The document discusses the process of recruitment and selection in human resource management. It defines recruitment as the process of searching for prospective employees and stimulating them to apply for jobs in an organization. The key steps in recruitment include planning, strategy development, searching, screening, and evaluation. Selection is defined as the process of choosing from among applicants the best qualified individuals. The main steps in selection are application forms, pre-employment tests, interviews, decision making, medical examination, and reference checks. The goal is to identify the most suitable candidates through a systematic selection process.

1. By-
Mr. ASHOK K.BISHNOI
Lecturer, JINR

2.  HRM is the management of the organization’s
employees.
 This includes employment & arbitration in
accord with the low ,& with a company is
directives.
 HRM is the most critical function of manager.
 The main function is the focus on recruitment
of management, & providing direction for the
people who work in the organization
Introduction:-

3. “It is the organizational function that
deal with issues related to people such as
compensation, hiring, performance management,
organization development, safety, wellness,
benefit, employee motivation, communication &
training”
Definition:-

4. INTRODUCTION:-
 Recruitment is an important function of
health manpower management, which
determines, whether the required will be
available at the work spot, when a job is
actually to be undertaken.
Recruitment:-

5.  In a simple term, recruitment is understood
as the process of searching for and obtaining
applicants for job, from among whom the
right people can be selected’
Meaning: -

6.  According to B Flippo:
“It is defined as the process of
searching for prospective employees and
stimulating them to apply for job in the
organization”.
 According to IGNOU Module:
“It is a process in which the right
person for the right post is procured”.
Definition:-

7. There are “3” types of recruitment:
1. Planned: arise from changes in organization
and recruitment policy.
2. Anticipated: by studying trends in the internal
and external organization.
3. Unexpected: arise due to accidents, transfer
and illness.
Types of recruitment:-

8.  To attract people with multi-dimensional skills
and experiences that suit the present and future
organizational strategies.
 To induct outsiders with new perspective to lead
the company.
 To infuse fresh blood at all levels of organization.
 To develop an organizational culture that attracts
competent people to the company.
Objectives of recruitment:-

9.  To search or head hunt people whose skills fit
the company’s values.
 To devise methodologies for assessing
psychological traits.
 To search for talent globally and not just
within the company.
 To design entry pay that competes on quality
but not on quantum.
 To anticipate and find people for positions
that does not exist yet.

10.  Determine the present and future requirements of the
organization in conjunction with the personnel
planning and job analysis activities.
 Increase the pool of job candidates with minimum
cost
 Help increase the success rate of the selection process
reducing the number of obviously under qualified or
over qualified job applicants.
 Help reduce the probability that the job applicants,
once recruited and selected will leave the organization
only after short period of time.
Purposes and importance:

11.  Start identifying and preparing potential job
applicants who will be appropriate
candidates.
 Increase organizational and individual
effectiveness in the short and long term.
 Evaluate the effectiveness of various
recruiting techniques and sources for all
types of job applicants.

12.  Recruitment should be done from a central place. Eg:
Administrative officer/Nursing Service
Administration.
 Termination and creation of any post should be done
by responsible officers, eg: regarding nursing staff
the Nursing superintendent along with her officers
has to take the decision and not the medical
Superintendent.
 Only the vacant positions should be filled and neither
less nor more should be employed.
 Job description/ work analysis should be made before
recruitment.

Principles of recruitment:-

13.  Procedure for recruitment should be developed by
an experienced person.
 Recruitment of workers should be done from
internal and external sources.
 Recruitment should be done on the basis of
definite qualifications and set standards.
 A recruitment policy should be followed.
 Chances of promotion should be clearly stated.
 Policy should be clear and changeable according to
the need.

14. 1. Direct
source
2. Indirect
source
Sources of recruitment:-

15.  I) Internal sources:-include present employees,
employee referrals, former employee and
former applicants.
 II) External sources:- Sources external to an
organization are professional or trade
associations, advertisements, employment
exchanges, college/university/institute
placement services, walk-ins and writer-ins,
consultants, contractors etc.
Other Sources:-

16.  Walk-in
 Consult in
 Tele recruitment: Organizations advertise the
job vacancies through World Wide Web (WWW)
Modern sources of recruitment:-

17.  It was stated earlier, recruitment refers to the
process of identifying and attracting job
seekers so as to build a pool of qualified job
applicants. The process comprises
five inter-related stages, via:-
Recruitment process / steps:-

18. Planning
Strategy
development
Searching Screening
Evaluation &
Control

19. All organization, whether large or small, do engage in
recruiting activity, though not to the same extent.
This differs with:
 The size of the organization
 The employment conditions in the community where
the organization is located
 The effects of past recruiting efforts which show the
organization’s ability to locate and keep good
performing people.
 Working conditions an salary and benefit packages
offered by the organization- which may influence
turnover and necessitate future recruiting
 The rate of growth of organization
Factors effecting recruitment:-

