Welcome to Scribd, the world's digital library. Read, publish, and share books and documents. See more
Standard view
Full view
of .
Look up keyword
Like this
0 of .
Results for:
No results containing your search query
P. 1
Recruitment, Selection, Induction and Placement)

Recruitment, Selection, Induction and Placement)



|Views: 6,521|Likes:
Published by Neelu Saini

More info:

Published by: Neelu Saini on Sep 01, 2009
Copyright:Attribution Non-commercial


Read on Scribd mobile: iPhone, iPad and Android.
download as DOCX, PDF, TXT or read online from Scribd
See more
See less





Function 2: Recruitment and selection of employees
Recruitment of staff should be preceded by:An analysis of the job to be done (i.e. an analytical study of the tasks to be performed todetermine their essential factors) written into a job description so that the selectors know what physical and mental characteristics applicants must possess, what qualities and attitudes aredesirable and what characteristics are a decided disadvantage;
In the case of replacement staff a critical questioning of the need to recruit at all(replacement should rarely be an automatic process).
Effectively, selection is 'buying' an employee (the price being the wage or salarymultiplied by probable years of service) hence bad buys can be very expensive. For thatreason some firms (and some firms for particular jobs) use external expert consultants for recruitment and selection.
Equally some small organizations exist to 'head hunt', i.e. to attract staff with highreputations from existing employers to the recruiting employer. However, the 'cost' of  poor selection is such that, even for the mundane day-to-day jobs, those who recruit andselect should be well trained to judge the suitability of applicants.The main sources of recruitment are:
Internal promotion and internal introductions (at times desirable for morale purposes)
Careers officers (and careers masters at schools)
University appointment boards
Agencies for the unemployed
Advertising (often via agents for specialist posts) or the use of other local media (e.g.commercial radio)Where the organization does its own printed advertising it is useful if it has some identifyinglogo as its trade mark for rapid attraction and it must take care not to offend the sex, race, etc.antidiscrimination legislation either directly or indirectly. The form on which the applicant is toapply (personal appearance, letter of application, completion of a form) will vary according tothe posts vacant and numbers to be recruited.It is very desirable in many jobs that claim about experience and statements about qualificationsare thoroughly checked and that applicants unfailingly complete a health questionnaire (the latter is not necessarily injurious to the applicants chance of being appointed as firms are required toemploy a percentage of disabled people).Before letters of appointment are sent any doubts about medical fitness or capacity (inemployments where hygiene considerations are dominant) should be resolved by requiringapplicants to attend a medical examination. This is especially so where, as for example in thecase of apprentices, the recruitment is for a contractual period or involves the firm in trainingcosts.Interviewing can be carried out by individuals (e.g. supervisor or departmental manager), by panels of interviewers or in the form of sequential interviews by different experts and can vary
from a five minute 'chat' to a process of several days. Ultimately personal skills in judgment are probably the most important, but techniques to aid judgment include selection testing for:
Aptitudes (particularly useful for school leavers)
General intelligence(All of these need skilled testing and assessment.) In more senior posts other techniques are:
Leaderless groups
Command exercises
Group problem solving(These are some common techniques - professional selection organizations often use other techniques to aid in selection.)Training in interviewing and in appraising candidates is clearly essential to good recruitment.Largely the former consists of teaching interviewers how to draw out the interviewee and thelatter how to xratex the candidates. For consistency (and as an aid to checking that) rating oftenconsists of scoring candidates for experience, knowledge, physical/mental capabilities,intellectual levels, motivation, prospective potential, leadership abilities etc. (according to theneeds of the post). Application of the normal curve of distribution to scoring eliminates freak  judgments.
Induction Process
Induction Training
is vital for new hires. A well conducted induction ensures new hires are retained, andthen settled in speedily and comfortably in a constructive role. Induction training is about the basics thatseasoned employees take for granted: shift timings; holiday routine; casual/sick leave policy; location of thecafeteria; dress code; etc. etc. New employees also need to understand the organization’s goals, values andphilosophy; personnel practices, and of course the job they're required to do. This is also a time to establishclear foundations and expectations in terms of ethics, integrity, corporate social responsibility, and all theother converging theories in this area that are the bedrock of all responsible modern enterprises.Professionally organized and delivered induction training is your new employees' first proper impression of you and your enterprise; this makes it an ideal occasion to reinforce their decision to come and work foryou.Now imagine conducting induction training every time you hire someone; and if current employee turnoverrates are anything to go by, then you will be inducting some new hires every week, if not every day! If induction is carried out in the traditional manner then you end up investing considerable time and humancapital; draining your resources unnecessarily.BlueApple offers a software that automates the entire induction training process; the interface is user-friendly and intuitive, putting the user at ease immediately. With this software in place, induction trainingcan be conducted for individuals or groups on demand and online; eliminating the need for managers todisrupt their daily routine and conduct induction personally. Conversely it adds to the comfort of the newemployee, by providing information on demand and as often as required. By necessity induction training
involves rather dry subjects, but with online delivery it can be made more palatable, since the matter can bepresented creatively in various forms using web based delivery modes such as; flash, animation, powerpoint etc.Our induction software is all about making the job more meaningful for people and reinforcing theircommitment to your organization – making them feel like they belong – from the very first day itself!
Recruitment & SelectionStep 12: Induction
Induction is the first step in building a two-way relationship between the organisation and theemployee.Commencing a new position with a new organisation can be a daunting process. There arecolleagues, supervisors and managers to meet, new processes to become familiar with, newoffices and buildings to navigate, new software to master, employment conditions to understandand a job to learn.The transition to the new workplace is made easier and more effective for both the newemployee and the employer if there is an effective induction process.
The Four Components to an Effective Induction at the University
1. Human Resources
Client Services staff will ensure information and documentation facilitating payment of salary iscompleted. Relevant University policy documentation and useful University information willalso be provided.
PLACEMENT AND INDUCTIONQ1). What is placement?
Ans. Placement is a process of assigning a specific job to each of the selected candidates. It involves assigning a specific rank andresponsibility to an individual. It implies matching therequirements of a job with the qualifications of the candidate.
Q2). Give the significance of placement?
Ans. The significances of placement are as follows: -* It improves employee morale.

Activity (39)

You've already reviewed this. Edit your review.
1 hundred reads
1 thousand reads
Joshuva Daniel liked this
Winfred Mukami liked this
gold2k4all9282 liked this
Min Heng liked this
Min Heng liked this
dillipriya liked this

You're Reading a Free Preview

/*********** DO NOT ALTER ANYTHING BELOW THIS LINE ! ************/ var s_code=s.t();if(s_code)document.write(s_code)//-->