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Assignment on human resource management

Assignment on human resource management

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Published by: diplococcous on Nov 20, 2009
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HUMAN RESOURCE MANAGEMENT
ASSIGNMENT ONHUMANRESOURCEMANAGEMENTBY RAHUL GUPTA
Q.1 Mention and briefly explain different sources of recruitment?
Recruitment
:
Recruitment refers to the process of screening, and selecting qualified people for a jobat anorganizationor firm, or for a vacancy in a volunteer-based some components of therecruitment process, mid- and large-size organizations and companies often retain professional recruitersor outsource some of the process to recruitment agencies. Externalrecruitment is the process of attracting and selecting employees from outside theorganization. The recruitment industry has four main types of agencies:employment agencies, recruitment websites and job search engines, "headhunters" for executive and  professional recruitment, and in-house recruitment. The stages in recruitment include
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HUMAN RESOURCE MANAGEMENT
sourcing candidates byadvertisingor other methods, and screening and selecting potentialcandidates using tests or interviews.
Headhunters
:
A "headhunter " is industry term for a third-party recruiter who seeks out candidates, oftenwhen normal recruitment efforts have failed. Headhunters are generally considered moreaggressive than in-house recruiters or may have preexisting industry experience andcontacts. They may use advancedsales techniques, such as initially posing as clients togather employee contacts, as well as visiting candidate offices. They may also purchaseexpensive lists of names and job titles, but more often will generate their own lists. Theymay prepare a candidate for the interview, help negotiate the salary, and conduct closure tothe search. They are frequently members in good standing of industry trade groups andassociations. Headhunters will often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers.Headhunters are typically small operations that make high margins on candidate placements(sometimes more than 30% of the candidate’s annual compensation).
In-House Recruitment
:
Larger employerstend to undertake their own in-house recruitment, using their human  resourcesdepartment, front-line hiring managers and recruitment personnel who handletargeted functions and populations. In addition to coordinating with the agencies mentionedabove, in-house recruiters may advertise job vacancies on their own websites, coordinateinternal employee referrals, work with external associations, trade groups and/or focus oncampusgraduate recruitment. While job postings are common, networking is by far themost significant approach when reaching out to fill positions.
Passive Candidate ResearchFirms / Sourcing Firms
:
These firms provide competitive passive candidate intelligence to support company'srecruiting efforts. Normally they will generate varying degrees of candidate informationfrom those people currently engaged in the position a company is looking to fill. Thesefirms usually charge a per hour fee or by candidate lead. Many times this uncovers namesthat cannot be found with other methods and will allow internal recruiters the ability tofocus their efforts solely on recruiting.
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HUMAN RESOURCE MANAGEMENT
Process
:
Job Analysis
The proper start to a recruitment effort is to perform a job analysis, to document the actualor intended requirement of the job to be performed. This information is captured in a job descriptionand provides the recruitment effort with the boundaries and objectives of thesearch.
 Oftentimes a company will have job descriptions that represent a historicalcollection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting arecruitment with an accurate job analysis and job description insures the recruitment effortstarts off on a proper track for success.
Sourcing
Sourcinginvolves1)Advertising, a common part of the recruiting process, often encompassing multiplemedia, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs2) Recruiting research, which is the proactive identification of relevant talent who may notrespond to job postings and other recruitment advertising methods done in #1. This initialresearch for so-called passive prospects, also called name-generation, results in a list of  prospects who can then be contacted to solicit interest, obtain a resume/CV, and bescreened.
Screening and selection
Suitability for a jobis typicallyassessed by looking for skills, e.g. communication,typing, and computer skills. Qualifications may be shown throughrésumés, job applications, interviews, educational or professional experience, the testimony of references, or in-housetesting, such as for software knowledge, typing skills,numeracy,andliteracy, through  psychological testsor employment testing. In some countries, employers are legally
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