SUMMER TRAINING PROJECT A PROJECT REPORT ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS SUBMITTED IN THE PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE OF THE BACHELOR OF BUSINESS ADMINISTRATION (SESSION–2004-2007) SUBMITTED BY: KANIKA AHUJA BBA-II SEM. ROLL NO. : 04/BBA(CAM)/010
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SUMMER TRAINING PROJECT
A PROJECT REPORT
ON
EFFECTIVENESS OF RECRUITMENT AND
SELECTION PROCESS
SUBMITTED IN THE PARTIAL FULFILLMENT FOR THE AWARD OF THE
DEGREE OF THE BACHELOR OF BUSINESS
ADMINISTRATION (SESSION–2004-2007)
SUBMITTED BY:KANIKA AHUJA
BBA-II SEM.ROLL NO. : 04/BBA(CAM)/010
SUMMER TRAINING PROJECT
J.S.S. ACADEMY OF TECHNOLOGY EDUCATION, NOIDA
ACKNOWLEDGEMENT
“Expression of Gratitude is the least oneCan do in response to the favours received.”
The entire journey from the very idea of this project to reality would not have been possible without the guidance and support of many experienced people.
I take this golden opportunity to express my gratitude to the BHUSHAN STEEL AND STRIPS LTD. for providing me an opportunity to undertake my summer training.
I am deeply indebted to my project guide Mr. S.K. Gupta (AGM P&A) and Mr. M.K. Panwar (Asstt. Manager, P&A) for their guidance and support that was indispensable for the completion of this project.
I would also like to thank my faculty Mr. Prashant Gupta and Mrs. Anubhuti Sehgal for their assistance in completion of this project report.
Last, but not least I would like to thank my parents and friends for the strength and encouragement they gave for the completion of the project.
KANIKA AHUJA2004-2007
SUMMER TRAINING PROJECT
SUMMER TRAINING PROJECT
OBJECTIVE
I have undertaken the project “effectiveness of recruitment
and selection process” in order to study the: -
1) Recruitment and selection practice at Bhushan Steel and
Strips Ltd. to assess the effectiveness and suggest ways to
improve it.
2) Also comparative study of Bhushan Steel & Strips Ltd.
with some companies with similar profiles was done to
discuss their hiring system.
The main objective is to select-right candidates to the right
jobs to reduce the cost of employment and losses occurred
due to errors made by the employees which are not
appropriate to the corresponding job. To know whether
according to their predetermined duties and
responsibilities. Also the work done by the personnel
manager is every critical because it may cause harm or
profit to the company, as it is very delicate job to select &
recruit an employee and further give him training and
develop him.
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SELECTION PROCESS
The selection procedure consists of a series o steps. At each stage
facts may come to light which may to the rejection of the applicant. It
is a series of successive hurdles or barriers which an applicant must
cross, the arrangement, of these hurdles may differ from organization
to organization. These is not standard selection procedure to be used
in all organizations or fall jobs. The complexity of selection procedure
increases with the level and responsibility of the position to be filled.
The strategy and method used from selecting employees various from
firm to firm and from one job to another.
Steps involved in employee selection may be described as under:
1. Preliminary Interview: First of all, initial screening is done to
weed out totally unsersirable/unqualified candidates at the
outlet. Preliminary interview is essentially information about the
nature of the job and the organization. Necessary information is
also elicited from the candidates about their education, skills
experience, salary expected, etc. if the candidate is found
suitable, he is selected for further screening. Preliminary
interview saves time and efforts of both the company and the
candidate.
2. Application Blank: Application form is traditional and widely
used device for collecting information from candidates. The
application form should provide all the information relevant to
selection. But reference to caste, birth, religion, birth place may
be avoided as it is regards an evidence of discrimination.
Generally, a an application form contain the following
information.
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(a) Identifying information- Name, address,
telephone No., etc.
(b)Personal Information- Age, sex, place of birth, marital status,
dependents etc.
(c)Physical characteristics- height, weight, eye sight, etc.
(d) Family background
(e) Education- academic, technical and professional.
(f) Experience – jobs Held, employers, duties preferred,
salary drawn, etc.
