recruitment

• 1. HUMAN RESOURCE MANAGEMENT is the management of an organizations employees. human resource management issometimes referred to as a "soft"management skill, effective practice within an organization requires astrategic focus to ensure that peopleresources can facilitate theachievement of organizational goals. Effective human resourcemanagement also contains an element of risk management for an organization which, as a minimum, ensures legislative compliance.

2. RECRUITING THE PROCESS OFATTEMPTING TOLOCATE ANDENCOURAGE POTENTIAL APPLICANTS TO APPLY FOREXISTING ORANTICIPATED JOBOPENING. 3. DECRUITMENT process of reducingthe size of theorganizations workforce orrestructuring its skill base use to meet thedemands of a dynamicenvironment. 4. Types of Recruitment Internal recruitmentThis refers to the filling ofjob vacancies from within thebusiness - where existingemployees are selectedrather than employingsomeone from outside.A business might decide that italready has the right people with theright skills to do the job, particularlyif its training and developmentprogrammed has been effective. 5. How is it done?Internal vacancies are usuallyadvertised within the business via avariety of media:Staff notice boards Intranets In-house magazines /newsletters (for example,Emap, a major publishingbusiness) have a weeklystaff magazine devotedsolely to advertising jobswithin the organisation! Staff meetings 6. Advantages Gives existing employees greateropportunity to advance theircareers in the business May help to retain staff who mightotherwise leave Requires a short induction trainingperiod Employer should know moreabout the internal candidatesabilities ( a reduced risk of selectingan inappropriate candidate) Usuallyquicker and lessexpensive than recruiting fromoutside 7. DisadvantagesLimits the number of potentialapplicants for a jobExternal candidates might bebetter suited / qualified for the jobAnother vacancy will be createdthat has to be filled Existing staff may feel they havethe automatic right to be promoted,whether or not they are competentBusiness may become resistant tochange; by recruiting fromoutside, new perspectives andattitudes are brought in 8. External Recruitment External sources ofrecruitment have to besolicited from outside theorganization.It involves lot of timeand money. The externalsources of recruitmentincludeEmployment at factorygate, advertisements,employment exchanges,employment agencies,educational institutes,labor contractors,recommendations etc. 9. External Sources Of Recruitment1. PRESS ADVERTISEMENTS3. PLACEMENT AGENCIESAdvertisements of the vacancySeveral private consultancy firmsin newspapers and journals perform recruitment functions onare a widely used source ofbehalf of client companies byrecruitment. The maincharging a fee. These agenciesadvantage of this method isare particularly suitable forthat it has a wide reach.recruitment of executives and specialists. It is also known as2. EDUCATIONAL INSTITUTES RPO (Recruitment ProcessVarious management Outsourcing)institutes, engineeringcolleges, medical Colleges etc.4.EMPLOYMENT EXCHANGESare a good source of recruitingGovernment establishes publicwell qualified employment exchanges throughoutexecutives, engineers, medical the country. These exchangesstaff etc. They provide facilities provide job information to jobfor campus interviews andseekers and help employers inplacements. This source is identifying suitable candidates.known as Campus Recruitment. 10. 5.LABOUR CONTRACTORS7.EMPLOYEE REFERRALS /Manual workers can be RECOMMENDATIONSMany organisations haverecruited through structured system where thecontractors who maintaincurrent employees of theclose contacts with the organisation can refer their friendssources of such workers.and relatives for some position inThis source is used totheir organisation. Also, the officebearers of trade unions are oftenrecruit labor for aware of the suitability ofconstruction jobs.candidates. Management can6.UNSOLICITED APPLICANTSinquire these leaders for suitableMany job seekers visit the office jobs.of well-known companies on8.RECRUITMENT AT FACTORYtheir own. Such callers are GATE Unskilled workers may beconsidered nuisance to therecruited at the factory gate thesedaily work routine of the may be employed whenever aenterprise. But can help in permanent worker is absent. Morecreating the talent pool or the efficient among these may bedatabase of the probablerecruited to fill permanentcandidates for the organisation.vacancies. 