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Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
Human Resource Management
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Human Resource Management

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Recruitment, Selection, Induction & Placement.

Recruitment, Selection, Induction & Placement.

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  • 1. Human Resource Management Recruitment, Selection, Induction & Placement
  • 2. Introduction Recruitment and Selection are the process of locating and encouraging potential applicants to apply for existing or anticipated job openings.Aims:- Attracting a large number of qualified applicants who are ready to take up the job it it’s offered and;- Offering enough information for unqualified persons to self-select themselves out.
  • 3. Defination“Recruitment is the process of finding andattracting capable applicants foremployment. The process begins whennew recruits are sought and ends whentheir application are submitted. The resultis a pool of application from which newemployees are selected.”
  • 4. Constraints & Challenges The most suitable ones may not have been motivated to apply due to several constraints:- Poor image- Unattractive job- Conservative internal policies- Limited budgetary support- Restrictive policies of government
  • 5. Why do vacancies arise?- To replace who have been fired.- To replace who left the company.- In case new jobs are created – Expansions.- Maternity.- Death.
  • 6. Sources The fist step in recruitment process is to identify potential sources for employees depending of the type of personnel required.The recruitment sources are categorized as:- Internal sources- External sources
  • 7. Internal Sources- Notice boards- E-mail- Letters- Meetings- Conferences- Bulletin boards
  • 8. Cont…• Advantages • Disadvantages It is likely to be quicker and X Existing workers may not have cheaper than external sources. the skills required, Greater variety and promotion especially if the business opportunities may motivate wants to develop new products employees. or markets. It avoids the need and cost of X Relaying on existing induction training. employees may lead to The firm will already be aware stagnation of ideas and of the employee’s skills and approaches within the attitude to work. business. X It may create a vacancy elsewhere, postponing external recruitment rather than avoiding it.
  • 9. External Sources- Internet- Newspapers- Job centre- Recruitment agencies- Radio- Personal recommendation
  • 10. Cont…• Advantages • Disadvantages It should result in a wide range X It can be very expensive and of candidates than internal time consuming process, recruitment. possibly using up valuable Candidates may already have resources. the skills required to carry out X It can have a De-motivating the job in question and thus effect on members of the avoiding the need and cost for existing workforce, who may training. have missed out on a promotion.
  • 11. Recruitment & Selection Process1. Determine the number and type of employees required.2. Conduct job analysis for each vacancy to identify the various duties and responsibilities involved.3. Create a job description and person specification.4. Advertise the vacancy – internally or externally to attract suitable applicants according to the job required.5. Draw up a shortlist of the most suitable applicants for interview.6. Decide on the most suitable candidate using appropriate selection methods.7. Appoint the successful candidate and inform those who have been unsuccessful.
  • 12. Job Advertising• Job Description • Job Specification- Title - Title- Purpose - Department of work- Position in the company - Brief description of job- Specific duties - Qualification needed- Responsibilities - Experience- Working hours - Skills- Location or Premises - Personal attributes
  • 13. IntroductionSelection is the process of choosing froma group of applicants those individualsbest suited for a particular position.Defination – “Selection is the process ofdifferentiating between applicants in orderto identify and hire those with a greaterlikelihood of success in a job.”
  • 14. Difference between Recruitment & Selection Recruitment Selection1. Searching for and attracting 1. Analyzing the qualifications ofapplicants qualified to fill vacant applicants and deciding upon thosepositions. who show the most potential.2. It is concerned with tapping the 2. Selection is concerned withsources of human resources. selecting the most suitable candidate through various interviews and tests.3. Recruitment comes first. 3. Selection comes after recruitment.4. Recruitment is positive process 4. Selection is a negative processencouraging more and more as it involves rejection of theemployees to apply. unsuitable candidates.5. Recruitment is calling large pool 5. Selection is choosing the suitableof candidates. candidate.
  • 15. When there is a job opening…Step 1 - Recruitment* Publish the ads to let others know of the job openings.* Invite applications from various sources likeconsultants, referrals, online portals, etc.* Screening of resumes.* Filter candidates who may be suitable for that particularjob.Step 2 - Selection* Conduct interviews.* Reference checks.* Select the best of the best from the rest.