(g) References
(h)Miscellaneous – extra curricular activities, hobbies,
games and sports, membership of professional bodies, etc.
Application form helps to serve objectives. First scrutiny of
the form helps to weed out candidates who are lacking in
education, experience, or some other eligibility taints.
Secondary, it helps in formulating questions to be asked in the
interview. Thirdly, data contained in application forms can be
stored for future reference. Application form duly filled in is also
called bio-data or curriculum vitae.
3. Selection Test: Psychological tests are being increasingly used
in employee selection. A test is a sample of some aspect of an
individual’s attitude, behaviour and performance. It also
provides a systematic basis for comparing the behaviour,
performance and attitudes of two more persons. Tests are based
on the assumption that individuals differ in their job related
traints which can be measured. Tests help to reduce bias in
selection by servicing as a supplementary screening device.
Tests are helpful in better matching of candidate and the job.
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Tests may also reveal qualifications which remain covered in
application form and interview. Tests are useful when the
number of applicants is large. Further, tests will be useful only
when they are properly designed and administrated.
4. Employment Interview: An interview is a conversation
between two persons. In selection it involves a personal,
observational and face to face appraisal of candidates for
employment. Interview is an essential element of selection and
no selection procedure is complete without one or more
personal interviews. The information collected through
application and test can be cross-checked in the interview.
A selection interview serves three purposes: (a) obtaining
information about eh background, education, training, work
history and interests of the candidate; (b) giving information to
candidates about the company, the specific job and personnel
policies; and (c) establishing a friendly relationship between the
employer and the candidate so as to motive the successful
applicant to work for the organization.
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5. Medical Examination : Applicants who have crossed the
above stages are sent for a physical examination either to the
company’s physician or to a medical officer approved for the
purpose. Such examination serves the following purpose.
(a)It determines wheather the candidate is physically fit to
perform the job. Those who are physically unfit are
rejected.
(b)It reveals existing disabilities and provides a record of the
employee’s health at the time of selection. This record will
help in settling company’s liability under the workmen
compensation Act for the claim for an injury
(c) It prevents the employment of people suffering from
contagious diseases.
(d)It identifies candidates who are otherwise suitable but
require specific jobs due to physical handicaps and
allergies.
6. References Check: The opinion of referees can be useful in
judging the future behavioral and performance of a candidate.
7. Final Approval: In most of organization, selection process is
carried out by the human resource department. The decisions of
this department are recommendatory. The candidates short-
listed by the department are finally approved by the executives
of the concerned department/units. Employment is offered in
the form of an appointment letter mentioning the post, the rank,
the salary grade, the date by which the candidate should join
and other terms and conditions in brief. In some organization a
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contact of service on judicial paper is signed by both the
candidate and the representative of the organization.
Appointment is generally made on a probation of one or two
years. After satisfactory performance during this period the
candidate is finally confirmed in the job on permanent basis or
regularized.
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ABOUT THE GROUP
In order to meet challenges of the future and to leave an
indelible mark on the industrial scenario, Bhushan Group has
structured along three business lines. The business groups are
as follows:
BHUSHAN STEEL AND STRIPS LTD.
BHUSHAN INDUSTRIAL LTD, CHANDIGARH.
BHUSHAN METALLICS LTD. DERABASSI (PUNJAB).
BHUSHAN INDUSTRIES LTD. CALCUTTA.
BHUSHAN METAALLICS LTD, CHANDIGARH.
AARTI STRIPS LTD. VIRAT NAGAR-NEPAL
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BHUSHAN STEEL AND STRIPS LTD.
BOARD OF DIRECTORS
Shri Brij Bhushan Singal Chairman cum Managing Director
taken care of properly. All facilities are available to
workers e.g. Medical, Canteen, Loan etc. management has
in regular interaction with employees & due to this outside
interference is minimized and workers are not getting
carried away with outside issues. Thus Union activities
have no scope to develop.
Take care for its employees in their Hardships at
work and family level. A feeling of togetherness is
developed which has alleviated various problems of
workers.
