By abha sethi Roll no INTRODUCTION

Topic : RECRUITMENT

According to Flippo, “Recruitment is the process of searching for prospective employees & stimulating & encouraging them to apply for jobs in an organisation.”

 For deciding about the number both present & future requirements  In today’s competitive environment - choice of the right employees.  When recruitment is not done properly – organisation has to suffer heavily.

 Recruitment is a positive process.  Concerned with inviting more candidates.  Organisation can select best talent.

Recruitment is only just one step in the process of employment.

Personnel planning Job vacancies Job analysis Recruitment Planning Numbers Types Strategy Development Where? When? Employer requisition Searching Activation Selling -message -media Applicants population Evaluation & Control

 Recruitment process beings when personnel department receives requisitions for recruitment.  Determining no. & type of employees needed.  Identifying the employees with required characteristics.  Developing & employing to attract candidates.  Stimulate candidates to apply for jobs.  Evaluating effectiveness of recruitment.

TOPIC RECRUITMENT POLICY SITUATIONAL FACTORS AFFECTING RECRUITMENT RECRUITMENT ORGANISATION

Recruitment policy specifies the objectives of recruitment and provides a framework for the implementation of recruitment programme. A recruitment policy may involve commitment to broad principles such as filling vacancies with best qualified individuals.

Elements of Good Recruitment Policy  Organizational objectives  Identification of the recruitment needs  Preferred sources of recruitment  Criteria of Selection and Preferences  Monetary Aspects

 Conformity with good general policies.  Flexible to meet changes.  Provide job security and continuous employment.  Integrate organizational and employee needs.  Right person at right job.  Highlight the necessity of establishing job analysis.  Jobs to handicapped, women and minority groups. “Policy is concerned with quantity and quality of manpower.”

 ECONOMICAL FACTORS  SOCIAL FACTORS  TECHNOLOGICAL FACTORS  POLITICAL FACTORS  LEGAL FACTORS

 CENTRALISED RECRUITMENT  DECENTRALISED RECRUITMENT

Lower costs. Promotion and transfer procedure. Experts will be available. Uniformity in recruited persons. Effective and suitable placement. Line managers are free from botheration of recruitment.

Possible to recruit most suitable candidates. Where there is need,recruitment is there. Full information about recruitment processes. Free to use different methods. Better control over the persons.

 promotions  transfers

 Employees referrals  Former employees  Previous applicants

 Advertisement  Employment exchange  Unsolicited applicants  Professional organisations  Data banks  Similar organisations  Casual callers

 Labour contractors  Trade unions  Gate recruitment  Campus placement  Recruiting agencies  Competitors

DIRECT METHOD INDIRECT METHOD THIRD PARTY METHOD

 REALISTIC JOB PREVIEW  JOB COMPATIBILITY QUESTIONNAIRE

TRADITIONAL  High job expectation.  Job viewed as attractive by potential job seekers.  High job offer acceptance.  Actual work experience belies the expectation. REALISTIC  Realistic job expectation.  May or may not be attractive.  May accept or may reject.  Actual work experience confirms the expectations.

RECRUITMENT PRACTICES FOLLOWED BY INDIAN INDUSTRIES: 1.INTERNAL SOURCES 2.PUBLIC EMPLOYMENT EXCHANGES 3.LABOUR CONTRACT 4.CANDIDATES BROUGHT BY FRIENDS AND RELATIVES OR INTRODUCED BY PRESENT EMPLOYEES 5.CASUAL LABOURERS 6.PRIVATE EMPLOYMENT AGENCIES/CONSULTANTS

7.CAMPUS RECRUITMENT 8.SON OF SOIL 9.RESERVATIONS

 Outsourcing  Poaching/raiding  E-recruitment

ALSO KNOWN AS RAIDING MEANS EMPLOYING A COMPETENT AND EXPERIENCED PERSON ALREADY WORKING WITH ANOTHER REPUTED FIRM IN THE SAME OR DIFFERENT INDUSTRY

 A COMPANY ATTRACT TALENT FROM ANOTHER FIRM BY OFFERING AATTRACTIVE PAY PACKAGES AND OTHER TERMS AND CONDITIONS WHICH ARE BETTER THAN THE CURRENT EMPLOYER OF THE CANDIDATES

 POACHING IS SEEN AS UNETHICAL PRACTICE AND NOT OPENLY TALKED ABOUT.INDIAN COMPANIES ESPECIALLY IN SOFTWARE AND RETAIL SECTOR FACE MOST SEVERE BRUNT OF POACHING TODAY.IT HAS BECOME A CHALLENGE FOR HR MANAGERS TO FACE AND TACLE POACHING AS IT WEAKENS COMPETITIVE STRENGHTH OF THE FIRM

 Organisations advertise job vacancies trough worldwide web THE JOB SEEKERS SEND THEIR APPLICATIONS OR CURRICULUM VITAE i.e.CV THROUGH USING THE INTERNET ALTERNATIVELY JOB SEEKERS PLACE THEIR CV’S IN WORLDWIDE WEB,WHICH CAN BE DRAWN BY PROSPECTIVE EMPLOYEES DEPENDING UPON THEIR REQUIREMENTS

 1.LOW COST 2.NO INTERMEDIARIES 3.REDUCTION IN TIME OF RECRUITMENT 4.RECRUITMENT OF RIGHT TYPE OF PEOPLE 5. EFFICIENCY OF RECRUITMENT PROCESS

 The outsourcing firm help the organisation by the initial screening of the candidates according to the needs of the organisation and creating a suitable pool of talent for the final selection by the organisation

 1.COMPANY NEED NOT PLAN FOR HUMAN RESOUCES MUCH IN ADVANCE 2.VALUE CREATION,OPERATIONAL FLEXIBILITY AND COMPETITIVE ADVANTAGE 3.TURNING THE MANAGEMENT’S FOCUS TO STRATEGIC LEVEL PROCESSES OF HRM 4.COMPANY IS FREE FROM SALARY NEGOTIATIONS,WEEDING THE UNSUITABLE RESUMES/CANDIDATES 5.COMPANY CAN SAVE A LOT OF ITS RESOURCES AND TIME

 Adaptability to globalization  Lack of motivation  Process analysis  Strategic prioritization