preparing potential job applicants who will be

the appropriate candidates- Increase organizational and individual effectiveness in short amp long

term- Study the effectiveness of various recruiting techniques and sources

for all types of job applicants

Factors governing Recruitment1) External Factors

a) Unemployment Rateb) Political and legal considerationsc) Constitutions which prohibits discriminationsd) Preferences to son of the soile) Company Image

2) Internal Factorsa) Recruiting Policyb) Temporary amp Part ndash Time employeesc) Preference to local citizens in MNCd) Size e) Cost

A good recruitment policy is that which

bull Complies with government policiesbull Provides job securitybull Provides employee developmentopportunities

bull Flexible to accommodate changesbull Ensures its employees long-termemployment opportunitiesbull Cost effective for the organization

SOURCES OF RECRUITMENT

1 Internal searchrnal Search

HRISJob portalsNotice boardsCirculars

2 External search

AdvertisementsEducational institutionsEmployment agenciesInterested applicationsEmployee referrals

Process of recruitment

Human resource planningIdentify HR requirementsDetermine numbers levels amp Criticality of vacanciesChoose the resources amp Methods of RecruitmentAnalyze the cost amp time involvedStart implementing the Recruitment programSelect and hire and

Evaluate the Program

bull The recruitment policies sources ampmethods have to be evaluated from timeto timebull Successful recruitment program showsndash No of successful placementsndash No of offers madendash No of applicantsndash Cost involved

Selection

10 Introduction

Selection can be conceptualized in terms of either choosing the fit

candidates or rejecting the unfit candidates or a combination of both

So selection process assumes rightly that there is more number of

candidates than the number of candidates actually selected where

the candidates are made available through recruitment process

selection is a process of choosing the most suitable persons out of all

the participants In this process relevant information about applicant

is collected through series of steps so as to evaluate their suitability

for the job to be filled On other hand selection is the process of

assessing the candidates by various means and making a choice

followed by an offer of employment

20 Factors (Conditions) for Selection Process

The basic idea in a selection process is to solicit maximum possible

information

about the candidates to ascertain their suitability for employment and

given the fact that there are factors which affect the seeking of such

information(Prasad 2005 p 246) he proposed the following factors

which determine the steps involved in a selection process

Firstly various steps involved in a selection process depend on the

type of personnel to be selected For example more information is

required for the selection of managerial personnel as compared to

subordinate workers

Secondly selection process depends on the sources of recruitment

and the method that is adopted for making contact with prospective

candidates

eg In advertisement selection process is more comprehensive and

time-consuming where as in the case of campus recruitment the

process is shortened and may be completed in a day

Thirdly selection process depends on the number of candidates that

are available for selection If the number is large enough there is a

need for creating various filtering points and reducing the number of

applicants at each successive point However where the number of

applicants is small lesser number of filtering points are required

30 Steps in Selection Process

The strategy and method used for selecting employees

varies from firm to firm and from one job to another

Scholars of Human Resource Management such as Gupta Prasad

and Armstrong6 suggested the following steps to be involved in

employeesrsquo selections process though not necessary to be

implemented chronologically-

401 Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirableunqualified

candidates at the outset It is essentially a sorting process in which

prospective candidates are given the necessary information about the

nature of the job and the organisation at the same time the

necessary information is also elicited from the candidates about their

education skills experience salary expected and the like

It helps to determine whether it is worthwhile for a candidate to fill up

the application form At this juncture test of authenticity for

candidatersquos relevant certificates is done

402 Application Form

Application form is a traditional and widely used device for collecting

information from candidates It should provide all the information

relevant to selection where reference for caste religion birth place

may be avoided as it may be regarded an evidence of discrimination

403 Selection Test

Psychological tests are being increasingly used in employee

selection where a test may involve some aspect of an individualrsquos

attitudes behavior and performance

Tests are useful when the number of applicants is large as at best it

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

JOB DESCRIPTIONS A job description indicates the tasks duties and responsibilities of a job It identifies what is done why it is done where it is done and briefly how it is donePerformance standards should flow directly from a job description tellingwhat the job accomplishes and how performance is measured in key areas of the job description The reason for including the performance standards is clear If employees know what is expected and how performance is to be measured they have a much better chance of performing satisfactorily

JOB SPECIFICATIONS While the job description describes activities to be done it is job specifications that list the knowledge skills and abilities an individual needs to perform a job satisfactorily Knowledge skills and abilities include education experience work skill requirements personal abilities mental and physical requirements

eg Job specifications for a data entry operator might include a required educational level a certain number of months of experience a typing ability of 60 words per minute a high degree of visual concentrationand ability to work under time pressure

PROCESS OF JOB ANALYSIS

I Planning the Job Analysis

A Identify objectives of job analysisB Obtain top management support

II Preparing and Communicating the Job Analysis

A Identify jobs and methodologyB Review existing job documentationC Communicate process to managers and employees

III Conducting the Job Analysis

A Gather job analysis dataB Review and compile data

IV Developing Job Descriptions and Job Specifications

A Draft job descriptions and specificationsB Review drafts with managers and employeesC Identify recommendationsD Finalize job descriptions and recommendations

V Maintaining and Updating Job Descriptions and Job Specifications

A Update job descriptions and specifications as organization changesB Periodically review all jobs

Human Resource Planning

Human Resource Planning is the process of anticipating and carrying out the movement of people into within and out of the organization Human resources planning is done to achieve the optimum use of human resources and to have the correct number and types of employees needed to meet organizational goals

Uses of HRP

- Improve the utilization of human resources- Match human resource related activities and future organizations

objectives effectively- Achieve economies in hiring new workers

- Coordination between various HR programs such a employment equity plan and hiring needs

Importance of HRP

- Ensures optimum use of manpower (Woman too nowadays)- Forecast future requirements- Help determine recruitment induction level- To anticipate redundancies surpluses- To determine training levels and works- Know the cost of manpower if there is a new project is being taken

up

HR planning and analysis activities have several facets Through HR planningmanagers attempt to anticipate forces that will influence the future supply of and demand for employees Having adequate human resource information systems (HRIS) to provide accurate and timely information for HR planning is crucialThe importance of human resources in organizational competitiveness must be addressed as well As part of maintaining organizational competitiveness HR analysis and assessment of HR effectiveness must occur The internationalization of organizations has resulted in greater emphasis on global HR management

HR Planning Process

DEVELOPING THE HR PLAN In planning for human resources an organization must consider the allocation of people to jobs over long periods of timemdashnot just for the next month or even the next year This allocation requires knowledge of any foreseen expansions or reductions in operations and any technological changes that may affect the organization On the basis of such analyses plans can be made for shifting employees within the organization laying off or otherwise cutting back the number of employees or retraining present employees Factors to consider include the current level of employee

knowledge skills and abilities in an organization and the expected vacancies resulting from retirement promotion transfer sick leaveor dischargeIn summary the HR plan provides a road map for the future identifyingwhere employees are likely to be obtained when employees will be needed and what training and development employees must have Hence In simple sence the different HR activities must be aligned with the general business strategy as well as the overall HR strategy in order to support business goals

EVALUATING HR PLANNING

If HR planning is done well the following benefitsshould resultl Upper management has a better view of the human resource dimensions ofbusiness decisionsl HR costs may be lower because management can anticipate imbalances before they become unmanageable and expensivel More time is available to locate talent because needs are anticipated and identified before the actual staffing is requiredl Better opportunities exist to include women and minority groups in futuregrowth plansl Development of managers can be better planned

1 Scanning the External Environment

At the heart of strategic planning is the knowledge gained from scanning the external environment for changes Environmental scanning is the process of studying the environment of the organization to pinpoint opportunities and threats Scanning especially affects HR planning because each organization must draw from the same labor market that supplies all other employers Indeed one measure of organizational effectiveness is the ability

of an organization to compete for a sufficient supply of human resources with the appropriate capabilities

2 Government Influences

A major element that affects labor supply is the government Today managers are confronted with an expanding and often bewildering array of government rules as regulation of HR activities has steadily increased As a result HR planning must be done by individuals who understand the legal requirements of various government regulationsHence Government trade policies and restrictions can affect HR planning

3 Economic Conditions

The general business cycle of recessions and booms also affects HR planning Such factors as interest rates inflation and economic growth help determine the availability of workers and figure into organizational plans and objectives Decisions on wages overtime and hiring or laying off workers all hinge on economicconditions

4 Geographic and Competitive Concerns

Employers must consider the following geographic and competitive concerns in making HR plansl Net migration into the areal Other employers in the areal Employee resistance to geographic relocationl Direct competitors in the areal Impact of international competition on the area

5 Workforce Composition and Work Patterns

Changes in the composition of the workforce combined with the use of varied work patterns have created workplaces and organizations that are very different from those of a decade ago As noted in Chapter 1 demographic shifts have resulted in greater workforce diversity Many

organizations are addressing concerns about having sufficient workers with the necessary capabilities and have turned to such sources as welfare-to-work programs The use of outsourcing and contingent workers also must be considered as part of human resource planning

ALTERNATIVE WORK SCHEDULES The traditional work schedule in which employees work full time 8 hours a day 5 days a week at the employerrsquos place of operations is in transition Organizations have been experimenting with many different possibilities for change the 4-day 40-hour week the 4-day 32-hour week the 3-day week and flexible scheduling Many employers have adopted some flexibility in work schedules and locations Changes of this nature must be considered in HR planning These alternative work schedules allow organizations to make better use of workers by matching work demands to work hours Workers also are better able to balance their work and family responsibilities One type of schedule redesign is flextime in which employees work a setnumber of hours per day but vary starting and ending times

ALTERNATIVE WORK ARRANGEMENTS A growing number of employers are allowing workers to use widely different working arrangements Some employees work partly at home and partly at an office and share office space with other ldquooffice nomadsrdquo

The shift to such arrangements means that work is done anywhere anytimeand that people are judged more on results than on ldquoputting in timerdquo Greatertrust less direct supervision and more self-scheduling are all job characteristics of those with virtual offices and other less traditional arrangements

COMPONENTS OF ORGANIZATIONAL CAPABILITIES INVENTORY

This inventory of organizational capabilities often consists of

Individual employee demographics (age length of service in the organization time in present job) Individual career progression (jobs held time in each job promotions or other job changes pay rates) Individual performance data (work accomplishment growth in skills)These three types of information can be expanded to include Education and training Mobility and geographic preference Specific aptitudes abilities and interests Areas of interest and internal promotion ladders Promotability ratings Anticipated retirement

All the information that goes into an employeersquos skills inventory affects theemployeersquos career Therefore the data and their use must meet the same standards of job-relatedness and nondiscrimination as those used when theemployee was initially hired Furthermore security of such information is important to ensure that sensitive information is available only to those who have specific use for it

USING ORGANIZATIONAL INVENTORY DATA Data on individual employees can be aggregated into a profile of the current organizational workforce This profile reveals many of the current strengths and deficiencies The absence of some specialized expertise such as advanced computer skills may

affect the ability of an organization to take advantage of new technological developments Likewise if a large group of experienced employees are all in the same age bracket their eventual retirement will lead to high turnover and a major void in the organization

Establishing an HRIS

The explosion of information technology has changed the nature of HR informationusage Just a few years ago most HR information had to be compiledand maintained on mainframe computers Today many different types ofinformation technology are being integrated and used so that HR professionalscan access HR-related data and communicate it to other managers and executives

CHOOSING AN HRIS It is crucial when establishing an HRIS that the system be able to support the HR strategies of the organization

Recruitment

Recruitment

bull Tata owned Jaguar-Land Rover (JLR) hasannounced a major drive to recruit 600engineers and technical staff to work on its

700-million-pounds projectsbull Besides there are a significant numberof vacancies in its purchasing finance andhuman resources departments It is alsolaunching a programme aimed at recruitingProblem of booming B Schoolsbull Headhunters scouting around for MBAsbull 2000 witnessed an alarming rise innumber of institutes offering managementeducation both at the undergraduate amp PGbull All these needs atleast 200 MBAs forteaching facultybull Most of MBAs join industriesbull Management are worriedbull Where to find qualified amp eligible MBAshellip

Recruitment is the process of searchingfor prospective employees andstimulating them to apply for jobs in theorganizationsSelection starts whererecruitment ends

In simple terms-

It is a process of searching for and obtaining applicant for job from among whom right people can be selected

In Formal TermsIt is a process to find and attract capable applicant for employment The process begins when new recruits are sought and ends when their applicants are submitted