Educate & Train employees to make them feel a part
of the organization. The regular training activities are a
permanent feature of Training and Development activities.
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INTRODUCTION
In any organization there is a need of three resources i.e. men,
money and material. Man is a very essential part of any
organization.
Recruitment and Selection of employees in any organization hold
an important place because it is process determining man power
requirements in order to carry out the integrated plan of the
organization.
According to Geisler “Recruitment and selection are the part of
man power planning the process including forecasting,
developing, implementing and controlling, by which a firm
ensures that it has the right type of people at the right place at
the right time doing things for which they are commonly most
useful.
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IMPORTANCE OF SELECTION
The term selection denotes a choice of one or some form
amongst many. The vital importance of making the right
selection of staff for any enterprise cannot be overemphasized.
While selecting employees it should be born in mind that they
are the greatest source of an organization. Building and money
are always secondary. The critical element is always the spirit
team work and the skill of the organization’s personnel.
Everything can be brought or reproduced except skilled and
dedicated service.
Essentials of Selection Procedure
The selection produced adopted by an organization is mostly
tailor made to meet its particular needs. The thoroughness of the
of the procedure depends upon three factors:
First, the nature of selection, whether faulty or safe, because a
faulty selection affects not only the training period that may be
needed, but also results in heavy expenditure on the new
employee and the loss that may be incurred by the organization
in case the job-occupant fails on his job.
Second, the policy of the company and the attitude of the
management. As a practice some companies usually hire more
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than the actual number needed with a view to removing the unfit
persons from the jobs.
Third, the length of the probationary or the trial period. The
longer the period the greater the uncertainty in the minds of the
selected candidate about his future.
The hiring process can be successful, if the following preliminary
requirements are satisfied:
(a)Some one should have the authority to hire. This authority
comes form the employment requisition, as developed by
an analysis of the workload work force.
(b) There must be some standard or personnel with which a
prospective employee may be compared, i.e. there should
be available, beforehand, a comprehensive job description
and job specifications as developed by a job analysis.
(c) There must be a sufficient number of applicants from
which the required number of employees may be selected.
How the Selection is done
There is no shortcut to an accurate evaluation of a candidate.
The hiring procedures are, therefore, generally long and
complicated. Many employers make use of such techniques and
pseudo-sciences as phrenology, physiognomy, astrology,
graphology, etc., while coming to hiring decision. However, in
modern times, these are considered to be unreliable measures.
SUMMER TRAINING PROJECT
The selection procedure consists of a series o steps. At each stage facts may come
to light which may to the rejection of the applicant. It is a series of successive
hurdles or barriers which an applicant must cross, the arrangement, of these
hurdles may differ from organization to organization. These is not standard
selection procedure to be used in all organizations or fall jobs. The complexity of
selection procedure increases with the level and responsibility of the position to be
filled. The strategy and method used from selecting employees various from firm
to firm and from one job to another.
Steps involved in employee selection may be described as under:
8. Preliminary Interview: First of all, initial screening is done to weed out
totally unsersirable/unqualified candidates at the outlet. Preliminary
interview is essentially information about the nature of the job and the
organization. Necessary information is also elicited from the candidates
about their education, skills experience, salary expected, etc. if the
candidate is found suitable, he is selected for further screening. Preliminary
interview saves time and efforts of both the company and the candidate.
9. Application Blank : Application form is traditional and widely used device
for collecting information from candidates. The application form should
provide all the information relevant to selection. But reference to caste,
birth, religion, birth place may be avoided as it is regards an evidence of
discrimination. Generally, a an application form contain the following
information.
(a) Identifying information- Name, address, telephone No., etc.
(b) Personal Information- Age, sex, place of birth, marital status, dependents etc.
(c) Physical characteristics- height, weight, eye sight, etc.
(d) Family background
(e) Education- academic, technical and professional.
SUMMER TRAINING PROJECT
(f) Experience – jobs Held, employers, duties preferred, salary drawn,
etc.
(g) References
(h) Miscellaneous – extra curricular activities, hobbies, games and
sports, membership of professional bodies, etc.
