InstructorInstructor
Mr. Shyamasundar TripathyMr. Shyamasundar Tripathy
Management Faculty(HR)Management Faculty(HR)
Concept of Equal Employment Opportunity
Refers to the approach of the employers to ensure the practice of being fair and impartial in the employment process.
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Discrimination refers to the any kind of prejudice, biasness or favoritism on the basis of disability
Race Age Sex Sexuality Pregnancy Marital status
Discrimination in employment
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Indian Constitution
Article 16, Clause 1 Must be equality of opportunity
Article 16, Clause 2 No discremination on religion, sex, race, caste, descent, place of birth, residence.
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Equal employment opportunity is necessary to ensure:
To give fair access to the people of all development opportunities
To create a fair organisation, industry and society.
To encourage and give disadvantaged or disabled people a fair chance to grow with the society
Meaning and Definition
Recruitment is the process of search for and securing applicants for the various job positions so that the right people in the right number can be selected to fill the job positions which arise from time to time in the organization.
The process of SELECTION and PLACEMENT follow sequentially after the recruitment. The total process of recruitment, selection and placement can be called the HIRING process.
The importance of effective recruitmentEffective recruitment helps to gain new Effective recruitment helps to gain new
suitable members for the businesssuitable members for the businessIt can attract the best candidates for the job It can attract the best candidates for the job
vacancies. vacancies. Wrong persons selected will mean suffering Wrong persons selected will mean suffering
of administration costs for recruiting of administration costs for recruiting activities activities
Suitable persons selected may give some Suitable persons selected may give some competitive advantages for the businesses competitive advantages for the businesses
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RECRUITMENT NEEDS ARE OF THREE TYPES
•PLANNEDi.e. the needs arising from changes in organization and retirement policy.
•ANTICIPATEDAnticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.
•UNEXPECTEDResignation, deaths, accidents, illness give rise to unexpected needs.
Factors Affecting Recruitment
• Internal factors:- Size of organization
- Recruiting policy (whether internal or external recruiting)
- Image of organization (by product or service quality or public relations etc.)
- Image of the job (type of work, remuneration, growth prospects,
working conditions, self development opportunities)
External factors:
• Demographic factors (sex, age, literacy, economic status etc.)
• Labor market (right type and quantity)
• Unemployment situation (simpler in areas of high unemployment)
• Labor laws (working conditions, compensation, retirement benefits, child labor, safety and health etc.)
• Legal considerations (reservations for various categories etc.)
Evaluation of Internal Source
Disadvantage AdvantageLimited Choice Familiarity with own
employees
Discourages competition (quality may suffer)
Better use of talent
Stagnation of skills Economical recruitment
Creates conflict A motivator
Disadvantage Advantage
Expensive and time consuming
Open Process
Unfamiliarity with the organization
Availability of talented candidates
Discourages the existing employees
Opportunity to select the best candidate
Provides Healthy Competition
Evaluation of external source
Recruitment process
RECRUITMENT PLANNING
STRATEGY DEVELOPMENT
SEARCHING
SCREENING
EVALUATION & CONTROL
Recruitment methods
Direct method (campus recruitment)
Indirect methods (advertisements in papers,
professional journals etc.)
Third party method (recruitment agencies,
management consultants)
Internal Methods (Employee recommendations)
Selection is the process of
choosing the most suitable people out of
the acceptable candidates who have
applied for the job in the organization,
from both within as well as outside the
organization.
