The document discusses personnel management and the recruitment and selection process. It defines recruitment as identifying and hiring qualified candidates, internally or externally. The selection process involves evaluating applicants' qualifications and experiences to choose suitable candidates for jobs. Key aspects of recruitment covered include identifying vacancies, advertising positions, and shortlisting applicants. Selection involves application reviews, interviews, tests and reference checks to differentiate among candidates and identify the most likely to succeed.

1. Personnel Management
1. Recruitment and selection

2. Personnel management can be defined as
obtaining, using and maintaining a satisfied
workforce. It is a significant part of
management concerned with employees at
work and with their relationship within the
organization.

3. Recruitment
Definition
It is a process of identifying and hiring best-
qualified candidate (from within or outside
of an organization) for a job vacancy, in a
most timely and cost effective manner.

4. Recruitment is the process of searching for
prospective employees and stimulating to
apply for jobs in the organization.
According to Edwin B. Flippo, ”recruitment is
the process of searching the candidates
for employment and stimulating them to
apply for jobs in the organisation”.

5.  Recruitment is the process to discover the
sources of manpower to meet the
requirements of the staffing the sources of
manpower to meet the requirements of the
staffing schedule and employ effective
measures for attracting the manpower in
adequate numbers to facilitate effective
selection of an effective working force.

6. Recruitment is the process of finding and
attracting capable applicants for
employment. The result is a pool of
applicants from which new employees are
selected .

7. RECRUITMENT NEEDS ARE OF THREE TYPES
 PLANNED
i.e. the needs arising from changes in organization and
retirement policy.
 ANTITICIPATED
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.

8. Recruitment Process include:
1. Manpower Resource Planning Considering
Job-Analysis Feedback.
2. Specification of Job Requirements &
Identification of Vacancies.
3. Developing Employee Profile and Selection
of Recruitment Method & sources.

9. A general recruitment process is as follows:
1. Identifying the vacancy:
The recruitment process begins with the human resource
department receiving requisitions for recruitment from
any department of the company. These contain:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
2. Preparing the job description and person specification.

10. 3. Locating and developing the sources of required
number and type of employees (Advertising
etc).
4. Short-listing and identifying the prospective
employee with required characteristics.
5. Arranging the interviews with the selected
candidates.

11. Selection
Once the potential applicants are identified, the next
step is to evaluate their qualification , qualities,
experiences, capabilities, etc..& make the selection.
It is the process of offering jobs to the desired
applicants.
Selection means choosing a few from those who
apply, It is picking up of applicants or candidates
with requisite qualifications and qualities to fill jobs in
the organization.

12. Selection
Selection is the process of choosing the most
suitable person out of all applicants.
According to Thomas “Selection is the process
of differentiating between applicants in order
to identify those with greater likelihood of
success in the job.”

13. Selection Process:
The selection process consists of various steps. At
each stage facts may come to light which may lead
to rejection of the applicant. Steps involved in the
selection are:
* Application blank: - Application form is a traditional
and widely used device for collecting information
from candidates. The application form should
provide all the information relevant to selection.
* Preliminary interview: - Initial screening is done to
weed out totally undesirable/unqualified candidates
at the outset. It is essentially a sorting process in
which prospective candidates are given necessary
information about the nature of the job and the
organization.

14. * Selection test: - Psychological tests are being increasingly
used in employee selection. A test is sample of some
aspects of an individual’s attitude, behaviour and
performance. It also provides systematic basis fro
comparing the behaviour, performance and attitudes of
two persons.
* Employment interview: - An interview is a conversation
between two persons. In selection it involves a personal,
observational and face to face appraisal of candidates
for employment.
* Medical examination: - Applicants who have crossed the
above stages are sent for a physical examination either
to the company’s physician or to a medical officer
approved for the purpose.

15. Reference checks: - The applicant is asked to
mention in his application form the names and
addresses of two or three persons who know
him well.
* Final approval: - The short listed candidates by
the department are finally approved by the
executives of the concerned department.
Employment is offered in the form of
appointment letter mentioning the post, the rank,
the grade, the date by which the candidate
should join and other terms and conditions in
brief.

16. Psychological Test
A psychological test is an objective and
standardized measure of a sample of
behaviour from which references about future
behaviour and performance of the candidate
are drawn.

17. Developing a testing programme requires careful
planning, analysis, experiment and technical
knowledge.
The main steps involved in designing and executing
sound testing programme are: -
* Deciding the objectives: - Objectives of the testing
programme are listed.
* Analyzing jobs: - Jobs are analyzed to identify the
characteristics considered necessary for the
success of the job.
* Choosing test: - Appropriate test are chosen to
measure the identified characteristics.

18. Administering the tests: - The chosen tests are
applied on the desired group of persons to
measure the predetermined traits.
* Establishing criteria of job success: - Success
criteria may be laid down in terms of quality and
quantity of output, attendance record etc.
* Analyzing results: - The tests scores are carefully
analyzed in the light of success criteria. After
analysis decision about the candidate’s selection
or rejection is drawn.

19. Types of tests
Tests can be broadly classified into four and they
are: -
• Aptitude test: - These tests measure the latent
ability or potential of a candidate to learn a new
job or skills.
• Achievement test: - These tests measure what a
person can do. These determine the skill or
knowledge already acquired through training
and on the job experience.

20. • Personality test: - These are pen and
paper tests used to judge the
psychological make-up of a person. These
probes deeply to discover clues to an
individual’s value system, emotional
reactions and maturity and his
characteristic mood.
• Interest test: - These tests are inventories
of the candidate’s likes and dislike in
relation to work. These are generally used
for vocational guidance.

21. The Difference between Recruitment &
selection is:
Recruitment is the process of searching for
prospective and it helps to create a pool of
applicants from which certain required number is
selected.
Selection is the process of choosing the most
suitable candidates from those who apply for the
job. It is a process of offering jobs to desired
candidates.