Recruiting, Selecting & Socialzing

7/29/2019 Recruiting, Selecting & Socialzing

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RECRUITING, SELECTING &

SOCIALZINGIntroduction areas of HRM

Factors affecting Recruitment

Recruitment policy

Sources of people

SelectionSelection process & tests

Socialization

Other relevant areas of Recruitment


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HUMAN RESOURCE MANAGEMENT


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RECRUITMENT

The success or failure of an organization is

largely dependent on its workforce, in order to

achieve the goals, the organization need to

recruit people with requisite skills,

qualifications and experience.

Recruitment is a process of locating and

encouraging potential applicants to apply forexisting or anticipated job openings.


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Job description outline of the role of the job holder

Person specification outline of the skills andqualities required of the post holder

Applicants may demonstrate their suitability through

application form, letter or curriculum vitae (CV)

RECRUITMENT CONTD.,


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FACTORS AFFECTING RECRUITMENTINTERNAL FACTORS

Companys Pay Package

Quality of Work life

Organizational Culture

Career Planning and Growth

Companys Size

Companys Products/Services

Geographical Spread of the Companys Operations Companys Growth Rate

Role of Trade Unions

Cost of Recruitment

Companys Name and Fame

EXTERNAL FACTORS

Socio-economic Factors

Supply and Demand Factors

Employment Rate

Labour Market Conditions

Political, Legal and Governmental Factors like Reservations for SC/ST/BC and Sons-of-soil

Information System like Employment Exchanges/Tele-recruitment Internet


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SOURCES OF RECRUITMENT

INTERNAL SOURCES

Present Permanent Employees

Present Temporary or Casual Employees

Retrenched or Retired Employees

Dependents of Deceased, Disabled, Retired and Present Employees

EXTERNAL SOURCES Campus Recruitment

Private Employment Agencies/Consultants

Public Employment Exchanges

Professional Associations

Data Banks

Casual Applicants

Similar Organizations

Trade Unions


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MODERN SOURCES OF RECRUITMENT

Walk-in

Consult-in

Head-hunting/Search consultants

Body Shopping

Business Alliances

Tele-Recruitment


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RECRUITMENT SOURCES Contd.,

Recruitment sources are those where

prospective employees are available like

employment exchanges while techniques are

those which stimulate the prospective

employees to apply for jobs like nomination

by employees, advertising, promotion etc.,

Management uses different types of techniquesto stimulate internal and external candidates.


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ALTERNATIVES TO RECRUITMENT

Overtime

Subcontracting Temporary employees

Employee Leasing


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RECRUITMENT POLICY

A general recruitment policy statement of an organizationshould exhibit:

Advertise all vacancies internally

Reply every job applicant without delay

Inform the job applicants the basic details Process all applications with efficiency and courtesy

Seek candidates on the basis of their qualifications

Aim to ensure that every person is given a thoroughhearing

The company will not discriminate on the basis of age, sex,language, caste etc.,

Do not make any exaggerated claims


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SELECTION


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SELECTION Contd.,

Selection is the process of picking individuals

who have relevant qualifications to fill jobs in

an organization.

The basic purpose of selection is to choose the

individual who can most successfully perform

the job, from the pool of qualified candidates.


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PROCESS OF SELECTION

Selection is usually a series of hurdles or steps. Each onemust be successfully cleared before the applicant proceedsto the next. The time and emphasis placed on each stepwill of course vary from one organization to another and,

indeed, from job to job within the same organization. Thesequencing of steps may also vary from job to job andorganization to organization. Generally there are fourstages in the selection process. They are:

Screening of Application Forms

Tests Selection Interview

Selection Decision


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PROCESS OF SELECTION CONTD.,

Phases in Selection:

Reception

Screening Interview

Application Blank

Selection Tests

Selection Interview

Medical Examination

Reference Checks

Hiring Decision 8

7

6

5

4

3

2

1


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SELECTION TESTS

An important decision in the selection process is

applicant testing and the kinds of tests to use.

A test is a standardized, objective measure of a

persons behaviour, performance or attitude.

Tests will determine how well an applicant

meets job requirements.


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TESTS OF EMPLOYMENT

Some of the commonly used employment tests are as follows:

Intelligence Tests

Aptitude Tests

Personality Tests

Achievement Test Simulation Tests

Assessment Tests

Assessment Centre

Graphology Tests Polygraph ( lie-detector ) Tests

Integrity Tests


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FACTORS AFFECTING SELECTION

DECISION

The goal of selection is to sort out or eliminate thosejudged unqualified to meet the job and organizationalrequirements, whereas the goal of recruitment is tocreate a large pool of persons available and willing to

work.A number of factors affect the selection decision ofcandidates. The important factors are:

Profile matching

Organizational and social environment

Successive hurdles

Multiple correlation


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RECENT TRENDS IN SELECTION

Selection by Invitation

Management observes the performance of keyexecutives of competitors. The significantperformance of executives forms basis forselecting them by invitation.

Leasing

360 Selection programme

Involving the subordinates and the employees ofthe same level in administering the employmenttests and interviews is 360 selection programme.


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PLACEMENT

Placement is the determination of the job to which an accepted candidate

is to be assigned and his assignment to that job.

Employee placement process:

Collect details about the employee

Construct the employees profile

Match between sub-group profile and individuals profileCompare sub-group profile to job family profile

Match between job family profiles and sub-group profiles

Assign the individuals to job family

Assign the individual to specific job after further counseling and assessment


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INDUCTION

Induction is the process of receiving andwelcoming an employee when he first joins acompany and giving him the basic information heneeds to settle down quickly and happily and

start work.An employee can be inducted under the following

heads:

About the companys history, objectives, policies,

procedures, rules and regulations, codes etc., About the department

About the superiors, subordinates etc.,


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SOCIALIZING

Every organization has its own unique culture. Cultureis the system of shared actions, values and beliefsthat develops within an organization and guides thebehaviour of its members.

A new employee irrespective of his knowledge andcompetencies needs to understand, appreciate andacclimatize himself with the culture of theorganization in order to become effective at work.

Socialization in an organizational context is basically aprocess of adaptation to a new culture of theorganization.

The term socialization refers to all the processes

undergone by employees.


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PROCESS OF SOCIALIZATION

Outcomes

Pre-arrival Encounter Metamorphosis Commitment

Productivity

Turnover


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PROCESS OF SOCIALIZATION

Outcomes

Pre-arrival Encounter Commitment

Productivity

Turnover

Individual

Group

Organization

Metamorphosis


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TYPES OF SOCIALIZATION

PROGRAMMES

Formal/InformalThe more formal a socialization programme is, it is more likely that

management has participated in its design and execution and hence, the

newly employed will learn what the management desires.

If the programme is informal, success will depend more on the newemployees selection of the correct socialization agent.

Individual Vs CollectiveThe socializing programme either can be individual specific or for a group of

new entrants.The individual approach is likely to develop far less homogeneous views than

collective socialization


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Socialization should be a part of training. Allows employees to better understand the big

picture of how the organization operates.

Socialization has 6 dimensions: 1 People

2 History/Culture

3 Language

4 Org. goals/values 5 Politics

6 Performance proficiency/expectations

Socialization as Training


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THANK YOU

Recruiting, Selecting & Socialzing

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