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WELCOME
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CHAPTER:RECURITMENT &
SELECTION…BY
HARI PRASATH
IIND PGDM
content.
DEFINITION OF RECREUITMENT
OBJECTIVES OF RECRUITMENT
PURPOSE OF RECRUITMENT
NEED FOR RECRUITMENT
SOURCES OF RECRUITMENT
Advantage & Disadvantages
According to Edwin Flippo, “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.
To attract people with multi-dimensional skills and
experiences that suit the present and future
organizational strategies,
To induct outsider with a new perspective to lead the
company,
To infuse fresh blood at all levels of the organization,
To develop an organizational culture that attracts
competent people to the company,
To search or head hunt/head pouch people whose skills
fit the company’s values,
To search for talents globally and not just within the
company.
To increase the pool of job applicants with
minimum cost.
To meet the organization’s legal and social
obligations regarding the demographic
composition of its workforce.
To help increase the success rte of the
selection process by reducing the percentage
of applicants who are either poorly qualified
or have the wrong skills.
Vacancies due to promotions, transfers,
retirement, termination, permanent
disability, death and labor turnover.
Creation of new vacancies due to growth,
expansion and diversification of business
activities of an enterprise. In addition, new
vacancies are possible due to job
respecification.
Internal sources:-
Promotions
Transfers
Retirements
Recalls
Former employees
Newspaper Advertisement.
Campus Recruitment.
Recruitment through internet.
Job Fairs.
Employment Agencies.
Walk-ins, Write-ins and Talk ins.
Internal recruitment is economical.
The present employees already know the company
well and are likely to develop a loyalty for the same.
It tends to encourage existing employees to put in
greater efforts and to acquire additional qualification.
This means there is motivation to employee to
develop and reach to higher positions.
It provides security and continuity of employment.
It reduces labor turnover as capable employees get
promotion within the organizations.
People recruited from within the organization do not
need induction or training.
Internal promotions create a feeling of discontent among those who are not promoted.
It prevents the entry of young blood in the organization.
Promotion to certain key post may not be possible due to non-availability of competent persons.
The organization will not be able to attract capable persons from outside if internal sources are used extensively.
It may encourage favoritism and nepotism.
Promotions by seniority may not be always
beneficial to the organization.
ADVANTAGES OF EXTERNAL SOURCE OF RECRUITMENT
Entry of young blood in the organization is possible.
Wide scope is available for selection. This facilitates
selection of people with rich and varied experience.
Selection can be made in an impartial manner as large
number of qualified and interested candidates are
available.
Scope for heartburn and jealousy can be avoided by
recruiting from outside.
The management can fulfill reservation requirements in
favour of the disadvantaged section of he society.
DISADVANTAGES OF EXTERNAL SOURCE OF RECRUITMENT
External recruitment leads to labour turnover
particularly of skilled, experienced and
ambitious employees.
The relations between employer and employee
deteriorate leading to industrial disputes and
strikes.
Employees feel frustrated due to external
recruitment and their morale is adversely
affected.
SELECTION
Cont…..
MEANING AND DEFINITION OF SELECTION
IMPORTANCE OF SELECTION
SELECTION PROCEDURE
MEANING AND DEFINITION OF SELECTION
Selection is one of the most important of all
functions in the management of personnel.
Selection is next to recruitment.
After identifying the sources of human resources,
searching for prospective employees and stimulating
them to apply for jobs in an organization, the
management has to perform the function of selecting
the right employees at the right time.
“Right man at the right job” is the basic
principle in selection.
Cont…
Selection is the process of collecting and evaluating
information about an individual in order to extend an
offer of employment. It is the process of logically
choosing individuals who posses the necessary skills,
abilities and personality to successfully fill specific
jobs in the organization.
Selection means a process by which the qualified
personnel can be chosen from the applicants who have
offered their services to the organization for
employment.
Thus selection process is negative function because it
attempt to eliminate applicants, leaving the best to be
selected.
