Staffing as a function involves recruitment, training, promotions and compensation for an individual. In a new enterprise staffing function follows the planning and organizing function.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/ZEcPAc
This presentation focuses on why is HR planning and forecasting done.It focuses on various methods of recruitment and selection.It also highlights the advantage of hiring recruitment services and the role of headhunters.
Role and Responsibilities HR Executive in a CompanyYour HR World
A human resources manager oversees all aspects of workforce development and management for her employer, ensuring the company is appropriately staffed.
Staffing as a function involves recruitment, training, promotions and compensation for an individual. In a new enterprise staffing function follows the planning and organizing function.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/ZEcPAc
This presentation focuses on why is HR planning and forecasting done.It focuses on various methods of recruitment and selection.It also highlights the advantage of hiring recruitment services and the role of headhunters.
Role and Responsibilities HR Executive in a CompanyYour HR World
A human resources manager oversees all aspects of workforce development and management for her employer, ensuring the company is appropriately staffed.
New Staff Recruitment ProposalCompanyABC CompanyEast Road, L.docxkendalfarrier
New Staff Recruitment Proposal
Company
ABC Company
East Road, London
Director
Max Shepherd
Board of Directors
Company ABC
Contact: +1 [X]
Date: 28 February 20XX
Respected Director,
It is stated that I am the manager of the operations department. I have given my 10 years to this company, and I am a very proud employee. I have delivered my projects that were exceptional and were highly appreciated by clients. My department runs smoothly under my command and no complaints have ever been logged about my people. We work as a team in every project and that is the key to our success.
In view of the latest project assigned to my department, I would like to request for the hiring of additional staff for my department. Current members of my department are already working on ongoing projects, and they cannot be burdened beyond the limit, so they will not be able to cope with additional responsibilities related to the latest project as its deadline is near. I, therefore, request you to hire 3 employees in the department.
With the influx of more manpower, responsibilities will be shared, and work would be up to the mark.
Regards
Operations Manager,
Daniel Ephron.
Contact: +[X]
Sample Template
Introduction
The operation department of our company is in dire need of expansion due to the heavy influx of very lengthy projects. All the members of my department are already occupied with previous projects and to meet the deadlines of new projects, it is important to hire extra help. Due to incoming projects, meetings are conducted for discussion with the clients. Such meetings consume a day’s work of my department as they have to prepare proposals for each project and also make amendments according to the likings of clients. It would be a wise move to assign new projects to new members with fresh minds engaging new, thrilling ideas that can be incorporated into projects.
Since the deadline of our project is approaching rapidly, hiring should be our priority. Please consider my request as it is important for the success of our organization.
I eagerly await your response.
Services provided by Operations department:
· Production
· Logistics
· Production planning
· Costing
· Purchasing and procurement
Hiring new members will have the following impact on our organization,
· Work efficiency will be enhanced as tasks will be shared among more employees.
· As the burden will be less on existing employees, the company will be able to avoid turnover.
· Enhanced productivity leads to acquiring more projects and may result in increased annual revenue.
· A large team will prove good for the company’s portfolio.
Posts available
Candidates for the following posts need to be hired,
· Assistant managers for Procurement
· Assistant manager for Production
Assistance required
The incoming projects are different from our ongoing projects as they require fieldwork. Newly hired assistants will be asked to conduct research and compile all the information under one.
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docxaudeleypearl
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
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Management is the process of getting things done through others effectively and efficiently.
Study Material for XII Com
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Management is the process of getting things done through others effectively and efficiently.
Study Material for XII Com
Nature of Management as Profession : XII Com Business StudiesPratap Naik
Profession can be defined as an occupation backed by specialized skill, knowledge and training.
Management is the process of getting things done through others effectively and efficiently.
Study Material for XII Com
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Science is a systematised body of knowledge that explains certain general truths.
Management is the process of getting things done through others effectively and efficiently.
Study Material for XII Com
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The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
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Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
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Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
4.Staffing Recruitment : External Sources : XII Business Studies
1. Business Studies By : Pratap Naik
9437368451 pratapnaikresources
STAFFING
Vikash Residential School
External Sources of Recruitment
S-4
2. Prepared by Pratap Naik
Learning Objectives
External Sources
1. Direct Recruitment
2. Casual Callers
3. Advertisement
4. Employment Exchange
5. Placement Agencies
6. Campus Recruitment
7. Recommendations of Employees
8. Labour Contractors
9. Advertising on Television
10. Web Publishing
External Sources of Recruitment
Merits of External Source
Limitation of External Sources
3. Prepared by Pratap Naik
Learning Objectives
MERITS OF EXTERNAL SOURCE
1. Qualified Personnel
2. Wider Choice
3. Fresh Talent
4. Competitive Spirit
External Sources of Recruitment
Merits of External Sources
Limitation of External Sources
4. Prepared by Pratap Naik
Learning Objectives
LIMITATION OF EXTERNAL SOURCES
1. Dissatisfaction among existing staff
2. Lengthy process
3. Costly process
External Sources of Recruitment
Merits of External Source
Limitation of External Sources
6. Prepared by Pratap Naik
External Sources of Recruitment
What are the external sources ??
