Attracting & selecting Manpower

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Attracting & selecting Manpower:

Attracting & selecting Manpower Recruitment & Selection Sonali Kshirsagar Asst Prof Dr. Babasaheb Ambedkar Marathwada University Aurangabad.

Recruitment:

Recruitment The management has to find the place where the required human resources are or will be available and also workout strategies for attracting them towards the organisation before selecting suitable candidates for jobs. This process is known as recruitment.

Recruitment:

Recruitment Recruitment is defined as the process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting manpower in adequate number to facilitate effective selection of an efficient workforce.

Recruitment:

Recruitment Edwin B. Flippo “recruitment as the process of searching for the prospective employees and stimulating them to apply for job in the organisation.”

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Recruitment is only one of the steps in the entire employment process. The function of recruitment preceded the selection function and it includes only finding, developing sources of prospective employees and attracting them to apply for jobs in an organisation.

Objectives of Recruitment:

Objectives of Recruitment To attract people with multidimensional skills and experiences that suit present and future organisational strategies. To induct outsiders with a new perspective to lead the company. To infuse fresh blood at all levels of the organisation.

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To develop an organisational culture that attracts competent people to the company. To search or head hunt or head pouch people whose skills fit the company values. To device methodologies for accessing psychological traits.

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To seek out non conventional development grounds of talent. 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 do not exist yet.

Corporate strategies i.e. recruitment strategies:

Corporate strategies i.e. recruitment strategies Corporate strategies Sustainable growth expansion diversification Entry of foreign markets Mergers & Acquisition Recruitment strategies Centralized Decentralized Candidates with multi skills Candidates with multicultural background. Candidates with multi skills & multicultural background.

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Fast growth and change Low cost leadership Differentiation Super customer service Outsourcing Highly skilled and smart candidates. Candidates with entrepreneurial skills. Candidate with positive attitude and emotional feelings.

Recruitment strategies:

Recruitment strategies In sourcing or out sourcing: Companies recruit the candidates, employ them, train and develop them and utilize the human resources of these candidates, this strategy is called as in sourcing. Companies formulate and implement this strategy when the companies growth is stable.

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Some manufacturing and service companies depend for their human resources on the external organisations whoes core business is to provide human resoures.this strategy is called Out sourcing.

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Vast and fast source The best strategy to get vast human resources immediately is through internet.

HR policy basis for Recruitment Policy:

HR policy basis for Recruitment Policy A policy is plan of action. A recruitment policy is depend on the HR policy which states that a set of proposals and action that acts as a reference point for managers, their dealing with employees. The HR policy furnish the general standards or bases on which decisions are reached. Their genesis lies in an organization values, philosophy, concepts and principles.

HR policy basis for Recruitment Policy:

HR policy basis for Recruitment Policy HR policy is a basis for Recruitment Policy because it take into consideration the Govt. reservation policy regarding sons of soil, HR policies of other organisations regarding merit, internal sources, social responsibility in absorbing minority section, women etc.

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Serving the community by absorbing the weaker section and disadvantaged people of the society, motivating the employees through internal promotion, improving the employees loyalty to the organisation by absorbing the retrenched or laid-off employees or casual or temporary employees or depends of present or former employees.

Recruitment policy:

Recruitment policy Following things should be taken into consideration: Govt. policies Personnel policies of other competing organsations. Organisations personnel policies. Recruitment sources.

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Recruitment needs. Recruitment cost. Selection criteria and preferences.

Impact of HR policies on recruitment polices:

Impact of HR policies on recruitment polices After formulation of the recruitment policies mgt has to decide whether to centralize or decentralize the recruitment function.

Centralized Vs Decentralized recruitment:

Centralized Vs Decentralized recruitment HR dept at the central office perform all the functions of reciutment centrally and Personnel dept at unit level or zonal level perform all the functions of the recruitment concerning to the jobs of the respective unit or zone i.e decentrally.

Merits of centralized recruitment :

Merits of centralized recruitment Average cost of per unit is less. More expertise available to it. Ensure broad uniformity among HR of various unit. Less mal practice, abuse of powers, favoritism, bias. facilitate interchangeability of staff.

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It enables the organization to have centralized selection procedure, promotional and transfer procedure. Ensure the most effective and suitable placement to candidates. Enables centralized training programs which further brings uniformity and minimizes the average cost of staff.

Merits of Decentralized recruitment:

Merits of Decentralized recruitment The unit concentrates only on those sources/places where it normally gets the suitable candidates. As such, the cost of recruitment would be relatively less. As it is decentralised it is well aware of the requirements of the job regarding cultural, traditional, family background aspects, local factors, social factors etc.

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Units can recruit candidates as and when they are required without delay. The unit can enjoy freedom in finding out, developing the sources, in selecting and employing the techniques to stimulate the candidates. The unit would relatively enjoy advantage of the availability of information, control and feedback and various functions/processes of recruitment.

