Shashank Aggarwal. Muneeza Hashmi. Yodhia Antariksa. Nikhil Mohanan. Shamz Siddiqui. Sarika Thorat. Deepshikha Yadav. Maguito Robles. Bharat Tiwari. Arti Jain. Poojari Neeta Krishna.
Adnan Sami Butt. Vora Kevin. Abhilasha Modi. Ramil Sotelo Sasi. Popular in Employer. Ayesha Khalid. Jane Sudario. Nahush Sahasrabuddhe. Netra Prakash. Yvonne Totesora. Advertising Advertising is one of the most common and popular methods of external recruitment under which the job vacancy is announced through different print and electronic media 4.
Employment Agencies Employment agencies run by private, public or government sectors are regarded as an important source of recruitment for unskilled, semi-skilled and skilled jobs.
Schools, Colleges And Universities It is also known as campus recruitment. Under this method of external recruitment, educational institutions such as schools, colleges and universities offer opportunities for recruiting fresh candidates. Labour Contractors Labour contractors are an important source of recruitment under which workers are recruited through contractors.
Recommendations Under this method of external recruitment, applicants are introduced by friends and relatives. Advantages Of External Recruitment 1. Wider Choice 2. Qualified Personnel 3. Fresh Talent 4. Competitive Spirit 5. Widens opportunity for all. The process of selection provides an employment opportunity to the persons who possess the abilities and qualifications to perform a specific job.
It is used to assess the ability, aptitude and personality of prospective candidates. Selection test is conducted in order to select a right person for the right job who will be capable of performing organizational activities if hired. Types Of Selection Tests 1. Intelligence Test Intelligence test is used to judge the mental ability of the candidates 2. Aptitude Test It measures the probability of performing the job in terms of how often and how well.
Personality Test It is the measurement of personal characteristics of the candidates. It is also known as personality inventory. Interest Test The personal interests such as like and dislikes are identified by interest test.
Situational Test It evaluates whether a particular candidate can perform the job in a given situation. Honesty Test Honesty test measures to what extent the information provided by the prospective candidates is accurate. Interview is a procedure designed to obtain information through the exchange of ideas and the answering of queries.
It attempts to secure maximum amount of information that cannot be obtained from other methods Steps Involved For Conducting Interview Or Interview Process Preparation Under this an interview schedule or plan for the interview is prepared. Conducting The prepared plans and actions are implemented which is called conduction of the interview. Evaluation In this the information received from the interviewee or candidate is evaluated. Types Of Interview A.
Preliminary Employment Interview — For Collecting preliminary data. Final Selection Interview — at the time of final selection. Follow-up Placement Interview - to provide the selected applicant with permanent duties and responsibilities D. Exit Interview-at the time of leaving the organization. Types Of Structured Interview - follows a standard list of questions or plan F. Unstructured Interview - follows a list of questions which are not prepared in advance. The Stress Interview - to evaluate the patience of an employee.
The Depth Interview - for higher level or managerial jobs. The people become human resource only when they are competent to perform organizational activities HRD imparts the required knowledge and skill in them through effective arrangement of training and development programs.
Increase in Employ Commitment 4. Gives Job Satisfaction 5. Opportunities For Training And Development 7. Performance Improvement.
Concept And Meaning Of Training Training can be defined as an on-going process of teaching new employees the basis skills they need to perform their task effectively and efficiently. Training is a short term skill development campaign intended to impart the basic skills of work to middle and lower level employees. It focuses on teaching operational skills to the technical persons. OJT method is suitable for imparting operative or technical skills to operative personnel. Off-the-job Training Off-the-job training is another method of employee training which is concerned with the arrangements organized away from organizational work station.
It takes place outside the work station and is mostly classroom base. Class room lecturers Films - Simulation exercise - Program instruction. Motivation thus, is to move to do or not to do something. Motivation is one of the essential aspects of HRM which is concerned with the process of inducing, inspiring, organizing and stimulating employees to do the better job in organization.
The immediate products of this analysis are job description and job specification. Job analysis involves following steps: Collecting and recording job information Checking the job information for accuracy Writing job description based on information Using the information to determine the skill, abilities and knowledge Updating the information from time to time.
Job Description A list of jobs duties, responsibilities, reporting relationship, working conditions, and supervisory responsibilities. Job Specification A list of jobs human requirements that is, the requisite education, skills, personality and so on.
Recruitment It is the 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 pool of applicants from which new employees are selected. Recruiting Yield Pyramid It is the historical arithmetic relationships betweenRecruitment leads and invitees Invitees and interviews Interviews and offers made Offers made and offers accepted.
