Job recruitment
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The document discusses the job recruitment process, which involves finding and attracting qualified applicants. It begins when a company seeks new recruits and ends when applications are submitted, resulting in a pool of candidates to select new employees from. The purposes of recruitment are to determine current and future staffing needs, attract a large applicant pool at low cost, and increase selection success by screening candidates. Sources of recruitment include internal promotions/transfers and external options like ads, agencies, exchanges, educational institutions, and recommendations. Methods of recruitment are direct contact with candidates, indirect advertising, and using third parties.
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This document discusses college placements and identifies common issues. It provides an overview of the college placement process, including interviews and job offers. Key trouble spots like conflicting interview times, poor communication skills, and lack of awareness are examined. Solutions like coordinating interview schedules in advance, improving language skills through practice, and increasing information sharing on placements are proposed. Overall, the importance of preparation, guidance, and collaboration between colleges and employers to enhance the placement system is emphasized.
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RECRUITMENT AND SELECTION
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.
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This presentation covers recruitment and selection in human resource management. It defines recruitment as the process of finding prospective job candidates, and discusses the purpose and importance of recruitment, as well as internal and external factors that influence it. The presentation outlines common recruitment sources and processes, including identifying openings, job postings, screening resumes, interviews, assessments, background checks, and making a job offer. It also defines the selection process as choosing the right candidate for a position and describes the typical steps, from initial application to assessing qualifications and checking references, in order to make the final hiring decision.
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The recruitment and selection process involves several steps aimed at selecting the best candidate for a job. These include planning and forecasting personnel needs, finding internal and external candidates through various sources like advertising, employee referrals, and colleges. The selection process then screens candidates through initial interviews, application forms, employment tests, comprehensive interviews, background checks, conditional job offers, and medical examinations to verify applicant qualifications and determine the most suitable candidate.
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The document discusses key aspects of the human resource recruitment process, including:
1. It defines recruitment as the process of finding and encouraging potential job applicants, and distinguishes it from selection which is the process of choosing suitable candidates.
2. The recruitment process involves planning needs, developing strategies, searching sources, selling opportunities to candidates, and screening and evaluating applicants to create a pool of candidates.
3. Factors that affect recruitment include internal factors like company policies and external factors like laws, labor market conditions, and competition.
4. Sources of recruitment can be internal like referrals or transfers, or external like job boards, agencies, or campus recruiting. The document compares merits and limitations of internal and
Recruitment
Hiring involves three key activities: recruitment, selection, and placement. Recruitment is the process of generating applicants for open positions. It aims to identify and prepare potential candidates to fill jobs in the needed number and with the required qualifications. Organizations recruit both internally from current/former employees and externally through sources like employment agencies, job boards, and campus recruiting. The recruitment process and sources used depend on balancing factors like cost, talent availability, and organizational needs.
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Recruitment involves attracting job applicants and influencing whether they accept job offers. It meets an organization's manpower needs and is connected to manpower planning and selection. Recruitment represents the first contact between an organization and prospective employees and aims to create a positive impression.
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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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The document discusses key aspects of the human resource recruitment process, including:
1. It defines recruitment as the process of finding and encouraging potential job applicants, and distinguishes it from selection which is the process of choosing suitable candidates.
2. The recruitment process involves planning needs, developing strategies, searching sources, selling opportunities to candidates, and screening and evaluating applicants to create a pool of candidates.
3. Factors that affect recruitment include internal factors like company policies and external factors like laws, labor market conditions, and competition.
4. Sources of recruitment can be internal like referrals or transfers, or external like job boards, agencies, or campus recruiting. The document compares merits and limitations of internal and
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Hiring involves three key activities: recruitment, selection, and placement. Recruitment is the process of generating applicants for open positions. It aims to identify and prepare potential candidates to fill jobs in the needed number and with the required qualifications. Organizations recruit both internally from current/former employees and externally through sources like employment agencies, job boards, and campus recruiting. The recruitment process and sources used depend on balancing factors like cost, talent availability, and organizational needs.
