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RECRUITMENT

Recruitment
The process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization

Definition
According to EDWIN FLIPPO, Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization
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THE RECRUITMENT PROCESS External Environment Internal Environment

Human Resource Planning

Alternatives to Recruitment
RECRUITMENT

Internal Sources

External Sources

Internal Methods

External Methods

Recruited Individuals
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External Environment of Recruitment


Labor Market Conditions Legal Considerations Corporate Image

Internal Environment of Recruitment


Human Resource Planning Promotion Policies Firms Knowledge of Employees Nepotism

Alternatives to Recruitment
Outsourcing Contingent Workers Professional Employer Organizations (Employee Leasing) Overtime

Outsourcing
Transfers responsibility to an external provider Provides greater efficiency and effectiveness

Promotion
It involves movement of employees from lower level to higher level, usually accompanied by changes in duties/responsibilities, status, value, working condition

Transfer
Transfer is lateral movement within the same grade from one job to another It may lead to changes in duties/responsibilities & working conditions and not necessary the salary

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External Recruitment Methods


Advertising Employment Agencies - Private and Public Recruiters Job Fairs/Virtual Job Fairs Executive Search Firms Internships Professional Associations Walk-In Applicants Open Houses Event Recruiting Sign-on Bonuses

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SELECTING
THE

RIGHT PERSON

Selection
The process of choosing individuals who have needed qualities to fill jobs in an organization.
Organizations need qualified employees to succeed
Good training will not make up for bad selection. Hire hard, manage easy.

Definition
Selection is the process in which candidates for employment are divided into two classes, those who are to be offered employment and those who are not to be - DALE YODER

External Environment Internal Environment

The Selection Process

Receiving Application Forms


Scrutiny Preliminary Interview Rejected Applicant Tests Final Interview Checking Reference Medical Examination Appointment & Probation Confirmation of Service

Scrutiny
To Scrutinise the application means to check all the particulars given by the candidates to ensure that they are correct. Those applications that are incomplete will not be considered.

Preliminary Interview
To ensure whether he is physically and mentally suitable for the job. During PI the employer may ask the candidate certain basic questions about his educational qualification, work experience, areas of interested. Candidates who are found to be unsuitable by the employer may not be considered for appointment.

Tests
It is a sample measurement of a candidates ability and interest for the job It should not produce different results each time it is conducted.(Consistent Results)

Types of Tests
Aptitude test Intelligence test Interest test Personality test Cognitive ability test Physical ability test

Final Interview
It is a face to face oral examination of a candidate by an employer. The final interview enables the employer to examine the candidate thoroughly.

Medical Examination
To prove his/her physical fitness. A report on his/her eyesight,height,weight and a certificate on physical fitness from a doctor may have to be submitted to the employer. For example 1. military selection, 2. Navy 3. Railway 4. Indian Air Force 5. Fire service and police selection

Training

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Training: it is a process of teaching, getting of knowledge, observe the information and ideas for experts
Training is the process of teaching the new and present employees the basic skill they need to effectively perform their jobs

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Definition
Edwin B. Flippo training is the act of increasing the knowledge and skills of an employee for doing a particular job Michael j. jucious training is any process by which the attitudes, skills and abilities of employees to perform specific jobs and improved
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Performance Consulting

2002 Southwestern College Publishing. All rights reserved.

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Figure 91

Establishing Training Objectives


Gap Analysis The distance between where an organization is with its employee capabilities and where it needs to be. Types of Training Objectives Knowledge: Impart cognitive information and details to trainees. Skill: Develop behavior changes in how job and tasks are performed. Attitude: Create interest and awareness of the training importance.
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Learning: Types of Training


Required and Regular Training Job/Technical Training

Types of Training
Developmental and Innovative Training Interpersonal and Problem-Solving Training

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Need
To improve the performance of the organisation. To meet challenges posed by the global competition. Technological change. To need for both individuals and organisation to grow at rapid pace. To enable employee to move from one job to another.
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Importance of training
1. Better Performance 2. Improved Quality 3. Less supervisor 4. Less learning period 5. Personal growth 6. Favourable organisational climate

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Benefit
Increased job satisfaction and morale among employees Increased employee motivation Increased efficiencies in processes, resulting in financial gain Increased capacity to adopt new technologies and methods Increased innovation in strategies and products Reduced employee turnover Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!)
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