Recruitment & Selection Process

A MANAGEMENT THESIS

- II ON

“Recruitment & Selection process of sale Executive”

AT

L G d ist ributo rs & its Out le t

BY RICHA

09JU00200015

This report is submitted in the partial fulfillment of the Requirement for the award of the degree of

MASTER OF BUSSINESS ADMINISTRATION

(SESSION 2009-2011)

ICFAI UNIVERSITY,RANCHI

U n d er t h e G u i d a n ce o f : -

Dr Rumna Bhattacharjee

A C K N O W L E D G E M E N T

I feel myself privileged at having an opportunity to thank the

people who helped me at all stages of my research work. It is

with a deep sense of gratitude that I acknowledge valuable

guidance and timely suggestions offered to me by f ac u lt y

gu i d e Dr Rumna Bhattacharjee

I am indebted to all my other faculty member for giving

me full support and encouragement. It’s my sheer pleasure

to acknowledge who have directly or indirectly guided and

cooperated in one way of my Management Thesis.

Concept of RecruitmentRecruitment Policy

Sources of RecruitmentEvaluation of a Recruitment ProgramE-RecruitmentConcept of SelectionSelection ProcessSelection Method

Job Analysis of Sales Person at LG

Job Analysis is a process to identify and determine indetail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgements are made about data collected on a job.

The Job; not the person An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person.

S e l e c t i o n P r o c e d u r e s How job Analysis can be used in selection procedures?

job duties that should be included in advertisements of vacant positions;appropriate salary level for the position to help determine what salary should be offered to a candidate;

minimum requirements (education and/or experience) for screening applicants;

Sur

interview questions is prepared according to job description;

selection tests/instruments (e.g., written tests; oral tests; job simulations);orientation materials for applicants/new hires.

Performance Review

Job Analysis can be used in performance review to develop:

goals and objectives performance standards evaluation criterialength of probationary periodsduties to be evaluated

The Job Analyst would then prepare a job description and specifications for an employee.

Process of Recruitment at LG

Human resource

Identify HR

plus

ReSturrepnlucs

h/Layoffs

Demand

Determine numbers, levels & Criticality of vacancies

OrganizationalRecruitment policy

Choose the resources &Methods of Recruitment Analyze

the cost & time

Job AnalysisStart implementing theRecruitment program

Select & Hire

Evaluate the Program

Recruitment

Recruitment is the process of searching for prospectiveemployees and stimulating them to apply for jobs in the organizations.

Recruitment is also a technique for creating a pool of candidates from where selection can takes place.

“Selection starts where recruitment ends”

The recruitment policy of Lg should match the following criteria

Complies with government policies

Provides job security

Provides employee career growth opportunities

Flexible to accommodate changes

Ensures its employees long-term

employment opportunities

It should be Cost effective process for the company

Sources of RecruitmentHRISEvaluation of a Recruitment program

The recruitment policies, sources & methods

have to be evaluated from time to time by the Hr

dept

Successful recruitment program can be calculated by :-

No. of successful placements No. of offers made No. of applicants Cost involved Time taken for filling up the position

E-Recruitment Most striking recent development. Kinds of E-Recruitment Job Portals Resume ScannersAttractions of E-Recruitment

•Jobs can be advertised inexpensively to potentially massive audience.

•Inexpensive, once it is set up.•Speed of response.•Facilitates online short listing using CV

matching software

References Check•Increasing as organizations seek to protectthemselves against rogue candidates.•Factual check - confirmation of factspresented by the candidate.•Character check - requesting opinionsabout the candidate.

After Reference Check…P e o p l e i n v o l v e d i n S e l e c t i o n pr o c e ss

The recruitment and selection process of sales person in LG involve three steps:

First Step:

Area sales manager

Sales Region manager

HR personnel

Member from board of Directors

enerally done by seniors in the sales department itself. Such as Sales managers, Sales region managers and others. This is mainly because recruitment of sales personnel requires understanding the dynamics of a sales profile. Companies with a smaller sales force may involve even senior most professionals recruiting a sales personnel as, in smaller organizations, the role of sales executive is critical.

Furthermore, The recruitment and selection also varies depending on whether the personnel has to be

recruited in the regional office or sales office. In the regional or main office, a very high caliber sales

personnel will be suited as he in turn might have to attend calls of similarly high caliber people. Thus

he needs to be very dynamic with excellent communications.

