130331842 Recruitment Selection Induction 07-02-2012 Ppt

7/30/2019 130331842 Recruitment Selection Induction 07-02-2012 Ppt

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RECRUITMENT ,SELECTION &

INDUCTION


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Definition and Meaning of

Recruitment

According to Edwin B. Flippo, Recruitment is the

process of searching the candidates for employment

and stimulating them to apply for jobs in the

organization

Meaning:

Recruitment is the activity that links the employers

and the job seekers.

A process of finding and attracting capable

applicants for employment


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A process of finding and attracting capable

applicants for employment. The process begins

when new recruits are sought and ends when their

applications are submitted. The result is a pool of

applications from which new employees are

selected.

It is the process to discover sources of manpower

to meet the requirement of staffing and to employeffective measures for attracting that manpower in

adequate numbers to facilitate effective selection of

an efficient working force.


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Recruitment needs are of

three types

PLANNED

the needs arising from changes in organization and

retirement policy.

ANTICIPATED

Anticipated needs are those movements in personnel,

which an organization can predict by studying trends

in internal and external environment.

UNEXPECTED

Resignation, deaths, accidents, illness give rise to

unexpected needs.


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IMPORTANCE OF RECRUITMENT

Attract and encourage more and more candidates to

apply in the organisation.

Create a talent pool of candidates to enable the

selection of best candidates for the organisation.

Recruitment is the process which links the employers

with the employees.

Increase the pool of job candidates at minimum cost.

Help increase the success rate of selection process.


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Recruitment Process

1. Identify vacancy

2. Prepare job description andperson specification

3. Advertising the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and

decision making


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SOURCES OF RECRUITMENT

TRANSFER

PROMOTION

RETRENCHED EMPLOYEE

RETIRED EMPLOYEE

INTERNAL

EXTERNAL


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Walk-ins Employee referrals Advertising Educational associations Professional agencies E-recruitment (general recruitmentagents/ companies own sites)Word-of-mouth

External Sources


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FACTORS AFFECTING

RECRUITMENT


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E-Recruitment

The buzzword and the latest trends in recruitmentis the E-

Recruitment. Also known as Online recruitment, it is the

use of technology or the web based tools to assist the

recruitment process. The tool can be either ajob website like

naukri.com, the organisations corporate web site or its ownintranet.

The internet penetration in India is increasing and has

tremendous potential. According to a study by NASSCOM

Jobs is among the top reasons why new users will come on

to the internet, besides e-mail. There are more than 18 million

resumes floating online across the world.


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The two kinds of e- recruitment that an

organisation can use is

Job portalsposting the position with the job description and the job

specification on the job portal and also searching for the suitable

resumes posted on the site corresponding to the opening in the

organisation.

Creating a complete online recruitment/application section in the

companies own website. - Companies have added an application

system to its website, where the passive job seekers can submit their

resumes into the database of the organisation for consideration in

future, as and when the roles become available.


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SelectionAccording to Thomas stone Selection is the process of differentiating

between applicants in order to indentify and hire those with a greater

likelihood of success on the jobs.

In simple words

It is the functions performed by the management of selecting the right

employees .After identifying the sources of human resources,

searching for prospective employees and stimulating them to apply

for jobs in an organization .

The objective of the selection decision is to choose the individualwho can most successfully perform the job from the pool of qualified

candidates.

S


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Selection Process Flowchart

Job analysis

Recruitment

Applicationform

Written examination

GroupDiscussion

interview

Medical examination

Referencechecks

Linemanagersdecision


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Differentiation between recruitment and selectionRecruitment

1. It the process of searching the

candidates for employment and

stimulating them to apply for

jobs in the organization.

2. The basic purpose ofrecruitments is to create a talent

pool of candidates to enable the

selection of best candidates for

the organization, by attractingmore and more employees to

apply in the organization.

Selection

It Involves the series of steps by

which the candidates are screened for

choosing the most suitable persons

for vacant posts.

The basic purpose of selectionprocess is to choose the right

candidate to fill the various positions

in the organization.


