Recrutment & selection

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Recrutment & selection

  1. 1. InstructorInstructor Mr. Shyamasundar TripathyMr. Shyamasundar Tripathy Management Faculty(HR)Management Faculty(HR)
  2. 2. Concept of Equal Employment Opportunity Refers to the approach of the employers to ensure the practice of being fair and impartial in the employment process.
  3. 3. 3 Discrimination refers to the any kind of prejudice, biasness or favoritism on the basis of disability  Race  Age  Sex  Sexuality  Pregnancy  Marital status Discrimination in employment
  4. 4. 4 Indian Constitution Article 16, Clause 1  Must be equality of opportunity Article 16, Clause 2  No discremination on religion, sex, race, caste, descent, place of birth, residence.
  5. 5. 5 Equal employment opportunity is necessary to ensure:  To give fair access to the people of all development opportunities To create a fair organisation, industry and society. To encourage and give disadvantaged or disabled people a fair chance to grow with the society
  6. 6. Meaning and Definition  Recruitment is the process of search for and securing applicants for the various job positions so that the right people in the right number can be selected to fill the job positions which arise from time to time in the organization.  The process of SELECTION and PLACEMENT follow sequentially after the recruitment. The total process of recruitment, selection and placement can be called the HIRING process.
  7. 7. The importance of effective recruitment Effective recruitment helps to gain newEffective recruitment helps to gain new suitable members for the businesssuitable members for the business It can attract the best candidates for theIt can attract the best candidates for the job vacancies.job vacancies. Wrong persons selected will meanWrong persons selected will mean suffering of administration costs forsuffering of administration costs for recruiting activitiesrecruiting activities Suitable persons selected may give someSuitable persons selected may give some competitive advantages for the businessescompetitive advantages for the businesses © PhotoDisc
  8. 8. 8 RECRUITMENT NEEDS ARE OF THREE TYPES •PLANNED i.e. the needs arising from changes in organization and retirement policy. •ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. •UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs.
  9. 9. Factors Affecting Recruitment • Internal factors: - Size of organization - Recruiting policy (whether internal or external recruiting) - Image of organization (by product or service quality or public relations etc.) - Image of the job (type of work, remuneration, growth prospects, working conditions, self development opportunities)
  10. 10. External factors: • Demographic factors (sex, age, literacy, economic status etc.) • Labor market (right type and quantity) • Unemployment situation (simpler in areas of high unemployment) • Labor laws (working conditions, compensation, retirement benefits, child labor, safety and health etc.) • Legal considerations (reservations for various categories etc.)
  11. 11. Evaluation of Internal Source Disadvantage Advantage Limited Choice Familiarity with own employees Discourages competition (quality may suffer) Better use of talent Stagnation of skills Economical recruitment Creates conflict A motivator
  12. 12. Disadvantage Advantage Expensive and time consuming Open Process Unfamiliarity with the organization Availability of talented candidates Discourages the existing employees Opportunity to select the best candidate Provides Healthy Competition Evaluation of external source
  13. 13. Recruitment process RECRUITMENT PLANNING STRATEGY DEVELOPMENT SEARCHING SCREENING EVALUATION & CONTROL
  14. 14. Recruitment methods Direct method (campus recruitment) Indirect methods (advertisements in papers, professional journals etc.) Third party method (recruitment agencies, management consultants) Internal Methods (Employee recommendations)
  15. 15. Selection is the process of choosing the most suitable people out of the acceptable candidates who have applied for the job in the organization, from both within as well as outside the organization. Selection
  16. 16. Difference Between Selection and Recruitment Recruitment Selection Recruitment Precedes Selection Selection follows recruitment Process of identifying and encouraging potential employees to apply for the jobs Process of choosing the best out of recruited Positive in nature as it increases the no. of job seekers for wider choice in selection process Negative in nature as it rejects no. of applicants in order to get the best for the job It involves searching It involves comparing those already searched
  17. 17. Selection Model Recruitment Program Sales Force Job Analysis Applicants HRP Job Description (Workforce Analysis) (Workload Analysis) Job Specification Employee Requisition ------------------------------------------------- Application Blanks Screening Reference Checks Selection Process Tests Interviews Physical Examination Induction Individual Organizati on
  18. 18. Steps in Selection Process  Preliminary Interview  Application Blank  Selection Tests  Selection Interviews  Reference Checks  Physical Examination  Final Selection
  19. 19. Selection tests  Ability Tests  Aptitude Test  Achievement Test  Intelligence Test  Judgement test  Personality Tests  Interest Tests  Personality tests  Projective tests  Attitude tests
