National Institute of Business ManagementChennai - 020

EMBA/ MBA

Elective: Human Resources Management

Name : Anil Narayan Jadhav Registration No: is N10/30373

Case Study

Elective- Human Resources Management

Which are the points you will keep in mind for recruiting new personnel into your organization if you are the H.R. Manager of a footwear manufacturing company?

A) If am H.R. Manager of a footwear manufacturing company and in this company want recruit new employees then I will take information from HOD’s How many employees need to work in organisaton ?

B) Job Analysis : After having decided how many persons would be needed it is necessary to prepare a job analysis which records details of training, skills, qualifications, experiences, which are needed for a job. Job analysis includes the preparation of job descriptions and job specifications so right man on right job on right time will gate and organization goal will success.

C) Recruitment Policy : After job analysis I will make good recruitment policy. In this policy must contain following elements :

Organisation objectives - both in the short term and long term must be taken into consideration as a basic parameter for recruitment decisions and needs of the personnel area wise job family wise.

Identification on the recruitment needs to take decisions regarding the balance of the qualitative dimensions of the would be recruits.

Preferred sources of recruitment which would be tapped by the organization.

Criteria of selection and preference

The cost of recruitment and financial implications of the same.

D) Forecast of manpower recruitment : In this point will specify the

indents or requisition :

The jobs or operations or positions for which the person should be available.

Duration of their employment

Salary to be offered and any other conditions and terms of employment which the indenting officer feels necessary.

Then I will use various stages in the recruitment process include:

Identifying the need to recruit

Identifying the job requirements.

Deciding the sources of potential recruits

Deciding the selection method

Short listing candidates.

Selecting the successful

Notifying candidates of the outcomes

Appointing the successful candidate

Identifying the need to recruit : When a vacancy occurs the first issue

to consider is whether there is a need to fill it. There is also question of

whether it is the same job that needs to be filled. In considering this issue

the employer should take account of the following alternatives:

Reorganization, Flexible working, Unsung part time or casual staff, Using

contractors, staff transfer or promotion, Job sharing, computerization.

Identifying the job requirements. : This stage of the process entails being

about the content of the job. And the characteristics required of the person in

order to perform the job to the necessary standard. This means that there

should first be a clear jibe description and the need to fill a vacancy is an

ideal opportunity to review any existing job description to ensure that is still

meets the organizations requirements and a personnel specification setting

out the characteristics required of the jobholder.

Content of the personnel or person specification : I will gather all

information of recruitment so I will make seven point plan as following:

1. Physical make-up- Health, appearance, bearing and speech

2. Attainments – Education, qualification, experience.

3. General intelligence –Intellectual capacity

4. Special aptitudes – Mechanical, manual dexterity, facility in use of

words of figures,

5. Interests – Intellectual, practical, constructional, physically active,

social artistic.

6. Disposition – Acceptability, influence over others, steadiness,

dependability, self-reliance

7. Circumstances – any special demands of the job, such as ability to

work unsocial hours travel abroad, etc

Five fold Grading System :

1. Impact on others – physical make-up, appearance, speech and

manner

2. Acquired qualification – education, vocational training, work

experience.

3. Innate abilities – quickness of comprehension and aptitude for

learning

4. Motivation – individual goals, consistency and determination in

following them up, success rate

5. Adjustment – emotional stability, ability to stand up to stress and

ability to get on with people.

Deciding the sources of potential recruits : There are number potential

sources of candidates for jobs :

Internal Sources: I will find personnel needs are filled through

transfer or promotions. Internal source thought it is the main

source of recruitment . After this needed candidate then I will

use External sources as following :

Organisation itself : The first port of call when considering how to fill a

vacancy will usually be the organization itself and this can have

advantages in terms of motivations, moral and development as

discussed above.

Word of mouth : Jobs may often be filled by existing employees letting

their friends and acquaintances know of any vacancies. While this

approach will save the costs of advertising or recruitment by some

other.

Drawing up an Advertisement : When drawing up an advertisement

the following rules should be followed :

Consider the key aspects of the job and ensure that these are

appropriately stressed.

Describe the organization and a few key features

State the job title and summarize the main duties or

accountabilities.

Describe the location

Describe the method of application and any closing date.

Adapt the style of the advertisement is discriminatory.

Newspaper and magazine advertisements : I will give advertisements

in local newspaper, journals and trade and professional periodicals

stating the availed job duties and responsibilities, emoluments,

qualification and experience required for the job. For senor post the

market is more likely to be a national one, justifying the use of national

newspaper, although this is likely to prove costly.

Job center and employment agencies : After this I will take help of

Employment jobcentre. Agencies tend to specialize in one particular

type of staff such as secretaries or accountants.

Selection consultants : I will take advice of selection consultants that

they can bring considerable expertise to the selection process and

can frequently attract suitable candidates.

Executive search consultants : If I would like recruit higher position

then I will take help of Executive search consultant..

Schools and universities : I will take help of schools, collages to

provide a flow of potential employees.

Internet : I will search employees on internet.

Selection Method : The selection process really begin with the

organization choice of how the applicant should respond to an

advertisement

Application form or curriculum vitae : After this I will prepare

selection method how application should respond to an

advertisement .

Application forms

Letters of applications

Telephone

Interview : A selection interview is a controlled conversation

between an applicant for a job and the employer or someone

representing the employer, designed to test the suitability of the

applicant for the job in question.

I will use two types of interview: 1) Direct Interview : It is a straight

forward , face to face question answers session between the

interviewer and the interviewee.

Non-direct interview : No direct questions are asked in this interview.

Conducting Successful interviews : There are a number of rules to

be followed when conducting selection interviews these are follows :

Before the interview, During the interview and After the

interview

Selection Tests : The defects of the more traditional method of

recruitment have led many organizations to look for more

objectives predicator of performance

Psychometric tests : Psychometric tests involve applying

standard procedures to applicants in such a way that their

responses can be qualified.

Intelligence Tests : Intelligence tests are the oldest kind of

psychometric test having been designed by bidet and simon in

1905.

Aptitude and attainment tests : These test are designed to test

particular aptitude or abilities and can therefore be made very

relevant to the job in question

Personality tests : Personality is an even vaguer word than

intelligence and this is probably the biggest problem with

personality tests.

Medical Examination/Physical examination : Application

who get over one or more of the preliminary hurdles are sent

for physical examination either to the organization physician

or to a medical officer approval.

Placement : After Medical Report fit for job interview a

particular person is selected for a given job, often more than

one person may be selected for the jobs of similar nature. In

the second case, individual employees have to be put under

individual supervisors with the approval of the latter.

Personnel Report : Selected candidate will give appointment

letter and joining date first will fill joining report. I will made

his personnel file and all estimated copies of certificate

education & experience will filing in his personal file.

Orientation (Induction Proramme) : Selected candidate

introduce with all employs and give induction programme.

During the period he is informed about the company and its

products. He is provided with a completed description of his

job and also a copy of the rules, policies and procedures to be

followed by him. He will informed about his authority ,

responsibility, his superiors and subordinates. The new

employee may also be taken round the office and plant and

made familiar with activities and schemes of the enterprises.

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