NAME -DEBIKA BANARJEE

4th sem supp. Internal

1882037
BBA LLB A
Q.How E- Recruitment has developed through data analytics in the last 5 years
from the conventional recruitment. Its pros & cons & its effectiveness in
relation to time, cost & effort by the company?
Recruitment is a process of finding out the prospective applicants and stimulating them to apply for
the vacancy. It is a long process which involves a series of activities that starts with analysing the job
requirements and ends on the appointment of the employee. The recruitment is done by the Human
Resource managers either internally or externally. The sources of internal recruitment are
promotion, transfers, retrenched employees, contact or references, ex-employees, retired
employees, etc. On the other hand, sources of external recruitment are recruitment through
advertisement, campus recruitment, recruitment by employment exchanges, recruitment by third
parties (recruitment agencies), internet recruiting, unsolicited applicants, etc.

During the past years the HRM field has been strongly affected by technological advancements,
especially the Internet have largely impacted the overall functioning of HRM in organizations. Online
recruitment, that can also be called as e-recruitment, has been an enormous trend in 15 HRM in the
terms of automating the recruitment process and various HR tasks such as HR evaluation and HR
rewards. Due to large number of job applications which emerge especially from the use online
recruitment, there has been discussions about how organizations can manage all of these
applications. However, exploitation of technology in hiring process has become particularly popular
among large companies.

Online recruitment uses the power of the internet to match people to jobs. Fundamentally, it is
about advertising vacancies on either job sites or corporate websites. At this very basic level, it is
particularly effective at getting an important level of response. While it may generate hundred more
applications than traditional print advertising, simply attracting more candidates is only part of the
job. Few example of online recruitment portals are naukri.com, times jobs.com, monsterindia.com,
indeed-one search, all jobs, jobsahead.com, careerbui lder.com, shine.com, freejobalerts.com,
facultyplus.com jobsahead.com etc.

Benefits of Online Recruitment (e-recruitment) over Traditional Recruitments :

Wide geographical reach

Advertising online opens a much wider candidate pool than advertising in print. This gives you a
much better chance of finding the right candidate for the job.
Speed
Jobs posted online go live in literally minutes and candidates can do responds immediately.
Lower cost
This may surprise, but technology in online recruitment is not expensive. By saving on time, design
and print costs and targeting precisely the best sites for the best candidates. Online recruitment is a
very cost-effective option.
Automating the process
The pre-selection process can be tailored to individual companies' needs. This way one can sift and
sort candidates who meet exact needs. Automating the application process also gives a level playing
field for all candidates whether they come directly to your company's site, via a recruitment
consultant or in response to a print advertisement.
Interaction with candidates
Working online via websites and email is the way of the future. It's not just the youngsters who are
logging on to find jobs either.

Other advantages are:-

 Lower costs to the organisation. Also, posting jobs online is cheaper than advertising in the
newspapers.

 No intermediaries.

 Reduction in the time for recruitment (over 65 percent of the hiring time).

 Facilitates the recruitment of right type of people with the required skills.

 Improved efficiency of recruitment process.

 Gives a 24*7 access to an online collection of resumes.

 Online recruitment helps the organisations to weed out the unqualified candidates in an
automated way.

 Recruitment websites also provide valuable data and information regarding the
compensation offered by the competitors etc. which helps the HR managers to take various
HR decisions like promotions, salary trends in industry etc.

 Disadvantages of E-Recruitment

 Apart from the various benefits, e-recruitment has its own share of shortcomings and
disadvantages. Some of them are:

 Screening and checking the skill mapping and authenticity of million of resumes is a problem
and time consuming exercise for organisations.

 There is low Internet penetration and no access and lack of awareness of internet in many
locations across India.

 Organisations cannot be dependant solely and totally on the online recruitment methods.

 In India, the employers and the employees still prefer a face-to-face interaction rather than
sending e-mails.

Disadvantages of E-Recruitment

 Apart from the various benefits, e-recruitment has its own share of shortcomings and
disadvantages. Some of them are:

 Screening and checking the skill mapping and authenticity of million of resumes is a problem
and time consuming exercise for organisations.

 There is low Internet penetration and no access and lack of awareness of internet in many
locations across India.

 Organisations cannot be dependant solely and totally on the online recruitment methods.
  In India, the employers and the employees still prefer a face-to-face interaction rather than
sending e-mails.
CRITERIA FOR EFFECTIVE E-RECRUITMENT:

 Companies use the E Recruitment process for samplifying the selection procedure to make
the process effective, the organizations should be concerned about the Return on
investment (ROD) which should be calculated to compare the costs and risks involved

 It helps in calculating the benefits and measures the estimated return on investment In the
era of globalization, the recruitment policy should be flexible and proactive, to adapt market
changes

 Unemployment rate, labour turnover rate are to be considered Remember, the whole
process of recruitment depends on the availability of candidates in the market For every
vacant position in the company, it is not viable to spend too much of time and resources
Impact of availability of compensation details in the job advertisement should be
considered. Also, the wage, salary, benefits, when disclosed online, should follow the legal
norms Chance fix negotiation will not arise.

