2. Which are the precautions you will take to avoid failures in strategies if you are the general manager of a production unit?

If am the General Manager of a production unit, I will take many types of precautions to avoid failures in strategies. In today's highly competitive business environment, budget-oriented planning or forecast-based planning methods are insufficient for a large corporation to survive and prosper. The firm must engage in strategic planning that clearly defines objectives and assesses both the internal and external situation to formulate strategy, implement the strategy, evaluate the progress, and make adjustments as necessary to stay on track. A simplified view of the strategic

planning process is shown by the following

The Strategic Planning Process

Mission & Objectives Environmental Scanning

Strategy Formulation

Strategy Implementation

Evaluation & Control

Mission and Objectives

The mission statement describes the company's business vision, including the unchanging values and purpose of the firm and forward-looking visionary goals that guide the pursuit of future opportunities.Guided by the business vision, the firm's leaders can define measurable financial and strategic objectives. Financial objectives involve measures such as sales targets and earnings growth. Strategic objectives are related to the firm's business position, and may include measures such as market share and reputation.

Environmental Scan The environmental scan includes the following components:

Internal analysis of the firm Analysis of the firm's industry (task environment) External microenvironment (PEST analysis)

The internal analysis can identify the firm's strengths and weaknesses and the external analysis reveals opportunities and threats. A profile of the strengths, weaknesses, opportunities, and threats is generated by means of a SWOT analysis

An industry analysis can be performed using a framework developed by Michael Porter known as Porter's five forces. This framework evaluates entry barriers, suppliers,

customers, substitute products, and industry rivalry.

Strategy Formulation

Given the information from the environmental scan, the firm should match its strengths to the opportunities that it has identified, while addressing its weaknesses and external threats. To attain superior profitability, the firm seeks to develop a competitive advantage over its rivals. A competitive advantage can be based on cost or differentiation. Michael Porter identified three industry-independent generic strategies from which the firm can choose.

Strategy Implementation

The selected strategy is implemented by means of programs, budgets, and procedures. Implementation involves organization of the firm's resources and motivation of the staff to achieve objectives. The way in which the strategy is implemented can have a significant impact on whether it will be successful. In a large company, those who implement the strategy likely will be different people from those who formulated it. For this reason, care must be taken to communicate the strategy and the reasoning behind it. Otherwise, the implementation might not succeed if the strategy is misunderstood or if lower-level managers resist its implementation because they do not understand why the particular strategy was selected.

Evaluation & Control

The implementation of the strategy must be monitored and adjustments made as needed.

Evaluation and control consists of the following steps:

1. Define parameters to be measured 2. Define target values for those parameters 3. Perform measurements

Strategy can be formulated on three different levels:

• Corporate level • Business unit level • Functional or Departmental level.

While strategy may be about competing and surviving as a firm, one can argue that products, not corporations compete, and products are developed by business units. The role of the corporation then is to manage its business units and products so that each is competitive and so that each contributes to corporate purposes.

Consider Textron, Inc., a successful conglomerate corporation that pursues profits

through a range of businesses in unrelated industries. Textron has four core business segments:

Aircraft - 32% of revenues Automotive - 25% of revenues Industrial - 39% of revenues Finance - 4% of revenues

While the corporation must manage its portfolio of business to grow and survive, the success of a diversified firm depends upon its ability to manage each of its product lines. While there is no single competitor to Textron, we can talk about the competitors and strategy of each of its business units. In the finance business segment, for example, the chief rivals are major banks providing commercial financing. Many managers consider the business level to be the proper focus for strategic planning.

Corporate Level Strategy

Corporate level strategy fundamentally is concerned with the selection of businesses in which the company should compete and with the development and coordination of that portfolio of businesses.

Corporate level strategy is concerned with:

A. Reach Defining the issues that are corporate responsibilities; these might include identifying the overall goals of the corporation, the types of businesses in which the corporation should be involved, and the way in which businesses will be integrated and managed.

B. Competitive ContactDefining where in the corporation competition is to be localized. Take the case of insurance: In the mid-1990, Aetna as a corporation was clearly identified with its commercial and property casualty insurance products. The conglomerate Textron was not. For Textron, competition in the insurance markets took place specifically at the business unit level, through its subsidiary, Paul Revere. (Textron divested itself of The Paul Revere Corporation in 1997.)

C. Managing Activities and Business InterrelationshipsCorporate strategy seeks to develop synergies by sharing and coordinating staff and other resources across business units, investing financial resources across business units, and using business units to complement other corporate business activities. Igor Ansoff introduced the concept of synergy to corporate strategy.

D. Management PracticesCorporations decide how business units are to be governed: through direct corporate

intervention (centralization) or through more or less autonomous government (decentralization) that relies on persuasion and rewards.

Corporations are responsible for creating value through their business. They do so by managing their portfolio of businesses, ensuring that the businesses are successful over the long-term, developing business units, and sometimes ensuring that each business is compatible with others in the portfolio.

Business Unit Level Strategy

A strategic business unit may be a division, product line, or other profit center that can be planned independently from the other business units of the firm.

At the business unit level, the strategic issues are less about the coordination of operating units and more about developing and sustaining a competitive advantage for the goods and

services that are produced. At the business level, the strategy formulation phase deals with: positioning the business against rivals anticipating changes in demand and technologies and adjusting the strategy to accommodate them influencing the nature of competition through strategic actions such as vertical integration and through political actions such as lobbying.

Michael Porter identified three generic strategies (cost leadership, differentiation, and focus) that can be implemented at the business unit level to create a competitive advantage and defend against the adverse effects of the five forces.

Functional Level Strategy

The functional level of the organization is the level of the operating divisions and departments. The strategic issues at the functional level are related to business processes and the value chain. Functional level strategies in marketing, finance, operations, human resources, and R&D involve the development and coordination of resources through which business unit level strategies can be executed efficiently and effectively. Functional units of an organization are involved in higher level strategies by providing input into the business unit level and corporate level strategy, such as providing information on resources and capabilities on which the higher level strategies can be based. Once the higher-level strategy is developed, the functional units translate it into discrete action-plans that each department or division must accomplish for the strategy to succeed.

These all precautions will help to avoid failures in strategies put forward by me in the company and will lead to the success of the company.

1. International Law

What is crime against humanity and law? Is it dealt under the International Criminal Court? How is UN security council responsible?

