Unit – 2

HRP ,Recruitment ,Selection

HRP
It is a process of ensuring HR requirements of an organization are identified
and plans are made for satisfying those requirements
Importance of HRP
1.Protection of weaker section
- Physically handicapped
- equal opportunity to all
2.Cope in changes
- Competitive forces
- Technology up gradation
- Govt regulations
- Skills demand
- Number of requirements
3.Forecast future personal needs
- Bench
- Requirements in advance
4.International requirements
- Hiring based on international requirements
5.Performance appraisal

Factors affecting HRP

1.Employment
- Hiring from other countries
2.Tech changes in society
- Remove existing people and appointment of new person
3.Organization changes
4.Demographic changes
- According to age, gender, composition of work
- Retired employee and appoint of the freshers
5.Shortage of skill due to labour turnover
Steps in HRP
1.Forecasting future HR needs
- Technology adoption
- Based on the level of the employees to be allotted middle range,short range and
long range
2.Estimating supply
- Supply of employees based on resources
3.Matching supply and demand
4.Desiging employee policy
- Recruitment and training policy
5.Appraisal of the HRP
Process of HRP
1.Org policy and objectives
2.HR demand forecast
- Based on budget hiring from other place
3.Forecasting Technique
a.managerial Judgement
- Managers sits with the employee and discuss the demand
b.Ratio trend analysis
-comparision of previous years sales and development and setting the
objectives
c. Work study techniques
Based on operations or product production labour required
d.Delphi technique
- Group of competent or resource person or skilled person in a particular
criteria sit together to solve problems and take solutions
4.HR supply forecast
- Requirements of the employee for the upcoming positions
5.HR programming
6.HR plan and implementation
7.Control and evaluation

JOB ANALYSIS
The process of established job related factors needed at workforce
And it is identified as the tasks ,responsibilities and duties of the job
Components of Job Analysis
Job description
-describes about their duties and responsibilities of the employees
Job specification / Specialization
- Specialized about the knowledge,skills and abilities of that particular job

Points to be noted in the JA

- compensation,Training, Recruitment and employee selection
Elements of JA
1.Duties and responsibilities
-duration,effort,skill and equipment
2.Environment – place where you are going to work
3.Tools and equipment – Techniques to be updated according to the current trends
4.Relationship – hierarchy of org to whom you are going to report
5.Requirements – knowledge ,skills and abilities

Pupose of JA
1.Recruitment and selection
2.Performance and appraisal
3.Training and Development
4.Compensation management
Process of job Analysis
1. Identification of JA purpose
2. Who will conduct JA
- HR and JA Consultant will conduct the analysis for the job
3.How to conduct process
- Through investigate specific job
4.Strategic Decision Making
- Details are collected from employees and recorded
5.Training JA
- How to do the process and giving the training to employees
6.Preparation of the JA
- documentations,questionnaire,interview and feedback
7.Data collection
8.Documentation, verification and Review
9. Development of Job description and Job specification
Job Analysis Methods
A. Observation Methods
1.Direct observation
- Directly observing about the activities ,task and duties of employees
2.Work method analysis
- How they are doing their work
3.Critical incident technique
- Based on the behaviours of the workers
B.Interview method
1.Structure interview
- Set of questions prepared and given for a group of employees
2.Unstructure interview
- Based on the response of the candidate questions raised
3.Open ended question
- Response can be given in their own view like describing
c. Questionnaire
1.PAQ model (Position analysis Questionnaire)
- Measure the characteristics of the job
- measure human behaviour during their working
2.Functional JA (FJA)
- 7scales
- 3 scales measure the working function of employees
- 3 measure reasoning skills if the employees
- 1 working instruction of the employee
3.Work profiling system
- Analysis of the job
4.MOSAIC model
- Gather info from supervisors
- 151 job tasks
5.Common metric Questionnaire (CMQ)
- Questions related to DM, physical
6.Fleishman JA
- Checking your sensory ability, psycho motor ,cognitive
Other methods
1.Task Inventory
- Individual and separate activities or tasks given to employees
2.Job element method
- Same explaination as critical incident techniques
3.Diary method
- Assign work and done with effective way, particular
employee will be awarded in front of all
4.Checklist
- Checking the skills, abilities, knowledge, experience,
working condition, Decision making
5.competency profiling method
- Measuring their skills, knowledge, interests and
personalities
Selection
It is a process in which candidates for employment are
divided into two classes those who are to be offered
employment and those who are not
Selection process
1.Job analysis – analysing job and applying for the post
2.Preliminary interview – screening of the profile
3.Selection test – selection of emp with aptitute test,thinking ability,reasoning
skills

