Assigment6 B12

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Assigment6 B12

  1. 1. RECRUITING HUMAN RESORCES Submitted by:Group-12 Akshay Sharma(2009067) Amanpreet Singh(2009068) Ankita Gupta(2009069) Ankur Jaggi(2009070) Ashley Mathew(2009071) Ashutosh Jha(2009072)
  2. 2. Nature of Recruitment : It involves attracting and obtaining as many applications as possible from eligible job seekers Purpose and Importance : <ul><li>Identifying potential job applicants who will be appropriate candidates </li></ul>
  3. 3. Factors Governing Recruitment: <ul><li>External Forces </li></ul><ul><li>Supply and demand </li></ul><ul><li>Unemployment rate </li></ul><ul><li>Labour market </li></ul><ul><li>Political-legal </li></ul><ul><li>Sons of soil </li></ul><ul><li>Internal factors </li></ul><ul><li>Recruitment policy </li></ul><ul><li>HRP </li></ul><ul><li>Size of the firm </li></ul><ul><li>Cost </li></ul><ul><li>Growth and expansion </li></ul>Recruitment
  4. 4. Recruitment Process <ul><li>Planning </li></ul><ul><li>Strategy Development </li></ul><ul><li>Searching </li></ul><ul><li>Screening </li></ul><ul><li>Evaluation </li></ul>
  5. 5. Microsoft’s Recruitment Process <ul><li>Round 1: CV is reviewed and matched to job requirements. </li></ul><ul><li>Round 2: Phone interviews are taken to test your technical skills. Team player skills tested by HR department , a process which takes around 30 – 45 minutes. </li></ul><ul><li>Round 3: Completely technical round. Interviews are conducted by several departments. Problems are placed before you for you to solve. </li></ul>
  6. 6. Sources of Recruitment
  7. 7. INTERNAL RECRUITMENT
  8. 8. EXTERNAL RECRUITMENT <ul><li>Professional or Trade Associations </li></ul>
  9. 9. <ul><li>Advertisements- </li></ul><ul><ul><li>Popular method </li></ul></ul><ul><ul><li>Wide reach </li></ul></ul>
  10. 10. <ul><li>Employment Exchanges </li></ul><ul><ul><li>Ministry of Labour, India runs over 900 Employment Exchanges </li></ul></ul><ul><ul><li>Assists in starting Self-Employment Ventures </li></ul></ul><ul><ul><li>Registers applications of job-seekers and notify about vacancies </li></ul></ul><ul><ul><li>Collection and dissemination of Employment Market Information </li></ul></ul><ul><ul><li>Vocational Guidance to students </li></ul></ul>
  11. 11. <ul><li>Walk-ins, Write-ins and Talk-ins </li></ul>
  12. 12. <ul><li>Campus Recruitment </li></ul><ul><ul><li>Regular supply </li></ul></ul><ul><ul><li>Free of cost </li></ul></ul><ul><ul><li>Inexperienced </li></ul></ul><ul><li>Consultants </li></ul><ul><ul><li>Nationwide contacts </li></ul></ul><ul><ul><li>Very costly </li></ul></ul><ul><li>Contractors </li></ul><ul><ul><li>Casual workers </li></ul></ul>
  13. 13. Other External Sources: <ul><li>Displaced Persons </li></ul><ul><li>Radio and Television </li></ul><ul><li>Acquisitions and Mergers </li></ul><ul><li>Competitors </li></ul>
  14. 14. Internal Vs External SOURCE ADVANTAGES DISADVANTAGES INTERNAL <ul><li>Greater motivation for good performance. </li></ul><ul><li>Greater opportunities for employees </li></ul><ul><li>Opportunity to assess abilities </li></ul><ul><li>Improves morale and loyalty </li></ul><ul><li>Saves time and money </li></ul><ul><li>Narrow thinking and stale ideas </li></ul><ul><li>Creates pressures to compete </li></ul><ul><li>Homogeneous workforce </li></ul><ul><li>Chance of missing good outside talent. </li></ul><ul><li>Need for management-development program </li></ul>EXTERNAL <ul><li>Cheaper and faster than training professionals. </li></ul><ul><li>Provides new ideas and insights. </li></ul><ul><li>Provides greater diversity. </li></ul><ul><li>Opportunities to get people with up-to-date knowledge education and training. </li></ul><ul><li>Expensive and time consuming </li></ul><ul><li>More chances to commit hiring mistakes. </li></ul><ul><li>Longer adjustment or orientation time. </li></ul><ul><li>Destroys incentives of present employees to strive for promotion </li></ul>
