The document discusses various aspects of the recruitment and selection process, including:
1) It describes the key steps in recruitment such as developing job descriptions, advertising openings, screening applicants, interviewing candidates, and making a job offer.
2) It also discusses the selection process, including using tests and interviews to evaluate a candidate's qualifications and determining their suitability for the role.
3) The roles of recruitment consultants, types of advertisements, and challenges in recruitment are also covered. The document provides an overview of best practices and considerations in recruiting and selecting new employees.
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Recruitment is key function of HR. It is bridge between job seeker & employer. Today, technology plays big role into the recruitment. This presentation is describes about basic process of Recruitment, Types of Recruitment, Recruitment methods , job consultant cycle in Recruitment & factors affecting recruitment.
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Recruitment is key function of HR. It is bridge between job seeker & employer. Today, technology plays big role into the recruitment. This presentation is describes about basic process of Recruitment, Types of Recruitment, Recruitment methods , job consultant cycle in Recruitment & factors affecting recruitment.
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.
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.
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.
Recruitment and Selection
Recruitment :
Recruitment is a process of attracting candidates towards a job in an organization.
Selection :
Selection is a process of hiring right person for a right job at a right time at a right cost.
Selection follows recruitment.
Selection Process In Human Resource Management - HRMFaHaD .H. NooR
Selection In Human Resource Management HRM. Selection Process in hrm
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:
1. Recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs.
2. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible.
Selection:
1. Selection is concerned with picking up the right candidates from a pool of applicants.
2. Selection, on the other hand, is negative in its application in as much as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates.
MEANING OF SELECTION:
Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is as under
Definition of Selection: Process of differentiating
“Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.”
group presentaion on 17 sept 2012 at karachi university subject Humen resource managment........ Hassan Khokher,Muhammad Waqas Rafiq,Muhamad waqas Raza.Waqar Ahmed.Husnain.......
Recruitment and its importance, process and sourcesLearn By Watch
This slide contains information about what is recruitment, importance of recruitment, recruitment process and various internal and external sources of recruitment. Hope you will like it!!
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.
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.
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.
Recruitment and Selection
Recruitment :
Recruitment is a process of attracting candidates towards a job in an organization.
Selection :
Selection is a process of hiring right person for a right job at a right time at a right cost.
Selection follows recruitment.
Selection Process In Human Resource Management - HRMFaHaD .H. NooR
Selection In Human Resource Management HRM. Selection Process in hrm
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:
1. Recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs.
2. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible.
Selection:
1. Selection is concerned with picking up the right candidates from a pool of applicants.
2. Selection, on the other hand, is negative in its application in as much as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates.
MEANING OF SELECTION:
Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is as under
Definition of Selection: Process of differentiating
“Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.”
group presentaion on 17 sept 2012 at karachi university subject Humen resource managment........ Hassan Khokher,Muhammad Waqas Rafiq,Muhamad waqas Raza.Waqar Ahmed.Husnain.......
Recruitment and its importance, process and sourcesLearn By Watch
This slide contains information about what is recruitment, importance of recruitment, recruitment process and various internal and external sources of recruitment. Hope you will like it!!
Selecting the right person for the job is a basic task for any organisation. Getting it wrong can be costly – on recruitment, promotion or even selection
for redundancy. An objective and appropriate methodology for assessment improves decision making, reduces risk and increases confidence in the
selection process.
Collinson Grant has been using various forms of psychometric assessments to support clients for more than 30 years. These notes describe how we go about
organising group and individual assessments, their objectives and content, and the benefits.
For more details, call David Mosscrop on +44 161 703 5600.
