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In the fast changing and competitive business environment, where employees are considered as the main source of competitive

advantage it is very essential for the company to recruit the best people in the business. And hence,Recruitment and selection is now considered as very important process of human resource management. Recruitment is the process of attracting a pool of qualified job candidates from which the organisation can select the appropriate candidate to fulfil job requirement (Maxwell.G, 2002). The use of technology within human resource management has continued to increase over the years. One particular area of growth is for recruitment and selection purposes. Our 2008 Recruitment survey shows that 75% of organisations used their own corporate website in 2007 to attract applicants. {www.hrportal.com}.///////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 a high level of response. For example, {reed.co.uk} is an on line recruitment company they ask cv online than short listing done and at last candidate has to come for interview so by this save cost , time and hassle too. What are the strengths of online recruitment? 1.Wide geographical reach- broadening the selection pool 2. Speed- increasing the speed of time to hire. 3. Lower Cost- reducing recruitment costs. 4. Automating the Process-greater flexibility and ease for candidates. 5. Interaction with candidates - strengthening of the employer brand.///////There some basic benefits of online recruitment as far as reach is concern nothing is better than online anywhere in the world u can access it speed is like that as soon as the company put requirement on the net with in ten minutes thousands of cvs are there, no paperwork so definitely cost is low. Now companies put their criteria for selection on automatic basis the cvs which are not in line with that that will not be entertained. Online has better approach to interact with candidates.( www.hrguide.com) Disadvantages of using online recruitment 1. Limit the applicant audience as the Internet is not the first choice for all job seekers. (www.hradvice.com) 2.Cause applications overload or unsuitable applications if care isn’t taken drafting the job profile/specification. 3. exclude those who do not want to search for a new job online 4. Limit the attraction of those unable to fully utilise technology eg .certain disabled groups means the people who don’t have any access to internet. There are two main sources of online recruitment. 1. Internal and External. Internal Recruitment – Internal recruiting is the search for in-house employees who have the abilities and the attitudes to fulfill the requirements needed and to help the organization achieve its objectives. (Bratton and Gold, 2007)There are several sources of IR such as Staff notice boards, Intranets, In-house magazines / newsletters or staff meetings. Fuller and Huber (1998) had identified 4 distinct internal recruitment activities: promotion from within, lateral transfer, job rotation and rehiring former employees.///////////External recruitment: This refers to the filling of job vacancies from outside the business. Most businesses engage in external recruitment fairly frequently, particularly those that are growing strongly, or that operate in industries with high staff turnover (Van ours and Ridder, 1991). Internal Recruitment 1. Advantages 1.Better assessment of abilities, 2.Lower cost for some jobs. 3. Motivator for good performance. 4.Lower

Training also provides organization multi skill employees. It provides sense of satisfaction. In some situations. however other non core activities can be outsourced. (2007) 2 training and development According to Johnson and Scholes. 4. and helps people on a team./////Customer satisfaction increases repeat business.Can be expensive (Robert L.‘Political’ infighting for promotions 3. there may not be anything “wrong” at the present time.Human resource policies – head count freeze or staff development.May bring industry insights //// 2. there may be an identifiable issue or problem that needs to be addressed.More education and development required. In general. Disadvantages 1. 1988). Advantages to Organisation and Individual: Training is one of the most important parts of an organization's overall Strategy.////Organizational Development is a process that “strives to build the capacity to achieve and sustain a new desired state that benefits the organization or community and the world around them” Armstrong and Foley. Before starting a particular venture or considering a potential acquisition. OD work implies creating and sustaining change. it provides skills inside the organization which reduces overall cost of an organization's operations. Training can be used as a proactive means for developing skills and expertise to prevent problems from arising and can also be an effective tool in addressing any skills or performance gaps among staff. Disadvantages 1. In other situations. Longer ‘adjustment’ or orientation time. major benefit of . which is a key to success. Training increases productivity of employees and processes.**The goal of training is to create an impact that lasts beyond the end time of the training itself.////Training can be offered as skill development for individuals and groups. (CRONLY-DILLON. 2003. and most importantly have time to think and consider what new options can help them improve their effectiveness at work. customer or product diversification. Internal recruitment would be appropriate when cost is a major issue for an organisation.‘New blood’. whether there are required skills present in the organization or not. Also if the attrition rate is higher. Total Quality Management (TQM) and other quality management techniques require staff training as an important requisite for its successful implementation. Mathis.costs (WOODS. ////The choice of internal and external recruitment is usually based on: 1. 2008 Training is an educational process. Alan. Advantages 1. organization and employees for a long period. re-learn and reinforce existing knowledge and skills. The focus is on creating specific action steps and commitments that focus people’s attention on incorporating their new skills and ideas back at work.JIT emphasize on reduction in waste and waiting time in production process. Need of training arises due to advancement in technology. //////Benefits of training are intangible and investing in training benefits both. Nankervis).Danger of inbreeding 2. the present state. by providing proper training this is reduced. the first question arises that. D. Justin time philosophy is one of the leading ideas in Japan. Effective trainings convey relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the workplace. M.Organisational strategies – such as cultural or structural change. Typically all key skills required for efficient management of a company must be available in a company. Cheaper than training a professional 3. Training and Organizational Development. organisations can choose internal recruitment to retain employees. External Recruitment 1. Training increases an employer commitment to their job and their organization.High employee turnover may be a serious threat to an organization existence. Quality is one of the key features required for survival of an organization in long term. new perspectives and fresh ideas to problems 2. Need strong management development programs. ////External recruitment would be appropriate in situations when an organisation reviews all its internal candidates and no one is found suitable.Employee morale or financial reasons – cost reductions or redeployment. Organizational Development can be used to create solutions to workplace issues. 3./////These two processes. which is an intrinsic motivator. A major portion of quality costs consists of supervision./////One of the most important benefits of training for an organization is that.3. Training enhances a worker level of skills. John H. By training employees for promoting good customer relations will increase customer satisfaction and quality of service. need for improving performance or as part of professional development. Jackson) and (Robert Compton. William Morrissey. are often closely connected. the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and performance. 2. trainings involve presentation and learning of content as a means for enhancing skill development and improving workplace behaviors. in a department and as part of an institution identify effective strategies for improving performance. People can learn new information. Better understanding of jobs reduces accidents. Better training will reduce waste and machine down time. (Pedler et al. (2009)) /// 2. the OD process aims to find ideas and solutions that can effectively return the group to a state of high performance.////An OD perspective examines the current environment. before they become a concern or after they become identifiable problem.May not select someone who will ‘fit’ in culturally 2.