  • 16. Steps in the Selection Process1. Initial screening2. Applicant bank3. Pre-employment testing4. Interview5. Background checks6. Conditional job offer7. Medical exam8. Final selection decision
  • 17. Cont…1. Initial screening: The selection process often begins with an initial screenings of applicants to remove individuals who obliviously do not meet the position requirements. At this stage, a few straightforward questions are asked about:- Employment & Education history- Evaluation of character- Evaluation of job performance2. Applicant bank: Application bank is a formal record of an individual’s application for employment. Application forms are a good way to quickly verifiable and fairly accurate historical data from the candidate.
  • 18. Cont…3. Pre-employment testing: Individuals differ in characteristics related to job performance. Various tests measure these differences.- Intelligence tests- Aptitude tests- Personality and Interest tests- Achievement tests- Honesty tests, Etc.4. Interview: Interview is a goal-oriented conversation in which the interviewer and applicant exchange information. Several types of interviews are commonly used depending on the nature and importance of the position to be filled within an organization. Structured interview - Unstructured interview - Stress interview, Etc.
  • 19. Cont…5. Background checks: are conducted to verify the information provided by the candidates. Reference checks can be through formal letters, telephone conversations. However it is merely a formality and selections decisions are seldom affected by it.6. Conditional job offer: After obtaining and evaluating information about the finalists in a job selection process, the manger must take the most critical step of all: making the actual hiring decision. The person whose qualifications most closely conform to the requirements of the open position should be selected. Initially the conditional job letter is offered.
  • 20. Cont…7. Medical exam: The selection process involves a medical exam for the successful applicant.- Physical tests are relevant to jobs involving physical activity.- Medical Examination reveals whether candidates posses these qualities or not.- Whether the applicant is medically suitable for the specific job or not.8. Final selection decision:- The manager has to take adequate care in taking the final decision.- The organization sends the appointment letter to the selected candidates.
  • 21. IntroductionOrientation or Induction is the task of introducingthe new employees to the organization and it’spolicies, procedures and rules. A typical formalorientation programme may last a day or less inmost organizations.Defination – “It is a planned introduction ofemployees to their jobs, their co-workers and theorganization.”
  • 22. Objectives
  • 23. StepsSteps:1. Welcome to the organization.2. Explain about the company.3. Show the location/department.4. Introduce team members.5. Explain about future training and career prospects.6. Clarify doubts.7. Show all the facilities available to him/her .
  • 24.  Content- Brief history and operations of the company.- The company’s organization structure.- Policies and procedure of the company.- Products and services of the company.- Location of department and employees facilities.- Safety measures.- Grievances procedures.- Benefits and services of employees.- Standing orders and disciplinary procedures.- Opportunities for training, promotions, transfer, Etc.- Suggestions schemes.- Rules and regulations.
  • 25.  Socialization- Socialization is a process through which a new recruit begins to understand and accept the values, norms and beliefs held by others in the organization.- Orientation programmes are effective socialization tools because they help the employees to learn about the job and perform things in a desired way.
  • 26.  Follow Up- Despite the best efforts of supervisors, certain dark areas may still remain in the orientation programme.- Follow up meetings could be held at fixed intervals, say after every three or six months on face-to-face basis.- The basic purpose of such follow up orientation is to offer guidance to employees on various general as well as job related matters without leaving anything to chance.
  • 27. IntroductionPlacement refers to the allocation of people tojobs. It includes initial assignment of newemployees, and promotion, transfer, or demotionof present employees. It is the process thatensures a 360º fit, matching the employeesqualifications, experience, skills and interest withthe job an offer.
  • 28. Problems The difficulty with placement is that we tend to look at the individuals but not at the job. Job in the context of whether employee work independently or as a part of a group can be classified into three categories:- Independent- Sequential- Pooled
  • 29. Significance- It improves employees morale.- It helps in reducing employee turnover.- It helps in reducing absenteeism.- It avoids misfit between the candidate and the job.- It helps the candidate to work as per the predetermined objectives of the organization.
  • 30. Presented ByMr. Prasad Satam – 067 (B)

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