RECRUITMENT

ABHIRAM BIJU
MBA S2B
 Purpose and contents of Application
form

The primary purpose of an application form is to prescreen job

applicants. Contact information, employment history, educational
background and references are standard pieces of information
communicated from applicant to employer on job application forms.

Employers use application forms to effortlessly identify potential

issues such as job hopping, criminal history, being ineligible to work in
the country or being fired.
Contents of Application form
•Name , Address, Phone number,and other relevant
contact information.

•Position the applicant is seeking within the company.

•Hours of availability

•Expected salary

•Past experience

•Educational background

•Other information

•Signature of applicant.
Concept of selection

The selection is the process of picking or choosing the right person who is
most suitable for a vacant job position in an organization. Selection might
be defined as careful screening of recruited candidates through testing
and interviewing them; with a view to discovering ‘best-fits’ from among
them for assignment to various jobs in the organisation.
Outcomes of a selection decision
Selection Process
 Selection Tests

The selection tests aim at measuring such skills and abilities in a worker
that are decided by job analysis to be essential for successful job
performance. A test is an instrument designed to measure selected
psychological factors.
 Types of Tests

• Aptitude test
• Achievement test
• Interest test
• Personality test
• Perception test
 Types of Interviews

1. Formal and Informal Interview.

2. Structured or Patterned and Un-structured or Non-directed
Interview.
3. Stress Interview
4. Group Interview
5. Depth Interview
6. Panel or Board Interview
7. Exit Interview
8. Walk-in-Interview
 Dos and Don'ts in a Selection Interview

1. Use a quiet comfortable place.

2. Put the interviewee at ease.
3. Be interested in the person as well as the job.
4. Outline clearly the requirements of the job.
5. Explain fully the conditions of employment.
6. Tell about benefits, promotions, opportunities, and so
on.
7. Encourage the applicant to ask questions.
8. Guide the interview.
9. Listen, lit him talk freely.
10. Be natural, use a conventional tone
 CONCEPT OF TRAINING

Training: it is the act of increasing the knowledge and

skills of an employee for doing a specific job.it enables
the employees to act acquainted with job and also
increase their aptitudes and skills and knowledge. The
purpose of training is to bring about improvement in the
performance of workers.
SIGNIFICANCE OF TRAINING

Addressing employee weakness

To Improve employee performance
To develop organization culture
 Personal growth
 To Improve health an safety
 To reduce cost
 To reduce man power obsolescence
Process of Training
 METHODS OF TRAINING

1. On the job training

2. Off the job training

On the job training:

It is the most effective training where the
workers are given training at the place of work.
Types of on job training:
• Coaching
• Mentoring
• Job rotation
2.Offthe job training:
In this trainig is separated from the job
environment.
Types of off job training are:
• Vestibule training
• Role playing
• Film /video presentations
• Out bound training
• Lectures method
 Management development

• Management development is the systematic process

of growth and development by which the managers
develop their abilities to manage.
• Management development is to establish the
programme and development opportunities for its
present and potential managers.
 Performance Management

• Performance management is a continuous process where

managers and employees work together to plan, monitor and
review an employee’s work objectives or goals and his or her
overall contribution to the organization.

• Performance management focuses on the performance of an

organization, a department, employee, or even the processes
to build a product or service or any other areas in an
organization.
The major objectives of performance management ;

• To emphasise on career planning and future growth opportunities for

employees;

• It is ensure to raise the efficiency and productivity of employees;

• To boost the performance of the employees by encouraging employee

empowerment, motivation;

• To promote better and high work culture in the organisation;

• To foster a positive relationship between managers and employees through a

two way communication process;
Performance Management Process