INTRODUCTION OF THE COMPANY
DO YOU AGREE?
FACTORS AFFECTING MANPOWER
• HOW DO ORGANIZATIONS STRUCTURE
THEIR RECRUITING DEPARTMENTS?
• INRERNAL &
• 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.
• TATA GROUP has over 100 operating
companies each of them operates
• Out of them 32 companies are publicly listed.
• TATA POWER, TATA MOTORS, TATA
CHEMICALS ETC ARE OUT OF 32
• TATA RECIEVES 58% FROM
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 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
• Sales & Production Forecast
• The effects of technological change on task
• 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
Main Functions of
• Three Main Functions of Recruitment
– Attract a pool of suitable candidates
– Deter unsuitable candidates from applying
– Create a positive image of the organization
• Career plan for existing
• Relatively easier
information is available,
costs (travel expenses)
• Existing employees
may not bring-in new
ideas to their new job
• Lower level employees
may not have capacities
required at higher jobs.
• Job Posting
• Skills Data Base
• Employee Referrals
• Placement Agencies
• Job Sites
Recruitment Strategy: A Six Step
Recruitment strategy should answer the following questions
related to their target populations:
Who is being targeted through the recruitment?
Where is the appropriate place to recruit clients?
When should recruitment be done?
What messages should be delivered during
How should the messages be delivered?
Who is the most appropriate
person to do recruitment?
HUMAN RESOURCE PLANNING
• How many employees are needed?
• When employees will be needed?
• HR staff & operating managers
• Recruiting presence and image
• Training of recruiters
• The process of assessing candidates and
appointing a post holder
• Applicants short listed – most suitable
• Selection process – varies according to
• 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
• Measures of
proficiency, achievement, or knowledge
• Measures of mental ability or
• 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
• Number of applicants
• Criticality of position
• Cost/effort involved
• Predictive validity
• Extent of preparation required
Sources of Information about Applicants
• Application Forms
• Reference Checks
• Physical Examination
Selection Tests (Reliability & Validity)
The Selection Interview
RECRUITMENT: RETURN ON
Recruitment return on investment (ROI)
understands and compares the elements,
costs and risks of a recruitment related project
to the expected benefits