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INTRODUCTION Human Resource Planning Determine Recruitment and Selection needs Job Analysis HRP helps determine the number and type of people an organization needs. 2 . Job Analysis and Job Design specify the tasks and duties of jobs and the qualifications expected from prospective jobholders.

JOB DESCRIPTION + JOB SPECIFICATION= JOB DESIGN describe what the job is all about describe the key qualifications needed to perform the job JOB DESIGN: Job Design is defined as the process of deciding on the content of a job. 3 . subordinates and colleagues. on the methods to be used in carrying out the job and on the relationships that should exist between the job holder and his superiors.MEANING JOB ANALYSIS: It is a formal and detailed examination of jobs.

performing jobs which meet the needs of the enterprise and which provide satisfaction for the individuals involve. available at the proper times. Beach 4 . ´Human Resource Planning is a process of determining and assuring that the organization will have an adequate number of qualified persons.Job design and job analysis helps the human resource manager in doing human resource planning. Dale S.

----Edwin B. ----Byars and Rue Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.WHAT IS RECRUITMENT? Recruitment is the process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen. Flippo 5 .

Meet the organization·s legal and social obligation regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. 6 . Reduce the probability of employee turn over. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Increase the success rate of the selection process.PURPOSE OF RECRUITMENT        Increase the pool of job candidates at minimum cost. Increase organizational and individual·s effectiveness.

FACTORS AFFECTING RECRUITMENT All organizations do recruitment but the extent may differ according to External Factors Unemployment rate Unemployment rate Labor market Labor market Political-social Sons of soil Political-social Image External Factors Internal Factors Supply and Demand Recruitment Policy Supply and Demand Sons of soil Image HRP Size of the firm Cost Growth and Expansion Employer·s Brand Company·s Pay Package Quality of Worklife 7 .

SOURCES OF RECRUITMENT  Internal Recruitment: Employees from within the organization are hired to fill a job vacancy. 8 . Present Employees Former Employees Previous Applicants Dependents of deceased employees  External Recruitment: Employees from outside sources are hired to fill a job vacancy.

TECHNIQUES OF RECRUITMENT Internal Techniques External Sources y Advertisements yEducational Institutes yPlacement Agencies yEmployment Exchanges yLabor Contractors yWalk-ins yEmployee Referrals y Job Fairs yHead Hunting yConsult-In yBody Shopping yBusiness Alliances yE-Recruitment 9 yTransfers yPromotions yDemotion yUpgradation yJob Posting .

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