Recrutment & selection

InstructorInstructor

Mr. Shyamasundar TripathyMr. Shyamasundar Tripathy

Management Faculty(HR)Management Faculty(HR)

Concept of Equal Employment Opportunity

Refers to the approach of the employers to ensure the practice of being fair and impartial in the employment process.

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Discrimination refers to the any kind of prejudice, biasness or favoritism on the basis of disability

Race Age Sex Sexuality Pregnancy Marital status

Discrimination in employment

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Indian Constitution

Article 16, Clause 1 Must be equality of opportunity

Article 16, Clause 2 No discremination on religion, sex, race, caste, descent, place of birth, residence.

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Equal employment opportunity is necessary to ensure:

To give fair access to the people of all development opportunities

To create a fair organisation, industry and society.

To encourage and give disadvantaged or disabled people a fair chance to grow with the society

Meaning and Definition

Recruitment is the process of search for and securing applicants for the various job positions so that the right people in the right number can be selected to fill the job positions which arise from time to time in the organization.

The process of SELECTION and PLACEMENT follow sequentially after the recruitment. The total process of recruitment, selection and placement can be called the HIRING process.

The importance of effective recruitmentEffective recruitment helps to gain new Effective recruitment helps to gain new

suitable members for the businesssuitable members for the businessIt can attract the best candidates for the job It can attract the best candidates for the job

vacancies. vacancies. Wrong persons selected will mean suffering Wrong persons selected will mean suffering

of administration costs for recruiting of administration costs for recruiting activities activities

Suitable persons selected may give some Suitable persons selected may give some competitive advantages for the businesses competitive advantages for the businesses

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RECRUITMENT NEEDS ARE OF THREE TYPES

•PLANNEDi.e. the needs arising from changes in organization and retirement policy.

•ANTICIPATEDAnticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

•UNEXPECTEDResignation, deaths, accidents, illness give rise to unexpected needs.

Factors Affecting Recruitment

• Internal factors:- Size of organization

- Recruiting policy (whether internal or external recruiting)

- Image of organization (by product or service quality or public relations etc.)

- Image of the job (type of work, remuneration, growth prospects,

working conditions, self development opportunities)

External factors:

• Demographic factors (sex, age, literacy, economic status etc.)

• Labor market (right type and quantity)

• Unemployment situation (simpler in areas of high unemployment)

• Labor laws (working conditions, compensation, retirement benefits, child labor, safety and health etc.)

• Legal considerations (reservations for various categories etc.)

Evaluation of Internal Source

Disadvantage AdvantageLimited Choice Familiarity with own

employees

Discourages competition (quality may suffer)

Better use of talent

Stagnation of skills Economical recruitment

Creates conflict A motivator

Disadvantage Advantage

Expensive and time consuming

Open Process

Unfamiliarity with the organization

Availability of talented candidates

Discourages the existing employees

Opportunity to select the best candidate

Provides Healthy Competition

Evaluation of external source

Recruitment process

RECRUITMENT PLANNING

STRATEGY DEVELOPMENT

SEARCHING

SCREENING

EVALUATION & CONTROL

Recruitment methods

Direct method (campus recruitment)

Indirect methods (advertisements in papers,

professional journals etc.)

Third party method (recruitment agencies,

management consultants)

Internal Methods (Employee recommendations)

Selection is the process of

choosing the most suitable people out of

the acceptable candidates who have

applied for the job in the organization,

from both within as well as outside the

organization.

Selection

Difference Between Selection and Recruitment

Recruitment Selection

Recruitment Precedes Selection

Selection follows recruitment

Process of identifying and encouraging potential

employees to apply for the jobs

Process of choosing the best out of recruited

Positive in nature as it increases the no. of job

seekers for wider choice in selection process

Negative in nature as it rejects no. of applicants in

order to get the best for the job

It involves searching It involves comparing those already searched

Selection ModelRecruitment Program Sales Force Job Analysis

Applicants HRP Job Description(Workforce Analysis)(Workload Analysis) Job Specification

