In this presentation, there are explanation about Recruitment and Selection, Promotion, their advantages, Disadvantages and other aspects.

1. RECRUITMENT & SELECTION
HUMAN RESOURSE MANAGEMENTHUMAN RESOURSE MANAGEMENT

2. CONTENTS
• RECRUITMENT
• PROCESS OF RECRUITMENT
• SCOPE OF RECRUITMENT
• INTERNAL RECRUITMENT
• EXTERNAL RECRUITMENT
• COMPARISON
• SELECTION
• SELECTION PROCESS
• COMPARISON

3. RECRUITMENT
Recruitment refers to the process of
attracting, screening, selecting, and on
boarding a qualified person for a job. At
the strategic level it may involve the
development of an employer brand which
includes an "employee offering".

4. SCOPE OF
RECRUITMENT

5. INTERNAL SOURCE OF
RECRUITMENT
Internal source refer to inviting candidates from
within the organization.
TRANSFER :It involves shifting of employees
from one job to another, one department to
another without a substantive change in the
responsibilities and status of employee.
PROMOTIONS :It leads to shifting an employee
to higher position carrying higher responsibilities
status and pay .

6. ADVANTAGES
 BENEFIT OF SHIFTING WORK FORCE
 BETTER SELECTION AND PLACEMENT
 MORALE BOSTERS

7. DISADVANTAGES
RESTRICTED CHOICE
LACK OF COMPETITION
CONFLICT

8. EXTERNAL SOURCE OF
RECRUITMENT
• RECOMMENDATION OF EMPLOYEES
• LABOUR CONTRACTORS
• WEB PUBLISHING
• CAMPUS RECRUITMENT
• PLACEMENT AGENCIES
• EMPLOYMENT EXCHANGE
• ADVERTISEMENT
• DIRECT RECRUITMENT

9. ADVANTAGES
o QUALIFIED PERSONNEL
o WIDER CHOICE
o FRESH TALENT

10. DISADVANTAGES
• DISSATISFACTION AMONG EXISTING
EMPLOYEES
• LENGTHY PROCESS
• COSTLY PROCESS

11. COMPARISON OF INTERNAL AND
EXTERNAL SOURCES OF RECRUITMENT
INTERNAL SOURCES
• It involves search of
candidates from within
the organization.
• This is a cheaper
process.
• It is a quick process.
EXTERNAL SOURCES
• It involves finding
candidates from outside
the organization.
• This is a costly process.
• It is a lengthy process.

12. SELECTION
Selection is the process of choosing
the right person for a particular job. It
leads to employment of workers.

13. PROCESS OF SELECTION
Preliminary Screening : It helps the manager to
eliminate unqualified or unfit job-seekers based on the
information supplied in the application forms
Employment interview : The role of interview is to
seek information and that of the interviewee is to provide
for the same.
 REFERENCE CHECKING :Many employers request
names , addresses and telephone numbers of references
for the purpose of verifying information and gaining
additional information on an applicant .

14. Employment test :Employment test are widely
used to select person for various jobs Important
tests used for selection of employees.
Intelligence test :It is an indicator of a person’s
learning ability or the ability to make decisions and
judgment.
Aptitude test : It is a measure of individual ‘s
potential for learning new skills .
Personality test : It provides clues to a person’s
emotions her reaction , maturity and value system
etc

15. Selection decision : The final decision has to be
made from among the candidates who pass the test,
interviews and reference checks.
Medical examination : After the selection decision
and before the job offer is made, the candidate is
required to undergo a medical fitness test.
Job offer : Job offer to those applicants who have
passed all the previous hurdles. Job offer is made
through a letter of appointment .

16. RECRUITMENT V/S
SELECTION
RECRUITMENT
• It is the process of
searching candidates for
vacant jobs and
persuading them to apply
for the same.
• It is a positive and simple
process.
• Its aim is to attract more
and more candidates for
the vacant jobs.
SELECTION
• It is the process of
selection of right types of
candidates and offering
them jobs
• It is a negative and
complex process.
• Its aim is to reject
unsuitable candidate and
select the most suitable
people for the vacant
jobs.

17. THANK YOU FOR
YOUR TIME AND
CONCERN
PRESENTED BY :
RITIKA MAYANK (1245)
NUPUR (1405)
NEHA CHADHA (1848)
LAKSHMIBAI COLLEGE
DELHI UNIVERSITY