Recruitment, selection ,training and development in industries

1. RECRUITMENT, SELECTION, TRAINING
AND DEVELOPMENT
Presented By
Tanuja Yadav
M.Pharmacy
Pharmaceutical Organisation and
Production Management
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2. CONTENTS
• Recruitment
• Importance and needs of recruitment
• Impact of personnel policies on recruitment polices
• Sources of recruitment
• Process of recruitment
• Selection
• Selection process
• Training and develepment
• Benefits of training
• Case study
• Conclusion
• References
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3. RECRUITMENT
Recruitment is a process of searching for prospective employees and
stimulating them to apply jobs in the organization . it is a linkage activity bringing
together those with the jobs and those seeking jobs.
IMPORTANCE OF RECRUITMENT:
 To increase the Pool of candidates at minimum cost.
 To meet the organizations legal and social obligations regarding the composition of
it's workforce.
 It enables the selection of best candidates for organization
 To determine present and future requirements of organization with personnel
planning and job analysis activities.
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4. NEEDS FOR RECRUITMENT
The needs of recruitment arise due to the following reasons:
 PLANNED NEEDS
 ANTICIPATED NEEDS
 UNEXPECTED NEEDS
RECRUITMENT POLICY:
Recruitment policy specifies the objectives of recruitment and provides a framework for
the implementationof the recruitment programme.
Factors considered in recruitment policy are as follows:
 Oranganisational objectives
 Recruitment needs
 Sources of recruitment
 Criteria of selection and preferences
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5. IMPACT OF PERSONNEL POLICIES ON
RECRUITMENT POLICIES
• Generally recruitment policies are drawn from personnel policies of the organisation.
• According to Dale Yodar and Paul D. Standohar general personnel policies provide a
wide variety of guidelines for recruitment policy.
• After formulation of recruitment policies, management decides to centralize or
decentralize the function.
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6. SOURCES OF RECRUITMENT
INTERNAL
Present employees
Employee referrals
Former employees
EXTERNAL
Advertisements
Campus recruitments
Walk -ins
Recruiting agencies
Competitors
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8. PROCESS OF RECRUITMENT
Human resource planning
Identify HR requirements Retrench/layoffs
Determine numbers, levels and
Criticality of vacancies
Choose the resources and
method of recruitment
Analyze the cost and time
involved
Start implementing the
recruitment program
Select and hire.
Evaluate the program
surplus
demand
organizational
recruitment policy
Job analysis
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9. SELECTION
• Selection is the process of picking individuals who have relevant qualifications to fill
jobs in an oraganisation
• The basic purpose is to choose the individual who can most succesfully perform the
job from the pool of qualified candidates.
• Selection is usually a series of steps. Each one must be successfully cleared before
the applicant proceeds to the next one
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11. SELECTION PROCESS
RECEPTION
SCREENING
INTERVIEW
APPLICATION
BLANK
SELECTION
TEST
SELECTION
INTERVIEW
MEDICAL
TEST
REFERENCE
CHECKS
HIRING
DECISION
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12. TRAINING AND DEVELOPMENT
• Every organisation needs well trained and experienced people
to perform the activities that have to be done.
• Training refers in helping members of an organisation to
acquire and apply the knowledge, skills and abilities needed by
a particular job and organiasation.
• Employee training is important sub- system of human resource
development.
• Employee training is a specialized function of the human
resource management
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13. MEANING
• Training is the act of increasing the knowledge and skill of an employee
doing a particular job. Training is short-term educational process and
utilizing.
• According to Dale S. Beach Training is “the organized procedure by
which people learn knowledge and skills for a definite purpose”.