Islam is a complete way of life. Islam provides guidance and regulations for even the private moments of a Muslim’s life. In the collective of Ahadith and Seerah of Rasulullah(Sallallahualay-hi-wassallam) there are numerous incidents and occasions when his companions came forward and enquired from him about matters related to private life and it’s problems. Even the womenfolk from his followers came forward and enquired with regard to matters that are related to marital life and it’s private issues. They did not feel ashamed or shy to learn the truth, nor did our Rasulullah Sallallahu-Alayhi-Wasallam)feel ashamed to expound the truth as the Quran Majeed says: “And Allah (Azza-wa-Jall) does not feel ashamed of the Haqq.” 33/53
It is thus clear that there is nothing wrong in learning or discussing matters related to marriage and sex for the sake of educating ourselves Islamically. Today when the world is realizing the importance of “sex education” in their crude and rude outlook, then why should we as Muslims feel ashamed of reveling Islam’s decent and refined teachings in this field?
May your year ahead continue to be filled with a healthy, wealthy, and prosperity life, and May you have a Joyous and Spirited Eid Mubarak (Blessings) day with all your dear ones, including people of all faiths and humanity, filled with Love, Peace, and Happiness
Marriage is such as an important step that our blessed prophet spoke of marriage as being half the religion whoever has married has completed half of his religion, therefore let him fear allah in the other half.
The twenty most common questions about Islam can be answered with reason
and logic. A majority of non-Muslims can be convinced with these answers. If a
Muslim memorizes or simply remembers these answers, Inshallah he will be
successful, if not in convincing non-Muslims about the complete truth of Islam, then at least in removing misconceptions about Islam and neutralizing the
negative thinking about Islam and Muslims that the non-Muslims have. A very
few non-Muslims may have counter arguments to these replies, for which
further information may be required.
May your year ahead continue to be filled with a healthy, wealthy, and prosperity life, and May you have a Joyous and Spirited New Year with all your dear ones, including people of all faiths and humanity, filled with Love, Peace, and Happiness.
2010 Has sped by
Now, we need to face 2011
There may be risks involved
We may need to face roadblocks
So stay alert
Share time with friends & family
Jump over obstacles
With care And caution
Face challenges
Remember to laugh
Cooperate ,Discover
Make new friends and Stick together
And you will be able to go far
Don't forget to relax and enjoy
And never forget to love those dearest to you
Allah Bless You
Happy New Year
2. Recruitment:-
Organizational activities that provide a pool of
applicants for the purpose of filling job openings.
It is a process of searching for prospective
employees .
Stimulating & Encouraging them to apply for jobs
in the org.
3. Factors Governing Recruitment
Internal Factors
Recruitment Policy of the Org
Size of the org & the Number of Employees Employed
Cost Involved in Recruitment
Growth & Expansion Plans of the Org.
External Factors
Supply & Demand of Specific Skills in the Market
Political & Legal considerations such as Reservations of
jobs for reserved Catagories
Company’s Image Perception by the Job Seekers.
4. Sources Of Recruitment:
Present Employees
Unsolicited Applicants
Educational and Professional Instituitions
Public Employment Offices
Private employment Agencies
Employee Referrals
Help wanted Advertising
Walk-Ins
5. Selection:
Is the process of discovering the qualifications &
characteristics of the job applicant in order to
establish their likely suitability for the job
position.
A good selection requires a methodical approach
to the problem of finding the best matched
person for the job
8. Why choose testing
Objectivity – good psychological tests are standardized on a large sample and
provide normative data across a wide range of demographics and age cohorts. Well
selected tests will allow you to demonstrate talents that may otherwise not be
evident.
Validity – psychometric tests are a more valid method of assessment than
interviews, academic achievement & reference checks, and when utilized in
combination (for example in an assessment Centre) are highly predictive of future
job performance.
Cost – the cost of selection errors is large for both the employer and the employee.
Psychometric tests help to minimize costs while maximizing potential fit between
the candidate and the job.
9. Brief history of tests
Comparisons of human attributes and differences have a very long history.
Hippocrates – (400BC) attempted to theoretically define four basic
temperament types: sanguine (optimistic), melancholic (depressed), choleric
(irritable) and phlegmatic (listless and sluggish).
