• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Recrutment & selection
 

Recrutment & selection

on

  • 797 views

 

Statistics

Views

Total Views
797
Views on SlideShare
797
Embed Views
0

Actions

Likes
0
Downloads
32
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Recrutment & selection Recrutment & selection Presentation 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 VS EXTERNAL RECRUITMENT
    • RECRUITMENT FROMINSINDE ADVANTAGES DISADVANTAGES • Career plan for existing workers & morale,Motivator for good performance. • Relatively easier assessment of applicants as information is available, Reduced recruitment costs (travel expenses) • 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