A thorogh study on Recruitment selection and placement of human resources in am organisation.It is a very important topic of HRM.

2. RESOURCES THEORIES/PRINCIPLES OF MANAGEMENT
MATERIAL
FINANCE/CAPITAL
TECHNICAL
HUMAN RESOURCE
INFORMATION
TECHNOLOGY
G
O
A
L
S
PLANNING ORGANISING DIRECTION MOTIVATION LEADERSHIP CORDINATION CONTROL

3. PROCESS OF ACQUIRING
AND USAGE OF HR
RECRUITMENT
SELECTION
PLACEMENT
TRAINING AND DEVELOPMENT
PROMOTION AND TRANSFER

4. CONCEPT OF RECRUITMENT
The most challanging and interesting resource of every compny is human
resource.All other resources are being used or utilised at the discretion of
the entrpreneur.But human resource is the prime and most difficult
resource to handle. A company however independent, however progressive
depends to the core upon the working of the human resource.

5. RECRUITMENT(HIRING ) IS A CORE FUNCTION OF HRM (HUMAN
RESORCE MANAGEMENT). IT IS THE FIRST STEP OF
APPOINTMENT, OF ACQURING HR.
DEFINITION : -
DECENZO AND ROBBINS
“RECRUITMENT IS THE PROCESS OF DISCOVERING
POTENTIAL CANDIDATES FOR ACTUAL OR ANTICIPATED
ORGANIZATIONAL VACANCIES OR FROM ANOTHER
PERSPECTIVE IT IS A LINKING ACTIVITY – BRINGING
TOGETHER THOSE WITH JOBS TO FILL AND THOSE
SEEKING JOBS.”

6. The process of finding and hiring the best qualified candidate (from within
or outside of an organisation) for a job opening in a timely and cost
effective manner.The recruitment process includes analyzing the
requirements of a job, attracting employees to that job , screening and
selecting applicants, hiring and integrating the new employee to the
organisation.

7. Whenever there is a vacancy in the organisation, it generally has to be
filled.To make the candidate available for filling those vacancies , their
selection procedure and placement on a proper job comes under the
purview of recruitment.
As soon as available vacancies are known, they are advertised through
different media and accordingly the applications are collected for the
vacant posts. A group of candidates interested in doing the job and are
eligible to do, it is created through recruitment.

8. Recruitment is an operative function of human resource management
under the managerial function called “Organizing”.
In the words of EDWIN. B. FLIPPO “Recruitment is the process of searching
for prospective employees and stimulating them to apply for jobs in the
organisation.”
It involves attracting and obtaining as many applications as possible from
eligible job seekers.

9. SOURCES OF RECRUITMENT
INTERNAL SOURCES EXTERNAL SOURCES
1. PROMOTIONS
2. RETIREMENTS
3. FORMER EMPLOYEES
4. TRANSFERS
5. INTERNAL ADVERTISEMENT
1. PRESS ADVERTISEMENTS
2. CAMPUS INTERVIEWS
3. PLACEMENT AGENCIES
4. EMPLOYMENT EXCHANGE
5. WALK – IN – INTERVIEWS
6. E- RECRUITMENT
7. COMPETITORS

10. INTERNAL SOURCES OF RECRUITMENT
1. PROMOTIONS
The promotion policy is followed as a motivational technique for the
employees who work hard and show good performance.Promotion results
in enhancements in pay, position , responsibility and authority. The
important requirement for implementation of the promotion policy is that
the terms and conditions, rules and regulations should be well defined.
2. RETIREMENTS
The retired employees may be given the extension in their service in case
of non – availibility of suitable candidates for the post.

11. 3. FORMER EMPLOYEES
Former employees who had performed well during their tenure may be
called back, and higher wages and incentives can be paid to them.
4. TRANSFER
Employees may be transferred from one department to another wherever
the post becomes vacant.

12. 5.INTERNAL ADVERTISEMENTS
The existing employees may be interested in taking up the vacant jobs.As
they are working in the company for a long time they know about the
specifications and description of vacant job.For their benefit , the
advertisement within the company is circulated so that the employees will
be intimated.