Selection
Difference Between Selection and Recruitment
Recruitment Selection
Recruitment Precedes Selection
Selection follows recruitment
Process of identifying and encouraging potential
employees to apply for the jobs
Process of choosing the best out of recruited
Positive in nature as it increases the no. of job
seekers for wider choice in selection process
Negative in nature as it rejects no. of applicants in
order to get the best for the job
It involves searching It involves comparing those already searched
Selection ModelRecruitment Program Sales Force Job Analysis
Applicants HRP Job Description(Workforce Analysis)(Workload Analysis) Job Specification
Employee Requisition
-------------------------------------------------Application Blanks
Screening
Reference ChecksSelection Process
Tests
Interviews
Physical Examination Induction
Individual
Org
aniz
ati
on
Steps in Selection Process
Preliminary Interview
Application Blank
Selection Tests
Selection Interviews
Reference Checks
Physical Examination
Final Selection
Selection tests Ability Tests
Aptitude Test
Achievement Test
Intelligence Test
Judgement test
Personality Tests
Interest Tests
Personality tests
Projective tests
Attitude tests
Advantages of Tests
Future Performance is Predicted
Situation and Behaviour is Diagnosed
Offers Benefits of Economy of Scale
Uncover what not covered by other devices
Serve as unbiased tools
Quantify the test results
Interviews Informal interview Formal interviewPlanned InterviewPatterned interviewNon-directive interviewDepth interviewStress interviewGroup 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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Induction Or Orientation
Induction or orientation is the process through which a new
recruit is introduced to the job and the organisation. Induction
removes fears from the mind of a newcomer, creates a good
impression about the organisation and acts as a valuable source
of information.
Placement, Induction, Internal Mobility And Separations
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Welcome to the organisation Explain about the company and show all the facilities Show the location where the new recruit will work. Give the company's manual Offer details about various work groups Provide details about policies, rules, regulations, benefits,
etc Explain about opportunities and career prospects Clarify doubts Assign the new recruit to the supervisor
Placement, Induction, Internal Mobility And Separations
Induction Programme: Steps
Promotion
it is an advancement of an employee to a better job
better in terms of Greater responsibility, status & prestige,
Skill, pay
Bases of Promotion
Merit
Seniority
Seniority-cum-merit
Favouritism
Transfer
it is the moving of an employee from one job to another that may
involve promotion, demotion or no change in job status.
Types of Transfers
Production Transfer
Replacement Transfer
Rotation Transfer
Shift Transfer
Remedial Transfer
Penal Transfer
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Resignation: A voluntary separation initiated by the employee himself is called resignation. It is always better to find why the employee has
decided to quit the organisation. Properly conducted exit interviews would help throw light on factors behind the curtain
Retirement: Termination of service on reaching the age of superannuation is called retirement. To avoid problems, organisations normally plan replacements to retiring employees beforehand.
Death: Some employees may die in service. Death caused by occupational hazards, of course, would attract the provisions of Workmen's Compensation Act, 1923. The normal separation of people from an organisation due to resignation, retirement or death is known as attrition.
Lay off: A lay off entails the separation of the employee from the organisation temporarily for economic or business reasons. Placement, Induction, Internal Mobility And Separations
Employee Separations
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Retrenchment: A permanent lay off for reasons other than punishment but not retirement or termination owing to ill health is called retrenchment. Legally speaking, employers in India are required to give advance notice or pay equivalent wages before the actual lay off date. (50 per cent of basic wages plus allowances)
Placement, Induction, Internal Mobility And Separations
Employee Separations
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Outplacement: Outplacement assistance includes Efforts made by the employer to help a recently separated employee find a job. Apart from training support to such employees, some organisations offer assistance in the form of paid leave travel charges for attending interviews, search firm expenses ,etc.
Placement, Induction, Internal Mobility And Separations
Employee Separations
Merits and demerits of outplacement
M e r i t s D e m er i ts
Shows the human face of the company. May be time consuming and costly.
Eases the pain of retrenchment. Maintaining databases on other jobs isnot easy.
Preserves the morale of those who remain Can work only when retrenching awith the company. few managers at a time.
Smoothens the way for future downsizing Can be turned down by angry, disillusionedmoves. employees.
Helps you retain your former employees’ Difficult to convince and implement at therespect. level of workers.
Source: Business India Jan 7 -21, 1996 pp . 300-504
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Placement, Induction, Internal Mobility And Separations
Suspension: Suspension means prohibiting an employee
from attending work and performing normal duties assigned
to him.
Discharge and dismissal: The termination of the services
of an employee as a punitive measure for some misconduct is
called dismissal. Discharge also means termination of the
services of an employee but not necessarily as a punishment.
A discharge does not arise from a single irrational act( such as
alcoholism, wilful violation of rules, insubordination,
carelessness, dishonesty, inefficiency, violent acts,
unauthorised absence for a long time
Employee Separations