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RECRUITMENT IN SMEs

Presented by: Manish Gupta Surendra Singh Yadav

Contents
What Is Recruitment? Definition Pre-requisites to recruitment in SMEs Sources and method of recruitment in SMEs Factor affecting recruitment policy in SMEs Purpose and importance of recruitment in SMEs Selection Placement Conclusion References

.WHAT IS RECRUITMENT ? Recruitment is the process to discover the source of manpower to meet the requirement of staffing and to employ effective measures for attracting that manpower in adequate numbers to facilitate selection of an efficient working force.

DEFINITION  According to Werther and Davis “Recruitment is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their application are submitted”  According to Heneman “Recruitment is the process of seeking out and attempting to attract individuals in external labour markets.who are capable of and interested in filling available job vacacies” .

Pre-requisites to Recruitment in SMEs Job Analysis Job Description Job Specification Job Evaluation .

Sources and method of recruitment in SMEs Internal sources or direct method External sources or indirect method .

Internal sources Review of the present employee Nomination by employee .

External sources Advertising Campus recruitment Employment agencies Internet recruiting Telephone and E-mails .

Trade unions Job fairs Walk ins Leasing .Cont…….

Factor Affecting Recruitment Policy In SMEs External factor Internal factor .

External Factor Nature of competition for Human resource Legal factors Socio-cultural factors External influences .

Internal factors Organisational Image Size of organisation Type of personnel to be recruited Past practices Geographical location .

2) Its helps to increase the pool of potential personnel.Purpose and Importance of Recruitment in SMEs 1) Recruitment determines the present and future human resource requirement. . 3) Its increase the success rate of the selection.

4)It helps to meet the organisations legal and social obligations.Cont…. 6)It reduce the probability that applicants leave it after short period of time. . 5)It helps in evaluating the effectiveness of various recruitment techniques.

• By Yoder • Selection is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job. .Selection • Selection is the process in which candidates for employment are divided into classes those who are to be offered employment and those who are not.

Steps in selection process Application pool from recruitment process SCREENING OF APPLICATION FORMS SELECTION TESTS SELECTION INTERVIEWS CHECKING OF REFERENCES PHYSICAL EXAMINATION APPROVAL BY APPROPRIATE AUTHORITY FINAL SELECTION EMPLOYMENT CONTRACT EVALUATION .

placement is the assignments of individuals to jobs. transfer. • Placement of an individual employee may be at two stages: initial placement after the selection and orientation or in the form of internal mobility –promotion. separation. demotion. turnover.Placement • Placement occurs after orientation. .

we must not lose sight of the fundamental reason for trying to insure the most effective selection procedures-to identify the best person for the job.Conclusion While these factors are important for organisations to consider . .

B.SHUKLA The Dynamics of Entrepreneurial Development and Management.google.REFERENCES Human resource management M.M. Prasad www. Vasant Desai Human Resource Management L.com .