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HR ProcessesAn Employee Life Cycle
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RecruitmentIntroduction
Applies to the process of attracting potentialemployees to the organization or company
Continues with the selection and cases with
placement of the candidates Manpower planning to make it possible to
acquire the number & type of people
necessary to ensure the continued operation
of the organization
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Recruitment - Definition
William F Glueck Recruitment acts set ofactivities and organization uses to attract jobcandidates possessing appropriate
characteristics to help the organization reachits objectives.
Byars & Rue Rec Involves seeking &attracting a pool of people from which
qualified candidates for job vacancies can bechosen
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Factors Governing Recruitment
External Forces
Supply & demand
UnemploymentRate
Labour Market
Political
Social
Sons of soil
Image
Recruitment
Internal Forces
Recruitment policy
HRP
Size of the firm
Cost
Business Plans
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Pre-requisites of a sound Recruitment
Policy
Conformity with its general policies
Should be flexible enough to meet the changing needs of an
organization. be designed so as to ensure employment
opportunities on long term basis to achieveorganizational
match the qualities of employees Highlight the meeting of established job analysis
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Principle elements governing Recruitment
Policy
Identification of recruitment needs
Preferred sources of recruitment
Cost of recruitment and selection
Criteria of selection techniques
Role , if any , assigned to the Union in the
formulation and implementation of Rec and
selection policies
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Sources of recruitment
Internal Present , Permanent
employees
Present Temp/ Casual
Retrenched / Retired Dependents of diseased ,
disabled , retired andpresent employees
External
Educational & Training
Institutes
Pvt employment
agencies / consultants
Public employment
exchanges ,
Professional
Associations Data banks
Trade Unions
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Recruitment practices in India
Internal sources Badli lists Central pool of candidates from which
vacancies are filled
Casual laborers
Private / Public employment Exchange Labour Contractors
Candidates introduced by friends & relatives ofemployees employee referrals
Sons of the soil
Retd and present employees
Specified communities and categories
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Factors involved in recruitment
Sourcing
from prestigious Management Institute &thru reputed placement agencies
All India Advertisement / Campus interview
Traditional & orthodox organization meticulously goingby rules Recruitment rules framed with an attitude of
rigidity Time factor playing a vital role tapping the right
persons at the right time
Fixing the Interview and test in short notice causingfailure in recruitment
Fixing conducive venue for the interview to create bestfirst impression
Giving correct idea about compensation and benefits
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Recruitment & Selection Process Flow chart
Manpower Planning
Job Description and person specification
Sourcing Strategy
Internal External
Receive Applications
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Essentials of selection Procedures
Some one should have the authority to select
There must be some standard of personnel with
which a prospective employee may be compared
There must be sufficient number of applicants
from whom the number of employees may be
selected
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Steps in selection procedure Job Analysis selecting the right candidate after finalizing the job
analysis, job description, job specification , etc Process of searching for prospective employees and stimulating them to
apply for jobs in the organization.
Application bank details of age, sex, Height and Weight, educationalqualifications, experience etc
written examination for screening purpose as a matter of elimination
processto know and measure the candidates position on knowledge ,aptitude , reasoning and English language
Preliminary interview observational / personal appraisal methodprobing details
Group discussion A method to bring applicants around a conferencetable to discuss either a case study or a subject matter
Test Psychological tests and performance tests
Intelligence tests , Aptitude tests , Interest tests, Personality tests ,
Achievement tests / Trade tests
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Interviews
Informal interview
Formal interview
Planned Interview
Patterned interview
Non-directive interview
Depth interview
Stress interview Group interview
Panel interview
Followed by
1. Pre employment
Medical examination
2. Final decision by the
Line managers
3. Issue of Offer Letters
4. Placement
5. Orientation / Induction /
Socialization of new
employee
6. Integrating the personal
skills / goals with the
organizational
requirement / goals
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Manpower planning / Staffing
Concept of Manpower planning Process by which Management determines how the
management should move from its current manpower to its
desired manpower utilization
Described as formal planning in emphasizing the following
..
Establishment and recognition of future job requirements
Scanning the organization thru systematic manpower
audit
Assured supplies of qualified participants
Development of available manpower
Effective utilization of current and prospective workforce
members
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Need and importance of Manpower planning
Helps to avoid sudden disruption of the production runof an enterprise enabling management to adopt suitablestrategies
To prepare for fresh demands in terms of numbers ,skills and occupation to meet increasing demand due to
updated technology and expansion / growth To cope with changing job requirement due to
technological change & growing complexity inbusiness
Helps to give an overall corporate picture at thecorporate level for identification of surplus / shortageof personnel
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HR planning process
Manpower forecasts
On the basis of corporate goals and manpower analysisforecasting of manpower (ie) Kind of people needed forconduct of business in the given period
Manpower Inventory
Making an Inventory of present manpower resources andfinding out the extent to which these manpower's areemployed optimally.