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Recruitment involves attracting job applicants and influencing whether they accept job offers. It meets an organization's manpower needs and is connected to manpower planning and selection. Recruitment represents the first contact between an organization and prospective employees and aims to create a positive impression.
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[1] The document discusses the concept and process of recruitment. It defines recruitment as the process of finding and attracting job applicants.
[2] The recruitment process involves identifying vacancies, advertising positions, short-listing candidates, interviewing, and making hiring decisions. The goal is to create a pool of candidates for selection.
[3] Recruitment sources can be internal through promotion or transfer, or external through methods like advertisements, employment agencies, and references. Factors like globalization, motivation, and strategic priorities present challenges to HR professionals in recruitment.
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[1] Recruitment is the process of finding and attracting capable job applicants. It begins when new recruits are sought and ends when their applications are submitted, creating a pool for selection.
[2] The objectives of recruitment are to attract qualified candidates, create a talent pool for selection, and meet future hiring needs. It is a continuous process of developing applicant pools even without current vacancies.
[3] Key factors affecting recruitment are adapting to globalization, lack of motivation for recruiters, analyzing efficient processes, and prioritizing strategic needs to meet market changes. Knowledge process outsourcing is a growing sector with opportunities for postgraduates in fields like research, analytics, and management.
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Recruitment is a core function of human resource management. It is the first step of appointment. Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization.
MEANING & DEFINITION
RECRUITMENT NEEDS
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SELECTION & SELECTION PROCESS
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
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CONCLUSION
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The document discusses recruitment policies, methods, and procedures. It begins by outlining learning objectives around describing the purpose of recruitment, explaining recruitment policies and processes, identifying components of good policies, and familiarizing sources and methods. It then defines recruitment and discusses the purpose and importance of having recruitment policies. Key points made include attracting candidates, creating talent pools for selection, determining staffing needs, and meeting legal obligations. The document also outlines factors affecting policy, components of policies, the recruitment process, and methods of recruitment including internal and external approaches. It closes by discussing advantages and disadvantages of different recruitment methods.
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The document discusses various aspects of recruitment including:
1. Recruitment involves attracting potential job candidates and is the first stage of the hiring process.
2. Factors like an organization's recruitment policies and practices, human resource planning, size, growth plans, and the external labor market affect recruitment.
3. Recruitment sources can be internal through promotions, transfers, or external through job boards, agencies, universities, and employee referrals. A well-crafted job advertisement is also important.
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The document discusses recruitment, including:
1. Recruitment is defined as the process of finding and attracting capable job applicants. It begins with seeking new recruits and ends when applications are submitted, creating an applicant pool.
2. The main objective of recruitment is to expedite the selection process by creating a talent pool of qualified candidates for the organization to choose from.
3. Internal factors like an organization's recruitment policy can affect its recruitment process by specifying objectives and providing a framework for filling vacancies.
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There are four main types of B2B e-commerce marketplaces: e-distributors, e-procurement exchanges, consortia, and private industrial networks. E-distributors provide catalogs of manufacturers' products for spot purchasing of indirect goods. E-procurement exchanges connect hundreds of suppliers for contractual purchasing of indirect goods. Consortia are industry-owned vertical markets that enable long-term contractual purchasing directly from a limited set of business partners. Private industrial networks bring together a small number of strategic partners to collaborate on highly efficient supply chains.
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[1] The document discusses the concept and process of recruitment. It defines recruitment as the process of finding and attracting job applicants.
[2] The recruitment process involves identifying vacancies, advertising positions, short-listing candidates, interviewing, and making hiring decisions. The goal is to create a pool of candidates for selection.
[3] Recruitment sources can be internal through promotion or transfer, or external through methods like advertisements, employment agencies, and references. Factors like globalization, motivation, and strategic priorities present challenges to HR professionals in recruitment.
