HUMAN RESOURCE MANAGEMENT •is the management of an organizations employees. • human resource management is sometimes referred to as a "soft"management skill, effective practice within an organization requires astrategic focus to ensure that people resources can facilitate theachievement of organizational goals. • Effective human resource management also contains an element of risk management for an organization which, as a minimum, ensures legislative compliance.
RECRUITING THE PROCESS OFATTEMPTING TO LOCATE AND ENCOURAGE POTENTIAL APPLICANTS TO APPLY FOR EXISTING ORANTICIPATED JOB OPENING.
DECRUITMENT• process of reducing the size of the organization’s workforce orrestructuring its skill base •use to meet thedemands of a dynamic environment.
Types of Recruitment Internal recruitmentThis refers to the filling ofjob vacancies from within thebusiness - where existingemployees are selectedrather than employingsomeone from outside.A business might decide that italready has the right people with theright skills to do the job, particularlyif its training and developmentprogrammed has been effective.
How is it done?Internal vacancies are usuallyadvertised within the business via avariety of media:•Staff notice boards• Intranets• In-house magazines /newsletters (for example,Emap, a major publishingbusiness) have a weeklystaff magazine devotedsolely to advertising jobswithin the organisation!• Staff meetings
Advantages• Gives existing employees greateropportunity to advance theircareers in the business• May help to retain staff who mightotherwise leave• Requires a short induction trainingperiod• Employer should know moreabout the internal candidatesabilities ( a reduced risk of selectingan inappropriate candidate)• Usually quicker and lessexpensive than recruiting fromoutside
Disadvantages•Limits the number of potentialapplicants for a job•External candidates might bebetter suited / qualified for the job•Another vacancy will be createdthat has to be filled• Existing staff may feel they havethe automatic right to be promoted,whether or not they are competent•Business may become resistant tochange; by recruiting fromoutside, new perspectives andattitudes are brought in
External Recruitment External sources ofrecruitment have to besolicited from outside theorganization.It involves lot of timeand money. The externalsources of recruitmentincludeEmployment at factorygate, advertisements,employment exchanges,employment agencies,educational institutes,labor contractors,recommendations etc.
External Sources Of Recruitment1. PRESS ADVERTISEMENTS 3. PLACEMENT AGENCIESAdvertisements of the vacancy Several private consultancy firmsin newspapers and journals perform recruitment functions onare a widely used source of behalf of client companies byrecruitment. The main charging a fee. These agenciesadvantage of this method is are particularly suitable forthat it has a wide reach. recruitment of executives and specialists. It is also known as2. EDUCATIONAL INSTITUTES RPO (Recruitment ProcessVarious management Outsourcing)institutes, engineeringcolleges, medical Colleges etc. 4.EMPLOYMENT EXCHANGESare a good source of recruiting Government establishes publicwell qualified employment exchanges throughoutexecutives, engineers, medical the country. These exchangesstaff etc. They provide facilities provide job information to jobfor campus interviews and seekers and help employers inplacements. This source is identifying suitable candidates.known as Campus Recruitment.
5.LABOUR CONTRACTORS 7.EMPLOYEE REFERRALS /Manual workers can be RECOMMENDATIONS Many organisations haverecruited through structured system where thecontractors who maintain current employees of theclose contacts with the organisation can refer their friendssources of such workers. and relatives for some position inThis source is used to their organisation. Also, the office bearers of trade unions are oftenrecruit labor for aware of the suitability ofconstruction jobs. candidates. Management can6.UNSOLICITED APPLICANTS inquire these leaders for suitableMany job seekers visit the office jobs.of well-known companies on 8.RECRUITMENT AT FACTORYtheir own. Such callers are GATE Unskilled workers may beconsidered nuisance to the recruited at the factory gate thesedaily work routine of the may be employed whenever aenterprise. But can help in permanent worker is absent. Morecreating the talent pool or the efficient among these may bedatabase of the probable recruited to fill permanentcandidates for the organisation. vacancies.