Galton - (19th century) measured human individual differences in terms of
ability to discriminate between stimuli.
Binet - devised tests to measure differenced in specific human abilities. Now
numerous tests measure specific abilities, strengths and competencies.
10. Army Alpha and Beta tests (WW1) – developed out of an urgent need
to select personnel with specific aptitudes for training in specialist
and strategic roles.
Today – Psychological tests widely used in selection practices.
11. Psychological tests (definition and
dimensions)
A selection procedure measure the personality characteristics of applicants that
are related to future job performance. Personality tests typically measure one or
more of five personality dimensions:
Extroversion,
Emotional stability,
Agreeableness,
Conscientiousness and
Openness to experience.
12. Types Of Psychological Tests
Psychological tests fall into several categories:
Aptitude tests: It refers to potentiality that a person has to profit from certain
kind of training.
Achievement tests: It helps to measure the proficiency that a person has been
able to achieve.
Intelligence tests: It attempts to measure the intelligence—that is, basic ability to
understand the world around you, assimilate its functioning, and apply this
knowledge to enhance the quality of your life. Or, as Alfred Whitehead said
about intelligence, “it enables the individual to profit by error without being
slaughtered by it.”[1] Intelligence, therefore, is a measure of a potential, not a
measure of what you’ve learned (as in an achievement test), and so it is supposed
to be independent of culture.
IQ=Mental Age/Actual Age*100
For example, a six year old child with a mental age of 6 would have an IQ of 100
(the “average” IQ score); a six year old child with a mental age of 9 would have an
IQ of 150. Today, intelligence is measured according to individual deviation
from standardized norms, with 100 being the average.
13. Cont…
Neuropsychological tests: It attempts to measure deficits in cognitive functioning
(i.e., your ability to think, speak, reason, etc.) that may result from some sort of brain
damage, such as a stroke or a brain injury.
Occupational tests : It attempts to match your interests with the interests of persons
in known careers. The logic here is that if the things that interest you in life match up
with, say, the things that interest most school teachers, then you might make a good
school teacher yourself.
Personality tests : It attempts to measure your basic personality style and are most
used in research or forensic settings to help with clinical diagnoses. Two of the most well-
known personality tests are
1. Minnesota Multiphasic Personality Inventory (MMPI), or the revised MMPI-2,
composed of several hundred “yes or no” questions, and
2. Rorschach (the “inkblot test”), composed of several cards of inkblots—you simply give a
description of the images and feelings you experience in looking at the blots.
Specific clinical tests :It attempts to measure specific clinical matters, such as your
current level of anxiety or depression.
14. USES OF TESTS
Evaluation of right candidate
Proper selection of candidate
Identifying the candidates personality
15. Places Where Psychological
Testing Is Used
Colleges or Educational Institutes
Army, Navy etc.
Bank
Airlines
Companies
Schools
So, now a days in most of the places candidates are
evaluated on the basis of the psychological test.
16. Advantages
can result in lower turnover due if applicants are selected for traits that are
highly correlated with employees who have high longevity within the
organization
can reveal more information about applicant's abilities and interests
can identify interpersonal traits that may be needed for certain jobs
17. Disadvantages
difficult to measure personality traits that may not be well defined
applicant's training and experience may have greater impact on job
performance than applicant's personality
responses by applicant may may be altered by applicant's desire to respond in
a way they feel would result in their selection
lack of diversity if all selected applicants have same personality traits
cost may be prohibitive for both the test and interpretation of results
lack of evidence to support validity of use of personality tests
18. Tips
Select traits carefully :
An employer that selects applicants with high degree of
'assertiveness', 'independence', and 'self-confidence' may end up
excluding females significantly more than males which would result in
adverse impact.
Select tests carefully:
Any tests should have been analyzed for (high) reliability and (low)
adverse impact.
Not used exclusively:
Personality tests should not be the sole instrument used for selecting
applicants. Rather, they should be used in conjunction with other
procedures as one element of the selection process. Applicants should not
be selected on the basis of personality tests alone.