This result is a pool of applicants from which new employees are selected

Purpose of Recruitment

- Determine the present and future requirements of the organizations- Increase the pool of job applicants at minimum cost- Help increase the success rate of selection process- Help reduce the probability that job applicants once recruited and

selected leave the organization after a short period of time- Meet the organizations legal and social obligations regarding the

compositions of its work force- Begin identifying and preparing potential job applicants who will be

the appropriate candidates- Increase organizational and individual effectiveness in short amp long

term- Study the effectiveness of various recruiting techniques and sources

for all types of job applicants

Factors governing Recruitment1) External Factors

a) Unemployment Rateb) Political and legal considerationsc) Constitutions which prohibits discriminationsd) Preferences to son of the soile) Company Image

2) Internal Factorsa) Recruiting Policyb) Temporary amp Part ndash Time employeesc) Preference to local citizens in MNCd) Size e) Cost

A good recruitment policy is that which

bull Complies with government policiesbull Provides job securitybull Provides employee developmentopportunities

bull Flexible to accommodate changesbull Ensures its employees long-termemployment opportunitiesbull Cost effective for the organization

SOURCES OF RECRUITMENT

1 Internal searchrnal Search

HRISJob portalsNotice boardsCirculars

2 External search

AdvertisementsEducational institutionsEmployment agenciesInterested applicationsEmployee referrals

Process of recruitment

Human resource planningIdentify HR requirementsDetermine numbers levels amp Criticality of vacanciesChoose the resources amp Methods of RecruitmentAnalyze the cost amp time involvedStart implementing the Recruitment programSelect and hire and

Evaluate the Program

bull The recruitment policies sources ampmethods have to be evaluated from timeto timebull Successful recruitment program showsndash No of successful placementsndash No of offers madendash No of applicantsndash Cost involved

Selection

10 Introduction

Selection can be conceptualized in terms of either choosing the fit

candidates or rejecting the unfit candidates or a combination of both

So selection process assumes rightly that there is more number of

candidates than the number of candidates actually selected where

the candidates are made available through recruitment process

selection is a process of choosing the most suitable persons out of all

the participants In this process relevant information about applicant

is collected through series of steps so as to evaluate their suitability

for the job to be filled On other hand selection is the process of

assessing the candidates by various means and making a choice

followed by an offer of employment

20 Factors (Conditions) for Selection Process

The basic idea in a selection process is to solicit maximum possible

information

about the candidates to ascertain their suitability for employment and

given the fact that there are factors which affect the seeking of such

information(Prasad 2005 p 246) he proposed the following factors

which determine the steps involved in a selection process

Firstly various steps involved in a selection process depend on the

type of personnel to be selected For example more information is

required for the selection of managerial personnel as compared to

subordinate workers

Secondly selection process depends on the sources of recruitment

and the method that is adopted for making contact with prospective

candidates

eg In advertisement selection process is more comprehensive and

time-consuming where as in the case of campus recruitment the

process is shortened and may be completed in a day

Thirdly selection process depends on the number of candidates that

are available for selection If the number is large enough there is a

need for creating various filtering points and reducing the number of

applicants at each successive point However where the number of

applicants is small lesser number of filtering points are required

30 Steps in Selection Process

The strategy and method used for selecting employees

varies from firm to firm and from one job to another

Scholars of Human Resource Management such as Gupta Prasad

and Armstrong6 suggested the following steps to be involved in

employeesrsquo selections process though not necessary to be

implemented chronologically-

401 Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirableunqualified

candidates at the outset It is essentially a sorting process in which

prospective candidates are given the necessary information about the

nature of the job and the organisation at the same time the

necessary information is also elicited from the candidates about their

education skills experience salary expected and the like

It helps to determine whether it is worthwhile for a candidate to fill up

the application form At this juncture test of authenticity for

candidatersquos relevant certificates is done

402 Application Form

Application form is a traditional and widely used device for collecting

information from candidates It should provide all the information

relevant to selection where reference for caste religion birth place

may be avoided as it may be regarded an evidence of discrimination

403 Selection Test

Psychological tests are being increasingly used in employee

selection where a test may involve some aspect of an individualrsquos

attitudes behavior and performance

Tests are useful when the number of applicants is large as at best it

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

IV Developing Job Descriptions and Job Specifications

A Draft job descriptions and specificationsB Review drafts with managers and employeesC Identify recommendationsD Finalize job descriptions and recommendations

V Maintaining and Updating Job Descriptions and Job Specifications

A Update job descriptions and specifications as organization changesB Periodically review all jobs

Human Resource Planning

Human Resource Planning is the process of anticipating and carrying out the movement of people into within and out of the organization Human resources planning is done to achieve the optimum use of human resources and to have the correct number and types of employees needed to meet organizational goals

Uses of HRP

- Improve the utilization of human resources- Match human resource related activities and future organizations

objectives effectively- Achieve economies in hiring new workers

- Coordination between various HR programs such a employment equity plan and hiring needs

Importance of HRP

- Ensures optimum use of manpower (Woman too nowadays)- Forecast future requirements- Help determine recruitment induction level- To anticipate redundancies surpluses- To determine training levels and works- Know the cost of manpower if there is a new project is being taken

up

HR planning and analysis activities have several facets Through HR planningmanagers attempt to anticipate forces that will influence the future supply of and demand for employees Having adequate human resource information systems (HRIS) to provide accurate and timely information for HR planning is crucialThe importance of human resources in organizational competitiveness must be addressed as well As part of maintaining organizational competitiveness HR analysis and assessment of HR effectiveness must occur The internationalization of organizations has resulted in greater emphasis on global HR management

HR Planning Process

DEVELOPING THE HR PLAN In planning for human resources an organization must consider the allocation of people to jobs over long periods of timemdashnot just for the next month or even the next year This allocation requires knowledge of any foreseen expansions or reductions in operations and any technological changes that may affect the organization On the basis of such analyses plans can be made for shifting employees within the organization laying off or otherwise cutting back the number of employees or retraining present employees Factors to consider include the current level of employee

knowledge skills and abilities in an organization and the expected vacancies resulting from retirement promotion transfer sick leaveor dischargeIn summary the HR plan provides a road map for the future identifyingwhere employees are likely to be obtained when employees will be needed and what training and development employees must have Hence In simple sence the different HR activities must be aligned with the general business strategy as well as the overall HR strategy in order to support business goals

EVALUATING HR PLANNING

If HR planning is done well the following benefitsshould resultl Upper management has a better view of the human resource dimensions ofbusiness decisionsl HR costs may be lower because management can anticipate imbalances before they become unmanageable and expensivel More time is available to locate talent because needs are anticipated and identified before the actual staffing is requiredl Better opportunities exist to include women and minority groups in futuregrowth plansl Development of managers can be better planned

1 Scanning the External Environment

At the heart of strategic planning is the knowledge gained from scanning the external environment for changes Environmental scanning is the process of studying the environment of the organization to pinpoint opportunities and threats Scanning especially affects HR planning because each organization must draw from the same labor market that supplies all other employers Indeed one measure of organizational effectiveness is the ability

of an organization to compete for a sufficient supply of human resources with the appropriate capabilities

2 Government Influences

A major element that affects labor supply is the government Today managers are confronted with an expanding and often bewildering array of government rules as regulation of HR activities has steadily increased As a result HR planning must be done by individuals who understand the legal requirements of various government regulationsHence Government trade policies and restrictions can affect HR planning

3 Economic Conditions

The general business cycle of recessions and booms also affects HR planning Such factors as interest rates inflation and economic growth help determine the availability of workers and figure into organizational plans and objectives Decisions on wages overtime and hiring or laying off workers all hinge on economicconditions

4 Geographic and Competitive Concerns

Employers must consider the following geographic and competitive concerns in making HR plansl Net migration into the areal Other employers in the areal Employee resistance to geographic relocationl Direct competitors in the areal Impact of international competition on the area

5 Workforce Composition and Work Patterns

Changes in the composition of the workforce combined with the use of varied work patterns have created workplaces and organizations that are very different from those of a decade ago As noted in Chapter 1 demographic shifts have resulted in greater workforce diversity Many

organizations are addressing concerns about having sufficient workers with the necessary capabilities and have turned to such sources as welfare-to-work programs The use of outsourcing and contingent workers also must be considered as part of human resource planning

ALTERNATIVE WORK SCHEDULES The traditional work schedule in which employees work full time 8 hours a day 5 days a week at the employerrsquos place of operations is in transition Organizations have been experimenting with many different possibilities for change the 4-day 40-hour week the 4-day 32-hour week the 3-day week and flexible scheduling Many employers have adopted some flexibility in work schedules and locations Changes of this nature must be considered in HR planning These alternative work schedules allow organizations to make better use of workers by matching work demands to work hours Workers also are better able to balance their work and family responsibilities One type of schedule redesign is flextime in which employees work a setnumber of hours per day but vary starting and ending times

ALTERNATIVE WORK ARRANGEMENTS A growing number of employers are allowing workers to use widely different working arrangements Some employees work partly at home and partly at an office and share office space with other ldquooffice nomadsrdquo

The shift to such arrangements means that work is done anywhere anytimeand that people are judged more on results than on ldquoputting in timerdquo Greatertrust less direct supervision and more self-scheduling are all job characteristics of those with virtual offices and other less traditional arrangements

COMPONENTS OF ORGANIZATIONAL CAPABILITIES INVENTORY

This inventory of organizational capabilities often consists of

Individual employee demographics (age length of service in the organization time in present job) Individual career progression (jobs held time in each job promotions or other job changes pay rates) Individual performance data (work accomplishment growth in skills)These three types of information can be expanded to include Education and training Mobility and geographic preference Specific aptitudes abilities and interests Areas of interest and internal promotion ladders Promotability ratings Anticipated retirement

All the information that goes into an employeersquos skills inventory affects theemployeersquos career Therefore the data and their use must meet the same standards of job-relatedness and nondiscrimination as those used when theemployee was initially hired Furthermore security of such information is important to ensure that sensitive information is available only to those who have specific use for it

USING ORGANIZATIONAL INVENTORY DATA Data on individual employees can be aggregated into a profile of the current organizational workforce This profile reveals many of the current strengths and deficiencies The absence of some specialized expertise such as advanced computer skills may

affect the ability of an organization to take advantage of new technological developments Likewise if a large group of experienced employees are all in the same age bracket their eventual retirement will lead to high turnover and a major void in the organization

Establishing an HRIS

The explosion of information technology has changed the nature of HR informationusage Just a few years ago most HR information had to be compiledand maintained on mainframe computers Today many different types ofinformation technology are being integrated and used so that HR professionalscan access HR-related data and communicate it to other managers and executives

CHOOSING AN HRIS It is crucial when establishing an HRIS that the system be able to support the HR strategies of the organization

Recruitment

Recruitment

bull Tata owned Jaguar-Land Rover (JLR) hasannounced a major drive to recruit 600engineers and technical staff to work on its

700-million-pounds projectsbull Besides there are a significant numberof vacancies in its purchasing finance andhuman resources departments It is alsolaunching a programme aimed at recruitingProblem of booming B Schoolsbull Headhunters scouting around for MBAsbull 2000 witnessed an alarming rise innumber of institutes offering managementeducation both at the undergraduate amp PGbull All these needs atleast 200 MBAs forteaching facultybull Most of MBAs join industriesbull Management are worriedbull Where to find qualified amp eligible MBAshellip

Recruitment is the process of searchingfor prospective employees andstimulating them to apply for jobs in theorganizationsSelection starts whererecruitment ends

In simple terms-

It is a process of searching for and obtaining applicant for job from among whom right people can be selected

In Formal TermsIt is a process to find and attract capable applicant for employment The process begins when new recruits are sought and ends when their applicants are submitted

This result is a pool of applicants from which new employees are selected

Purpose of Recruitment

- Determine the present and future requirements of the organizations- Increase the pool of job applicants at minimum cost- Help increase the success rate of selection process- Help reduce the probability that job applicants once recruited and

selected leave the organization after a short period of time- Meet the organizations legal and social obligations regarding the

compositions of its work force- Begin identifying and preparing potential job applicants who will be

the appropriate candidates- Increase organizational and individual effectiveness in short amp long

term- Study the effectiveness of various recruiting techniques and sources

for all types of job applicants

Factors governing Recruitment1) External Factors

a) Unemployment Rateb) Political and legal considerationsc) Constitutions which prohibits discriminationsd) Preferences to son of the soile) Company Image

2) Internal Factorsa) Recruiting Policyb) Temporary amp Part ndash Time employeesc) Preference to local citizens in MNCd) Size e) Cost

A good recruitment policy is that which

bull Complies with government policiesbull Provides job securitybull Provides employee developmentopportunities

bull Flexible to accommodate changesbull Ensures its employees long-termemployment opportunitiesbull Cost effective for the organization

