As Human Resource Management is such a job in an organization in which an organization's future depends. So how to select a suitable employee in an organization is very responsible for HR manager. Here in this slide we have discuss that what type of procedures are mostly used in an organization for hiring an employee.

1. Recruitment & Selection Process
OF
Interloop Textile Mill, Pvt. Ltd.

2. Group Member`s
Name
• Sufyan Sattar
• Talha Nasir
• Abdul Rehman
• Abu Baker
• Zubair Ali
Registration #
• 15-uglc-935
• 15-uglc-941
• 15-uglc-963
• 15-uglc-962
• 15-uglc-909

3. Objectives
• Information
• HRM
• Methods of
• Recruitment
• Selection
• Orientation & Socialization
• Training & Development
• Performance Management
• Career Management

4. Introduction
• Interloop - one of the world's largest hosiery manufacturers with Hosiery being
its core business - has an annual Company turnover exceeding $250 million.
• They Manufacture two type of Products:
Socks & Yarns
• It has two Units.
• Reg Office:- Interloop Limited, Al-Sadiq Plaza P-157, Railway Road, Faisalabad.

5. HRM
• The process of hiring and developing employees so that they become more
valuable to the organization.
• In short, HRM is concerned with the management of
employees from recruitment to retirement.
• Human Resource Management have 5 main functions.

6. Function 0f HRM
• Recruitment and selection
• Orientation
• Maintaining good working conditions
• Managing Employee relations
• Training and development

8. Recruitment
• Definition
• Types
• Internal
• External
• Job Advertisement
• Analysis

9. Recruitment
• It is process of attracting suitable people to apply for a job vacancy, known
Recruitment.
• Offering existing employees the opportunities to change jobs within the
organization helps retain the best and most versatile workers, known as Internal
Recruitment.
• The labor market is the poll of employees from an employer can recruit workers,
known as External Recruitment.
• A job advertisement is a paid announcement in a newspaper or other medium
about a job vacancy.

10. Analysis
They firstly do Internal Requirement if any of employee doesn’t meet the
criteria then HR manager prefers to External Requirement.
For External Recruitment they do Job Advertisement of different types like TV
adds, Social advertisement and News Paper, etc.

11. Selection
• Definition
• Selection Step
• Application Form & Curriculum Vitae
• Reference
• Test
• Interview
• Analysis

12. Selection
• Selection is a process of choosing a suitable applicant to fill an available job
vacancy, known as Selection.
• Employers spend a lot of time and energy before choosing which piece of
industrial machine should be purchased. The same care should be made
when choosing a new recruit.
• To increase the accuracy of the selection process, a variety of selection tools
should be used.

13. Application Form & CV
• Personal Details
• Educational Qualification
• Working Experience
• Specific field
• Interest or recreational activities.
Application form should be customized for different jobs and include only
question relevant to determining whether the applicant is suitable for the job.

14. Reference
• The background of applicant should be thoroughly
checked when they are applying for sensitive jobs.
• Reference are so little value that they should only be used when an essential
requirement for the job is an honest, non-criminal record or background.

15. Selection Test
• Selection test must be both valid and reliable.
• Types 0f types:
• Performance Test
• Aptitude Test
• Personality Test
• Intelligence Test
• Medical Test

16. Selection Interview
Applicant should be able to best display his talents.
• Planning the interview
• Timing
• Venue
• Topics for discussion
• Conducting the interview
• Avoid Stress
• Establish Report
• Ask the right question

17. Analysis
• They organize Test for hiring and take interview at the same day. But the
good practice is to take test first and then organize an Interview.
• References are used for hiring an employees. But mostly hiring an employees
Merit based system is used. Reference is not more acceptable

18. Orientation & Socialization
• Definition
• Orientation Goals
• Supervisor
• Coworkers
• How employees adjust to a new organization

19. Orientation & Socialization
• Organisational Socialisation… is a process through which a new employee learns to
adopt to an organisational culture. Orientation programs are designed to reduce the
stress that employee fell while beginning new job.
• Orientation Goals
• Reduce newcomer stress
• Enhance adjustment to work group and norms
• Encourage positive attitude
• Information about company as a whole
• Job-specific information

20. Orientation Roles
• Supervisor
• Information source
• Guide for new employees
• Coworkers
• Socialize into organization
• Help learn norms of the work group and organization

21. Organizational Socialization
• How employees adjust to a new organization
• What is at stake:
• Employee satisfaction, commitment, and performance
• Work group satisfaction and performance
• Start-up costs for new employee
• Likelihood of retention
• Replacement costs
• Two Approaches to Socialization
Realistic Job Preview (RJP)
Employee Orientation

22. Training & Development
• Definition
• Initial Training
• On the Job Training
• OFF the Job Training
• Training and Development Process
• Benefits
• Analysis

23. Training & Development
• HRM regards training and development as a function concerned with
organizational activity aimed at bettering the job performance of individuals
and groups in organizational settings.
• General or vocational education and training carried out in the initial
education system, usually before entering working life.

24. Training & Development
Two types of Initial Training:
• On-the-Job
• The On-the-Job Training is a technique wherein the workers, i.e., operative staff, is given
the direct instructions to perform their jobs on the actual work floor.
• Of-the-Job
• The On-the-Job Training is a technique wherein the workers, i.e., operative staff, is given
the direct instructions to perform their jobs on the actual work floor.

25. Training & Development Process

26. Training & Development
Benefits:
• Increased job satisfaction and morale among employees.
• Increased employee motivation.
• Increased efficiencies in processes, resulting in financial gain.
• Increased capacity to adopt new technologies and methods.
• Increased innovation in strategies and products.
• Reduced employee turnover.

27. Analysis
• Train through some courses.
• Mostly train the employees at the time of orientation process.
• If internal hire the job then other department train the person day by day.
• They do On-the-Job training.

28. Performance Management
• Definition
• Methods used for Check PM.

29. Performance Management
• Performance management is a process by which managers and employees work together
to plan, monitor and review an employee's work objectives and overall contribution to the
organization.
• The performance management system is a ongoing process. It consists from several sub-
processes during the year:
• Goal Setting Process
• Personal Development Plan
• Performance Appraisal
• Succession Planning and Talent Management

30. Career Management
• Definition
• Planning of employee’s carrier
• Elements include in CM.

31. Career Management
• Career: Career can be defined as a general course of action a person chooses to pursue
throughout his or her working life.
• The following classification system with minor variations is widely used:
• Development of overall goals and objectives,
• Development of a strategy (a general means to accomplish the selected goals/objectives),
• Development of the specific means (policies, rules, procedures and activities) to implement
the strategy, and
• Systematic evaluation of the progress toward the achievement of the selected
goals/objectives to modify the strategy

32. Career Management(Cont…)
• Elements include:
• Career planning
• Process of career planning
• Self-assessment
• A thorough research self-development
• Come up with action form
• Action