Recruitment & Selection Induction Training & Development Performance Management

Anuja Kaushal Priyanka Awasthi Vikram Kotru Priyaanka Nayak 10020243003 10020243007 10020243013 - 10020243017

What is Recruitment???
A process of identifying and attracting a group of potential candidates from within and outside the organization to evaluate for employment.

What is Selection???
It consists of the processes involved in choosing from applicants a suitable candidate to fill the post.

Recruitment Needs
Planned

Anticipated

Unexpected

Purpose & Importance of Recruitment

1) Talent pool best candidates 2) Present and future requirements of the organization 3) Increase the success rate of selection process 4) Reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. 5) Meet the organizations legal and social obligations regarding the composition of its workforce.

Recruitment Process
Identify Vacancy Prepare job description and person specification

Advertising the vacancy

Arrange interviews

Short-listing

Managing the response

Conducting interview and decision making

Sources of Recruitment
INTERNAL
Transfers Promotions Upgrading Demotion Retired employees

EXTERNAL
Press advertisements Educational Institutes Placement Agencies/Outsourcing Employment Exchanges Labor Contractors Employee Referrals Recruitment at factory gate

Retrenched Employees
Dependents and relatives of deceased employees

Factors Affecting Recruitment

EXTERNAL
Supply and demand Image/Goodwill PESTLE Unemployment Rate Competitors

INTERNAL
Recruitment Policy HR Planning Size of the Firm Cost of recruitment Growth and Expansion

Recruitment Policy of a Company

It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

Components
1) 2) 3) 4) 5) 6) 7) The general recruitment policies and terms of the organization. Recruitment services of the consultants. Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment

Factors affecting Recruitment Policy

Organizational Objectives Personal policies of the organization and its competitors

Government policies on reservation

Preferred source of recruitment

Need of the organization

Recruitment costs and financial implications

Recent trends in Recruitment

Outsourcing

Poaching/Raiding

E-recruitment

Current Selection Practices

GENERAL Reference Checks Application forms requesting standard verifiable information Resume Screening Manual Training and Experience Evaluations TESTING & ASSESSMENT Drug test Knowledge Test Performance/Work Sample Test Ability Test Motivational Fit Inventories INTERVIEWS Behavior-based Interviews Situational Interviews

Computer Assisted Interviews

Resume Screening Computerized

Biographical Data

Assessments Role Plays and Simulations

Integrity Tests

CASE STUDY - TESCO

Biggest private sector employer in the UK. >360,000 employees worldwide ( in 12 countries other than UK)

Tesco defines Workforce Planning as the process of analyzing an organization's likely future needs for people in terms of number, skills and locations. It allows the organization to plan how those needs can be met recruitment and training.

Vacancies are created because:1) New stores in the UK/ International expansion 2) When people leave Retire/Resign/Promoted to higher levels 3) New jobs created as per the changes in the processes and technology Workforce Planning Table

Recruitment Process

Internal Talent

Advertisement on Intranet for 2 weeks

External Recruitment

Selection Process
Vacancies advertised on TESCOs website and other media

Screening of applicants CV to find best fit with Tesco

Successful candidates from screening attend assessment centre

Unsuccessful candidates sent letter

Successful candidates invited for second interview

Successful candidates sent offer letter and contract

Induction

What is Induction???
It is the process by which new employees are introduced to the company/ organization and their roles and responsibilities

Purpose of Induction
The primary goal is to make the new employees understand the organization's goals, objectives and values. The purpose is to help all employees in getting integrated into their role in the organization quickly and effectively. Through the induction policy / checklist process, employees should have all of their necessary initial orientation, safety, training and information needs (Eg: shift timings, casual/sick leave policy, holiday schedules, dress codes, sexual harassment, location of the cafeteria etc) addressed.

Benefits of Induction
Good induction training ensures new starters are retained.

It can increase productivity

These programs can also play a critical role under the socialization to the organization in terms of performance, attitudes and organizational commitment

Who should do the induction???

Steps of Implementation

Walking tour with new employee

Providing an induction package

Employee Handbook

Follow-up meeting with the new employee

Map of the enterprise Non-discrimination policy Employee feedback Mechanisms Quality Policy Payment Process Health, Safety and Environment

Information on expectations from workers and various company policies

Example of Induction Training Methods

1. 2. 3. 4. 5. 6. 7. 8.

Interactive organizational structure charts 3D interactive site models On the job coaching Mentoring Delegated tasks and projects Reading assignments Presentation assignments Attending internal briefings and presentations Eg: Lunch & Learn Format 9. Video 10. Internet and e-learning 11. Customer and supplier visits 12. Attachment to project or other teams 13. Job-swap 14. Shadowing (to see how other employees work and what is involved)

TRAINING AND DEVELOPMENT

ROLE OF TRAINING

Business Environment

Changes and Challeng es

Learning $ Impleme ntation

Business Excellence

TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT

Traditional Approach.
No belief in training. Managers are born not made Costly affair and not worth.

Modern Approach
Realized the importance of training

Retention Tool

Creation of smarter workforce

TRAINING AND DEVELOPMENT OBJECTIVES

Training and Development at WWF

Technical training
Environment Education Programme Cross cultural training

Self Directed Training

Outsourcing

Performance Management Methods

Management by objectives 360-degree feedback
Ratings scales

Management by objectives (MBO)

Assess employees based on a list of SMART objectives S- specific M- measurable

A- attainable
R- relevant T- timely

360-degree feedback
manager/appraiser interviewing peers, colleagues, supervisors An employee is assessed based on technical elements as well as their behavior & character

Rating scale
Scientific approaches

Grading system
The range to assess includes technical areas, leadership, communication skills, motivation, etc.

Performance criteria
AMBITION / INITIATIVE
ATTENDANCE ATTITUDE / COOPERATION COMMUNICATION SKILLS

DEPARTMENT AND COMPANY ORIENTED IMPROVEMENT FROM PREVIOUS INTEGRITY

LEVEL OF TECHNICAL KNOWLEDGE

PRODUCTIVITY / DEADLINES QUALITY OF WORK RELIABILITY STRESS MANAGEMENT

TEAMWORK / PITCHING IN

Thank you