by abha sethi roll no - 5145 introduction. topic : recruitment
TRANSCRIPT
By abha sethiRoll no - 5145
INTRODUCTION
Topic : RECRUITMENT
DEFINITION
According to Flippo, “Recruitment is the process of searching for prospective employees & stimulating & encouraging them to apply for jobs in an organisation.”
WHY RECRUITMENT ???
For deciding about the number both present & future requirements
In today’s competitive environment - choice of the right employees.
When recruitment is not done properly – organisation has to suffer heavily.
RECRUITMENT NEVER DONE IN ISOLATION
Recruitment is a positive process. Concerned with inviting more candidates. Organisation can select best talent.
RECRUITMENT VS EMPLOYMENT
Recruitment is only just one step in the process of employment.
RECRUITMENT PROCESS
Personnelplanning
Job vacancies
Job analysis
Recruitment
Planning Numbers
Types
StrategyDevelopme
ntWhere? When?
Employer requisitio
n
SearchingActivation
Selling-message-media
Applicants
population
Evaluation &
Control
Recruitment process beings when personnel department receives requisitions for recruitment.
Determining no. & type of employees needed.
Identifying the employees with required characteristics.
Developing & employing to attract candidates.
Stimulate candidates to apply for jobs. Evaluating effectiveness of recruitment .
TOPIC•RECRUITMENT POLICY•SITUATIONAL FACTORS AFFECTING RECRUITMENT•RECRUITMENT ORGANISATION
RECRUITMENT POLICYRecruitment policy specifies the objectives of recruitment and provides a framework for the implementation of recruitment programme. A recruitment policy may involve commitment to broad principles such as filling vacancies with best qualified
individuals.
Elements of Good Recruitment Policy
Organizational objectivesIdentification of the recruitment needsPreferred sources of recruitmentCriteria of Selection and PreferencesMonetary Aspects
PRE REQUISITES Conformity with good general policies.Flexible to meet changes.Provide job security and continuous employment.Integrate organizational and employee needs.Right person at right job.Highlight the necessity of establishing job analysis.Jobs to handicapped, women and minority groups.“Policy is concerned with quantity and quality of manpower.”
Situational factors affecting recruitment
ECONOMICAL FACTORSSOCIAL FACTORSTECHNOLOGICAL FACTORSPOLITICAL FACTORSLEGAL FACTORS
RECRUITMENT ORGANISATION
CENTRALISED RECRUITMENTDECENTRALISED RECRUITMENT
MERITS OF CENTRALISED RECRUITMENT
Lower costs.Promotion and transfer procedure.Experts will be available.Uniformity in recruited persons.Effective and suitable placement.Line managers are free from botheration of recruitment.
Merits of decentralised recruitment
Possible to recruit most suitable candidates.Where there is need ,recruitment is there.Full information about recruitment processes.Free to use different methods.Better control over the persons.
SOURCES OF RECRUITMENT
INTERNAL SOURCESpresent employees
promotions transfers
Seniority v/s merit
Employees referrals
Former employees
Previous applicants
EXTERNAL SOURCES
Advertisement Employment exchange Unsolicited applicants Professional organisations Data banks Similar organisations Casual callers
Labour contractors Trade unions Gate recruitment Campus placement Recruiting agencies Competitors
METHODS OF RECRUITMENT
DIRECT METHOD
INDIRECT
METHOD
THIRD PARTY
METHOD
CONSTRAINTS & CHALLENGES
OF RECRUITMENT
1. IMAGE OF THE ORGANISATION
2. UNATTRACTIVE JOB
3. INTERNAL POLICIES OF THE
ORGANISATION
4. BUDGETORY SUPPORT
5. GOVERNMENT INTERFERENCE
PHILOSOPHIES OF RECRUITMENT
TRADITIONAL PHILOSOPHY
REALISTIC PHILOSOPHY
REALISTIC JOB PREVIEW
JOB COMPATIBILITY QUESTIONNAIRE
differenceTRADITIONAL High job expectation. Job viewed as
attractive by potential job seekers.