Crime against Humanity

In our society, there exist many crimes against humanity. A crime against humanity is a term in international law that refers to acts of a persecution or any large scale atrocities against a body of people, as being the criminal offence above all others. The Rome Statue Explanatory Memorandum states that crimes against humanity “are particularly odious offences in that they constitute a serious attack on human dignity or grave humiliation or a degradation of one or mote human beings. They are not isolated or sporadic events, but are part either of a government policy (although the perpetrators need not identify themselves with this policy) or of a wide practice of atrocities tolerated or condoned by a government or a de facto authority. However, murder extermination, torture, rape, political, racial, or religious persecution and other inhumane acts reach the threshold of crimes against humanity only if they are part of a widespread or systematic practice. Isolated inhumane acts of this nature may constitute grave infringements of human rights, or depending on the circumstances, war crimes, but may fall short of meriting the stigma attaching to the category of crimes under discussion.”

The war crimes are also crimes against humanity. It takes the life of many a people. Under the Nuremberg Principles, the supreme international crime is that of commencing a war of aggression because it is the crime from which all war crimes follow. The definition of such a

crime is planning, preparing, initiating, or waging a war of aggression, or a war in violation of international treaties, agreements, or assurances.

International Criminal Court

The crime against humanity dealt under the International Criminal Court. In 2002, the International Criminal Court (ICC) was established in The Hague (Netherlands) and the Rome Statue provides for the ICC to have jurisdiction over genocide, crime against humanity and war crimes. Article 7 of the treaty stated

that: For the purpose of this Statute, “crime against humanity” means any of the following acts when committed as part of a widespread or systematic attack directed against any civilian population, with knowledge of the attack:

• Murder

• Extermination

• Enslavement

• Deportation or forcible transfer of population;

• Imprisonment or other severe deprivation of physical liberty in violation of fundamental rules of international law;

• Torture;

• Rape, sexual slavery, enforced prostitution, forced pregnancy, enforced sterilization, or any other form of sexual violence of comparable gravity;

• Persecution against any identifiable group or collectivity on political racial, national, ethnic, cultural, religious, gender as defined in paragraph 3, or other grounds that are universally recognized as impermissible under international law, in connection with any act referred to in this paragraph or any crime within the jurisdiction of the Court;

• Enforced disappearance of persons;

• The crime of apartheid

• Other inhumane acts of a similar character intentionally causing great suffering, or serious injury to body or to mental or physical health.

Crimes against humanity are particularly odious offences in that they constitute a serious attack on human dignity or grave humiliation or a degradation of one or more human beings. They are not isolated or sporadic events, but are part either of a government policy (although the perpetrators need not identify themselves with this policy) or of a wide practice of atrocities tolerated or condoned by a government or a de facto authority. However, murder, extermination, torture, rape, political, racial, or religious persecution and other inhumane acts reach the threshold of crimes against humanity only if they are part of a widespread or systematic practice. Isolated inhumane acts of this nature may constitute grave infringement of human rights, or depending on the circumstances, war crimes but may fall short of meriting the stigma attaching to the category of crimes under discussion. On the other hand, and individual may be guilty of crime against humanity even if he perpetrates one or two of the offences mentioned above, or engages in one such offence against only a few civilians, provided those offences are part of a consistent pattern of a misbehavior by a number of persons linked to that offender (for example, because they engage in armed action on the same side of because they are parties to a common plan or for any similar reason.) Consequently when one or more individuals are not accused of planning or carrying out a policy of inhumanity, but simply of perpetrating specific atrocities or vicious acts, in order to determine whether the necessary threshold is met one should use the following test: one ought to look at these atrocities or acts in their context and verify whether they may be regarded as part of an overall policy or a consistent pattern of a inhumanity , or whether they instead constitute isolated or sporadic acts of cruelty and wickedness.

Responsibility of UN Security Council

UN Security Council Resolution 1674, adopted by the United Nations Security Council on 28 April 2006, “ reaffirms the provisions of paragraphs 138 and 139 of the 2005 World Summit Outcome Document regarding the responsibility to protect populations from genocide, war crimes, ethnic cleansing and crimes against humanity”. The resolution commits the Council to action to protect civilians in armed conflict.

A recognizable body of international criminal law does exist. However, the precise parameters of this body of law are often unclear, perhaps due to rapid and complex developments of our global society. International Criminal Law can be categorized according to whether the conduct in question is international, constituting an offense against the world community, or whether the act transnational, affecting the interests of more than one state. International criminal law is an autonomous branch of law which deals with international crimes and the courts and tribunals set up to adjudicate cases in which persons have incurred international criminal responsibility.

3. Suppose you are the Chief mgr in a distribution firm, how will u implement MIS in the organization?

If I were the Chief Manager in a distribution firm, I will implement MIS in the organization through many ways.

Implementation of MIS

The choice of the system or the sub-system depends on its position in the total MIS plan, the size of the system, the user understands of the system and the complexity and its interface with other systems. The designer first develops systems independently and starts integrating them with other systems, enlarging the system scope and meeting the varying information needs.

Determining the position of the system in the MIS is easy. The real problem is the degree of structure and formalization in the system and procedures which determine the timing and duration of development of the system. Higher the degree of structure and formalization, greater is the stabilization of the rules, the procedures, decision making and the understanding of the overall business activity. Here, it is observed that the user’s and the designer interaction are smooth, and each other’s need are clearly understood and respected mutually. The development becomes a methodical approach with certainty in input-process and outputs.

MIS is generally used by medium and larger scale organizations. However, small organizations are yet to understand its application. There is dire need to build up computer culture by properly disseminating information about computer applications and its benefits.

Implementation of MIS can be achieved by using any of the methods such as direct, parallel,

modular or phase in.

• Direct Approach

Direct installation of the new system with immediate discontinuance of the old existing system is referred as “cold turkey” approach. This approach becomes useful when these factors are considered.

1. The new system does no replace the existing system.2. Old system is regarded absolutely of no value3. New system is compact and simple.4. The design of the new system is inexpensive with more advantages and less risk involved.

• Parallel Approach

The selected new system is installed and operated with current system. This method is expensive because of duplicating facilities and personal to maintain both the systems. In this approach a target date must be fixed when the operations of old system cease and new one will operate on its own.

• Modular Approach

This type of approach is generally recognized as “Pilot approach”, means the implementation of a system in the Organization on a piece-meal basis.

This has few advantages / merits

1. The risk of systems failure is localized2. The major problem can be easily identified and corrected before further implementation.3. Operating personal can be trained before system is installed in a location.

• Phase-in-Implementation

This approach is similar to modular method but it differs because of segmentation of system, however, not the organization. It has advantages that the rate of changes in a given Organization can be totally minimized and the data processing resource can be acquired gradually over a period of time. System exhibits certain disadvantages such as limited applicability, more costs incurred to develop interface with old system and a feeling in the Organization that system is never completed.

Implementation Procedures

• Planning the Implementation

After designing the MIS it is essential that the organization should plan carefully for

implementation. The planning stage should invariably include the following:

1. Identification of tasks of Implementation

Planning the implementation activities, acquisition of facilities, procedures development, generating files and forms, testing the system and evaluating and maintenance of the system.