Manpower Management
Planning scientific requirement , selection , training ,
development , utilization , motivation , compensation , etc toensure that future manpower needs and developmentmanpower plans for implementation
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Quality of personnel Knowledgeable workers need meaningful and
challenging jobs Job itself can be the best motivators for
productivity
Job itself can satisfy higher level wants of workers
Well designed jobs can attract talents, reducedturnover / Attrition rates , absenteeism , discharge, resignations etc
Vacancies may be filled by promoting from within
and partly recruiting from outside
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System approach to Human Resource Management(4 inter related factors) Human resource approach people constitute a form of capital
and act as one of essential assets Personnel climate personnel environment conducive for
development of Human Capital as long term investment capableof yielding rich dividends
Human resource program to achieve the twin aims of
productivity and satisfaction Human Resource Systemwith relevant inputs , processing and
outputs
Five separate sub-systems are
Employment
Development
Utilization
Compensation
Maintenance
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Process of Manpower process
Anticipating manpower needs
Planning for job requirements & description
Analyzing of skills to determine the nature of
manpower
Selecting adequate source of records
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Steps involved in
Manpower planning process
Step1 :job Analysis / job design - Mgt must
define what work to be performed , how tasks to
be carried out and allocated into manageable
work units (jobs) Step 2 :job description & job specification
refers to incumbent where a job specification with
regard to qualification and experience needed toperform a job
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Step 3 : forecasting procedures: Corporate planner has to forecast the number of people needed
for a particular job can be done by forecasting the internalsupply and external supply of the people who can perform the job
Step 4 : Internal Supply of Manpower Six methods can be used to forecast the future human resource
needs viz : Planning for the statusquo
Thumb rules
Unit forecasting
The Delphi Method Scenarios
Computer Simulation
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Planning for the status quo
Planning involves steps to replace any
employees who are either promoted or who
leave the firm. An example is Management
succession planning which seeks to ensurethat there is at least one qualified manager to
replace any higher level manager in the
organization
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Thumb rules
This is on the basis of firms beliefs with regard to
forecasting Human resource needs for ex, one
firm believes that a ratio of one production
supervisor for every 12 producers (Workmen) in
optimal . This firm maintains this 1:12 ratio because
it has proved successful in the past. Another thumb
rule is based on past experience that one person
can produce 2000 units of output per day and
accordingly 5 employees needed for 10,000 units as
a matter of forecast
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Unit forecasting
This refers to the estimate of supervisors and
managers with regard to forecasting Human
resource needs for the next year unit wise
this approach called as Bottom up approach to forecasting as the
judgment are made by lower level
management and added together at a higherlevel of the organization.
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The Delphi Method
This method relies on Expert opinion in
making long range forecasts this involves
obtaining independent judgments from a
panel of experts usually thru a questionnaireor interview schedule on certain issue
affecting the nature and magnitude of
demand for an organizations products and
services
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Scenario
These are all descriptive scenes allowing planners to considerseveral factors in combination to forecast human resource needsfor each set of circumstances - for eg, one scenario mightassume environmental conditions in the next three years toinclude a recession, the entrance of a new competitor in to a
companys major market, and technological advances requiringsome modifications in the production. Using this method,forecasts could be made for meeting human resource needs ofeach set of circumstances as portrayed in the separate scenarios
this is useful in making mid - to long range forecasts of Humanresource needs
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Computer Simulation
This is one of the most sophisticatedmethods of forecasting human resourceneeds A computer is a mathematicalrepresentation of major organizational
processes, policies and human resourcemovement thru organization computersimulations are useful in forecasting forhuman resources by pinpointing anycombination of organizational andenvironmental variables.
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Demand for Manpower
Market Demand Assess Manpower Supply Labour Market
Corporate
objectives
ExistingPotential
Manpower Estimate
Recruitment
Plans
Training PlansPromotion
Success Plan
Pay productivity
Plans
Retirement
Redundant plans
Periodic reviews
Process flowchart depicting forecast on manpower planning
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Recruitment as an important
stage thru for reaching the
destination of HumanExcellence in an Organization