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Human resource

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