Human Resource Management

January – March 2013

RECRUITMENT

Dr KSB Nayar
ksbnayar@gmail.com

Session 6/20022013

INVESTMENT BANKING. AND WEALTH MANAGEMENT ATTRIBUTES ITS SUCCESS TO ITS HIGH-QUALITY HUMAN CAPITAL BUILT PAINSTAKINGLY WITH HELP OF ITS HR PRACTICES – THROUGH ITS RECRUITMENT DRIVES PROMOTERS HAVE VIEWED HUMAN RESOURCE AS A SOURCE OF COMPETITIVE ADVANTAGE AND ENABLER OF OPERATIONAL STRATEGY COMPANY DEPENDED ON EMPLOYEE REFERRALS. CONSULTANTS & WEB-BASED HIRING TO SOURCE BEST TALENT WELL-KNOWN HR CONSULTING AGENCIES LIKE ABC. IT HAD SIGNIFICANT PRESENCE IN CORPORATE AND INSTITUTIONAL BANKING. BY 2008.YES BANK  STARTED OPERATIONS IN 2004. EMMAY AND KOM/FERRY INTERNATIONAL HELPED IN RECRUITMENT CAMPAIGNS TO ATTRACT TOP PERFORMERS     . FINANCIAL MARKETS. PLANMAN.

YES BANK  YES BANK IS STRIVING HARD TO CREATE STRONG EMPLOYER BRAND IN TERMS OF EMPLOYEE VALUE PROPOSITION INTEGRALLY LINKED TO THE CORE VALUES AND HR SYSTEMS AND PROCESSES ESSENCE OF EMPLOYEE VALUE PROPOSITION IS TO ENABLE EMPLOYEES TO ABSORB ORGANIZATIONAL VALUES AND THEN SHARE THE SAME VALUES WITH ITS VALUABLE CUSTOMERS ULTIMATE AIM OF BRAND CREATION MEASURE ARE RETAINING TALENTED EMPLOYEES AND MAKING IT A PREFERRED DESTINATION FOR SUPERIOR HUMAN RESOURCES   .

INTRODUCTION        PRIMARY TASK OF HRM IS TO CHOOSE THE RIGHT KIND OF PERSON FOR THE RIGHT JOB THIS IS BECAUSE THE ABILITY OF ANORGANIZATION IS DETERMINED BY THE ABILITY OF THE WORKFORCE OLD BELIEF THAT CAPITAL WAS FUNDAMENTAL TO THE PROGRESS OF THE ORGANIZATION DOES NOT HOLD GOOD ANY LONGER EMPLOYERS BEGAN TO BELIEVE THAT SMART WORKFORCE IS THE KEY TO SUCCESS IT IS WITH THE PEOPLE THAT QUALITY PERFORMANCE BEGINS AND ENDS MAJOR CHALLENGE OF HR MANAGER LIES NOT IN CHOOSING THE RIGHT PEOPLE BUT IN LOCATING AND REACHING OUT TO THESE PEOPLE & MOTIVATING THEM TO OFFER THEMSELVES AS PROSPECTIVE JOB ASPIRANTS RECRUITMENT MAY BE DEFINED AS A SEARCH FOR PROMISING JOB APPLICANTS TO FILL VACANCIES THAT MAY ARISE IN THE ORGANIZATION .

FEATURES OF RECRUITMENT  IT IS A POSITIVE ACT – ENCOURAGE POTENTIAL APPLICANTS TO SEEK JOBS IN THE FIRM INVOLVES A SERIES OF PLANNED ACTIVITIES – NOT A SINGLE TASK IT PROPOSES TO DEVELOP AN APPLICANT POOL IN THE DESIRED HIRING RATIO (NUMBER OF APPLICANTS FOR A JOB) TO ENSURE EFFECTIVE SELECTION PROCEDURE REPRESENTS THE FIRST CONTACT BETWEEN ORGANIZATION AND POTENTIAL EMPLOYEES INTENDS TO LOCATE AND REACH OUT TO POTENTIAL APPLICANTS CONTINUED CONTACT BETWEEN ORGANIZATION & COMMUNITY      .