Selection is the process of differentiating between applicants in order to identify those with a greater likelihood of success in a job. Factors affecting selection External environment Supply and demand of specific skill Unemployment rate Legal and political considerations Companys image. Starts with the preliminary interview Ends with contract of employment Different Process for different organization Different process for different job in same organization Selection easy for shop floor worker Selection of managers are crucial Affected by internal and external environment Mutual decision making.
Generally tests are administered to determine the applicants - ability, - aptitude and - personality. Ability tests Helps to determine how well one can perform his task Aptitude tests Helps to determine a persons potential to learn in a given area Personality tests To measure a prospective employees motivation to function in a particular working environment Interest tests To measure an individuals activity preferences.
For career change or when there is multiple career option available. Interviews Formal, in depth conversation conducted to evaluate the applicants acceptability. Adapted to unskilled, skilled, managerial and professional employees. Two-way exchange of information, the interviewers learn about the applicant, and the applicant learns about the organization. Objectives of interview 1. Helps obtain additional information from applicant 2. Facilitates giving general information to applicant 3.
Help build image of the organization. A welcoming process The idea to welcome a newcomer Make the employee feel at home Generate in him a feeling that it is his own job.
Induction therefore is a technique by which a new employee is rehabilitated into his surroundings and introduced to the practices, policies and purposes of the organisation.
It is important to introduce new employees into an organization The subject seldom receives careful attention Higher turnovers during the first year of employment occur The wastage in financial and human terms needs no elaboration can be because of to faulty recruitment and selection procedures People leave organizations shortly after joining.
Attrition may be attributed to treatment initial received Social adjustment that newcomers face are not appreciated Unfamiliar environment may cause loneliness. The Organizations Responsibility for Induction To help new employees to adjust to their new surroundings, to gain their confidence and commitment and to avoid costly levels of employee turnover all require positive attitude and actions on the part of employing organizations.
Organisations responsibility are based on: The induction phase is much more critical and stressful to the new employee than it is often recognized to be. The length of the critical phase will naturally vary and depend on the adaptability of each individual, but it may well last for many months.
The causes contributing to the general problem may be found in the psychological and sociological factors affecting organizational and group behaviour, as described above. The induction phase needs to be very carefully planned and supervised, as the first stage in staff development. Induction Programme The induction of new employees has to be continuously monitored and evaluated. Very short induction programme may cause harm Confusion may occur Increase in insecurity.
It needs to be comprehensive and effective it needs a clear view Aim and set objectives have to be produced Responsibility lies with HR Line and HR managers have complementary parts to play. That they should understand the function, aims and objectives of the organization as a whole.
That they should understand the specific objectives to be achieved by their actions, and their personal responsibilities and expected contributions to the achievement of these objectives. That the necessary initial training and work experience should be planned to enable them to fulfill these responsibilities That comprehensive information should be provided on the following subjects: 1.
Conditions of employment, salary, pension arrangements, holidays, sickness rules 2. Working arrangements in particular, software packages used, reporting relationship and any key facts about the job not yet covered 3. The system of HR management and especially the arrangements and opportunities for staff development. The whole range of facilities provided for the benefit, welfare and recreation of employees 5. Basic information about catering arrangements, health and safety rules, and what to do if there are any problems are most important That positive measure should be taken to facilitate the social adaptation of new employees e.
That the induction programme should be continuously monitored and its total effectiveness assessed. Induction interviews need to be given to all employees taking up jobs for the first time Should for both internal and external candidate HR manager responsibility to supervise career building of newcomer Line manager undertakes the interviews To provide all the necessary information that new jobholder need about the job and its attendant circumstances.
To allow them to ask questions about any matters on which they are uncertain. To give reassurance and to develop positive attitudes, confidence and motivation Induction interviews should cover following points: The job description and person specification so that job holders fully understand what is required of them.
How the job relates to the work and purposes of the group and the organization as a whole. All the attendant circumstances of the job e. The performance appraisal system and what part the jobholder will be required to play. An assessment of any training and developmental needs that require immediate action. The norms or unwritten rules, if any, in the organization e. Friday is always dress-down day.
Social Adaptation A source of difficulty in the induction phase. Managers cannot control the intragroup relationships Develop psychological awareness of group and individual behavior in order to settle down The process of socialization is infinitely subtle and varies with each individual Induction programme need to be very flexible and to take full account of individual differences and needs.
Follow-up interviews Conducted by line manager and personnel officer in the form of performance appraisal and career development interviews. Check programmes and general welfare. Open navigation menu.
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