SOURCES OF RECRUITMENT

1 Internal searchrnal Search

HRISJob portalsNotice boardsCirculars

2 External search

AdvertisementsEducational institutionsEmployment agenciesInterested applicationsEmployee referrals

Process of recruitment

Human resource planningIdentify HR requirementsDetermine numbers levels amp Criticality of vacanciesChoose the resources amp Methods of RecruitmentAnalyze the cost amp time involvedStart implementing the Recruitment programSelect and hire and

Evaluate the Program

bull The recruitment policies sources ampmethods have to be evaluated from timeto timebull Successful recruitment program showsndash No of successful placementsndash No of offers madendash No of applicantsndash Cost involved

Selection

10 Introduction

Selection can be conceptualized in terms of either choosing the fit

candidates or rejecting the unfit candidates or a combination of both

So selection process assumes rightly that there is more number of

candidates than the number of candidates actually selected where

the candidates are made available through recruitment process

selection is a process of choosing the most suitable persons out of all

the participants In this process relevant information about applicant

is collected through series of steps so as to evaluate their suitability

for the job to be filled On other hand selection is the process of

assessing the candidates by various means and making a choice

followed by an offer of employment

20 Factors (Conditions) for Selection Process

The basic idea in a selection process is to solicit maximum possible

information

about the candidates to ascertain their suitability for employment and

given the fact that there are factors which affect the seeking of such

information(Prasad 2005 p 246) he proposed the following factors

which determine the steps involved in a selection process

Firstly various steps involved in a selection process depend on the

type of personnel to be selected For example more information is

required for the selection of managerial personnel as compared to

subordinate workers

Secondly selection process depends on the sources of recruitment

and the method that is adopted for making contact with prospective

candidates

eg In advertisement selection process is more comprehensive and

time-consuming where as in the case of campus recruitment the

process is shortened and may be completed in a day

Thirdly selection process depends on the number of candidates that

are available for selection If the number is large enough there is a

need for creating various filtering points and reducing the number of

applicants at each successive point However where the number of

applicants is small lesser number of filtering points are required

30 Steps in Selection Process

The strategy and method used for selecting employees

varies from firm to firm and from one job to another

Scholars of Human Resource Management such as Gupta Prasad

and Armstrong6 suggested the following steps to be involved in

employeesrsquo selections process though not necessary to be

implemented chronologically-

401 Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirableunqualified

candidates at the outset It is essentially a sorting process in which

prospective candidates are given the necessary information about the

nature of the job and the organisation at the same time the

necessary information is also elicited from the candidates about their

education skills experience salary expected and the like

It helps to determine whether it is worthwhile for a candidate to fill up

the application form At this juncture test of authenticity for

candidatersquos relevant certificates is done

402 Application Form

Application form is a traditional and widely used device for collecting

information from candidates It should provide all the information

relevant to selection where reference for caste religion birth place

may be avoided as it may be regarded an evidence of discrimination

403 Selection Test

Psychological tests are being increasingly used in employee

selection where a test may involve some aspect of an individualrsquos

attitudes behavior and performance

Tests are useful when the number of applicants is large as at best it

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

- Coordination between various HR programs such a employment equity plan and hiring needs

Importance of HRP

- Ensures optimum use of manpower (Woman too nowadays)- Forecast future requirements- Help determine recruitment induction level- To anticipate redundancies surpluses- To determine training levels and works- Know the cost of manpower if there is a new project is being taken

up

HR planning and analysis activities have several facets Through HR planningmanagers attempt to anticipate forces that will influence the future supply of and demand for employees Having adequate human resource information systems (HRIS) to provide accurate and timely information for HR planning is crucialThe importance of human resources in organizational competitiveness must be addressed as well As part of maintaining organizational competitiveness HR analysis and assessment of HR effectiveness must occur The internationalization of organizations has resulted in greater emphasis on global HR management

HR Planning Process

DEVELOPING THE HR PLAN In planning for human resources an organization must consider the allocation of people to jobs over long periods of timemdashnot just for the next month or even the next year This allocation requires knowledge of any foreseen expansions or reductions in operations and any technological changes that may affect the organization On the basis of such analyses plans can be made for shifting employees within the organization laying off or otherwise cutting back the number of employees or retraining present employees Factors to consider include the current level of employee

knowledge skills and abilities in an organization and the expected vacancies resulting from retirement promotion transfer sick leaveor dischargeIn summary the HR plan provides a road map for the future identifyingwhere employees are likely to be obtained when employees will be needed and what training and development employees must have Hence In simple sence the different HR activities must be aligned with the general business strategy as well as the overall HR strategy in order to support business goals

EVALUATING HR PLANNING

If HR planning is done well the following benefitsshould resultl Upper management has a better view of the human resource dimensions ofbusiness decisionsl HR costs may be lower because management can anticipate imbalances before they become unmanageable and expensivel More time is available to locate talent because needs are anticipated and identified before the actual staffing is requiredl Better opportunities exist to include women and minority groups in futuregrowth plansl Development of managers can be better planned

1 Scanning the External Environment

At the heart of strategic planning is the knowledge gained from scanning the external environment for changes Environmental scanning is the process of studying the environment of the organization to pinpoint opportunities and threats Scanning especially affects HR planning because each organization must draw from the same labor market that supplies all other employers Indeed one measure of organizational effectiveness is the ability

of an organization to compete for a sufficient supply of human resources with the appropriate capabilities

2 Government Influences

A major element that affects labor supply is the government Today managers are confronted with an expanding and often bewildering array of government rules as regulation of HR activities has steadily increased As a result HR planning must be done by individuals who understand the legal requirements of various government regulationsHence Government trade policies and restrictions can affect HR planning

3 Economic Conditions

The general business cycle of recessions and booms also affects HR planning Such factors as interest rates inflation and economic growth help determine the availability of workers and figure into organizational plans and objectives Decisions on wages overtime and hiring or laying off workers all hinge on economicconditions

4 Geographic and Competitive Concerns

Employers must consider the following geographic and competitive concerns in making HR plansl Net migration into the areal Other employers in the areal Employee resistance to geographic relocationl Direct competitors in the areal Impact of international competition on the area

5 Workforce Composition and Work Patterns

Changes in the composition of the workforce combined with the use of varied work patterns have created workplaces and organizations that are very different from those of a decade ago As noted in Chapter 1 demographic shifts have resulted in greater workforce diversity Many

organizations are addressing concerns about having sufficient workers with the necessary capabilities and have turned to such sources as welfare-to-work programs The use of outsourcing and contingent workers also must be considered as part of human resource planning

ALTERNATIVE WORK SCHEDULES The traditional work schedule in which employees work full time 8 hours a day 5 days a week at the employerrsquos place of operations is in transition Organizations have been experimenting with many different possibilities for change the 4-day 40-hour week the 4-day 32-hour week the 3-day week and flexible scheduling Many employers have adopted some flexibility in work schedules and locations Changes of this nature must be considered in HR planning These alternative work schedules allow organizations to make better use of workers by matching work demands to work hours Workers also are better able to balance their work and family responsibilities One type of schedule redesign is flextime in which employees work a setnumber of hours per day but vary starting and ending times

ALTERNATIVE WORK ARRANGEMENTS A growing number of employers are allowing workers to use widely different working arrangements Some employees work partly at home and partly at an office and share office space with other ldquooffice nomadsrdquo

The shift to such arrangements means that work is done anywhere anytimeand that people are judged more on results than on ldquoputting in timerdquo Greatertrust less direct supervision and more self-scheduling are all job characteristics of those with virtual offices and other less traditional arrangements

COMPONENTS OF ORGANIZATIONAL CAPABILITIES INVENTORY

This inventory of organizational capabilities often consists of

Individual employee demographics (age length of service in the organization time in present job) Individual career progression (jobs held time in each job promotions or other job changes pay rates) Individual performance data (work accomplishment growth in skills)These three types of information can be expanded to include Education and training Mobility and geographic preference Specific aptitudes abilities and interests Areas of interest and internal promotion ladders Promotability ratings Anticipated retirement

All the information that goes into an employeersquos skills inventory affects theemployeersquos career Therefore the data and their use must meet the same standards of job-relatedness and nondiscrimination as those used when theemployee was initially hired Furthermore security of such information is important to ensure that sensitive information is available only to those who have specific use for it

USING ORGANIZATIONAL INVENTORY DATA Data on individual employees can be aggregated into a profile of the current organizational workforce This profile reveals many of the current strengths and deficiencies The absence of some specialized expertise such as advanced computer skills may

affect the ability of an organization to take advantage of new technological developments Likewise if a large group of experienced employees are all in the same age bracket their eventual retirement will lead to high turnover and a major void in the organization

Establishing an HRIS

The explosion of information technology has changed the nature of HR informationusage Just a few years ago most HR information had to be compiledand maintained on mainframe computers Today many different types ofinformation technology are being integrated and used so that HR professionalscan access HR-related data and communicate it to other managers and executives

CHOOSING AN HRIS It is crucial when establishing an HRIS that the system be able to support the HR strategies of the organization

Recruitment

Recruitment

bull Tata owned Jaguar-Land Rover (JLR) hasannounced a major drive to recruit 600engineers and technical staff to work on its

700-million-pounds projectsbull Besides there are a significant numberof vacancies in its purchasing finance andhuman resources departments It is alsolaunching a programme aimed at recruitingProblem of booming B Schoolsbull Headhunters scouting around for MBAsbull 2000 witnessed an alarming rise innumber of institutes offering managementeducation both at the undergraduate amp PGbull All these needs atleast 200 MBAs forteaching facultybull Most of MBAs join industriesbull Management are worriedbull Where to find qualified amp eligible MBAshellip

Recruitment is the process of searchingfor prospective employees andstimulating them to apply for jobs in theorganizationsSelection starts whererecruitment ends

In simple terms-

It is a process of searching for and obtaining applicant for job from among whom right people can be selected

In Formal TermsIt is a process to find and attract capable applicant for employment The process begins when new recruits are sought and ends when their applicants are submitted

This result is a pool of applicants from which new employees are selected

Purpose of Recruitment

- Determine the present and future requirements of the organizations- Increase the pool of job applicants at minimum cost- Help increase the success rate of selection process- Help reduce the probability that job applicants once recruited and

selected leave the organization after a short period of time- Meet the organizations legal and social obligations regarding the

compositions of its work force- Begin identifying and preparing potential job applicants who will be

the appropriate candidates- Increase organizational and individual effectiveness in short amp long

term- Study the effectiveness of various recruiting techniques and sources

for all types of job applicants

Factors governing Recruitment1) External Factors

a) Unemployment Rateb) Political and legal considerationsc) Constitutions which prohibits discriminationsd) Preferences to son of the soile) Company Image

2) Internal Factorsa) Recruiting Policyb) Temporary amp Part ndash Time employeesc) Preference to local citizens in MNCd) Size e) Cost

A good recruitment policy is that which

bull Complies with government policiesbull Provides job securitybull Provides employee developmentopportunities

bull Flexible to accommodate changesbull Ensures its employees long-termemployment opportunitiesbull Cost effective for the organization

SOURCES OF RECRUITMENT

1 Internal searchrnal Search

HRISJob portalsNotice boardsCirculars

2 External search

AdvertisementsEducational institutionsEmployment agenciesInterested applicationsEmployee referrals

Process of recruitment

Human resource planningIdentify HR requirementsDetermine numbers levels amp Criticality of vacanciesChoose the resources amp Methods of RecruitmentAnalyze the cost amp time involvedStart implementing the Recruitment programSelect and hire and

Evaluate the Program

bull The recruitment policies sources ampmethods have to be evaluated from timeto timebull Successful recruitment program showsndash No of successful placementsndash No of offers madendash No of applicantsndash Cost involved

