The document discusses the recruitment, selection, placement and induction process. It defines each step and provides details on:
- The recruitment process including identifying vacancies, choosing internal/external methods, and evaluating.
- Selection involving screening, interviews, tests and final selection. Different types of interviews and tests are outlined.
- Placement which determines the appropriate job for the candidate.
- Induction training which familiarizes new employees with policies, colleagues, and their role through general and job-specific training. The goals of induction are also stated.
A study related to job and its three components job description, job specification and job evaluation. Learn what is Job Analysis concept meaning and definition in HRM?
For more information visit https://www.hrhelpboard.com/performance-management/job-analysis.htm
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.
hai its my first upload to this website please analyse and give me suggestions for any improvements beacuse i am an MBA student i want to learn something more
A study related to job and its three components job description, job specification and job evaluation. Learn what is Job Analysis concept meaning and definition in HRM?
For more information visit https://www.hrhelpboard.com/performance-management/job-analysis.htm
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.
hai its my first upload to this website please analyse and give me suggestions for any improvements beacuse i am an MBA student i want to learn something more
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
group presentaion on 17 sept 2012 at karachi university subject Humen resource managment........ Hassan Khokher,Muhammad Waqas Rafiq,Muhamad waqas Raza.Waqar Ahmed.Husnain.......
Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.Compensation Management is a Process of compensation management is to establish & maintain an equitable wage & salary structure & an equitable cost structure .it involves job evaluation, wage & salary survey, profit sharing &control of pay costs.
According to Thomas J. Bergmann(1988) compensation consists of four distinct components:
Compensation = Wage or Salary + Employee benefits +Non-recurring financial rewards+ Non-pecuniary rewards.
Compensation is a tool used by management for a variety of purposes to further the existence of the company. Compensation may be adjusted according the business needs, goals, and available resources.
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
group presentaion on 17 sept 2012 at karachi university subject Humen resource managment........ Hassan Khokher,Muhammad Waqas Rafiq,Muhamad waqas Raza.Waqar Ahmed.Husnain.......
Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.Compensation Management is a Process of compensation management is to establish & maintain an equitable wage & salary structure & an equitable cost structure .it involves job evaluation, wage & salary survey, profit sharing &control of pay costs.
According to Thomas J. Bergmann(1988) compensation consists of four distinct components:
Compensation = Wage or Salary + Employee benefits +Non-recurring financial rewards+ Non-pecuniary rewards.
Compensation is a tool used by management for a variety of purposes to further the existence of the company. Compensation may be adjusted according the business needs, goals, and available resources.
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
POWER AND POLITICS
Study questions.
What is power?
How do managers acquire the power needed for leadership?
What is empowerment, and how can managers empower others?
What are organizational politics?
Study questions.
How do organizational politics affect managers and management?
Can the firm use politics strategically?
“Power tends to corrupt; absolute power corrupts absolutely”
--- Lord Acton
POWER
A capacity that A has to influence the behavior of B so that B acts in accordance with A’s wishes.
DEPENDENCY
B’s relationship to A when A possesses something that B requires.
I m a student of University of Lahore (Islamabad. Pakistan). I have presented this presentation and it was well appreciated by my Teacher as well as by my Class Mates so that's why i m uploading it for all of you. It might help you to understand what selection actually is..
Regards.
Syed Shaz Gilani
Organizational activities that provide a pool of applicants for the purpose of filling job openings.Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.
This presentation facilitates you to Learn about basics in leadership in sinhala. This will be suitable for those who begin their HR education and getting ready for any presentations in Leadership.
Unlike management, leadership cannot be taught, although it may be learned and enhanced through coaching or mentoring. Someone with great leadership skills today is Bill Gates who, despite early failures, with continued passion and innovation has driven Microsoft and the software industry to success.
Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization.
Productivity and quality are integral components of organisations' operational strategies. Productivity plays an important role at both macro and micro levels. At micro-level, firms use productivity as a performance measure to benchmark against best-in-class companies to identify best practices.
Team building is a collective term for various types of activities used to enhance social relations and define roles within teams, often involving collaborative tasks. It is distinct from team training, which is designed to improve the efficiency, rather than interpersonal relations.
An organization or organisation is an entity comprising multiple people, such as an institution or an association, that has a collective goal and is linked to an external environment
Discipline in the workplace is the means by which supervisory personnel correct behavioural deficiencies and ensure adherence to established company rules. The purpose of discipline is correct behaviour. It is not designed to punish or embarrass an employee.
An induction programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role. Induction training should, according to TPI-theory, include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees
he process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria. Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and the position.
A grievance is any dissatisfaction or feeling of injustice having connection with one’s employment situation which is brought to the attention of management. Speaking broadly, a grievance is any dissatisfaction that adversely affects organizational relations and productivity. To understand what a grievance is, it is necessary to distinguish between dissatisfaction, complaint, and grievance.
Counselling is a type of talking therapy that allows a person to talk about their problems and feelings in a confidential and dependable environment. A counsellor is trained to listen with empathy (by putting themselves in your shoes). They can help you deal with any negative thoughts and feelings you have.
Human resource management (HRM, or simply HR) is a function in organizations designed[by whom?] to maximize employee performance in service of an employer's strategic objectives.[1] HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments and units in organizations typically undertake a number of activities, including employee recruitment, "training and development", performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws
Management has been described as a social process involving responsibility for economical and effective planning & regulation of operation of an enterprise in the fulfillment of given purposes. It is a dynamic process consisting of various elements and activities. These activities are different from operative functions like marketing, finance, purchase etc. Rather these activities are common to each and every manger irrespective of his level or status.