2. Relationship establishment among the activity

Network diagram must be prepared to correlate concurrent and sequential activities.

3. Establishing of MIS

For monitoring the progress of implementation and for proper control of activities, efficient information system should be developed.

4. Acquisition of Facilities

For installation of new system or to replace current system the manager should prepare a proposal for approval from the management by considering space requirement movement of personal and location for utility outlets and controls.

5. Procedure Development

This is an important stop for implementation of the system including various activities such as evaluation selection of hardware, purchase or development of software, testing and implementation strategies.

6. Generating Files and Forms

The MIS manager should generate files and formats for storing actual date. This requires checklist data, format date storage forms and other remarks in data base.

7. Testing of the System

Test should be performed in accordance with the specifications at the implementation stage consisting of component test sub system test and total system test.• Evaluation and maintenance of system

The performance should e evaluated in order to find out cost effectiveness and efficacy of the system with minimum errors due to designs environmental changes or services.

Software Maintenances

The proper maintenance is the enigma of the system development and it holds software industry captive lying up programming resources. There are some problems in maintenance such as

regarding it as non rewarding non availability of technicians and tools no cognizance of users about maintenance problem and cost lack of standard procedures and guidelines. Most programmers feel maintenance as low level drudgery. If proper attentions is paid over a period of time eventually less maintenance is required.

Types of Maintenance

The maintenance of system are classified into corrective/adaptive/perfective. Corrective maintenance means repairing process or performance failures. Adaptive maintenance means changing the programming function whereas perfective maintenance deals with enhancing the performance or modifying the program.

Primary Activities of a Maintenance Procedure

Documentation is major part of maintenance in system development. Maintenance staff receives requests from the authorized user. Programming library should be maintained.

Reduction in Maintenance Costs

Several organizations having MIS generally go in for reducing maintenance costs and it consists of three major phases.

1. Maintenance management audit through questionnaires and interviews.2. Software system audit.3. Software modification.

Evaluation Methods

Evaluation of the MIS in an organization is integral part of the control processes. There are several evaluation approaches such as quality assurance review compliance of audits budget performance review computer personal productivity assessment computer performance evaluation service level monitoring user audit survey post installation review and cost benefit analysis.

Evaluation performance measurement can be classified into two classes as effectiveness and efficiency. The relationship between effectiveness and efficiency is that the format is a measure of goodness of out put and the latter is a measure of the resources required to achieve the output.

4. Elaborate the points that are needed for effective formatting of business letter?

Communication is the lifeblood of business operations. And business letters are the indispensable part of business communication. The most precious gift we can feel proud of is our language. So we should always improve it, polish it, perfect it and command it in writing and in speak. English is used as a universal language for business communication. Communication is an

exchange and exact replication of thoughts, feelings, facts, beliefs and ideas between and among the individuals through a common system of symbols to cause some actions or change in behavior.

The business communication depends upon several factors. The most important among that is, type of the business. Every business firm should communicate its idea to others in the form of letters. In this modern age Internet and e-mail business letters plays and important role. Good writing is the result of good planning and clear thinking. For writing an effective business letter, we should know the principles of good writing.

The main steps in effective writing are1. Pre writing- preparation, planning, back ground research2. Writing- Organizing and outlining material, writing the first draft.3. Revising – Reworking and editing the draft, final typing and printing proof reading.In the pre writing stage we should analyse the questions such as· What is the purpose of this message?· Why am I writing it?· Who is the audience?· Whom do I want to influence?· What do I want to say?· What is the scope of my subject?· What result or actions do I want?

By finding the answers of above questions we came to the haven of perfect writing..

The second step “writing” means the writing of first draft. It should be written quickly with out too much thought to elegant expressions or final order and paragraphing. As we write the first draft, keep our audience in mind. Doing so will help us stay focused on the purpose of our work. Keep writing until we have completed the first draft.We should revise the material, by reading, from the viewpoint of a reader. If possible, we can ask others, for their comments and suggestions. Or we ourselves can check it after a break. So we can spot inconsistencies and errors more easily.

At the time of writing a business letter we should kept in mind the things like1. Keep the letter short and clear2. Use our own words3. Use the proper form of address etc.While writing business letter we shall keep some more points in out mind. That is· Consider the audience for the proper angle· Anticipate special problem in readers reaction· Out line the message functionally· Develop the first draft· Edit content grammar clarity, conciseness and style

Business letters have the following basic parts

· Heading or Letter head:Usually the heading of the letter is a printed one called the letter head. It may contains the name of the company, address, phone No., e-mail, website, name of the office or correspondent. If it is not there it should be typed at the upper right corner of the paper about one and one half inches from the top and flush with right margine.

Eg.

MAJENTA CORPORATIONFlorida, USATEL.98765432152Email majenta@google.comhttp/www.majenta.com

· Date Line:

Every business letters should have the correct date typed under the letterhead. The date records when the letter was written and may serve as an important reference. If there is a question about an order or shipment, a contract or a reply to customer complaints, you will have the dated copy of a letter in your files to verify when you wrote the message and what we said. Mail the letter on or close to the date typed under the letterhead. The postmark on the envelope and the date in the letter should correspond as nearly as possible.

· Inside Address:The inside address is typed below the date line. It is single spaced and placed flush against the left margin. The inside address contains the name, title, company division or department, mailing, address, and zip code of the receiver.Mr. Joseph AlexArea ManagerABC CorporationMG road, PulimoodTrivandrumPIN 695 001

In American English the area code is usually at the same level as the place, separated by a comma.

· Reference LinesA subject line is not necessary. By that the reader immediately knows what the letter is about.

These are the three common methods to distinguish the subject line from the body of the letter.

· Use “subject” or “Ref.”· Type the subject in bold letter· Type the subject in capital letterIn case if calling a special attention to the subject of the letters or single out a particular person to whom the letter is addressed in a company. We have to use a reference line for purpose.Following is an example of a reference as “Personal & Confidential” is typed in initial capital and underscored before the inside address as follows.

Personal & ConfidentialMs. BhanumathiVice ChairpersonXerox CorporationOhioUnited States of America

“Attention” and “Subject” are the other reference lines typed below the inside address. They are followed by a colon and are not underscored.Eg.AddressSubject: Supply of new improved dispensing machine.

AddressAttention: Mr. Madhusudhanan, Partner, Sales.

· Salutation:In business letter, after the inside address or reference line, the salutation is typed two lines down. Hush with the left margin and followed by a colon.

Dear Ms / Miss / Mrs. / Mr. / Dr. + Surname

Eg.Dear Mr. Madhu

We can also write the person’s full name. In this case, leave out the title (Mr. / Mrs.). This was of writing the salutation is very handy if we do not know the gender of the person.Eg.

