assignments assignment 1 255

8/14/2019 .. Assignments Assignment 1 255

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Recruitment

By: Shveta Agarwal


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Definition

Acc. To Flippo. Recruitment is the processof searching for prospective employees andstimulating and encouraging them to apply for

jobs in an organization

Types of recruitment needs:

1. Planned needs: arise from changes in orgn.,

retirement2. Anticipated needs

3. Unexpected needs: deaths, accidents andillness


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Features of Recruitment

It is a process not a single activity It is a linking activity as it brings employers

and prospective employees together. It is a positive function as it aims to develop a

pool of eligible candidates Basic function is to locate prospective

employees and attract them to apply for

vacancies in orgn. It is a pervasive function as all orgns engage

in this activity. It is a 2 way process, involves a recruiter and

a recruitee.


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Objectives of Recruitment

To attract people with multidimensional skillsand experience that suit the present andfuture organizational strategies

To infuse fresh blood at all level of thecompany

To anticipate and find out people for positionsthat do not exist yet

To devise methodologies for assessingpsychological traits

To search people whose skills fit thecompanys value


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Theories of Recruitment

Objective Factor Theory:

Pay, growth, benefits, career plans,

educational facilities etc.

Subjective Factor Theory: psychological

matching with the organization (Clash of

values, ethics, formal/informal ) Critical Factor Theory


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## Steps of Recruitment:Steps of Recruitment:

1.1. PlanningPlanning

2.2. Strategy DevelopmentStrategy Development

((Internal/ External recruitmentInternal/ External recruitment))

3.3. SearchingSearching

4.4. ScreeningScreening5.5. Evaluation & ControlEvaluation & Control

Recruitment processRecruitment process


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1.1. PLANNINGPLANNING ::

It involves translation of job vacancies and jobIt involves translation of job vacancies and job

profile into objectives that specify the numberprofile into objectives that specify the numberand type of applicant to be contacted.and type of applicant to be contacted.

Every time the recruitment is done, first task is toEvery time the recruitment is done, first task is to

intimate the number of applicants necessary tointimate the number of applicants necessary to

fill all the vacanciesfill all the vacancies

Steps of RecruitmentSteps of Recruitment


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STRATEGY DEVELOPMENTSTRATEGY DEVELOPMENT

It should be decided in advanceIt should be decided in advance

a.a. Internal or External SearchInternal or External Searchb.b. Make or Buy employees.Make or Buy employees.

Preference should be given to internalPreference should be given to internal

recruitment.recruitment.Sources of internal recruitment: presentSources of internal recruitment: presentemployees, former employees etc.employees, former employees etc.

Steps of RecruitmentSteps of Recruitment


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Sources of Recruitment

A. Internal Sources

Present employees: vacancies may befilled through promotions, transfers,

upgrading and demotion.

Retired and retrenched employees Dependants and relatives of deceased

and disabled employees


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Merits of Internal Sources

Morale of employees improve when they

know they will be given first preference

Performance records of the employee is

available with the organization, so suitabilitycan be checked

Present employees are already familiar with

the orgn. Helps in employee retention

Promotes loyalty and commitment

Cost saving


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External Sources

1. Educational and training institutions

2. Executive search /Placement agencies

3. Employment Exchanges

4. Casual Callers

5. Labour Contractors

6. Employee Referrals

7. Advertisements


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Advantages of External

Sources Right kind and no. of people can be obtained

Expertise and experience from other orgn canbe brought

Brings new blood and new ideas in the orgn.

Can fill vacancies when people inside the orgn

are not available


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Factors Affecting Recruitment

Internal Factors Co.s pay package Organizational Culture QWL Growth Oportunities Career Planning Co. Size Geographical spread Cos growth rate

External FactorsMarket Conditions

Demand & Supply rate

Govt. policies

Employment Opportunities

Social Factors


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Assessment of Recruitment

Programme Recruitment strategies, objectives and

policies should be assessed continuously

against the corporate strategies,objectives and policies.

It tells the degree of suitability of the

sources and techniques in achieving thecorporate objectives.


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Selection

Choosing the most appropriate candidate

and offering them job.

Selection is a long process, commencingfrom the preliminary interview of the

applicants and ending with the contract of

employment


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S

ELECTIO

NPROC

ESS

.


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Placement

Placing the selected candidates on the

relevant job to the employee

The organization generally decides thefinal placement after the initial training I

over on the basis of candidates

performance during the training period.


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Induction

Induction is the process of receiving and welcomingemployee when he first joins a company and giving him the

basic information he needs to settle down quickly and happily

and start work Introduce the employee to:

Job

Firm

Policies

Colleagues

Superiors

Subordinates

Practices


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Objectives of Induction

Putting the new employee at ease

Creating interest in his job and the company

Creating the feeling of social security Indicating the standards of performance &

behaviour expected out of him.

Informing him about training facilities

Providing basic info. about working arrangements.


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Induction Process

PREARRIVAL ENCOUNTER METAMORPHOSIS

Productivity Commitment Turnover

OUTCOMES


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Essentials and Effectiveness of

Induction It should be formal as well as informal

It should be individual as well as collective

Dont wait for the group..induction should

immediately proceed the joining.

Maintain transparency of information while

induction

Handle the new employees queries with

patience.

assignments assignment 1 255

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