Selection

10 Introduction

Selection can be conceptualized in terms of either choosing the fit

candidates or rejecting the unfit candidates or a combination of both

So selection process assumes rightly that there is more number of

candidates than the number of candidates actually selected where

the candidates are made available through recruitment process

selection is a process of choosing the most suitable persons out of all

the participants In this process relevant information about applicant

is collected through series of steps so as to evaluate their suitability

for the job to be filled On other hand selection is the process of

assessing the candidates by various means and making a choice

followed by an offer of employment

20 Factors (Conditions) for Selection Process

The basic idea in a selection process is to solicit maximum possible

information

about the candidates to ascertain their suitability for employment and

given the fact that there are factors which affect the seeking of such

information(Prasad 2005 p 246) he proposed the following factors

which determine the steps involved in a selection process

Firstly various steps involved in a selection process depend on the

type of personnel to be selected For example more information is

required for the selection of managerial personnel as compared to

subordinate workers

Secondly selection process depends on the sources of recruitment

and the method that is adopted for making contact with prospective

candidates

eg In advertisement selection process is more comprehensive and

time-consuming where as in the case of campus recruitment the

process is shortened and may be completed in a day

Thirdly selection process depends on the number of candidates that

are available for selection If the number is large enough there is a

need for creating various filtering points and reducing the number of

applicants at each successive point However where the number of

applicants is small lesser number of filtering points are required

30 Steps in Selection Process

The strategy and method used for selecting employees

varies from firm to firm and from one job to another

Scholars of Human Resource Management such as Gupta Prasad

and Armstrong6 suggested the following steps to be involved in

employeesrsquo selections process though not necessary to be

implemented chronologically-

401 Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirableunqualified

candidates at the outset It is essentially a sorting process in which

prospective candidates are given the necessary information about the

nature of the job and the organisation at the same time the

necessary information is also elicited from the candidates about their

education skills experience salary expected and the like

It helps to determine whether it is worthwhile for a candidate to fill up

the application form At this juncture test of authenticity for

candidatersquos relevant certificates is done

402 Application Form

Application form is a traditional and widely used device for collecting

information from candidates It should provide all the information

relevant to selection where reference for caste religion birth place

may be avoided as it may be regarded an evidence of discrimination

403 Selection Test

Psychological tests are being increasingly used in employee

selection where a test may involve some aspect of an individualrsquos

attitudes behavior and performance

Tests are useful when the number of applicants is large as at best it

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

knowledge skills and abilities in an organization and the expected vacancies resulting from retirement promotion transfer sick leaveor dischargeIn summary the HR plan provides a road map for the future identifyingwhere employees are likely to be obtained when employees will be needed and what training and development employees must have Hence In simple sence the different HR activities must be aligned with the general business strategy as well as the overall HR strategy in order to support business goals

EVALUATING HR PLANNING

If HR planning is done well the following benefitsshould resultl Upper management has a better view of the human resource dimensions ofbusiness decisionsl HR costs may be lower because management can anticipate imbalances before they become unmanageable and expensivel More time is available to locate talent because needs are anticipated and identified before the actual staffing is requiredl Better opportunities exist to include women and minority groups in futuregrowth plansl Development of managers can be better planned

1 Scanning the External Environment

At the heart of strategic planning is the knowledge gained from scanning the external environment for changes Environmental scanning is the process of studying the environment of the organization to pinpoint opportunities and threats Scanning especially affects HR planning because each organization must draw from the same labor market that supplies all other employers Indeed one measure of organizational effectiveness is the ability

of an organization to compete for a sufficient supply of human resources with the appropriate capabilities

2 Government Influences

A major element that affects labor supply is the government Today managers are confronted with an expanding and often bewildering array of government rules as regulation of HR activities has steadily increased As a result HR planning must be done by individuals who understand the legal requirements of various government regulationsHence Government trade policies and restrictions can affect HR planning

3 Economic Conditions

The general business cycle of recessions and booms also affects HR planning Such factors as interest rates inflation and economic growth help determine the availability of workers and figure into organizational plans and objectives Decisions on wages overtime and hiring or laying off workers all hinge on economicconditions

4 Geographic and Competitive Concerns

Employers must consider the following geographic and competitive concerns in making HR plansl Net migration into the areal Other employers in the areal Employee resistance to geographic relocationl Direct competitors in the areal Impact of international competition on the area

5 Workforce Composition and Work Patterns

Changes in the composition of the workforce combined with the use of varied work patterns have created workplaces and organizations that are very different from those of a decade ago As noted in Chapter 1 demographic shifts have resulted in greater workforce diversity Many

organizations are addressing concerns about having sufficient workers with the necessary capabilities and have turned to such sources as welfare-to-work programs The use of outsourcing and contingent workers also must be considered as part of human resource planning

ALTERNATIVE WORK SCHEDULES The traditional work schedule in which employees work full time 8 hours a day 5 days a week at the employerrsquos place of operations is in transition Organizations have been experimenting with many different possibilities for change the 4-day 40-hour week the 4-day 32-hour week the 3-day week and flexible scheduling Many employers have adopted some flexibility in work schedules and locations Changes of this nature must be considered in HR planning These alternative work schedules allow organizations to make better use of workers by matching work demands to work hours Workers also are better able to balance their work and family responsibilities One type of schedule redesign is flextime in which employees work a setnumber of hours per day but vary starting and ending times

ALTERNATIVE WORK ARRANGEMENTS A growing number of employers are allowing workers to use widely different working arrangements Some employees work partly at home and partly at an office and share office space with other ldquooffice nomadsrdquo

The shift to such arrangements means that work is done anywhere anytimeand that people are judged more on results than on ldquoputting in timerdquo Greatertrust less direct supervision and more self-scheduling are all job characteristics of those with virtual offices and other less traditional arrangements

COMPONENTS OF ORGANIZATIONAL CAPABILITIES INVENTORY

This inventory of organizational capabilities often consists of

Individual employee demographics (age length of service in the organization time in present job) Individual career progression (jobs held time in each job promotions or other job changes pay rates) Individual performance data (work accomplishment growth in skills)These three types of information can be expanded to include Education and training Mobility and geographic preference Specific aptitudes abilities and interests Areas of interest and internal promotion ladders Promotability ratings Anticipated retirement

All the information that goes into an employeersquos skills inventory affects theemployeersquos career Therefore the data and their use must meet the same standards of job-relatedness and nondiscrimination as those used when theemployee was initially hired Furthermore security of such information is important to ensure that sensitive information is available only to those who have specific use for it

USING ORGANIZATIONAL INVENTORY DATA Data on individual employees can be aggregated into a profile of the current organizational workforce This profile reveals many of the current strengths and deficiencies The absence of some specialized expertise such as advanced computer skills may

affect the ability of an organization to take advantage of new technological developments Likewise if a large group of experienced employees are all in the same age bracket their eventual retirement will lead to high turnover and a major void in the organization

Establishing an HRIS

The explosion of information technology has changed the nature of HR informationusage Just a few years ago most HR information had to be compiledand maintained on mainframe computers Today many different types ofinformation technology are being integrated and used so that HR professionalscan access HR-related data and communicate it to other managers and executives

CHOOSING AN HRIS It is crucial when establishing an HRIS that the system be able to support the HR strategies of the organization

Recruitment

Recruitment

bull Tata owned Jaguar-Land Rover (JLR) hasannounced a major drive to recruit 600engineers and technical staff to work on its

700-million-pounds projectsbull Besides there are a significant numberof vacancies in its purchasing finance andhuman resources departments It is alsolaunching a programme aimed at recruitingProblem of booming B Schoolsbull Headhunters scouting around for MBAsbull 2000 witnessed an alarming rise innumber of institutes offering managementeducation both at the undergraduate amp PGbull All these needs atleast 200 MBAs forteaching facultybull Most of MBAs join industriesbull Management are worriedbull Where to find qualified amp eligible MBAshellip

Recruitment is the process of searchingfor prospective employees andstimulating them to apply for jobs in theorganizationsSelection starts whererecruitment ends

In simple terms-

It is a process of searching for and obtaining applicant for job from among whom right people can be selected

In Formal TermsIt is a process to find and attract capable applicant for employment The process begins when new recruits are sought and ends when their applicants are submitted

This result is a pool of applicants from which new employees are selected

Purpose of Recruitment

- Determine the present and future requirements of the organizations- Increase the pool of job applicants at minimum cost- Help increase the success rate of selection process- Help reduce the probability that job applicants once recruited and

selected leave the organization after a short period of time- Meet the organizations legal and social obligations regarding the

compositions of its work force- Begin identifying and preparing potential job applicants who will be

the appropriate candidates- Increase organizational and individual effectiveness in short amp long

term- Study the effectiveness of various recruiting techniques and sources

for all types of job applicants

Factors governing Recruitment1) External Factors

a) Unemployment Rateb) Political and legal considerationsc) Constitutions which prohibits discriminationsd) Preferences to son of the soile) Company Image

2) Internal Factorsa) Recruiting Policyb) Temporary amp Part ndash Time employeesc) Preference to local citizens in MNCd) Size e) Cost

A good recruitment policy is that which

bull Complies with government policiesbull Provides job securitybull Provides employee developmentopportunities

bull Flexible to accommodate changesbull Ensures its employees long-termemployment opportunitiesbull Cost effective for the organization

SOURCES OF RECRUITMENT

1 Internal searchrnal Search

HRISJob portalsNotice boardsCirculars

2 External search

AdvertisementsEducational institutionsEmployment agenciesInterested applicationsEmployee referrals

Process of recruitment

Human resource planningIdentify HR requirementsDetermine numbers levels amp Criticality of vacanciesChoose the resources amp Methods of RecruitmentAnalyze the cost amp time involvedStart implementing the Recruitment programSelect and hire and

Evaluate the Program

bull The recruitment policies sources ampmethods have to be evaluated from timeto timebull Successful recruitment program showsndash No of successful placementsndash No of offers madendash No of applicantsndash Cost involved

Selection

10 Introduction

Selection can be conceptualized in terms of either choosing the fit

candidates or rejecting the unfit candidates or a combination of both

So selection process assumes rightly that there is more number of

candidates than the number of candidates actually selected where

the candidates are made available through recruitment process

selection is a process of choosing the most suitable persons out of all

the participants In this process relevant information about applicant

is collected through series of steps so as to evaluate their suitability

for the job to be filled On other hand selection is the process of

assessing the candidates by various means and making a choice

followed by an offer of employment

20 Factors (Conditions) for Selection Process

The basic idea in a selection process is to solicit maximum possible

information

about the candidates to ascertain their suitability for employment and

given the fact that there are factors which affect the seeking of such

information(Prasad 2005 p 246) he proposed the following factors

which determine the steps involved in a selection process

Firstly various steps involved in a selection process depend on the

type of personnel to be selected For example more information is

required for the selection of managerial personnel as compared to

subordinate workers

Secondly selection process depends on the sources of recruitment

and the method that is adopted for making contact with prospective

candidates

eg In advertisement selection process is more comprehensive and

time-consuming where as in the case of campus recruitment the

process is shortened and may be completed in a day

Thirdly selection process depends on the number of candidates that

are available for selection If the number is large enough there is a

need for creating various filtering points and reducing the number of

applicants at each successive point However where the number of

applicants is small lesser number of filtering points are required

30 Steps in Selection Process

The strategy and method used for selecting employees

varies from firm to firm and from one job to another

Scholars of Human Resource Management such as Gupta Prasad

and Armstrong6 suggested the following steps to be involved in

employeesrsquo selections process though not necessary to be

implemented chronologically-

401 Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirableunqualified

candidates at the outset It is essentially a sorting process in which

prospective candidates are given the necessary information about the

nature of the job and the organisation at the same time the

necessary information is also elicited from the candidates about their

education skills experience salary expected and the like

It helps to determine whether it is worthwhile for a candidate to fill up

the application form At this juncture test of authenticity for

candidatersquos relevant certificates is done

402 Application Form

Application form is a traditional and widely used device for collecting

information from candidates It should provide all the information

relevant to selection where reference for caste religion birth place

may be avoided as it may be regarded an evidence of discrimination

403 Selection Test

Psychological tests are being increasingly used in employee

selection where a test may involve some aspect of an individualrsquos

attitudes behavior and performance

Tests are useful when the number of applicants is large as at best it

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

of an organization to compete for a sufficient supply of human resources with the appropriate capabilities

2 Government Influences

A major element that affects labor supply is the government Today managers are confronted with an expanding and often bewildering array of government rules as regulation of HR activities has steadily increased As a result HR planning must be done by individuals who understand the legal requirements of various government regulationsHence Government trade policies and restrictions can affect HR planning

3 Economic Conditions

The general business cycle of recessions and booms also affects HR planning Such factors as interest rates inflation and economic growth help determine the availability of workers and figure into organizational plans and objectives Decisions on wages overtime and hiring or laying off workers all hinge on economicconditions

4 Geographic and Competitive Concerns

Employers must consider the following geographic and competitive concerns in making HR plansl Net migration into the areal Other employers in the areal Employee resistance to geographic relocationl Direct competitors in the areal Impact of international competition on the area

5 Workforce Composition and Work Patterns

Changes in the composition of the workforce combined with the use of varied work patterns have created workplaces and organizations that are very different from those of a decade ago As noted in Chapter 1 demographic shifts have resulted in greater workforce diversity Many

organizations are addressing concerns about having sufficient workers with the necessary capabilities and have turned to such sources as welfare-to-work programs The use of outsourcing and contingent workers also must be considered as part of human resource planning

