2. HRM
“ HRM is the policies and
practices involved in carrying
out the ‘people’ or human
resource aspects of a
management position,
including recruiting, screening,
training, rewarding and
appraising”
5. RECRUITMENT
• Recruitment is the process of locating and
encouraging potential applicants to apply
for existing or anticipated job openings.
• It is a linking function, joining together
those with jobs to those seeking job.
• Basic purpose : To develop a group of
potentially qualified work force.
6. Methods of Recruitment
• The methods of recruitment are often
categorized into:
1. Internal recruitment: is when the business
looks in to fill the vacancy .
2. External recruitment : is when the business
looks outside to fill the vacancy
7. Advantages Disadvantages
Internal
Recruitment
Cheaper and quicker to
recruit
Limits the number of
potential applicants
High degree of familiarity No new ideas
Opportunities for promotion
can be motivating
Resentment amongst
candidates not appointed
External
Recruitment
Outside people bring in new
ideas
Longer process
Larger pool of workers from
which to find the best
candidate
More expensive
People have a wider range
of experience
Selection process may not
be effective enough to
reveal the best candidate
8. Internal Methods
1. Promotion & Transfer
2. Job Posting
3. Employee Referrals
External methods
1. Direct methods
2. Indirect method
3. Third party method
10. PROMOTION & TRANSFER
• Promotion involves movement of an employee from
a lower level position to a higher level position
accompanied by changes in duties, responsibilities,
status and values.
• Most of the multi nationals have fast track
promotion system which provide for the
opportunities to grow vertically.
• Transfer is a lateral movement with in the same
grade , from one job to another.
• It involves changes in duties and responsibilities,
working conditions etc., but not necessarily salary.
11. Job Posting
• In this method organization publicizes job openings
in bulletin boards, electronic medias and similar
outlets.
• It allows the qualified applicant to look for growth
opportunities with in the company without looking
outside.
• HLL’s open job posting in 2002 filled 40 positions by
this process. This even allowed the employees to
undertake carrier shifts.
12. Employee Referrals
• Is a method of using personal contacts to locate job
opportunities.
• Is a recommendation from the current employee
regarding the job applicant.
• It has became the most common method of
recruitment among the IT companies since the
stickiness of the employees through referral scheme
is quite high.
• Companies offer rich rewards to the employees
whose recommendations are accepted.
13. • Those making referral should get proper feedback
to come up with more referrals.
• The upper limit for referrers and the reward should
be fixed in advance.
• Is an excellent method for filling those hard to fill
positions.
• Since the applicant get a clear picture of the job
they can weight the pros and cons carefully.
• Citibank offers Rs. 50,000 to its employees for
every vacancy filled up by the bank on the basis of
their referral.
15. Direct Methods
Campus recruitment
• Recruiters visit educational institutions and
Universities with a view to pick up the job aspirants
having requisite technical and professional skill.
• The job seekers were provided with a brief
introduction about the job.
• Preliminary screening is done with in the campus
and the shortlisted students are subjected to the
reminder of the selection process.
16. • MERITS
• Easy to locate potential applicants.
• Applicants can be prescreened.
• Lower salary expectation.
• Demerits
• The candidates have no experience.
• Training is essential
• The entire process is very costly.
17. Guidelines for campus recruitment
• Shortlisting campuses: Campuses whose curricula
and specialization matches with the firms
requirement’s are need to be shortlisted.
• Recruiting team to be carefully chosen.
• Pay smartly not highly.
• Don’t oversell
18. Indirect Method
• Advertisement
• Is the most popular, colorful, lively and imaginative
method
• Gives a brief outline of the job responsibilities,
compensation packages, prospects in the
organization.
• Is used when:
• Intends to reach large
group.
• Needs talents which is
geographically spread.
19. News Paper
• Easy to place job ads without much lead time.
• Convenient to target a specific geographical
location.
• Attracts only those who are seeking the job at the
point.
