Unit 6

Embed Doc
Copy Link
Readcast
Collections

CommentGo Back

Download

34

Getting HumanResources

UNIT 6ATTRACTING THE TALENT:RECRUITMENT, SELECTION,OUTSOURCING

Objectives

After completion of the unit, you should be able to:

l

explain the need for spelling out job specification as the starting point for theprocess of selection;

l

name various sources which can be used for attracting the desired types of manpower;

l

state, explain and evaluate various methods of recruitment;

l

explain the need for and the process of initial screening;

l

describe the process of application scrutiny;

l

explain the need for, types of, and the uses of various psychological tests in theevaluation of candidates;

l

explain the purpose and types of interviews, their limitations, and the need forcare in using them;

l

explain the purpose of induction and how it is carried out; and

l

discuss the function of outsourcing.

Structure

6.1Introduction6.2Some Definitions6.3The Process of Recruitment6.4Methods of Recruitment6.5Selection6.6Selection Tests6.7Interview6.8Physical Examination6.9Reference Checks6.10Final Decision6.11Placement6.12Induction6.13Outsourcing6.14Road Map for Successful Outsourcing6.15Summary6.16Self Assessment Questions6.17Further Readings

6.1 INTRODUCTION

The most valuable asset of any large-scale organization is the high-calibre employees.Finding right people and putting them at right job is the most important challenge forany organization. At the stage of Human Resource Planning, as we have already

35

Attracting the Talent:Recruitment, Selection,Outsourcing

discussed in the previous unit, the human resource requirement is forecasted. Keepingin mind the forecast the function of attracting the best available talent is carried out byan organization. It involves functions like; recruitment, selection, induction. All theseare discussed in this unit.

6.2 SOME DEFINITIONS

Recruitment

Recruitment is the process of identifying the prospective employees, stimulating andencouraging them to apply for a particular job or jobs in an organization. It is apositive action as it involves inviting people to apply. The purpose is to have aninventory of eligible persons from amongst whom proper selection of the most suitableperson can be made.

Selection

Selection is the process of examining the applicants with regard to their suitability forthe given job or jobs, and choosing the best from the suitable candidates and rejectingthe others. Thus, you will notice that this process is negative in nature in the sense thatrejection of candidates is involved.

Placement

Placement is the determination of the job for which a selected candidate is best susitedand assigning that job to him. The ideal situation is ‘the right man for the right job’. Aproper placement of a worker reduces employee turnover, absenteeism, accident rates,etc., and improves morale, motivation, work, etc.

Induction

Induction is introducing an employee to the job and to the organization. The primarypurpose of induction is to ‘sell’ the company to the new employee so that he may feelproud of his association with the company. This is called ‘orientation’ or‘indoctrination’.

Their Inter-relationship

The above are the four steps taken in the order given before a person starts histraining for the job to which he is assigned. First he is recruited, that is, his attention isdrawn to the existence of a possible opening for him and he is invited to apply for it.In the next stage of selection all the applicants are screened to find their suitability forthe job and the best one is selected. The third step of placement follows selection and aparticular job is assigned to the selected person. After that he is introduced to his joband to his organization so that he may understand the environment in which he has towork.Having defined these four processes, we shall describe them in some detail in thefollowing paragraphs.

6.3 THE PROCESS OF RECRUITMENT

Preparation for Recruitment

Before you think of inviting people to apply for a job you have to decide what types of persons are to be invited and what their characteristics should be. This calls for fixingthe ‘job specifications’ which may also be called ‘man specifications’.

36

Getting HumanResources

Job specifications are based on job description which is dependent upon the nature andrequirements of a job. Thus, job specification will be different for each job.We shall explain below the various elements of job specification.

Physical Specifications:

For certain jobs some special physical features may berequired. For example, for assembly of a TV set or some other electronic equipmentgood vision is required, for a typing job you need finger dexterity, for a heavy job youneed a strong, heavy and thick-set body. The particular physical abilities and skillsnecessary for a given job have to be specified. These may refer to height, weight,vision, finger dexterity, voice, poise, hand and foot coordination, motor coordination,colour discrimination, age-range, etc.

Mental Specifications:

These include intelligence, memory, judgement, ability –plan, ability to estimate, to read, to write, to think and concentrate, scientific faculties,arithmetical abilities, etc. Different jobs require different degrees of such abilities andthe more important ones should be specified.

Emotional and Social Specifications:

These include characteristics which will affecthis working with others, like personal appearance, manners, emotional stability,aggressiveness, or submissiveness, extroversion or introversion, leadership,cooperativeness, initiative and drive, skill in dealing with others, socia1 adaptability,etc.

Behavioral Specifications:

Certain management personnel at higher levels of management are expected to behave in a particular manner. These are not formallylisted but have to be kept in mind during the process of recruitment, selection andplacement.

Activity A

Please describe below your job as carefully and precisely as you can..........................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................Please give below the ten most important elements of your job specification. Alsoevaluate yourself in respect of each element and write against it whether you meet it(a) fully, (b) substantially, (c) to some extent, or (d) not at all.

ElementExtent of meeting (a), (b), (c), (d)

1)................................................................................................................2)................................................................................................................3)................................................................................................................4)................................................................................................................5)................................................................................................................6)................................................................................................................7)................................................................................................................8)................................................................................................................9)................................................................................................................10)................................................................................................................

of 00

Leave a Comment