RECRUITMENT Recruitment Process

Human Resource Planning

Alternatives to Recruitment

RECRUITMENT

Internal Sources

External Sources

RECRUITED INDIVIDUALS

1.Human Resources Planning

The process By which an Organization ensures that it has right number of people and the right kind of people at the right place at the right time doing things for which they are economically most useful. Thomas H. Patten For recruiting the right people in the right place at the right time, it is necessary to determine; What kind of people needed ( Job Description) What type of quality he / she posses ( Job Specification) What number of people needed

Job description contains the details as Job title, location, summer of duties, responsibilities and working conditions etc. Job specification shows the education, experience, training and skills etc.

2. Alternatives to Recruitment Ones an employee is places on the payroll, he may be difficult to remove, even if his performance is marginal. Therefore firms should consider its alternatives before engaging in recruitment.

Common alternatives to recruitment are; Out sourcing Use of contingent workers Employee leasing Job enhancement Doubling Re-structuring Giving over time

3. Recruitment The main aim of recruitment is attracting a pool of people from which qualified candidates for job vacancies chosen in cost effective and timely manner.

RECRUITMENT

Formal Method

Informal Method

External Job Advertising Campus recruitment Employment agencies Authorized training bodies Executive search Previous interviews

Referred by employees Walk in Method

Internal

Formal Methods of Recruitment Advertising A way of communicating the firm's employment needs to the public through media such as radio, news papers or industry publication.

Campus recruiting This is the method where Organization send person/s to the Campus for interviews. The Universities normally co-ordinate such activity. In this process most promising candidates are invited to visit the company for further interviews.

Employment agencies An Organization that assists firms in recruiting employees and also aids individuals in their attempts to locate jobs.

Authorized Training bodies Institutions assist companies to find applicant. They conduct lectures for the targeted candidates and display notices for vacancies.

Executive search An Organization will search for most qualified Executives available for the specific position in the Company.

Previous interviews The people who are rejected at the final interview held before the vacant raised.

Job Posting A procedure for communicating to company employees the fact that a job overruns exist. The Organization notifies its present employees of openings, using bulletin boards & company publications. O.S. in informed their employees about the vacant positing by stations locations, salary scales, education requirements and as well as exp employ who respond to these announcement are considered for the position.

Job bidding A technique that permits individuals in an Organization who believe that they posses the required qualifications to apply for a posted job.

Informal Methods of Recruitment Persons referred by employees Applications are sent to Organization through employees who are already employed. Walk in Method Candidates are allowed to come and face the interview at office hours within specified period.

SELECTION

Selection is the process of choosing a group of applicant, the best suited for a particular position. Selection Process Stage 1: Review of applications Selecting of prospective applications for the employment. Stage 2: Preliminary interview The selection process often begins with this initial screening of applications is to eliminate those who obviously do not meet the positions requirements. At this stage, the interviewer asks a few questions and potential for success. Stage 3: Selection test This is used to assess the applicant's qualifications. Some are done to judge the IQ knowledge and the Literacy of candidate. eg :Divers Secretaries - Typing speed, Sort hand speed

- Trade test

Stage 4: Subsequent Interview (Final Interview) Those who are passing the selection test only will be call for this interview. Some companies do not done this step.

Stage 5: Personal reference check A way to gain additional insight in to the information provided by an applicant and a way to verify the accuracy of the information provided. Stage 6: Medical test (if any) Candidates will have to face Medical examination to prove that they are fit enough to perform the duty. That is conducted depend on the Organization. Stage 7: Selection decision The final choice will be made after reference check; selection test, medical test and interview information have been evaluated. Human resource professional may be involved in the final employment decision. The person who normally makes the final selection is the manager who will be responsible for the new employees performance. The responsibility for making the final selection decision is assigned to different level of management in different Organization. In many Organization conducting of preliminary interview, testing and reference checking are done by the HR Department and final selection decision is usually left to the Manage of the department with the job opening.

Conclusions In the conclusion I am willing to describe the results that I obtained by implementing the proposed management system Looking in to the current process the department never had any deadlines for the decision or any work that they do. Therefore I have given a deadline for each and every step of the process in order to speed up the process. The earlier time allocation was 14 days and 38 mins for the internal recruitment. And with the current system if they implement it they can round it up to 12 days and 58 mins. This will save them 1 day and 40 mins.

Recommendations Reduce non value adding activities Eliminate waste I have proposed to the HR department to give a dead line for each activity that is currently on the process and if they can implement the proposed process it will be ideal for them. In my training period I already started a project with the recruitment team so that every applicant can sign them self online. That will be easy to short list the perfect candidate. Its a matter of fact that we just have to list the requirements that we are looking for , for a particular job post. With the online system. It will save more paper. Theres Eco friendly system already in MAS intimates. So I suggested that this will be great way of reducing paper consumption. Which is approximately 200 A4s a day.

In the current system the test are given manually. Printed papers and the instruter has to explain it to each and every person who comes in to the interview. I recommended that if they can have a projecter and a slide show explaining how to do the test for the interview it will be much more easy n convenient. As well as reduce the wastetage of using paper.( Eco friendly)