Recruitment dsb
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The document discusses recruitment, including defining recruitment, outlining the recruitment process and factors involved. It describes the key elements of recruitment such as developing a recruitment policy, organizing the recruitment function, sources of recruitment both internal and external, and various methods used for recruitment. The recruitment process involves defining job needs, identifying sources, communicating with candidates, encouraging applications, and assessing applicants. Internal sources include promotions, transfers, retirees while external sources are educational institutions, agencies, job portals, casual walk-ins and advertisements.
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Recruitment dsb
- 1. RECRUITMENT
- 2. TABLE OF CONTENTS Meaning of recruitment Steps in recruitment process Recruitment policy Recruitment organization Sources of recruitment Methods of recruitment 2 3/20/2012 THISPPTBELONGST O BRO CODE 息
- 4. DEFINITION Recruitment is the process of searching for prospective employees and stimulating and encouraging the to apply for the job. (Flippo EB, 1980) Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. (Yoder D, et al 1972) 4 3/20/2012 THISPPTBELONGST O BRO CODE 息
- 5. RECRUITMENT Recruitment needs are of three types: Planned: Arises from changes in organization and retirement policy. Unexpected: Arises during resignations, deaths, accidents and illness. Anticipated: Refers to those movements in personnel which an organization can predict by studying trends in the internal and external environments. 5 3/20/2012 THISPPTBELONGST O BRO CODE 息
- 6. Features of Recruitment: I t isa process rather than a single act or event. Linking activity as it brings together the employer and the prospective employees. Positive activity to seek out eligible persons from which suitable ones are selected. T o locate the sources of people required to meet job requirements. Ability to match jobs to suitable candidates. A two way process between recruiter and recruited. A complex job that involves lots of factors like image of the company, nature of jobs offered, organizational policies, working conditions etc. THISPPTBELONGST O BRO CODE 息 6 3/20/2012
- 7. RECRUITEMENT PROCESS Definition and requisitions Sources Communication of information I dentifying prospective employees Encouraging and attracting applicants Candidate assessment 7 THISPPTBELONGST O BRO CODE 息 3/20/2012
- 8. Steps in Recruitment Process: Requisitions contains the details about the positions to be filled, no. of persons to be recruited, etc. Developing and location of sources, i.e both internal and external. Communicating the information of the organization to acquire prospective employees. Encouraging the identified candidates to apply for the job. Analyzing and evaluating the effectiveness of recruitment process by candidate progression. THISPPTBELONGST O BRO CODE 息 8 3/20/2012
- 9. Elements of Recruitment process THISPPTBELONGST O BRO CODE 息 Recruitment Policy Recruitment organization Developing sources of recruitment Methods of recruiting 9 3/20/2012
- 10. Recruitment Policy 3/20/2012 THISPPTBELONGST O BRO CODE 息 10
- 11. Recruitment Policy THISPPTBELONGST O BRO CODE 息 Itspecifies the objectives of recruitment and provides a framework for the implementation of the recruitment programme Itinvolves: Enriching the organisations human resources by filling vacancies with the best qualified people Attitudes towards recruiting handicaps, minority groups, women, friends and relatives of present employees 3/20/2012 11
- 12. Promotion from within THISPPTBELONGST O BRO CODE 息 Development of organizational system for implementing the recruitment programme and procedures to be employed 3/20/2012 12
- 13. General Principles THISPPTBELONGST O BRO CODE 息 General principles a recruitment policy involves which reflect the employers commitment are : To find and employ the best qualified personsforeach job To retain the most promising of those hired To offer promising opportunities for the life time working careers To provide facilities and opportunities for personal growth on the job 3/20/2012 13
- 14. 3/20/2012 Factors affecting recruitment policy : Organizational objectives Personnel policies of the Organization and its competitors Government policies on reservations Preferred sources of recruitment Organizations recruitment needs Recruitment costs Financial implications Selection criteria and preferencT H eI S sP P eTB tE cL O .N G S TO BRO CODE 息 14
- 15. Pre-requisites of a good recruitment policy. Itshould : Abide by the relevant public policy and legislation on hiring and employment relationship Provide employees with job security and continuous employment Integrate organizational needs and employee needs Provide each employee with freedom and opportunities to utilise and develop knowledge and skills to the maximum possible extent Treat all employees fairly and equitably in all employment relationships THISPPTBELONGST O BRO CODE 息 3/20/2012 15
- 16. Provide suitable jobs and protection to THISPPTBELONGST O BRO CODE 息 handicapped, women and minority groups Encourage responsible trade unions Be flexible enough to meet the changing needs of the organisation 16 3/20/2012
- 17. Recruitment Organization THISPPTBELONGST O BRO CODE 息 Centralized recruitment Decentralized recruitment 3/20/2012 17
- 18. Centralized recruitment Under this personnel department at the head office performs all the functions or recruitment Advantages : It reduces the administrative cost by consolidating all recruitment activities at one place Ithelps in better utilization of specialists It ensures uniformity in recruitment and selection of all types of employees It facilitates interchangeability of staff between different units/zones THISPPTBELONGST O BRO CODE 息 3/20/2012 18
