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TRANSCRIPT
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RECRUITMENT IN
SMEsPresented by:
Manish GuptaSurendra Singh Yadav
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What Is Recruitment?
Definition
Pre-requisites to recruitment in SMEs
Sources and method of recruitment in SMEs
Factor affecting recruitment policy in SMEs
Purpose and importance of recruitment in SMEs
Selection
Placement
Conclusion
References
Contents
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WHAT IS RECRUITMENT ?
Recruitment is the process to discover the
source of manpower to meet the requirement
of staffing and to employ effective measures
for attracting that manpower in adequate
numbers to facilitate selection of an efficient
working force.
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DEFINITION
According to Werther and Davis Recruitment is the
process of finding and attracting capable applicants for
employment. The process begins when new recruits
are sought and ends when their application aresubmitted
According to Heneman Recruitment is the process ofseeking out and attempting to attract individuals inexternal labour markets,who are capable of andinterested in filling available job vacacies
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Pre-requisites to Recruitment in SMEs
Job Analysis
Job Description
Job Specification
Job Evaluation
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Sources and method of recruitment in
SMEs
Internal sources or direct method
External sources or indirect method
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Internal sources
Review of the present employee
Nomination by employee
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External sources
Advertising
Campus recruitment
Employment agencies
Internet recruiting
Telephone and E-mails
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Cont.
Trade unions
Job fairs
Walk ins
Leasing
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Factor Affecting Recruitment Policy In
SMEs
External factor
Internal factor
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External Factor
Nature of competition for Human resource
Legal factors
Socio-cultural factors
External influences
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Internal factors
Organisational Image
Size of organisation
Type of personnel to be recruited
Past practices
Geographical location
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Purpose and Importance of
Recruitment in SMEs
1) Recruitment determines the present and
future human resource requirement.
2) Its helps to increase the pool of potential
personnel.
3) Its increase the success rate of the selection.
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Cont.
4)It helps to meet the organisations legal and
social obligations.
5)It helps in evaluating the effectiveness of
various recruitment techniques.
6)It reduce the probability that applicants leave
it after short period of time.
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Selection
Selection is the process in which candidatesfor employment are divided into classes thosewho are to be offered employment and those
who are not. By Yoder
Selection is the process of differentiating
between applicants in order to identify (andhire) those with a greater likelihood of successin a job.
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Steps in selection processApplication pool from recruitment process
SCREENING OF APPLICATION FORMS
SELECTION TESTS
SELECTION INTERVIEWS
CHECKING OF REFERENCES
PHYSICAL EXAMINATION
APPROVAL BY APPROPRIATE AUTHORITY
EMPLOYMENT CONTRACT
FINAL SELECTION
EVALUATION
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Placement
Placement occurs after orientation; placement
is the assignments of individuals to jobs.
Placement of an individual employee may be
at two stages: initial placement after the
selection and orientation or in the form of
internal mobilitypromotion, demotion,
transfer, separation, turnover.
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Conclusion
While these factors are important for
organisations to consider ,we must not lose
sight of the fundamental reason for trying to
insure the most effective selection
procedures-to identify the best person for the
job.
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REFERENCES
Human resource management
M.B.SHUKLA
The Dynamics of Entrepreneurial Development
and Management.
Vasant Desai
Human Resource Management
L.M. Prasad
www.google.com
http://www.google.com/http://www.google.com/ -
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