13. BENEFITS OF INTERNAL SOURCES OF RECRUITMENT
1. The existing employees get motivated.
2. Cost is saved as there is no need to give advertisements about the
vacancy.
3. It builds loyalty among employees towards the organisation.
4. Training cost is saved as the employees already know about the
nature of job to be performed.
5. It is a reliable and easy process.

14. LIMITATIONS OF INTERNAL SOURCES OF RECRUITMENT
1. Young people with the knowledge of modern technology and
innovative ideas do not get the chance.
2. The performance of the existing employees who do not get promotion
or selected.
3. It brings down the morale of the employees who do not get promotion
or selected.
4. It may lead to encouragement to favouritism.
5. It may not be always in the good interest of the organisation.

15. SELECTION
The process of interviewing and evaluating candidates for a specific job
and selecting an individual based on certain criteria.Employee
selection can range from a very simple process to a very complicated
process depending upon the firm, hiring and position.
Selection follows recruitment.Through recruitment the organisation
identifies the potential candidates and stimulates them to apply for jobs
available with it.
The Human Resources Management Department then chooses the most
suitable candidate out of the applicants.
Selection means weeding out unsuitable applicants and selecting those
individuals with pre requisite qualifications and capabilities to fill the
jobs in the organisation.

16. In the words of RAYMOND, “ Selection is the process by which an
organisation attempts to identify applicants with necessary knowledge,
skill and other necessary characteristics that will help it achieve its
goals.”
As per KOONTZ ,”Selection is the process of choosing from among the
candidates from within the organisation or from outside the most
suitable person for the current position or the future position.
Selection is that procurement function of HRM which is concerned with
finding out the best fit between the job specifications (i.e. job
requirements ) and the employee specifications (i.e. candidates
qualities and qualifications).

17. ANALYSIS OF SELECTION PROCEEDURE
POTENTIAL
CANDIDATE
S
APPLICAN
TS
JOB
OFFER
REJECT
ED
RECRUITMENT

18. STEPS INVOLVED IN SELECTION PROCEEDURE
Inviting
applications
Receiving
application
Scrutiny of
application
Written test
Pshycological
test
Personal interview
Reference
check
Medical
examination
Final selection
Placement

19. 1. INVITING APPLICATIONS- The prospective candidates from within the
organisation or outside the organisation are called for applying for the
post.Detailed job description and job specification are provided in the
advertisement for the job. It attracts a large number of candidates from
various areas.
2. RECEIVING APPLICATIONS –Detailed applications are collected from
the candidates which provide the necessary information about personal
and professional details of a person These facilitate analysis and
comparison of candidates.
3. WRITTEN TESTS – As the final list of candidate s becomes ready after
the scrutiny of applications, the written test is conducted.This test is
conducted for understanding the technical knowledge , attitude and
interesty of the candidates.This process is useful when the number of
candidates is large.

20. 5. Psychological Tests – The tests are conducted individually and they are
helpful for finding out the individual quality and skill of a person. The
psychological tests are:-
• APTITUDE TEST
• INTELLIGENCE TEST
• SYNTHETIC TEST
• PERSONALITY TEST
6. Personal Interview - Candidates proving themselves successful in the
tests are interviewd personally.They are supposed to describe their
expectations from the said job.Their strengths and weaknesses are
identified by the interviewers which help them to take the final decision of
selection.

21. 7. Reference Checks – Generally two references are asked by the
company from the candidate.Reference check is a type of cross check
For the information provided by the candidate in their application form
and during the interviews.
8. Medical Examination – Physical strength and fitness of a candidate is
must before they takes up the job.In spite of good performances in tests
and interviews, candidates can be rejected on the basis of their ill
health.
9. Final Selection- At this stage the candidate is given an appointment
letter to join the organisation on a particular date.The appointment letter
specifies the post, title, salary and terms of employment.Generally
initial appointment is on probation, and after specific time period it
becomes permanent.
10. Placement- This is a final step. A suitable job is allocated to the
appointed candidate so that they can get the whole idea about the
nature of the job.They can get adjusted to the job and perform well in
future with all capacities and strengths .

22. IF YOU WANT TO BUILD THE BUSINESS BUILD THE PEOPLE
The End