- 19. Itrelieves the line executives of the recruitment problem thereby enabling them to concentrate on theiroperational activities Ittends to reduce favoritism in recruitment and makesthe recruitment process more scientific Disadvantages : There is delay in recruitment as operating units cannot recruit staff as and when required The central office may not be fully familiar with job requirements of different units and the most suitable sources for the required staff Recruitment is not flexible because operating units lose control over the recruitment process THISPPTBELONGST O BRO CODE 息 3/20/2012 19
- 20. 3/20/2012 THISPPTBELONGST O BRO CODE 息 20
- 21. SOURCES OF RECRUIT MENT 21 THISPPTBELONGST O BRO CODE 息 3/20/2012
- 22. INTERNAL SOURCES Refers to recruitment that takes place from within the organization. It includes: A) Transfers & Promotions: Transfers implies shifting of an employee from one job to another without any shift in change of responsibilities, and on the other hand promotion refers to shifting of an employee to a higher position carrying higher status, responsibilities and pay. THISPPTBELONGST O BRO CODE 息 22 3/20/2012
- 23. B) Retired and retrenched employees who THISPPTBELONGST O BRO CODE 息 want to return to company may be hired. C) Dependents and relatives of deceased and disabled employees. 23 3/20/2012
- 24. Merits THISPPTBELONGST O BRO CODE 息 Morale and motivation of employees improves. Promotes loyalty and commitment amongst employees due to sense of job security and advancements. Chances of proper selection high Present employees familiar with organization surroundings. Time and expenditure for recruitment reduced 24 3/20/2012
- 25. Demerits THISPPTBELONGST O BRO CODE 息 Failsto bring in fresh blood into organization. Promotion based on seniority. Choice in selection isrestricted. All vacancies cannot be filled from within organization. Not available to newly established enterprise. 25 3/20/2012
- 26. EXTERNAL SOURCES THISPPTBELONGST O BRO CODE 息 External sources of recruitment lie outside the organizations T he include: A) Educational Institutions: Various companies visit many colleges which have made arrangements for campus interviews and recruit candidates. Colleges like IIT S and IIMs have a more than 100 famous companies like Barclays, Boston consultancy group coming and recruiting candidates. 26 3/20/2012
- 27. B) Recruiting Agencies: T hese are basically various private consultancy firms like Price Waterhouse coopers, ABC group which recruit candidates on behalf of the client companies by charging a fee. 27 THISPPTBELONGST O BRO CODE 息 3/20/2012
- 28. C) Employment exchanges: These exchanges provide information about job vacancies to jobseekers. These can be private and also government exchanges. 28 THISPPTBELONGST O BRO CODE 息 3/20/2012
- 29. D) Casual callers: Many candidates visit the company by themselves and give interviews. The companies may not need them presently but can call them anytime in future when there are vacancies. 29 THISPPTBELONGST O BRO CODE 息 3/20/2012
- 30. E) Labor contractors: THISPPTBELONGST O BRO CODE 息 Manual workers recruited through contractors who maintain close relations with such labors. Basically seen in construction jobs. 30 3/20/2012
- 31. F) Gate recruitment: THISPPTBELONGST O BRO CODE 息 I n thismethod a notice on the noticeboard of the company specifying job detailsof job vacancies can be put. T hismethod isalso called direct recruitment G) Recommendations: Employees recruited through recommendations by trade unions. 31 3/20/2012
- 32. H) Press Advertising: Advertisementsin newspapersand journals. Haswide reach. T his method can be used for technical, clerical and managerial jobs. 32 THISPPTBELONGST O BRO CODE 息 3/20/2012
- 33. Merits THISPPTBELONGST O BRO CODE 息 People having requisite skill, education and straining can be recruited. Best selection made irrespective of cast,creed,religion, sex. Helps to bring new blood Expertise and experience from other organization can be bought. never dries up. Applicable to new firms as well. 33 3/20/2012
- 34. Demerits THISPPTBELONGST O BRO CODE 息 T ime consuming and expensive Employees unfamiliar with organization and its orientation. I f higher level jobs are filled from external sources, motivation and loyalty of existing staff effected. 34 3/20/2012
- 35. METHODS OF RECRUITMENT THISPPTBELONGST O BRO CODE 息 35 3/20/2012
- 36. Recruitment methods are the means by which and organization attempts to establishes contact with potential candidates, provides them necessary information and encourages them to apply for jobs. THISPPTBELONGST O BRO CODE 息 36 3/20/2012
- 37. 1) Direct Methods: THISPPTBELONGST O BRO CODE 息 Under thismethod scouting, manned exhibits and waiting listsare used. Scouting-where an company representatives may be sent to educational and training institutions. Manned exhibits-Where representativessent to seminars and conventions where they can establish theirmobile offices to go to desired centers. 37 3/20/2012
- 38. Waiting listsof candidates who have indicated their interest in jobs in person through mail over phone. 2) Indirect method Advertisements in newspapers and journals, radio, television used to publicize vacancies. T hishelps to enable the candidates to assess their suitability so that only those possessing the requisite qualifications will apply. 38 3/20/2012
- 39. 3) T hird party methods: Various agencies, public employment exchanges and private consulting firms are used to recruit personnel. In addition friends and relations of existing staff deputation can be used. 39 3/20/2012
- 40. SUMMARY Meaning of recruitment Steps in recruitment process Recruitment policy Recruitment organization Sources of recruitment Methods of recruitment 40 3/20/2012