• Marginally qualified applicants will adds the
administrative burden.
• Large companies often go for
blind-box ads for filling lower level
positions to reduce such burden.
20. Television and Radio ads
• Helps the organization to target the audience more
selectively.
• The ads reaches the individuals who are not actively
seeking employment.
• This is an expensive method.
• Difficulty in remembering the details since the ads
are simply heard or seen by the applicants.
21. Third Party Method
• Private Employment Search Firm
• Provides specialized employment related services to
corporate houses for a fee.
• Especially provides top and middle level executives.
• They have many contacts and are good at contacting
qualified, currently employed candidates
• Can keep the firms name confidential throughout the
process.
• They follow a highly professionalized way for
screening potential applicants.
22. • Fee charged by them are very high(30% of the
annual salary for the position)
• To get the best result out of a search firm; consider:
• Is the firm capable to carry out a thorough search
• Explain the requirement clearly and directly.
• Find out the charges and make a written agreement.
• Seek feed back from the firm’s client and confirm
whether it completed the recent assignments.
• Eg: Arthur and Anderson, SB Billimoria, etc.
23. Employment Exchanges
• Employment exchanges created all over India for
helping unemployed youth, displaced persons, ex-
military personnel, physically handicapped etc.
• As per the Employment Exchanges Act of 1959 all
employers are supposed to notify the vacancies arising
in their establishments.
• Act covers all establishments in the public sector and
non agricultural establishments employing 25 or more
workers in the private sector.
24. Gate Hiring and Contractors
• Generally blue collar employees are hired through
this way.
• They present themselves by the factory gate and offer
their services on a daily basis.
• Here recruitment is made through word-of –mouth.
• Is still in use among the small scale sector in India
despite the possibility for their misuse.
25. The
Unsolicited Applicants/ Walk-ins
• Company receives many applications at various time
and such applications become a part of its data bank.
• Whenever a vacancy arises the company consult the
data bank and intimate the suitable candidate to
apply through the proper channel.
• The company conduct Walk-ins for such candidates.
• But when the company is in need of the candidates
they might be already employed or are simply not
interested for the post.
26. Internet Recruiting
• It is the cost effective and the most convenient method.
• The company lists the job openings on their own
websites.
• Infosys Technologies Ltd. Receives for about 1000
application from prospective employees daily.
• There are many websites other than companies own
website where the applicants can submit their resumes.
• Naukri, monsterindia, mafoi, timesjob etc.
• Employer get timely response from the applicant.
• Sometimes the website might be over flooded with
unqualified resumes those from unrealistic geographical
areas.
27. Alternative to recruitment
• Overtime: High wage amount to be paid.
• Employee leasing: Hiring permanent employees of
another company. Useful for small and medium
enterprises.
• Subcontracting: Allowing an outside specialized
agency to take a part of the work.
• Temporary Employees: To meet the short term
increases in demand and to avoid the cost of
recruitment.
• Outsourcing: Seek assistance of an established
agency for activities on which the firm lack
expertise.
28. CONCLUSION
• These are interesting time for human resource
managers. Globalized production and sales
mean more competition, and more competition
means more pressure to improve_ to lower
costs, to make workers more productive and to
do things better and less expensively. To have
a pool of employees who are more competing
and efficient the HR managers should have to
design a tailor made recruiting plan for each
vacancy.
30. REFERENCE
• Rao VSP “Human Resource Management:Text and Cases”,
Excel Books New Delhi 2007
• David A De Cenzo, Stephen P Robins
Fundamentals of human resource Management , Willey India
(P) Ltd. New Delhi.
• Gary Dessler, Biju Varkey Human Resource Management
Prentice Hall Pearson publications
• V. Sita (edited) Human resource Management in India Issues
and Initiatives. Centuary Publications India.
• Gary Dassler Human Resource Management Dorling
Kindersley ( India) Pvt Ltd.