Application form helps to serve objectives. First scrutiny of the form
helps to weed out candidates who are lacking in education, experience, or
some other eligibility taints. Secondary, it helps in formulating questions to
be asked in the interview. Thirdly, data contained in application forms can
be stored for future reference. Application form duly filled in is also called
bio-data or curriculum vitae.
10. Selection Test: Psychological tests are being increasingly used in employee
selection. A test is a sample of some aspect of an individual’s attitude,
behaviour and performance. It also provides a systematic basis for
comparing the behaviour, performance and attitudes of two more persons.
Tests are based on the assumption that individuals differ in their job related
traints which can be measured. Tests help to reduce bias in selection by
servicing as a supplementary screening device. Tests are helpful in better
matching of candidate and the job. Tests may also reveal qualifications
which remain covered in application form and interview. Tests are useful
when the number of applicants is large. Further, tests will be useful only
when they are properly designed and administrated.
11. Employment Interview: An interview is a conversation between two
persons. In selection it involves a personal, observational and face to face
appraisal of candidates for employment. Interview is an essential element of
selection and no selection procedure is complete without one or more
SUMMER TRAINING PROJECT
personal interviews. The information collected through application and test
can be cross-checked in the interview.
A selection interview serves three purposes: (a) obtaining information about
eh background, education, training, work history and interests of the
candidate; (b) giving information to candidates about the company, the
specific job and personnel policies; and (c) establishing a friendly
relationship between the employer and the candidate so as to motive the
successful applicant to work for the organization.
12. References Check : The opinion of referees can be useful in
judging the future behavioral and performance of a candidate.
13. Final Approval: In most of organization, selection process is
carried out by the human resource department. The decisions of this
department are recommendatory. The candidates short listed by the
department are finally approved by the executives of the concerned
department/units. Employment is offered in the form of an appointment
letter mentioning the post, the rank, the salary grade, the date by which the
candidate should join and other terms and conditions in brief. In some
organization a contact of service on judicial paper is signed by both the
candidate and the representative of the organization. Appointment is
generally made on a probation of one or two years. After satisfactory
performance during this period the candidate is finally confirmed in the job
on permanent basis or regularized.
SUMMER TRAINING PROJECT
ASSESSMENT OF THE RECRUITMENT
PROGRAMME
Sources for recruiting should be periodically evaluated. For this
purpose, the criteria be the cost per applicant, the
applicant/hiring ration, tenure, performance appraisals, etc. The
organization should first identify how an applicant was attracted
to the firm. A simple way of securing this information is to
include in the application blank a question: “How did you learn
of the job vacancy for which you have applied? The next step is
to determine whether any one method consistently attracts
better applicants. The last step is to use this information to
improve the recruiting process. Recruiting should take into
consideration ethical practices, such as use of “truth hiring”, i.e.,
telling an applicant all about the firm and its position, both good
and bad, to enable him to decide whether or not to joint the firm,
if selected.
A successful and effective recruitment programme necessitates a
well-defined recruitment policy, a proper organization structure,
procedures for locating sources of manpower resources, suitable
methods and techniques for utilizing these and a constant
assessment and consequent improvement.
According to Adverting tactics and Strategy in Personnel
Recruitment, three points need to be born before in a
advertisement in inserted. First to visualize the type of
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applicant. Trying to recruit. Second, to write out as a list of
advantages a company offers; in other words, why the reader
should work for the company. Third to which news paper having
a local, state or nation wide circulation.
The following is a popular procedure though it may be modified
to suit individual situation.
(a)Reception or preliminary interview or screening:
(b) Application blank- a fact-finder which helps one in
learning about an applicant’s background and life history:
(c)A well conducted interview of explore the facts and get at
the attitudes of the applicant and his family to the job.
(d) A physical examination- health and stamina are vital
factors in success:
(e)Physiological testing to explore the surface area and get an
objective look at a candidate’s suitability for a job.
(f) A reference check:
(g) Final selection approval by manager: and
communication of the decision to the candidate.
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RECRUITMENT
“Recruitment is process to discover the source of
manpower in adequate numbers of facilitate effective
deletion of an efficient work force”.
