hrm internal 2

8/3/2019 HRM Internal 2

http://slidepdf.com/reader/full/hrm-internal-2 1/32

Recruitment and Selection



Introduction

Recruiting

± Once an organization identifies its human

resource needs through employmentplanning, it can begin the process of

recruiting potential candidates for actual

or anticipated organizational vacancies.

± It brings together those with jobs to fill

and those seeking jobs.



Definition

DeCenzo and Robbins:

it is the process of discovering potential

candidates for actual or anticipatedorganisational vacancies.

Edwin Flippo:

it is the process of searching for prospectiveemployees and stimulating and encouraging

them to apply for jobs in an organisation.



Sources of Recruitment

Internal Sources:

± Promotions

± Transfers ± Job postings

± Recall of retired and ex-employees

± Employee referrals

± Skills inventories

± HRIS



Continued.

Advantages of Internal Source: ± Familiarity

± Saving on costs and time

± Greater motivation

± Morale

± Reduced employee turnover ± Loyalty and commitment

Limitations: ± Fresh talent

± Restricted choice

± Unavailability of talent

± Favoritism

± Discontent



Continued

External Sources: ± Campus recruitment

± Advertisements

± Employment agencies ± Employee recommendations

± Professional bodies

± Deputation

± Poaching

± Unsolicited or casual applications

± E-recruitment/online recruitment



Continued

Advantages of Internal Source:

± New talent and approach

± Wider choice

± Maintain balance

± Start-ups

Limitations:

± Expensive

± Time consuming

± Affects morale

± Training and orientation



Questions???



SelectionSelection



Selection ² the process by which an

organization chooses from a list of

applicants the person or persons who

best meet the selection criteria for the

position available, considering current

environmental conditions



Definition

Dale Yoder:

it is the process in which candidates for

employment are divided in to twoclasses- those are to be employment

and those who are not.

Thomas Stone:it is the process of differentiating

between applicants in order to identify

and hire those with a greater likelihood

of success on the ob.



Internal Environmental FactorsInfluencing Selection

Organization characteristics that can

influence the selection process:

± Size ± Complexity

± Technological ability



External Environmental FactorsInfluencing Selection

Government employment laws and

regulations

Size, composition, and availability of

local labor markets



The Selection Procedure

Final Selection

Reference Checks

Medical Examination

Employment interview

Selection test

Application blank

Preliminary interview



Preliminary Interview

It is the first step in the selection procedure

Objectives of this interview is to discard those

candidates who are totally unqualified for the job

Candidates who seem suitable are given

application blanks to fill



Application Blanks

Purposes of Applications

± Record of applicants interest in the job

± Provides a profile of the applicant

± Basic record for applicants who are hired

± Helps in formulation questions for the interview



Sample Applicat ion Form



Sample Application Form (contd)



Selection Tests

Mechanism that attempts to measure certain

characteristics of individuals,

Types of tests ± Aptitude

± Ability

± Interest

± Personality



Employment Interviews

It serves three purposes:

± It is an opportunity to obtain additional

information about the candidate and determine

his suitability for the job

± It provides information to the candidate about

the organization, the specific job for which he

has applied and personnel policies

± It helps to establish a friendly relationships withthe candidate and motivate suitable candidates

to join the organization.



Continued

Interviews involve a face-to-face meeting with the

candidate to probe areas not addressed by the

application form or tests

Two strategies for effective use of interviews:1. Structuring the interview to be reliable and valid

2. Training managers on best interview techniques



Continued

Types of Interviews:

Unstructured interview

Structured interview

Behavioral Interviews

± Candidates are observed not only for what

they say, but how they behave.

± Role playing is often used.

Stress Interviews.



Medical Examination

It helps to determine whether the candidate is

mentally and physically fit to perform the job.

It prevents employment of employeessuffering from contagious diseases.

It saves expenditure that the organization may

have to incur for medical treatment of the

candidate.



Final Selection

Formal Education

Experience and

Past Performance

Physical

Characteristics

Personal

Characteristics andPersonality Type



Use of Group Discussions in

Selection

It is an important selection tool.

It involves a free exchange if ideas among

group members of the group

The number of participants varies but

typically from 8-15 people

The usual time for a GD is between 20-30

minutes GD is useful for assessing:

± Social Skills

± Intellectual Skills

± Attitudes



Questions????Questions????



IND

UCTIO

N



Definition

It is the process of receiving and welcoming

employees when they first join the company

and giving them the basic information they

need to settle down quickly and happily start

work.



Objectives of Induction

Smooth entry

Favorable attitude

Quick adjustment Reduce employee turnover

Increasing commitment

Understand organizational norms Develop relationships

Other relationships



Contents of the induction

program

Information about the organization

Learning arrangements and opportunities

Performance management processes

Health and safety

Conditions of service

Pay and benefits

Policies, procedures and workingarrangements

Trade unions and employee involvement



Orientation program

General information

Specific orientation

Follow-up

hrm internal 2

Documents