The document discusses various aspects of personnel planning and employment forecasting techniques used by organizations. It describes methods like trend analysis, ratio analysis, scatter plots, and computerized forecasting that organizations use to predict future staffing needs. It also discusses tools for workforce planning like qualification inventories, personnel replacement charts, and position replacement cards. The key methods of personnel planning discussed are quantitative forecasting, succession planning, and ensuring managerial judgment plays a role in the forecasting process.
Recruitment refers to the process of finding, screening, and selecting candidates for jobs within an organization. Large organizations typically hire professional recruiters to undertake recruitment activities like attracting candidates, creating a talent pool, and helping reduce hiring costs and turnover. Recruitment methods include both internal sources like transfers, promotions, and rehiring former employees, as well as external sources such as advertisements, employment agencies, campus recruiting, and employee referrals.
This document discusses traditional and e-recruitment. It begins by outlining traditional recruitment objectives and strategies. It then discusses how recruitment activities can influence post-hire outcomes. The role of recruiters and realistic job previews are also examined. The document shifts to discussing advantages and challenges of e-recruitment, including how it can be more cost-effective and decentralized. However, e-recruitment also risks discrimination and privacy issues. The document concludes by proposing a future integrated e-HRM and e-recruitment model to balance expectations and satisfaction.
The document summarizes the recruitment process at Chakori.com, a recruitment service provider in Guwahati, India. It describes the key steps in Chakori.com's recruitment process, including job analysis, candidate identification, screening, interviews, and negotiations. It also discusses Chakori.com's target achievement and some challenges faced during recruitment activities like bandhs and strikes.
This document discusses recruitment and selection. It defines recruitment as the process of finding and attracting job applicants, and selection as differentiating between applicants to identify those most likely to succeed. The document outlines the recruitment process including identifying vacancies, advertising, sorting applications, and interviews. It discusses internal and external sources of recruitment like promotions, campus recruitment, and advertisements. Selection methods covered include testing, interviews, reference checks, and making the final hiring decision.
Modern recruitment techniques aim to overcome problems with traditional methods. Key modern techniques include knowledge-based recruitment, online recruitment, scouting, networking, and event recruitment. Knowledge-based recruitment involves defining skill requirements over time and continuously monitoring and updating needs and candidates. Online recruitment uses websites and tools to advertise jobs and allow electronic applications. Modern recruitment casts a wide net to find potential candidates and uses innovative methods like social media, video, and mobile technologies.
Modern recruitment techniques move beyond traditional methods by utilizing technology to recruit better, cheaper, and faster. Knowledge-based recruitment establishes anticipated skill requirements and maintains ongoing recruitment activity. E-recruitment uses web tools like job websites and company sites to advertise vacancies and allow job seekers to apply online. Other modern methods include scouting, employee referrals, networking, events, ESOPs, salary/perks, SMS, video networks, blogging, and casting a wider net to find candidates.
employment Agencies - advantages and disadvantagesAtiqa Burn
An employment agency matches employers with job seekers, providing services to both. They reduce costs and increase options for employers by handling recruitment. For employees, agencies expose them to unadvertised opportunities and industries while reducing costs compared to direct applications. However, agencies charge employers high fees, and employees may have their salary deducted if hired through an agency.
Recruitment refers to the process of finding, screening, and selecting candidates for jobs within an organization. Large organizations typically hire professional recruiters to undertake recruitment activities like attracting candidates, creating a talent pool, and helping reduce hiring costs and turnover. Recruitment methods include both internal sources like transfers, promotions, and rehiring former employees, as well as external sources such as advertisements, employment agencies, campus recruiting, and employee referrals.
This document discusses traditional and e-recruitment. It begins by outlining traditional recruitment objectives and strategies. It then discusses how recruitment activities can influence post-hire outcomes. The role of recruiters and realistic job previews are also examined. The document shifts to discussing advantages and challenges of e-recruitment, including how it can be more cost-effective and decentralized. However, e-recruitment also risks discrimination and privacy issues. The document concludes by proposing a future integrated e-HRM and e-recruitment model to balance expectations and satisfaction.
