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Trends in Recruitment
• Poaching/Raiding
Pepsi –Cola war
Facebook- Google war
• Outsourcing
• E- recruitment
• Temporary staffing
Staffing
• Process of hiring and developing the required personnel to fill in various positions in the organisation.
• It involves estimating the number and type of personnel required, recruiting and developing them, maintaining and improving their competence and performance.
SITUATIONAL FACTORS AFFECTING STAFFING
EXTERNAL INTERNAL
Nature of competition for HR Organisational Business Plan
Legal factors Size of Organisation
Socio-cultural factors Organisational image
External influences Past practices(son of the soil)
Recruitment
“Process of searching for prospective employees & stimulating and encouraging them to apply for jobs in an organisation. It is often termed positive as it stimulates people to apply for jobs to increase the hiring ratio i.e., the number of applicants for a job.”
Flipo
SOURCES OF RECRUITMENT
Internal External
Present employees Advertisement
promotions Employment exchanges
transfers Campus recruitment
Displaced persons
Radio/ TV
Acquisition & Mergers
Walk-in
Write-in
Consultancies
Competitors
Employee references
ARCELOR- MITTAL CONTROVERSY
French government was against the deal because of worries over its 28000 Arcelor employees.
2009: Arcelor Mittal decided to indefinitely layoff nearly
1,000 employees at its Indiana Harbour facility.
SELECTION• Making a final choice from the pool of
available candidates.
A series of steps by which candidates are screened and the most suitable one is chosen to fill the vacancy in an organisation.
process of differentiating between applicants in order to identify & hire those with a greater likelihood of success in a job.
STEPS IN SELECTION/ SELECTION PROCESS/SELECTION INSTRUMENTS
External Environment
Internal Environment
Development of bases for selection ( job analysis, Human Resource Plan)
Receipt of applications from candidate
Written test
Rejected Preliminary review or preliminary interview (business games)
Selection Test (psychological test)
applicants Final interview
Cross verification (reference & background analysis)
Physical or medical check up
Communication of selection (job offer)
Formal appointment
Selection Test (psychological test)1. Aptitude tests 6. other tests
IQ test Cognitive ability test
Emotional Quotient Wechsler adult Intelligence Scale
Skills test Wonderlic Personnel Tests
Mechanical Aptitude Polygraph Test
Psychomotor tests Honesty test
Clerical Aptitude tests
2. Achievement TestsJob Knowledge test
Work Sample Test
3. Situational testsGroup discussions
in Basket
4. Interest test
5. Personality testThematic appreciation test(TAT)
Ink-Blot test
Types of Interview1. Preliminary interview
Informal interview
Unstructured interview
2. Core Interview
Background information interview
Job and probing Interview
Stress Interview
The group discussion Interview
Formal and structured Interview
Panel Interview
Depth Interview
3. Decision- Making Interview
Organisation Charts
• Graphical portrayal of the various positions in the enterprise and the formal relationships, among them.
• Blue print of the company’s organisation structure.
Types of Organisation Charts1. Vertical charts
General Manager
Manager Finance Manager Personnel
Manager Production Manager Marketing
Production Engineer Sales Officer
Foreman Sales Supervisor
Workers Salesperson
Horizontal charts
Production PRODUCT
Manager MANAGER 1
Board MD GM Marketing PRODUCT
of Directors Manager MANAGER 1
PRODUCT
MANAGER 1
Finance
Manager
Organisational Mannuals
• Description / additional information of various jobs that may be listed only by title on the charts.
Types of Organisational Mannuals
• Policy manual
• Company manual
• Operational and functional level manual
• Departmental manual
• Rules and regulations manual
Policy manual
• Basic policies of the company
• Limitations within which managerial actions can take place
• Decisions & resolutions of top management
• Guide to action
Company manual
• Duties & responsibilities of various departments/ managers
• Outline of the formal chain of command
• Lines of promotion in the company
Operational and functional level manual
• Standards, procedures and methods for various jobs
• Procedures and practices for employees
Departmental manual
• Policies and procedures of a department
production manual
marketing manual
sales manual
Rules and regulations manual
• Working hours• Timings• Leave• Canteen• Library• Recreation• Group insurance• Hospitalisation• Housing• safety
ARTICLE- Companies grill candidates on real-life situations to call out bluffSource: http://economictimes.indiatimes.com
Organisations no longer want people who have mastered their theories; they would rather have real people who have suffered failures and worked on them.
Behaviour-based questioning are increasingly used to zero in on the right candidate.
ARTICLE
Yahoo!, which mostly recruits technical staff, uses puzzles and real-life situations during interviews.
Omnitech InfoSolutions and Nihilent Technologies ask candidates to deliver a presentation to a group, often openly hostile.
AEGON Religare often visits the homes of potential employees, while ICICI Prudential Life Insurance tells them the hard truths to check motivation levels.