CHAPTER 4

PROCUREMENT
FUNCTION OF HRM
Catering & Tourism Training
Institute
 RECRUITMENT
• Once it is determined what types of jobs in how
many numbers are to be filled up with the
qualifications fixed, the next step is for search of
qualified people.
• Hiring of people involves these broad groups of
activities but not mutually exclusive viz.,
recruitment, selection and placement.
• Recruitment is the first step in the process of filling
a vacancy.
 …CONT’D
• Recruitment is the generating of applications or applicants for
specific positions to be filled up in the organization.
• It is a process of searching for and obtaining applicants for jobs
so that the right people in right number can be selected.
• According to Dale Yoder, “Recruitment is a process to discover
the source of manpower to meet the requirements of staffing
schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection
of an efficient working force.”
• According to Bergmann and Taylor, “Recruitment is the process
of locating, identifying, and attracting capable applicants.”
RECRUITMENT NEEDS
• Are of three types
• Planned – arising form changes in
organizational g structure, policy of retirement
etc.
• Anticipated – movement in personnel which an
organization can predict by studying trends in
internal and external environment
• Unexpected – resignation, death, accident,
illness
FACTORS AFFECTING RECRUITMENT

1. Internal factors 2. External factors

• Size: • Demographic factors:
• Policy: • Labor markets:
• Image: • Unemployment situation:
• Image of jobs • Labor laws
Sources of Recruitment
The different sources of recruitment could be
classified into two broad categories,
A. Internal sources
B. External sources
INTERNAL SOURCES
A.Promotions
• Shifting an employee to a higher position
• Carrying higher responsibilities, status and pay.
• vertical shifting of employees.

B.Transfers
• Shifting of an employee from one job to another,
• No substantive change in responsibility and status
• Horizontal movement of employees.
Advantages of internal sources
• Employees are motivated to improve their
performance.
• Simplifies the process of selection and placement.
• Do not need induction training
• Benefit of shifting workforce from the surplus
departments
• Cost effective
 Disadvantages of Internal Source
• Induction of fresh talent is reduced.
• The employees may become lethargic if they are sure of
timebound promotions;
• Not suitable for new companies
• The spirit of competition among the employees may be
hampered;
• Frequent transfers of employees may often reduce the
productivity of the organization.
 External Sources
• Direct Recruitment: notice is placed on the noticeboard (Suitable for
casual work)
• Casual Callers: keep a database of unsolicited applicants
• Advertisements – newspaper/journals, TV or Radio
• Employment Agencies and Management Consultants:
• Campus Recruitment
• Employee referrals - employees refer their family members, friends
and relatives
• Web Publishing: providing information about both job seekers and
job opening.
• Job Fair -
Advantages of External sources
• Wider Choice:
•Qualified Personnel:
•Fresh Talent:
Disadvantages of External sources
•Dissatisfaction among existing staff:
• Lengthy process:
• Costly process:
SELECTION
• Selection starts when recruitment ends.
• Selection is hiring the best candidates from the pool of
applications.
• It refers to the process of offering jobs to one or more
applicants from the applications received through
recruitment.
• Selection is the process of picking the suitable candidates
from the pool of job applications to fill various jobs in the
organization.
 …CONT’D
• According to Yodder, “selection is the process by
which candidates for employment are divided into
class - those who will be offered employment and
those who will not.”
• According to Stone, “Selection is the process of
differentiating between applicants in order to
identify (and hire) those with a greater likelihood
of success in a job.”
RECRUITMENT AND SELECTION
RECRUITMENT SELECTION
The recruitment is the process of Selection involves the series of steps by
searching the candidates for which the candidates are screened for
employment and stimulating them to choosing the most suitable persons for
apply for jobs in the organization vacant posts.

The basic purpose is to create a talent The basic purpose of selection is to

pool of candidates to enable the choose the right candidate
selection of best candidates for the
organization, by attracting more and
more employees to apply in the
organization

RECRUITMENT
A positive process i.e.
encouraging more and more
employees to apply
Is concerned with tapping the Is concerned with selecting the
sources of human resources
There is no contract of
recruitment established in
recruitment
…CONT’D
SELECTION
A negative process as it involves
rejection of the unsuitable
candidates.
most suitable candidate through
various interviews and tests
Results in a contract of service
between the employer and the
selected employee
PROCESS OF SELECTION
• Preliminary Screening:
• Selection Tests:
• Intelligence Tests: indicator of a person’s learning
ability
• Aptitude Test: measure of individuals potential for
learning new skills.
• Personality Tests: provide clues to a person’s emotions,
her reactions, maturity and value
• Trade Test: measure the existing skills
• Interest Tests: used to know the pattern of interests and
involvement
 …CONT’D
• Employment Interview:
• Job related interviews
• Behavioral interview
• Stress interview
• Personal interviews (one on one)
• Sequential
• Panel
• Computerized interview
• Preparation for the interview:
• The physical setting:
• Conducting the interview:
• Closing the interview:
• Evaluation of results:
 …CONT’D
•Reference and Background Checks:
•Selection Decision:
•Medical Examination:
•Job Offer:
•Contract of Employment:
 INDUCTION
• Induction is introducing the new employee to
work surrounding and people already working
there.
• induction is the process of receiving and
welcoming an employee when he first joins a
company, and giving him basic information he
needs to settle down quickly and happily and
start work.
Objectives of Induction
• To reduce the initial anxiety which all new entrants feel,
when they join a new job in a new organization.
• To familiarize the new employees with the job, people,
workplace, work environment and the organization.
• To facilitate outsider – insider transition in an integrated
manner.
• To reduce the cultural shock faced in the new
organization
• To reduce exploitation by the immoral co-workers.
Formal Induction Programme:
• Brief history of the organization.
• Organizational mission, vision, objectives and philosophies.
• Policies and procedures of the organization.
• Rules and regulations of the organization.
• Organization structure and authority relationship.
• Terms and conditions of the job including remuneration,
working hours, holidays, promotional avenues etc.
• Welfare measures like subsidized canteen, transport and
recreation facilities.
• Safety measures.
Information Induction
• The immediate job supervisor conducts the
induction Programme for the new entrant.
• He briefs the new entrant about
• the job,
• the department,
• introduces to the colleagues, and
• various sections.
Thank
You!