Human Resource Management - RS

8/6/2019 Human Resource Management - RS

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HUMAN RESOURCE

MANAGEMENT: RECRUITMENT,

USING MODERN TECHNOLOGY

FORRECRUITMENT, SELECTION


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RecruitmentMeaning and Definition

Purpose and Importance

Recruitment ProcessSources of Recruitment

Techniques of recruitment

Factors affecting recruitmentHR Challenges in recruitment


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MEANING AND DEFINITION

Recruitment is the process of searching the candidatesfor employment and stimulating them to apply forjobs in the organization. It is the activity that linksthe employers and the job seekers.

Recruitment is the process of searching the candidatesfor employment and stimulating them to apply for

jobs in the organisation.- Edwin B. Flippo


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Recruitment needs are of three types:

Planned

Anticipated

Unexpected


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PROCESS OF RECRUITMENT

RECRUITMENT

PROCESS

IdentifyVacancy

Prepare JobDescription

&PersonSpecification

Advertising

Managing& Short-

listing

ArrangeInterviews

Conductinginterview &

Decisionmaking


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FORMS OF RECRUITMENT

CentralizedRecruitment


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DecentralizedRecruitment


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SOURCES OF RECRUITMENT

TRADITIONALSOURCESOF RECRUITMENT

Internal Sources

o Present permanent employees

o

Present temporary employeeso Retrenched or retired employees

o Promotions

o Dependents and relatives of deceased employees

o Demotion


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MODERN SOURCES OF RECRUITMENT

Internal Sources

Employee referrals/recommendation

External Sources:

Walk-in

Consult-in

Body shopping

Mergers & Acquisitions

Outsourcing Factory gate


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RECRUITMENT TECHNIQUES

Traditional techniques

Promotion

Transfers

Advertising

Modern Techniques

Scouting

Salary and Perks

ESOPs


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FACTORS AFFECTING RECRUITMENT

Internal factors

External factors


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HR CHALLENGES IN RECRUITMENT

Adaptability to globalization

Lack of motivation

Process analysis

Strategic prioritization


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USING MODERN TECHNOLOGY FOR

RECRUITMENT

Internet Job Boards

Resume Databases and Applicant Tracking

Technology

Online Testing and Assessments

Combined Technologies to Assist in the

Recruiting & Selection Process

E-Recruitment

y Job Portalsy Resume Scanners


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SELECTION


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MEANING AND DEFINITION

Selection can be conceptualized in terms of eitherchoosing the fit candidates, or rejecting the unfitcandidates, or a combination of both.

According to Gupta, selection is a process ofchoosing the most suitable persons out of all theparticipants. In this process, relevantinformation about applicant is collected throughseries of steps so as to evaluate their suitabilityfor the job to be filled. On the other hand,

selection is the process of assessing thecandidates by various means and making achoice followed by an offer of employment.


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Job Analysis

Recruitment

Development of bases for

selection

Human Resource Plan

Application/resume/CV/bio-

data

Assess the fit between the

job and the candidate

Written examination

Preliminary interview

Business games

Tests

Final interview

Medical examination

Reference checks

Line managers check

Job offer

Employment

STEPS IN SELECTION PROCESS


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TESTS

Aptitude tests

y Intelligence test

y Emotional quotient

y Skill tests

y Mechanical aptitude

y

Psychomotor testsy Clerical aptitude tests

Situational tests

y Group discussion

y In basket

Achievement tests

y Job knowledge test

y Work sample test


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CONTD

Interest test

Personality tests

y Thematic Apperception Test(TAT)

y Ink-Blot Test Other tests

y Cognitive ability tests

y Honesty tests


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WHY CHOOSE TESTING

Objectivity good psychological tests are standardized on a largesample and provide normative data across a wide range of

demographics and age cohorts.Well selected tests will allow you to

demonstrate talents that may otherwise not be evident.

Validity psychometric tests are a more valid method of assessment

than interviews, academic achievement & reference checks, andwhen utilized in combination (for example in an assessment centre)

are highly predictive of future job performance.

Cost the cost of selection errors is large for both the employer and

the employee. Psychometric tests help to minimize costs while

maximizing potential fit between the candidate and the job.


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USESOFTESTS

Evaluation of right candidate

Proper selection of candidate

Identifying the candidates personality


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FINAL INTERVIEW

Preliminary Interview

Informal interview

Unstructured interview

Core Interview

y Background information interview

y Job and probing interview

y Stress interview

y Group discussion interview

y Formal and structured interviewy Panel interview

y Depth interview

Decision-Making Interview


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REFERENCE

Books

y Human Resource & Personnel Management K

Aswathappa Tata McGraw Hill Publishing Co. Ltd.

y Personnel & Human Resource Management P

Subba Rao Himalaya Publishing House

y Human Resource Management Dr C B Gupta

Sultan Chand & Sons

Journals

y

Human Capitaly Business and Society


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Documents

Human Resource Management - RS