The document summarizes the recruitment process at Chakori.com, a recruitment service provider in Guwahati, India. It describes the key steps in Chakori.com's recruitment process, including job analysis, candidate identification, screening, interviews, and negotiations. It also discusses Chakori.com's target achievement and some challenges faced during recruitment activities like bandhs and strikes.
This document discusses recruitment and selection. It defines recruitment as the process of finding and attracting job applicants, and selection as differentiating between applicants to identify those most likely to succeed. The document outlines the recruitment process including identifying vacancies, advertising, sorting applications, and interviews. It discusses internal and external sources of recruitment like promotions, campus recruitment, and advertisements. Selection methods covered include testing, interviews, reference checks, and making the final hiring decision.
Modern recruitment techniques aim to overcome problems with traditional methods. Key modern techniques include knowledge-based recruitment, online recruitment, scouting, networking, and event recruitment. Knowledge-based recruitment involves defining skill requirements over time and continuously monitoring and updating needs and candidates. Online recruitment uses websites and tools to advertise jobs and allow electronic applications. Modern recruitment casts a wide net to find potential candidates and uses innovative methods like social media, video, and mobile technologies.
Modern recruitment techniques move beyond traditional methods by utilizing technology to recruit better, cheaper, and faster. Knowledge-based recruitment establishes anticipated skill requirements and maintains ongoing recruitment activity. E-recruitment uses web tools like job websites and company sites to advertise vacancies and allow job seekers to apply online. Other modern methods include scouting, employee referrals, networking, events, ESOPs, salary/perks, SMS, video networks, blogging, and casting a wider net to find candidates.
employment Agencies - advantages and disadvantagesAtiqa Burn
An employment agency matches employers with job seekers, providing services to both. They reduce costs and increase options for employers by handling recruitment. For employees, agencies expose them to unadvertised opportunities and industries while reducing costs compared to direct applications. However, agencies charge employers high fees, and employees may have their salary deducted if hired through an agency.
The document discusses recruitment, which involves attracting job applicants and obtaining applications. Recruitment is the process of searching for and obtaining applicants for jobs from whom the right people can be selected. It serves several purposes, including determining staffing needs, increasing the applicant pool at low cost, helping reduce turnover, and meeting legal obligations. Recruitment involves planning job vacancies, searching for and contacting sources of applicants, screening applications, and evaluating and controlling the recruitment process. Sources can be internal, like current employees, or external, like advertisements, employment agencies, and campus recruiting. Effective recruitment balances attracting qualified candidates with costs.
This document discusses e-recruitment, including defining e-recruitment, outlining an e-recruitment strategy with identifying jobs, targeted candidates, and recruitment sources. It also covers e-recruitment channels and the advantages of online recruiting such as reduced time and costs, pre-employment screening tools, and access to large applicant pools. The document notes disadvantages such as time needed to screen large resume databases and limitations of filling all jobs online or potential issues with e-tools interpretation.
The document discusses different types of recruitment methods including employee referrals, job portals, advertisements, and consultants. It provides advantages and disadvantages of each method. Employee referrals are identified as the best method as they are low cost and more likely to result in suitable candidates who are familiar with the company culture. However, bias is a potential disadvantage. Job portals allow for screening candidates and avoiding bias but may result in irrelevant resumes. Advertisements gain public attention but are high cost and time consuming with potential for irrelevant candidates. Consultants can save time but are expensive and may not fully understand requirements.
This document discusses various methods that organizations use for recruiting both internally and externally. It covers internal resources like promotions, job postings and referrals. External resources discussed include advertising, employment agencies, university recruiting and internet recruiting. The document also provides advantages and disadvantages of different recruiting sources and methods for evaluating recruiting efforts.
