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Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
Recruitment
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Recruitment

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human resourse management

human resourse management

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  • 1. RECRUITMENT
  • 2. 2 3/20/2012 TABLE OF CONTENTS Meaning of recruitment Steps in recruitment process Recruitment policy Recruitment organization Sources of recruitment Methods of recruitment THIS PPT BELONGS TO BRO CODE ©
  • 3. 3 3/20/2012WHAT IS RECRUITMENT? THIS PPT BELONGS TO BRO CODE ©
  • 4. 4 3/20/2012 DEFINITION“Recruitment is the process of searching forprospective employees and stimulating andencouraging the to apply for the job.” – (Flippo EB,1980)“Recruitment is a process to discover the sourcesof manpower to meet the requirements of thestaffing schedule and to employ effectivemeasures for attracting that manpower inadequate numbers to facilitate effective selectionof an efficient working force.” – (Yoder D, et al1972) THIS PPT BELONGS TO BRO CODE ©
  • 5. 5 3/20/2012RECRUITMENTRecruitment needs are of three types:  Planned:Arises from changes in organization and retirement policy.  Unexpected:Arises during resignations, deaths, accidents and illness.  Anticipated:Refers to those movements in personnel which an organization can predict by studying trends in the internal and external environments. THIS PPT BELONGS TO BRO CODE ©
  • 6. 6 3/20/2012Features of Recruitment: It is a process rather than a single act or event. Linking activity as it brings together the employer and the prospective employees. Positive activity to seek out eligible persons from which suitable ones are selected. To locate the sources of people required to meet job requirements. Ability to match jobs to suitable candidates. A two way process between recruiter and recruited. A complex job that involves lots of factors like image of the company, nature of jobs offered, organizational policies, working conditions etc. THIS PPT BELONGS TO BRO CODE ©
  • 7. 7 3/20/2012RECRUITEMENT PROCESS Definition and requisitions Sources Communication of information Identifying prospective employees Encouraging and attracting applicants Candidate assessment THIS PPT BELONGS TO BRO CODE ©
  • 8. 8 3/20/2012Steps in Recruitment Process: Requisitions contains the details about the positions to be filled, no. of persons to be recruited, etc. Developing and location of sources, i.e both internal and external. Communicating the information of the organization to acquire prospective employees. Encouraging the identified candidates to apply for the job. Analyzing and evaluating the effectiveness of recruitment process by candidate progression. THIS PPT BELONGS TO BRO CODE ©
  • 9. 9 3/20/2012Elements of Recruitmentprocess Recruitment Policy Recruitment organization Developing sources of recruitment Methods of recruiting THIS PPT BELONGS TO BRO CODE ©
  • 10. 10 3/20/2012Recruitment Policy THIS PPT BELONGS TO BRO CODE ©
  • 11. 11 3/20/2012Recruitment Policy It specifies the objectives of recruitment and provides a framework for the implementation of the recruitment programmeIt involves : Enriching the organisation’s human resources by filling vacancies with the best qualified people Attitudes towards recruiting handicaps, minority groups, women, friends and relatives of present employees THIS PPT BELONGS TO BRO CODE ©
  • 12. 12 3/20/2012 Promotionfrom within Development of organizational system for implementing the recruitment programme and procedures to be employed THIS PPT BELONGS TO BRO CODE ©
  • 13. 13 3/20/2012General PrinciplesGeneral principles a recruitment policy involves which reflect the employer’s commitment are : To find and employ the best qualified persons for each job To retain the most promising of those hired To offer promising opportunities for the life time working careers To provide facilities and opportunities for personal growth on the job THIS PPT BELONGS TO BRO CODE ©
  • 14. 14 3/20/2012Factors affecting recruitment policy : Organizational objectives Personnel policies of the Organization and its competitors Government policies on reservations Preferred sources of recruitment Organization’s recruitment needs Recruitment costs Financial implications Selection criteria and preferences etc. TO BRO CODE © THIS PPT BELONGS
  • 15. 15 3/20/2012Pre-requisites of a good recruitment policy.It should : Abide by the relevant public policy and legislation on hiring and employment relationship Provide employees with job security and continuous employment Integrate organizational needs and employee needs Provide each employee with freedom and opportunities to utilise and develop knowledge and skills to the maximum possible extent Treat all employees fairly and equitably in all employment relationships THIS PPT BELONGS TO BRO CODE ©
  • 16. 16 3/20/2012 Provide suitable jobs and protection to handicapped, women and minority groups Encourage responsible trade unions Be flexible enough to meet the changing needs of the organisation THIS PPT BELONGS TO BRO CODE ©
  • 17. 17 3/20/2012 Recruitment Organization Centralized recruitment Decentralized recruitment THIS PPT BELONGS TO BRO CODE ©
  • 18. 18 3/20/2012Centralized recruitment Under this personnel department at the head office performs all the functions or recruitmentAdvantages : It reduces the administrative cost by consolidating all recruitment activities at one place It helps in better utilization of specialists It ensures uniformity in recruitment and selection of all types of employees It facilitates interchangeability of staff between different units/zones THIS PPT BELONGS TO BRO CODE ©