Advantages Outside people bringin new ideas People have a widerrange of experience Larger pool ofworkers from which tofind the best candidate
Disadvantages Longer processMore expensive processdue to advertisements andinterviews requiredSelection process may notbe effective enough toreveal the best candidate
ABOUT THE EMPLOYER• are under pressure to improveemployment opportunities intheir organization in placingindividuals in the better payingjobs•Difficulty in recruiting womenfor clerical, secretarial andother jobs in which they havetraditionally employed
Barriers from recruiting women women encounter barriers in gainingemployment in the better paying jobstraditionally performed by men. they also have encountered barriers inattempting to gain Positions of managerialresponsibility laws restricting hours of work forwomen and the types of Duties theycould perform automaticallyeliminate women From a certainjob, they would have been ableperform. blue-collar jobs were eliminatedwhich were considered toohazardous for women to perform.
Coping with stereotypes of women Women work merely to supplement the family income. Women do not want to be managers because it would involve an extra work load which would interfere with family obligations. Women are unable to meet certain work demands for emotional toughness and stability because of their psychological makeup.
Overcoming the barriers The opening of employment opportunities for women in nontraditional jobs De sex job titles The elimination of qualifications pertaining to physical strength or physical size where such job requirements have not yet been validated
Modifying conditions to promote equal opportunityIn preparing jobspecifications, any unnecessaryrequirements that might preventthe placement of women in aspecific job Institute flexi-time or job sharingto enable women to accept jobs More flexible policies coveringleaves of absence can preventwomen from being forced toresign for maternity purposes
RECRUITING WITHIN THE ORGANIZATION INTERNAL PROMOTIONSERVES TO REWARDSTHE EMPLOYEERECEIVING THEPROMOTION FOR HISOR HER PASTPERFORMANCE ANDHOPEFULLY WILLRESULT INCONTINUING EFFORTSBY THAT INDIVIDUALS
ADVANTAGES DISADVANTAGES•REWARDS GOOD •CAN PRODUCEWORK OF CURRENT ORGANIZATIONAL INBREEDING;EMPLOYEES CANDIDATES MAY HAVE•IS COST-EFFECTIVE LIMITED PERSPECTIVE•IMPROVES MORALE •PLACES HEAVY•CAN ASSESS BURDEN ONKNOWN PAST TRAINING ANDPERFORMANCE DEVELOPMENT•CAN RESULTS IN •MAY CAUSE POLITICALSUCCESSION OF INFIGHTING FORPROMOTION PROMOTIONS
RECRUITING OUTSIDE THE ORGANIZATION UNLESS THERE IS TO BE A REDUCTION IN THE WORK FORCE, ANY VACANCY OCCURING WITHIN THE ORGANIZATION MUST EVENTUALLY BE FILLED WITH A REPLACEMENT FROM THE OUTSIDE.
ADVANTAGES DISADVANTAGES•BRINGS NEW IDEAS/ TALENTINTO ORGANIZATION GET •MAY RESULT INNEEDED COMPETENCIES MISPLACEMENTS•PROVIDES CROSS •INCREASEINDUSTRY- INSIGHT RECRUITMENT COST•MAY REDUCE TRAINING •MAY COST MORALECOST (EXPERIENCED PROBLEMS IN INTERNALHIRED CANDIDATES•HELPS ORGANIZATION •REQUIRES LONGERMEET EQUAL ORIENTATION OREMPLOYMENT ADJUSTMENT TIMEOPPORTUNITY/AFFIRMATIVE ACTIONGOALS
Importance of Recruitment• Attract and encourage more and more candidates toapply in the organisation.• Create a talent pool of candidates to enable the selection of bestcandidates for the organisation.• Determine present and future requirements of the organizationin conjunction with its personnel planning and job analysisactivities.• Recruitment is the process which links the employers with theemployees.• Help increase the success rate of selection process by decreasing number ofvisibly under qualified or overqualified job applicants.• Help reduce the probability that job applicants once recruited and selectedwill leave the organization only after a short period of time.