 Precautions to be taken while screening the resume online, keywords that discriminates
gender,age, religion to be avoided .

 Company should be selective while chooung the ute for posting the job advertisement. It
should be clear whether to post the advertisement on company's own website or on a job
portal available.
Q. Why have Social Security benefits grown in strategic importance to employees?
Comment on this statement.

The idea behind the concept of social security is that the state shall be responsible for protecting its
citizens against certain contingencies of life. There is no such definition of social security which may
be country to country according to the prevailing social legislations, traditions ideals. The basic
principle of social security implies collective action by the community to help a member against
misfortunes and wants he cannot meet with his own resources. It is based on business ethics “ideals
of human dignity and social justice”. Social security is the security that society furnishes through
appropriate organizations against certain risks to which its members are exposed. Broadly speaking
the idea of social security is that “The state shall make itself responsible for ensuring a minimum
standard of material welfare to all its citizen on a basis wide enough to cover all contingencies of life
from womb to the tomb. According to ILO “Social security is the protection which society provides
for its members through a series of public measures against the economic and social distress
resulting from sickness, maternity, employment injury, unemployment, invalidity, old age and death.
These measures are also of a great importance to a country which is on the way of large scale
industrialization as they improve employee’s morale by providing sense of security to them again
various industrial hazards.” In fact social security is an attack on five “Giants” namely Want, Disease,
Ignorance, Squalor and illness. Security against giant of “squalor” mean security against all those
evils which come through the unplanned and unorganized growth of cities. The ultimate aim one’s
economic and political protection. It is to protect the poor and to ensure that they have an
acceptable standard of living.

The idea behind the concept of social security is that the state shall be responsible for protecting its
citizens against certain contingencies of life. There is no such definition of social security which may
be country to country according to the prevailing social legislations, traditions ideals.

The basic principle of social security implies collective action by the community to help a member
against misfortunes and wants he cannot meet with his own resources. It is based on business ethics
“ideals of human dignity and social justice”.

Social security is the security that society furnishes through appropriate organizations against certain
risks to which its members are exposed.

Broadly speaking the idea of social security is that “The state shall make itself responsible for
ensuring a minimum standard of material welfare to all its citizen on a basis wide enough to cover all
contingencies of life from womb to the tomb.

Features:-
Social security provides financial helps in case of contingencies such as unemployment, maternity,
industrial disease, old age and death etc. From the analysis of these above mentioned definitions
one can identify the following features of social security. (i) Social security in some countries is
applied to all governmental programmes and in some countries it is applied only to Social Insurance
programme. (ii) It covers wide variety of health and welfare schemes, the coverage of social security
is very wide meeting the different contingencies of an employee member. (iii) Social Security is a
dynamic concept and its coverage changes with social, economic and political system prevailing in a
given country at a given time. (iv) A comprehensive scheme of social security consist of “Social
Insurance and social assistance". (v) The modern social security scheme is the integration of its two
important elements of social insurance and social assistance and covering of all social risks. (vi) Social
security must provide protection against all the ordinary risks of life and as well as special risks of
employment. (vii) It should bring under protection all member workers by hand and brain who live
solely by their mere earnings. (viii) All social security programme although differ from country to
country but they aims at providing some form of cash payments to individuals to individuals to
replace at least a part of the lost income that occurred due to any such contingencies. (ix) It provides
financial helps in case of contingencies such as unemployment, maternity, work injury, industrial
disease, old age, widowhood and orphan hood etc. (x) Under social security the members of a
particular category are offered safeguards and benefits such as medical and financial and to injured
and financial help to widows, orphans and educational assistance in the form of scholarship and free
ships to the needy students.

Broadly speaking the approaches of social security are three fold in nature: (i)Compensation
(ii)Restoration (iii)Prevention (i) Compensation means income security during spell of risks because
the individual and his family not be subjected to a double calamity involving both destitution and
loss of life, health and work. Under worker compensation, workers are compensated in case of any
permanent disability reducing permanently or temporary earning capacity of aggrieved employee. It
is compensating a suffered employees due to contingencies and unexpected mishaps by providing
financial support. (ii) Restoration. It means giving individuals and their families the confidence that
their level of living and quality of life will not suffer as far as possible due to any social and economic
loss. “It aims at restoring the previous social and economic status of the employee by providing
financial and social help under different provisions of social security Acts. Due to restoration of one’s
previous status financial position the self- confidence and self-esteem of the employee can be
maintained.” Restoration mean reemployment and providing self-confidence through cure of
sick/injured employees. (iii) Prevention. Social Security is a basic instrument of social and economic
justice among members of the society.” It not only aims at compensation and restoration of one’s
financial and social status; it further aims prevention of mishaps, industrial injury and occupational
diseases. Prevention aims at avoiding loss of productive capacity due to sickness i/injure or
Unemployment. Factory Act, Industrial safety Act and worker’s Compensation Act are helpful in the
preventions of different Industrial hazards leading to injury and occupational diseases. Prevention is
better than cure.”