ALTERNATIVE WORK SCHEDULES The traditional work schedule in which employees work full time 8 hours a day 5 days a week at the employerrsquos place of operations is in transition Organizations have been experimenting with many different possibilities for change the 4-day 40-hour week the 4-day 32-hour week the 3-day week and flexible scheduling Many employers have adopted some flexibility in work schedules and locations Changes of this nature must be considered in HR planning These alternative work schedules allow organizations to make better use of workers by matching work demands to work hours Workers also are better able to balance their work and family responsibilities One type of schedule redesign is flextime in which employees work a setnumber of hours per day but vary starting and ending times

ALTERNATIVE WORK ARRANGEMENTS A growing number of employers are allowing workers to use widely different working arrangements Some employees work partly at home and partly at an office and share office space with other ldquooffice nomadsrdquo

The shift to such arrangements means that work is done anywhere anytimeand that people are judged more on results than on ldquoputting in timerdquo Greatertrust less direct supervision and more self-scheduling are all job characteristics of those with virtual offices and other less traditional arrangements

COMPONENTS OF ORGANIZATIONAL CAPABILITIES INVENTORY

This inventory of organizational capabilities often consists of

Individual employee demographics (age length of service in the organization time in present job) Individual career progression (jobs held time in each job promotions or other job changes pay rates) Individual performance data (work accomplishment growth in skills)These three types of information can be expanded to include Education and training Mobility and geographic preference Specific aptitudes abilities and interests Areas of interest and internal promotion ladders Promotability ratings Anticipated retirement

All the information that goes into an employeersquos skills inventory affects theemployeersquos career Therefore the data and their use must meet the same standards of job-relatedness and nondiscrimination as those used when theemployee was initially hired Furthermore security of such information is important to ensure that sensitive information is available only to those who have specific use for it

USING ORGANIZATIONAL INVENTORY DATA Data on individual employees can be aggregated into a profile of the current organizational workforce This profile reveals many of the current strengths and deficiencies The absence of some specialized expertise such as advanced computer skills may

affect the ability of an organization to take advantage of new technological developments Likewise if a large group of experienced employees are all in the same age bracket their eventual retirement will lead to high turnover and a major void in the organization

Establishing an HRIS

The explosion of information technology has changed the nature of HR informationusage Just a few years ago most HR information had to be compiledand maintained on mainframe computers Today many different types ofinformation technology are being integrated and used so that HR professionalscan access HR-related data and communicate it to other managers and executives

CHOOSING AN HRIS It is crucial when establishing an HRIS that the system be able to support the HR strategies of the organization

Recruitment

Recruitment

bull Tata owned Jaguar-Land Rover (JLR) hasannounced a major drive to recruit 600engineers and technical staff to work on its

700-million-pounds projectsbull Besides there are a significant numberof vacancies in its purchasing finance andhuman resources departments It is alsolaunching a programme aimed at recruitingProblem of booming B Schoolsbull Headhunters scouting around for MBAsbull 2000 witnessed an alarming rise innumber of institutes offering managementeducation both at the undergraduate amp PGbull All these needs atleast 200 MBAs forteaching facultybull Most of MBAs join industriesbull Management are worriedbull Where to find qualified amp eligible MBAshellip

Recruitment is the process of searchingfor prospective employees andstimulating them to apply for jobs in theorganizationsSelection starts whererecruitment ends

In simple terms-

It is a process of searching for and obtaining applicant for job from among whom right people can be selected

In Formal TermsIt is a process to find and attract capable applicant for employment The process begins when new recruits are sought and ends when their applicants are submitted

This result is a pool of applicants from which new employees are selected

Purpose of Recruitment

- Determine the present and future requirements of the organizations- Increase the pool of job applicants at minimum cost- Help increase the success rate of selection process- Help reduce the probability that job applicants once recruited and

selected leave the organization after a short period of time- Meet the organizations legal and social obligations regarding the

compositions of its work force- Begin identifying and preparing potential job applicants who will be

the appropriate candidates- Increase organizational and individual effectiveness in short amp long

term- Study the effectiveness of various recruiting techniques and sources

for all types of job applicants

Factors governing Recruitment1) External Factors

a) Unemployment Rateb) Political and legal considerationsc) Constitutions which prohibits discriminationsd) Preferences to son of the soile) Company Image

2) Internal Factorsa) Recruiting Policyb) Temporary amp Part ndash Time employeesc) Preference to local citizens in MNCd) Size e) Cost

A good recruitment policy is that which

bull Complies with government policiesbull Provides job securitybull Provides employee developmentopportunities

bull Flexible to accommodate changesbull Ensures its employees long-termemployment opportunitiesbull Cost effective for the organization

SOURCES OF RECRUITMENT

1 Internal searchrnal Search

HRISJob portalsNotice boardsCirculars

2 External search

AdvertisementsEducational institutionsEmployment agenciesInterested applicationsEmployee referrals

Process of recruitment

Human resource planningIdentify HR requirementsDetermine numbers levels amp Criticality of vacanciesChoose the resources amp Methods of RecruitmentAnalyze the cost amp time involvedStart implementing the Recruitment programSelect and hire and

Evaluate the Program

bull The recruitment policies sources ampmethods have to be evaluated from timeto timebull Successful recruitment program showsndash No of successful placementsndash No of offers madendash No of applicantsndash Cost involved

Selection

10 Introduction

Selection can be conceptualized in terms of either choosing the fit

candidates or rejecting the unfit candidates or a combination of both

So selection process assumes rightly that there is more number of

candidates than the number of candidates actually selected where

the candidates are made available through recruitment process

selection is a process of choosing the most suitable persons out of all

the participants In this process relevant information about applicant

is collected through series of steps so as to evaluate their suitability

for the job to be filled On other hand selection is the process of

assessing the candidates by various means and making a choice

followed by an offer of employment

20 Factors (Conditions) for Selection Process

The basic idea in a selection process is to solicit maximum possible

information

about the candidates to ascertain their suitability for employment and

given the fact that there are factors which affect the seeking of such

information(Prasad 2005 p 246) he proposed the following factors

which determine the steps involved in a selection process

Firstly various steps involved in a selection process depend on the

type of personnel to be selected For example more information is

required for the selection of managerial personnel as compared to

subordinate workers

Secondly selection process depends on the sources of recruitment

and the method that is adopted for making contact with prospective

candidates

eg In advertisement selection process is more comprehensive and

time-consuming where as in the case of campus recruitment the

process is shortened and may be completed in a day

Thirdly selection process depends on the number of candidates that

are available for selection If the number is large enough there is a

need for creating various filtering points and reducing the number of

applicants at each successive point However where the number of

applicants is small lesser number of filtering points are required

30 Steps in Selection Process

The strategy and method used for selecting employees

varies from firm to firm and from one job to another

Scholars of Human Resource Management such as Gupta Prasad

and Armstrong6 suggested the following steps to be involved in

employeesrsquo selections process though not necessary to be

implemented chronologically-

401 Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirableunqualified

candidates at the outset It is essentially a sorting process in which

prospective candidates are given the necessary information about the

nature of the job and the organisation at the same time the

necessary information is also elicited from the candidates about their

education skills experience salary expected and the like

It helps to determine whether it is worthwhile for a candidate to fill up

the application form At this juncture test of authenticity for

candidatersquos relevant certificates is done

402 Application Form

Application form is a traditional and widely used device for collecting

information from candidates It should provide all the information

relevant to selection where reference for caste religion birth place

may be avoided as it may be regarded an evidence of discrimination

403 Selection Test

Psychological tests are being increasingly used in employee

selection where a test may involve some aspect of an individualrsquos

attitudes behavior and performance

Tests are useful when the number of applicants is large as at best it

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

organizations are addressing concerns about having sufficient workers with the necessary capabilities and have turned to such sources as welfare-to-work programs The use of outsourcing and contingent workers also must be considered as part of human resource planning

ALTERNATIVE WORK SCHEDULES The traditional work schedule in which employees work full time 8 hours a day 5 days a week at the employerrsquos place of operations is in transition Organizations have been experimenting with many different possibilities for change the 4-day 40-hour week the 4-day 32-hour week the 3-day week and flexible scheduling Many employers have adopted some flexibility in work schedules and locations Changes of this nature must be considered in HR planning These alternative work schedules allow organizations to make better use of workers by matching work demands to work hours Workers also are better able to balance their work and family responsibilities One type of schedule redesign is flextime in which employees work a setnumber of hours per day but vary starting and ending times

ALTERNATIVE WORK ARRANGEMENTS A growing number of employers are allowing workers to use widely different working arrangements Some employees work partly at home and partly at an office and share office space with other ldquooffice nomadsrdquo

The shift to such arrangements means that work is done anywhere anytimeand that people are judged more on results than on ldquoputting in timerdquo Greatertrust less direct supervision and more self-scheduling are all job characteristics of those with virtual offices and other less traditional arrangements

COMPONENTS OF ORGANIZATIONAL CAPABILITIES INVENTORY

This inventory of organizational capabilities often consists of

Individual employee demographics (age length of service in the organization time in present job) Individual career progression (jobs held time in each job promotions or other job changes pay rates) Individual performance data (work accomplishment growth in skills)These three types of information can be expanded to include Education and training Mobility and geographic preference Specific aptitudes abilities and interests Areas of interest and internal promotion ladders Promotability ratings Anticipated retirement

All the information that goes into an employeersquos skills inventory affects theemployeersquos career Therefore the data and their use must meet the same standards of job-relatedness and nondiscrimination as those used when theemployee was initially hired Furthermore security of such information is important to ensure that sensitive information is available only to those who have specific use for it

USING ORGANIZATIONAL INVENTORY DATA Data on individual employees can be aggregated into a profile of the current organizational workforce This profile reveals many of the current strengths and deficiencies The absence of some specialized expertise such as advanced computer skills may

affect the ability of an organization to take advantage of new technological developments Likewise if a large group of experienced employees are all in the same age bracket their eventual retirement will lead to high turnover and a major void in the organization

Establishing an HRIS

The explosion of information technology has changed the nature of HR informationusage Just a few years ago most HR information had to be compiledand maintained on mainframe computers Today many different types ofinformation technology are being integrated and used so that HR professionalscan access HR-related data and communicate it to other managers and executives

CHOOSING AN HRIS It is crucial when establishing an HRIS that the system be able to support the HR strategies of the organization

Recruitment

Recruitment

bull Tata owned Jaguar-Land Rover (JLR) hasannounced a major drive to recruit 600engineers and technical staff to work on its

700-million-pounds projectsbull Besides there are a significant numberof vacancies in its purchasing finance andhuman resources departments It is alsolaunching a programme aimed at recruitingProblem of booming B Schoolsbull Headhunters scouting around for MBAsbull 2000 witnessed an alarming rise innumber of institutes offering managementeducation both at the undergraduate amp PGbull All these needs atleast 200 MBAs forteaching facultybull Most of MBAs join industriesbull Management are worriedbull Where to find qualified amp eligible MBAshellip

Recruitment is the process of searchingfor prospective employees andstimulating them to apply for jobs in theorganizationsSelection starts whererecruitment ends

In simple terms-

It is a process of searching for and obtaining applicant for job from among whom right people can be selected

In Formal TermsIt is a process to find and attract capable applicant for employment The process begins when new recruits are sought and ends when their applicants are submitted

This result is a pool of applicants from which new employees are selected

Purpose of Recruitment

- Determine the present and future requirements of the organizations- Increase the pool of job applicants at minimum cost- Help increase the success rate of selection process- Help reduce the probability that job applicants once recruited and

selected leave the organization after a short period of time- Meet the organizations legal and social obligations regarding the

compositions of its work force- Begin identifying and preparing potential job applicants who will be

the appropriate candidates- Increase organizational and individual effectiveness in short amp long

term- Study the effectiveness of various recruiting techniques and sources

for all types of job applicants

Factors governing Recruitment1) External Factors

a) Unemployment Rateb) Political and legal considerationsc) Constitutions which prohibits discriminationsd) Preferences to son of the soile) Company Image

2) Internal Factorsa) Recruiting Policyb) Temporary amp Part ndash Time employeesc) Preference to local citizens in MNCd) Size e) Cost

A good recruitment policy is that which

bull Complies with government policiesbull Provides job securitybull Provides employee developmentopportunities

bull Flexible to accommodate changesbull Ensures its employees long-termemployment opportunitiesbull Cost effective for the organization

