ET 42022

Industrial Management

Recruitment, Selection, Placement,

Induction & Training

Thilini C. Gamage, Ph. D.

Professor in Marketing
(Ph.D. (CMB), BSc. (Hons) in MIT (KLN), ACIM (UK), MSLIM)
Professor in Marketing
Department of Marketing Management, Faculty of Management Studies
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 Job Analysis
• Job analysis is the process of studying and collecting
information related to the operations and
responsibilities of a specific job.

• Job analysis can be further classified as:

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 Job Analysis
• Job Description: It is a written statement of what a jobholder
does, how that job is done to define the role and responsibility
of that position, and why it is done. It typically describes job
content, environment, and conditions of employment.

• Job Specification: It states the minimum and desirable

qualifications that a person must possess to perform a given job
successfully. It identifies the knowledge, skills, attitudes and
behaviour that are needed to do the job effectively

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 Recruitment
• Recruitment is the process of locating and encouraging
potential applicants to apply for existing or anticipated job
openings.

• It is a linkage activity bringing together those with jobs and those

seeking jobs.

• It is basically attracting a large number of qualified applicants

who are ready to take up the job if it is offered

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 Sources of Recruitment
Internal sources
• Present employees
• Retrenched employees
• Retired employees
• Dependent of deceased employees
• Promotion, demotion or transfer

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 Sources of Recruitment
External sources
• Advertisements
• Employee exchanges
• Unsolicited applicants
• Labor contractors
• Casual callers

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 Selection
• It is a process for choosing the right or the best
candidate(s) who meets the requirements of a particular
position from among all candidates who have applied.

• It is a match-making to develop a right fit between the

requirements of the job and the personality of the
applicant.

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 Selection Process
• Reception

• Screening
– Resume
– Educational qualifications
– Work experience
– Extra curricular activities
– References
– Salary demanded

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 Selection Process
• Selection tests
• Selection interviews
• Checking references
• Physical examination
• Final selection
• Job offer
• Job contract

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 Placement
• Placement implies assigning a specific rank and
responsibility to an individual.

• If a candidates adjusts himself to the job and continues

to perform as per expectations, it means he/she is
rightly placed.

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 Principles of Placement
• Job first, man next.

• Placement should neither be higher nor lower than the

qualification.

• The placement in the initial period may be temporary as

changes are likely to occur after completion of the
training.

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 Induction
• When a new employee joins an organization, he/she
should be welcomed as a new member and must be
acquainted & adjusted with the fellow employees and
the environment.

• “Induction is the welcoming process to make the new

employee feel at home and generate in him a feeling of
belongingness to the organization”

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 Induction
• It is defined as the socializing process by which the
organization seeks to make an individual its agent for
the achievement of its objectives and the individual
seeks to make an agency of the organization for the
achievement of his/her personal goals.

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Contents of an Induction Program
• Company’s history & philosophy
• Products & services
• Organizational structure
• Location of departments
• Terms & conditions of the service
• Benefits & services for employees
• Opportunities for T&D
• Grievance handling procedure

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 Training
• “It is the act of increasing the knowledge and skills of
an employee for doing a particular job.”
----- Edwin B. Flippo

• “ I hear, I forget
I see, I remember
I do, I understand”

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 Performance Appraisal
•
review
It is assessment of contribution of an employee to the fulfillment
of organizational objectives.

• Performance management is a process of establishing

performance standards and then assessing the performance of
employee for attaining those standards in order to arrive at
objective human resource decisions.

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 Performance Appraisal
• Performance Appraisal Methods
– Rating Scales
– Appraisal by Objectives
– 360-degree Feedback

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 Recognition and Reward
• Monetary rewards are not the only type of rewards.

• Non-monetary rewards play a significant role in motivating the

employees.

• How the rewards are provided is equally important as what is the

reward.

• Recognition to an employee should be provided in front of the

people whom he/she considers to be important.

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