25-08-2014, 12:47 PM
RECRUITMENT
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INTRODUCTION
Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS:"There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviours"
The project report is all about recruitment and selection process that's an important part of any organization. Recruitment highlights each applicant's skills, talents and experience. Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate. Human resource management is the management of employee's skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. They are labour management, labour administration, labour management relationship, employee -employer relationship, industrial relationship, human capital management, human assent management etc. Though these terms can be used differently widely, the basic nature of distinction lies in the scope or coverage and evolutionary stage. In simple sense, human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements.
RECRUITMENT:
Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce.
SELECTION:
After identifying the sources of human resources, searching for prospective employees and stimulation helps to apply for jobs in an organization, the management has to perform the function of selecting the right man at right job and at the right time.
Selection procedures for the purposes of placement were first utilized in World War I. Army recruits were given general IQ tests and were placed in or given specified tasks based on their scores. The 1930's saw significant advances in the field of I/O psychology for example, in measurement with the development of the Likert Scale and in experimentation with the Hawthorne Studies (1933) and Kurt Lewhrs empirical studies of leadership style and management techniques (1939). World War II benefited from these advances and utilized selection and assessment tests for fighter pilots and developed classification tests for the army.
Selection and recruitment as we know it today has evolved from these advances and has also been strongly influenced by legislation passed from the 1960"s - 1990's.
Many legal issues need to be taken into consideration from the proper wording on a job description to asking appropriate questions in the interview. Candidates are evaluated on the basis of their bio-data, personal attributes, performance on cognitive tests and can even be placed in a simulated work environment to gauge their abilities. Other predictors such a phone interview. a one-on-one or even panel interviews are also widely used. Hiring the perfect candidate, the "right-fit" for your organization is a highly-involved, complex, and time-consuming process. The information on the Selection and Recruitment page will help guide you through this process.
RECRUITMENT
Recruitment is "hiring" of employees from outside. Recruitment has been regarded as the most important function of the HR department , because unless the right type of people are hired, even the best plans, organization chart and control system would not do much good. Recruitment is the discovering of potential applicant for actual or anticipated organizational vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet the job requirements and job specification. It is defined as .. a process to discover the sources of manpower to meet the requirements of staffing schedule and lo apply effective measures for attracting the manpower to adequate number to facilitate effective selection of an effective workforce"
INDIRECT METHOD
Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional journals, technical magazines and brochures. Advertisements in newspapers and or trade journals and magazines are the most frequently used methods. Senior post is largely filled with such methods. Advertising is a very useful for recruiting blue colour and hourly worker, as well as scientific, professional, and technical employees. Local newspaper can be good sources of blue collar workers, clerical employees, and lower level administrative employees. The main point is that the higher the position in the organization the more dispersed advertisement is likely to be. The search for the top executive might include advertisement in a national periodical, whereas the advertisement of the blue colour jobs
usually confine to the daily newspaper. According to the Advertisement tactic and strategy in personnel Recruitment, three main points need to be borne in the mind before an advertisement in inserted. First, to visualize the type of applicants one is trying to recruit. Second, to write out a list of advantages the company offers, or why should the reader join the company.
Third, to decide where to run the advertisement , not only in which area, but also in which newspaper having a local, state or a nation- wide circulation.
THIRD PARTY
These include the use of commercial or private employment agencies, state agencies, and placement offices of schools colleges and professional associations recruiting firms, management consulting firms, indoctrination seminars for college professors, and friends and relatives. Private employment agencies are the most widely used sources. They charge a small fee from the applicant. They specialize in specific occupation; general office help, salesmen, technical workers, accountant, computer-staff, engineers and executives. State or public employment agencies are also known as the employment or labour exchanges, are the main agencies for the public employment. Employers inform them of their personnel requirement, while job seekers get information for them about the type of job are referred by the employer. Schools and colleges offer opportunities for recruiting their student. They operate placement services where complete bio data and other particular of the student arc available.
Professional organization or recruiting firms maintain complete information records about employed executive. These firms maintain complete information records about employed executives. These firms are looked upon as the head hunters, raiders, and pirates by organization which loses their personnel through their efforts.
SELECTION
Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with greater likelihood of success in job.
The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidate's specifications are matched with the job specifications and recruitment or not. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview, completion of application form, employment lest. comprehensive interview, background investigation, physical examination and final employment decision to hire.
CONCLUSION
From the survey and by listening to the top level management and employees in the organization, came to know that both the management and the employees are satisfied by (he recruitment and selection happening in KKR Group of industries. But as the technology is getting advanced employees they arc expecting some modernization in recruitment and selection. Since the involvement of technology is less comparatively in selection and recruitment, they would like to have some technological advancement in selection and recruitment.