SOURCES OF RECRUITMENT

1 Internal searchrnal Search

HRISJob portalsNotice boardsCirculars

2 External search

AdvertisementsEducational institutionsEmployment agenciesInterested applicationsEmployee referrals

Process of recruitment

Human resource planningIdentify HR requirementsDetermine numbers levels amp Criticality of vacanciesChoose the resources amp Methods of RecruitmentAnalyze the cost amp time involvedStart implementing the Recruitment programSelect and hire and

Evaluate the Program

bull The recruitment policies sources ampmethods have to be evaluated from timeto timebull Successful recruitment program showsndash No of successful placementsndash No of offers madendash No of applicantsndash Cost involved

Selection

10 Introduction

Selection can be conceptualized in terms of either choosing the fit

candidates or rejecting the unfit candidates or a combination of both

So selection process assumes rightly that there is more number of

candidates than the number of candidates actually selected where

the candidates are made available through recruitment process

selection is a process of choosing the most suitable persons out of all

the participants In this process relevant information about applicant

is collected through series of steps so as to evaluate their suitability

for the job to be filled On other hand selection is the process of

assessing the candidates by various means and making a choice

followed by an offer of employment

20 Factors (Conditions) for Selection Process

The basic idea in a selection process is to solicit maximum possible

information

about the candidates to ascertain their suitability for employment and

given the fact that there are factors which affect the seeking of such

information(Prasad 2005 p 246) he proposed the following factors

which determine the steps involved in a selection process

Firstly various steps involved in a selection process depend on the

type of personnel to be selected For example more information is

required for the selection of managerial personnel as compared to

subordinate workers

Secondly selection process depends on the sources of recruitment

and the method that is adopted for making contact with prospective

candidates

eg In advertisement selection process is more comprehensive and

time-consuming where as in the case of campus recruitment the

process is shortened and may be completed in a day

Thirdly selection process depends on the number of candidates that

are available for selection If the number is large enough there is a

need for creating various filtering points and reducing the number of

applicants at each successive point However where the number of

applicants is small lesser number of filtering points are required

30 Steps in Selection Process

The strategy and method used for selecting employees

varies from firm to firm and from one job to another

Scholars of Human Resource Management such as Gupta Prasad

and Armstrong6 suggested the following steps to be involved in

employeesrsquo selections process though not necessary to be

implemented chronologically-

401 Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirableunqualified

candidates at the outset It is essentially a sorting process in which

prospective candidates are given the necessary information about the

nature of the job and the organisation at the same time the

necessary information is also elicited from the candidates about their

education skills experience salary expected and the like

It helps to determine whether it is worthwhile for a candidate to fill up

the application form At this juncture test of authenticity for

candidatersquos relevant certificates is done

402 Application Form

Application form is a traditional and widely used device for collecting

information from candidates It should provide all the information

relevant to selection where reference for caste religion birth place

may be avoided as it may be regarded an evidence of discrimination

403 Selection Test

Psychological tests are being increasingly used in employee

selection where a test may involve some aspect of an individualrsquos

attitudes behavior and performance

Tests are useful when the number of applicants is large as at best it

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

COMPONENTS OF ORGANIZATIONAL CAPABILITIES INVENTORY

This inventory of organizational capabilities often consists of

Individual employee demographics (age length of service in the organization time in present job) Individual career progression (jobs held time in each job promotions or other job changes pay rates) Individual performance data (work accomplishment growth in skills)These three types of information can be expanded to include Education and training Mobility and geographic preference Specific aptitudes abilities and interests Areas of interest and internal promotion ladders Promotability ratings Anticipated retirement

All the information that goes into an employeersquos skills inventory affects theemployeersquos career Therefore the data and their use must meet the same standards of job-relatedness and nondiscrimination as those used when theemployee was initially hired Furthermore security of such information is important to ensure that sensitive information is available only to those who have specific use for it

USING ORGANIZATIONAL INVENTORY DATA Data on individual employees can be aggregated into a profile of the current organizational workforce This profile reveals many of the current strengths and deficiencies The absence of some specialized expertise such as advanced computer skills may

affect the ability of an organization to take advantage of new technological developments Likewise if a large group of experienced employees are all in the same age bracket their eventual retirement will lead to high turnover and a major void in the organization

Establishing an HRIS

The explosion of information technology has changed the nature of HR informationusage Just a few years ago most HR information had to be compiledand maintained on mainframe computers Today many different types ofinformation technology are being integrated and used so that HR professionalscan access HR-related data and communicate it to other managers and executives

CHOOSING AN HRIS It is crucial when establishing an HRIS that the system be able to support the HR strategies of the organization

Recruitment

Recruitment

bull Tata owned Jaguar-Land Rover (JLR) hasannounced a major drive to recruit 600engineers and technical staff to work on its

700-million-pounds projectsbull Besides there are a significant numberof vacancies in its purchasing finance andhuman resources departments It is alsolaunching a programme aimed at recruitingProblem of booming B Schoolsbull Headhunters scouting around for MBAsbull 2000 witnessed an alarming rise innumber of institutes offering managementeducation both at the undergraduate amp PGbull All these needs atleast 200 MBAs forteaching facultybull Most of MBAs join industriesbull Management are worriedbull Where to find qualified amp eligible MBAshellip

Recruitment is the process of searchingfor prospective employees andstimulating them to apply for jobs in theorganizationsSelection starts whererecruitment ends

In simple terms-

It is a process of searching for and obtaining applicant for job from among whom right people can be selected

In Formal TermsIt is a process to find and attract capable applicant for employment The process begins when new recruits are sought and ends when their applicants are submitted

This result is a pool of applicants from which new employees are selected

Purpose of Recruitment

- Determine the present and future requirements of the organizations- Increase the pool of job applicants at minimum cost- Help increase the success rate of selection process- Help reduce the probability that job applicants once recruited and

selected leave the organization after a short period of time- Meet the organizations legal and social obligations regarding the

compositions of its work force- Begin identifying and preparing potential job applicants who will be

the appropriate candidates- Increase organizational and individual effectiveness in short amp long

term- Study the effectiveness of various recruiting techniques and sources

for all types of job applicants

Factors governing Recruitment1) External Factors

a) Unemployment Rateb) Political and legal considerationsc) Constitutions which prohibits discriminationsd) Preferences to son of the soile) Company Image

2) Internal Factorsa) Recruiting Policyb) Temporary amp Part ndash Time employeesc) Preference to local citizens in MNCd) Size e) Cost

A good recruitment policy is that which

bull Complies with government policiesbull Provides job securitybull Provides employee developmentopportunities

bull Flexible to accommodate changesbull Ensures its employees long-termemployment opportunitiesbull Cost effective for the organization

SOURCES OF RECRUITMENT

1 Internal searchrnal Search

HRISJob portalsNotice boardsCirculars

2 External search

AdvertisementsEducational institutionsEmployment agenciesInterested applicationsEmployee referrals

Process of recruitment

Human resource planningIdentify HR requirementsDetermine numbers levels amp Criticality of vacanciesChoose the resources amp Methods of RecruitmentAnalyze the cost amp time involvedStart implementing the Recruitment programSelect and hire and

Evaluate the Program

bull The recruitment policies sources ampmethods have to be evaluated from timeto timebull Successful recruitment program showsndash No of successful placementsndash No of offers madendash No of applicantsndash Cost involved

Selection

10 Introduction

Selection can be conceptualized in terms of either choosing the fit

candidates or rejecting the unfit candidates or a combination of both

So selection process assumes rightly that there is more number of

candidates than the number of candidates actually selected where

the candidates are made available through recruitment process

selection is a process of choosing the most suitable persons out of all

the participants In this process relevant information about applicant

is collected through series of steps so as to evaluate their suitability

for the job to be filled On other hand selection is the process of

assessing the candidates by various means and making a choice

followed by an offer of employment

20 Factors (Conditions) for Selection Process

The basic idea in a selection process is to solicit maximum possible

information

about the candidates to ascertain their suitability for employment and

given the fact that there are factors which affect the seeking of such

information(Prasad 2005 p 246) he proposed the following factors

which determine the steps involved in a selection process

Firstly various steps involved in a selection process depend on the

type of personnel to be selected For example more information is

required for the selection of managerial personnel as compared to

subordinate workers

Secondly selection process depends on the sources of recruitment

and the method that is adopted for making contact with prospective

candidates

eg In advertisement selection process is more comprehensive and

time-consuming where as in the case of campus recruitment the

process is shortened and may be completed in a day

Thirdly selection process depends on the number of candidates that

are available for selection If the number is large enough there is a

need for creating various filtering points and reducing the number of

applicants at each successive point However where the number of

applicants is small lesser number of filtering points are required

30 Steps in Selection Process

The strategy and method used for selecting employees

varies from firm to firm and from one job to another

Scholars of Human Resource Management such as Gupta Prasad

and Armstrong6 suggested the following steps to be involved in

employeesrsquo selections process though not necessary to be

implemented chronologically-

401 Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirableunqualified

candidates at the outset It is essentially a sorting process in which

prospective candidates are given the necessary information about the

nature of the job and the organisation at the same time the

necessary information is also elicited from the candidates about their

education skills experience salary expected and the like

It helps to determine whether it is worthwhile for a candidate to fill up

the application form At this juncture test of authenticity for

candidatersquos relevant certificates is done

402 Application Form

Application form is a traditional and widely used device for collecting

information from candidates It should provide all the information

relevant to selection where reference for caste religion birth place

may be avoided as it may be regarded an evidence of discrimination

403 Selection Test

Psychological tests are being increasingly used in employee

selection where a test may involve some aspect of an individualrsquos

attitudes behavior and performance

Tests are useful when the number of applicants is large as at best it

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

affect the ability of an organization to take advantage of new technological developments Likewise if a large group of experienced employees are all in the same age bracket their eventual retirement will lead to high turnover and a major void in the organization

Establishing an HRIS

The explosion of information technology has changed the nature of HR informationusage Just a few years ago most HR information had to be compiledand maintained on mainframe computers Today many different types ofinformation technology are being integrated and used so that HR professionalscan access HR-related data and communicate it to other managers and executives

CHOOSING AN HRIS It is crucial when establishing an HRIS that the system be able to support the HR strategies of the organization

Recruitment

Recruitment

bull Tata owned Jaguar-Land Rover (JLR) hasannounced a major drive to recruit 600engineers and technical staff to work on its

700-million-pounds projectsbull Besides there are a significant numberof vacancies in its purchasing finance andhuman resources departments It is alsolaunching a programme aimed at recruitingProblem of booming B Schoolsbull Headhunters scouting around for MBAsbull 2000 witnessed an alarming rise innumber of institutes offering managementeducation both at the undergraduate amp PGbull All these needs atleast 200 MBAs forteaching facultybull Most of MBAs join industriesbull Management are worriedbull Where to find qualified amp eligible MBAshellip

Recruitment is the process of searchingfor prospective employees andstimulating them to apply for jobs in theorganizationsSelection starts whererecruitment ends

In simple terms-

It is a process of searching for and obtaining applicant for job from among whom right people can be selected

In Formal TermsIt is a process to find and attract capable applicant for employment The process begins when new recruits are sought and ends when their applicants are submitted

This result is a pool of applicants from which new employees are selected

Purpose of Recruitment

- Determine the present and future requirements of the organizations- Increase the pool of job applicants at minimum cost- Help increase the success rate of selection process- Help reduce the probability that job applicants once recruited and

selected leave the organization after a short period of time- Meet the organizations legal and social obligations regarding the

compositions of its work force- Begin identifying and preparing potential job applicants who will be

the appropriate candidates- Increase organizational and individual effectiveness in short amp long

term- Study the effectiveness of various recruiting techniques and sources

for all types of job applicants

Factors governing Recruitment1) External Factors

a) Unemployment Rateb) Political and legal considerationsc) Constitutions which prohibits discriminationsd) Preferences to son of the soile) Company Image

2) Internal Factorsa) Recruiting Policyb) Temporary amp Part ndash Time employeesc) Preference to local citizens in MNCd) Size e) Cost

A good recruitment policy is that which

bull Complies with government policiesbull Provides job securitybull Provides employee developmentopportunities

bull Flexible to accommodate changesbull Ensures its employees long-termemployment opportunitiesbull Cost effective for the organization

SOURCES OF RECRUITMENT

1 Internal searchrnal Search

HRISJob portalsNotice boardsCirculars

2 External search

AdvertisementsEducational institutionsEmployment agenciesInterested applicationsEmployee referrals

Process of recruitment

Human resource planningIdentify HR requirementsDetermine numbers levels amp Criticality of vacanciesChoose the resources amp Methods of RecruitmentAnalyze the cost amp time involvedStart implementing the Recruitment programSelect and hire and

