Recruitment & selection

448 views
344 views

Published on

0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
448
On SlideShare
0
From Embeds
0
Number of Embeds
6
Actions
Shares
0
Downloads
17
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

Recruitment & selection

  1. 1. RECRUITMENT & SELECTION
  2. 2. DEFINATION OF RECRUITMENT ACCORDING TO KEMPER- “RECRUITMENT FORMS THE FIRST STAGE IN THE PROCESS WHICH CONTINUOUS WITH SELECTION & CEASES WITH THE PLACEMENT OF THE CANDIDATE” ACCORDING TO FIPPO- “RECRUITMENT IS A PROCESS OF SEARCHING FOR PROSPECTIVE EMPLOYES & STIMULATING & ENCOURAGING THEM TO APPLY FOR JOBS IN AN ORGANIZATION”
  3. 3. SOURCE OF RECRUITMENT BASICALLY THE SOURCE OF RECRUITMENT ARE OF TWO TYPES- A.INTERNAL SOURCE B.EXTERNAL SOURCE
  4. 4. INTRODUCTION OF INTERNAL SOURCE  INCLUDE PERSPNNEL ALREADY ON THE PAY ROLL OF AN ORGANIZATION FILLING A VACANCY FROM INTERNAL SOURCES BY PROMOTING PEOPLE HAS THE ADVANTAGES OF INCREASING THE GENERAL LEVEL OF MORAL OF EXISTING EMPLYEE & OF PROVIDING TO THE COMPANY MORE RELIABLE INFORMATION ABOUT THE CANDIDATE AMONG THE INTERNAL SOURCES THE FOLLOWING MAY BE INCLUDE. A.PROMOTIONS , B.TRANSFERS , C. RESPONSE OF EMPLOYEE TO NOTIFIED VACANCY
  5. 5. MERITS OF INTERNAL SOURCE COMPANY CULTURE WE CAN DEPEND ON THEM THIS HELP IN MAINTAINING THEIR MOTIVATION IT REDUCES LABOUR TURNOVER JOB TRAINING CAN BE REDUCED
  6. 6. DEMERITS OF INTERNAL SOUCES OF RECRUITMENT A FEW EMPLOYEES ONLY THE LIKES & DISLIKES OF THE SUPERIOR PLAY AN IMPORTANT ROLE FRUSTRATION AMONG THOSE EMPLOYEE
  7. 7. EXTERNAL SOURCE OF RECRUITMENT ADVERTISMENT EMPLOYMENT EXCHANGES CAMPUS RECRUITMENT UNSOLICITED APLICANTS LABOUR CONSTRACTORS EMPLOYEE REFERRALS FIELD TRIPS
  8. 8. MERITS OF EXTERNAL SOURCES OF RECRUITMENT FRESH TALEN & SKILL COMES INTO THE ORGANIZATION NEW EMPLOYEE MAY TRY TO CHANGE OLD HABITS NEW EMPLOYEES MAY BE SELECTED AT THE TERMS & CONDITIONS OF THE ORGANISATION HIGHLY QUALIFIED & EXPERIENCED EMPLOYEES MAY HELP THE ORGANIZATION TO COME UP WITH BETTER PERFORMANCE
  9. 9. DEMERITS OF EXTERNAL SORCE OF RECRUITMENT EXTERNAL SOUCES OF RECRUITMENT REDUCES THE MORAL OF EMPLOYEES THE REDRUITER MAY NOT BE IN A POSITION TO PROPERLY EVALUATE OUTSIDE CANDIDATES OTSIDERS ARE NOT FULLY ACQUAINTED WITH THE POLICIES & PROCEDURES OF THE ORGANIZATION
  10. 10. RECRUITMENT POLICY A POLICY SHOULD BE DEFINITE POSITIVE & CLEAR,IT SHOULD BE UNDERSTOOD BY EVERYONE IN THE ORGANIZATION A POLICY SHOULD BE TRANSLATABLE INTO PRACTICE A POLICY SHOULD BE FLEXIBLE & AT THE SOME TIME HAVE A HIGH DEGREE OF PERMANANCY A POLICY SHOULD BE FOUNDED UPON FACTS 7 SOUND JUDGMENT A POLICY SHOULD BE GENERAL STATEMENT OF THE ESTABLISHED RULE
  11. 11. DEFINATION OF SELECTION HAVING IDENTIFIED THE PATENTIAL APPLICANTS THE NEXT STEPS IS TO EVALUATE THEIR EXPERIENCE & QUALIFICATION 7 MAKE A SELECTION
  12. 12. STEPS IN SELECTIONN PROCEDURE APPLICATION BANK INTIAL INTERVIEW OF THE CANDIDATE EMPLOYMENT TESTS CHECKING REFERENCES PHYSICAL OR MEDICAL EXAMINATION FINAL INTERVIEW & INDUCTION
  13. 13. PRESENTED BY:- INDRANIL DAS 2ND YEAR 4th SEMESTER B.H.M.C.T

×