11. AdvantagesOutside people bringin new ideasPeople have a widerrange of experience Larger pool ofworkers from which tofind the best candidate 12. DisadvantagesLonger processMore expensive processdue to advertisements andinterviews requiredSelection process may notbe effective enough toreveal the best candidate 13. RecruitingWomen andminorities 14. ABOUT THEEMPLOYER are under pressure to improveemployment opportunities intheir organization in placingindividuals in the better payingjobsDifficulty in recruiting womenfor clerical, secretarial andother jobs in which they havetraditionally employed 15. Barriers from recruitingwomen women encounter barriers in gainingemployment in the better paying jobstraditionally performed by men. they also have encountered barriers inattempting to gain Positions of managerialresponsibility laws restricting hours of work forwomen and the types of Duties theycould perform automaticallyeliminate women From a certainjob, they would have been ableperform. blue-collar jobs were eliminatedwhich were considered toohazardous for women to perform. 16. Coping with stereotypes of women Women work merely tosupplement the family income.Women do not want to bemanagers because it wouldinvolve an extra work loadwhich would interfere withfamily obligations. Women are unable to meetcertain work demands foremotional toughness andstability because of theirpsychological makeup. 17. Overcoming the barriers The opening of employment opportunities for women in nontraditional jobs De sex job titles The elimination of qualifications pertaining to physical strength or physical size where such job requirements have not yet been validated 18. Modifying conditions to promote equalopportunityIn preparing job specifications,any unnecessary requirementsthat might prevent the placementof women in a specific job Instituteflexi-time or job sharingto enable women to accept jobs More flexible policies coveringleaves of absence can preventwomen from being forced toresign for maternity purposes 19. RECRUITING WITHIN THEORGANIZATION INTERNAL PROMOTIONSERVES TO REWARDSTHE EMPLOYEERECEIVING THEPROMOTION FOR HISOR HER PASTPERFORMANCE ANDHOPEFULLY WILLRESULT INCONTINUING EFFORTSBY THAT INDIVIDUALS 20. ADVANTAGES DISADVANTAGESREWARDS GOODCAN PRODUCEWORK OF CURRENTORGANIZATIONAL INBREEDING;EMPLOYEES CANDIDATES MAY HAVEIS COST-EFFECTIVE LIMITED PERSPECTIVEIMPROVES MORALE PLACES HEAVYCAN ASSESSBURDEN ONKNOWN PAST TRAINING ANDPERFORMANCEDEVELOPMENTCAN RESULTS INMAY CAUSE POLITICALSUCCESSION OFINFIGHTING FORPROMOTIONPROMOTIONS 21. RECRUITING OUTSIDE THE ORGANIZATION UNLESS THERE IS TO BE A REDUCTION IN THE WORK FORCE, ANY VACANCY OCCURING WITHIN THE ORGANIZATION MUST EVENTUALLY BE FILLED WITH A REPLACEMENT FROM THE OUTSIDE. 22. ADVANTAGESDISADVANTAGESBRINGS NEW IDEAS/ TALENTINTO ORGANIZATION GET MAY RESULT INNEEDED COMPETENCIES MISPLACEMENTSPROVIDES CROSS INCREASEINDUSTRY- INSIGHT RECRUITMENT COSTMAY REDUCE TRAININGMAY COST MORALECOST (EXPERIENCED PROBLEMS IN INTERNALHIRED CANDIDATESHELPS ORGANIZATION REQUIRES LONGERMEET EQUALORIENTATION OREMPLOYMENTADJUSTMENT TIMEOPPORTUNITY/AFFIRMATIVE ACTIONGOALS 23. Importance of Recruitment Attract and encourage more and more candidates toapply in the organisation. Create a talent pool of candidates to enable the selection of bestcandidates for the organisation. Determine present and future requirements of the organizationin conjunction with its personnel planning and job analysisactivities. Recruitment is the process which links the employers with theemployees. Help increase the success rate of selection process by decreasing number ofvisibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selectedwill leave the organization only after a short period of time. 24. Ganda nilagrabeeeeee