  15. 15. Most Effective Source of Recruitment (Source: CIPD 2003a)
  16. 16. E-Recruiting <ul><li>Advantages </li></ul><ul><li>- Saves Cost. </li></ul><ul><li>- Extended worldwide candidate reach . </li></ul><ul><li>- Speed enhancement. </li></ul><ul><li>Disadvantages </li></ul><ul><li>- Many unqualified applicants. </li></ul><ul><li>- Specialized software needed. </li></ul><ul><li>- Good applicants lacking internet access missed </li></ul>
  17. 17. SEARCHING
  18. 18. SCREENING PROCESS <ul><li>Determine who will review the Employment Applications and give each person guest user access for the job. </li></ul><ul><li>Develop a list of the most important requirements needed for the job. </li></ul><ul><ul><li>Review the Employment Requisition duties and requirements. </li></ul></ul><ul><ul><li>Create a rating system using the job requirements. This will also be valuable when completing the Application Evaluation Form. </li></ul></ul><ul><li>Review all applications and resumes using the list of requirements and rating system. </li></ul><ul><ul><li>Applicant should meet minimum requirements </li></ul></ul><ul><ul><li>Consider skills that are &quot;transferable&quot; and not job specific </li></ul></ul><ul><li>Select 3-5 candidates to interview. </li></ul>
  19. 20. Evaluation & Control
  20. 21. Costs incurred in Recruitment Process Overtime & Outsourcing Admin Expense
  21. 22. Evaluation of Recruitment Process
  22. 23. Philosophies of Recruitment
  23. 26. SG Cowen: New Recruits
  24. 27. Natalya Godlewska <ul><li>Strong financial background. </li></ul><ul><li>Has knowledge of four languages. </li></ul><ul><li>Determined, ambitious, hardworking. </li></ul><ul><li>Has been a topper throughout. </li></ul>
  25. 28. Ken Goldstein <ul><li>Has five years of relevant work experience with big name like PWC. </li></ul><ul><li>Has managerial level experience. </li></ul><ul><li>Handled multiple teams before and coordinated group tasks. </li></ul><ul><li>Among top performers in PWC. </li></ul>
  26. 29. Reasons for not selecting <ul><li>Martin street : </li></ul><ul><li>No relevant work experience. </li></ul><ul><li>Panel not convinced of his commitment to join SG Cowen. </li></ul><ul><li>Andy Sanchez : </li></ul><ul><li>Has Entrepreneurial experience but not in relevant field. </li></ul><ul><li>His Poor grades question his ability and commitment towards work in hand. </li></ul>
  27. 30. References <ul><li>http://scottless.com/blog/archive/2007/06/30/microsoft-recruitment-process.aspx </li></ul><ul><li>http://www.hrscreening.com/ </li></ul><ul><li>  http://hr.ucsb.edu/employment/screening.php </li></ul><ul><li>http://en.allexperts.com/q/Hiring-Employees-2132/2008/2/internal-external-recruitment.htm </li></ul><ul><li>http://www.espireinfo.com/images/recruitment.jpg </li></ul><ul><li>http://www.citehr.com </li></ul><ul><li>http://www.google.co.in </li></ul><ul><li>http://epaper.indiatimes.com </li></ul><ul><li>An introduction to Human Resource Management, John Stredwick </li></ul><ul><li>HRM Course Material </li></ul>
  28. 31. <ul><li>Thank you. </li></ul>

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