FEATURES OF A GOOD RECRUITMENT POLICY  RECRUITMENT POLICY IS THE GUIDING PRINCIPLE THAT GOVERNS THE HR PRACTICES RELATING TO RECRUITMENT IT PROVIDES A BROAD FRAMEWORK FOR HR DEPARTMENT TO CHOOSE PRIORITIES RELATING TO RECRUITMENT THESE PRIORITIES MAY INCLUDE GENDER EQUATION. PHYSICALLY CHALLENGED & COMPASSIONATE APPOINTMENTS FOR DEPENDENTS OF DECEASED & RETIRED EMPLOYEES A GOOD RECRUITMENT POLICY MUST BE IN CONFORMITY WITH RELEVANT PUBLIC POLICY AND LEGISLATIONS IT MUST SUPPLEMENT AND NOT CONTRAVENE THE HR POLICIES      IT MUST DISPLAY ENOUGH DYNAMISM AND PROGRESSIVENESS IN ITS APPROACH TO ATTRACT THE BEST TALENTS IT MUST CONSTANTLY STRIVE TO MAKE NECESSARY HUMAN RESOURCES AVAILABLE TO MATCH THE SKILLS REQUIREMENT IT MUST ENSURE EQUAL EMPLOYMENT OPPORTUNITIES FOR ALL SECTIONS OF SOCIETY   . OPTIONS FOR SOCIALLY MARGINALIZED.

training. compensation and other aspects of human resource management  NATURE OF THE JOB has a bearing on the recruitment policy that may be different for managerial and non-managerial positions in the management REPUTATION OF THE FIRM or goodwill enjoyed by an organization in the labour market influences its recruitment policy. A positive image among prospective job seekers can easily attract the required number of candidates CONVENTIONAL WISDOM ensures consistency in recruitment practices for a fairly long time   . promotion.FACTORS OF GOOD RECRUITMENT POLICY INTERNAL FACTORS well within control of an organization that influence recruitment policy  HR POLICY OF THE ORGANIZATION states the intent of the organization about recruitment.

FACTORS OF GOOD RECRUITMENT POLICY EXTERNAL FACTORS beyond the control of the organization and affect the quantity and quality of labour available  LABOUR MARKET CONDITIONS demand and supply of labour in the market influence the recruitment policy  LEGAL PROVISIONS contribute to the formation of recruitment policy SOCIO–ECONOMIC FACTORS like level of education. physically handicapped and availability of technology have an effect on the recruitment policy  . licensing and certification requirements to perform a job and attitude of society towards the weaker sections like women. economic necessity of labour force. average age of people available in the market.

LINE MANAGERS MAY HANDLE ALL ASPECTS OF HR WORK ON THEIR OWN AS ORGANIZATIONS GROW IN SIZE. THEY MAY FIND IT DIFFICULT TO CARRY OUT PERSONAL DUTIES IN ADDITION TO ROUTINE WORK   LARGE ORGANIZATIONS ESTABLISH SEPARATE HR DEPARTMENTS AND CENTRALIZE HR ACTIVITIES LIKE RECRUITMENT CENTRALIZED RECRUITMENT HAS FOLLOWING ADVANTAGES:       ENSURES UNIFORMITY IN RECRUITMENT POLICY HELPS REDUCE COST SINCE ADMIN COSTS CAN BE KEPT TO A MINIMUM ENSURES BEST POSSIBLE UTILIZATION OF EXPERTISE OF HR AVOIDS PERSONAL BIAS & PREJUDICE IN RECRUITMENT & SELECTION FACILITATES MAINTENANCE OF CENTRALIZED TALENT POOL  ALLOWS LINE MANAGERS TO DEVOTE MORE TIME TO OPERATIONS .RECRUITMENT ORGANIZATION  IN SMALL ORGANIZATIONS.

RECRUITMENT IS ONE OF THE CRITICAL SUB-PROCESSES A WELL-PLANNED AND WELL-MANAGED RECRUITING PROCESS IS ESSENTIAL FOR ATTRACTING HIGHQUALITY APPLICANTS  .RECRUITMENT PROCESS  THE RECRUITMENT PROCESS IS CONCERNED WITH THE PROCEDURE FOR IDENTIFICATION AND CLASSIFICATION OF THE POTENTIAL SOURCE OF HUMAN RESOURCES SUPPLY AND EFFECTIVELY UTILIZING THOSE SOURCES  IN THE OVERALL PROCESS OF PROCURING AND INDUCTING HUMAN RESOURCES.

STEPS IN RECRUITMENT PROCESS .