Dear Blessy

There are several possibilities to address people that we don’t know by name.

Salutation

When to UseDear sir/Dear sirsMale addressee (Esp. in British English)GentlemenMale Addressee (Esp. in American English)Dear madamFemale Addressee (Esp. in British English)LadiesFemale Addressee (Esp. in American English)Dear Sirs or madamGender Unknown (Esp. in British English)Ladies and GentlemanGender Unknown (Esp. in American English)To whom it may concernGender Unknown (Esp. in American English)

Business partners often call each other by their first names. In this case, write the salutation as follows.

Dear Madhu, (short for madhusudanan)

· Punctuation

In British English, don’t use any punctuation mark or use a comma.

Dear Mr Miller

In American English use a colon,

· Ms , Miss, or Mrs?

· Mrs - to address a married woman· Miss - to address an unmarried woman (rarely used now)· Ms - to address a woman whose marital status we don’t know; also use to address an unmarried woman.

· Body of the Business letterThe body of the letter can be typed in block style with no paragraph indentation or semi block style in which the paragraphs are intended. There is no “ accurate “ style. It is base on the personal or company preference. Paragraphs are typed single space with double space between them.

The body should be divided into at least two or three paragraphs. It makes the text easier to read and presents the message more clearly.

First paragraph:Introduction and reason for writing- begin with information that cathes the reader’s attention and refers to some need or interest of the reader. Put the “you” into the letter.

Second Paragraph:Explain reasons for writing in more detail provide background information etc. Bring in our involvement, what role we are playing, or what service or information we have to offer. Put “You” and “I” into the letter.

Forthcoming paragraphs:How to reach the action or result by this letter is to be mentioned here.

Last Paragraph:End the body of the letter with the action or idea that you want the reader to consider or with the results. We should like to have. Keep the “ you” and “I” in the reader’s mind but emphasize “you”.It is noted that our text should be positive and well structured.Eg.With reference to your letter-dated 31.09.2007, that your Self Help Group named Aiswarya SHG was purchased three aracaleaf plate making machine and its accessories. You asked for a quote on our premium product- Deepam Paper Bag Machine.

I am glad to inform you that, this month we have announce an additional discount on the paper bag machine. According to the new policy of the Government of Kerala, banned the plastic carry bag under 30 microns. It will enhance the market of paper bags. The machine itself is eco friendly and working with zero percent atmospheric pollution. Its production capacity is 2 times more than other company’s models. At the same time price is a little bit lower than others.

The discount offer expires by 15 of next month. But if you order the same by this month, you can get a scratch and win gift. We also keen in speed and safe door delivery with no additional cost. So please make necessary step to buy the product as early as possible.Here states the reader need in the first paragraph. The following paragraph describes how the company satisfies that need. The closing paragraph mentions the desired actions for the recipient and the company. The plan of the letter helps the writer be concise, specific, and direct.

· Complimentary closeIt is typed one double space after the body of the letter. It can be centered on the page or set flush with the left or right margin. The most used complimentary close is “Sincerely”, although many companies also use “Yours truly” or “sincerely yours”.

The closing is followed by four lines and then typed name and title of the person sending the letter. In rare instances when the letter is not typed on letter head stationery, the company name and address follow the name and title of the sender. A phone number may also be included for the quick reply to the letter.Eg,

Sincerely

VijayakumarManaging PartnerSPH, Trivandrum· Signature:Between the complimentary closing and typed name we should put our signature. If we are signing it for some one else using a stamped signature, put our initials after the signature and on the same line.

· Stenographic ReferenceThe reference initials refer to the person who is sending the letter and to the typist. The sender initials are typed in all capitals. Followed by a colon or a slash, then the initials of the typist in lower case letters.Eg.:FWW:tg or :FWW/tg.If we type our own letter, omit the reference initials.

· Enclosures or CopiesThis designation is typed one single space below the stenographic initials. It alerts the reader that the material has been enclosed with the letter or that copies of the letter have been sent to others. It can be write as follows.

Encl: orEnclosures (5) orEnclosures : QuotationRoute mapSKU listCc: orCopies: Mr. SMS, Sales partnerMr. MGK, Area Manager Jotun paintsMr. VGK, Marketing Executive

In short we should notice the following things while writing business letter. As the business letter is the lifeblood of business communication we should very careful about the writing of it. It shows not our language but the business. The reader assesses our company or business based on the letter. So we should make all the effort to create the letter beautifully, concisely and able to satisfy the needs.

5. Which are the points will you keep in mind for recruiting new personnel into your organization if you are the HR Manager of a footwear manufacturing company?

One of the most important HRM function is the appropriate recruitment and selection of suitable staff. If I will be the HR Manager of a reputed footwear company, I will surely look into many aspects to get the best suitable person for my company. Thus my selection process will be based on the following objectives,

1. Hire the right person.

2. Conduct a wide and extensive search of the potential position candidates.

3. Recruit staff members who are compatible with the college or university environment and culture.

4. Hire individuals by using a model that focuses on student learning and education of the whole person.

5. Place individuals in positions with responsibilities that will enhance their personal development.

Effective recruitment and selection procedures are critical components of an organization's human resource management process. Having determined its staff requirements, the organization next has to ensure that it has systems in place to attract and select candidates of the right caliber. This can be done by,

1. Alternative sources of potential recruits are known and used and there is a process for tapping these sources.

2. There are systems in place that enable candidates to be assessed effectively and to ensure that vacancies are filled by the most appropriate people and in the most cost effective manner.

3. Any selection processes in use treat existing employees and potential recruits fairly and honestly, meet legal obligations and provide equality of opportunity.

4. All administrative procedures, such as obtaining references, preparing a contract of employment etc are handled efficiently.

The Recruitment Process

The various stages in the recruitment process include,

Identifying the need to recruit. Identifying the job requirements. Deciding the source of potential recruits. Deciding the selection method. Short listing candidates. Selecting the successful

1. IDENTIFYING THE NEED TO RECRUIT

When a vacancy occurs, the first issue to consider is whether there is a need to fill it. There is also the question of whether it is the same job that needs to be filled. This should be based on the following alternatives,

A. Reorganization It may be possible to reorganize the job in a particular function

so that the same work can be done by fewer people. This will reduce staff members and will increase productivity. When is business is tight this is easier to achieve, as people will be less willing to put their jobs at risk and may consequently be prepared to work harder for lower rewards. However, in the longer term such an approach may lead to resentment on the part of employees.

B. Flexible Working More flexible working arrangements may achieve the same productivity with having to increase or maintain staff members. At the simplest level, increased overtime can compensate for a short-fall in staff members, although this clearly lacks a certain degree of flexibility. Flexible working hours and annual hours agreements can be particularly valuable mechanisms for covering longer daytime working hours. Teleworking can enable people to be highly productive from a home base without having to spend time and money commuting.