1
7. “
Prepared by Pratap Naik
External sources of recruitment refer
to filling job position from outside of
the organisation.
This bring new blood to the
organisation.
8. Prepared by Pratap Naik
Concept of Recruitment
▰ No matter how large an organisation is, all the vacancies cannot be filled
through internal recruitment.
▰ The existing staff may be insufficient or they may not fulfill the eligibility criteria
of the jobs to be filled.
▰ External source of recruitment provides wide choice and brings new blood in the
organisation.
9. Prepared by Pratap Naik
1. Direct Recruitment
Under Direct Recruitment a notice is placed on the notice-board of the enterprise specifying the
details of the jobs available.
▰ Job seekers assemble outside the premises of the organisation on the specified date and
selection is done on the spot .
Suitability
▰ This method is commonly used by factories for casual vacancies of unskilled or semi-
skilled jobs.
Internal Sources of Recruitment
10. Prepared by Pratap Naik
1. Direct Recruitment
Advantages
▰ This method of recruitment is inexpensive as it does not involve any cost of advertising
jobs.
▰ Organisation may be able to fill vacancy within a short notice.
Disadvantage
▰ Not suitable for fill vacancy which requires skilled and specialised personnel.
▰ Time consuming if large number of people appear for interview.
Internal Sources of Recruitment
11. Prepared by Pratap Naik
2. Casual Callers
Many organisations maintain a database of unsolicited applicants in their offices.
▰ These database may be used to fill in the vacancies as and when arises.
Suitability
▰ This method can be used to fill in job positions at lower level or job which non-core and
non-technical.
Advantages
▰ The cost of recruiting workforce in comparison to other sources less.
▰ It is easy to find suitable person.
Disadvantage
▰ Maintaining database is a time consuming and hectic task.
▰ Suitable only for lower level position.
12. Prepared by Pratap Naik
3. Advertisement
Under this method, advertisement is given in newspapers or trade and professional journals
along with full description of the job and detail information about the organisation.
Suitability
▰ Most of the senior positions of industry and commerce are filled by this method and when
a wider choice is required.
Advantages
▰ Advertisement gives the management a wider range of candidates from which to choose.
▰ Along with job description , detail information about the company can be given.
Disadvantage
▰ It may bring in a large number of applications, it take lot of time to scrutinize the
application.
Internal Sources of Recruitment
13. Prepared by Pratap Naik
4. Employment Exchange
Employment exchanges run by the Government are used for filling unskilled and skilled operative jobs
positions
▰ Individual has to register themselves at employment exchange as potential and available
candidates.
▰ Employment exchanges help to match personnel demand and supply by serving as link between
job-seekers and employers.
Suitability
▰ This method is suitable for unskilled and skilled operative jobs
Advantages
▰ Cheaper methods of recruitment, as fee charged by employment exchange is very less.
Disadvantage
▰ Databases are often not up to date and many of the candidates referred by them may not be
found suitable.
14. Prepared by Pratap Naik
5. Placement Agencies and Management Consultants
Placement Agencies are private organisations which provide details information of candidates
with desirable profiles to their clients.
▰ They maintain pan India database of available prospective candidates and provide
information on demand.
▰ They charge certain fees for their services.
▰ They also helps in preliminary screening of applicants
Suitability
▰ Placement Agencies’ recommendations are suitable for entry level operative job positions.
Internal Sources of Recruitment
15. Prepared by Pratap Naik
5. Placement Agencies and Management Consultants
Management Consultancies have expertise in recruiting technical, professional and managerial
personnel.
▰ They specialise in middle level and top level executive placements.
▰ They maintain data bank of persons with different qualifications and skills and even
advertise the jobs on behalf of their clients to recruit right type of personnel.
Suitability
▰ Management consultancies are suitable for recruitment of middle level and top level job
positions.
Internal Sources of Recruitment
16. Prepared by Pratap Naik
5. Placement Agencies and Management Consultants
Advantages
▰ Saves times as placement agencies perform the preliminary screening and provide only
suitable candidates.
▰ Management consultancies may bring in the efficient and successful managers working
with competitors.
Disadvantage
▰ It is an expensive method of recruitment.
▰ The agencies may recommend candidates without proper verification.
Internal Sources of Recruitment
17. Prepared by Pratap Naik
6. Campus Recruitment
Recruitment from educational institutions by visiting their campus is referred to as campus
recruitment.
