Recruitment and Selection of Manpower
It is the process of searching for prospective employees and
stimulating them to apply for the jobs in the organization.
It is the development and maintenance of adequate
manpower resources.
Applies to the process of attracting potential employees to
the organization or company
Continues with the selection and ceases with placement of
the candidates
Manpower planning to make it possible to acquire the
number & type of people necessary to ensure the
continued operation of the organization.
Let’s See………..
It’s Immagineering…..
An Employee Life Cycle
Sources of Recruitment
Internal External
Present , Permanent Educational & Training
employees Institutes
Present Temp/ Casual Pvt employment
Retrenched / Retired agencies / consultants
Dependents of diseased , Public employment
disabled , retired and exchanges ,
present employees Professional
Associations
Data banks
Trade Unions
Recruitment practices in India
Internal sources
Badli lists – Central pool of candidates from which
vacancies are filled
Casual laborers
Private / Public employment Exchange
Labour Contractors
Candidates introduced by friends & relatives of
employees – employee referrals
Sons of the soil
Retired and present employees
Specified communities and categories
Factors involved in recruitment
Sourcing – from prestigious Institutes & thru reputed
placement agencies
All India Advertisement / Campus interview
Traditional & orthodox organization meticulously going
by rules – Recruitment rules framed with an attitude of
rigidity
Time factor playing a vital role – tapping the right persons
at the right time
Fixing the Interview and test in short notice causing
failure in recruitment
Fixing conducive venue for the interview to create best
first impression
Giving correct idea about compensation and benefits
Advantages of Recruitment from Internal sources
Creates a goodwill and loyalty among the employee for the
organization.
The employees are fully aware of the existing environment
and can adjust rapidly. This reduces the induction period
time.
Less time consuming.
Candidate’s past information is available & it’s reliable.
Reduces labour turnover & creatses sense of seurity.
Disadvantages of Recruitment from Internal sources
Pre-conceive ideas and prejudices may hined performance.
Some may get unhappy.
Inflow of new entrants with new ideas may not possible.
There is alimited choice for promotion to higher post.
Limited scope for selection.
Essentials of selection Procedures
A tool to differentiate the qualified and unqualified
applicants.
Decide certain norms and principles for discrimination.
“ Right person for the right Job”.c
Some one should have the authority to select
There must be some standard of personnel with which
a prospective employee may be compared
There must be sufficient number of applicants from
whom the number of employees may be selected
Scientific Selection
Major factors in individual fitness for a job are:
Physical characteristics
Personal characteristics
Proficiency or Skill and Ability
Competency
Temperament and Character
Interest in Vocational Fitness
Selection Procedure
Job Discription & Evaluation:
To decide the various skills, duties and resposibilities
associated with job.
Job Analysis:
To decide the quality of person/personnel required
associated with job.
Floating the requirement
Receipts of Applications
Scritiny of applications
Preliminary Interview
Application Blank
Employment Test
Intelligence Test
Trade Test
Psychological Test
Aptitude Test
Interset Test
Personality Test
Employment Interviews
Reference Check
Medical Examination
Final Selection
Induction and Followup
Placement
Transfers
Promotions
Principles of Promotion
* Promotion Policy
* Basis of Promotion
* Promotion to be based on Job Analysis
* Scientific procedure for performance Evaluation
* Feed back
* Ensure fairness in Management decision
Labour Turnovercv
* Causes of Labour Turnover
• Internal Causes
• External Causes
* Effects of Labour Turnover
- High labour turnover increases cost of production
- Lower labour efficiency
- Reduced productivity
- Reduced moral
10Golden Rules of Recruitment and Selection
1.Develop a Recruitment Plan
2.Conduct Research
3.Personalize the Recruitment Process
4.Select and Train the Right People as Recruiters
5.Build Strong Partnerships
6.Develop an Employee Referral Program
7.Improve the Selection Process
8.Develop an Advertising Plan
9.Develop an Internet Presence
10.Employ Effective Recruitment Strategies
This is for all of US
Soft Skills for Professionals
Nine Qualities all HR
Professionals Should Have
1) Clarity of Thoughts
2) Efficiency in Time Management
3) Compare performances and compare situations
4) Knowledge about the Business and Industry
5) Vision and Goal of the Department
6) Analytical and Logical Ability
7) Enthusiasm to Share / Develop / Coach and Mentor
8) Self Discipline
9) Trust worthy
Training
* It is the act of Increasing the Knowledge and Skill for doing
a particular job.
* Development of Individual in all Respects.
* Development is a long term educational process utilizing a
systematic and organized procedure by which managerial
personnel get conceptual and theoretical knowledge.
* It aims at increasing the capabilities of the individuals to
achieve the desired objectives.
Need for Training
It is an ongoing and continuous process.
* Rapid changes in the business
* Impart knowledge to new recruits
* Skills for performing tasks which are unique and peculiar.
* To develop better Behavioural pattern that is appropriate to
the job and responsibility.
* Multi-skill training
* Improvement in workmanship
Objectives of Training and Development
* Disseminating of knowledge
* Development of skills
* Change of Attitude
Benefits/Advantages of Training
* Increased Productivity
* Higher Employee Morale
* Reduction in Spoilage, Wastage and Optimum Utilization
of Resources
* Reduced Accidents
* Reduced Supervision
* Increased Organizational Stability and Flexibility
* Self-development Versatility and Adaptability
* Reduced Turnover and Absenteeism
* Reduction in Machine breakdown and maintenance costs.
* Increase in Earning of Employee
Methods of Training of Workers
* Demonstration
* On-the job Training
* Vestibule Training
* Apprenticeship
Methods of Training of Lower Level Managers
* Induction & Orientation
* Lecture(Classroom) Method
* Conference
* Written Instructional Method
* Training with in the Industry
Executive or Managerial Training
a) On-the-job training
* Understudies
* Membership of the committee
* Job rotation
* Job enlargement
* Management by Objectives
Executive or Managerial Training
b) Off-the-job training
* Lecture method
* Case study method
* Business games
* Role playing
* Conference
Training Design Process
Ensuring
Conducting Needs Employees’ Creating a
Assessment Readiness for Learning
Training Environment
Developing an Ensuring Transfer
Evaluation Plan of Training
Monitor and
Select Training
Evaluate the
Method
Program
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