Social security is of great importance to developing and underdeveloped countries which aims at
large scale rapid industrialization. It helps in improving morale of employees by providing sense of
security to them against various industrial hazards, occupational diseases and any other types of
unfair practices. These are some of the important objectives of social security
(i) Access to social security is a fundamental human right to which every individual
is entitled as a member of the society.
(ii) (Its main objective is to give individual that confidence through which they must
be sure that their level of living and quality of life will be adversely affected due
to any mishaps and contingencies.
(iii) The aim of social security has been widened to include the complete quality of
working and living life in each aspect.
(iv) Society security is a wise investment which motive the employees and boost
their morale. Leavingto higher quality production.
(v) It is basic instrument of social and economic justice among members of the
society.
(vi) Social security leads to adoption of the schemes of unemployment, insurance
and creation of new employment through a drive for rational planning and
industrial development.
 (vii) It further aims at the establishment of a scheme of old age and unemployment
pension.
(viii) Social Security emphasis covering more different types of risks like sickness,
maturity and employment injuries.
(ix) Under Social security cash benefits were to be given for employment injuries for
permanent partial incapacity.
(x) The main objective of social security is that a citizen who has contributed or is
likely to contribute to his country’s welfare should be given protection against
certain hazards of life.
(xi) It emphasizes and ensures that the ideals of human dignity and social justice are
duty taken care. The main objective of social security is that a citizen to his
country’s welfare should be given protection against certain hazards of life.
According to the International Labour Organization “ Social security is the
protection which society provides for its members through a series of public
measures against the economic and social distress that otherwise would be
caused by the stoppage or substantial reduction of earning resulting from
sickness, maternity, unemployment, invalidity, old age and death.”

Scope:-

International Labour organization in its convention divided scope of social security into nine
components. (i) Medical care, social security under medical care covers pregnancy confinement and
its consequences and disease which lead to a morbid condition. “The need for pre-natal and
postnatal care was emphasized. It may include practitioner care, specialist care, provision of
essential pharmaceutical and hospitalization.”

(ii) Sickness Benefit. Sickness includes incapability to work resulting a loss of earning. Under this
benefit worker need not be paid for three days of suspension of earnings and the payment of
benefits may be limited to 26 weeks in a year.

(iii) Unemployment Benefit. Under the social security benefit cover the loss of earning during a
worker’s unemployed period when he is capable and available for work but remains unemployed
because of lack of suitable employment. As per Act this benefit may be limited to 13 weeks payment
in year.

(iv) Employment Injury Benefit. Under Employment Injury benefit proper medical care and periodical
payment are made to injured employee as per the legal provisions of Worker’s compensation Act. In
these days industrial work is subject to different kind of contingencies mishaps and occupational
diseases which are covered under employment injury benefit of social security. It may include (i)
Morbid condition (ii) Inability to work (iii) Due to Morbid condition may lead to suspension of
earning (iv) Total or partial loss of earning capacity. (v) Death of the bread earner in family. Under
this proper medical car and periodical payment are made to injured employee as per the legal
provisions of Worker’s compensation Act.

(v) Old Age Benefit. Old age benefits is applicable in India only in few states. Under this benefit the
quantum of payment depends upon on individuals working capacity during the period before
retirement.It further includes a certain amount beyond a prescribed age and continues till one’s
death.
 (vi) Maternity Benefit. There is complex maternity benefit Act 1961 which covers benefit due to
pregnancy. Confinement and their consequences resulting in the suspension of earnings. There is
legal provision for medical including pre-natal confident, post-natal care and also hospitalization if
required. Fixed periodical payment of three month before birth of the child and three month after
that.

(vii) Family Benefit. In case of death of the bread earner this cover responsibility for maintenance of
children during the entire period of children is provided. (viii) Survivor’s benefit. It refers to the
benefits to the affected family in form of periodical payments to a family following the death of its
bread earner and should continue during the entire period of contingency. (ix) Invalidism benefit. In
fact this benefit continue till invalidism changes into old age then old age benefit would become
payable under this benefit as per ILO convention “ a periodical payment should cover the needs of
workers who suffer from any disability arising out of sickness or accident and who are unable to
engage into any gainful activity.”