-Yodder
Recruitment is said to be the initial in the process which
continues with selection and ceases with the placement of the
candidate. Recruitment is the next step in the procurement
function, the first being the manpower planning. Recruitment
makes is possible to acquire the number and types of people
necessary to ensure the continued operation of the organization.
Recruitment is the discovering of potential applications for
actual or anticipated organizational vacancies.
The purpose of recruitment is to locate source of manpower
function of personnel administration, because unless the right
type of people are hired, even the best plan, organization charts
and control systems would not do much good. It is a process in
which a comprehensive and brainstorming search is done for the
right selection of employees and stimulating and encouraging
them to think about joining an organization who will meet their
desires towards, working and other aspects related to it.
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The process of recruitment is said to be of positive nature which
stimulates to every person to apply for a particular job to
increase the hiring ratio that means a lot of applicants for a job.
Selection on the other hand tends to be negative because it
rejects a number of persons as they became unfit for the applied
post and the best is hired.
KEY POINTS OF
RECRUITMENT
All organization whether large or small, do engage in recruiting
activity although not in the same number. It can be
differentiated with:
The size of the organization.
The employment conditions in the community where the
organization is located;
The effects of past recruiting efforts which throw show
the organization’s ability to locate and keep good
performing people;
Working conditions and salary and other perks offered by
the organization which may influence turn over and
necessitate future recruiting;
The rate of growth of the organization;
The level of seasonality of operations and future
expansion and production programmes and
Cultural, economic and legal factors.
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BOTTLENECKS IN THE PROCESS OF
RECRUITMENT
No employer could ever freely choose always the right candidate
because various forces impinge upon such selection. Such
hurdles are
The Organization’s Place
The candidate who’s recruitment is to be made may not be
interested to join the organization because either its
reputation or goodwill in not good in the society, corporate
sector or because the conditions of work are hazardous to
work that is to say it is involve in the production of such
procedures of which manufacturing creates panic health
condition for any employee. All such factors minimize its
ability to pull the super brains from employment market.
The Unattractive Job
If the job is regarded as boring, hazardous, anxiety
creating or to such an organization.
The policy of the Organization towards its Employer
If the policy and aims at providing promotion to its
employees from within, people would be attracted to it,
because such a policy enjoys several advantage such as
that of creating good public relations, building high
morale, encouraging good people who are ambitious and
improving the probability of a good selection.
Boundation to Recruit Union Members
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Some unions emphasis on recruitment to members of the
unions only when situation occurs, management has to
recruitment from a restricted supply.
Influence of the Government
An employer cannot distinguish any individual on the
basis of physical appearance, sex or religious background,
for purpose of recruitment.
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STEPS TO BE TAKEN A RECRUITMENT
PROCEDURE
Famularo states that personnel recruitment process involves five
elements viz., a recruitment and different techniques used for
utilizing these source and a method of assessing the recruitment
programme.
RECRUITMENT POLICY
Such a policy may involve a commitment to broad
principles such as filling vacancies with the best qualifier
individuals. It may embrace many issues such as extent of
promotion from within, attitudes of enterprise in
recruiting its old employees. It may also involve the
organization of present employees. It may also involve the
organization system to be developed for implementing
recruitment programme and procedures to the employed.
Yodder
Recruitment policy assets the objectives of the recruitment
policy and provided a framework of implementation of the
recruitment programme form of procedure.
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Therefore a well considered and pre-planned recruitment policy
based on corporate goals study of environment and the
corporate needs. Many avoid hasty or ill considered decision and
may go a long way to man the organization with the right type of
personnel.
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OBJECTIVES OF THE ORGANIZATION
Organization’s objective-both in short term and long term must
be taken into consideration as a basic parameter for recruitment
decisions and needs of the personnel area wise, job family wise.
IDENTIFICATION OF THE RECRUITMENT
It needs to take decision regarding the balance of the qualitative
dimensions would be recruits i.e. the recruiters should prepare
profiles for each category of workers and accordingly workout
the man specifications, decide the sections, departments or
branches where they should be placed and identify the
particular, responsibilities of recruitment’s which would be
tapped by the organization e.g. fro skilled or semi skilled manual
workers internal sources and employment exchange may be
preferred; for highly specialized categories and managerial
personnel, other sources besides the former may be utilized.