In some situations.//////Training programs increases communication between different levels of an organization. An OD perspective examines the current environment. re-learn and reinforce existing knowledge and skills. (Pedler et al. Staff empowerment is a recent trend in management. the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and performance. In other situations. In general. the OD process aims to find ideas and solutions that can effectively return the group to a state of high performance. The goal of training is to create an impact that lasts beyond the end time of the training itself. and most importantly have time to think and consider what new options can help them improve their effectiveness at work. acquiring professional with high skills is comparatively expensive than training current employees to acquire those skills. Organizational Development is a process that “strives to build the capacity to achieve and sustain a new desired state that benefits the organization or community and the world around them” Armstrong and Foley. OD work implies creating and sustaining change. in a department and as part of an institution identify effective strategies for improving performance. Training can be offered as skill development for individuals and groups. there may be an identifiable issue or problem that needs to be addressed. such empowerment will only be successful when proper training is provided to those empowered. 1988).training is that it reduces staff turnover and help an organization to retain its staff. Effective trainings convey relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the workplace. 2008 Training is an educational process. People can learn new information. trainings involve presentation and learning of content as a means for enhancing skill development and improving workplace behaviors. and helps people on a team. Training is also a key requirement for new recruits. the present state.In service industries the main source of an organization income is its staff expertise and skills. Better training can provide an organization competitive advantage over others in industry. proper training helps them to understand the job. The focus is on creating specific action steps and commitments that focus people’s attention on incorporating their new skills and ideas back at work. Training also increases understanding of the organizational culture. there may not be anything “wrong” at the present time. 2003. 3 According to Johnson and Scholes. . Any deficiency in processes and jobs are eliminated and those close to production processes become involve in the management. its requirements and responsibilities.

Training increases productivity of employees and processes. Total Quality Management (TQM) and other quality management techniques require staff training as an important requisite for its successful implementation. Customer satisfaction increases repeat business. Training and Organizational Development. By training employees for promoting good customer relations will increase customer satisfaction and quality of service. before they become a concern or after they become identifiable problem. Better understanding of jobs reduces accidents. Training also provides organization multi skill employees. Better training will reduce waste and machine down time. Training increases an employer commitment to their job and their organization. Before starting a particular venture or considering a potential acquisition.These two processes. are often closely connected. whether there are required skills present in the organization or not. Training can be used as a proactive means for developing skills and expertise to prevent problems from arising and can also be an effective tool in addressing any skills or performance gaps among staff. the first question arises that. Quality is one of the key features required for survival of an organization in long term.JIT emphasize on reduction in waste and waiting time in production process. by providing proper training this is reduced. it provides skills inside the organization which reduces overall cost of an organization's operations. Just-in time philosophy is one of the leading ideas in Japan. Advantages to Organisation and Individual: Training is one of the most important parts of an organization's overall Strategy. Training enhances a worker level of skills. Typically all key skills required for efficient management of a company must be available in a company. One of the most important benefits of training for an organization is that. which is a key to success. Benefits of training are intangible and investing in training benefits both. organization and employees for a long period. A major portion of quality costs consists of supervision. however other non core activities can be outsourced. Organizational Development can be used to create solutions to workplace issues. . which is an intrinsic motivator. need for improving performance or as part of professional development. It provides sense of satisfaction. Need of training arises due to advancement in technology.

