1. 1

2. 2

3. GROUP NAME Motivators GROUP MEMBERS:  Zunera Latif  Waqas Muntazir Zia  Maria Nusrat  Noshaba khalil  Mohsin Mukhtar  Sobia Arshad  Kiran Mustafa 3

4. DEDICATION We dedicate our presentation to our beloved Parents who blessed us with priceless love and care throughout our lives and make us able to deal such a big task. We are also dedicating this presentation to our honorable Sir. HUSSAIN, who boast our moral and build confidence in us to complete this presentation.We consider ourselves successful because the blessings of Almighty Allah our Sir and Parents support. 4

5. Human Resource Management 5

6. TABLE OF CONTENTS  Introduction to HRM  Definition of HRM  Introduction to Recruitment  Meaning of Recruitment  Definition of Recruitment  Goal of recruitment  Objective of recruitment  Factors of recruitment  Constraints of recruitment  Purpose and importance of recruitment  Sources of recruitment 6

7. TABLE OF CONTENTS  Effective recruitment  Principles of recruitment  Strategic of recruiting  Types of recruitment  Advertising  Recruitment process  A global perspective  Meeting the organization 7

8. Introduction to HRM  HRM is a management of the organization’s employees.  This includes employment and arbitration in accord with the law and with a company directives.  HRM is a most critical function of manager.  The main function is the focus on recruitment of management and providing direction for the people who work in a organization. 8

9. Definition to HRM  It is the organizational function that deal with issues related to people such as compensation,hiring, performance management, organization development, safety, wellness, benefit, employee motivation,communication and training. 9

10. Recruitment INTRODUCTION:-  Recruitment is an important function of health manpower management,which determines whether the required will be available at the work spot, when a job is actually to be undertaken.  Recruiting brings together those with jobs to fill and those seeking jobs. 10

11. Meaning  In a simple term,recruitment is understood as the process of searching for and obtaining applicants for job, from among whom the right people can be selected. 11

12. Definition of Recruiting  Recruiting is the process of searching the candidates for employment and stimulating them to employee for jobs in the organization. B Flippo  It is a process in which the right person for the right post is procured.IGNOU Module  The process for gathering a pool of qualified candidates for a particular job.  The process of discovering potential candidates. 12

13. Recruiting Goal  To provide information that will attract a significant pool of qualified candidates and discourage unqualified ones from apply. 1 Communicate the position in effective manner 2 Save time and money 3 Encourage unqualified candidates to self-select themselves out Attract the qualified candidates 13

14. Next Presenter 14

15. Objective of Recruiting  To attract people with multi- dimensional skills and experiences that suit the present and future organizational strategies.  To induct outsiders with new perspective to lead the company.  To infuse fresh blood at all levels of organization.  To develop an organizational culture that attracts competent people to the company. 15

16. Objective of Recruiting  To search or head hunt people whose skills fit the company’s values.  To devise methodologies for assessing physiological traits.  To search for talent globally and not just within the company.  To design entry pay that competes on quality but not on quantum.  To anticipate and find people for positions that does not exist yet. 16

17. Factors affecting recruiting efforts Size of organization Employment condition Working environment Past recruiting policy Environment condition Working condition Benefits Salary Organiza tional growth and decline 17

18. Constraints on recruiting effort  Ideal recruitment effort might bring satisfactory number of qualified applicant.  Pool of applicant may not include best candidate.  Best candidate may not work want to work for the organization.  There are five basic constraints. 18

19. Constraints on recruitment  There are five basic constraints on recruitments. Organization image Job attractiveness Internal organizational policies Government influence Recruitment cost 19

20. Organization image  Perspective candidate may not be interested in pursing job.  Image of organization is potential constraint.  E.g. Disney word  McDonald  Microsoft 20

21. Job attractiveness  For unattractive job like manual labor position recruiting pool of applicant will be difficult. 21

22. Internal organizational policies  Promotion from within.  Reduce the number of application. 22

23. Government influence  Employer no longer seek out preferred individual based on non job related factor e.g. 1.Physical appearance 2.Male and female 3.Religious background(air line job) 23

24. Recruitment cost  Recruitment effort are expensive.  10500$ per position.  Budget constrain put time limit.  Interview technique.  Conference call.  Video conference. 24

25. Purpose and importance  Determine the present and future requirements of the organization in conjunction with the personnel(staff) planning and job analysis activities.  Increase the pool of job candidates with minimum cost  Help increase the success rate of the selection process reducing the number of obviously under qualified and over qualified job applicants.  Help reduce the probability that the job applicants, once recruited and selected will leave the organization only after short period of time. 25

26. Purpose and importance  Start identifying and preparing potential job applicants who will be appropriate candidates.  Increase organizational and individual effectiveness in the short and long term.  Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. 26

27. Next Presenter 27

28. Source of recruitment  There are two sources. Source of recruitment Internal recruitment External recruitment 28

29. Source of recruitment 29

30. Recruiting sources Employment agencies 30

31. Recruiting sources 31

32. Recruiting sources 32

33. Recruiting sources Schools, Colleges and universities  Educational institution at all levels offer opportunities for recruiting recent graduates.  Most educational institution operate placement services where prospective employers can review credentials and interview graduates.  May provide entry-level or experienced workers through their placement services.  May also help companies establish cooperative education assignments and internships. 33

