Set 2MB0027
NameG M Firoz KhanRoll No.520931217ProgramMBASubjectHuman Resource Management[Set 2]CodeMB 0027LearningCentreSystems Domain –Indira Nagar,Bangalore [2779]
1.
Mention and briefly explain different sources of recruitment.
The sources of employee’s recruitment can be classified into two types,
internal
and
external
. Filing a job opening from within the firm hasadvantages of stimulating preparation for possible transfer of promotion,increasing the general level of morale, and providing more informationabout job candidates through analysis of work histories within theorganisation. A job posting has number of advantages. From the viewpoint of employee, it provides flexibility and greater control over careerprogress. The jobs posted on notice boards, group emails and publishingin internal news papers. Internal applications often restricted to certainemployees, the guidelines for companies include:
–
Good or better in most recent performance review
–
Dependable attendance record
–
Not under probationary sanction
–
Having been in present position for at least one yearThe personnel department acts as a clearing house in screeningapplications that are unrealistic, preventing an excess number of bids bya single employee and counselling unsuccessful employees in theirconstant attempt to change their jobs.Similarly the firm may go to external sources for recruitment of lowerentry jobs, for expansion, and positions whose specifications cannot bemet by the present personnel. The following external resources areavailable for firms:
a)
Advertising:
There is a trend toward more selective recruitment inadvertising. This can be affected in at least two ways. Firstadvertisements can be placed in media read only by particular groups.Secondly, more information about the company, the job, and the jobspecification can be included in the ad to permit some self-screening.
b)
Employment Agencies:
Additional screening can be affected throughthe utilization of employment agencies, both public and private. Today,in contrast to their former unsavoury reputation, the publicemployment agencies in several states are well-regarded, particularlyin the fields of unskilled semi-skilled and skilled operative jobs. In the
Set 2MB0027
technical and professional areas, however, the private agencies tend tospecialize in a particular engineer.
c)
Employee Referrals:
Friends and relatives of present employees arealso a good source from which employees may be drawn. When thelabour market is very tight, large employers frequently offer theiremployees bonus or prizes for any referrals that are hired and staywith the company for a specific length of time. Some companiesmaintain a register of former employees whose record was good tocontact them when there are new job openings for which they arequalified. This method of recruitment, however, suffers from a seriousdefect that it encourages nepotism, i.e. Persons of one’s communityor caste are employed, who may or may not be fit for the job.
d)
Schools, colleges and professional institutions:
These offeropportunities for recruiting their students. They will also have separateplacement cell where the bio data and other particulars of the studentsare available. The prospective employers can review credentials andinterview candidates for management trainees or probationers. This isan excellent source of potential employees for entry-level positions inthe organisations.
e)
Labour Unions:
Firms which closed or union shops must look to theunion in their recruitment efforts. This has disadvantage of monopolistic workforce.
f)
Casual applicants:
Unsolicited applications, both at the gate andthrough the mail, constitute a much-used source of personnel. Thesecan be developed through attractive employment office facilities,prompt and courteous reply to unsolicited letters.
g)
Professional organisations or recruiting firms or executiverecruiters:
Maintain complete records about employed executives.These
firms are looked upon as head hunters, raiders and pirates byorganizations may employ “executive search firms” to help them findtalent. These consulting firms recommend persons of high calibre formanagerial, marketing and production engineers’ posts.
h)
Indoctrination seminars for colleges
are arranged to discuss theproblem of companies and employees. Professors are invited to takepart of these seminars. Visits to plants are arranged so that professorsmay be favourably impressed. They may speak well of a company andhelp it in getting the required personnel.
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