And hence. In service industries the main source of an organization income is its staff expertise and skills. Better training can provide an organization competitive advantage over others in industry. Training is also a key requirement for new recruits. flexible workforce and increased emphasis on team-working and the emphasis between corporate strategy and people management. Any deficiency in processes and jobs are eliminated and those close to production processes become involve in the management. acquiring professional with high skills is comparatively expensive than training current employees to acquire those skills. proper training helps them to understand the job. There are two main sources of online recruitment. They are: demographic trends and changes. Recruitment and selection is now considered as very important process of human resource management. There are three main issues that have increased the importance of the selection decision of the organisation. such empowerment will only be successful when proper training is provided to those empowered. 4 Online Recriutment: In the fast changing and competitive business environment. Staff empowerment is a recent trend in management. where employees are considered as the main source of competitive advantage it is very essential for the company to recruit the best people in the business.High employee turnover may be a serious threat to an organization existence. Internal and External. 2007). 2002). 1. desire for multi-skilled. Training also increases understanding of the organizational culture. its requirements and responsibilities.J. Recruitment is the process of attracting a pool of qualified job candidates from which the organisation can select the appropriate candidate to fulfil job requirement (Maxwell. Training programs increases communication between different levels of an organization. Internal recruitment . major benefit of training is that it reduces staff turnover and help an organization to retain its staff. It is very necessary to consider various sources in the process of recruitment (Beardwell.G.

This source is comparatively costlier than other sources. The companies outsource their personnel management needs to these companies and then these agencies find out the right candidate for the respective jobs. business magazines. Labour unions: Labour unions are the good source of recruiting labours in the factory. Promotions and Transfers: Promotion and transfer is another way of internal recruitment. In this system. radio. And the employees respond it according to their needs. Current employee referrals: Referral from an existing employee is another major source of internal recruitment. Unions have traditionally supplied workers to the employers. friends. Media: Media is the most popular source of external recruitment. family members. Recruitment agencies: These are the most common source of external recruitment. Transfers are normally given to the employees who want to shift from one place to another and there are vacancies in that place. Job posting: In this system the employer provide notices to the existing employees about the job openings within the organisation. which is maintained by human resource department.Internal recruitment can be conducted in several ways: Employee database: Every company has a database of their employees. Employees feel motivated through promotions. Let us study in detail what are the different sources of external recruitment. A labour pool is generally available through Unions. There are certain HR agencies works for recruitment purpose. In this process the employee gets rewarded in the form of promotion to the next level of the job. This includes advertisement in newspaper. acquaintances of existing employees are considered as the reliable source of recruitment. TV channels etc. There are both private and government recruitment agencies. External Recruitment External recruitment is another way of recruiting people for the job. The company can use this data to fill the job requirement. .

Internal Recruitment 1. External Recruitment 1. Company update their websites from time to time according to the personnel needs of the company. most of the companies have their own “Career“website through which they recruit people. This method is used when the company needs immediate employees. Disadvantages • • May not select someone who will ‘fit’ in culturally Longer ‘adjustment’ or orientation time . Disadvantages • • • • Danger of inbreeding Possible morale problems of those not promoted ‘Political’ infighting for promotions Need strong management development programs.Job fairs & events: The Company organise job fairs events at different locations to attract the pool of candidates for the respective jobs. new perspectives and fresh ideas to problems Fast way of changing tired or outdated culture Cheaper than training a professional May bring industry insights More dynamic workforce 2. Advantages • • • • Better assessment of abilities Lower cost for some jobs Motivator for good performance Lower costs 2. As technology is improving. Advantages • • • • • ‘New blood’. E-recruitment: This is considered as the modern way of recruitment. This is known as Erecruitment.

Effective trainings convey relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the workplace. re-learn and reinforce existing knowledge and skills. Nankervis). 1988). trainings involve presentation and learning of . People can learn new information. organisations can choose internal recruitment to retain employees. and most importantly have time to think and consider what new options can help them improve their effectiveness at work. The choice of internal and external recruitment is usually based on: • • • Organisational strategies – such as cultural or structural change. Alan. William Morrissey. The goal of training is to create an impact that lasts beyond the end time of the training itself. (Pedler et al. Also if the attrition rate is higher. John H. In general. customer or product diversification. The focus is on creating specific action steps and commitments that focus people’s attention on incorporating their new skills and ideas back at work. Employee morale or financial reasons – cost reductions or redployment. 5 According to Johnson and Scholes. Internal recruitment would be appropriate when cost is a major issue for an organisation. Mathis. Training can be offered as skill development for individuals and groups. External recruitment would be appropriate in situations when an organisation reviews all its internal candidates and no one is found suitable. Jackson) and (Robert Compton. Human resource policies – head count freeze or staff development. 2008 Training is an educational process. it is used in situations when the organisation decides that fresh blood is required from outside.• • More education and development required Can be expensive (Robert L. Also.

and helps people on a team. there may . Organizational Development is a process that “strives to build the capacity to achieve and sustain a new desired state that benefits the organization or community and the world around them” Armstrong and Foley. in a department and as part of an institution identify effective strategies for improving performance. 2003. OD work implies creating and sustaining change.content as a means for enhancing skill development and improving workplace behaviors. An OD perspective examines the current environment. the present state. In some situations.