JOJO VITO- INTRO TO RECRUITMENT

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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.

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