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• It is the process of examining the content of the job by collecting job related information. Such information helps in the preparation of job description and Job specification
• • • • • • • • • A statement containing items like Job title Location Job summary Duties Machines ,tools ,Equipment Materials & forms used Supervision given or received Working conditions
• Education • Experience training • Initiative • Physical effort • Responsibilities • Communication Skills • Emotional characteristics .Job Specification • A statement of human qualifications necessary to do the job .
Use of a Job Analysis Human resourc e plannin g Recruitme nt and selection Trainin g and develo pment Job evaluation Remun eration Performance appraisal Safety and health .
Job Evaluation • It is the process of analysing and assessing the various jobs systematically to ascertain their relative worth in an organization – It is the jobs that are being rated not the job holders – It is to establish the salary differentials .
It is the process of attracting and obtaining as many applications as many as possible from eligible job seekers .Recruitment & Selection INTRODUCTION Recruitment and Selection are two processes within a function. RECRUITMENT refers to the processes followed by organisations when they wish to attract applicants for vacant or new positions.
interviewing them.Recruitment & Selection SELECTION follows the recruiting process with the appointment of the most suited applicant to the position. This involves: • Reviewing the applications. appointing and orienting the candidates . short listing the candidates .
Factors that affect recruitment External forces • Supply & demand • Unemployment rate • Labour market • Political legal • Company’s image .
Factors that affect recruitment Internal forces • Recruitment policy • HRP • Size of the firm • Cost • Growth and expansion .
2. Personnel planning Strategy development Searching Screening Evaluation and control . 5.The recruitment Process. 3. 4.stages 1.
The Recruitment Process 1. Recruitment & Selection strategy – Where ? How ? When ? • Searching • Screening • Evaluation and control . Personnel Planning for Recruitment • Identify Job vacancies – • Job Analysis – • Job Qualifications – • Job Description • Recruitment planning Objectives – Numbers – Types 2.
HR Planning Process .
Internal Assessment of the Organizational Workforce • Auditing Jobs and Skills – What jobs exist now? – How many individuals are performing each job? – How essential is each job? – What jobs will be needed to implement future organizational strategies? – What are the characteristics of anticipated jobs? .
The Recruitment Process • Locating Prospective Candidates – • Internal Sources – • External Sources .
The Recruitment Process Locating Prospective Candidates • Internal Sources – Employee Referral Programs – Present employees – Rehiring former employees – Succession planning .
The Recruitment Process • External Sources – – – – – – – Advertisements Private Employment Agencies Colleges and Universities Job Fairs Professional Societies Executive recruiters /Head hunters Referrals and walkins .
Evaluation & Control – Ensuring whether the recruitment methods used are valid and cost effective • • • • Payment to recruiters Managerial time spent Cost of advertisements and supporting literature Administrative cost .The Recruitment Process 4. Screening – Remove applicants who are visibly unqualified for the job – Is the fist step to selection 5.
SKILLS RECRUITERS WANT • • • • • • • Ability to work in a team Analytical and problem solving skills Communication and other soft skills Creativity and resourcefulness Leadership potential General management skills Entrepreneurial skills Survey conducted by Executive Access .
Selection • It is the process from preliminary interview to contract of employment • It is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job .
The selection stages • • • • • • • • • Preliminary interview Selection tests Employment interviews Reference checks Selection decision Physical examination Job offer Employment contract Evaluation .
Weighted Application Blanks • Interview the candidate – Interview Guide – Initial Interview – Intensive Interview .The Selection Process • Initial Screening of Resumes and Applications – Screening interview – Application blanks – WAB’s.
and Video conferencing. Panel interviews.The Selection Process . Interview There are several types of interview styles which include: One to one interviews. Serial interviews. The interview can either be formal. • • • • . Telephone interviews. with a rigid structure or semi-structured or unstructured.
The Selection Process • Assessment Centers – A set of well-defined procedures utilizing multiple techniques & exercises for the purpose of employee selection or development • • • • Leaderless group discussion. business game simulations. Presentations Role-playing • In basket exercises • Testing – Tests are standardized .performance or attitude .objective measure of a person’s behavior .
. © 2005 Prentice Hall Inc.Sample Test Source: Courtesy of NYT Permissions. All rights reserved.
such as introversion. stability. • • • • MBTI personality test Thomas profiling EQ tests Thematic Apperception Tests .Measuring Personality and Interests • Personality tests – Tests that use projective techniques and trait inventories to measure basic aspects of an applicant’s personality. and motivation.
