recrutment & selection hr presentation
DESCRIPTION
THIS PRESENTATION IS REGARDING, HOW COMPANIES RECRUITING OF STAFF WHICH PROCEDURE, WE HAVE TO FOLLOW ACCORDING TO THE POLICIES OF THE COMPANY.TRANSCRIPT
RECRUTMENT & SELECTION
PREPARED BY DIMPLE RAMNANI
CONTENTS
• INTRODUCTION OF THE COMPANY• DO YOU AGREE?• MANPOWER PLANNING• FACTORS AFFECTING MANPOWER
PLANNING• HOW DO ORGANIZATIONS STRUCTURE
THEIR RECRUITING DEPARTMENTS?• INRERNAL & EXTERNAL RECRUITMENT
CONTENTS
• STRATEGIC RECRUITING STAGES• RECRUITING DECISIONS &
RECRUITING METHODS• SELECTION
INTRODUCTION
• TATA GROUP is an Indian Multinational Conglomerate Company headquartered in Mumbai, Maharashtra INDIA.
• TATA GROUP was founded in 1868 by Jamsetji Tata as trading Company.
• It has operation in more than 80 countries
across 6 continents.
INTRODUCTION
• TATA GROUP has over 100 operating companies each of them operates independently.
• Out of them 32 companies are publicly listed.
• TATA POWER, TATA MOTORS, TATA CHEMICALS ETC ARE OUT OF 32 COMPANIES.
• TATA RECIEVES 58% FROM OUTSIDE INDIA.
DO YOU AGREE?
• Great companies “first got the right people on the bus, the wrong people off the bus, and the right people in the right seats – and then they figured out where to drive it.”
• Good to Great: Why Some Companies Make the Leap and Others Don’t – Jim Collins
MANPOWER PLANNING
• Manpower planning is a process by which an organization ensure that:
– Right Number of people.– Right Kind of People– At the Right Time– At the Right Place
FACTORS AFFECTING MANPOWER PLANNING
• Sales & Production Forecast• The effects of technological change
on task needs.• Variation in efficiency, productivity,
Work study, New Motivation.• Changes in Employment Practices.
(use of subcontracts or agency staff etc.)
WHAT IS RECRUITMENT
Recruitment is not about filing jobs that are currently vacant- it is about making a continuous, long-term investment to build a high quality workforce capable of accomplishing the organization’s mission now and in the future
How do organizations structure their recruiting
departments?
Main Functions of Recruitment Process
• Three Main Functions of Recruitment Process are:
– Attract a pool of suitable candidates– Deter unsuitable candidates from
applying– Create a positive image of the
organization
RECRUITMENT TYPES
INTERNAL RECRUITMENT
VSEXTERNAL RECRUITMENT
RECRUITMENT FROMINSINDE
ADVANTAGES• Career plan for
existing workers & morale,Motivator for good performance.
• Relatively easier assessment of applicants as information is available, Reduced recruitment costs (travel expenses)
DISADVANTAGES• Existing employees
may not bring-in new ideas to their new job (inbreeding).
• Lower level employees may not have capacities required at higher jobs.
SOURCING CHANNELS
INTERNAL• Job Posting • Skills Data Base• Employee
Referrals by Other Departments
EXTERNAL• Advertisement• Placement
Agencies• Internships• Job Sites• E-Recruiting• Campus
Recruitment Strategy: A Six Step Approach
Recruitment strategy should answer the following
questions related to their target populations:
1. Who is being targeted through the
recruitment?
2. Where is the appropriate place to recruit
clients?
3. When should recruitment be done?
4. What messages should be delivered during
recruitment?
5. How should the messages be delivered?
6. Who is the most appropriate
person to do recruitment?
STRATEGIC RECRUITING STAGES
HUMAN RESOURCE PLANNING• How many employees are needed?• When employees will be needed?
ORGANIZATIONAL RESPONSIBILITIES• HR staff & operating managers• Recruiting presence and image• Training of recruiters
SELECTION
• The process of assessing candidates and appointing a post holder
• Applicants short listed – most suitable candidates selected
• Selection process – varies according to organisation.
SELECTION TOOLS
• Interview – most common method
• Psychometric testing – assessing the personality of the applicants –
• Measures of personality• Honesty test (substitute to polygraph)
• Aptitude testing – assessing the skills of applicants
• Measures of proficiency, achievement, or knowledge• Measures of mental ability or intelligence
SELECTION TOOLS
• In-tray exercise – activity based around what the applicant will be doing
• Presentation – looking for different skills as well as the ideas of the candidate
• Assessment Centres – battery of tests
CHOICE OF SELECTION METHODS
• Number of applicants
• Criticality of position
• Cost/effort involved
• Predictive validity
• Extent of preparation required
DETERMINING SELECTION STANDARDS
Sources of Information about Applicants
• Application Forms• Reference Checks• Physical Examination
Selection Tests (Reliability & Validity)
The Selection Interview
RECRUITMENT: RETURN ON INVESTMENT (ROI)Recruitment return on investment (ROI)
understands and compares the elements, costs and risks of a
recruitment related project to the expected benefits