  • 19. 19 3/20/2012 It relieves the line executives of the recruitment problem thereby enabling them to concentrate on their operational activities It tends to reduce favoritism in recruitment and makes the recruitment process more scientificDisadvantages : There is delay in recruitment as operating units cannot recruit staff as and when required The central office may not be fully familiar with job requirements of different units and the most suitable sources for the required staff Recruitment is not flexible because operating units lose control over the recruitment process THIS PPT BELONGS TO BRO CODE ©
  • 20. 20 3/20/2012 THIS PPT BELONGS TO BRO CODE ©
  • 21. 21 3/20/2012SOURCES OF RECRUITMENT THIS PPT BELONGS TO BRO CODE ©
  • 22. 22 3/20/2012INTERNAL SOURCES Refers to recruitment that takes place from within the organization. It includes:A) Transfers & Promotions:Transfers implies shifting of an employee fromone job to another without any shift in change ofresponsibilities, and on the other handpromotion refers to shifting of an employee to ahigher position carrying higher status,responsibilities and pay. THIS PPT BELONGS TO BRO CODE ©
  • 23. 23 3/20/2012B) Retired and retrenched employees whowant to return to company may be hired.C) Dependents and relatives of deceasedand disabled employees. THIS PPT BELONGS TO BRO CODE ©
  • 24. 24 3/20/2012Merits Morale and motivation of employees improves. Promotes loyalty and commitment amongst employees due to sense of job security and advancements. Chances of proper selection high Present employees familiar with organization surroundings. Time and expenditure for recruitment reduced THIS PPT BELONGS TO BRO CODE ©
  • 25. 25 3/20/2012Demerits Failsto bring in fresh blood into organization. Promotion based on seniority. Choice in selection is restricted. All vacancies cannot be filled from within organization. Not available to newly established enterprise. THIS PPT BELONGS TO BRO CODE ©
  • 26. 26 3/20/2012 EXTERNAL SOURCES External sources of recruitment lie outside the organizations The include:A) Educational Institutions:Various companies visit many colleges whichhave made arrangements for campusinterviews and recruit candidates. Colleges likeIIT’S and IIM’s have a more than 100 famouscompanies like Barclays, Boston consultancygroup coming and recruiting candidates. THIS PPT BELONGS TO BRO CODE ©
  • 27. 27 3/20/2012B) Recruiting Agencies:These are basically various privateconsultancy firms like Price Waterhousecoopers, ABC group which recruitcandidates on behalf of the clientcompanies by charging a fee. THIS PPT BELONGS TO BRO CODE ©
  • 28. 28 3/20/2012C) Employment exchanges:These exchanges provide informationabout job vacancies to jobseekers. Thesecan be private and also governmentexchanges. THIS PPT BELONGS TO BRO CODE ©
  • 29. 29 3/20/2012D) Casual callers:Many candidates visit the company bythemselves and give interviews. Thecompanies may not need them presentlybut can call them anytime in future whenthere are vacancies. THIS PPT BELONGS TO BRO CODE ©
  • 30. 30 3/20/2012E) Labor contractors:Manual workers recruited throughcontractors who maintain close relationswith such labors. Basically seen inconstruction jobs. THIS PPT BELONGS TO BRO CODE ©
  • 31. 31 3/20/2012F) Gate recruitment:In this method a notice on the noticeboardof the company specifying job details of jobvacancies can be put. This method is alsocalled direct recruitmentG) Recommendations:Employees recruited throughrecommendations by trade unions. THIS PPT BELONGS TO BRO CODE ©
  • 32. 32 3/20/2012H) Press Advertising:Advertisements in newspapers and journals.Has wide reach. This method can be usedfor technical, clerical and managerial jobs. THIS PPT BELONGS TO BRO CODE ©
  • 33. 33 3/20/2012Merits People having requisite skill, education and straining can be recruited. Best selection made irrespective of cast,creed,religion, sex. Helps to bring new blood Expertise and experience from other organization can be bought. “never dries up”. Applicable to new firms as well. THIS PPT BELONGS TO BRO CODE ©
  • 34. 34 3/20/2012Demerits Time consuming and expensive Employees unfamiliar with organization and its orientation. If higher level jobs are filled from external sources, motivation and loyalty of existing staff effected. THIS PPT BELONGS TO BRO CODE ©
  • 35. 35 3/20/2012METHODS OF RECRUITMENT THIS PPT BELONGS TO BRO CODE ©
  • 36. 36 3/20/2012 Recruitment methods are the means by which and organization attempts to establishes contact with potential candidates, provides them necessary information and encourages them to apply for jobs. THIS PPT BELONGS TO BRO CODE ©
  • 37. 37 3/20/20121) Direct Methods:Under this method scouting, manned exhibitsand waiting lists are used.Scouting-where an company representativesmay be sent to educational and traininginstitutions.Manned exhibits- Where representatives sent toseminars and conventions where they canestablish their mobile offices to go to desiredcenters. THIS PPT BELONGS TO BRO CODE ©
  • 38. 38 3/20/2012 Waiting lists of candidates who have indicated their interest in jobs in person through mail over phone.2) Indirect methodAdvertisements in newspapers and journals,radio, television used to publicize vacancies.This helps to enable the candidates to assesstheir suitability so that only those possessing therequisite qualifications will apply.
  • 39. 39 3/20/20123) Third party methods:Various agencies, public employmentexchanges and private consulting firms areused to recruit personnel. In addition friendsand relations of existing staff deputationcan be used.
  • 40. 40 3/20/2012 SUMMARY Meaning of recruitment Steps in recruitment process Recruitment policy Recruitment organization Sources of recruitment Methods of recruitment
  • 41. 41 3/20/2012THANK YOU

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