C. Using Part-Time or Casual Staff Part-time staffs are actually employed on a regular basis for a set of number of hours, whereas casual staffs are hired as and when the need arises. The latter arrangement is obviously a more flexible but it needs to be remembered that casual staff can acquire the rights of permanent employees in certain circumstances. An alternative is to employ agency staffs, who are available to cover a range of functions.

C. Using Contractors Contractors are commercial providers of services for which the organization has to pay. It makes sense to use contractors whenever the organization has a periodic rather than a permanent need for a particular service. Also there is an increasing trend of

interim executives. These are experienced executives who will generally have senior level experiences of an area which they may be brought into cover. They can be employed for a period of months to cover for short term absences or to cope with peak workloads.

D. Staff Transfer or Promotion A post can be filled by internal promotions or staff transfer rather than by seeking to fill it from outside the organization. This can have obvious benefits from the point of view of motivation and morale.

E. Job Sharing Job sharing has some obvious benefits for those with other commitments. It opens jobs to people who might not otherwise have been able to consider applying.

F. Computerization Computerization has been producing more information rather than trying to reduce staff efforts. This could reduce staff effort and staff costs.

These points will give solution for recruiting new staffs.

IDENTIFYING THE JOB REQUIREMENTS There should be clear job description - and the need to a vacancy is an ideal opportunity to review any existing job description to ensure that it still meets the organization's requirements.

Content of the Personnel or Person Specification This can be explained by Alex Rodger's Seven Point Plan and Munro Fraser's Five Fold Grading System.

Seven Point Plan

1. Physical Make - up Health, Appearance, Bearing and Speech 2. Attainments Education, Qualifications, Experience 3. General Intelligence Intellectual Capacity 4. Special Aptitudes Mechanical, Manual Dexterity, Facility in use of words and figures 5. Interests Intellectual, Practical, Constructional, Physically Active, Social, Artistic 6. Disposition Acceptability, Influence over Others, Steadiness, Dependability, Self Reliance. 7. Circumstances Any special demands of the job, such as ability to work unsocial hours, travel abroad etc.

Five Fold Grading System 1. Impact on Others Physical Make-up, Appearance, Speech and Manner 2. Acquired Qualifications

Education, Vocational Training, Work Experience 3. Innate Abilities Quickness of Comprehension and Aptitude for Learning 4. Motivation Individual Goals, Consistency and Determination in following them up, Success Rate

5. Adjustment Emotional stability, Ability to stand up to stress and Ability to get on with people

MSL / McBer Competency Cluster for Managerial Jobs

Integrated Competency Model 1. Understanding what needs to be done A. Reasoning B. Visioning C. Know - how D. Expertise

2. Influencing and gaining support A. Communication B. Interpersonal Skills C. Personal Impact D. Direct Influencing E. Organizational Influencing

3. Producing the results A. Directing B. Motivating C. Productivity

4. Achieving against the odds A. Enterprise B. Achievement C. Confidence D. Resilience

When a new or changed job is filled, there is likely to be a need to

consider the rate of pay or the grade and the conditions of employment to be attached to the job.

RECRUITMENT SOURCES For an effective recruitment, we should keep in mind the sources of recruitment.

1. The Organization Itself Internal recruitments can be of motivation, morale and development. This will decrease the staff

costs, but too much internal recruitments can starve the organization of fresh ideas and approaches from external candidates.

2. Word of Mouth Jobs may be often filled by existing employees letting their friends and acquaintances know of any vacancies. While this approach will save the cost of advertising and recruiting, appointing friends and relatives of existing employees can clearly have the effect of restricting employment opportunities to certain groups only. Also, this will attract the group formation in the organization.

3. Newspaper and Magazine Advertisements A common way of advertising is through local or national newspapers and professional journals and magazines. Applicants recruited locally can be given in the local newspapers and senior posts can be advertised in the national newspapers. For particular types of professional or specialized posts, professional journals may be appropriate.

4. Jobcentres and Employment Agencies Jobcentres will display job vacancies and refer possible recruits to

an organization. Agencies tend to specialize in one particular type of staff such as secretaries or accountants. Whereas the service provided by the jobcentres is free, agencies charge a fee if an appointment is made.

5. Selection Consultants These people can bring considerable expertise to the selection process and can give advice on the kind of reward and benefit package. They can advertise vacancies, interview and shortlist candidates and provide assistance for the final selection. The main drawback is the high cost for these people.

6. Executive Search Consultants (Headhunters) This can be utilized for the senior posts. In this case, the consultants will conduct a market search, targeting people in senior positions in other organizations or referring to their own database of candidates. The main drawback is that of high cost and will automatically exclude those outside the headhunter's network.

7. Schools and Universities The organization can recruit candidates from schools, colleges and universities, who can then be properly trained. This requires many interviews, but it is less I cost.

8. Internet Through internet, the vacancies will be available to a number of people who can access international websites through the cheap cost a phone call. This way will increase the databank of both employees and candidates.

SELECTION METHODS There are many kinds of selection methods,

1. Application Form or Curriculum Vitae The candidates respond to an application form through a letter of application, application form or curriculum vitae. CV is mostly used for senior posts.

Advantages of Application Forms 1. As information is easily structured, it is easy to structure the candidates. 2. The organization gets information it wants. 3. The form can be used as the basis for the interview. 4. Standard of completion gives an indication of a candidate's suitability. 5. It can form the part of personal file. 6. It reduces the likelihood of unfairness or discrimination. 7. Forms can be used to collect data for equal opportunities research purposes. 8. Information can more easily be computerized. 9. Forms can reinforce positive messages about the organization.

Disadvantages of Application Forms 1. Different forms may have to be prepared for different jobs. 2. There is little opportunity for the candidate to display creative flair. 3. Insufficient space is sometimes provided and additional pages have to be attached. 4. Badly designed forms could cause difficulties.

2. Letters of Application / CVs Candidates respond to the advertisements through Letters of applications or CVs

Advantages of Letters of Applications or CVs 1. The standard of presentation will give some idea of the suitability of the applicant, although there are a number of companies who will prepare a professional CV for a fee. 2. There is no danger that the applicant will be discouraged by having to complete an application form. 3. Different aspects of background and experience can be covered as fully as the individual thinks fit. 4. Individual can prepare a standard CV that can be sent out very quickly.

Disadvantages of Letters of Applications or CVs 1. The fact they can be professionally produced can give a misleading impression of the applicant's narrative skills. 2. The greater variability in the type and format of information provided make like for like comparisons more difficult. 3. The applicant will give the information that he or she wants to give, not necessarily what the organization wants.

3. Telephone Inviting applications by telephone can produce a rapid response to an advertisement. This can

can clearly save time& effort for both the organization & the applicant.

