Recruitment and Selection (3)
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Transcript of Recruitment and Selection (3)
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RECRUITMENTAND
SELECTION
BY- ANIKET BHARTI
SMRITI KHANNA
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Meaning Of Recruitment
According to Edwin B. Flipped ,Recruitment is the process of
searching the candidates for
employment and stimulating themto apply for jobs in the
organization
It is a linking activity that bringstogether those offering jobs and those
seeking jobs.
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Characteristics Of
Recruitment
Recruitment is a process or series of action.
It is a linking activity as it brings employer andprospective employees together.
It is a positive function. The basic function of recruitment is to locate the
sources of people required to meet the jobrequirements.
It is a pervasive function.
Recruitment is a two-way function as it takesboth recruiter and recruitee together.
Recruitment is a complex job.
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Factors Affecting
Recruitment
ExternalFactors
Recru
itmen
t
InternalFactors
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Internal Factors
Recruitment Policy
Human Resource Planning
Size of the firm
Cost
Growth and expansion
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External Factors
Supply and demand
Labour market
Image/Goodwill
Competitors
Political-social-legal environment
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Recruitment process
Recruitment process consists of following steps:
1. Identifying the vacancy -The recruitmentprocess begins with the human resource
department receiving requisitions forrecruitment from any department of thecompany.
2. Prepare job description and person
specification.3. Locating and developing the sources of
required number and type ofemployees.(advertising etc.)
4. Managing the response
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Recruitment process
The recruitment process begins with the humanresource department receiving requisitions forrecruitment from any department of the company.
Locating and developing the sources of requirednumber and type of employees.
Identifying the prospective employees withrequired characteristics.
Communicating the information about theorganisation ,the job and the terms andconditions of service.
Encouraging the identified candidates to applyfor jobs in the organisation.
Evaluating the effectiveness of recruitmentprocess.
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Sources of Recruitment
RECRUITMENT
Internal
Sources
External
Sources
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Sources Of Internal
Recruitment
Present Employees-promotion,
demotion and transfer
Retired and retrenched employees
Dependants and relatives of deceased
and disabled employee.
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Merits of internal source
Increase in Motivation
Labor turnover reduces
Familiarity with the organisational set up
Time and expenditure
Loyalty
Improve relation with trade union
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Demerits
Limitation of number of employees
Biasedness
May cause Political infighting among
employees.
It discourages flow of new blood into
the organization.
Restrict mobility of labour
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External sources of
Recruitment
AdvertisementEmployment ExchangeSchool College & UniversitiesRecommendation of existing
employeesUnsolicited Applicant
Labour contractorsExecutive search agencies orplacement agents
Job portals-e.g. monster.com
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Merits Entry of young blood in the
organization is possible.
Big pool of candidates can be
acquired. Selection can be made in an impartial
manner as large number of qualified
and interested candidates areavailable.
Scope for heartburn and jealousy can
be avoided by recruiting from outside.
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Demerits Costly
Dissatisfaction among internal
candidate
Since employee will be new to theorganization so orientation and
training is necessary.
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SELECTION Selection is the process of choosing
the most suitable persons out of all the
applicants.
In this process relevant information
about the applicants are collected
through a series of steps so as to
evaluate their suitability for the job to
be filled. It is considered as a negative process
as it means rejection of several and
selection of few.
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gn cance oselection
Selection is an important function asno organisation can achieve its goal
without selecting the right people .
Proper selection is helpful in
increasing efficiency and productivity
of the enterprise .It helps to reduce
absenteeism and labour turnover .
Faulty selection leads to wastage oftime and money and spoils the
environment of an organisation.
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Factors to be considered for
selecting
Physical characteristics
Personal characteristics
Proficiency or skill and ability
Competency
Temperament and character
Interest
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SELECTION PROCESS The selection process consists of a
series of steps .At each stage , facts
may come to light which may lead to
rejection of the applicant .It is a seriesof hurdles or barriers which an
applicant must cross Candidates who
qualify a hurdle go to the next stagewhile those who do not qualify are
dropped out . This technique is called
SUCCESSIVE HURDLES
TECHNIQUE.
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Selection procedure
Reception of Application
Scrutiny of Application
Preliminary Interview
Selection Test
Employment Interview
Reference & Background
Physical Examination
Selection & Placement
REJECTIO
N
Th l t i l d i
http://localhost/var/www/apps/conversion/tmp/scratch_6/Application%20Blank.pptxhttp://localhost/var/www/apps/conversion/tmp/scratch_6/Employment%20Tests.pptxhttp://localhost/var/www/apps/conversion/tmp/scratch_6/Interview.pptxhttp://localhost/var/www/apps/conversion/tmp/scratch_6/Interview.pptxhttp://localhost/var/www/apps/conversion/tmp/scratch_6/Employment%20Tests.pptxhttp://localhost/var/www/apps/conversion/tmp/scratch_6/Application%20Blank.pptx -
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The general steps involved in
employee selection are:-
APPLICATION BLANK-Applicationform is a traditional and widely
accepted device for collecting
information from the candidates whichhelp the management to select .
Generally an information blank
contains the identifying information ,personal information , physical
information , family background ,
education , experience , references
etc.
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PRELIMINARY INTERVIEW-itis a
process in which prospective
candidates are given the necessary
information about the nature of job
and organization Necessary
information is also elicited from the
candidates about their education,skills , experience ,expected salary
etc . Preliminary interviews saves
time and effort of both the companyand candidates.
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SELECTION TEST-The most vitaltechnique of selection is testing. It
would be difficult for the organizationto evaluate the candidates suitabilityto the job and accordingly giving rankto them. The various selection tests
are aptitude test , achievement test ,personality test , interest test.
EMPLOYMENT INTERVIEW-An
interview is a conversation betweentwo persons .In selection it involves apersonal, observational , and face toface appraisal of candidates
employment.
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MEDICAL EXAMINATION-The
clearance of physical examination isnecessary to ensure compliance with
the physical standards mentioned in
the job specification and theorganizational recruitment policy .
Candidates who have crossed the
above stages are sent for a physical
examination either to a companys
physician or a medical officer.
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REFERENCE CHECKS-The applicant
is asked to mention in his application
form the names and addresses of twoor more persons who know him well.
FINAL APPROVAL-In mostorganizations selection process is
carried out by the HR department .The
candidates shortlisted by thedepartment are finally approved by the
executives of the concerned units.
Employment is offered in the form of
an appointment letter.
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Recruitment Vs Selection
Recruitment is the
process of searching
the candidates for
employment and
stimulating them toapply for jobs in the
organisation.
It is a positive
process.
It aims to create
large pool of
candidates.
Selection involves
the series of steps
by which the
candidates are
screened forchoosing the most
suitable persons for
vacant posts.
It is a negative
process
Its aim is to identify
and reject unsuitablecandidates.
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Continued.
It does not result in
contract of service.
It always preceeds
selection.
It involves
searching.
It leads to a
contract of services
between the
employer and theselected candidate.
It always succeeds
recruitment.
It involves
comparison and
choice.
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References
Human Resource Management:- C.B.Gupta
www.wikipedia.com
www.google.com
Human resource management- A. K.Singhal
http://www.google.com/http://www.google.com/ -
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?Any Query
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ThankYou