Employee Requisition

-------------------------------------------------Application Blanks

Screening

Reference ChecksSelection Process

Tests

Interviews

Physical Examination Induction

Individual

Org

aniz

ati

on

Steps in Selection Process

Preliminary Interview

Application Blank

Selection Tests

Selection Interviews

Reference Checks

Physical Examination

Final Selection

Selection tests Ability Tests

Aptitude Test

Achievement Test

Intelligence Test

Judgement test

Personality Tests

Interest Tests

Personality tests

Projective tests

Attitude tests

Advantages of Tests

Future Performance is Predicted

Situation and Behaviour is Diagnosed

Offers Benefits of Economy of Scale

Uncover what not covered by other devices

Serve as unbiased tools

Quantify the test results

Interviews Informal interview Formal interviewPlanned InterviewPatterned interviewNon-directive interviewDepth interviewStress interviewGroup interview Panel interview

Followed by

1. Pre employment Medical examination

2. Final decision by the Line managers

3. Issue of Offer Letters

4. Placement

5. Orientation / Induction / Socialization of new employee

6. Integrating the personal skills / goals with the organizational requirement / goals

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Induction Or Orientation

Induction or orientation is the process through which a new

recruit is introduced to the job and the organisation. Induction

removes fears from the mind of a newcomer, creates a good

impression about the organisation and acts as a valuable source

of information.

Placement, Induction, Internal Mobility And Separations

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Welcome to the organisation Explain about the company and show all the facilities Show the location where the new recruit will work. Give the company's manual Offer details about various work groups Provide details about policies, rules, regulations, benefits,

etc Explain about opportunities and career prospects Clarify doubts Assign the new recruit to the supervisor


Induction Programme: Steps

Promotion

it is an advancement of an employee to a better job

better in terms of Greater responsibility, status & prestige,

Skill, pay

Bases of Promotion

Merit

Seniority

Seniority-cum-merit

Favouritism

Transfer

it is the moving of an employee from one job to another that may

involve promotion, demotion or no change in job status.

Types of Transfers

Production Transfer

Replacement Transfer

Rotation Transfer

Shift Transfer

Remedial Transfer

Penal Transfer

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Resignation: A voluntary separation initiated by the employee himself is called resignation. It is always better to find why the employee has

decided to quit the organisation. Properly conducted exit interviews would help throw light on factors behind the curtain

Retirement: Termination of service on reaching the age of superannuation is called retirement. To avoid problems, organisations normally plan replacements to retiring employees beforehand.

Death: Some employees may die in service. Death caused by occupational hazards, of course, would attract the provisions of Workmen's Compensation Act, 1923. The normal separation of people from an organisation due to resignation, retirement or death is known as attrition.

Lay off: A lay off entails the separation of the employee from the organisation temporarily for economic or business reasons. Placement, Induction, Internal Mobility And Separations

Employee Separations

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Retrenchment: A permanent lay off for reasons other than punishment but not retirement or termination owing to ill health is called retrenchment. Legally speaking, employers in India are required to give advance notice or pay equivalent wages before the actual lay off date. (50 per cent of basic wages plus allowances)



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Outplacement: Outplacement assistance includes Efforts made by the employer to help a recently separated employee find a job. Apart from training support to such employees, some organisations offer assistance in the form of paid leave travel charges for attending interviews, search firm expenses ,etc.



Merits and demerits of outplacement

M e r i t s D e m er i ts

Shows the human face of the company. May be time consuming and costly.

Eases the pain of retrenchment. Maintaining databases on other jobs isnot easy.

Preserves the morale of those who remain Can work only when retrenching awith the company. few managers at a time.

Smoothens the way for future downsizing Can be turned down by angry, disillusionedmoves. employees.

Helps you retain your former employees’ Difficult to convince and implement at therespect. level of workers.

Source: Business India Jan 7 -21, 1996 pp . 300-504

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Suspension: Suspension means prohibiting an employee

from attending work and performing normal duties assigned

to him.

Discharge and dismissal: The termination of the services

of an employee as a punitive measure for some misconduct is

called dismissal. Discharge also means termination of the

services of an employee but not necessarily as a punishment.

A discharge does not arise from a single irrational act( such as

alcoholism, wilful violation of rules, insubordination,

carelessness, dishonesty, inefficiency, violent acts,

unauthorised absence for a long time


Recrutment & selection

Business

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