34. Recruiting sources Job fairs:- 34

35. Recruiting sources Professional organizations:-  Many professional organizations, include labor unions operate placement services for the benefit of their members.  the professional organizations include such varied occupations as industrial engineering, psychology, accounting, legal and academics.  These organizations publish rosters of job vacancies and distribute these lists to members. 1.Run placement services at meetings. 2.Control the supply of prospective applicants. 3.Labor unions are also in this category. 35

36. Recruiting sources unsolicited applicants(walk-ins):  Unsolicited applicants, whether they reach the employer by letter, telephone or in person, constitute a source of prospective applicants.  May provide a stockpile of prospective applicants if there are no current openings.  Direct applicants who seek employment with or without encouragement from other sources.  courteous treatment of any applicant is a good business practice. 36

37. Recruiting sources  Most companies use the internet to recruit employees.  Job seekers use online resumes and create Web pages about their qualifications. 1.Monster 2.Yahoo! Hot jobs 3. Inxpo 4.careerbuilder.com 5. second life. 6.Man power.  In Bangladesh, www.bdbojs.com etc is used for getting potential candidates. Online sources 37

38. Recruiting sources 38

39. Next Presenter 39

40. Recruiting Sources 40

41. 41

42. Effective Recruiting 42

43. Effective Recruiting 43

44. Next Presenter 44

45. Principles of recruitment  Recruitment should be done from a central place E.g. Administrative officer / Nursing service administration.  Termination and creation of any post should be done by responsible officers,e.g. regarding nursing staff the Nursing superintendent along with her officers has to take the decision and not the Medical Superintendent.  Only the vacant positions should be filled and neither less nor more should be employed.  Job description / work analysis should be made before recruitment. 45

46. Principles of recruitment  Procedure for recruitment should be developed by an experienced person.  Recruitment should be done on the basis of definite qualifications and set standards.  Chances of promotion should be clearly stated.  Policy should be clear and changeable according to the need.  Recruitment of workers should be done from internal and external sources. 46

47. Strategic recruiting decisions. HR planning decision. Strategic recruiting decision. Decision on recruiting sources method. 47

48. Types of recruitment  There are three types of recruitment:- 1.Planned:- arise from changes in organization and recruitment policy. 2.Anticipated:- by studying trends in the internal and external organization. 3.Unexpected:- arise due to accidents, transfer resignation, illness and death. 48

49. Advertising  For this to be successful the firm must address two issues:  The advertising media  The advert construction 49

50. Advertising media  The selection to the media depends on the positions which the firm is recruiting for  Local newspapers – for blue collar jobs and jobs whose labor is in plenty supply  Specialized jobs will be adverted in trade and professional journals like the economists, etc  Jobs with an international focus will be advertised in international dailies or magazines 50

51. Constructing an Ad – principles  Attention – must attract attention to the Ad or readers may just miss it or ignore it  Interest – you can create interest by the nature of the job itself, or with lines such as “will thrive on challenging work”, or use other aspects such as location  Desire – by spotlighting the job interest factors with words such as travel or challenge  Action - Make sure the ad prompts action with statements such as “call today” 51

52. Next Presenter 52

53. Recruitment Process 53

54. Job analysis  Job should be design as per the requirements that are received from the various departments of the company. 54

55. Prepare a Job Description  Design of job is to be prepared as what sex, age, qualifications, skill, work experience is desirable for that particular job 55

56. Candidate identification  Maximum potential area is selected to attract more candidate to get maximum C.V. 56

57. Advertised Recruitment  Main as well as the basic source to get more CV, is advertisement in local as well as national level news papers (as per requirements), as in case of MR or ASM employment notice can be pasted in union offices etc. 57

58. Database Selection  To choose the right candidate company’s previous database can be consider. References from the company staff are also welcome, job rotation and job promotions can also be analyzed. 58

59. Internet search  To attract the young candidates, the latest technology internet is very helpful as monsterindia,noukri.com.public and social forums can also try for example orkut,yahoo etc.collages sites ate very helpful. 59

60. Managing the response  After getting the resumes,all should be arranged as priority and relevant. 60

61. Short listing candidates  Shortlist candidates qualifications and experience wise. 61

62. Next Presenter 62

63. Recruiting: A Global Perspective  For some positions, the whole world is a relevant labor market.  Home-country nationals are recruited when an organization is searching for someone with extensive company experience to launch a very technical product in a country where it has never sold before. 63

64. Recruiting: A Global Perspective  Host-country nationals (HCNs) are targeted as recruits when companies want each foreign subsidiary to have its own distinct national identity.  In some countries, laws control how many expatriates a corporation can send.  HCN’s minimize potential problems with language, family adjustment and hostile political environments. 64

65. Recruiting: A Global Perspective  Recruiting regardless of nationality may develop an executive cadre with a truly global perspective. 65

66. Meeting the Organization  View getting a job as your job at the moment.  Preparing Your Resume 1.Use quality paper and easy to read type. 2.Proofread carefully. 3.Include volunteer experience. 4.Use typical job description phraseology. 5.Use a cover letter to highlight your greatest strengths.  Don’t forget about networking as an excellent way of gaining access to an organization. 66

67. 67

68. Summary  Introduction to HRM  Definition of HRM  Introduction to Recruitment  Meaning of Recruitment  Definition of Recruitment  Goal of recruitment  Objective of recruitment  Factors of recruitment  Constraints of recruitment  Purpose and importance of recruitment  Sources of recruitment 68

69.  Effective recruitment  Principles of recruitment  Strategic of recruiting  Types of recruitment  Advertising  Recruitment process  A global perspective  Meeting the organization 69 Summary

70. 70

71. 71