23. Steps Of Recruitment Process
Decision is made as to whether recruitment is
necessary
Job description is prepared
Specification is prepared
Plans are made on how and when to advertise
Applicants are short-listed
References are requested
Candidates are invited for interviews and
selection tests
The successful candidate is offered the job
and signs the contract of employment
24. RECRUITMENT PROCESS FOR
FRESHER
WRITTEN /APPTITUDE.
GROUP DISCUSSION.
PSYCHOMETRIC TEST(CONDITIONAL).
TECHNICAL INTERVIEWS(CONDITIONAL).
HR INTERVIEWS.
26. SELECTION PROCEDURE/STEPS
12 INTIMATION TO SALARY DEPT.
11 FINAL SELECTION
10 ORIENTATION
9 REFERENCE
8 ON THE JOB TEST
7 PHYSICAL TEST
6 INTERVIEW
5 PSYCHOLOGICAL TEST
4 WRITTEN TEST
3 TRADE TEST
2 SENDING APPLICATION FORMS
1 PRELIMINARY SCREENING
27. Difficulties in Recruitment process
Talent Acquistion.
Expensive.
Time Constraint.
Retention of employees.
Managing low attrition rate.
Budget.
28. Challenges in Recruitent &
Selection:
Talent Shortage
Attrition Rate
Reservations and other Gov. Policies
Remoteness of Job
Scrutinity of employee’s credentials
29. Basic Diff. Between Recruitment
and Selection:
Recruitment- searching for and attracting applicants
qualified to fill vacant positions
Selection- Analyzing the qualifications of applicants and
deciding upon those who show the most potential
31. What is Consultant
A consultant (from the Latin consultare means "to discuss" ) is a professional who
provides advice in a particular area of expertise such as accountancy, the
environment, technology, law, human resources, marketing, medicine, finance, public
affairs, communication, engineering, graphic design, or waste management.
A consultant is self-employed or works for a consultancy firm, usually with multiple and
changing clients.
32. Types of Consultant
Environmental consultants.
Technology Consultant.
Human Resource Consultant
Marketing Consultant
Law Consultant
Medicine Consultant
Finance Consultant
and many more….
33. What Is Recruitment Consultant
"Recruitment consultants work with companies to help them find the right people for
their positions. They also work for candidates to find a role that is suitable for them.
The key skill of a recruitment consultant is to meet the needs of both the client and the
candidate to ensure the best mutual fit; this is not simply a case of skills matching but of
truly understanding the business and its culture, as well as the aspirations of the
candidate."
34. Recruitment Consultant
Activities
A recruitment consultant is responsible for helping employer clients to recruit staff for job
vacancies. These vacancies can be permanent or temporary roles.
Recruitment consultants develop an understanding of their client's requirements, then
identify potential staff (candidates) through existing contacts or by advertising
roles/headhunting (executive search). They assess candidates' skills through
interviews, tests and background checks, then make recommendations to their client.
Consultants also provide advice to both clients and candidates on salary levels, training
requirements and career opportunities. Developing solid relationships with clients is
integral to the role.
.
35. » Typical work activities
A recruitment consultant's role is demanding and diverse.
using marketing and business knowledge to extend company contacts.
identifying and evaluating employers' recruitment needs.
negotiating terms of employment.
interviewing potential candidates
clarifying and negotiating salary and benefits relating to the role.
headhunting - identifying and approaching suitable candidates.
monitoring candidates once placed.
collecting feedback from employers on the performance of candidates who have previously
been placed with them.
maintaining current records and personal statistics for review against performance targets.
documenting clients' details and vacancy requirements in a brief.
36. What makes a Good Recruitment
Consultant
To be successful in the recruitment industry you must:
be ambitious and confident
be goal orientated
have good interpersonal and communications skills
be a good team player
be able to handle multiple priorities
be tenacious
be a problem solver
be able to work to deadlines and targets
enjoy responsibility and working in a high-pressure environment
have a good sense of humour
37. Opportunity as a Recruitment
Consultant
A chance to work with a large successful organization.
