Hrm in British Airways and Jet Airways

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Chapter 1

INTRODUCTIONIn this chapter you will become familiar with introduction to recruitment, its objective, scope and research methodology used .This is important because it throws light on what exactly the commonly used term RECRUITMENT means...

GENERAL INTRODUCTION OF THE PROJECTA careful and comprehensive approach towards recruitment can ensure that you select the right person for the job, both for now and in the future. Recruitment deals with the forming a pool of applicants for a particular job. In the first part of the project the various stages of Recruitment a have been defined. Before coming to details of recruitment, it is useful to note that, contrary to popular perception, this is an ongoing process and not confined to the formative stages of an organization. Employees leave the organization in search of greener pasturessome retire and some die in the saddle. More important an enterprise grows, diversifies, takes over other unitsall necessitating hiring of new and more capable employees. In fact, this function stops only when the organization ceases to exist. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Using and following the right recruitment processes can facilitate the selection of the best candidates for the organization.

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OBJECTIVE OF STUDYRecruitment fulfills the following objectives 1. To understand the recruitment procedure, its importance, role and factors affecting to it in todays global scenario. 2. To focus on current issues pertaining to recruitment of employees. 3. To understand the importance of forecasting in recruitment procedure 4. To analyze how does a company enables to advertise itself and attract talented people 5. To provide solution to the human recruitment.

SCOPE OF STUDYThe scope of study is restricted to contemporary issues in human recruitment of only to two companies which are Jet airway and British airway.

REDASERCH METHODOLOGY Collection of data

SOURCES OF DATA

PRIMARY DATA

SECONDARY DATA

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Primary data: Primary research (also called field research) involves the collection of data that does not already exist, which is research to collect original data. Primary Research is often undertaken after the researcher has gained some insight into the issue by collecting secondary data. This can be through numerous forms, including questionnaires, direct observation and telephone interviews amongst others. This information may be collected in things like questionnaires and interviews. Secondary data: The methodology for collection data with reference to the secondary data was taken from the different published books, journals and relevant company websites.

REASERCH LIMITATIONSThe research limitation of this project is as follows: The major limitation was the time factor. As time required to complete this project was less. The scope of study was limited as only two company which is Jet airway and British airway was taken .so this was also the limitation.

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Chapter 2

RECRUITMENTIn this chapter you will become familiar with Definition and meaning of recruitment and its need. This is important because it throws light on importance of recruitment in todays corporate world.

DEFINITION AND MEANING

Definition 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 a pool of applicants from which new employees are selected.

Meaning Recruitment m eans t o estimat e the avail able vacancies and t o make suitable arrangements for their sel ection and appointment Recruitment is understood as the process of searching for and obt ai ning applicants for t he jobs, from among whom the ri ght people can be select ed.

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Recruitment is an important part of an organizations human resource planning and their competitive strength. Competent human resources at the right positions in the organization are a vital resource and can be a core competency or a strategic advantage for it.

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to:

1. Determine the present and future requirements of the organization in conjunction with its personnel planning and job analysis activities 2. Increase the pool of job candidates at minimum cost. 3. Help increase the success rate of the selection process by reducing the number of visibly, under qualified or overqualified job applicants. 4. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. 5. Meet the organizations legal and social obligations regarding the composition of its workforce. 6. Begin identifying and preparing potential job applicants who will be appropriate candidates. 7. Increase organizational and individual effectiveness in the short term and long term.

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8. Evaluate the effectiveness of various recruiting techniques and sources for types of job application.

NEED FOR RECRUITMENTThe need for recruit ment ma y be due to the foll owing reasons Situation: Vacancies due to promotions, transfer, retirement termination,

perm anent disabilit y, death and l abour turnover. Creati on of new vacancies due to the growth, expansion and

diversi fication of busine ss activiti es of an ent erprise. In addi tion, new vacancies are possible due to job specifi cation

Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decide whether they wish to work for it. A well-planned and well-managed recruiting effort will result in high-quality applicants, whereas, a haphazard and piecemeal effort will result in mediocre ones. High-quality employees cannot be selected when better candidates do not know of job openings, are not interested in working for the company, and do not apply. The recruitment process should inform qualified individuals about employment opportunities, create a positive image of the company, provide enough information about the jobs so that applicants can make comparisons with their qualifications and interests, and generate enthusiasm among the best candidates so that they will apply for the vacant positions.

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Chapter 3 FACTORS GOVERNING RECRUITMENT AND ITS PROCESS

In this chapter you will get familiar with the factors affecting recruitment and its process, describing its different stages in the process which helps in identifying and attracting job seekers so as to build pool of qualified job applicants.

FACTORS GOVERNING RECRUITMENTGiven its key role and external visibility, recruitment is naturally subject to influence of several factors. These include external as well as internal forces.

RECRUITMENT

EXTERNAL FACTORS - SUPPLY AND DEMAND - UNEMPLOYMENT RATE - LABOUR MARKET - POLITICAL-SOCIAL - IMAGE

INTERNAL FACTORS - RECRUITMENT POLICY - HRP - SIZE OF FIRM - COST - GROWTH AND EXPANSION

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EXTERNAL FACTORS

Supply and Demand Of particular importance is the Supply and Demand of specific skills in the labour market. If the demand for a particular skill is high relative to the supply, an extraordinary recruiting effort may be needed. For instance, the demand for analysts and specialists is likely to be higher than their supply, as opposed to the demand-supply relationship for non-technical employees.

Unemployment Rate When the Unemployment Rate in a given area is high, the increased size of the labour pool provides better opportunities for attracting qualified applicants. On the other hand, as the unemployment rate drops, recruiting efforts must be increased and new sources explored.

Political and Legal Considerations Another external factor is Political and Legal Considerations. Reservation of jobs for SCs, STs, minorities, and other backward classes (OBCs) is a political decision. There are acts, which deal with recruitment and selection. Child Labour (Prohibition and Regulation) Act, 1986, for instance, prohibits employment of children in certain employments, and seeks to regulate their working conditions in certain other employments. The Constitution prohibits discrimination in matters of employment and also provides for protective discrimination to the less-privileged sections of the society. Preferences to Sons of the soil are another political factor. These need to be taken into consideration while recruiting.

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The companys image also matters in attracting large number of job seekers. Blue chip companies attract large number of applications. Often, it is not the money that is important. It is the perception of the job seekers about the company that matters in attracting qualified prospective employees.

INTERNAL FACTORS

In addition to the external factors, there are certain internal forces which deserve consideration while recruiting personnel. One such internal factor is the recruiting policy of the organization. Most organizations have a policy on recruiting internally (from own employees) or externally (from outside the organization). Generally, the policy is to prefer internal sourcing, as own employees know the company well and can recommend candidates who fit the organizations culture. Another related policy is to have temporary and part-time employees. An organization hiring temporary and part-time employees is in a less advantageous position in attracting sufficient applications. In multinational corporations (MNCs), there is the policy