According to Henry Fayol, “To manage is to forecast and plan, to organize, to command, & to control”. Whereas Luther Gullick has given a keyword ’POSDCORB’ where P stands for Planning, O for Organizing, S for Staffing, D for Directing, Co for Co-ordination, R for reporting & B for Budgeting. But the most widely accepted are functions of management given by KOONTZ and O’DONNEL i.e. Planning, Organizing, Staffing, Directing and Controlling
A job interview is a type of employment test that involves a conversation between a job applicant and representative of the employing organization.Interviews are one of the most popularly used devices for employee selection.[2] Interviews vary in the extent to which the questions are structured, from totally unstructured and free-wheeling conversation, to a set list of questions each applicant is asked.Research has shown that structured interviews are more valid than unstructured, that is, they are more accurate in predicting which applicants will make good employees.
4. DEFINITION OF RECRUITMENT
“the process of seeking and attracting a
pool of people from which qualified
candidates for job vacancies can be
chosen”
Byers and Rue
4
5. Recruitment is the process of searching for
prospective candidates
and entice them to apply for the jobs in the
organization
5
6. Few Things you need to Know
Recruitment is one of the Key Result Areas of
HRM
Recruitment tries to match Human Resources to
the Strategic and Operational needs of the
organization
It ensures optimum utilization of those Human
resources
6
8. RECRUITMENT PROCESS
HR Planning
Identify the
HR
requirement/
Job Vacancies
Job
Analysis(JD
and JS)
Decision to
Recruit
Choose the
Resources and
methods of
Recruitment
Implement
the
Recruitment
programme
Evaluate
theRecruitme
nt Programme
8
18. Boost the morale of
the work force
Employee’s
performance and
competencies are
well known
Cost effective
Better employee
relationship
Kind of a training
and development
for the employee
Better utilization of
the internal
resources
18
28. Advantages of External
Recruitment Methods (Tools)
Infusion of new blood
Wide options
Finding innovative employees
incorporation of new concepts
Publicity and better image for the
organization
28
29. • Time consuming
• Unpredictable performance
• May not fit to the Organization’s culture
• Expensive
• Frustration among employee
29
31. “Selection is the process of choosing the most
suitable applicant/candidate for a job from
among the available applicants.”
31
32. • Selection gives the right place to the right
person.
• Rejecting the right person or the placement
of the wrong person will have a severe
impact.
32
33. Application
screening and
short listing
Presentation
of data in a
tabulated
form
Preliminary
interview
Employment
tests
Diagnostic
interview
Reference
checking
Medical
examination
Final selection
Collection of
various
documents
Job offer
interview
33
34. Types of Interviews
1. Formal and Structured interviews /
Directive interviews
• very rigid in its structure and contents
• ensures each and every candidate is tested
with identical questions.
• The interviewer selects the questions to be
asked
• plans the interview in advance.
• Lack of subjectivity is the main advantage
34
35. 2.Unstructured interviews / Nondirective
interviews
• no pre-determined set of questions
• take its own direction depending on the
answers given.
35
36. 3. Stress interviews
• The objective is to test the applicant’s
ability to perform effectively and
efficiently under stress.
36
37. 4. Group interview method
• Group of candidates are interviewed by an
interviewer.
• Usually they are interviewed at different stages
by different interviewer
37
41. 6. In depth interviews
• This is at the second stage of interview
• it goes to a deeper level to understand the
candidate better
41
42. 7.Situational type of interviews
• Questions are focused on the individual’s
ability to understand what his or her
behaviour would be in a given situation
42
44. Intelligence means the
mental ability or
quickness of mind.
It is the ability for
“reasoning, judgment,
memory and the power of
thoughts.”
An IQ (Intelligent
Quotient) involves a
different ability, usually
comprising verbal
reasoning or numerical
ability
44
45. • measures the person’s ability to learn a
given job.
45
47. This is a behavioral test A real situation is given to
the applicant and asked to
tackle the situation as if he
or she got it in their real life.
47
49. 6.Interest Tests
to identify whether the applicant has a
genuine interest in the kind of work to be
performed
No point of assigning a job someone is not
interested in it.
49
50. 7. Personality Tests
• Personality tests assess a person’s value
systems emotions
• Personal characteristics
• Self-confidence
• Judgment
• Dominance or submission
• Impulsiveness
50
54. Placement
“the determination of the job to which an
accepted candidate is to be assigned and his
assignment to that job.”
Paul Pagers and Charles A. Myers
54
56. Content in Induction Programme
• Location and physical layout
• Colleagues and informal relationships
• Management, supervision and formal
relationship
• Customers
• Conditions of employment and contracts
• Organization and house rules E.g. No drinking,
No smoking etc
• Security systems
56
67. General Training
(General information)
Site layouts
(Factory/offices/canteen
etc.)
General administration
Discipline and Grievance
handling procedure
Organizational rules,
Dress codes, Absenteeism
and lateness, Working
hours and Smoking areas
Occupational Health and
Safety (Legal
requirement)
Security, Restricted areas,
Transport and Parking
67
68. Job Training
• Local department structure
• Local department layout (wash rooms,
changing rooms etc.)
• Local department tour
• Department functions/role and objectives
• Department team and management
68
69. Job Training
• Related departments and functions
• How the department actually works and
relates to others
• Reporting and communication procedure
• Job description (duties, scope, territory,
authority etc.)
• Work station/space
• Technical training/familiarization
69
70. Evaluation
Measure the
effectiveness of the
training programme.
Conduct exit
interviews with any
employee who leaves
To identify the
improvements and
continuously develop
the induction training
programs in the future
70