4. Interviews A selection interview is a controlled conversation between an applicant for a job & the employer, or some one representing the employer, designed to test the suitability of the applicant for the job in question. In the selection process the specific aims of the interviewer are: 1. to find out as much job-relevant information as possible about the applicant so that his or her suitability for the job can be

assessed against the pre-determined criteria for the effective job performance. 2. to give further information about the job & the organization. 3. to ensure that the process is as fair as possible& is perceived to be fair.

The most important criticisms against interviews are as follows: 1. Interviewers make up their mind about a candidate within the first 3 or 4 minutes of the interview&spend the rest of the interview looking for evidence to confirm their original view. 2. Interviews seldom change the opinion formed from the original application & the candidate's appearance. 3. There is a tendency to give more weight to unfavourable evidence than to that which is favourable. 4. When interviewers make up their minds early in the interview, their behaviour tends to convey this to the candidate. 5. One overriding characteristic, such as appearance or speech, can tend to overshadow other factors. 6. When there are a number of interviewers, there is frequently disagreement between them about candidates, sometimes leaving the way open for everyone's second choice. 7. Interviewers tend to recruit in their own likeliness.

Despite of these drawbacks, the interview remains popular because: 1. it is perhaps the best way to assess the compatibility of the candidate with his or her colleagues or boss, which is probably one of the most crucial factors affecting the success of any employment relationship; 2. it is a flexible and quick way of gaining information about a candidate and of giving more information about the job and the organization. 3. as Torrington and Hall have identified, there is also a ritualistic

aspect to the interview-it is usually an expected and accepted part of the process.

Interviews can be formal or informal, be conducted by one individual or several, or follow one of a number of strategies or techniques.

A person has to follow a number of rules for a successful interview, like:

Before the Interview 1. Ensure that candidates are adequately briefed about the organization and the job. 2. Ensure that you prepare for the interview by reading through the relevant applications and

have all the necessary documentations including the job descriptions and the personal specifications. 3. Arrange venue that is free from interruption and, if necessary, have telephone calls diverted. 4. Ensure that you, any other interviewers and the candidates know the time, date and venue. 5. Ensure that enough time is set aside for the interviews and allot time for discussing applicants and for a possible overrun. 6. Formulate some questions in advance and ensure that all important aspects are covered. 7. Where more than one interviewer is involved, decide who will chair the interview and who will ask the questions. 8. Try to ensure that all those involved in interviewing have been trained in the process. 9. Give some thought to the seating arrangements and to the kind of interview you wish to conduct. 10. Make appropriate arrangements for the reception of applicants in particular giving them somewhere to sit, ensuring that they are told where the cloakroom facilities are and making sure that the reception staff know they are coming.

During the interview 1. Try to stick to the timetable. 2. Follow a clear structure during the interview so that there is an obvious beginning, middle and end. 3. Start by welcoming the candidate and try to put him or her at ease, perhaps by chatting about something in consequential. 4. Introduce yourself and any other interviewers. 5. State the purpose of the interview and describe how it is to be conducted. 6. Try to ask questions that are open ended and encourage discussions. 7. Ensure that you avoid questions that could be construed as discriminatory. 8. Avoid just going back over the application forms, repeating the information that is already there. 9. Do not hesitate to probe if the need arises. 10. Listen carefully to the replies remembering that most of the talking should be done by the candidate and try to read between the lines. 11. Ask the interviewee to supply examples of the kinds of things he or she has done to get a clear idea of current and past experiences. 12. Keep notes of what is said, if a number of candidates are being interviewed. 13. At the end of the interview, invite the candidate to ask any questions about the job or the organization.

After the Interview 1. Discuss and record your conclusion.

2. Notify the candidates of the outcome as soon as possible. 3. Negotiate the salary and terms of the employment with the successful candidate and prepare a contract of employment. 4. Undertake the follow - up research through interview or by using the organization's performance, management process to check whether the selection predictions have approved

accurate.

5. Selection Tests The main selection tests are:

Psychometric Tests This involves procedures to applicants in such a way that their response can be quantified. Any test should be, 1. A sensitive measuring instrument that discriminates between subjects. 2. Standardized, so that individual score can be related to others. 3. Reliable, in that it always measures the same thing. 4. Valid, in that the test measures what it is designed to measure. 5. Acceptable to the candidate 6. Non discriminatory.

Different types of Psychometric tests are,

1. Intelligence Tests Intelligence test, the oldest kind of psychometric test have been designed by Binet &Simon in 1905.The scores are expressed in terms of Intelligence Quotient or IQ which is the ratio of mental age to the chronological age of the individual. The main problem with the intelligence test is that they are attempting to measure something which is very complex and about which there is much disagreement. They have limited application in the selection context.

2. Aptitude and Attainment Tests These are designed to test particular aptitudes or abilities for the job. Aptitude test measure individual's potential to develop whereas attainment these measure skills that have already been acquired. Some of the most common attainment tests are typing test, which are widely used and accepted.

3. Personality Tests. Personality is the integration of all of an individual's characteristics into a unique organization that determines and is modified by his attempts at adaptation to his continually changing environment. Personality test can take different form testing like Individual traits or characteristics, interests or values. These tests include the 16PF, Myers-Briggs, the FIRO-B & Saville and Holdsworth's OPQ.

Recruitment function can become easy if it is done with enough skill and talent. This can be made successful by good team work and with good ways to find the talented ones. Otherwise it will become a total headache to the HR manager. Good employees will work for the progress of the organization and so the growth of the organization rests upon the person who recruits the personnel necessary for the organization. I will surely use all methods possible for recruitment and selection process.

Which are the points will you keep in mind for recruiting new personnel into your organization if you are the HR Manager of a footwear manufacturing company?

One of the most important HRM function is the appropriate recruitment and selection of suitable staff. If I will be the HR Manager of a reputed footwear company, I will surely look into many aspects to get the best suitable person for my company. Thus my selection process will be based on the following objectives,

1. Hire the right person.

2. Conduct a wide and extensive search of the potential position candidates.

3. Recruit staff members who are compatible with the college or university environment and culture.

4. Hire individuals by using a model that focuses on student learning and education of the whole person.

5. Place individuals in positions with responsibilities that will enhance their personal development.

Effective recruitment and selection procedures are critical components of an organization's human resource management process. Having determined its staff requirements, the organization next has to ensure that it has systems in place to attract and select candidates of the right caliber. This can be done by,

1. Alternative sources of potential recruits are known and used and there is a process for tapping these sources.

2. There are systems in place that enable candidates to be assessed effectively and to ensure that vacancies are filled by the most appropriate people and in the most cost effective manner.

3. Any selection processes in use treat existing employees and potential recruits fairly and honestly, meet legal obligations and provide equality of opportunity.

