ATTRACTING & DEVELOPING HUMAN RESOURCES

PREPARED BY, NAITIK SHAH PRAISEY BULSARI

RECRUITMENT
The

discovering of potential applicants for actual or

anticipated organizational vacancies.

o

The basic purpose of recruiting is to develop a group of potentially qualified people.

SOURCES OF RECRUITMENT
Internal
o o o

Sources

Reviewing the personnel records. Job posting and job bidding. Inside moonlighting and employees friends.

 External
o o o o

Sources

Employee working in other organizations. Job aspirants registered with employments exchanges. Students from reputed educational institutions. Candidates responding to the advertisements, issued by the organization.

Unsolicited applications/walk-ins.

METHODS OF RECRUITMENT

Transfer: A lateral movement within the same grade, from one job to another.

Promotion: Movement of an employee from a lower level position to higher level position with increase in salary.

Job Posting: In this method, the organization publicizes job

openings on bulletin boards, electronic media and similar outlets.

Employee Referrals: A recommendation from a current employee regarding a job applicant.

Campus Recruitment: It is a method of recruiting by visiting and participating in college campuses and their placement

centers.

Advertisements: These include advertisement in newspapers, professional and technical journals, radio and television, etc.

Private Employment Search Firms: A search firm is a private employment agency that maintains computerized lists of qualified applicants.

Employee Exchanges Gate Hiring and Contractors: A process where job seekers present themselves at the factory gate and offer their services on a daily basis.

Unsolicited Applicants
E-hiring

SELECTION

The process of picking individual who have relevant qualifications to fill jobs in an organization.

The purpose of selection is to pick up the most

suitable candidate who would meet the requirements of the job and the organization best.

SELECTION PROCESS

Reception Screening Interview Application Blank : It is a written form completed by job aspirants detailing their educational background, previous work history and certain personal data.

Selection Testing
Intelligence tests Aptitude tests

Personality tests
Achievement tests Simulation tests Assessment centre Graphology tests

Polygraph (Lie-detector) tests

Integrity tests

Selection

Interview

Interview is the oral examination of candidates for employment. Interview gives recruiter an opportunity,

To size up the candidate personality. To make judgments on candidates enthusiasm. To give facts to the candidate regarding the company, its

policies, etc.

Medical

Examination

Certain jobs require certain physical qualities like clear vision, clear tone, etc.

Medical examination can give the following information,

Whether the applicant is medically suitable for the specific job or not.

Whether the applicants physical measurements are in accordance with job requirements or not.

Reference

Checks

In case the reference check is from the previous employer, information in the following areas may be obtained.

Period of employment Pay and allowance Rate of absence

Character
Progress etc.

Hiring

Decisions

The line manager concerned has to make the final decision now- whether to select or reject a candidate.

The organization sends the appointment order to the successful candidates either immediately or after sometime depending upon its time schedule.

PLACEMENT

Placement is the actual posting of an employee to a specific job.

It involves assigning a specific rank and responsibility to an

employee.

The placement decisions are taken by the line manager after matching the requirement of a job with the qualification of a candidate.

Differential

Placement

If the new recruits fails to adjust himself to the job and turns

out poor performance, the organization may consider his name

for placement elsewhere. Such second placement is called differential placement.

INDUCTION/ORIENTATION

Introduction of a person to the job and the organization.

Induction serves the following purpose,

Removes fear Creates a good impression Acts as a valuable source of information

INDUCTION PROGRAM: STEPS

1. 2.

Introduction Socialization

3.

Follow-up

TRAINING & DEVELOPMENT

TRAINING : It is the act

of increasing the knowledge and skills of an employee

for doing a particular job.

DEVELOPMENT

Activities that prepare an employee for future

responsibilities.

TRAINING & DEVELOPMENT: DISTINCTIONS

Learning Dimension Training Who What Non-managers Technical-mechanical operations Development Managers Theoretical-conceptual ideas

Why When

Specific job-related information Short-term

General knowledge Long-team

OBJECTIVES OF TRAINING

The general objectives of any training programmed are:

To impart the basic knowledge and skill to new entrants and enable them to perform their jobs well. To equip the employee to meet the changing requirements of the job and the organization. To teach the employees new techniques and ways of performing the job or operations. To prepare employees for higher level tasks and build up a second line of competent managers.

NEED FOR TRAINING

o

Newly recruited employees require training so as to perform their tasks effectively. Instruction, guidance, coaching help them handle jobs competently, without any wastage.
Training is necessary to prepare existing employees for higherlevel jobs (promotion). Existing employees require refresher training so as to keep abreast of the latest developments in job operations. In the face of rapid technological changes, this is an absolute necessity. Training is necessary when a person moves from one job to another (transfer).

IMPORTANCE OF TRAINING
Benefits to the business Trained workers can work more efficiently. Wastage is thus eliminated to a large extent. There will be fewer accidents. Better quality goods by putting the materials, tools and equipment to good use. Training makes employees more loyal to an organization. Benefits to the employees More useful to a firm. They can produce more with minimum effort. Training enables employees to secure promotions easily. Employees can avoid mistakes, accidents on the job. They can handle jobs with confidence. They will be more satisfied on their jobs. Their morale would be high. It can enable employees to cope with organizational, social and technological changes.

METHODS OF TRAINING

On the job training

Off the job training

Job Instruction Training Coaching and Mentoring Apprenticeship Training Job rotation

Vestibule training Role playing

Lecture method
Conference/ approach discussion

Refresher training

Programmed instruction Behaviourally Experienced

Orientation training

Training

EXECUTIVE DEVELOPMENT

The process in which executives acquire not only skills and competence in their present jobs but also capabilities for future managerial tasks of increasing difficulty and scope.

METHODS OF DEVELOPING MANAGERS

Decision-making skills

(a) (b) (c)

In-basket Business game Case study Role play Sensitivity training On-the-job experience Coaching Understudy Job rotation

Inter-personal skills

(a) (b)

Job knowledge

(a) (b) (c)

Organisational knowledge

(a)

(b)

Multiple management

General knowledge

(a) (b) (c)

Special courses Special meetings Specific readings Special projects Committee assignments Lectures Conferences

Specific individual needs

(a) (b)

Other Methods

(a) (b)

(c)

Programmed Instruction