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[1] Recruitment is the process of finding and attracting capable job applicants. It begins when new recruits are sought and ends when their applications are submitted, creating a pool for selection.
[2] The objectives of recruitment are to attract qualified candidates, create a talent pool for selection, and meet future hiring needs. It is a continuous process of developing applicant pools even without current vacancies.
[3] Key factors affecting recruitment are adapting to globalization, lack of motivation for recruiters, analyzing efficient processes, and prioritizing strategic needs to meet market changes. Knowledge process outsourcing is a growing sector with opportunities for postgraduates in fields like research, analytics, and management.
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The document discusses recruitment, which it defines as the process of finding and attracting capable applicants for employment. It describes internal recruitment sources like promotions, job postings, and referrals from existing employees, as well as external sources like schools, employment agencies, recruiters, and online methods. The advantages and disadvantages of internal and external recruitment are provided. Alternatives to recruitment like outsourcing, contingent workers, employee leasing, and overtime are also summarized.
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Recruitment is the process of hiring new employees. It involves defining job roles, generating applications, screening candidates, and making offers. The goals of recruitment are to determine current and future staffing needs, increase the pool of candidates at low cost, and improve hiring success rates. Recruitment strategies include investing in employee marketing, using technology and social media, and challenging traditional approaches. HR faces challenges in ensuring timely and cost-effective recruitment while adapting to globalization and technological change. Common recruitment methods include internal postings, referrals, job boards, agencies, campus recruiting and walk-ins. Evaluation of the recruitment process is important to assess candidate selection and job performance.
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Recruitment is a core function of human resource management. It is the first step of appointment. Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization.
MEANING & DEFINITION
RECRUITMENT NEEDS
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SELECTION & SELECTION PROCESS
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
EXAMPLE
CONCLUSION
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Recruitment refers to the process of finding and attracting job applicants. It is affected by both internal factors an organization can control, like its recruitment policies and human resource planning, as well as external factors outside its control, like the labor market and political environment. The recruitment process typically involves identifying a vacancy, developing a job description, locating candidates from sources like employee referrals, job boards, or colleges, screening applicants, interviewing candidates, and making a hiring decision.
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This document discusses various aspects of recruitment, credentialing, selection, and promotion in healthcare organizations. It defines these terms, outlines the purposes and principles of each process, and describes common methods used such as advertising, interviews, testing, and establishing policies. Recruitment aims to attract qualified candidates, credentialing verifies professionals' qualifications, selection determines the best candidates for roles, and promotion rewards high-performing employees with career advancement. The document provides details on how to effectively implement these important human resources processes.
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This document discusses the recruitment and selection processes within the human resources function of an organization. It begins by outlining the key steps in recruitment, including identifying vacancies, advertising positions, managing responses, shortlisting candidates, conducting interviews and making hiring decisions. It then discusses factors that influence recruitment strategies like supply and demand. The document also covers internal and external sources of recruitment candidates and trends like outsourcing and e-recruitment. Finally, it distinguishes selection from recruitment by noting that selection seeks to eliminate unqualified applicants while recruitment aims to attract candidates.
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The document discusses various aspects of recruitment including:
1. Recruitment involves attracting potential job candidates and is the first stage of the hiring process.
2. Factors like an organization's recruitment policies and practices, human resource planning, size, growth plans, and the external labor market affect recruitment.
3. Recruitment sources can be internal through promotions, transfers, or external through job boards, agencies, universities, and employee referrals. A well-crafted job advertisement is also important.
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The document discusses recruitment, including:
1. Recruitment is defined as the process of finding and attracting capable job applicants. It begins with seeking new recruits and ends when applications are submitted, creating an applicant pool.
2. The main objective of recruitment is to expedite the selection process by creating a talent pool of qualified candidates for the organization to choose from.
