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Lesson 07

Lesson 07

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Published by arsha

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Categories:Types, Business/Law
Published by: arsha on Oct 13, 2010
Copyright:Attribution Non-commercial

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12/31/2013

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102Personnel Management Concepts
LESSON
7
RECRUITMENT AND SELECTION
CONTENTS
7.0Aims and Objectives7.1Introduction7.2Sources of Recruitment7.2.1Internal Sources7.2.2External Sources7.3Methods of Recruitment7.3.1Promotions and Transfers7.3.2Job Posting7.3.3Employee Referrals7.3.4Campus Recruitment7.3.5Advertisements7.3.6Private Employment Search Firms7.3.7Employment Exchanges7.3.8Gate Hiring and Contractors7.3.9Unsolicited Applicants/Walk-ins7.3.10E-hiring7.4Recruitment Practices in India7.5Scientific Selection7.5.1Process of Selection7.6Selection Testing7.6.1Intelligence Tests7.6.2Aptitude Tests7.6.3Personality Tests7.6.4Achievement Tests7.6.5Simulation Tests7.6.6Assessment Centre7.6.7Graphology Tests7.6.8Polygraph (Lie-detector) Tests7.6.9Integrity Tests7.7Selection Interview7.8Types of Interviews7.9Medical Examination
Contd....
 
103Recruitment and Selection
7.0AIMS AND OBJECTIVES
This lesson begins with an explanation of various methods of recruitment. It also throwslight on the importance of testing while selecting the right person for the right job andconcludes with a discussion of the various methods of training operatives and developingexecutives. After studying this lesson, you will be able to:
Describe meaning, constraints, sources and methods of recruitment
Explain recruitment policies and procedures commonly followed in organisations
Discuss meaning and process of selection
Describe different types of testing and interview
Explain the important issues in placement and promotion.
7.1INTRODUCTION
The human resources are the most important assets of an organisation. The success orfailure of an organisation is largely dependent on the calibre of the people working therein.Without positive and creative contributions from people, organisations cannot progressand prosper. In order to achieve the goals or the activities of an organisation, therefore,we need to recruit people with requisite skills, qualifications and experience. While doingso, we have to keep the present as well as the future requirements of the organisation inmind. Recruitment is a 'linking function' - joining together those with jobs to fill and thoseseeking jobs. It is a 'joining process' in that it tries to bring together job seekers andemployer with a view to encourage the former to apply for a job with the latter.The basic purpose of recruiting is to develop a group of potentially qualified people. Tothis end, the organisation must communicate the position in such a way that job seekersrespond. To be cost effective, the recruitment process should attract qualified applicantsand provide enough information for unqualified persons to self-select themselves out.
7.10Reference Checks7.11Hiring Decision7.12Placement7.13Induction/Orientation7.13.1Induction Programme: Steps7.14Promotion7.14.1Purposes and Advantages of Promotion7.14.2Bases of Promotion7.14.3Promotion Policy7.15Let us Sum up7.16Lesson End Activity7.17Keywords7.18Questions for Discussion7.19Suggested Readings
 
104Personnel Management Concepts
7.2SOURCES OF RECRUITMENT
The sources of recruitment may be broadly divided into two categories: internal sourcesand external sources.
7.2.1Internal Sources
These sources include the employees already on the payroll i.e., present work force.Whenever any new vacancy arises, people from within the organisation will be upgraded,prompted, transferred or demoted. The process of filling job openings by selecting fromamong the pool of present workforce can be implemented by the following methods:
Reviewing the personnel records.
Job posting and job bidding.
Inside moonlighting and employee's friends.Review of the personnel records and skills inventory provides adequate information forthe personnel director to find suitable candidates for a particular position. Under jobposting and bidding system, the organisation notifies its present employees of openings,using bulletin boards, and company publications, etc. This is a more open approach whereevery one gets the same right to apply for a job and bid for the same. If the labourshortage is of short-term nature and great amount of additional labour is not necessary,then organisation employs 'inside moonlighting.' It is a technique where organisationpays bonuses of various types to people not on a time payroll. Overtime procedures are,in many organisations, developed for those on time payroll. Furthermore, before goingoutside to recruit many organisations ask the present employees to encourage friendsand relatives to apply.
7.2.2External Sources
External sources lie outside an organisation. Here the organisation can have the servicesof: (a) employees working in other organisations; (b) job aspirants registered withemployment exchanges; (c) students from reputed educational institutions; (d) candidatesreferred by unions, friends, relatives and existing employees; (e) candidates forwardedby search firms and contractors; (f) candidates responding to the advertisements, issuedby the organisation; and (g) unsolicited applications/walk-ins.
Check Your Progress 1
List the two categories of sources of recruitment...................................................................................................................................................................................................................................
7.3METHODS OF RECRUITMENT
The following are the most commonly used methods of recruiting people:
7.3.1Promotions and Transfers
This is a method of filling vacancies from within through transfers and promotions. Atransfer is a lateral movement within the same grade, from one job to another. It maylead to changes in duties and responsibilities, working conditions, etc., but not necessarily

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