Many organisations maintain a close liaison with the universities, professional institutions to
recruit qualified personnel for various entry level jobs.
Suitability
▰ It is the best method to recruit fresh talent with versatile skill and knowledge.
Advantages
▰ Fresh and inexperience employee can be trained and molded as per the organisational need.
▰ Induct fresh talent in the organisation.
Disadvantage
▰ This increase training cost as employees are totally untrained.
▰ They may not handle responsibility effectively.
18. Prepared by Pratap Naik
7. Recommendations of Employees
Sometimes applicants introduced by present employees, to fill vacant job position in the
organisation.
▰ Such applicants are likely to be good employees because their background is sufficiently
known.
▰ Recommendation act as preliminary screening as present employee knows both applicant
and company.
Suitability
▰ This method is suitable for all types of job position in the organisation.
Advantages
▰ It is one of the cheapest source of recruitment and also there is no need of preliminary
screening.
Disadvantage
▰ Limited choice and may have to compromise on skill and talent .
19. Prepared by Pratap Naik
8. Labour Contractors
▰ Labour contractors are employees themselves in the companies.
▰ They maintain close contacts with labourers and can provide the required number of unskilled
workers at short notice.
Suitability
▰ This method is suitable for appointment of unskilled and causal worker at a short notice.
Advantages
▰ Labour contractors can bring appropriate type and number of workers at a short notice.
▰ Most of the labour relation and labour problems will be dealt by the labour contractor.
Disadvantage
▰ If the contractor himself leaves the organisation, all the workers employed through him may
follow him.
20. Prepared by Pratap Naik
9. Advertising on Television
▰ Companies may use electronic media like television to telecast vacant job positions.
▰ It a great medium as details of job requirement as well company’s profile can be presented
innovatively.
Suitability
▰ It is suitable if the company wants to have a wider choice of candidates.
Advantages
▰ Television as a media has wider reach.
▰ The company can get an opportunity to promote itself also.
Disadvantage
▰ It is a very expensive source of recruitment.
▰ Screening takes lot of time in case of more response.
21. Prepared by Pratap Naik
10. Web Publishing
▰ Internet and web publishing is the most important and common source of recruitment .
▰ There are certain websites specifically designed and dedicated for the purpose of providing
information about both job seekers and job opening.
▰ Almost all companies’ web site have a career column.
Suitability
▰ This method is suitable for all types of job position in the organisation.
Advantages
▰ It is a source of large database of prospective employees.
▰ These also create an instant links between job seekers and organisations.
Disadvantage
▰ Sometimes the data may not be accurate and authentic.
▰ More efforts required in the preliminary screen stage. .
22. Prepared by Pratap Naik
Merits of External Sources
Why should one go for External Sources??
2
23. Prepared by Pratap Naik
1. Qualified Personnel
▰ Organisation can attract more qualified and trained people to apply for vacant jobs by
using external source of recruitment.
2. Wider Choice
▰ The management has a wider choice while selecting the people for employment when it
prefers external sources.
▰ When vacancies are advertised widely, company can get a large number of applicants
from outside the organisation.
Merits of External Sources
24. Prepared by Pratap Naik
3. Fresh Talent
▰ External recruitment provides wider choice and brings new blood in the organisation.
▰ Though it is expensive and time-consuming.
4. Competitive Spirit
▰ If a company taps external sources, the existing staff will have to compete with the
outsiders.
▰ This will compel the existing staff to improve their productivity and performance.
Merits of Internal Sources
25. Prepared by Pratap Naik
Limitation of ExternalSources
Why not go for External Sources ??
3
26. Prepared by Pratap Naik
1. Dissatisfaction among existing staff
▰ External recruitment may lead to dissatisfaction and frustration among existing
employees.
▰ They may feel that their chances of promotion are reduced.
2. Lengthy process
▰ Recruitment from external sources takes a long time.
▰ The business has to notify the vacancies and wait for applications to initiate the
selection process.
3. Costly process
▰ It is very costly to recruit staff from external sources.
▰ A lot of money has to be spent on advertisement and processing of applications.
Limitations of External Sources
27. Prepared by Pratap Naik
Recap
1. Direct Recruitment
2. Casual Callers
3. Advertisement
4. Employment Exchange
5. Placement Agencies
6. Campus Recruitment
7. Recommendations
8. Labour Contractors
9. Advertising on
Television
10. Web Publishing
MERITS
1. Qualified Personnel
2. Wider Choice
3. Fresh Talent
4. Competitive Spirit
LIMITATION
1.Dissatisfaction
2. Lengthy process
3. Costly process
External Sources
28. Prepared by Pratap Naik
THANKS!
Any questions?
You can find me at
9437368451
sreepratap@gmail.com