3. Internal factors like an organization's recruitment policy can affect its recruitment process by specifying objectives and providing a framework for filling vacancies.
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Delegation of authority
1. Authority refers to the power or right to give orders, make decisions, and enforce obedience. It is the relationship between superiors who make decisions and subordinates who are expected to accept them.
2. There are different types of authority, including legal/formal authority given by law, traditional authority based on social relationships, and charismatic authority based on personality.
3. Delegation of authority is allowing someone to act on your behalf by performing tasks available to you, with the delegate having limited powers within the delegation policy. Effective delegation involves determining duties, authorizing action, and creating obligations.
Controlling
Controlling is the process of monitoring organizational activities to ensure they are accomplished as planned and taking corrective actions for any deviations. It is a forward-looking, continuous process exercised at all levels that helps ensure better performance, coordination, efficiency and effectiveness through establishing standards, measuring performance against those standards, and taking corrective action when needed. There are various techniques for controlling, including budgetary control, cost control, production planning and control, and non-budgetary techniques like return on investment analysis and management audits.
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Acceptance sampling is a quality control process used to determine if a sample of items meets certain standards, and whether to accept or reject the full lot. It helps balance the risks of accepting low quality products (consumer risk) versus rejecting high quality products (producer risk). Acceptance sampling can be applied at input, output, or process stages to monitor quality and make adjustments. A typical plan involves setting sample size, acceptance number, and deciding whether to accept or reject the full lot based on comparing defective items found to the acceptance number.
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Quality
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Just-in-time (JIT) inventory control aims to reduce in-process inventory by having materials arrive just as they are needed in manufacturing. JIT is most successful for repetitive manufacturing companies that can accurately forecast sales and produce standardized products from reliable vendors on schedule. Key elements of JIT include eliminating waste, problem solving, reducing inventory, and purchasing materials just in time for production through small, frequent lots.
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Services are intangible products that are simultaneously produced and consumed, such as by a doctor or accountant. Services have the nature of being intangible, heterogeneous as no two are the same, inseparable as they are produced and consumed together, and perishable as they cannot be stored. The service development process involves business strategy development, idea generation, concept development, business analysis, service development and testing often with customers or employees, market testing by offering to employees, and commercialization with post-evaluation.
Tqm
Total quality management focuses on customer focus, continuous improvement, and teamwork. Its core concepts include quality for profit, getting it right the first time, acceptable quality levels, cost of quality, involving everyone, and synergy through teamwork. The elements of a TQM program include training everyone in quality, defining quality at the source, employee participation, continuous improvement, preventive maintenance, involving suppliers, and gaining top management commitment.
Scm
Supply chain management involves coordinating all parties involved in fulfilling customer requests, including suppliers, manufacturers, distributors, retailers, and customers. The objective is to maximize overall profit by generating revenue from customers that exceeds costs incurred along the entire supply chain. An effective supply chain manages product, information, and fund flows to have the right products in the right quantities available at the minimal cost. A simple example supply chain for bread shows the value added at each stage from farmer to grocery store. Logistics is the management of the flow of goods, information, and resources between the point of origin and consumption, integrating transportation, inventory, and warehousing to add time and place value.
Maintenance management
Maintenance management involves effectively planning and executing tasks to maintain equipment, assets, and facilities. The objectives of maintenance management are to maintain production assets and facilities in safe working condition, enhance existing assets to achieve environmental standards, and renovate and modify existing facilities. There are three main types of maintenance management: predictive maintenance which replaces items at fixed intervals based on monitoring, preventive maintenance which relies on average lifespans for scheduling, and corrective maintenance which fixes things after failure. The maintenance management process involves planning maintenance across production, scheduling work to minimize losses, executing work safely and with quality, and analyzing each phase's performance.
Production planning and control
This document outlines the key responsibilities of production planning and control which include preparing budgets and schedules, determining manufacturing methods, specifying equipment needs, designing tools, estimating material and labor requirements, planning production routes and schedules, assigning workloads, dispatching work orders, supervising production, inspecting outputs, and taking corrective actions as needed.