High job offer acceptance.
Actual work experience belies the expectation.
REALISTIC Realistic job
expectation. May or may not be
attractive. May accept or may
reject. Actual work
experience confirms the expectations.
RECRUITMENT PRACTICES IN INDIA
RECRUITMENT PRACTICES FOLLOWED BY INDIAN INDUSTRIES:
1.INTERNAL SOURCES2.PUBLIC EMPLOYMENT EXCHANGES3.LABOUR CONTRACT4.CANDIDATES BROUGHT BY FRIENDS AND
RELATIVES OR INTRODUCED BY PRESENT EMPLOYEES
5.CASUAL LABOURERS6.PRIVATE EMPLOYMENT
AGENCIES/CONSULTANTS
7.CAMPUS RECRUITMENT8.SON OF SOIL9.RESERVATIONS
RECENT TRENDS IN RECRUITMENT
Outsourcing Poaching/raiding E-recruitment
POACHING
• ALSO KNOWN AS RAIDING• MEANS EMPLOYING A COMPETENT AND
EXPERIENCED PERSON ALREADY WORKING WITH ANOTHER REPUTED FIRM IN THE SAME OR DIFFERENT INDUSTRY
BUT HOW POACHING IS DONE?
A COMPANY ATTRACT TALENT FROM ANOTHER FIRM BY OFFERING AATTRACTIVE PAY PACKAGES AND OTHER TERMS AND CONDITIONS WHICH ARE BETTER THAN THE CURRENT EMPLOYER OF THE CANDIDATES
POACHING IS SEEN AS UNETHICAL PRACTICE AND NOT OPENLY TALKED ABOUT .INDIAN COMPANIES ESPECIALLY IN SOFTWARE AND RETAIL SECTOR FACE MOST SEVERE BRUNT OF POACHING TODAY .IT HAS BECOME A CHALLENGE FOR HR MANAGERS TO FACE AND TACLE POACHING AS IT WEAKENS COMPETITIVE STRENGHTH OF THE FIRM
E –RECRUITMENT
Organisations advertise job vacancies trough worldwide web THE JOB SEEKERS SEND THEIR APPLICATIONS OR CURRICULUM VITAE i.e.CV THROUGH E-MAIL USING THE INTERNET ALTERNATIVELY JOB SEEKERS PLACE THEIR CV’S IN WORLDWIDE WEB,WHICH CAN BE DRAWN BY PROSPECTIVE EMPLOYEES DEPENDING UPON THEIR REQUIREMENTS
E-RECRUITMENT IS THE USE OFTECHNOLOGY TO ASSIST THE RECRUITMENT PROCESS
ADVANTAGES OF E-RECRUITMENT
1.LOW COST2.NO INTERMEDIARIES3.REDUCTION IN TIME OF RECRUITMENT4.RECRUITMENT OF RIGHT TYPE OF PEOPLE 5. EFFICIENCY OF RECRUITMENT PROCESS
OUTSOURCING
OUTSOURCING
The outsourcing firm help the organisation by the initial screening of the candidates according to the needs of the organisation and creating a suitable pool of talent for the final selection by the organisation
WHY DO WE NEED OUTSOURCING??????????
ADVANTAGES OF OUTSOURCING:
1.COMPANY NEED NOT PLAN FOR HUMAN RESOUCES MUCH IN ADVANCE2.VALUE CREATION ,OPERATIONAL FLEXIBILITY AND COMPETITIVE ADVANTAGE3.TURNING THE MANAGEMENT’S FOCUS TO STRATEGIC LEVEL PROCESSES OF HRM4.COMPANY IS FREE FROM SALARY NEGOTIATIONS ,WEEDING THE UNSUITABLE RESUMES/CANDIDATES5.COMPANY CAN SAVE A LOT OF ITS RESOURCES AND TIME
HR CHALLENGES IN RECRUITMENT
MAJOR CHALLENGES IN RECRUITMENT:
Adaptability to globalization Lack of motivation Process analysis Strategic prioritization
Thank You