Recruitment involves finding and attracting qualified candidates to apply for open jobs. It begins with advertising job vacancies and screening initial applicants. The goal is to increase the pool of candidates in order to select the best new employees. The recruitment process identifies talent needs, sources applicants internally and externally, and uses tools like interviews and assessments to evaluate candidates before making hiring decisions. Careful recruitment is important for organizational performance, costs, and legal compliance.
External recruitment involves assessing potential job candidates from outside an organization to fill vacancies. There are several methods of external recruitment: direct recruitment involves recruiting qualified candidates directly; casual callers considers previously applicants; advertising is a common method using job postings; employment agencies assist with recruiting; and schools/universities provide a source of new graduates. While external recruitment increases opportunities to find the right candidates, it can be time-consuming and expensive compared to internal recruitment. Overall, external recruitment is beneficial for organizations to consider new ideas and help with future growth, but also requires careful planning.
The document discusses external sources of recruitment for organizations. It outlines several external recruitment methods including advertisements, employment exchanges, employment agencies, educational institutions, recommendations, labor contractors, unsolicited applicants, and recruitment at factory gates. Both merits and demerits of external recruitment are provided. The key advantage is the availability of suitable candidates from a wide pool, while the main drawbacks can include demoralization of current employees and additional expenses.
Mbaprojectonrecruitmentandselectionprocess 140209100857-phpapp02Mohd Affan Ali
The document summarizes the recruitment and selection process between two different sectors - a manufacturing company called Pinewood Pvt Ltd and a services company called TCS.
It outlines the key steps in the recruitment process which include sending the job description, examining the description, finding suitable candidates through job portals, interviewing candidates, and performing a job analysis. Job portals are a major source for recruiters to find qualified candidates by searching profiles or posting jobs. Recruiters then shortlist and interview candidates before analyzing the job requirements. Companies hire recruitment agencies to handle the recruitment process as agencies have broader access to candidates and more experience in recruitment.
This document outlines the recruitment policy and procedures of the University of Derby. It aims to recruit staff with the necessary skills to fulfill the university's objectives in a fair and effective manner consistent with equality and diversity policies. The key steps of the recruitment process include justification for recruitment, filling the vacancy, advertising, candidate selection including shortlisting and interviews, making an appointment offer, maintaining confidentiality, and monitoring equality and diversity statistics. Interview panels must consider all candidates equally and document their selection process.
Deepak is an experienced HR professional with over 9 years of experience in talent acquisition, campus recruitment, and HR operations. He has a proven track record of successfully meeting recruitment targets across various industries including automotive, engineering, and IT. Currently, he works as an HR manager at Nexteer Automotive where he is responsible for recruitment, onboarding, and people analytics reporting across India.
Recruitment and joining process in bharti airtelSkyline College
Bharti Airtel's recruitment process begins with manpower budgeting and requests to fill vacant positions. For each vacancy, recruitment managers source candidate CVs through various methods and conduct an initial screening. Shortlisted candidates then fill out a Joining Application Form and participate in functional interviews. Candidates who pass the functional interview proceed to salary negotiation and, if successful, receive an offer letter. The objectives of Bharti Airtel's recruitment process are to learn the organization's HR policies and procedures, study their recruitment models, and understand how to achieve recruitment goals.
The document discusses the processes of recruitment and selection. Recruitment is the process of identifying potential job candidates from internal sources like transfers, promotions, layoffs, or external sources like waiting lists, campus recruiting, or third-party recruiters. Selection is the process of evaluating candidates to choose the most suitable one, and involves screening applications, preliminary interviews, specialized application forms, testing, interviews, reference checks, medical exams, and final selection.
The document defines recruitment and selection processes. Recruitment involves finding and attracting job applicants, while selection differentiates between applicants to identify the most qualified candidate. Recruitment is positive and stimulates applications, while selection is negative and involves rejecting unsuitable candidates through interviews and tests. The document also discusses internal and external recruitment methods and their advantages/disadvantages.