Material management
Material management involves planning, directing, and coordinating activities related to materials and inventory. It aims to control material flow in relation to demand and price changes. The objectives of material management are to select materials with low operating costs and high quality, receive and control materials safely, issue materials with proper authorization, identify and reduce surplus stocks, minimize storage and control costs, purchase best quality items, and minimize waste during material handling.
Material management
Material management involves planning, directing, and coordinating activities related to materials and inventory. It aims to control material flow in relation to demand changes and prices. The objectives of material management are to select materials with low operating costs and good quality, receive and control materials safely, issue materials with proper authorization, identify and reduce surplus stocks, minimize storage and control costs, purchase best quality items, and minimize waste during material handling.
Material management
Material management involves planning, directing, and coordinating activities related to materials and inventory. It aims to control material flow in relation to demand and price changes. The objectives of material management are to select materials with low operating costs and good quality, receive and control materials safely, issue materials with proper authorization, identify and reduce surplus stocks, minimize storage and control costs, purchase best quality items, and minimize waste during material handling.
Performance appraisal
Performance management involves evaluating employees based on agreed upon performance standards and goals in order to ensure employees are working towards organizational objectives. It includes defining employee goals and expectations, developing employee capabilities, evaluating performance, and rewarding employees. Effective performance management requires setting measurable goals for employees, evaluating employees based on achieving those goals, and ensuring employee goals align with broader organizational goals. Feedback should be provided to employees on their performance and areas for improvement.
Selection
The document discusses the selection process for hiring employees. It describes selection as dividing applicants into suitable and unsuitable candidates based on matching their qualifications to job requirements. The key steps of the selection process include preliminary interviews, application forms, selection tests, employment interviews, reference checks, and medical examinations. Selection tests evaluate aptitude, skills, knowledge, personality, and other traits. Interviews allow verification of information and evaluation of a candidate's qualifications and characteristics. Different types of interviews, like structured and stress interviews, are discussed. Common errors in interviewing like halo effects and stereotyping are also outlined.
Staffing
The document discusses key aspects of staffing, including definitions, importance, and factors affecting staffing. It also outlines the process of job analysis, which involves collecting data about jobs, developing job descriptions and specifications. Job analysis defines the tasks, duties, responsibilities, qualifications and skills required for particular jobs. The goal is to integrate individual and organizational needs through job design methods like job simplification, rotation, enlargement and enrichment.
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Job recruitment
- 2. It is a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. Definition
- 3. Purposes & Significance • Determining the present & future requirements of the organization in conjunction with its personnel planning and JA activities. • Increasing large pool of applicants at minimum costs. • It increases the success rate of selection process in terms of screening. • Evaluate the effectiveness of various sources for all types of job applicants.
- 4. Sources Of Recruitment • Internal Sources - Promotions - Transfers • External Sources - Press advertisement(newspaper & journals) - Placement agencies(private agencies for recruitment) - Employment exchange(public employment exchange) - Labor contractors(contractors have close relation with workers) - Recommendations - Educational institutions (campus recruitments) - Casual callers
- 5. Methods Of Recruitment • Methods are means by which a organization establishes direct contact with potential candidates , provides them necessary action and encourages them to apply for jobs(ways of establishing links with employees) 1-Direct Methods (to contact people directly , waiting lists) 2-Indirect Methods (advertisement in newspaper & journals, radio & television) 3-Third Party Methods(various agencies)
- 6. Methods Of Recruitment • Methods are means by which a organization establishes direct contact with potential candidates , provides them necessary action and encourages them to apply for jobs(ways of establishing links with employees) 1-Direct Methods (to contact people directly , waiting lists) 2-Indirect Methods (advertisement in newspaper & journals, radio & television) 3-Third Party Methods(various agencies)