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Recruitment, selection, placement, induction

Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post

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Recruitment, selection, placement, induction

  1. 1. Recruitment, Selection, Placement and Induction
  2. 2. What is recruitment? 2
  3. 3. Recruitment is creating an 3
  4. 4. DEFINITION OF RECRUITMENT “the process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen” Byers and Rue 4
  5. 5. Recruitment is the process of searching for prospective candidates and entice them to apply for the jobs in the organization 5
  6. 6. Few Things you need to Know Recruitment is one of the Key Result Areas of HRM Recruitment tries to match Human Resources to the Strategic and Operational needs of the organization It ensures optimum utilization of those Human resources 6
  7. 7. Recruitment Policy How to recruit How to select/on what basis What methods to use for recruitment 7
  8. 8. RECRUITMENT PROCESS HR Planning Identify the HR requirement/ Job Vacancies Job Analysis(JD and JS) Decision to Recruit Choose the Resources and methods of Recruitment Implement the Recruitment programme Evaluate theRecruitme nt Programme 8
  9. 9. Right time Right place Right number Economically most useful 9
  10. 10. 2. Identify the HR requirement/ Job Vacancies 10
  11. 11. 3.Job Description and Job Specification • Duties and responsibilities • Types of the person 11
  12. 12. 4. Decision to Recruit 12
  13. 13. 5. Choose the Resources and methods of Recruitment Internal Recruitment External Recruitment 13
  14. 14. 6. Implement the recruitment programme 14
  15. 15. 7. Evaluate the recruitment programme 15
  16. 16. Internal & External Recruitment 16
  17. 17. Notice boards Circulars News letters Job posting HRIS Intranet Transfers Promotions Referrals of employee – “buddy finds buddy” 17
  18. 18. Boost the morale of the work force Employee’s performance and competencies are well known Cost effective Better employee relationship Kind of a training and development for the employee Better utilization of the internal resources 18
  19. 19. Inbreeding Miss out the talent available externally Limited choice Less competition 19
  20. 20. External Recruitment Methods • News paper advertisements “AIDA” 1. Attention, 2. Interest, 3. Desire, 4. Action 20
  21. 21. External Recruitment Methods • Magazines 21
  22. 22. External Recruitment Methods • Radio and TV 22
  23. 23. External Recruitment Methods • Educational Institutes 23
  24. 24. External Recruitment Methods • Recruitment Agencies 24
  25. 25. External Recruitment Methods • “Head hunting” 25
  26. 26. External Recruitment Methods • Walk in interviews 26
  27. 27. External Recruitment Methods • Job Fairs 27
  28. 28. Advantages of External Recruitment Methods (Tools) Infusion of new blood Wide options Finding innovative employees incorporation of new concepts Publicity and better image for the organization 28
  29. 29. • Time consuming • Unpredictable performance • May not fit to the Organization’s culture • Expensive • Frustration among employee 29
  30. 30. Selection 30
  31. 31. “Selection is the process of choosing the most suitable applicant/candidate for a job from among the available applicants.” 31
  32. 32. • Selection gives the right place to the right person. • Rejecting the right person or the placement of the wrong person will have a severe impact. 32
  33. 33. Application screening and short listing Presentation of data in a tabulated form Preliminary interview Employment tests Diagnostic interview Reference checking Medical examination Final selection Collection of various documents Job offer interview 33
  34. 34. Types of Interviews 1. Formal and Structured interviews / Directive interviews • very rigid in its structure and contents • ensures each and every candidate is tested with identical questions. • The interviewer selects the questions to be asked • plans the interview in advance. • Lack of subjectivity is the main advantage 34
  35. 35. 2.Unstructured interviews / Nondirective interviews • no pre-determined set of questions • take its own direction depending on the answers given. 35
  36. 36. 3. Stress interviews • The objective is to test the applicant’s ability to perform effectively and efficiently under stress. 36
  37. 37. 4. Group interview method • Group of candidates are interviewed by an interviewer. • Usually they are interviewed at different stages by different interviewer 37
  38. 38. 38
  39. 39. 39
  40. 40. 5.Panel interviews • Panel of experts test the each candidate 40