An opportunity to develop within the Recruitment Industry with one of the most
supportive and resourceful organizations.
A role that could provide you with a solid future within Recruitment.
A competitive annual salary and excellent commission packages
Fantastic training and mentoring opportunities
38. Challenges Faced By
Recruitment Consultant
Develop expertise in those strategic areas, where the consultants have not developed
expertise when firm is focused and the consultant is a generalist.
Reinforce and update knowledge and skills in the areas of focus of the firm when the firm
is focused and the consultant is an expert.
Provide the consultants exposure to areas where they do not have expertise in a non
focused firm with expert consultant. Here, the long-term objectives of the consulting firm
is to operate in a wide range of sections/functions.
Expose the consultants to all upcoming sectors/functions in a non-focused firm with
generalist consultant .
Three key areas which every consultant should be well conversant
1)knowledge and skills related to Man-management.
2)Business development, and Quality assurance.
3) evaluation technique.
39. To maintain Effectiveness and Efficiency.
Innovation and Quality Assurance are two key elements in the success of any consulting
firm.
Maintain the customer relationship.
40. Advantages
Fast Response
Broad customer base in private and public sectors
Improved attraction and recruitment strategies
Identifies and prepares potential job applicants
who will be appropriate candidates.
Higher succession rate of the selection process by
reducing the number of visibility under-qualified
or overqualified job applicants.
43. ADVERTISEMENT
What is advertisement?
Advertising is a one-way communication whose
purpose is to inform potential customers about products
and services and how to obtain them
For Recruitment –
To provide information that will attract a significant pool
of qualified candidates and discourage unqualified
ones from applying.
43
44. Various kinds of Advertisement
Media
(E.g. billboards, printed flyers , radio, web
banners, web popups, human
directorial, magazines, newspapers, posters, Social
Networking Sites)
1. Above the line Media: Press, TV, Outdoor, posters, and
radio ( recognized ad agencies get commission from
these media)
2. Below-the-line Media: Direct mail, Sale
Promotion, merchandizing, exhibitions
44
45. Various kinds of Advertisement
Price Advertisement
Covert Advertisement
Local Service advertisement
Business to Business Advertisement
Direct Response Advertisement
45
46. Medium for Recruitment
Advertising
Television
(e.g. News pop-ups, Commercial ads like Accenture & many more)
Radio (e.g. Radio … )
Magazines (e.g. Business Today, Winning Edge, Human capital…)
Newspapers (e.g. Arabnews, Business accents, Times classified etc..)
Internet (e.g. Web portal like, Bayt.com, Naukrigulf.com,
Monster.com, gulftalent.com…)
Direct Mail
46
47. Success Factors
Customer realization of Product.
Quality of a Product is determined.
Exposes company’s Culture
Ramp Up Awareness of Brand among masses and hence
increase Demand
47
48. Use of Advertisements in
Recruitment Process.
Creating awareness of Job Opportunities in the
specified field of Interest.
Finding Desirable Candidates
Keeping an competitive edge over competitors
as more advertisements attracts best of the job
seekers.
Advertisement is the fastest way to spread
recruitment hiring information.
48
49. Evaluation and Effects
Newspapers
Advantages – Short lead time, flexible, reach large
audience, community prestige, intense coverage, reader
control of exposure, coordination with national
advertising, merchandising service, segment consumer
by geography.
Disadvantages -- short life span, may be expensive
relative to other media, hasty reading, poor
reproduction, lack of creativity.
49
50. Radio
Advantages – audio capacity, short lead time, low cost relative
to other media, reach demographic and geographic
segmented audience, reach large audience.
Disadvantages – don’t have visual capacity, fragmented and
inflexible, temporary nature of message.
