TERM PAPER in PERSONNEL MANAGEMENT

SUBMITTED BY:
Ana Margarita D. Ney CAS-06-801A

SUBMITTED TO:
Mrs. Perlita Perez

Recruitment, Selection & Orientation Recruitment and Selection refers to the process of attracting, screening, and selecting qualified people for a position while incorporating employment equity principles and practices. The purpose of this section is to assist those involved in hiring to apply best practice recruitment, selection and orientation procedures and techniques which help ensure:

selection of the best possible candidate in terms of meeting the specific requirements of the role; through the elimination of bias, the competition process is conducted fairly (and perceived as fair) in terms of applicants individual rights and the provisions of the Ontario Human Rights Code; and, the Universitys goals for achieving diversity and employment equity among its faculty and staff are realized through equity outreach and due consideration of qualified candidates. Recruitment = a process of searching for prospective employees and stimulating, encouraging them to apply for jobs in the organization.

1.

Steps in Recruitment: Identifying the different sources of labor supply. Assessing the validity of different sources. Choosing the most suitable source. Inviting applications from the prospective candidates for the vacant jobs. Sources of recruitment: There are two sources of recruitment: Internal source (from inside the enterprise). External source (from outside the enterprise). Internal Source =filling vacancies in higher jobs from inside the enterprise. They are: Transfer. Promotion. Merits of Internal Recruitment: Motivates the employee to improve their performance. Reduces the labor turn-over. Increases the employee morale. Sense of security. Better employee-employer relationship. Demerits of Internal Recruitment Reduces the scope for fresh talents. Hampers the spirit of competition. Overall productivity of the enterprise reduces on account of frequent transfers of employees External Source =process of filling vacancies in entry level jobs from outside the organization.

They are: Recruitment or factory gate. Advertisement. Employment exchange. Educational institutions. Casual callers. Unsolicited applicants. Labor contractors. Recommendations. Merits of External Recruitment: Wide choice. Brings new ideas. Economical. Demerits of External Recruitment: Demoralization. Lack of co-operation. Danger of mal-adjustment. 2. Selection = the process of choosing the best person for a particular job. = the process of offering jobs to one or more candidates from among those who have applied for the jobs in the concern. Steps in Selection:

Receipt of application

Scrutiny of applications

Rejection
Preliminary interview

of
Selection test

Checking References

Unsuitable Candidates

Employment Interview

Medical Examination

Placement and Orientation

 After selection, a candidate should be placed on a suitable job with rank and responsibilities attached to it. This process is called Placement. 3. Orientation / Induction =process through which a new employee is introduced to the job and the organization. Purpose of Orientation: Removes fear. Creates a good impression. Adjust and adapt. Get along with people. Get off to a good start. Acts as a valuable source of information. Steps in Orientation Introduction -introduced to key personal and informed about company profiles, procedures and benefits. Training opportunities and career prospects are explained. Doubts are clarified, encouraged. Socialization -process through which a new recruit begins to understand and accept the values, norms and beliefs held by others in the organization. Helps the employee to learn about the job and perform things in a desired way. Follow-up -to offer guidance to employees on various general as well as job related matters.