In the words of Dale Yodev, “Selection is the process in
which candidates for employment are divided into two
classes – those who are to be offered employment and
those who are not”. In short, selection is the process of
choosing a person suitable for the job out of several
persons.
The objective of the selection decision is to chose the
individual who can most successfully perform the job
from the pool of qualified candidates. The selection
procedures are the system of functions and devices
adopted in a given company to ascertain whether the
candidate’s specification is matched with the job
specification and requirements or not.
The selection procedures cannot be effective until
and unless:
• Requirements of the job to be filled, have been
clearly specified (job analysis, etc)
Employee specifications (physical, mental, social, and
behavioral, etc) have been clearly specified.
Candidates for screening have been attracted.
IMPORTANCE OF SELECTION
Procurement of Qualified and Skilled Workers: - Scientific selection facilitates the
procurement of well qualified and skilled workers in
the organization. It is in the interest of the
organization in order to maintain the supremacy over
the other competitive firms. Selection of skilled
personnel reduces the labour cost and increases the
production. Selection of skilled personnel also
facilitates the expansion in the size of the business.
Reduce Cost of Training and Development:-
Proper selection of candidates reduces the cost of
training because qualified personnel have better
grasping power. They can understand the technique of
work better and in less time. Further, the organization
can develop different training programmes for
different persons on the basis of their individual
differences, thus reducing the time and cost of training
considerably.
Absence of Personnel Problems: - Proper selection of personnel reduces personnel problems in the organization. Many problems like labour turnover, absenteeism and monotony shall not be experienced in their severity in the organization. Labour relation will be better because workers will be fully satisfied by the work. Skilled workers help the management to expand the business and to earn more profits and in turn management compensates, the workers with high wages, benefits etc.
SELECTION PROCEDURE
Selection procedure employs several methods of collecting information about the candidate’s qualification, experience, physical and mental ability, nature and behavior, knowledge, aptitude and the like for judging whether a given applicant is or is not suitable for the job. Therefore, the selection procedure is not a single act but is essentially a series of methods or stages by which different types of information can be secured through various selection techniques.
At each step, facts may come to light which are
useful for comparison with the job requirement
and employee specifications.
Selection procedure is lengthy and time
consuming particularly in the case of
supervisory post.
Following are the steps/ procedures of selection:
Job Analysis.
Application Form.
Preliminary Interview.
Screening Application Form.
Written test.
Final interviewing.
Reference Checks.
Physical Examination.
Selection.
MEANING AND DEFINITION OF PLACEMENT
Placement means offering of the job to the finally selected
candidate. One the employee is selected he should be
placed on a suitable job.
According to Pigors and Myres, placement may be
defined as “the determination of the job to which an
accepted candidate is to be assigned, and his assignment
to that job. It is matching of what the supervisor has
reason to think he can dos with the job demands(job
requirements); it is matching of what he imposes(in strain,
working condition) and what offers is the form of pay roll,
companionship with other promotional possibilities etc.”
A proper placement reduced the employee turnover, absenteeism and accident rate and improves the morale. Placement is not an easy process. It is very difficult for a new employee who is quite unknown to the job and environment. For this reason, the employee is generally put on a probation period ranging from one year to two years.
At the end of the probation period, if the employee show a good performance, he is confirmed as a regular employee of the organization.
Thus, the probation period or trial period is a transition period at the end of which management has to take decision whether the employee should be made regular or discharged from the job.
PRINCIPLE OF PLACEMENT:-
1.The man should be placed on the job according to requirements of the job. The job should not be adjusted according to the qualifications or requirements of the man. “Job first, man next” should be the principle of placement.
The job should be offered to the man according to his qualifications. Neither higher, nor lower job should be offered to the new employee.
The employee should be made conversant with the conditions prevailing in the industry and all things relating to the job. He should also be made aware of the penalties if he commits a wrong.
While introducing the job to the new employee, an effort should be mad to develop a sense of loyalty and cooperation in him so that he may realize his responsibilities better towards the job and the organization.