20. SELECTION

21. “The selection process starts when applications are
screened in the personnel department. Selecting
includes interviewing, the employer’s offer,
acceptance by the applicant, and signing of a
contract or written offer”.
 Those applicants who seem to meet the job
requirements are sent blank job-application forms
and are directed to fill them up and return the same
for further action.
 The job application form is one of most important
tools in the selection process.
Introduction:-

22. “It is the process of choosing from among
applicants the best qualified individuals,,
Definition:-

23. 1. Application forms:-
 The issue and receipt of application forms is the administrative
responsibility.
 The information contained in the application form and reports
received in connection with them should be systematically
tabulated and filed as they are useful for evaluating the
effectiveness of the form, analyzing entrance standards, assessing
academic achievement with subsequent performance.
Selection policies:-

24. The application form should elicit the following
information:-
 Name
 Address
 Age of the candidate
 Name of parents or guardians
 Occupation of father
 Details of education
 Details of employment
 Particular aptitudes or abilities

25.  It may also ask the employee to write short easy on
his/her interests to words nursing profession as a
career.
 It should give details of any material she/he should
submit such as a medical certificate, evidence of date of
birth etc. and should give the exact address to which it
should be sent.
 The names of the persons given as references should be
asked to furnish information regarding the candidate’s
character and personality.

26. 2. Selection committee:-
 Usually the selection occurs in the college itself.
The members of the selection committee should include:-
 The head of the college of nursing
 Principal
 Representative of the local controlling authority

27.  Steps in selection: The steps which constitute the
employee selection process are the following:
 Steps are:-
1. Pre-employment tests-written/oral/practical
2. Interview
3. Interview by department head
4. Decision of administrator to accept or reject
5. Medical examination
6. Check of references/ Verification
7. Issue of appointment letter.

28. 1. Pre-employment tests:
 To ensure selection of the most suitable
candidates for various posts pre-employment
tests should be held in a systematic manner
wherever necessary & possible.
 These tests can broadly be divided in to four
types:
◦ Tests of general ability- intelligence
◦ Tests of specific abilities- aptitude tests
◦ Tests of achievement-trade tests
◦ Personality tests- Tests of emotional stability, interest,
values etc.

29. 2. Interviewing
 Interviewing is the main method of appraising an
applicant’s suitability for a post.
 This is the most intricate and difficult part of the
selection process.
 The employment interview can be divided into four
parts:
◦ The warm-up stage
◦ The drawing-out stage
◦ The information stage
◦ The forming an-opinion stage
Main objectives of an interview:
 For the employer to obtain all the information about the
candidate to decide about his suitability for the post.
 To give the candidate a complete picture of the job as
well as of the Organization.
 To demonstrate fairness to all candidates.

30. 3.Interview by department head:-
 In some organization, the selection committee
consists of one person from the personnel
department, and one representative of the head of
the Institute/hospital.
 After the interviewing all the candidates, the
selection committee submits its recommendations
for approval to the head of the hospital, who is
generally the hiring authority.

31. 4. Decision of administrator to accept or
reject

32. 5. Medical examination:
 The medical examination of a prospective employee is an
aid both to the employee and to the management.
 The purpose of the medical examination is threefold:
a) It is for the protection of the applicant himself to know
whether that job will suit him or not from the medical
point of view.
b) It is for the protection of the other employees so that
they are not at risk of any communicable or other disease
which the prospective employee may have.
c) It is for the protection of the employer as well, so that he
may avoid selecting a wrong person.
 The medical examination will eliminate an applicant
whose health is below the standard or one who is
medically unfit

33. 6. References/ Verification:-
 The references provided by the applicant should be
cross-checked to ascertain his past performance and to
obtain relevant information from his past employer and
others who have knowledge of his professional
competence.
 The references letters should be brief and should
require as little writing as possible by the person to
whom it is sent. If it is directed to a former employer, it
should ask for the following data:
 Date of joining ,Date of leaving , Job title
 Last salary drawn
 Promotion/demotion, if any
 Unauthorized absentee record
 Reason for termination/ leaving
 Ability to work with others
 Dependability
 Emotional stability , Health conditions
 Any other information

34. 7. Joining report by the employee:
 When new employees reports for joining, he
should be given an appointment letter, his
job description and handbook of the
hospital/Institute.
 He/She should be asked to submit his joining
report

35. 3. Orientation programme:
 After selection an orientation programme is to be conducted
to make the employee aware of the college rules, hostel rules
and the hospital and the college building and associated
parallel medical education departments.
 Orientation should be given by a senior faculty of the college
of nursing.