4. All administrative procedures, such as obtaining references, preparing a contract of employment etc are handled efficiently.

The Recruitment Process

The various stages in the recruitment process include,

Identifying the need to recruit. Identifying the job requirements. Deciding the source of potential recruits. Deciding the selection method.

Short listing candidates. Selecting the successful

1. IDENTIFYING THE NEED TO RECRUIT

When a vacancy occurs, the first issue to consider is whether there is a need to fill it. There is also the question of whether it is the same job that needs to be filled. This should be based on the following alternatives,

A. Reorganization It may be possible to reorganize the job in a particular function

so that the same work can be done by fewer people. This will reduce staff members and will increase productivity. When is business is tight this is easier to achieve, as people will be less willing to put their jobs at risk and may consequently be prepared to work harder for lower rewards. However, in the longer term such an approach may lead to resentment on the part of employees.

B. Flexible Working More flexible working arrangements may achieve the same productivity with having to increase or maintain staff members. At the simplest level, increased overtime can compensate for a short-fall in staff members, although this clearly lacks a certain degree of flexibility. Flexible working hours and annual hours agreements can be particularly valuable mechanisms for covering longer daytime working hours. Teleworking can enable people to be highly productive from a home base without having to spend time and money commuting.

C. Using Part-Time or Casual Staff Part-time staffs are actually employed on a regular basis for a set of number of hours, whereas casual staffs are hired as and when the need arises. The latter arrangement is obviously a more flexible but it needs to be remembered that casual staff can acquire the rights of permanent employees in certain circumstances. An alternative is to employ agency staffs, who are available to cover a range of functions.

C. Using Contractors Contractors are commercial providers of services for which the organization has to pay. It makes sense to use contractors whenever the organization has a periodic rather than a permanent need for a particular service. Also there is an increasing trend of

interim executives. These are experienced executives who will generally have senior level experiences of an area which they may be brought into cover. They can be employed for a period of months to cover for short term absences or to cope with peak workloads.

D. Staff Transfer or Promotion A post can be filled by internal promotions or staff transfer rather than by seeking to fill it from outside the organization. This can have obvious benefits from the point of view of motivation and morale.

E. Job Sharing Job sharing has some obvious benefits for those with other commitments. It opens jobs to people who might not otherwise have been able to consider applying.

F. Computerization Computerization has been producing more information rather than trying to reduce staff efforts. This could reduce staff effort and staff costs.

These points will give solution for recruiting new staffs.

IDENTIFYING THE JOB REQUIREMENTS There should be clear job description - and the need to a vacancy is an ideal opportunity to review any existing job description to ensure that it still meets the organization's requirements.

Content of the Personnel or Person Specification This can be explained by Alex Rodger's Seven Point Plan and Munro Fraser's Five Fold Grading System.

Seven Point Plan

1. Physical Make - up Health, Appearance, Bearing and Speech 2. Attainments Education, Qualifications, Experience 3. General Intelligence Intellectual Capacity 4. Special Aptitudes Mechanical, Manual Dexterity, Facility in use of words and figures 5. Interests Intellectual, Practical, Constructional, Physically Active, Social, Artistic 6. Disposition Acceptability, Influence over Others, Steadiness, Dependability, Self Reliance. 7. Circumstances Any special demands of the job, such as ability to work unsocial hours, travel abroad etc.

Five Fold Grading System 1. Impact on Others Physical Make-up, Appearance, Speech and Manner 2. Acquired Qualifications Education, Vocational Training, Work Experience 3. Innate Abilities Quickness of Comprehension and Aptitude for Learning 4. Motivation

Individual Goals, Consistency and Determination in following them up, Success Rate

5. Adjustment Emotional stability, Ability to stand up to stress and Ability to get on with people

MSL / McBer Competency Cluster for Managerial Jobs

Integrated Competency Model 1. Understanding what needs to be done A. Reasoning B. Visioning C. Know - how D. Expertise

2. Influencing and gaining support A. Communication B. Interpersonal Skills C. Personal Impact D. Direct Influencing E. Organizational Influencing

3. Producing the results A. Directing B. Motivating C. Productivity

4. Achieving against the odds A. Enterprise B. Achievement C. Confidence D. Resilience

When a new or changed job is filled, there is likely to be a need to

consider the rate of pay or the grade and the conditions of employment to be attached to the job.

RECRUITMENT SOURCES For an effective recruitment, we should keep in mind the sources of recruitment.

1. The Organization Itself Internal recruitments can be of motivation, morale and development. This will decrease the staff costs, but too much internal recruitments can starve the organization of fresh ideas and approaches from external candidates.

2. Word of Mouth

Jobs may be often filled by existing employees letting their friends and acquaintances know of any vacancies. While this approach will save the cost of advertising and recruiting, appointing friends and relatives of existing employees can clearly have the effect of restricting employment opportunities to certain groups only. Also, this will attract the group formation in the organization.

3. Newspaper and Magazine Advertisements A common way of advertising is through local or national newspapers and professional journals and magazines. Applicants recruited locally can be given in the local newspapers and senior posts can be advertised in the national newspapers. For particular types of professional or specialized posts, professional journals may be appropriate.

4. Jobcentres and Employment Agencies Jobcentres will display job vacancies and refer possible recruits to

an organization. Agencies tend to specialize in one particular type of staff such as secretaries or accountants. Whereas the service provided by the jobcentres is free, agencies charge a fee if an appointment is made.

5. Selection Consultants These people can bring considerable expertise to the selection process and can give advice on the kind of reward and benefit package. They can advertise vacancies, interview and shortlist candidates and provide assistance for the final selection. The main drawback is the high cost for these people.

6. Executive Search Consultants (Headhunters) This can be utilized for the senior posts. In this case, the consultants will conduct a market search, targeting people in senior positions in other organizations or referring to their own database of candidates. The main drawback is that of high cost and will automatically exclude those outside the headhunter's network.

7. Schools and Universities The organization can recruit candidates from schools, colleges and universities, who can then be properly trained. This requires many interviews, but it is less I cost.

8. Internet Through internet, the vacancies will be available to a number of people who can access international websites through the cheap cost a phone call. This way will increase the databank of both employees and candidates.

SELECTION METHODS There are many kinds of selection methods,

1. Application Form or Curriculum Vitae The candidates respond to an application form through a letter of application, application form or

curriculum vitae. CV is mostly used for senior posts.

Advantages of Application Forms 1. As information is easily structured, it is easy to structure the candidates. 2. The organization gets information it wants. 3. The form can be used as the basis for the interview. 4. Standard of completion gives an indication of a candidate's suitability. 5. It can form the part of personal file. 6. It reduces the likelihood of unfairness or discrimination. 7. Forms can be used to collect data for equal opportunities research purposes. 8. Information can more easily be computerized. 9. Forms can reinforce positive messages about the organization.

