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1. Talent Management
– Business Scenario is changing.
– Boosting productivity, augmenting distinctive
competencies, gaining competitive advantages,
acquiring excellence, identifying news ways of
processing, winning against cutthroat
competition, discovering innovative organizational
practices and benchmarking them, managing
changes and utilizing the most valuable human
resources need talent and continue to be the
principal concern of any organization.

2. Purposes and Importance of
Recruitment process
• Determine the present and future requirements of the
firm in conjuction with its HR planning and job analysis
activities.
• Increase the pool of job candidates at minimum cost.
• Help increase the success rate of the selection process
by reducing the number of visibly under qualified and
over qualified job applicants.
• Help reduce the probability that job applicants once
recruited and selected , will leave the organizations
only after the short period of time.
• Meet the organization’s legal and social obligations
regarding the composition of its workforce.

3. • Begin indentifying and preparing potential job
applicants who will be appropriate candidates.
• Increase organizational and individual
effectiveness in the short and long ter.
• Evaluate the effectiveness of various
recruiting techniques and sources for all types
of job applicants.

4. Methods & Sources of Recruitment
• Internal Recruitment
Internal recruitment is recruiting
individuals needs to fill particular posts within
a business and it can done internally by
declaring vacancy in the notice board. Internal
recruitment refers to the internal mobility of
employees. Internal mobility at higher
positions is termed as succession planning.

5. Internal Sources include:
• Present Employees
• Employee referrals
• Former employees
• Previous applicants

6. Advantages of Internal Source
1. Less Costly
2. The process is quicker
3. Opportunity of promotion & ultimately
increase motivation.
4. Familiar with the organization.
5. Strengths & weaknesses of the candidates
are known.

7. Disadvantages
1. Limits the number of possible candidates
2. Outsiders can bring new ideas
3. May cause resontments amongst candidates
who are rejected
4. Create another vacancy which needs to be
filled up.

8. External Recruitment
Recruiting individuals from outside sources
which makes possible to drawn upon a wide
range of talents from the markets.
 Sources
 Notice board and advertisement.
 Internal job market
 Employee referral

9. • Employee exchange
• Service commissions
• Placement agencies
• Educational institutions
• Labor unions
• Leasing
• Nepotism
• Professions or Trade Associate
• Displaced persons
• Acquisitions & mergers.

10. Advantages
1. External people may purpose new ideas for the
organization.
2. Provided larger pool of workforce from which best
candidates can be identified.
 Disadvantage
1. The process is longer
2. It is more expensive due to the need for
advertisements and interviews.

11. • E-recruiting- It is an evolving face of recruitment and it
may possibly replace traditional advertising.
• Job Portals : Companies post their requirements along
with job description and job specifications on these
portals.
• Creating a complete online recruitment section: Some
companies have their own websites specifically for the
requirements. Job Seekers can submit their resumes
directly into the database, from where the organization
chooses a suitable candidate.

12. • Recruitment Process
1) Planning- Number of contracts, Types of
contracts.
2) Strategy Development- ‘Make’ or ‘buy’
employees, Technological sophistication- where to
look (geographical distribution of labor market),
how to look(sources of recruitments), where to
look- searching, screening.

13. 3). Evaluation & Control

14. • Recruiting Yield Pyramid

15. Blau and Boal(1987) categorised the employees
into four types on the basis of extent of their
job involvement and affective commitment ,
which are: stars, lone wolves, corporate
citizens, apathetic employees.
Stars: High affective commitment and high job
involvement.
Lone wolves:High job involvement and low
affective commitment.

16. Corporate citizens: High affective commitment and
low job involvement.
Apathetic employees: both low.
Focus of HRM: Talent management
• Organizations are always looking out for new
talent.
• Talent refers to people with high degree of
aptitude having the innate and instinctive ability
to contribute to organizational excellence.

17. • It is hard to search and get talented people even
harder to retain them for an organization.
• Thus HRM has received a new dimension of
responsibility.
• Talent Management is a conscious & deliberate
approach to attract, develop, and retain people
with the right aptitude and abilities to meet
current and future organizational needs.

18.  HRM services should not merely be limited into
managing trivial and traditional administrative
functions, rather, the services should look at
providing , developing , advancing, promoting,
recognizing, networking, and engaging talents in
the organization in a integrated way having the
people with requisite knowledge, skills, aptitude,
attitude to contribute towards the achievment of
an organisation’s present and future objectives
and goals.

19. • Talent management encompasses:
1. Acquiring talent- Manpower planning &
Recruitment(select error and reject error)
2. Retaining talent- Induction and
placement(Process of receiving and welcoming
an employee).
A carefully designed placement system
improves employee morale, which in turn
reduces employee turnover and absenteeism.

20. 3. Nurturing talent- Performance management
system defining performance, measuring
performance, taking a feedback on the
performance.
4. Multiplying talent- Development system.
Training & development, performance
management system & performance
appraisal.
5. Developing talent- multi source feedback.

21. 6. Advancing Talent- Potential appraisal & career
system.
Identification and exploration of an employee’s
potential and capabilities, career goals, career cycle,
career paths, career progression, career development &
counselling etc.
7. Recognizing Talent- Reward system, rewards &
recognition play a crucial role in developing the levels of
motivation, commitment, & loyalty of employees
towards the organization.

22. 8. Promoting Talent- Compensation
Management.
The compensation system considers both intrinsic
components covering monetary and non-monetary
rewards & extrinsic components.
9. Networking Talent- Separation and Beyond.
Adequate core must be taken to ensure that
during separation, the separating employee does not
feel harassed or embrassed.

23. • Engaging Talent- Developing workers and
staff.
• The seven engagement elements or levers
that matter the most are shared values,
effective leadership, motivational recognition,
contribution to success, employee
involvement, personal development,&
economic self-interest.

24. Recruitment, selection, and
socialization
• Recruitment
• Reruitment involves attracting and obtaining as many applicants as
possible from eligible job seekers.
• Recruitment is a process of attracting job seekers with appropriate
qualifications who are capable of meeting the organizational
staffing needs and are likely to achieve the business goals. They
should be recruited in sufficient numbers on a timely basis. The
recruitment process is followed by selection, induction and
placement.
• Recruitment has its philosophy. The main slogan of recruitment
philosophy is to, ‘Hire the right people, for the right job , in the right
time.’ It helps in filling up the Vacant positions by duly considering
the job-related competencies and values.