The document discusses recruitment, which it defines as the process of searching for prospective employees and encouraging them to apply for jobs. It identifies two main sources of recruitment: internal sources which include current employees; and external sources which are outside the organization, such as new labor force entrants, the unemployed, retired persons, and others not in the labor force. The document also outlines various recruitment techniques used by organizations, including direct methods like campus recruitment, indirect methods like newspaper advertisements, and modern recruitment methods that use technologies like e-recruitment to address traditional challenges.
Identify the key stages in the recruitment process.
Discuss the importance of developing a job analysis and job descriptions.
Outline the different types of recruitment strategies.
List the advantages and disadvantages of different recruitment strategies.
Talent acquisition,definition,sources of recruitment,action steps in recruitm...Devika A K
Talent acquisition,definition,sources of recruitment,action steps in recruitment,alternatives to recruitment, selection process,orientation and induction, induction process.
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
SOURCES OF RECRUITMENT
INTERNAL SOURCES
EXTERNAL SOURCES
RECRUITMENT PROCESS
SELECTION & SELECTION PROCESS
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
EXAMPLE
CONCLUSION
Identify the key stages in the recruitment process.
Discuss the importance of developing a job analysis and job descriptions.
Outline the different types of recruitment strategies.
List the advantages and disadvantages of different recruitment strategies.
Talent acquisition,definition,sources of recruitment,action steps in recruitm...Devika A K
Talent acquisition,definition,sources of recruitment,action steps in recruitment,alternatives to recruitment, selection process,orientation and induction, induction process.
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
SOURCES OF RECRUITMENT
INTERNAL SOURCES
EXTERNAL SOURCES
RECRUITMENT PROCESS
SELECTION & SELECTION PROCESS
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
EXAMPLE
CONCLUSION
This Presentation discuss about the meaning of recruitment, features of recruitment, steps in recruitment process, recruitment policy, recruitment organisation, source of recruitment and the methods of recruitment.
Recuitment and selection process in the firm or company by the HR department, sources of recruitment: internal and external methods, test and interviews inductions, training and placements.
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.
This Presentation discuss about the meaning of recruitment, features of recruitment, steps in recruitment process, recruitment policy, recruitment organisation, source of recruitment and the methods of recruitment.
Recuitment and selection process in the firm or company by the HR department, sources of recruitment: internal and external methods, test and interviews inductions, training and placements.
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.
Building a healthy relationship with your spouse to remain together and a relationship stronger is possible with a clear, honest and open communication. Money matters, financial goals etc. are often the topics of concern and should be delicately handled.
Its all about 'Possibility thinking', which is the secret of success and you can achieve anything under the Sun, with the power of possibility thinking.
good luck.
Challa S.S.J.Ram Phani
CTF (CAMI, USA)
this slides are describing some of the motivation theory on managing human resource in the organization # download by request, please e-mail me if you need this slides on powerpoint
Theories of Motivation - Overview of the Content Theories of Motivation Monica P
(MST) Advanced Administration and Supervision in Educational Practices
(class report(s)/discussion(s))
DISCLAIMER: I do not claim ownership of the photos, videos, templates, and etc used in this slideshow
How to Become a Thought Leader in Your NicheLeslie Samuel
Are bloggers thought leaders? Here are some tips on how you can become one. Provide great value, put awesome content out there on a regular basis, and help others.
1. Submitted to: Submitted by:
Asst Prof. V U Vinitha Rahul C R
MIIMS Puthanangadi Roll.no:014
HUMAN RESOURCE
MANAGEMENT
2. RECRUITMENT
DEFINITION
Process to discover the source of manpower to meet the
requirement of staffing scheduled and to employ effective
measure for attracting that manpower in adequate number to
facilitate effective selection of an efficient workforce.
Edwin B Flippo defined recruitment as, “The process of
searching for prospective employee and stimulating them to
apply for jobs in the organization
3. MEANING
Recruitment is a positive process of searching for prospective
employees and stimulating them to apply for jobs in the
organizations.When more persons apply for jobs then there
will be a scope for recruiting better persons
Recruitment is concerned with reaching out,Attracting,and
ensuring a supply of qualified perssonel and making out
selection of requisite manpower both in their quantitative and
qualitative aspects. It is the development and maintenance of
adequate manpower resources.
4. SOURCES OF RECRUITMENT
There are two types of source
Internal sources
External sources
INTERNAL SOURCES
These include personnel already on the payroll of an
organisation,that is,it’s present workforce. Whenever any
vaccancy occures,somebody from within the organisation is
upgraded,transfferd,promoted or sometimes demoted
1.Present permanent employees
2.Present temporary or casual employees
3.Retrenched or retired employees
5. EXTERNAL SOURCES
External sources includes source outside the organisation.
They usually include:
1.New entants to the labour force i.e young mostly
inexperienced potential employees-the college students.
2.The unemployed –with a wide range of skills and abilities.
3.Retired experienced persons such as
machines,machinists,welders,accountants.
4.Others not in the labour forces such as married women and
persons from minority groups.
7. RECRUITMENT TECHNIQUES
Recruitment techniques are the means or media by which
management contacts prospective employees or provide
necessary information or exchange ideas or stimulate them
to apply for jobs
Techniques used are:
Internal method:They are for recruiting internal
candidates.These include methods like:
1.Promotion & Transfers
2.Job posting
3.Employee referrals
8. DIRECT METHODS
These include sending traveling recruiters to educational
and professional institutions and employees’ contracts
with public.
*Campus recruitment
9. INDIRECT METHODS
1.Advertisement:Advertising is the most common method
of attracting candidates. consideration should be given to
other sources of recruitment such as agency or selection
consultant.the objective of using advertisement should be
to:
*Attract attention
*Create and maintain interest
*Stimulate attention
2.Newspaper Ads
3.Television & Radio Ads
11. MODERN RECRUITMENT METHODS
Modern recruitment is a new-age solution designed to
overcome problems in traditional recruitment approaches
like demand prediction,and critical skill-set supply.
Modern recruitment methods are
1.Knowledge based recruitment method
2.E-Recruitment
Concepts involved in modern recruitments
*scouting
*Re-Recruitment