Computer-Interactive Testing • Types of tests – Specialized work sample tests – Numerical ability tests – Reading comprehension tests – Clerical comparing and checking tests • Online tests – Telephone prescreening – Offline computer tests – Online problem solving tests .
– Aptitude tests • Tests that measure specific mental abilities. . and numerical ability. vocabulary. including memory. and numerical ability. verbal comprehension.Types of Tests • Tests of cognitive abilities – Intelligence Tests • Tests of general intellectual abilities that measure a range of abilities. such as inductive and deductive reasoning. memory. verbal fluency.
Types of Tests • Tests of motor abilities – Tests that measure motor abilities. • Tests of physical abilities – Tests that measure static strength. manual dexterity. such as finger dexterity. and reaction time. dynamic strength. and stamina. body coordination. .
– To uncover damaging information. • Investigations and checks – Reference checks – Background employment checks – Criminal records – Driving records – Credit checks .Background Investigations • Reasons for investigations and checks – To verify factual information provided by applicants.
Background Investigations and • Sources of information for background checks: – Former employers – Current supervisors – Commercial credit rating companies – Written references .
How would you describe the applicant’s relationships with coworkers. Would this individual be eligible for rehire? Why or why not? •Other comments? . subordinates (if applicable). Please describe the type of work for which the candidate was responsible. What were his/her weaknesses on the job? •7. •2. What were his/her strengths on the job? •6. and with superiors? •3. What is your overall assessment of the candidate? •8. Would you recommend him/her for this position? Why or why not? •9. How would you describe the quantity and quality of output generated by the former employee? •5.Reference Checking Form •(Verify that the applicant has provided permission before conducting reference checks) •Candidate Name: •Reference Name: Company Name: •Dates of Employment: •Position(s) Held: •Reason for Leaving: (From: and To:) Salary History: •Explain the reason for your call and verify the above information with the supervisor (including the reason for leaving) •1. Did the candidate have a positive or negative work attitude? Please elaborate •4.
Hiring decision • The final decision of hiring is taken at this stage after considering the information through different techniques discussed earlier • The decision to hire or reject is taken and intimated • Appointment order is sent to the successful candidates .
or the skill requirements of the recruit. • Being fully aware of the duties and responsibilities of the job before selecting an applicant. • The decision should be more than a ‘gut’ feeling.Recruitment & Selection Major Considerations : • Taking enough time in the preliminary stages to ensure that the best candidate is employed. • Be aware of changes that may have occurred with the job. .
Placement • After selection candidate needs to be placed on a suitable job • It is the actual posting of an employee to a specific job – Assigning a specific rank and responsibility to an employee – The placement decisions are taken by the line manager after matching the requirements of a job with the qualifications of the candidate .
Induction/orientation • This is the task of introducing the new employees to the organization and its policies . procedures and rules • It serves the following purpose – Removes fears – Creates a good impression – Providing information .
relationship with other jobs 2. vacations and holidays Training avenues Counseling Insurance .trainers .job objectives .content 1. tasks. recreation.co workers . Organisational issues History of the company Name and title of key executives Overview of production process and products Company policies and procedures Disciplinary procedures Employee manual Pay scales and pay days. retirement benefits To superiors . 4.medical.counselors Job location. safety needs .Induction program. Employee benefits 3. Introductions Job duties .
table etiquette to shed of the campus frivolousness – Technical training – Held at the training centre at Trivandrum • SBI – three weeks intensive induction program • soft skills sessions • Functional assignments • Oganisational policies & procedures . professional etiquette .six weeks program – Named as Initial learning program (ILP) – Sessions for personality grooming .Induction programs • At TCS .
Induction programs • Maruti Udyog – for engineers – – – – Familiarization with various functions &meet division heads Work on shop floor Work at various depts Work in the concerned dept for 2 months • CITIBANK – Two and half weeks training – Learn about the three levels of banking – corporate banking group – Consumer bank – Functional divisions – Teambuilding exercises – simulation games presentations & role plays – The trainees is given complete freedom – Third week assigned a specific job with a mentor assigned .
Text and cases Second edition. Tenth edition. V S P Rao . Gary Desler • Human Resource Management.REFERENCE • Human Resource Management.
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