Evaluate the Program

bull The recruitment policies sources ampmethods have to be evaluated from timeto timebull Successful recruitment program showsndash No of successful placementsndash No of offers madendash No of applicantsndash Cost involved

Selection

10 Introduction

Selection can be conceptualized in terms of either choosing the fit

candidates or rejecting the unfit candidates or a combination of both

So selection process assumes rightly that there is more number of

candidates than the number of candidates actually selected where

the candidates are made available through recruitment process

selection is a process of choosing the most suitable persons out of all

the participants In this process relevant information about applicant

is collected through series of steps so as to evaluate their suitability

for the job to be filled On other hand selection is the process of

assessing the candidates by various means and making a choice

followed by an offer of employment

20 Factors (Conditions) for Selection Process

The basic idea in a selection process is to solicit maximum possible

information

about the candidates to ascertain their suitability for employment and

given the fact that there are factors which affect the seeking of such

information(Prasad 2005 p 246) he proposed the following factors

which determine the steps involved in a selection process

Firstly various steps involved in a selection process depend on the

type of personnel to be selected For example more information is

required for the selection of managerial personnel as compared to

subordinate workers

Secondly selection process depends on the sources of recruitment

and the method that is adopted for making contact with prospective

candidates

eg In advertisement selection process is more comprehensive and

time-consuming where as in the case of campus recruitment the

process is shortened and may be completed in a day

Thirdly selection process depends on the number of candidates that

are available for selection If the number is large enough there is a

need for creating various filtering points and reducing the number of

applicants at each successive point However where the number of

applicants is small lesser number of filtering points are required

30 Steps in Selection Process

The strategy and method used for selecting employees

varies from firm to firm and from one job to another

Scholars of Human Resource Management such as Gupta Prasad

and Armstrong6 suggested the following steps to be involved in

employeesrsquo selections process though not necessary to be

implemented chronologically-

401 Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirableunqualified

candidates at the outset It is essentially a sorting process in which

prospective candidates are given the necessary information about the

nature of the job and the organisation at the same time the

necessary information is also elicited from the candidates about their

education skills experience salary expected and the like

It helps to determine whether it is worthwhile for a candidate to fill up

the application form At this juncture test of authenticity for

candidatersquos relevant certificates is done

402 Application Form

Application form is a traditional and widely used device for collecting

information from candidates It should provide all the information

relevant to selection where reference for caste religion birth place

may be avoided as it may be regarded an evidence of discrimination

403 Selection Test

Psychological tests are being increasingly used in employee

selection where a test may involve some aspect of an individualrsquos

attitudes behavior and performance

Tests are useful when the number of applicants is large as at best it

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

700-million-pounds projectsbull Besides there are a significant numberof vacancies in its purchasing finance andhuman resources departments It is alsolaunching a programme aimed at recruitingProblem of booming B Schoolsbull Headhunters scouting around for MBAsbull 2000 witnessed an alarming rise innumber of institutes offering managementeducation both at the undergraduate amp PGbull All these needs atleast 200 MBAs forteaching facultybull Most of MBAs join industriesbull Management are worriedbull Where to find qualified amp eligible MBAshellip

Recruitment is the process of searchingfor prospective employees andstimulating them to apply for jobs in theorganizationsSelection starts whererecruitment ends

In simple terms-

It is a process of searching for and obtaining applicant for job from among whom right people can be selected

In Formal TermsIt is a process to find and attract capable applicant for employment The process begins when new recruits are sought and ends when their applicants are submitted

This result is a pool of applicants from which new employees are selected

Purpose of Recruitment

- Determine the present and future requirements of the organizations- Increase the pool of job applicants at minimum cost- Help increase the success rate of selection process- Help reduce the probability that job applicants once recruited and

selected leave the organization after a short period of time- Meet the organizations legal and social obligations regarding the

compositions of its work force- Begin identifying and preparing potential job applicants who will be

the appropriate candidates- Increase organizational and individual effectiveness in short amp long

term- Study the effectiveness of various recruiting techniques and sources

for all types of job applicants

Factors governing Recruitment1) External Factors

a) Unemployment Rateb) Political and legal considerationsc) Constitutions which prohibits discriminationsd) Preferences to son of the soile) Company Image

2) Internal Factorsa) Recruiting Policyb) Temporary amp Part ndash Time employeesc) Preference to local citizens in MNCd) Size e) Cost

A good recruitment policy is that which

bull Complies with government policiesbull Provides job securitybull Provides employee developmentopportunities

bull Flexible to accommodate changesbull Ensures its employees long-termemployment opportunitiesbull Cost effective for the organization

SOURCES OF RECRUITMENT

1 Internal searchrnal Search

HRISJob portalsNotice boardsCirculars

2 External search

AdvertisementsEducational institutionsEmployment agenciesInterested applicationsEmployee referrals

Process of recruitment

Human resource planningIdentify HR requirementsDetermine numbers levels amp Criticality of vacanciesChoose the resources amp Methods of RecruitmentAnalyze the cost amp time involvedStart implementing the Recruitment programSelect and hire and

Evaluate the Program

bull The recruitment policies sources ampmethods have to be evaluated from timeto timebull Successful recruitment program showsndash No of successful placementsndash No of offers madendash No of applicantsndash Cost involved

Selection

10 Introduction

Selection can be conceptualized in terms of either choosing the fit

candidates or rejecting the unfit candidates or a combination of both

So selection process assumes rightly that there is more number of

candidates than the number of candidates actually selected where

the candidates are made available through recruitment process

selection is a process of choosing the most suitable persons out of all

the participants In this process relevant information about applicant

is collected through series of steps so as to evaluate their suitability

for the job to be filled On other hand selection is the process of

assessing the candidates by various means and making a choice

followed by an offer of employment

20 Factors (Conditions) for Selection Process

The basic idea in a selection process is to solicit maximum possible

information

about the candidates to ascertain their suitability for employment and

given the fact that there are factors which affect the seeking of such

information(Prasad 2005 p 246) he proposed the following factors

which determine the steps involved in a selection process

Firstly various steps involved in a selection process depend on the

type of personnel to be selected For example more information is

required for the selection of managerial personnel as compared to

subordinate workers

Secondly selection process depends on the sources of recruitment

and the method that is adopted for making contact with prospective

candidates

eg In advertisement selection process is more comprehensive and

time-consuming where as in the case of campus recruitment the

process is shortened and may be completed in a day

Thirdly selection process depends on the number of candidates that

are available for selection If the number is large enough there is a

need for creating various filtering points and reducing the number of

applicants at each successive point However where the number of

applicants is small lesser number of filtering points are required

30 Steps in Selection Process

The strategy and method used for selecting employees

varies from firm to firm and from one job to another

Scholars of Human Resource Management such as Gupta Prasad

and Armstrong6 suggested the following steps to be involved in

employeesrsquo selections process though not necessary to be

implemented chronologically-

401 Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirableunqualified

candidates at the outset It is essentially a sorting process in which

prospective candidates are given the necessary information about the

nature of the job and the organisation at the same time the

necessary information is also elicited from the candidates about their

education skills experience salary expected and the like

It helps to determine whether it is worthwhile for a candidate to fill up

the application form At this juncture test of authenticity for

candidatersquos relevant certificates is done

402 Application Form

Application form is a traditional and widely used device for collecting

information from candidates It should provide all the information

relevant to selection where reference for caste religion birth place

may be avoided as it may be regarded an evidence of discrimination

403 Selection Test

Psychological tests are being increasingly used in employee

selection where a test may involve some aspect of an individualrsquos

attitudes behavior and performance

Tests are useful when the number of applicants is large as at best it

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

This result is a pool of applicants from which new employees are selected

Purpose of Recruitment

- Determine the present and future requirements of the organizations- Increase the pool of job applicants at minimum cost- Help increase the success rate of selection process- Help reduce the probability that job applicants once recruited and

selected leave the organization after a short period of time- Meet the organizations legal and social obligations regarding the

compositions of its work force- Begin identifying and preparing potential job applicants who will be

the appropriate candidates- Increase organizational and individual effectiveness in short amp long

term- Study the effectiveness of various recruiting techniques and sources

for all types of job applicants

Factors governing Recruitment1) External Factors

a) Unemployment Rateb) Political and legal considerationsc) Constitutions which prohibits discriminationsd) Preferences to son of the soile) Company Image

2) Internal Factorsa) Recruiting Policyb) Temporary amp Part ndash Time employeesc) Preference to local citizens in MNCd) Size e) Cost

A good recruitment policy is that which

bull Complies with government policiesbull Provides job securitybull Provides employee developmentopportunities

bull Flexible to accommodate changesbull Ensures its employees long-termemployment opportunitiesbull Cost effective for the organization

SOURCES OF RECRUITMENT

1 Internal searchrnal Search

HRISJob portalsNotice boardsCirculars

2 External search

AdvertisementsEducational institutionsEmployment agenciesInterested applicationsEmployee referrals

Process of recruitment

Human resource planningIdentify HR requirementsDetermine numbers levels amp Criticality of vacanciesChoose the resources amp Methods of RecruitmentAnalyze the cost amp time involvedStart implementing the Recruitment programSelect and hire and

Evaluate the Program

bull The recruitment policies sources ampmethods have to be evaluated from timeto timebull Successful recruitment program showsndash No of successful placementsndash No of offers madendash No of applicantsndash Cost involved

Selection

10 Introduction

Selection can be conceptualized in terms of either choosing the fit

candidates or rejecting the unfit candidates or a combination of both

So selection process assumes rightly that there is more number of

candidates than the number of candidates actually selected where

the candidates are made available through recruitment process

selection is a process of choosing the most suitable persons out of all

the participants In this process relevant information about applicant

is collected through series of steps so as to evaluate their suitability

for the job to be filled On other hand selection is the process of

assessing the candidates by various means and making a choice

followed by an offer of employment

20 Factors (Conditions) for Selection Process

The basic idea in a selection process is to solicit maximum possible

information

about the candidates to ascertain their suitability for employment and

given the fact that there are factors which affect the seeking of such

information(Prasad 2005 p 246) he proposed the following factors

which determine the steps involved in a selection process

Firstly various steps involved in a selection process depend on the

type of personnel to be selected For example more information is

required for the selection of managerial personnel as compared to

subordinate workers

Secondly selection process depends on the sources of recruitment

and the method that is adopted for making contact with prospective

candidates

eg In advertisement selection process is more comprehensive and

time-consuming where as in the case of campus recruitment the

process is shortened and may be completed in a day

Thirdly selection process depends on the number of candidates that

are available for selection If the number is large enough there is a

need for creating various filtering points and reducing the number of

applicants at each successive point However where the number of

applicants is small lesser number of filtering points are required

30 Steps in Selection Process

The strategy and method used for selecting employees

varies from firm to firm and from one job to another

Scholars of Human Resource Management such as Gupta Prasad

and Armstrong6 suggested the following steps to be involved in

employeesrsquo selections process though not necessary to be

implemented chronologically-

401 Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirableunqualified

candidates at the outset It is essentially a sorting process in which

prospective candidates are given the necessary information about the

nature of the job and the organisation at the same time the

necessary information is also elicited from the candidates about their

education skills experience salary expected and the like

It helps to determine whether it is worthwhile for a candidate to fill up

the application form At this juncture test of authenticity for

candidatersquos relevant certificates is done

402 Application Form

Application form is a traditional and widely used device for collecting

information from candidates It should provide all the information

relevant to selection where reference for caste religion birth place

may be avoided as it may be regarded an evidence of discrimination

403 Selection Test

Psychological tests are being increasingly used in employee

selection where a test may involve some aspect of an individualrsquos

attitudes behavior and performance

Tests are useful when the number of applicants is large as at best it

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

bull Flexible to accommodate changesbull Ensures its employees long-termemployment opportunitiesbull Cost effective for the organization

SOURCES OF RECRUITMENT

1 Internal searchrnal Search

HRISJob portalsNotice boardsCirculars

2 External search

AdvertisementsEducational institutionsEmployment agenciesInterested applicationsEmployee referrals

Process of recruitment

Human resource planningIdentify HR requirementsDetermine numbers levels amp Criticality of vacanciesChoose the resources amp Methods of RecruitmentAnalyze the cost amp time involvedStart implementing the Recruitment programSelect and hire and

Evaluate the Program

bull The recruitment policies sources ampmethods have to be evaluated from timeto timebull Successful recruitment program showsndash No of successful placementsndash No of offers madendash No of applicantsndash Cost involved