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The unit would enjoy better familiarity and control over the employees it recruits ,rather than on employees selected by the central recruitment agency.

Search for prospective Employees OR:

Search for prospective Employees OR Sources of Recruitment

Sources of Recruitment :

Sources of Recruitment Traditional sources Modern sources

Traditional sources :

Traditional sources Internal Sources within the organizational persuits. External Sources outside the organizational persuits.

Traditional sources :

Traditional sources Internal Present permanent employees. Present temporary/ casual employees. Retrenched/ retired employees. Dependants of deceased, Disabled, retired & present employees. External Campus recruitment. Private employment agencies/ consultants. Public employment exchanges. Professional associations. Data banks. Casual applicants. Similar org./competitors. Trade unions.

Modern sources :

Modern sources Internal 1. Employee referrals. External walk-ins. Consultin.(potential job seeker approach n consult) Head hunting. (comp. request prof. org to search for higher posts) Body shopping.(prof. org & Hi-tech training inst dev HR pool) Mergers &acquisitions. Tele recruitment. Out sourcing. E-recruitment.

Why do organizations prefer internal source:

Why do organizations prefer internal source Used as a technique of motivation. Employee morale can be improved. Suitability of the internal candidates can be judged better than the external candidates as “known devils are better than unknown angels”. Loyalty, commitment, a sense of belongingness & security of the present employees can be enhanced.

Why do organizations prefer internal source:

Why do organizations prefer internal source Employees’ psychological needs can be met by providing an opportunity for advancement. Employees’ economic needs for promotion, higher income can be satisfied. Cost of selection can be minimized. Cost of training, induction, orientation, period of adaptability to the organization can be reduced.

Why do organizations prefer internal source:

Why do organizations prefer internal source 9. Trade unions can be satisfied. 10.Social responsibility towards employees may be discharged. 11.Stability of employment can be ensured.

Why do organizations prefer external source:

Why do organizations prefer external source The suitable candidate with skill, knowledge, talent are generally available. Candidates can be selected without any pre-conceived notion or reservations. Cost of employees can be minimized because employees selected from this source are generally placed in minimum pay scale.

Why do organizations prefer external source:

Why do organizations prefer external source Expertise, experience, and excellence in other organizations can be easily brought into the organization. Human resources mix can be balanced with different background, experience, skills etc. Latest knowledge, skill, innovative or creative talent can also be flowed into the organisation.

Why do organizations prefer external source:

Why do organizations prefer external source Qualitative human resources can be brought as a long run benefit to the organisation.

Stimulate the candidate to apply for a job :

Stimulate the candidate to apply for a job Human resource manager after identifying the prospective employees by searching in various sources, has to stimulate them to apply for the jobs in the company. He stimulates them through recruitment techniques.

Recruitment techniques :

Recruitment techniques recruitment techniques are the means by which management contacts prospective employees or provides necessary information or exchanges ideas in order to stimulate them to apply for the jobs.

Recruitment techniques :

Recruitment techniques Traditional 1.Promotions 2.Transfers 3.Advertising Modern 1.Scouting (sending representation of org to various sources of recruitment with a view to stimulate) 2.Salary and perks (high sal, quick promotions n more perks) 3.ESOPs (stimulate by offering stock ownership)

Factors affecting Recruitment:

Factors affecting Recruitment Internal Factors Company’s pay package Quality of work life Organizational culture Career planning & growth. Company’s size External Factors Socio economic factor Supply & demand factor Employment rate Labour market conditions Political, legal & Govt. factors like reservation for SC/ST/OBC & sons of soil

Factors affecting Recruitment:

Factors affecting Recruitment Internal Factors Company’s product/ service Geographical spread of the company’s operations Company’s growth rate Role of trade unions Cost of recruitment Company’s name & fame External Factors Information system like employment exchanges/ tele -recruitment like internet.

Job Advertisments:

Job Advertisments

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Recruitment and Selection

Selection:

Selection Selection is the process of finding out the most suitable candidate to the job out the candidates attracted (recruited) Selection process is a series of specific steps used to decide which recruits should be hired. The process begins when recruits apply for employment and ends with the hiring decision.

Selection:

Selection System of functions adopted in a given company to ascertain whether the candidates’ specifications are matched with the job specifications and requirements or not.

Significance of selection:

Significance of selection The right person selected is a valuable asset and faulty selected becomes a liability to the organization.

Steps in the Selection Process:

Steps in the Selection Process Preliminary reception of applications Employment test Selection interview Reference & background checks Medical evaluation Supervisory interview Realistic job preview RJP Hiring decision

Eployment:

Eployment Employment is defined as the procedure where the company employs the selected candidate who accept the job offer with or without modifications of terms and conditions of employment and place them on the job.

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Selection Procedure

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