Recruitment,selection,placement,promotion,credentialing

PRESENTED BYS.Bhaktiswarupa

Msc NursingSum Nursing college

RECRUITMENT,SELECTIO

N PLACEMENT,PROMOTIO

N CREDENTIAL 

RECRUITMENT

Recruitment is interpreted as the procedure of exploring and obtaining applicants for the jobs from among whom the right people can pick out.

It is the process of detecting and appealing capable applicants for employments.

The processes are commences when new recruits are sought and end when their applications are presented.

The result is a pool of applicants from which new employees are picked out.

INTRODUCTION

Jerry and Franklin;

“Recruitment is the foundation that feeds the managerial pool: without it managerial personnel dries up and survival of an enterprise is threatened.”

DEFINITION

Edwin B Fllipo

Recruitment is the process of searching prospective employees and stimulating them to apply for organisation.

Assist in reducing the chance that job applicants once selected and recruited will exit the organisation after a short period of time

Conform with organisations social and legal obligations in relation to the constitutions of its manpower.

Commencing ,preparing and capable job applicants who will be suitable candidates.

PURPOSE AND IMPORTANCE

Measure the strengths of various recruiting sources and techniques for all kinds of job applicants .

Assist in increasing the success rate of the selection process by reducing the number of cisibly over qualified and under qualified job applicants.

Decide the present and future need of organisation in alignment with its job analysis and personnel planning activities.

Step up the pool of job candidates at low cost.

SIZE OF THE BUSINESS

FACTORS DETERMINING RECRUITMENT

The policy provides a framework for recruitment and contains aspect such as

Organisational objectivesIdentification of recruitment needsPreferred sources of treatment{internal /

external}Criterion of selection and preferencesThe cost of recruitment and financial

implementation of the same

RECRUITMENT POLICY

METHOD OF RECRUITMENT

EDUCATIONAL INSTITUTION

S

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RECOMMENDATIO

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PROMOTION

EMPLOYEMENT

AGENCIES

TRANSFER

SELECTION

Selection implies matching people with the right job.

It is essential therefore to select quality personnel for placing in right position. to render quality services ..

Hence ,Selection is a process of choosing from among external candidates the most suitable persons for the current position or for future positions.

Screening of applicationPreliminary interview/physical examination

Selection testEmployment interviewsApproval by appropriate authority

STEPS OF SELECTION PROCEDURE

SCREENING OF APPLICATION Everyone in the enterprise whoever

applied for the job may not qualify for the job.

Those who do not possesses adequate experiences and qualification should not be included in the list of the candidates to be called for a preliminary interview .

.Hence a proper scrutinity of application is made to select the candidates to be called for preliminary interview.

STEPS OF SELECTION PROCEDURE

The employers tries to find out whether the candidate is physically and mentally fit for the job .

In general the candidate are asked about their qualification.,Experience,interest,residence,

age,etc.Employer should not take much time

for conducting the preliminary interview.

PRELIMINARY INTERVIEW/PHYSICAL EXAMINATION

Interview is a face to face observational and personal appraisal method to evaluate a candidates fitness for the job.

Every person who is selected by a company for interviewed by one or more persons.

This system helps the employee’s motivation,personality,smartness,intelligence,and his overall attitude.

EMPLOYEMENT INTERVIEWS

Those candidates who have passed the preliminary interview will be asked to appear the selection test .

Test serve as an important device in the process of selection.

Test aim at discovering and measuring selected qualities ,abilities and skills of a candidate in terms of job specifications.

SELECTION TEST

Direct interview This is straight forward face to face question-

answer session between the interviewer and the interviewee.

In this ,the interviewer tries to assess the candidates knowledge of the job ,attitude, motivation and other personal characteristics.

TYPES OF INTERVIEW

No direct questions are asked ,the candidate is asked to express his views on any topic of his liking.

The interviewer mainly listens without interrupting the candidate.

This method provides freedom of expressions to the interviewee and also keep him more at ease.

It help the employer make a better assessment of the personality of the candidate

Non-direct interview

Under this method the number of standard of questions to be asked of a candidate are framed in advance

Even the answer to these questions are made be fore hand.

In order to find out the suitability of the candidate for the job for which he is being interviewed.

Patterned Interview

In this the interview put such questions as can make the candidate lose his temper or make him angry or irritated .

”In case the candidate answer such questions without getting irritated ,he has a good chance of being selected for the job.

STRESS INTERVIEW

Here a panel of members interviews the candidates. Each member may ask question in a particular area that is assigned to him. Immediately after the interview the panel members together will evaluate the candidates performance with reference to his answer to question put by each members

Board or panel interview

Here a group of candidates is observed in a group discussion on a specific problem

If a specific candidates ‘ performance is impressive he may be

considered for the job.

GROUP INTERVIEW

.Organisation may designate various

authority for approval of final selection of candidates for different categories of candidates.

When approval is received the candidates are informed about their selection and asked to report for duty to specified persons.