It may include Development of different sources of recruitment Preferences to be followed Recruitment method to be used and a series of activities to be undertaken  DETERMINATION OF STRATEGY     .STEPS IN RECRUITMENT PROCESS  HUMAN RESOURCES PLANNING     Framing of HR Plans in tune with organizational objectives clearly estimating levels and kinds of HR required to ensure accomplishment of strategic plan of the organization Estimation of how many qualified persons are necessary to carry out assigned activities (personnel demand) How many people will be available (internal supply) What must be done to ensure that the personal supply equals personnel demand at appropriate point (reconciliation process) for choosing the candidates.

recruitment method and strategy must be in accordance with relevant laws and regulations To enhance its effectiveness Quality of applicant pool is an indicator of efficiency of recruitment process  FEEDBACK AND CONTROL   .STEPS IN RECRUITMENT PROCESS  EVALUATION OF THE SOURCES OF RECRUITMENT   Internal and external Evaluation refers to assessment of strengths and weaknesses of sources like How many applicants did we generate through each of our recruitment processes  IMPLEMENTATION OF RECRUITMENT METHODS AND STRATEGIES  Regardless of whether the organization decides to recruit from internal or external sources.

SOURCES OF RECRUITMENT .

EVALUATION OF INTERNAL RESOURCES MERITS  Helps Career Development Plans  Requires Less Orientation & Training  Can act as a good motivator and morale booster  Better Utilization of Skills. Experience and Qualification  Easy to Induct Employees into work environment  It is economical and less time-consuming compared with external sources  Enhance Loyalty among employees LIMITATIONS  Restricts the option of recruiting a more diverse workforce  Provide with better applicants but not necessarily the best  May result in in-breeding  Can affect unity and integrity – selection procedure as unfair  Difficult to infuse with fresh talent and creativity .

SOURCES OF RECRUITMENT .

adopt innovations and modify existing work culture  Enable exploit labor market conditions (changes in demand & supply) LIMITATIONS       Inadequate opportunities for promotion These resources are costly and time-consuming Induction and socialization may not be smooth for new employees Outside candidates may be susceptible to poaching and raiding by rival concern Greater possibility of hiring a wrong person from external sources .EVALUATION OF EXTERNAL RESOURCES MERITS  Enable generate a large applicants pool  Can adopt a rigorous. competitive and uncompromising selection procedure  Applicants pool is broad-based and representative of the real labor market  Allows to bring fresh talents.

CATEGORIZATION OF SOURCES OF RECRUITMENT  LOOSE (VAST SURPLUS OF REQUIRED SKILLS IN THE LABOUR MARKET) – DIRECT AND IMMEDIATE RECRUITMENT SUCH AS WALK-INS AND WRITE-INS INTERMEDIATE (REASONABLE SURPLUS) – EMPLOYEE AND UNION REFERRALS AND EMPLOYMENT EXCHANGE TIGHT (REASONABLE SHORTAGE) – WIDE PUBLICITY THROUGH ADVERTISING VERY TIGHT (ACUTE SHORTAGE) – HEAD-HUNTING LIKE RAIDING AND POACHING    .

RECRUITMENT PRACTICES IN INDIA  BUSINESS ENVIRONMENT IN INDIA HAS BEEN DYNAMIC AND CONTINUOUSLY CHANGING  ORGANIZATIONS ARE NOW LOOKING FOR GLOBALLY COMPETITIVE WORKFORCE THESE REQUIREMENTS HAVE COMPELLED INDUSTRY TO INTRODUCE CHANGES IN EVERY SPHARE OF HR ACTIVITY INCLUDING RECRUITMENT COMPANIES JUDICIOUSLY COMBINE TRADITIONAL RECRUITMENT SOURCES AND MODERN ONES TO PROCURE BEST-OF-THE-BREED LABOUR FORCE SEARCH FOR BEST SUITED HR TO ACHIEVING LONG-TERM OBJECTIVES MAJOR SOURCES OF RECRUITMENT IN INDIA ARE:          EXISTING EMPLOYEES INDIAN COMPANIES ARE FOCUSED MORE ON TRAINING EMPLOYEES TO MAKE THEM FIT THROUGH PROMOTIONS AND TRANSFERS EMPLOYEE REFERRALS ENTRY-LEVEL RECRUITMENT COSTS ARE SUBSTANTIAL ADVERTISING IN PRINT MEDIA LIKE MAGAZINES. NEWSPAPERS / JOURNALS PRIVATE EMPLOYMENT AGENCIES REALIZING THEIR UTILITY INTERNET RECRUITING THROUGH THEIR OWN DEDICATED RECRUITING SITES WHILE OTHERS EMPLOY SERVICES OF PROFESSIONAL JOB SITES .

Sign up to vote on this title
UsefulNot useful