Disadvantages of Application Forms 1. Different forms may have to be prepared for different jobs. 2. There is little opportunity for the candidate to display creative flair. 3. Insufficient space is sometimes provided and additional pages have to be attached. 4. Badly designed forms could cause difficulties.

2. Letters of Application / CVs Candidates respond to the advertisements through Letters of applications or CVs

Advantages of Letters of Applications or CVs 1. The standard of presentation will give some idea of the suitability of the applicant, although there are a number of companies who will prepare a professional CV for a fee. 2. There is no danger that the applicant will be discouraged by having to complete an application form. 3. Different aspects of background and experience can be covered as fully as the individual thinks fit. 4. Individual can prepare a standard CV that can be sent out very quickly.

Disadvantages of Letters of Applications or CVs 1. The fact they can be professionally produced can give a misleading impression of the applicant's narrative skills. 2. The greater variability in the type and format of information provided make like for like comparisons more difficult. 3. The applicant will give the information that he or she wants to give, not necessarily what the organization wants.

3. Telephone Inviting applications by telephone can produce a rapid response to an advertisement. This can can clearly save time& effort for both the organization & the applicant.

4. Interviews A selection interview is a controlled conversation between an applicant for a job & the employer,

or some one representing the employer, designed to test the suitability of the applicant for the job in question. In the selection process the specific aims of the interviewer are: 1. to find out as much job-relevant information as possible about the applicant so that his or her suitability for the job can be

assessed against the pre-determined criteria for the effective job performance. 2. to give further information about the job & the organization. 3. to ensure that the process is as fair as possible& is perceived to be fair.

The most important criticisms against interviews are as follows: 1. Interviewers make up their mind about a candidate within the first 3 or 4 minutes of the interview&spend the rest of the interview looking for evidence to confirm their original view. 2. Interviews seldom change the opinion formed from the original application & the candidate's appearance. 3. There is a tendency to give more weight to unfavourable evidence than to that which is favourable. 4. When interviewers make up their minds early in the interview, their behaviour tends to convey this to the candidate. 5. One overriding characteristic, such as appearance or speech, can tend to overshadow other factors. 6. When there are a number of interviewers, there is frequently disagreement between them about candidates, sometimes leaving the way open for everyone's second choice. 7. Interviewers tend to recruit in their own likeliness.

Despite of these drawbacks, the interview remains popular because: 1. it is perhaps the best way to assess the compatibility of the candidate with his or her colleagues or boss, which is probably one of the most crucial factors affecting the success of any employment relationship; 2. it is a flexible and quick way of gaining information about a candidate and of giving more information about the job and the organization. 3. as Torrington and Hall have identified, there is also a ritualistic

aspect to the interview-it is usually an expected and accepted part of the process.

Interviews can be formal or informal, be conducted by one individual or several, or follow one of a number of strategies or techniques.

A person has to follow a number of rules for a successful interview, like:

Before the Interview 1. Ensure that candidates are adequately briefed about the organization and the job. 2. Ensure that you prepare for the interview by reading through the relevant applications and have all the necessary documentations including the job descriptions and the personal specifications. 3. Arrange venue that is free from interruption and, if necessary, have telephone calls diverted. 4. Ensure that you, any other interviewers and the candidates know the time, date and venue.

5. Ensure that enough time is set aside for the interviews and allot time for discussing applicants and for a possible overrun. 6. Formulate some questions in advance and ensure that all important aspects are covered. 7. Where more than one interviewer is involved, decide who will chair the interview and who will ask the questions. 8. Try to ensure that all those involved in interviewing have been trained in the process. 9. Give some thought to the seating arrangements and to the kind of interview you wish to conduct. 10. Make appropriate arrangements for the reception of applicants in particular giving them somewhere to sit, ensuring that they are told where the cloakroom facilities are and making sure that the reception staff know they are coming.

During the interview 1. Try to stick to the timetable. 2. Follow a clear structure during the interview so that there is an obvious beginning, middle and end. 3. Start by welcoming the candidate and try to put him or her at ease, perhaps by chatting about something in consequential. 4. Introduce yourself and any other interviewers. 5. State the purpose of the interview and describe how it is to be conducted. 6. Try to ask questions that are open ended and encourage discussions. 7. Ensure that you avoid questions that could be construed as discriminatory. 8. Avoid just going back over the application forms, repeating the information that is already there. 9. Do not hesitate to probe if the need arises. 10. Listen carefully to the replies remembering that most of the talking should be done by the candidate and try to read between the lines. 11. Ask the interviewee to supply examples of the kinds of things he or she has done to get a clear idea of current and past experiences. 12. Keep notes of what is said, if a number of candidates are being interviewed. 13. At the end of the interview, invite the candidate to ask any questions about the job or the organization.

After the Interview 1. Discuss and record your conclusion.

2. Notify the candidates of the outcome as soon as possible. 3. Negotiate the salary and terms of the employment with the successful candidate and prepare a contract of employment. 4. Undertake the follow - up research through interview or by using the organization's performance, management process to check whether the selection predictions have approved accurate.

5. Selection Tests The main selection tests are:

Psychometric Tests This involves procedures to applicants in such a way that their response can be quantified. Any test should be, 1. A sensitive measuring instrument that discriminates between subjects. 2. Standardized, so that individual score can be related to others. 3. Reliable, in that it always measures the same thing. 4. Valid, in that the test measures what it is designed to measure. 5. Acceptable to the candidate 6. Non discriminatory.

Different types of Psychometric tests are,

1. Intelligence Tests Intelligence test, the oldest kind of psychometric test have been designed by Binet &Simon in 1905.The scores are expressed in terms of Intelligence Quotient or IQ which is the ratio of mental age to the chronological age of the individual. The main problem with the intelligence test is that they are attempting to measure something which is very complex and about which there is much disagreement. They have limited application in the selection context.

2. Aptitude and Attainment Tests These are designed to test particular aptitudes or abilities for the job. Aptitude test measure individual's potential to develop whereas attainment these measure skills that have already been acquired. Some of the most common attainment tests are typing test, which are widely used and accepted.

3. Personality Tests. Personality is the integration of all of an individual's characteristics into a unique organization that determines and is modified by his attempts at adaptation to his continually changing environment. Personality test can take different form testing like Individual traits or characteristics, interests or values. These tests include the 16PF, Myers-Briggs, the FIRO-B & Saville and Holdsworth's OPQ.

Recruitment function can become easy if it is done with enough skill and talent. This can be made successful by good team work and with good ways to find the talented ones. Otherwise it will become a total headache to the HR manager. Good employees will work for the progress of the organization and so the growth of the organization rests upon the person who recruits the personnel necessary for the organization. I will surely use all methods possible for recruitment and selection process.