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14. T - Talent and tendency (strong and determined)
R - Reinforcement (something positive to be reinforced)
A - Awareness (with which one can easily take long strides progress)
I - Interest (accompanied by excitement and enthusiasm)
N - Novelties (new things)
I - Intensity (intense experience should be instilled)
N - Nurturing (nurturing of talent)
G - Grip (fine grip overbsituation)
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15. BENEFITS OF TRAINING
For Organisation
• Leads to improved profitability
• Improves the job knowledge and skills
• Improves the morale of the workforce
• Helps to create a better corporate image
• Improves relationship between boss and subordinate
• Faster authenticity, openness and trust
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16. BENEFIT TO INDIVIDUAL
• Helps the individual in making better decision and effective
problem solving.
• Increase job satisfaction and recognition.
• Help to handle stress, tension and conflict.
• Aids in encouraging and acheiving self confidence.
• Move a person towards personnel goal and development of
skills.
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17. BENEFITS IN PERSONNELAND HUMAN
RELATIONSHIP
• Improves communication between groups and individual
• Improves interpersonal skills
• Improves morale
• Builds cohesiveness
• Provide a good climate for learning growth and coordination
• Makes organisation better place to work and live
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18. CASE STUDY - HR Recruitment and Selection Case
Study In Elgin Pharmaceutical
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19. STRATEGY OF THE COMPANY
• To retain the employees for a long period of time
• To maintain the reputation of the company
• To motivate the employees to increase their performance and
achieve the positive results from it
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20. Evaluation of Current Recruitment and Selection
Process
• Elgin Pharmacueticals is using the same method of recruitment
(waiting lists) and selection (General Mental Ability and Semi-
Structured Interviews) from last ten years.
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21. WAITING LISTS
• These lists are made up of logical enquiries and applicants hired from the old recruitment
activity. Then it provides suitable applicants that can be assessed when there will be any
vacancy.
• Waiting lists are of low costs and resource efficient. Because candidates are already
selected for the next step but they have to wait for the vacant positions in the company.
• These are hard to manage because these are spoiled quickly. Applications have very
limited life, as candidates interest may change to other jobs.
• Waiting lists could cause discrimination among the candidates because they may restrict
from the jobs again.
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22. GENERAL MENTALABILITY TESTS
• It is also called psychometric test. These tests are used for assessment and evaluation of
the test taker by a competent examiner. It is used to check he intelligence and knowledge
of the candidate.
• Its advantage is that candidates cannot lie in it. Moreover biasness can be avoided. This
test is used where there are number of candidates for the job.
• These tests are quite useful than the interviews because real information can be more
easily taken from tests instead of the interviews. It’s more reliable and valid.
• Differences between males and females in abilities (e.g., knowledge of mathematics) may
negatively impact the scores of female applicants.
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23. SEMI- STRUCTURED INTERVIEWS
• These interviews follow a predetermined and standardized list of questions. These
questions are not asked in the same way in same order to all the participants because
these questions are difficult to clarify.
• It is very time-consuming because interviewer needs to record it in written form.
Moreover, the data reliability is very low because it is difficult to compare the
responses between the respondents.
• Interviewees give too much information in it which is in depth and useless.
Recording information could be very difficult because to write the information is
time-consuming and if interview is recorded then candidates may not feel
comfortable and give only limited information.
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24. CONCLUSION
• Elgin Pharmacuetical company used waiting list method for
recruitment, but it is not beneficial for the company because if
candidates are in waiting list, it could be time-consuming and
lengthy process. Moreover, it will restrict candidates not to
work anywhere else or they will lose this job.
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25. REFERENCES
• https://writepass.com/journal/2012/12/recruitment-and-
selection-case-study-in-elgin-pharmaceutical/
• http://www.iosrjournals.org/iosr-jbm/papers/Vol7-
issue5/E0752943.pdf
• http://shodhganga.inflibnet.ac.in/bitstream/10603/63279/12/12_
chapter%204.pdf
• https://www.slideshare.net/ghadgenil1/recruitment-selection-
training-development
• https://www.pharmawisdom.co.in 25A.U. COLLEGE OF PHARMACEUTICAL
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