5. recruitment & selection

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Recruitment and Selection process followed by HR

Text of 5. recruitment & selection

  • Recruitment & Selection Factors affecting recruitment Recruitment Policy Sources of recruitment
  • Recruitment The process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen (Byers & Rue) Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.
  • Recruitment Policy Recruitment policy gives guidelines for manpower staffing w.r.t. quantity and quality. (Yodder) A good recruitment policy- Compiles with govt. policy Provides optimum employment security Ensures management interest in employee development Prevents formation of cliques Reflects social commitment of organisation by employing disabled and underprivileged.
  • Recruitment policy We value the best The key objective of ICICI Lombards recruitment policy is to identify and hire people with relevant competencies and appropriate value system. The approach is to source people through consultants, advertisements, job-sites, internal job postings and referrals. The recruitment plan for various business functions is based on organizational business growth projections. It is our endeavor to deploy right-person-for-the- right-job based on hisher strength and further hone functional competencies by providing a cross- functional exposure.
  • Factors affecting recruitment Organizational Factors Reputation of the organisation Organization's culture and management attitude Geographical location Amount of resources allocated Channels and method used to adv. vacancy
  • Factors affecting recruitment Environmental Factors Situation in the Labour market Stage of development of the industry Cultural, social attitude and belief
  • 20 Lakh Jobs In The Aviation Sector Soon The civil aviation industry will generate about 20 lakh (2 mn) jobs in the next five years. With the opening of the civil aviation sector there will be plenty of jobs available and this will come through a number of services not just technical but also non-technical such as marketing and finance.
  • Retail to create 8 mn jobs in six years The ongoing retail boom is expected to translate into 8 million new jobs over five to six years. This is in addition to the 21 million jobs already sustained by retailers, including mom & pop stores. The situation could turn even better once retail gets industry status and big-time investments flow in either from multinational chains or home-grown corporates.
  • RIL talent hunt puts big retail chains on alert Announcing its retail foray, RIL has started hiring staff to fill up as many as 25 CEO posts in 700 cities. Poaching, offering high salaries, everything seems to be in place for RIL to get its retail plans off the ground. The company is handpicking talent itself and is believed to have kept out headhunters. Any company that announces a retail foray of this scale and size has to invariably look at the talent pool outside India, for there is a functional and leadership scarcity in the organized Indian retail sector as its a new industry here
  • Sources of Recruitment Internal Search: Selecting employees from within the organisation to be groomed to take on higher responsibilities. Advantages: Economical : The cost of recruitment is minimal. Time and resources are saved Satisfying: It boosts the morale of the employees. Reliable: Applicants performance could be assured. Suitable : It helps in selecting the right candidate. It helps in maintain good relationship.
  • Internal Search: Demerits: Scarifying quality: Settling down for less qualified candidate within will lead to scarifying quality. Inbreeding: Existing employees may fail to inject necessary dynamics to enterprise. Inefficient: Promotion based on tenure leads to reduction in efficiency. Bone of contention: Source of conflict
  • External Search 1. Advertisement Analyze the requirement Decide who does what Write the copy Design the advertisement Plan the media Evaluate the response
  • External Search 2. Employment Agencies Brief them about job specification and any special req. Give them every assistances in defining the job. Check carefully the proposed prog. And draft text of adv. Clarify the basis upon which fees and expenses will be charged. Ensure that arrangements are made to deal directly with the consultants who will handle the assignments.
  • Attrition Costs Weigh Down BPOs: Study A study by the Indian arm of Hay Group, a global HR consultancy firm, revealed that employee turnover costs in low-end-voice-based-process firms are about 76 pct of their annual salary costs working out to more than nine months' annual compensation. Three fourths of what is shown as wage costs in a BPO may actually be the money that goes towards costs of hiring, training and rehiring. Now BPOs are making recruitment agencies more accountable and have put replacement clauses in place. This means any employee exit before 60 days has to be made good with another suitable candidate. They are also recruiting through other channels such as referrals, thus, making employees themselves more accountable.
  • External Search 4. Employee referrals : Employee working within the organization recommend their friends or acquaintances for vacant position. 5. Educational Institutes: 6. Unsolicited applications:
  • The Show With A Difference: JOB SHOW Naukri.com, Indias No.1 job site collaborated with CNBC TV18 to telecast Indias first-ever Job Show. With participation from some of the best companies, the show serves as a unique platform for job seekers as they can walk away with their dream job in just 30 minutes. The companies gets quality branding through a dedicated micro site on naukri.com.
  • Talent recruitment Talent recruitment, Wipro Technologies, told Business Line that in a highly competitive recruitment environment, it was essential to use an optimal mix of sources to ensure lesser sourcing cost, reduced hiring time and higher joining rates. Employee referrals and e- recruitment contribute significantly towards achieving these objectives in Wipro Technologies.
  • Evaluation of a recruitment program The number of successful placements The number of hiring The numbers of offers made The number of applicants The cost involved Time taken for filling applicants
  • 19 Definition of Fit Fit = match = congruence Many different types of fit in HRM
  • 20 Person - Job Fit A match between the a persons skills and ability with Examples: Basic accounting knowledge accounting jobs No tennis training Tennis couch Outcomes? HR practices that increase person-job fit?
  • 21 Person - Organization Fit (A) person-job fit (B) A match between the a persons characteristics (e.g., personality, values, needs) with the organizations characteristics (e.g., culture) Examples Aggressive person joins an aggressive insurance company Outcomes? HR practices that increase person-org fit?
  • Selection The process of choosing the most suitable candidate for a job from among the available applicants is called selection
  • Selection Decision Outcomes Correct Decision Reject Error Accept Error Correct Decision Accept Reject Successful Unsuccessful Later Job Performance
  • Elements in a selection process Organizational Objectives Job Description Job Specification Competency Modeling Selection
  • Steps in selection process 1. Resumes / CVs Review 2. Initial screening 3. Analyze the application blank 4. Conducting test and evaluating performance 5. Preliminary Interview 6. Core & Departmental interview 7. Reference checks 8. Job offer 9. Medical examination 10. Placement
  • Job Analysis Job Description Job specification A written statement of what the job holder does, how it is done and why it is done. It states the minimum acceptable qualifications that the employee must posses to perform the job successfully Includes- Job title, Location, Job Summary, duties , machines, tool and equipments used and working conditions. Includes Education, Qualification, exp, training, communication skills and emotional characteristics Imp. Tool in the recruitment process, helps in adv. the vacancy effectively. Imp. Tool in the selection process
  • Selection Meth