  20. 20. Advantages of Tests  Future Performance is Predicted  Situation and Behaviour is Diagnosed  Offers Benefits of Economy of Scale  Uncover what not covered by other devices  Serve as unbiased tools  Quantify the test results
  21. 21. Interviews Informal interview Formal interview Planned Interview Patterned interview Non-directive interview Depth interview Stress interview Group interview Panel interview Followed by 1. Pre employment Medical examination 2. Final decision by the Line managers 3. Issue of Offer Letters 4. Placement 5. Orientation / Induction / Socialization of new employee 6. Integrating the personal skills / goals with the organizational requirement / goals
  22. 22. 8-3 Induction Or Orientation Induction or orientation is the process through which a new recruit is introduced to the job and the organisation. Induction removes fears from the mind of a newcomer, creates a good impression about the organisation and acts as a valuable source of information. Placement, Induction, Internal Mobility And Separations
  23. 23. 8-4  Welcome to the organisation  Explain about the company and show all the facilities  Show the location where the new recruit will work.  Give the company's manual  Offer details about various work groups  Provide details about policies, rules, regulations, benefits, etc  Explain about opportunities and career prospects  Clarify doubts  Assign the new recruit to the supervisor Placement, Induction, Internal Mobility And Separations Induction Programme: Steps
  24. 24. Promotion  it is an advancement of an employee to a better job  better in terms of Greater responsibility, status & prestige, Skill, pay  Bases of Promotion  Merit  Seniority  Seniority-cum-merit  Favouritism
  25. 25. Transfer  it is the moving of an employee from one job to another that may involve promotion, demotion or no change in job status.  Types of Transfers  Production Transfer  Replacement Transfer  Rotation Transfer  Shift Transfer  Remedial Transfer  Penal Transfer
  26. 26. 8-12  Resignation: A voluntary separation initiated by the employee himself is called resignation. It is always better to find why the employee has decided to quit the organisation. Properly conducted exit interviews would help throw light on factors behind the curtain  Retirement: Termination of service on reaching the age of superannuation is called retirement. To avoid problems, organisations normally plan replacements to retiring employees beforehand.  Death: Some employees may die in service. Death caused by occupational hazards, of course, would attract the provisions of Workmen's Compensation Act, 1923. The normal separation of people from an organisation due to resignation, retirement or death is known as attrition.  Lay off: A lay off entails the separation of the employee from the organisation temporarily for economic or business reasons. Placement, Induction, Internal Mobility And Separations Employee Separations
  27. 27. 8-14  Retrenchment: A permanent lay off for reasons other than punishment but not retirement or termination owing to ill health is called retrenchment. Legally speaking, employers in India are required to give advance notice or pay equivalent wages before the actual lay off date. (50 per cent of basic wages plus allowances) Placement, Induction, Internal Mobility And Separations Employee Separations
  28. 28. 8-15  Outplacement: Outplacement assistance includes Efforts made by the employer to help a recently separated employee find a job. Apart from training support to such employees, some organisations offer assistance in the form of paid leave travel charges for attending interviews, search firm expenses ,etc. Placement, Induction, Internal Mobility And Separations Employee Separations Merits and demerits of outplacement      M e r i t s D e m e r i t s S h o w s t h e h u m a n f a c e o f t h e c o m p a n y . M a y b e t i m e c o n s u m in g a n d c o s t ly . E a s e s t h e p a in o f r e t r e n c h m e n t . M a i n t a in in g d a t a b a s e s o n o t h e r jo b s is n o t e a s y . P r e s e r v e s t h e m o r a le o f t h o s e w h o r e m a in C a n w o r k o n ly w h e n r e t r e n c h in g a w it h t h e c o m p a n y . fe w m a n a g e r s a t a tim e . S m o o t h e n s t h e w a y f o r f u t u r e d o w n s i z i n g C a n b e t u r n e d d o w n b y a n g r y, d is il lu s i o n e d m o v e s . e m p lo y e e s . H e lp s y o u r e t a in y o u r f o r m e r e m p l o y e e s ’ D if f i c u lt t o c o n v i n c e a n d i m p le m e n t a t t h e r e s p e c t . l e v e l o f w o r k e r s . S o u r c e : B u s i n e s s I n d i a J a n 7 - 2 1 , 1 9 9 6 p p . 3 0 0 - 5 0 4     
  29. 29. 8-16 Placement, Induction, Internal Mobility And Separations  Suspension: Suspension means prohibiting an employee from attending work and performing normal duties assigned to him.  Discharge and dismissal: The termination of the services of an employee as a punitive measure for some misconduct is called dismissal. Discharge also means termination of the services of an employee but not necessarily as a punishment. A discharge does not arise from a single irrational act( such as alcoholism, wilful violation of rules, insubordination, carelessness, dishonesty, inefficiency, violent acts, unauthorised absence for a long time Employee Separations

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