THREE MAJOR WAYS OF PROVIDING SOCIAL SECURITY ARE

1. Social Insurance – is described as the giving in return for contribution, benefits up to

subsistence level, as of right and without a means test, so that an individual may build freely

upon it.

The features of social insurance are –

a) It is financed entirely by or mainly from the common monetary contributions of workers,

employers and the state. This fund takes care of all the benefits paid in cash or kind.

b) The state and the employers make a major contribution to the fund, while the employees pay

only a nominal amount, according to their capacity to pay.

c) Under these schemes contributions are accumulated in special funds out of which benefits

are paid.

d) Under social Insurance schemes benefits are so planned to cover on a compulsory bases all

those who should be covered.

e) When there is a total or partial loss income, these benefits within limits, ensure the

maintenance of the beneficiaries minimum standard of living.

f) Social insurance benefits are granted without an examination of an individual‟s needs and

without any means test, without affecting the sense of self respect of the beneficiary.

g) These benefits are so planned as to cover, on compulsory basis all those who are sought to be

covered.

h) Lastly, social insurance reduces the suffering arising out of the contingencies faced by an

individual contingency which he cannot prevent.

Q.Rajiv is a member of a market research team. His boss periodically observes his
work on specific aspects of his job (client call, conducting meetings, attending
seminars etc.) and writes down, using specific behavioral description, what he
sees Rajiv doing. What appraised technique in your opinion is he employing?
a. BARS b. Graphic rating scale c. Forced choice comparison d. Critical
Incident e. Checklist appraisal

Ans-He is employing the appraised technique of critical incident as the techniques of him coincides
with it. Critical incident method or critical incident technique is a performance appraisal tool in
which analyses the behavior of employee in certain events in which either he performed very well
and the ones in which he could have done better. Critical incident technique is used to collect data
using a set of procedures. In critical incident method the observer observes critical human behaviors,
skills used, incidents that occur on the job.

In Critical incident method, the manager of the employee gives all the details of the incident. This
method is quite subjective in nature as compared to other methods which may be very objective and
would require just ratings out of 5/10 etc. It helps to define the competencies and Knowledge, Skills,
Abilities and other attributes (KSAO) required for a task or set of tasks that entails a job. The
observer not only looks at the hard skills used but also the mental abilities that are required by the
job incumbent.

Importance of Critical Incident Technique

Critical Incident Technique is very helpful while making a Job Specification and Job Description. The
respondents, usually the job incumbents are asked to tell a story about the experiences they had
while performing the job, the interviewer notes down the necessary incidents, skills, mental abilities,
knowledge and other attributes that were used during the job by the job incumbent. Critical incident
technique is very important and helpful technique to create a Job description and a job specification
for a job. Providing a job description and job specification is essential to attract the right candidates
for the job and can help to cut down the turnaround time for filling up a vacancy in the organization.
Critical Incident technique notes down the important skills, knowledge, mental abilities and other
attributes that are required in the job. Critical Incident Appraisal is used as a performance appraisal
process method for employees.

Critical Incident Method Steps:-

Reiew incidents>Collect Facts>Analyse Data>Determine Outcomes>Evaluate Solution

Critical incident technique has the following steps.

1. We start with determining and reviewing the incidents that have taken place during the course of
the job
2. Fact finding which involves gathering information of the incident from the members.
3. The third step is to analyze the facts and the data collected by the interviewer from the
participants and determine the issues
4. The fourth step is to determine possible solutions for the issues that have been identified
5. Finally the last step is to evaluate whether the solution will be able to remove the cause of the
problem that was identified.

Advantages of Critical Incident Technique

A few advantages of critical incident method are:
1. Helps to identify rare events which might be missed by other methods as they focus only on
common events.
2. The technique is cost effective and provides rich information
3. The respondent’s perspective is taken into account
4. The respondents are not forced into any framework
5. Many ways to implement the technique like observation, questionnaires and interviews

Disadvantages of Critical Incident Technique

1. Many incidents may go unreported or might not be precise as the reporting of incidents relies on
memory of the respondent.
2. Biasness might creep in towards the incidents that happened recently.
3. The incidents narrated may not be representative of everyday situation that takes place during
the job.

Example of Critical Incident Method

A few examples are:
1. Critical Incident Technique is a technique to help find facts about a job. Example of critical
incidents technique is an interview being taken of the incumbent of the job to know the facts of the
job. These facts are collected by various techniques like questionnaires and survey as well and can
be used for organizational development and market research. The interviewer should try to extract
data related to description and outcome of the critical incident, the feelings, perceptions and
thoughts that the person had at the time of the incident. The actions that were taken during the
incident and what changes should be undertaken next time this incident takes place.
2. On a particular day one Salesperson stayed 60 minutes beyond his break during the busiest part of
the day. Whereas another salesperson fails to answer store manager’s call thrice.