recruitment & selection process
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A MANAGEMENT THESIS
- II ON
“Recruitment & Selection process of sale Executive”
AT
L G d ist ributo rs & its Out le t
BY RICHA
09JU00200015
This report is submitted in the partial fulfillment of the Requirement for the award of the degree of
MASTER OF BUSSINESS ADMINISTRATION
(SESSION 2009-2011)
ICFAI UNIVERSITY,RANCHI
U n d er t h e G u i d a n ce o f : -
Dr Rumna Bhattacharjee
A C K N O W L E D G E M E N T
I feel myself privileged at having an opportunity to thank the
people who helped me at all stages of my research work. It is
with a deep sense of gratitude that I acknowledge valuable
guidance and timely suggestions offered to me by f ac u lt y
gu i d e Dr Rumna Bhattacharjee
I am indebted to all my other faculty member for giving
me full support and encouragement. It’s my sheer pleasure
to acknowledge who have directly or indirectly guided and
cooperated in one way of my Management Thesis.
Concept of RecruitmentRecruitment Policy
Sources of RecruitmentEvaluation of a Recruitment ProgramE-RecruitmentConcept of SelectionSelection ProcessSelection Method
Job Analysis of Sales Person at LG
Job Analysis is a process to identify and determine indetail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgements are made about data collected on a job.
The Job; not the person An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person.
S e l e c t i o n P r o c e d u r e s How job Analysis can be used in selection procedures?
job duties that should be included in advertisements of vacant positions;appropriate salary level for the position to help determine what salary should be offered to a candidate;
minimum requirements (education and/or experience) for screening applicants;
Sur
interview questions is prepared according to job description;
selection tests/instruments (e.g., written tests; oral tests; job simulations);orientation materials for applicants/new hires.
Performance Review
Job Analysis can be used in performance review to develop:
goals and objectives performance standards evaluation criterialength of probationary periodsduties to be evaluated
The Job Analyst would then prepare a job description and specifications for an employee.
Process of Recruitment at LG
Human resource
Identify HR
plus
ReSturrepnlucs
h/Layoffs
Demand
Determine numbers, levels & Criticality of vacancies
OrganizationalRecruitment policy
Choose the resources &Methods of Recruitment Analyze
the cost & time
Job AnalysisStart implementing theRecruitment program
Select & Hire
Evaluate the Program
Recruitment
Recruitment is the process of searching for prospectiveemployees and stimulating them to apply for jobs in the organizations.
Recruitment is also a technique for creating a pool of candidates from where selection can takes place.
“Selection starts where recruitment ends”
The recruitment policy of Lg should match the following criteria
Complies with government policies
Provides job security
Provides employee career growth opportunities
Flexible to accommodate changes
Ensures its employees long-term
employment opportunities
It should be Cost effective process for the company
Sources of RecruitmentHRISEvaluation of a Recruitment program
The recruitment policies, sources & methods
have to be evaluated from time to time by the Hr
dept
Successful recruitment program can be calculated by :-
No. of successful placements No. of offers made No. of applicants Cost involved Time taken for filling up the position
E-Recruitment Most striking recent development. Kinds of E-Recruitment Job Portals Resume ScannersAttractions of E-Recruitment
•Jobs can be advertised inexpensively to potentially massive audience.
•Inexpensive, once it is set up.•Speed of response.•Facilitates online short listing using CV
matching software
References Check•Increasing as organizations seek to protectthemselves against rogue candidates.•Factual check - confirmation of factspresented by the candidate.•Character check - requesting opinionsabout the candidate.
After Reference Check…P e o p l e i n v o l v e d i n S e l e c t i o n pr o c e ss
The recruitment and selection process of sales person in LG involve three steps:
First Step:
Area sales manager
Sales Region manager
HR personnel
Member from board of Directors
enerally done by seniors in the sales department itself. Such as Sales managers, Sales region managers and others. This is mainly because recruitment of sales personnel requires understanding the dynamics of a sales profile. Companies with a smaller sales force may involve even senior most professionals recruiting a sales personnel as, in smaller organizations, the role of sales executive is critical.
Furthermore, The recruitment and selection also varies depending on whether the personnel has to be
recruited in the regional office or sales office. In the regional or main office, a very high caliber sales
personnel will be suited as he in turn might have to attend calls of similarly high caliber people. Thus
he needs to be very dynamic with excellent communications.