Magazines and Journals
Advantages -- selectivity for demographic and geographic
segments, high in quality reproduction, lasts as long as
magazine is kept, prestigious advertisement is credibility of
magazine is high, extra services, issue may be read by more
than one person.
Disadvantages – long lead time, lack of flexibility in gaining
attention, often limited control over location of
advertisement.
50
51. Television
Advantages -- impact mass coverage, repetition,
flexibility in getting attention of consumer, prestige,
visual and audio capabilities, short lead time.
Disadvantages -- temporary nature of message, high cost
relative to other media, high mortality rate for
commercials, evidence of public distrust, lack of
selectivity, hard to target customer, requires production
specialists
51
52. Outdoor Advertising
Advantages – inexpensive relative to other media, quick
communication of simple ideas, repetition of exposure
to customers, ability to promote products available for
sale nearby
Disadvantages -- brevity of the message, short exposure
time, cannot target customer, public concern over
aesthetics.
52
53. Internet & Direct Mail
Advantages – flexibility in reaching target
audience, short lead time, intense coverage, flexibility of
format, complete information, easy to personalize
Disadvantages -- high cost per person, dependency on
quality of mailing list, consumer resistance, may be
considered as junk mail, may be difficult and expensive
to access mailing lists
53
54. What is induction?
Induction is process meant to help the new employee
to settle down quickly into the job by becoming
familiar with the people, the surroundings, the job, the
firm and the industry.
Induction is the process of acquainting the new
employees with the existing culture and practices of
the new organization.
54
55. What is induction for?
To sort out all anxiety of recruited person.
To ensure the effective integration of staff.
History and introduction of founders.
Understand the standards and rules (written and
unwritten) of the organization.
Introduction to the company/department and its
personnel structure.
55
56. Contd.....
Relevant personnel policies, such as training,
promotion and health and safety.
To clear doubtful situation between new employee and
existing one.
56
57. Who needs special attention?
Institute leavers.
People returning to work after a break.
Disabled employees.
Management trainees.
Employees with language difficulties.
57
58. Induction Programme
Before designing induction programme firm need to
decide four strategic choice.
Formal Informal
Individual Collective
Serial Disjunctive
Investiture Divestiture
58
59. Who is responsible for the
induction process?
HR manager
Health and safety advisor
Training officer
Department or line manager
Supervisor
Employee representative
59
60. Organisational
HR Issues
Representative Employee
Benefits
Introduction
Special
Anxiety
Reduction To Placement
Seminars
Specific Job
Location and
Supervisor Duties
Formal Induction Programme
60
61. Points while implementing
Induction
Identify the business objectives and desired benefits.
Secure early commitment
Agree roles and responsibilities of different players in
the process
Think of induction as a journey
61
62. Contd.....
Engage staff prior to joining
Have clear learning objectives for training sessions
Respect the induction needs of different audiences
Keep induction material up to date
62
63. Evaluation
Feedback from whom who completed induction
Retention rates
Exit interviews
Monitoring queries
63
64. Trends in Induction
Chalk and talk session
Questionnaire
From practicalities to discussion about culture
Using technologies like e-learning
Team building exercise
64
65. Problem in induction
To keep it simple
Supervisor is not trained enough
Employee get so much of information in short span of
time
Large no. of forms
Employee is thrown into action too soon
Wrong perception develop in short span
65
66. Advantages of Good Induction
Employee retention.
Create good impression
It creates good adhesion
It take less time to familiarise
Less turnover ratio
Increase productivity
No chaos
Cost reduction
66
67. In absence of Induction
Uneasiness of new employee in the environment of the
org.
Poor integration in team
Low morale
Loss of productivity
Failure to work with their highest potential
Company image goes down
67
68. Contd.....
Leads to Early leaving. It leads many problems like:-
a) High employee turnover
b) Lowering the morale of remaining staff
c) Additional cost for re-recruiting
d) Damage the company reputation
e) Affect new recruitment
f) Leaver’s record is affected
68