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CRITERIA OF SELECTION AND PREFERENCES
These should be based on conscious thought and serious
deliberations. In some cases trade unions may be consulted.
THE COST OF RECRUITMENT AND FINANCIAL
IMPLICATIONS OF THE SAME
A recruitment policy “in the best sense” involves a commitment by the employer to such general principles as:
1) To find and employ the best qualified persons for each job.2) To retain the best and most promising of those hired;3) To offer promising opportunities for life time working
careers.4) To provide programmes and facilities for personal growth
on the job.
The recruitment policy is concerned with quality and qualifications of manpower. It established broad guidelines for staffing process. Generally the following factors are involved in recruitment policy:
To carefully observe the letter and spirit of the relevant
public policy on hiring and on the whole employment
relationship.
To provide individual employees with the maximum of
employment security, avoiding frequent lay off or lost
time;
To provide each employee with an open road and
encouragement in the continuing development of their
talents and skills;
To assure each employee of the organization intersect in
their personal goals and employment objectives;
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To avoid cliques which may develop when several
members of the same household or community are
employed in the organization;
To provide employment in jobs which are engineered to
meet the qualifications of handicapped workers and
minority sections;
To encourage one or more strong, effective responsible
trade unions among the employees.
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PERQUISITES OF A GOOD RECRUITMENT POLICY
The recruitment policy of an organization must satisfy the following conditions:
It should be flexible enough to meet the changing needs of an organization.
It should be in conformity with its general personnel policies.
It should be so designed as to ensure employment opportunities for its employees on along term basis so that the goals of the organization should be achievable; and it should develop the potentialities of employees.
It should match the qualities of the employees with the requirement of the work for which they are employed.
It should highlight the necessity of establishing job analysis.
The nature and extent of the recruitment programme depends
on a number of factors including the skills required, the state of
the labour market, general economic conditions and image of
the employer. A company which has reputation of paying fair
wages, providing good employee benefits and taking interest in
employee welfare activities would attract a large number of
application than it needs without making any extra recruiting
efforts. Small companies which hire only a few persons each
year not need to do more than spread the world around the plant
of office that a vacancy exists. However as a result of regulations
and pressures form the society and the government, the
recruitment programme now requires the employers to go out
and actively seek job applications from groups of those who may
not otherwise apply for employment.
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RECRUITMENT ORGANIZATION
There is no general procedure for hiring new personnel, which is
applicable to all business enterprises. Each enterprise has its
‘tailor made’ programme which brings it the desired quantity
and quality of manpower at the minimum possible cost. The most
commonly adopted practice is to centralize the recruitment and
selection function in a single office. All employment activity
should be centralized if the policies of the top management are
to be implemented consistently and effectively. Only when
personnel requisitions so through one central source and all
employment records are kept up to date is there a possibility of
maximum efficiency and success in hiring.
The advantage of centralization of recruitment and selection are
as under:
It makes the more opportunity for placing the candidate in
several departments of the company.
It reduces the administrative cost by consolidating all
activities in a single office which are normally huge in
decentralize recruitment.
It relieves line officers of the details involved in hiring
workers, which is common under a decentralized plan.
It tends to make the selection of workers scientific.
It makes possible the development of a centralized
manpower-pool in the organization.
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This centralized department is generally known as the employee
office or the recruitment section. The staff personnel is attached
to it. This enables specialists to concentrate upon the
recruitment function; and soon they become very efficient in the
sue of various recruitment techniques.
This office should be properly equipped with furniture. Its
waiting room should be roomy, clean and well ventilated; it
should have lighting facilities and drinking water, and it should
be comfortable. This room should also have a table or counter so
that candidate may fill in their application blanks conveniently.
It is desirable that personnel records be filed in a room
accessible to the interviewer.