APPROVAL BY APPROPRIATE AUTHORITY:

PLACEMENT

Placement may be defined as the determination of the job to which an accepted candidate is to be assigned and his assignment is to do that job.

It is a matching of how a supervisor has reason to think a candidate can handle the job demands

DEFINITION

EFFECTIVE PLACEMENT

JOB ORIENTATION

TEAM WORK

TRAINING AND DEVELOPMENT

JOB ENRICHMENT

REDUCES ABSENTEEISM

EMPOWERMENT

PROMOTION

DEFINITION

Promotion comes from the Latin word Promover meaning to move forward.

A promotion is the transfer of an employee to a job which pays more money or one that carries some preferred status.” Scott and Clothier’

Promotion is an advancement of an employee to a better job better in terms of greater responsibility, more prestige and status ,great skill and speciality increased rate of pay or salary. Pigers and Mayers

PURPOSE •To motivate employee to higher position.•To attract and retain the competent and cream employee .•To recognizing and reward deserving and competent employee.•To increase the effectiveness and efficiency of capable employee and organisation.•To fill higher vacancies within organisation•To build morale and belongingness among the employees.•To provide oppurtunities to the employees to grow within organisation.

BASES OF PROMOTION

SENIORITY MERIT SYSTEM

SENIORITY CUM MERIT.

According to this :between two employees of same cadre,the one who was been working a longer time in the service be promoted.

ADVANTAGES :It is simple system to understand and

execute.It meets the senior employees desire for

respect.It maintains discipline and respect for

seniority.This is economical system of recruitment.It helps in patronising employee “service to

the organisation.

SENIORITY :

DISADVANTAGES:•It assumes that all the employees of cadre are fit for promotion irrespective of capabilities.•It encourages lethargy and and in efficiency.•It prevent youngers placed over the senior.•It will detoriate the work efficiency if the senior will not keep pace and prevent to attract capable persons.

•This determines the order of precedence according to the age and experience.•It creates sense of security among the employees

It is just the opposite to the principles of seniority . There should be objectivity in selection.

METHOD OF TESTING MERIT Written test or without interview :Without test may be competitive ,departmental exams

to test the knowledge of candidates in the relevant field. These are also called promotional examinations 

Discretion of the HOD: Sometimes the merit of promotion is to left to the

judgement of the HOD ,who has the personal knowledge of all employees and knows about their work in organisation.

Service record and efficiency rating : In the public sector the annual confidential record {ACR} .HOD or next senior usually fills the confidential report about the performances of subordinates. and the record is the valuable aid to the judgement in selecting candidates.

MERIT SYSTEM

Encourages the capable and young employees to fill the post.

It recognizes and rewards extra know legible employees.

It generates greater motivation among competent work force

It is a logical and scientific system of promotion and enhance the efficiency of organisation.

DISADVANTAGES:Chance of favorism Leads resentment among senior employees.

ADVANTAGES :

Seniority as well merit parameters are kept in mind at the time of selecting candidates..

This is one of the balanced way of screening out the best candidate to fill the job.

SENIORITY CUM MERIT SYSTEM

It should clearly stated either the promotion be done within the organisation or outside the organisation.

It should be fair ,impartial and planned activity.

The promotional routes to be followed for different cadre should be mentioned clearly.

There should be a provision for training and development of existing employees if promotion is considered within organisation.

Records of employees should be maintain properly so that it can be use in time of promotion.

PROMOTION POLICY

CREDENTI

AL 

CREDENTIAL is an attestation of qualification, competence, or authority issued to an individual by a third party with a relevant  or assumed competence to do so.

Examples : Academic diplomas, academic degrees, certifications, security clearances, identification documents, badges, passwords, user names, keys, powers of attorney, and so on. Sometimes publications, such as scientific papers or books, may be viewed as similar to credentials by some people, especially if the publication was peer reviewed or made in a well-known journal or reputable publisher.

DEFINITION

A person holding a credential is usually given documentation or secret knowledge (e.g., a password or key) as proof of the credential. Sometimes this proof (or a copy of it) is held by a third, trusted party.

While in some cases a credential may be as simple as a paper membership card, in other cases, such as diplomacy, it may involve presentation of letters directly from the issuer of the credential detailing its faith in the person representing them in a negotiation or meeting.

SUMMERISATION

OPEN DISCUSSION

Vati Jogindra, Principles and Practice of Nursing Management and Administration, 1st Edition, New Delhi; Jaypee Brothers Medical Publishers (P) Ltd: 2013.

Basavanthappa BT, Nursing Administration,2nd edition, New Delhi;Jaypee Brothers Medical Publishers(P)Ltd:2009

 Clement. I, management of Nursing Services and

Education , 1st Edition, New Delhi: ELSEVIER India (P) Ltd :2012.

The Trained Nurses’ Association of India, Nursing Administration and Management, 1st Edition, New Delhi; TNAI: 2007.

Web Addresswww.mindtools.comwww.nwlink.com

REFERENCES