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3. Recruitment is a positive

process i.e. encouraging

more and more employees

to apply .

4 Recruitment is concerned

with tapping the sources

of human resources.

5 There is no contract of

recruitment established inrecruitment

3.Selection is a negative

process as it involves rejectionof the unsuitable candidates.

4 Selection is concerned with

selecting the most suitable

candidate through various

interviews and tests.

5 Selection results in a

contract of service between the

employer and the selected

employee.


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Importance of Recruitment and

Selection

Helps to get a proper candidate.

Help to increase success rate or individual &

organization.

Help to reduce the probability of turnover

Helps to get organizations legal and social

obligations.

Helps to increase organization and individual

effectiveness.


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Orientation is the process ofacquainting new employees with

the organization. Orientation topics range from such basic

items as the location of the company cafeteria to such

concerns as various career paths within the firm.

Hence we can say that induction or orientation is the process

through which a new employee is introduced to the job and

the organization.

In the words ofArmstrong, induction is "the process of

receiving and welcoming an employee when he first joins acompany and giving him the basic information he needs to

settle down quickly and start work.


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Definition: Orientation is a systematic and planned

introduction of employees to their jobs, their co-

workers and the organization.

It is also called as Induction.

Orientation is designed to provide a new employee

with the information he/she needs to function

comfortably and effectively in the organization.

Should be a process, not an event.


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To reduce start up costs (associated with job learning)

To reduce anxiety

To reduce employee turnover

To save time for supervisor & colleagues

To Develop Realistic Job Expectations and Job

Satisfaction


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The idea is to make the new employees feel at home

in the new environment

Expedite proficiency

Enhance adjustment to work group and norms

Encourage positive attitude

The terms and conditions of employment

It helps a new employ to know the job, its content,

policies, rules and regulations.

The people with whom he is supposed to interact. .


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Steps In Induction Programme Welcome to the organization

Explain about the company.

Show the location, department where the new recruit will work. .

Give the company's manual to the new recruit.

Provide details about various work groups .

Give details about pay, benefits, holidays, leave, etc. Emphasize

the importance of attendance or punctuality.

Explain about future training opportunities and career prospects.

Clarify doubts, by encouraging the employee to come out with

questions.


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The areas covered in

employee inductionprogramme may be stated

as follows - CONTENT of

induction


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About the Organisational

o History of company

o Names and titles of key executives.

o Employees' title and department.

o Layout of physical facilities

o Probationary period

o Products/services offered

o Overview of production process

o Company policy and rules

o Disciplinary procedures

o Safety steps

o Em lo ees' handbook


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Employee benefits

o Pay scales, pay days

o Vacations, holidays

o Rest pauses

o Training Avenues

o Counselling

o Insurance, medical, recreation, retirement benefit


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Job duties

Job location

o Job tasks

o Job safety needs

o Overview of jobs

o Job objectives

o Relationship with other jobs


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1 employee handbook and orientation program.

2.Communicate pride in the company by giving

each new employee an item with the company

logo on it.

3.Encourage communication, and a sense of

importance, by inviting new employees to have

coffee or lunch with the company owner or a

senior manager.


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4. Encourage new employees to sample the

product and or service that the company sells

(i.e. Some restaurants offer new employees a

complimentary meal).

5. Reduce the stress of starting a new job bypairing new employees with a buddy (a more

senior or experienced team member) that can

help coach them through the first few weeks on

the job.


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Here are some ideas to consider, when devising theorientation program:

1. The MIND thinks in IMAGES not WORDS!

2. Repetition is Key Repetition is Key Repetition is

Key.

3. Employee is most excited on the first day of work. You

need to keep that excitement alive for as long aspossible!


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Games can provide for an informal and fun

orientation.. For example:

Photo match after the tour


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Too much paperwork

high Cost to company

Only expenditure no income

Information overloadToo much selling of the organization

Too much one-way communication

Difficult for the employee to relate

Documents

130331842 Recruitment Selection Induction 07-02-2012 Ppt