Selection

10 Introduction

Selection can be conceptualized in terms of either choosing the fit

candidates or rejecting the unfit candidates or a combination of both

So selection process assumes rightly that there is more number of

candidates than the number of candidates actually selected where

the candidates are made available through recruitment process

selection is a process of choosing the most suitable persons out of all

the participants In this process relevant information about applicant

is collected through series of steps so as to evaluate their suitability

for the job to be filled On other hand selection is the process of

assessing the candidates by various means and making a choice

followed by an offer of employment

20 Factors (Conditions) for Selection Process

The basic idea in a selection process is to solicit maximum possible

information

about the candidates to ascertain their suitability for employment and

given the fact that there are factors which affect the seeking of such

information(Prasad 2005 p 246) he proposed the following factors

which determine the steps involved in a selection process

Firstly various steps involved in a selection process depend on the

type of personnel to be selected For example more information is

required for the selection of managerial personnel as compared to

subordinate workers

Secondly selection process depends on the sources of recruitment

and the method that is adopted for making contact with prospective

candidates

eg In advertisement selection process is more comprehensive and

time-consuming where as in the case of campus recruitment the

process is shortened and may be completed in a day

Thirdly selection process depends on the number of candidates that

are available for selection If the number is large enough there is a

need for creating various filtering points and reducing the number of

applicants at each successive point However where the number of

applicants is small lesser number of filtering points are required

30 Steps in Selection Process

The strategy and method used for selecting employees

varies from firm to firm and from one job to another

Scholars of Human Resource Management such as Gupta Prasad

and Armstrong6 suggested the following steps to be involved in

employeesrsquo selections process though not necessary to be

implemented chronologically-

401 Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirableunqualified

candidates at the outset It is essentially a sorting process in which

prospective candidates are given the necessary information about the

nature of the job and the organisation at the same time the

necessary information is also elicited from the candidates about their

education skills experience salary expected and the like

It helps to determine whether it is worthwhile for a candidate to fill up

the application form At this juncture test of authenticity for

candidatersquos relevant certificates is done

402 Application Form

Application form is a traditional and widely used device for collecting

information from candidates It should provide all the information

relevant to selection where reference for caste religion birth place

may be avoided as it may be regarded an evidence of discrimination

403 Selection Test

Psychological tests are being increasingly used in employee

selection where a test may involve some aspect of an individualrsquos

attitudes behavior and performance

Tests are useful when the number of applicants is large as at best it

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

Evaluate the Program

bull The recruitment policies sources ampmethods have to be evaluated from timeto timebull Successful recruitment program showsndash No of successful placementsndash No of offers madendash No of applicantsndash Cost involved

Selection

10 Introduction

Selection can be conceptualized in terms of either choosing the fit

candidates or rejecting the unfit candidates or a combination of both

So selection process assumes rightly that there is more number of

candidates than the number of candidates actually selected where

the candidates are made available through recruitment process

selection is a process of choosing the most suitable persons out of all

the participants In this process relevant information about applicant

is collected through series of steps so as to evaluate their suitability

for the job to be filled On other hand selection is the process of

assessing the candidates by various means and making a choice

followed by an offer of employment

20 Factors (Conditions) for Selection Process

The basic idea in a selection process is to solicit maximum possible

information

about the candidates to ascertain their suitability for employment and

given the fact that there are factors which affect the seeking of such

information(Prasad 2005 p 246) he proposed the following factors

which determine the steps involved in a selection process

Firstly various steps involved in a selection process depend on the

type of personnel to be selected For example more information is

required for the selection of managerial personnel as compared to

subordinate workers

Secondly selection process depends on the sources of recruitment

and the method that is adopted for making contact with prospective

candidates

eg In advertisement selection process is more comprehensive and

time-consuming where as in the case of campus recruitment the

process is shortened and may be completed in a day

Thirdly selection process depends on the number of candidates that

are available for selection If the number is large enough there is a

need for creating various filtering points and reducing the number of

applicants at each successive point However where the number of

applicants is small lesser number of filtering points are required

30 Steps in Selection Process

The strategy and method used for selecting employees

varies from firm to firm and from one job to another

Scholars of Human Resource Management such as Gupta Prasad

and Armstrong6 suggested the following steps to be involved in

employeesrsquo selections process though not necessary to be

implemented chronologically-

401 Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirableunqualified

candidates at the outset It is essentially a sorting process in which

prospective candidates are given the necessary information about the

nature of the job and the organisation at the same time the

necessary information is also elicited from the candidates about their

education skills experience salary expected and the like

It helps to determine whether it is worthwhile for a candidate to fill up

the application form At this juncture test of authenticity for

candidatersquos relevant certificates is done

402 Application Form

Application form is a traditional and widely used device for collecting

information from candidates It should provide all the information

relevant to selection where reference for caste religion birth place

may be avoided as it may be regarded an evidence of discrimination

403 Selection Test

Psychological tests are being increasingly used in employee

selection where a test may involve some aspect of an individualrsquos

attitudes behavior and performance

Tests are useful when the number of applicants is large as at best it

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

the candidates are made available through recruitment process

selection is a process of choosing the most suitable persons out of all

the participants In this process relevant information about applicant

is collected through series of steps so as to evaluate their suitability

for the job to be filled On other hand selection is the process of

assessing the candidates by various means and making a choice

followed by an offer of employment

20 Factors (Conditions) for Selection Process

The basic idea in a selection process is to solicit maximum possible

information

about the candidates to ascertain their suitability for employment and

given the fact that there are factors which affect the seeking of such

information(Prasad 2005 p 246) he proposed the following factors

which determine the steps involved in a selection process

Firstly various steps involved in a selection process depend on the

type of personnel to be selected For example more information is

required for the selection of managerial personnel as compared to

subordinate workers

Secondly selection process depends on the sources of recruitment

and the method that is adopted for making contact with prospective

candidates

eg In advertisement selection process is more comprehensive and

time-consuming where as in the case of campus recruitment the

process is shortened and may be completed in a day

Thirdly selection process depends on the number of candidates that

are available for selection If the number is large enough there is a

need for creating various filtering points and reducing the number of

applicants at each successive point However where the number of

applicants is small lesser number of filtering points are required

30 Steps in Selection Process

The strategy and method used for selecting employees

varies from firm to firm and from one job to another

Scholars of Human Resource Management such as Gupta Prasad

and Armstrong6 suggested the following steps to be involved in

employeesrsquo selections process though not necessary to be

implemented chronologically-

401 Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirableunqualified

candidates at the outset It is essentially a sorting process in which

prospective candidates are given the necessary information about the

nature of the job and the organisation at the same time the

necessary information is also elicited from the candidates about their

education skills experience salary expected and the like

It helps to determine whether it is worthwhile for a candidate to fill up

the application form At this juncture test of authenticity for

candidatersquos relevant certificates is done

402 Application Form

Application form is a traditional and widely used device for collecting

information from candidates It should provide all the information

relevant to selection where reference for caste religion birth place

may be avoided as it may be regarded an evidence of discrimination

403 Selection Test

Psychological tests are being increasingly used in employee

selection where a test may involve some aspect of an individualrsquos

attitudes behavior and performance

Tests are useful when the number of applicants is large as at best it

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

eg In advertisement selection process is more comprehensive and

time-consuming where as in the case of campus recruitment the

process is shortened and may be completed in a day

Thirdly selection process depends on the number of candidates that

are available for selection If the number is large enough there is a

need for creating various filtering points and reducing the number of

applicants at each successive point However where the number of

applicants is small lesser number of filtering points are required

30 Steps in Selection Process

The strategy and method used for selecting employees

varies from firm to firm and from one job to another

Scholars of Human Resource Management such as Gupta Prasad

and Armstrong6 suggested the following steps to be involved in

employeesrsquo selections process though not necessary to be

implemented chronologically-

401 Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirableunqualified

candidates at the outset It is essentially a sorting process in which

prospective candidates are given the necessary information about the

nature of the job and the organisation at the same time the

necessary information is also elicited from the candidates about their

education skills experience salary expected and the like

It helps to determine whether it is worthwhile for a candidate to fill up

the application form At this juncture test of authenticity for

candidatersquos relevant certificates is done

402 Application Form

Application form is a traditional and widely used device for collecting

information from candidates It should provide all the information

relevant to selection where reference for caste religion birth place

may be avoided as it may be regarded an evidence of discrimination

403 Selection Test

Psychological tests are being increasingly used in employee

selection where a test may involve some aspect of an individualrsquos

attitudes behavior and performance

Tests are useful when the number of applicants is large as at best it

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

candidates at the outset It is essentially a sorting process in which

prospective candidates are given the necessary information about the

nature of the job and the organisation at the same time the

necessary information is also elicited from the candidates about their

education skills experience salary expected and the like

It helps to determine whether it is worthwhile for a candidate to fill up

the application form At this juncture test of authenticity for

candidatersquos relevant certificates is done

402 Application Form

Application form is a traditional and widely used device for collecting

information from candidates It should provide all the information

relevant to selection where reference for caste religion birth place

may be avoided as it may be regarded an evidence of discrimination

403 Selection Test

Psychological tests are being increasingly used in employee

selection where a test may involve some aspect of an individualrsquos

attitudes behavior and performance

Tests are useful when the number of applicants is large as at best it

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

reveals that the candidates who scored above the predetermined

cutoff points are likely to be more successful than those scoring

below the cutoff point

404 Employment Interview

Interview is an essential element of selection and no selection

procedure is complete without one or more personal interviews

where the information collected through application letter or

application forms and tests can be cross-checked in the

interview where candidates demonstrates their capabilities and

strength in relevant to their academic credentials

405 Medical Examination

Applicants who have crossed the above stages are sent for a

physical examination either to the companyrsquos physician or to a

medical officer approved for the purpose

Such examination serves the following purposes-

)a It determines whether the candidate is physically fit to perform the

job where those who are physically unfit are rejected

)b It reveals existing disabilities and provides a record of the

employeersquos health at the time of selection This record will help in

settling companyrsquos liability under the workmen compensation Act for

claim for any injury

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

)c It prevents the employment of people suffering from contagious

diseases

)d It identifies candidates who are otherwise suitable but require

specific jobs due to physical handicaps and allergies

406 Reference Checks

The applicant is asked to mention in his application form the names

and addresses of two or more persons who know him well These

may be his previous employers heads of education institutions or

public figures These people are requested to provide their frank

opinion about the candidate without incurring any liability In

government and public sector

407 Final Approval

In most of the organizations selection process is carried out by the

human resource department where the decisions of the department

are recommendatory The candidates shortlisted by the department

are finally approved by the executive of concerned departments or

units

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

408 Selection

Appointment is generally made on probation of one or two years

where upon satisfactory performance during this period the

candidate is finally confirmed in the job on the terms employed with

whether permanent or contractual basis

Placement

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

Q1) What is placementAns Placement is a process of assigning a specific job to each of the selected candidates It involves assigning a specific rank and responsibility to an individual It implies matching the requirements of a job with the qualifications of the candidate

Q2) Give the significance of placementAns The significances of placement are as follows - It improves employee morale It helps in reducing employee turnover It helps in reducing absenteeism It helps in reducing accident rates It avoids misfit between the candidate and the job It helps the candidate to work as per the predeterminedobjectives of the organization

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

Induction

Q1) What is induction

Ans Once an employee is selected and placed on an appropriate job the process of familiarizing him with the job and the organization is known as inductionInduction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work

2) What are the objectives of induction

Ans Induction is designed to achieve following objectives - To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment To give new comer necessary information such as location of a cafeacute rest period etc To build new employee confidence in the organization It helps in reducing labor turnover and absenteeism It reduces confusion and develops healthy relations in theorganization To ensure that the new comer do not form false impression and negative attitude towards the organization

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

To develop among the new comer a sense of belonging and loyalty to the organization

Q3) What are the advantages of formal induction

Ans The advantages of formal induction are - Induction helps to build up a two-way channel ofcommunication between management and workers Proper induction facilitates informal relation and team work among employee Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging Induction helps to develop good relation A formal induction programme proves that the company istaking interest in getting him off to good start Proper induction reduces employee grievances absenteeism and labor turnover Induction is helpful in supplying information concerning the organization the job and employee welfare facilities

4) What are the contents of induction programme

Ans A formal induction programme should provide followinginformation - Brief history and operations of the company The companyrsquos organization structure Policies and procedure of the company Products and services of the company Location of department and employee facilities Safety measures Grievances procedures Benefits and services of employee Standing orders and disciplinary procedures Opportunities for training promotions transfer etc

Suggestion schemes Rules and regulations

Suggestion schemes Rules and regulations