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This office mainly carry outs the following important functions:
1. Establishing employment standards.
2. Making initial contracts with perspective employees.
3. Conducting physical examination.
4. Testing.
5. Conducting interviews.
6. Filing out necessary forms and record keeping.
7. Introducing the employee to his superiors.
8. Following up the employee.
It may be noted that in small organization, recruiting procedure
is merely informal and generally the “line official” may be
responsible to handle this function. But in large organizations, it
is entrusted to a staff unit with personnel or industrial relations
department. However, recruitment remains the line
responsibility as far as the personnel requisition forms are
originated by the line personnel.
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FORECAST OF MANPOWER REQUIREMENTS
It is only to be state that a ‘requisition’ or indent for
requirement has to be submitted by the line officials. Such
indents usually specify.
1) The jobs or operations or positions for which the person
should be available;
2) Duration of their employment;
3) Salary to be offered and any other conditions and terms of
employment which indicated offer feels necessary.
The indents are then checked against the posts allotted to the
department branch and also against authorization for expansion.
If already granted. Financial implications of the proposed
appointments and additional expenditure are worked out of
course these would be within the budgetary sanctions of the
department concerned. It the indents are found correct, the
proposed requirements are authorized and the initial pay, the
scale and other admissible allowances are determined.
Finally, job specifications and man specifications are
determined, in consolation with the line managers.
SOURCES OF RECRUITMENT
Before an organization activity begins recruiting applications it
should consider the most likely source of the type of employee it
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needs. Some companies try to develop new resources while most
only try to tackle the existing source they have. These sources,
accordingly, may be termed as internal and external.
Internal sources
Internal sources are the most obvious sources. These include
personnel already on the pay roll of an organization, i.e. its
present working force. Whenever any vacancy occurs ,
somebody from within the organization is upgraded, transferred,
promoted or sometimes demoted. This source also includes
personnel who were once on the payroll of the company but who
plan to return or whom the company would like to re- hire, such
as those on leave of absence , those who quit voluntarily or those
on production lay-offs.
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HOW GOOD IS RECRUITMENT FORM INTERNAL SOURCE
The use of internal source has some merits: It improves the morale of employees for they are assured
of the fact that would be preferred over outsider when vacancies occur.
The employer is in a better position to evaluate those presently employed then out side candidates. This is because the company maintains a record of the progress, experience and service of its employers.
It promotes loyalty among the employers, for it gives them a sense of job security and opportunity for advancement.
As the process in the employment of the company are fully
and know its operating procedures, they require little
training and the changes are that they would stay longer
in the employment of the organization than a new outsider
would.
They are tried people can, therefore, be relied upon
Its less costly than going outside to recruit.
THIS METHOD HAS SOME NEGATIVE POINTS TOO It often leads to in breading, and discourages young blood
from entering an organization.
There are possibilities that internal sources may ‘dry-up’
and it may be difficult to find the requisite personnel form
with in an organization.
Since the leaner does not know more than the lecturer, no
information wroth the name can be made. Therefore on
jobs which require original thinking (such as advertising,
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style, designing and basic research), this practice is not
followed.
As promotion is based on seniority, the danger is that really
capable hands may not be chosen. The likes and dislikes of
the management may also play an important role in the
selection of personnel.
Internal source is used by many organizations; but surprisingly
large number of organization source is used by many
organizations; but surprisingly large number of organizations
ignore this source, specially for middle management jobs. In
other words this source is the load that is rarely mined. It is not
only reasonable but wise to use this source, if the vacancies to
be filled are within the capacity of the present employers’ if
adequate employee records have been maintained, and if
opportunities are provided in advance for them to prepare
themselves for promotion from ‘Blue Collar’ to “White Collar”
jobs.
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EXTERNAL SOURCES
There sources lie outside the organization. They usually include
the following:
New entrants to the labour force i.e. young mostly in-
experienced potential employees-the college students.
They employed with the wide range of skills and abilities.
Retired experienced persons such as mechanics, chemists,
welders and accountants etc.
Others not in the labour force such as married women and
person from minority groups.
These sources provide the requisite types of personnel for an
organization, having skill, training and education up to the
required standard. Since persons are required from large
market the best selection can be made without any distinctions
of cast, sex or colour. In the long run this source proves
economical because potential employees do not need extra
training for their jobs.