4.Employment interview – interview conducted for employees

5.Reference checks – ask the emp how they came to know the vacancy position

6.Selection decision – select the emp based on their skill set

7.Physical examination – ask the emp to do medical test, fitness test

8.Job offer – job offer was given to the selected employee

9.Employment contract – emp check is their any agreement
10.Evaluation of selection procedure – authority again check the emp selected in
right way

11.Placement - placing in the project

Placement
It is when an accepted candidate is to be assigned and his
assignment to that job. A proper placement of worker
reduces employee turnover ,absenteeism and accident
rates and improves morale
Problems in placement
1.Expectation of the employee – salary and challenges
mismatch then emp finds himself mismatch
2.Job expectation – abilities and skills ofemp will be lower
than they assigned
3.Technology changes
4.Org structure changes – downsizing
5.Psychological and social factors.
Recruitment
It is a process of searching for prospective employees and stimulating them to
apply for jobs in the org
Sources of recruitment
A.Traditional sources
1.Internal
a.Present permanent employees
- Additional in charge or promotion given to the current employees
b.Retired emp
- Call the retired emp to work in the same org due to pressure
c.Dependents of deceased ,disabled ,retired and present employees
-developing the commitment and loyalty
d.Previous applicants
-calling the persons those who applied for the job recently
2.External
a.Professional agencies
- They have bio data of the registered concerns
- Call them when opening is available
b.Advertisement
- Ad in local or national press or professional journals

C. Emp exchanges
- Unemployed persons get themselves registered with these exchanges
- Like employment office

d.Campus recruitment

e.Trade unions
- Emp put a word to trade union leaders
- When vacancy is their it will be filled
f.Casual applicants
- Apply for a job for name sake
- Call will be made by personnel dept for temporary jobs
g.Data banks
- Getting the bio data from college ,emp exchange ,ed training institute and feed
them in computer and call them for interview when required
B.Modern sources
1.Internal
a.Employee referrals
-present employees aware of the job opening and filling with the friends and
relatives
b.Promotions
- Advancement of job,prestige and skill
c.Transfers
- Shifting person from one position to other in same categoty
- Not changing of duties, responsibilities and compensation
2.External
a. Walk in
- Directly applying for a job without prior application
b.Consult in
- Job seekers approach by personally and select the candidates
c. Head Hunting
- is the process of recruiting individuals to fill executive positions.
- Executive search may be performed by board of directors, by executives in the
organisation, or by an outside executive
d.Body shopping
- is the practice of consultancy firms recruiting in order
to contract their services out on tactical short to mid-
term basis.
e. Mergers and acquisitions
- joining of two or more different organizations under
one common owner and management structure
- one corporate entity acquiring control of another
corporate entity by purchase, stock swap or some
other method.
f. Outsourcing
- Hiring the candidates for the company from outside
agencies
g.Job fairs and special events
- Provide free food, weekend outing, prizes, incentives
Methods of Recruitment
1.Direct method
- Hiring of the candidates directly by the employees of their org
- Sending the emp to colleges and placement office
2.Indirect method
- Hiring with help of newspaper,journals,magazines
3.Third party method / RPO
- where an employer transfers all or part of its recruitment
processes to an external service provider.
- An RPO provider can provide its own company's staff,
technology, methodologies and reporting.
Recruitment practices in India
a.Present permanent employees
b.Retired emp
c. Casual applicants
d.Trade unions
e.Promotions
f.Transfers
g.Advertisement
h. Walk in
i.Outsourcing
j.Professional and Trade Associations