Summarizing the above, Sales personnel recruitment and selection is generally done in the sales
department. Furthermore, this article will outline how exactly can sales personnel be recruited along
with sources of recruiting sales personnel.
Recruitment &Recruitment &
SelectionSelectionPresented By:-
Gaurav Pathak
Hemanta Kumar Baidya
Himanshu Chaudhry
Himanshu Sharma
Himanshu Singh
Irshad Ahmed
Kavita BansalPresented To:- Ms. ShwetaKhanna
MAINMAINCOVERAGE
COVERAGEConcept of RecruitmentRecruitment PolicySources of RecruitmentEvaluation of a Recruitment ProgramE-RecruitmentConcept of SelectionSelection ProcessSelection Method
RecruitmentRecruitment
Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. Recruitment is also a technique for creating a pool of candidates from where selection can takes place.“Selection starts whererecruitment ends”
A good recruitment policyA good recruitment policy
Complies with government policies
Provides job security
Provides employee developmentopportunitiesFlexible to accommodate changesEnsures its employees long-termemployment opportunitiesCost effective for the organization
FACTORS AFFECTINGFACTORS AFFECTINGRECRUITMENTRECRUITMENT
Organizational /internal factorsEnvironmental /external factors
SOURCES OFSOURCES OFRECRUITMENTRECRUITMENTHRIS Job portals Notice boards Circulars
SOURCES OFSOURCES OFRECRUITMENTRECRUITMENTAdvertise- ments Employee referrals Educational institutions Interested applications
Employment agencies
Human resource planningIdentify HR requirements
Retrench/layoffs
Determine numbers, levels & Criticality of vacancies Choose the resources & Methods of Recruitment Analyze the cost & time involved
Start implementing the Recruitment program Select and hire Evaluate the Program Process of recruitment
EVALUATION OF A RECRUTIMENTEVALUATION OF A RECRUTIMENTPROGRAMPROGRAM
The recruitment policies, sources & methods have to be evaluated from time to timeSuccessful recruitmentprogram shows◦No. of successful placements
◦No. of offers made
◦No. of applicants
◦Cost involved
◦Time taken for filling up the position
E-RecruitmentMost striking recent development.Kinds of E-RecruitmentoJob PortalsoResume Scanners
date
Attractions of E-Recruitment•Jobs can be advertised inexpensively topotentially massive audience.•Inexpensive, once it is set up.•Speed of response.•Facilitates online short listing usingCVmatching software.
Se le ct i on Pr oce ss
Outcome of Selection
Selecting the right candi candidate
positiveoutcome
Rejecting the wrong
Selecting the wrong candidate Rejecting the correct candidate
“SELECTING THE MOST SUITABLE CANDIDATE IS
OBJECTIVE OF SELECTION”
S E L E C T I ON M E T H OD Application formsInterviewsAssessment centerPsychometric test
Application formsComputer screening of application formsUsed for large numbers of applicantsBiodata- education, other informationabout accomplishments (did you build amodel airplane that flew?—this predictedsuccess of pilot trainees)
InterviewsMost common methodNot always most valid method-depends on form of interviewTypes of interviews:Structured (much higher validity than
unstructured) (questions oriented to past experience, and hypothetical questions)UnstructuredPanel/ Team
Problems with interviews
Biases on part of interviewer
Halo effect
Primacy effect (firstimpressions)
Psychometric testPersonality:◦
Projective Technique: TAT◦
16Pf Test.Interest Inventory:◦ Thurston InventoryMotivation:◦
Achievement Test◦Need for Affiliation◦Need For PowerHonesty:
◦Polygraph◦Graphology
Assessment center The focus is on behavior
Includes role-plays and group exercises
Interviews and tests will be used in addition to
exercises Performance is measured in several
dimensions in terms of the competencies Several participants are assessed together in order to allow interaction Several assessors and observers are used in order to increase the objectivity
References Check•Increasing as organizations seek to protectthemselves against rogue candidates.•Factual check - confirmation of factspresented by the candidate.•Character check - requesting opinionsabout the candidate.
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The determination of the job to which anaccepted candidate
is to be assigned andhis assignments to the job