37.  The promotion policy is one of the most
controversial issues in every organization.
 The management usually favors promotion on
the basis of merits, and the unions generally
oppose it by saying that managements resort
to favoritism.
 The unions generally favor promotions on the
basis of seniority. It is hence essential to
examine this issue and arrive at an solution.
INTRODUCTION:-

38. “A change for better prospects from one job to
another job is deemed by the employee as a
promotion”.
OR
“It is refers to the advancement
an employee's rank or position in a hierarchical
structure”
DEFINITION:-

39.  The factors which are considered by employees
as implying promotion are:
FACTORS IMPLYING PROMOTION:-
FACTORS
IMPLYING
PROMOTION
An increase in salary
An increase in
prestige
An upward movement
in the hierarchy of jobs
Additional supervisory
responsibility
A better future

40.  Seniority versus merits: There has been great
deal of controversy over the relative values of
seniority and merit in any system of promotion.
 Seniority will always remain a factor to be
considered, but there be much greater
opportunity for efficient personnel, irrespective
of their seniority, to move up speedily if merit is
used as the basis for promotions.
 It is often said that at least for the lower ranks,
seniority alone should be the criterion for
promotion. One cannot agree with this.
NATURE AND SCOPE OF PROMOTION:

41.  The quality of work is more important in the
lower ranks as in the higher.
There are some who argue against this plan
and advocate the merit policy for the
following reasons:
 They believe that more length of service
evidence only of continued service but are
surely no indication of vast experience.

42.  Promotion on the basis of seniority . (Once they
realize that promotions in the organization are
on the basis of seniority alone, they lose all
enthusiasm for showing better performance)
 There are individual differences amongst
persons working in the same of them are most
efficient, some barely average and some below
average. If their differences are not
distinguished and they are uniformly rewarded,
all individual will gradually sink to the level of
the below-average employee.

43.  Promotion policy may include the following:
 Charts and diagrams showing job relationships
and ladder of promotion should be prepared.
 There should be some definite system for making
a waiting list after identification and selection of
those candidates who are to be promoted as and
when vacancies occur.
 All vacancies within the organization should be
notified so that all potential candidates may
complete.
PROMOTION POLICY:-

44.  The following eight factors must be the
basis for promotion:
Outstanding service in terms of quality as well as
quantity
Above average achievement in patient care and
for public relations
Experience
Seniority
Initiative
Recognition by employee as a leader
Particular knowledge and experience necessary
for a vacancy and
Record of loyalty and cooperation

45.  In some instances, it may be possible to use pre-employment
test, to determine eligibility for the vacant position.
 Though the department heads may initiate promotion of an
employee, the final approval should be with top management.
 The personnel department can help at the stage by proposing
the names of prospective candidates out of the existing
employees in the organization and also submit their
performance appraisal record of the last few years to the
department head.
 All promotion should be for a trail period. In case the
promoted person is not found capable of handling the job.
 In case of promotion, the personnel department should
carefully follow the progress of the promoted employees.
 A responsible person of the personnel department should
hold a brief interview with the promoted person and his
department head to determine whether everything is going on
well or not.

46.  It provides an incentive to employee to work
more and show interest in their work.
 They put in their best in their best and aim for
promotion within the organization.
 It develops loyalty amongst the employees,
because a sound promotion policy assures
them of their promotions if they are found fit.
ADVANTAGES OF A SOUND PROMOTION POLICY:

47.  It increases satisfaction among the
employees.
 It generates greater motivation as they do not
have to depend on mere seniority for that
advancement.
 Finally, increases the effectiveness of an
organization

48.  Difficult human relations problem can arise in
promotion cases
◦ In promoting an employee to a better job, his salary
should be at least one step above his present salary.
◦ Specific job specifications will enable an employee to
realize whether or not his qualifications are equal
other.
SOLUTION TO PROMOTION PROBLEMS:

49. ◦ There should be a well-defined plan for informing
prospective employees may know the various avenues
for their promotion.
◦ The organization chart and promotion charts should
be made so that employees may know the various
avenues for their promotion.
◦ The promotion policy should be made known to each
and every organization.
 Management should prepare and practice
promotion policy sincerely

51. Is a retirement fund (Including Pension)give to
the employee at the time of retirement.
Introduction:-

52. Fall in to three categories:-
A. Preserved benefit.
B. Restricted non reserved benefit
C. Unrestricted non reserved benefit
Superannuation Benefit:-

53. A. Preserved benefit:- are benefit that must be
retained in a superannuation fund until the
employee’s preservation age/retirement age.
B. Restricted non reserved benefit:-although not
preserved, cannot be accessed until an employee
meets a condition of release, such as terminating
their employment in an employer superannuation
scheme.
C. Unrestricted non reserved benefit:- do not
require the fulfilment of a condition of release & may
be accessed upon the request of the worker, eg
where a worker has previously satisfied a condition
of release & decided not to access the money in their
superannuation fund