logging in or signing up JOJO VITO- INTRO TO RECRUITMENT INTRASPEC Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 879 Category: Education License: All Rights Reserved Like it (1) Dislike it (0) Added: June 17, 2009 This Presentation is Public Favorites: 1 Presentation Description No description available. Comments Posting comment... By: rahulmen (26 month(s) ago) Hi, This presentation is good for the beginner. I am not able to download this. Please help me in this. Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Slide 1: RECRUITMENT AND SELECTION Slide 2: INTRODUCTION Human Resource Management. Recruitment. Selection. Recruitment is understood as the process of : Recruitment is understood as the process of • Searching for and • Obtaining applicants for jobs • From among whom the right people can be selected. Thus, a definition of Recruitment:- • It’s a process of finding and attracting capable applicants for employment • It begins with soughting out the new recruits and ends when their applications are submitted. • As a result of which, a pool of applicants is obtained from which new employees are selected. PURPOSEOF RECRUITMENT : PURPOSEOF RECRUITMENT 1. To increase the pool of job applicants at a minimum cost. 2. Evaluate various techniques of recruiting i.e. in terms of effectiveness and thus identify the one that fits in best with ones particular organization. 3. Since, the company is recruiting , the strategy for various events is worked out during recruitment, it makes the company proactive and thus lowers the occurrence of errors by obtaining the most productive methods in hand. SOURCES OFRECRUITMENT : SOURCES OFRECRUITMENT Internal External INTERNAL SOURCES : Promotion. Transfer. Retired Manager. Recall Form Long Leave. Internal Advertisement. INTERNAL SOURCES Slide 8: Management Consultant. Advertisement. Management Institute. Recommendations. Deputation Personnel. EXTERNAL SOURCES Slide 9: I N T E R N A L Promotion Sources Of Recruitment E X T E R N A L Transfer Retired Manager SELECTION PROCESS : SELECTION PROCESS Job Analysis. Initial Screening. Application Blank. Tests. Interview. Reference Check. Slide 11: Medical Check. Final Interview. Job Offer. Slide 12: Job Analysis Applica -tion Blank Initial Screen -ing Tests Inter- View 1 Refe -rence Check Medical Check Inter -view 2 Job Offer 1 6 7 8 9 4 5 2 3 STAIRCASE TO SELECTION EMPLOYMENT TESTS : EMPLOYMENT TESTS Performance Test Personality Test. Aptitude Test. Interest Test. Intelligence Test. Projective Test. G K Test. Perception Test ADVANTAGES OF TESTS : ADVANTAGES OF TESTS Judging Mental Qualities. Applicants Ability. Character Of Candidate. Proper Placement. Systematic & Reliable Method. GUIDELINES FOR INTERVIEWING : GUIDELINES FOR INTERVIEWING Before the interview. During the interview. After the interview. SCIENTIFIC SELECTION POLICY : SCIENTIFIC SELECTION POLICY Right Job For The Right Person. Reduces Training And Supervision Costs. Reduces Absenteeism. Reduces Wastages, Damages, Accidents. Slide 17: Improves Goodwill Of The Company. High morale. Higher productivity and efficiency LIMITATIONS OF THE SELECTION PROCESS : LIMITATIONS OF THE SELECTION PROCESS Problem of employment tests. Time consuming and expensive. Possible changes in employee needs. Slide 19: Selection bias. Problem of adjustments. Problem of interviews. You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.
JOJO VITO- INTRO TO RECRUITMENT INTRASPEC Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 879 Category: Education License: All Rights Reserved Like it (1) Dislike it (0) Added: June 17, 2009 This Presentation is Public Favorites: 1 Presentation Description No description available. Comments Posting comment... By: rahulmen (26 month(s) ago) Hi, This presentation is good for the beginner. I am not able to download this. Please help me in this. Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Slide 1: RECRUITMENT AND SELECTION Slide 2: INTRODUCTION Human Resource Management. Recruitment. Selection. Recruitment is understood as the process of : Recruitment is understood as the process of • Searching for and • Obtaining applicants for jobs • From among whom the right people can be selected. Thus, a definition of Recruitment:- • It’s a process of finding and attracting capable applicants for employment • It begins with soughting out the new recruits and ends when their applications are submitted. • As a result of which, a pool of applicants is obtained from which new employees are selected. PURPOSEOF RECRUITMENT : PURPOSEOF RECRUITMENT 1. To increase the pool of job applicants at a minimum cost. 2. Evaluate various techniques of recruiting i.e. in terms of effectiveness and thus identify the one that fits in best with ones particular organization. 3. Since, the company is recruiting , the strategy for various events is worked out during recruitment, it makes the company proactive and thus lowers the occurrence of errors by obtaining the most productive methods in hand. SOURCES OFRECRUITMENT : SOURCES OFRECRUITMENT Internal External INTERNAL SOURCES : Promotion. Transfer. Retired Manager. Recall Form Long Leave. Internal Advertisement. INTERNAL SOURCES Slide 8: Management Consultant. Advertisement. Management Institute. Recommendations. Deputation Personnel. EXTERNAL SOURCES Slide 9: I N T E R N A L Promotion Sources Of Recruitment E X T E R N A L Transfer Retired Manager SELECTION PROCESS : SELECTION PROCESS Job Analysis. Initial Screening. Application Blank. Tests. Interview. Reference Check. Slide 11: Medical Check. Final Interview. Job Offer. Slide 12: Job Analysis Applica -tion Blank Initial Screen -ing Tests Inter- View 1 Refe -rence Check Medical Check Inter -view 2 Job Offer 1 6 7 8 9 4 5 2 3 STAIRCASE TO SELECTION EMPLOYMENT TESTS : EMPLOYMENT TESTS Performance Test Personality Test. Aptitude Test. Interest Test. Intelligence Test. Projective Test. G K Test. Perception Test ADVANTAGES OF TESTS : ADVANTAGES OF TESTS Judging Mental Qualities. Applicants Ability. Character Of Candidate. Proper Placement. Systematic & Reliable Method. GUIDELINES FOR INTERVIEWING : GUIDELINES FOR INTERVIEWING Before the interview. During the interview. After the interview. SCIENTIFIC SELECTION POLICY : SCIENTIFIC SELECTION POLICY Right Job For The Right Person. Reduces Training And Supervision Costs. Reduces Absenteeism. Reduces Wastages, Damages, Accidents. Slide 17: Improves Goodwill Of The Company. High morale. Higher productivity and efficiency LIMITATIONS OF THE SELECTION PROCESS : LIMITATIONS OF THE SELECTION PROCESS Problem of employment tests. Time consuming and expensive. Possible changes in employee needs. Slide 19: Selection bias. Problem of adjustments. Problem of interviews.