Summarizing the above, Sales personnel recruitment and selection is generally done in the sales

department. Furthermore, this article will outline how exactly can sales personnel be recruited along

with sources of recruiting sales personnel.

Recruitment &Recruitment &

SelectionSelectionPresented By:-

Gaurav Pathak

Hemanta Kumar Baidya

Himanshu Chaudhry

Himanshu Sharma

Himanshu Singh

Irshad Ahmed

Kavita BansalPresented To:- Ms. ShwetaKhanna

MAINMAINCOVERAGE

COVERAGEConcept of RecruitmentRecruitment PolicySources of RecruitmentEvaluation of a Recruitment ProgramE-RecruitmentConcept of SelectionSelection ProcessSelection Method

RecruitmentRecruitment

Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. Recruitment is also a technique for creating a pool of candidates from where selection can takes place.“Selection starts whererecruitment ends”

A good recruitment policyA good recruitment policy

Complies with government policies

Provides job security

Provides employee developmentopportunitiesFlexible to accommodate changesEnsures its employees long-termemployment opportunitiesCost effective for the organization

FACTORS AFFECTINGFACTORS AFFECTINGRECRUITMENTRECRUITMENT

Organizational /internal factorsEnvironmental /external factors

SOURCES OFSOURCES OFRECRUITMENTRECRUITMENTHRIS Job portals Notice boards Circulars

SOURCES OFSOURCES OFRECRUITMENTRECRUITMENTAdvertise- ments Employee referrals Educational institutions Interested applications

Employment agencies

Human resource planningIdentify HR requirements

Retrench/layoffs

Determine numbers, levels & Criticality of vacancies Choose the resources & Methods of Recruitment Analyze the cost & time involved

Start implementing the Recruitment program Select and hire Evaluate the Program Process of recruitment

EVALUATION OF A RECRUTIMENTEVALUATION OF A RECRUTIMENTPROGRAMPROGRAM

The recruitment policies, sources & methods have to be evaluated from time to timeSuccessful recruitmentprogram shows◦No. of successful placements

◦No. of offers made

◦No. of applicants

◦Cost involved

◦Time taken for filling up the position

E-RecruitmentMost striking recent development.Kinds of E-RecruitmentoJob PortalsoResume Scanners

date

Attractions of E-Recruitment•Jobs can be advertised inexpensively topotentially massive audience.•Inexpensive, once it is set up.•Speed of response.•Facilitates online short listing usingCVmatching software.

Se le ct i on Pr oce ss

Outcome of Selection

Selecting the right candi candidate

positiveoutcome

Rejecting the wrong

Selecting the wrong candidate Rejecting the correct candidate

“SELECTING THE MOST SUITABLE CANDIDATE IS

OBJECTIVE OF SELECTION”

S E L E C T I ON M E T H OD Application formsInterviewsAssessment centerPsychometric test

Application formsComputer screening of application formsUsed for large numbers of applicantsBiodata- education, other informationabout accomplishments (did you build amodel airplane that flew?—this predictedsuccess of pilot trainees)

InterviewsMost common methodNot always most valid method-depends on form of interviewTypes of interviews:Structured (much higher validity than

unstructured) (questions oriented to past experience, and hypothetical questions)UnstructuredPanel/ Team

Problems with interviews

Biases on part of interviewer

Halo effect

Primacy effect (firstimpressions)

Psychometric testPersonality:◦

Projective Technique: TAT◦

16Pf Test.Interest Inventory:◦ Thurston InventoryMotivation:◦

Achievement Test◦Need for Affiliation◦Need For PowerHonesty:

◦Polygraph◦Graphology

Assessment center The focus is on behavior

Includes role-plays and group exercises

Interviews and tests will be used in addition to

exercises Performance is measured in several

dimensions in terms of the competencies Several participants are assessed together in order to allow interaction Several assessors and observers are used in order to increase the objectivity

References Check•Increasing as organizations seek to protectthemselves against rogue candidates.•Factual check - confirmation of factspresented by the candidate.•Character check - requesting opinionsabout the candidate.

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The determination of the job to which anaccepted candidate

is to be assigned andhis assignments to the job