On the other hand the process of recruitment in this type suffers
from what is called ‘brain-drain’. Especially when experienced
persons are raided or hunted by sister concerns.
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METHODS OF TECHNIQUES OF
RECRUITMENT
The process of recruitment can be divided into simply three
categories:
Direct method
Indirect method
Third party method
DIRECT METHOD
This method comprises of sending traveling recruitment to
educational institutions, employees’ contacts with public and
manned exhibits. One of the widely used direct method is that of
sending of recruiters to colleges and technical schools. Most
college recruiting is done in co-operation with the placement
office of a college. The placement office usually provides help in
attracting students, arranging interviews, furnishing space and
providing campus recruiting is an extensive operation. Persons
reading for BBA or other technical diploma are picked up in this
manner. For this purpose, carefully prepared brochures,
describing the organization and the jobs it offers, are distributed
among students, before the interviewer arrives. The TATA,
RELIANCE, WIPRO, INFOSYS, DR REDDY’S LAB, NESTLE,
DABUR, LARSON & TOUBRO, BIRLA, HINDUSTAN LIVER
LIMITED and other enlightened firms maintain continuing with
institutions ‘placement officials with a view to recruiting staff
regularly for different responsible positions.
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Sometimes, firms directly solicit information from the concerned
professors about students with an outstanding record. Many
companies have found employees’ contract with the public a
very effective method.
Other direct methods include sending recruitment to
conversation and seminars, setting up exhibits at fairs and
mobile office to go to the desired centers.
INDIRECT METHOD
Indirect methods involve mostly advertising in newspapers, on
the radio, in trade and professional journals, technical
magazines and brochures.
Advertising is very useful for recruiting blue-collar and hourly
workers as well as scientific, professional and technical
employees. Local newspapers can be a good source of blue-
collar workers, clerical employees and lower level administrative
employees.
The main point is that the higher the position is in the
organizations or the more specialized the skills sought, the most
widely dispersed advertisement is likely to be. The search for top
executives might include advertisement in a national periodical,
while the advertisement of blue collar job is usually confirmed to
the daily newspapers or regional trade journals.
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The classified advertisement section of a daily newspaper or the
Sunday Weekly editions of The Hindustan Times, The Times of
India, the Tribune, Bharat Jyoti, The National Herald, Free Press
Journal, the Pioneer, Amrit Bazar Patrika, The Economic Times,
The Hindu, The Indian Express the Statesman etc. carry
advertisement to screen themselves in order to find out whether
they are fit for the job for which the advertisement has been
issued. In order to be successful, and advertisement should be
carefully written. It is not properly written, it may not draw the
right type of applicants or its may attract too many applicants
who are not qualified for the job. It should be so framed as to
attract attention for example by the use of different sizes and
types of print. The first line should limit the audience somewhat
and the nest few lines further seen out the readers who do not
posses the necessary qualification. It should provide specific
information for advancement.
The benefit to be enjoyed by working in the company; and it
should emphasize facts related to the dignity of the job beyond
and to professional experts. “Frilly advertisements, containing
exaggerated claims and gimmicky appeals are to be avoided”.
Advertising can be very effective if its media are properly
chosen.
Organizations often place what is referred to as a blind
advertisement one in which there is no identification of the
organization. Respondents are asked to apply to a post office Box
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No.’ or to a consulting firm that is acting as an intermediary
between the applicant and the organization. The large
organizations with regional or national reputation do not usually
use blind advertisement.
Other methods include advertisement in publications, such as
trade and professional journals, and radio or television
announcements, as is done by many Indian manufactures.
Professional journals are read by people with specialized
background and interest. Therefore, advertisements in these
are generally selective.
THIRD PARTY METHOD
These include the use of commercial or private employment
agencies, state agencies, placement offices of schools, colleges
and professional associations, recruiting firms, management
consulting firms, indoctrination seminars for college professors,
and friends relatives.
PRIVATE EMPLOYMENT AGENCIES
These agencies one widely used in specific occupations. A little
amount is charged towards this type of service from an
applicant. The specific occupation are general office help, sales