  41. 41. 6. In depth interviews • This is at the second stage of interview • it goes to a deeper level to understand the candidate better 41
  42. 42. 7.Situational type of interviews • Questions are focused on the individual’s ability to understand what his or her behaviour would be in a given situation 42
  43. 43. Types of Selection Tests
  44. 44. Intelligence means the mental ability or quickness of mind. It is the ability for “reasoning, judgment, memory and the power of thoughts.” An IQ (Intelligent Quotient) involves a different ability, usually comprising verbal reasoning or numerical ability 44
  45. 45. • measures the person’s ability to learn a given job. 45
  46. 46. This includes finger dexterity manual dexterity speed of the arm movement Reaction time 46
  47. 47. This is a behavioral test A real situation is given to the applicant and asked to tackle the situation as if he or she got it in their real life. 47
  48. 48. 5.Achievement Tests These are knowledge tests 48
  49. 49. 6.Interest Tests to identify whether the applicant has a genuine interest in the kind of work to be performed No point of assigning a job someone is not interested in it. 49
  50. 50. 7. Personality Tests • Personality tests assess a person’s value systems emotions • Personal characteristics • Self-confidence • Judgment • Dominance or submission • Impulsiveness 50
  51. 51. Polygraph Tests Test the truthfulness of an applicant answers 51
  52. 52. Graphology Analysis of hand writing to assess one’s personality. 52
  53. 53. Placement 53
  54. 54. Placement “the determination of the job to which an accepted candidate is to be assigned and his assignment to that job.” Paul Pagers and Charles A. Myers 54
  55. 55. Induction Induction training is a type of training given as an initial preparation for taking a job. 55
  56. 56. Content in Induction Programme • Location and physical layout • Colleagues and informal relationships • Management, supervision and formal relationship • Customers • Conditions of employment and contracts • Organization and house rules E.g. No drinking, No smoking etc • Security systems 56
  57. 57. Purpose Of Induction/Familiarization Training • To eliminate turn over 57
  58. 58. Purpose Of Induction/Familiarization Training • To eliminate fear and build-up confidence of the employee 58
  59. 59. • To enhance the productivity and quality of the product 59
  60. 60. Purpose Of Induction/Familiarization Training • To build sense of belongingness and loyalty 60
  61. 61. Purpose Of Induction/Familiarization Training • To build and develop soft skills(positive attitudes/values) of the employees 61
  62. 62. Purpose Of Induction/Familiarization Training • Feeling of job satisfaction and security 62
  63. 63. Purpose Of Induction/Familiarization Training • Get to know each other in the work place 63
  64. 64. Purpose Of Induction/Familiarization Training • Employee is having a macro picture about the organization • Creating a “feel at home” mentality 64
  65. 65. Formal Induction or Familiarization Training General Training Job Training Evaluation 65
  66. 66. General Training (General information) Reception Introducing the employee hand book Introduction to key persons Business and Business structure Organizational structure Organizational culture and values Welfare and employee benefits 66
  67. 67. General Training (General information) Site layouts (Factory/offices/canteen etc.) General administration Discipline and Grievance handling procedure Organizational rules, Dress codes, Absenteeism and lateness, Working hours and Smoking areas Occupational Health and Safety (Legal requirement) Security, Restricted areas, Transport and Parking 67
  68. 68. Job Training • Local department structure • Local department layout (wash rooms, changing rooms etc.) • Local department tour • Department functions/role and objectives • Department team and management 68
  69. 69. Job Training • Related departments and functions • How the department actually works and relates to others • Reporting and communication procedure • Job description (duties, scope, territory, authority etc.) • Work station/space • Technical training/familiarization 69
  70. 70. Evaluation Measure the effectiveness of the training programme. Conduct exit interviews with any employee who leaves To identify the improvements and continuously develop the induction training programs in the future 70
  71. 71. Krishantha Jayasundara BA.Peradeniya, PQHRM.IPM, NDTHRD.IPM krishanthajayasundara.branded.me krishantha896@gmail.com 71

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Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post

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