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Recruitment.pptx a ppt on recruitment for students
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- 3. Copyright © 2016 by S. Chand & Company Pvt. Ltd. All rights reserved. Learning Objectives Definerecruitment and list the factors that affect recruitment Describe different sources of recruitment Outline various steps involved in recruitment process Highlight the recruitment practices followed in India Explain the methods of recruitment Indicate the essential attributes of an effective recruitment programme
- 4. Copyright © 2016 by S. Chand & Company Pvt. Ltd. All rights reserved. Meaning Recruitment is thegenerating of applications or applicants for specific positions to be filled up in the organisation. In other words, it is a process of searching for and obtaining applicants for jobs so that the right people in right number can be selected.
- 5. Copyright © 2016 by S. Chand & Company Pvt. Ltd. All rights reserved. Definition Flippo has definedrecruitment as “a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organisation”. According to Dale Yoder, “Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force”.
- 6. Copyright © 2016 by S. Chand & Company Pvt. Ltd. All rights reserved. Factors Affecting Recruitment Thereare a number of factors that affect recruitment. These are broadly classified into two categories: Internal Factors External Factors
- 7. Copyright © 2016 by S. Chand & Company Pvt. Ltd. All rights reserved. Factors Affecting Recruitment InternalFactors 1. Size of the Organisation: larger organisations find recruitment less problematic than organisations with smaller in size. 2. Recruiting Policy: Generally, recruiting through internal sourcing is preferred, because own employees know the organisation and they can well fit into the organisation’s culture. 3. Image of Organisation: Good image of the organisation earned by a number of overt and covert actions by management, helps attract potential and competent candidates. 4. Image of Job: Better remuneration and working conditions are considered the characteristics of good image of a job.
- 8. Copyright © 2016 by S. Chand & Company Pvt. Ltd. All rights reserved. Factors Affecting Recruitment ExternalFactors 1. Demographic Factors: Demographic factors include sex, age, literacy, economic status etc. 2. Labour Market: If the demand for a specific skill is high relative to its supply, recruiting employees will involve more efforts. 3. Unemployment Situation: When the unemployment rate in a given area is high, the recruitment process tends to be simpler. 4. Labour Laws: There are several labour laws and regulations passed by the Central and State Governments that govern different types of employment. 5. Legal Considerations: Reservation of jobs for the scheduled castes, scheduled tribes, and other backward classes (OBCs) is the popular example of such legal consideration.
- 9. Copyright © 2016 by S. Chand & Company Pvt. Ltd. All rights reserved. Sources of Recruitment Sourcesof Recruitment Internal Sources External Sources • Present Employees • Employee Referrals • Former Employees • Previous Applicants • Employment Exchanges • Advertisements • Employment Agencies • Professional Associations • Campus Recruitment • Deputation • Word-of-Mouth • Raiding
- 10. Copyright © 2016 by S. Chand & Company Pvt. Ltd. All rights reserved. Sources of PotentialJob Candidates SOURCE ADVANTAGES DISADVANTAGES Internal search Low cost; builds employee morale; candidates are familiar with organization Limited supply; may not increase proportion of employees from protected groups Advertisements Wide distribution; can be targeted to specific groups Generates many unqualified Candidates Employee referrals Knowledge about the organization provided by current employee, can generate strong candidates because a good referral reflects on the Recommender May not increase the diversity and mix of employees Public employment agencies Free or nominal cost Candidates tend to be unskilled or minimally trained Private employment agencies Wide contacts; careful screening; short-term guarantees often given High cost Campus / School placement Large, centralized body of candidates Limited to entry level positions Temporary help services Fills temporary needs Expensive; may have limited understanding of organization’s overall goals and activities
- 11. Copyright © 2016 by S. Chand & Company Pvt. Ltd. All rights reserved. Recruitment Process Recruitment isthe process of locating, identifying, and attracting capable applications for jobs available in an organisation. Accordingly, the recruitment process comprises the following five steps. Recruitment Planning Screening Strategy Development Searching Evaluation and Control
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- 13. Copyright © 2016 by S. Chand & Company Pvt. Ltd. All rights reserved. Recruitment Practices InIndia Recruitment in Public Sector The major sources of recruitment practised in the public sector organisations in order of preference were: i. Employment exchanges ii. Advertisements iii. Internal sources (through promotion and transfer) iv. Casual employment seekers v. Displaced persons vi. Employees relatives and friends
- 14. Copyright © 2016 by S. Chand & Company Pvt. Ltd. All rights reserved. Recruitment Practices InIndia Recruitment in Private Sector In private sector organisations, procedures and methods in regard to recruitment were not formalised. i. Advertisements ii. Employment exchanges iii. Relatives and friends of existing employees and their recommendations iv. Internal sources through promotion and transfers v. Casual callers
- 15. Copyright © 2016 by S. Chand & Company Pvt. Ltd. All rights reserved. ‘Sons of theSoil’ Claim The National Commission on Labour has observed and studied this claim and then recommended the following: 1. Young persons from families who surrendered their lands for establishing the organisation must be given first priority for employment with proper training, wherever required. 2. Second preference is given to suitable hands hailing from immediate vicinity of the organisation. 3. Selection committee be formed with a representative of state government for filling up vacancies of lower level jobs. 4. Middle and higher level appointments be supervised by the Public Service Commission. 5. State participation must be ensured in the Board of Directors. 6. Periodic return on status of employment be submitted to the central and state governments.
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- 17. Copyright © 2016 by S. Chand & Company Pvt. Ltd. All rights reserved. Methods of Recruitment Dunnand Stephen have broadly classified methods of recruitment into three categories. These are: Direct Method: In this method, the representatives of the organisation are sent to the potential candidates in the educational and training institutes. Indirect Method : Indirect methods include advertisements in news papers, on the radio and television, in professional journals, technical magazines etc. Third Party Method: These include the use of private employment agencies, management consultants, professional bodies/associations, employee referral/recommendations, voluntary organisations, trade unions, data banks, labour contractors etc., to establish contact with the jobseekers.
- 18. Copyright © 2016 by S. Chand & Company Pvt. Ltd. All rights reserved. Effectiveness of RecruitmentProgramme • A well-defined recruitment policy. • proper organisational structure. • A well-laid down procedure for locating potential job seekers. • A suitable method and technique for tapping and utilizing these candidates. • A continuous assessment of effectiveness of recruitment programme and incorporation of suitable modifications from time to time to improve the effectiveness of the programme. • An ethically sound and fool-proof practice telling an applicant all about the job and its position, the firm to enable the candidate to judiciously decide whether or not to apply and join the firm, if selected.
- 19. Copyright © 2016 by S. Chand & Company Pvt. Ltd. All rights reserved. Summary 1. Recruitment isthe process of searching for and attracting applicants for the various job positions which arise from time to time in the organisation. Both internal and external factors affect recruiting employees in the organisation. 2. There are two sources of recruitment — internal (consisting of promotion and transfer of existing employees) and external (consisting of recruitment form outside the organisation). 3. Recruitment process involves five steps — recruitment planning, strategy development, searching, screening, and evaluation and control.
- 20. Copyright © 2016 by S. Chand & Company Pvt. Ltd. All rights reserved. Summary 4. The recruitmentpractices the Indian organisations follow include existing employees, employment exchanges, advertisement, casual callers, friends and relatives of the existing employees, badli or temporary workers, labour contractors, displaced employees, etc. 5. There are three methods of recruitment by which organisations establish contact with the potential candidates — direct method, indirect method and third party mehod. 6. A well-defined recruitment policy, proper organisational structure, continuous assessment of recruitment programme, etc., are the attributes of an effective recruitment programme.