This presentation for the recruitment process information. too much useful for management subject ppt.

1. ENGINEERING
ECONOMICS &
MANAGEMENT
COMPUTER DEPARTMENT
PREPARED BY :
AKSHAY JANI

2. ACKNOWLEDGEMENT
 WE ARE IMMENSLY GREATFUL TO OUR LECTURER , MR.DEVANG
SHAH, FOR HER INVALUABLE GUIDANCE WHICH GAVE US A DEEP
INSIGHT ON THE SUBJECT. WITH HER KEEN INTEREST AND CONSTANT
MORAL BOOSTING, WE ARE ABLE TO COMPLETE THIS SUBJECT
SATISFACTORILY.
 WE EXPRESS OUR VERY SINCERE THANKS TO COMPUTER
ENGINEERING DEPT. FOR PROVIDING ADEQUATE FACILITIES TO
COMPLETE OUR PROJECT.
 WE ARE AGAIN CORDIALLY THANKFUL TO OUR C&P DEPARTMENT
STAFF, FRIENDS AND OTHER PEOPLE WHO HAVE DIRECTLY OR
INDIRECTLY HELPED US IN COMPLETION OF THIS PROJECT.
 LAST BUT NOT THE LEAST, WE ARE ALSO THANKFUL TO OUR FAMILY
MEMBERS WHO ENGOURAGED AND SUPPORTED US ROUND THE
CLOCK FOR THIS PROJECT.
Akshay Jani

3. CERTIFICATE
This is to certify that AKSHAY JANI Student of computer Engineering,
bearing Enrollment No: 150013107T10 have satisfactorily completed his
Seminar work as a part of course curriculum in Degree Engineering
semester III having a subject title “ENGINEERING ECONOMICS &
MANAGEMENT”.
MR.DEVANG SHAH
Lecturer, HR Dept.
A D PATEL INSTITUTE OF ENGINEERING
COMPUTER ENGG. DEPARTMENT
LIMDA, VAGHODIA, VADODARA

4. Recruitment
 Recruitment is a search for
appropriate human resource
required by a company from time
to time.
 The first phase of recruitment arise
when an organization is
established. The subsequent phases
of recruitment occurs during the
operating stage as well as at the
time of expansion and
diversification of the company.

5.  Recruitment is a process of searching and
securing the aspirant for the various positions
which arise from time to time in the
organization.
 According to Bergmann and Taylor,
"Recruitment is the process of locating,
identifying and attracting capable
applicants”.

6. Sources of Recruitment
 Recruitment have two types of sources:
1)Internal Sources
2)External Sources

7. Internal Sources
 Internal sources refer to recruiting known
persons who are familiar with the culture,
policies and expectations of the
organization.it is costly but attracts limited
person.
 Some internal sources are as under:
1)Present employees:
where positions are few and are required
to be filled-up promptly, then recruitment is
made from the existing employees in the form
of promotions and transfers.

8.  Promotion, refers to upgrading of an
employee to a higher position carrying
higher status, pay and responsibilities.
Transfer refers to shifting an employee from
one job to another without any change in
position,pay,status and responsibilities.
2)Employee references:
The existing employees are advised to
refer the names of their relatives, friends and
persons from known circles.

9. 3)Former employees:
The retired employees willing to work in
the company are contacted. Another
source is retrenchment caused by earlier
courses or downsizing. Such employees, if
they are interested can be tapped.

10. 4)Backlog of past applications:
This refers to the list of applicants who
have shown interest in the company but
who were not
5)Selected for some reasons. Such
applicants are referred and are advised
to face the recruitment process once
again if they are interested.

11. External Sources
 The external sources provides wider spectrum
of selection and open up the entry of new
blood in the organization. It is a costly process,
but opens-up a chance to tap best talent in
the field. Some popular external sources are
as under:
1) Advertisement:
Applications are invited in a open forum
through the advertisement in the general or
technical newspaper or magazines.

12. 2) Private Consulting agency:
In the modern business world many private
professional agencies provide consultancy
services for effective recruitment.A consulting
agency is commonly utilized to find specialized
executive personnel.
3)Campus recruitment:
As a large number of management institutes
like the IIM’s,XLRI,Management Schools and
Technical Institutes like IITs are engaged in
giving professsional training.

13. 4)Employment exchanges:
The Government has opened employment
exchanges at the district level. The
unemployed people-educated and
uneducated, are required at register their
names at the respective employment
exchanges. This is an important source of
manpower.

14. 5) Professional Association:
Professional associations like Chartered
Accountants, Cost Accounts, Company
Secretaries, Chartered Financial Analysis,
engineers association, pharmacists etc.
6) Unsolicited direct applications:
In the employment starving economy like
India, some aspirant candidates apply to the
company in anticipation of employment.

15. 7)Raiding:
Raiding refers to the snatching away the
competent executives of rival organizations
through offering attractive salary and better
terms of employment.
8)Word-of-mouth:
It is a common experience that one can get a
better person than a person selected through
a rigorous recruitment process from the
recommendations of some side experts or well-
wishers.

16. Process of Selection
 There is no any standard selection process.
There are different stages of selection process.
However, some important steps which are
generally included in a scientific process of
selection are as under:
1)Preliminary Interview:
The purpose of the preliminary interview is to
screen the candidates so that the unqualified
or uninterested candidates are needed out at
the start of the costly selection process.

17. 2) Application Blank:
Application Blank is a prescribed format
device by a company which is filled up by
those candidates who have cleared the
preliminary interview. Generally following
classified information are provided in the
application blank:
1)Personal Profile
2)Educational Information
3)Work experience

18. 4)Extra curricular activities
5)Salary
6)References
3)Selection Tests:
Selection Tests provide an objective
measurement of ability and skill of the
applicants. Selection Tests are objective in
nature but they reflect the sample behavior of
the candidates which are not the holistic
personality

19. Of a person.
4) Selection Interview:
Personal interview is the oldest and widely
used technique of selection process under
the scientific selection process generally
interviews are arranged on the basis of
score of the selection tests.
5)Reference Checks:
The candidates are generally asked to
provide two or three references with
name,designation,address and contact
numbers.

20. 6)Physical Examination:
It serves two objectives:
 It matches the candidates physical attributes
to the jobs requirements.
 It identifies physical defects in the individual
like infections disease, health limitations
causing subsequent burden of compensation
on the company, causing accidents and
injuries.

21. 7)Final selection:
Final selection is the last stage of the selection
process. When the candidate clears all the
successive hurdles of selection process
mentioned above, then he is given a chance
to serve the company through his formal
selection. A letter of job offer is issued to such
candidate with a request to decide whether
he is willing to join the company. He is asked to
accept the offer and to state from which date
he will join the company.

22. Appendix
We are specially thanks to………
MR.DEVANG SHAH
Lecturer
In computer dept,
Piet(ds) 2nd shift.
D.R.PATEL
DR D.A.DESAI
MR.DHRUV BRAHMBHATT
Author of EEM book

23. Thank You!!!