management topic under staffing

1. http://www.themanagementskills.com
BY PRASHANT M SALVE
MANAGMEMENT DICUSSION

2. RECRUITMENT
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 Recruitment is a positive process of
searching the prospective employees and
Selection is a negative process because it
involves rejection of unsuitable candidates.
 However, both Recruitment and selection
are the two phases of the same process.

3.  Recruitment is the first phase, taking
decisions on the choice.
 Selection is the second phase which involves
giving various types of tests to the candidates
and interviewing them in order to select the
most suitable candidates.
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4. DEFINITION
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 According to Flippo : “ Recruitment is the process
of searching the candidates for employment and
stimulating them to apply for jobs in the
organization.”
 According to William B Werther & K Devis :
“Recruitment is the process of finding and
attracting a capable applicants for employment.
The process begins when new recruits are
sought and ends when their applications are
submitted.

5. SOURCES OF RECRUITMENT
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Before an organization, activity begins
recruiting applicants, it should consider the
most likely sources of the type of employee it
needs. Some companies try to develop new
sources.

6. SOURCES OF RECRUITMENT
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EXTERNALINTERNAL
• TRANSFER
• PROMOTION
• DIRECT
RECRUITMENT
• UNSOLICITED
APPLICATIONS
• ADVERTISEMENTS
• EMPLOYMENT
AGENCIES
• EDUCATIONAL
INSTITUTIONS
• LABOUR
CONTRACTOR
S
• RECOMMENDATIONS

7. INTERNAL SOURCES
1.TRANSFER : It
involves shifting of an
employee from one job
to another. At the time
of transfer, It is ensured
that the employee to be
transferred to the new
job is capable of
performing it.
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8. INTERNAL SOURCES
It leads to shifting an
employee to a higher
position carrying higher
Responsibilities, Facilities,
Status and Pay. Many
organizations follow the
practice of filling the higher
jobs by promoting
employees who are
considered fit for such
positions.
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9. EXERNAL SOURCES
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 Direct Recruitment : an important source of
recruitment is direct recruitment by placing a
notice on the notice board of the enterprise
specifying the details of the jobs available .
The practice of Direct recruitment is generally
followed for filling casual vacancies requiring
unskilled workers. Such workers are known as
casual workers and they are paid remuneration
on daily wage basis.

10. EXTERNAL SOURCES
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 Unsolicited Applications : Many qualified
persons apply for employment in reputed
companies on their own initiative, by
applications. They serve as a good source of
manpower. A proper record may be kept of
such applications and the candidates may be
called for interview whenever the need arises.

11. EXTERNAL SOURCES
 Advertisements :
Advertising the job has
become a fashion of the
day with the large scale
enterprises. The
necessary information
about the company, job
descriptions and job
specifications may be
given in the
advertisement.
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12. EXTERNAL SOURCES
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 Employment Agencies : Employment agencies
run by the government are a good source of
recruitment for unskilled, semiskilled operative
jobs. Employment exchanges and selected
private agencies provide a nation wide service
in attempting to match personnel. They bring
job givers in contact with the job seekers.

13. EXTERNAL SOURCES
Educational Institutions :
Recruitment from
educational institutions is a
well established practice of
thousands of business and
other organization.
Organizations which
require a large number of
employee, usually recruit
from institutions.
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14. EXTERNAL SOURCES
 Labour Contractors : In this
workers are recruited through
labour contractors who are
themselves employees of the
organization. The
disadvantage of this system is
that if the contractor himself
decides to leave the
organization, all the workers
employed through him will
follow suit.
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15. EXTERNAL SOURCES
Recommendations :
Applicants introduced by
friends and relatives may
prove to be a good
source of recruitment.
Many employees prefer
to take such persons
because something
about their background
is known
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16. METHODS OF RECRUITMENT
DIRECT
METHODS
INDIRECT
METHODS
THIRD
PARTY
METHODS
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17. DIRECT METHOD
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 These include sending traveling
recruiters to the educational and
professional institutions, employees
contacts with public.

18. INDIRECT METHOD
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 Indirect methods involves mostly advertising
in newspapers, in the radio, in trade and
professional journals and in technical
magazines.

19. THIRD PARTY METHOD
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 These include the use of commercial or
private employment agencies, state
agencies, placement of offices of schools,
colleges and professional associations,
indoctrination seminars for college
professors and friends and relatives.

20. RECRUITMENT PROCESS
Identifying vacancies
Preparing Job specification
Advertising vacancies
Managing response and
shortlisting
Interview

21. RECRUITMENT POLICY`
 Essential for organization to fulfill the
manpower requirement in time.
 Should be clear and concise
 Framework for implementation of
recruitment programme.
 Objectives specification for sound
recruitment process.

22. CHARACTERISTIC OF RECRUITMENT
POLICYo Based on Organization needs.
o Integrate employees needs with
organizational needs.
o Treat equally or unbiased
o Attract potential candidates
o Fair criterion for selection process
o Selection should be transparent, task
oriented and merit based.
o Appropriate weightage is given for each
criterion.
o Component authority approve each selection

23. FACTORS AFFECTING
RECRUITMENT POLICY
ORGANISATION
TYPES
OBJECTIVES
POLICIES
SOURCE OF
RECRUITMENT
NEED
RECRUITMENT
COST

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