Recruitment And Selection Hiring The Right PersonMariaVyalkova
The document discusses recruitment and selection methods used by organizations to hire employees. It covers internal and external recruitment strategies, screening tools like interviews and tests, legal issues around discrimination and negligence, and evaluating the effectiveness of the recruitment process. The goal is to attract and hire qualified candidates while following applicable laws.
This document discusses recruitment, including its definition, aims, and relationship to selection. It describes environmental factors that influence recruitment like the economic, social, technological, political, and legal environments. Alternatives to recruitment like overtime, subcontracting, temporary employees, and employee leasing are also examined. The document provides details on performing a situational audit for recruitment and evaluating alternative recruitment sources.
Infosys has a structured recruitment process that considers applicants from all engineering branches. The process includes a written test assessing logical reasoning and verbal ability, followed by a technical and HR interview. Eligible candidates must have at least 70% marks throughout their academic career. The recruitment occurs primarily through campus hiring programs but also off-campus via their Career Plus program. While Infosys considers applicants from all backgrounds, their large applicant pool means the process can be time-consuming.
The document provides an overview of recruitment and selection processes within an organization. It discusses key topics such as the importance of recruitment, factors influencing recruitment, sources of recruitment, recruitment methods, the selection process, and barriers to effective selection. The recruitment process involves job analysis, planning, developing strategies, searching for candidates, screening applicants, and evaluating the process. Selection involves differentiating among applicants using tools like interviews, tests, background checks, and making offers to the most qualified candidates.
The document outlines the 7 steps in a typical hiring process:
1. Plan the selection process by reviewing applicant information and ensuring candidates meet requirements.
2. Prepare for interviews by creating questions to confirm qualifications, past performance, culture fit, and reasons for leaving previous jobs.
3. Conduct interviews in an appropriate environment while allowing candidates to do most of the talking.
4. Check references of final candidates to avoid hiring the wrong person.
5. Make a hiring decision by identifying the best candidate based on skills, characteristics, and organizational fit.
6. Make an offer to the selected candidate and inform others of the outcome.
7. Complete paperwork to confirm the offer and acceptance in writing.
The document discusses various topics related to the recruitment and selection process, including:
- Factors that affect recruitment like organizational culture and environmental factors like the job market.
- Sources of recruitment like internal promotions, job advertisements, employment agencies and educational institutions.
- Elements of the selection process like job analysis, application forms, interviews, tests and reference checks.
- Types of tests used in selection like aptitude, personality and situational tests.
- Key aspects of interviews like structure, preparation and evaluation.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
The document discusses recruitment, which involves attracting job applicants and obtaining applications. Recruitment is the process of searching for and obtaining applicants for jobs from whom the right people can be selected. It serves several purposes, including determining staffing needs, increasing the applicant pool at low cost, helping reduce turnover, and meeting legal obligations. Recruitment involves planning job vacancies, searching for and contacting sources of applicants, screening applications, and evaluating and controlling the recruitment process. Sources can be internal, like current employees, or external, like advertisements, employment agencies, and campus recruiting. Effective recruitment balances attracting qualified candidates with costs.
This document discusses e-recruitment, including defining e-recruitment, outlining an e-recruitment strategy with identifying jobs, targeted candidates, and recruitment sources. It also covers e-recruitment channels and the advantages of online recruiting such as reduced time and costs, pre-employment screening tools, and access to large applicant pools. The document notes disadvantages such as time needed to screen large resume databases and limitations of filling all jobs online or potential issues with e-tools interpretation.
The document discusses different types of recruitment methods including employee referrals, job portals, advertisements, and consultants. It provides advantages and disadvantages of each method. Employee referrals are identified as the best method as they are low cost and more likely to result in suitable candidates who are familiar with the company culture. However, bias is a potential disadvantage. Job portals allow for screening candidates and avoiding bias but may result in irrelevant resumes. Advertisements gain public attention but are high cost and time consuming with potential for irrelevant candidates. Consultants can save time but are expensive and may not fully understand requirements.
This document discusses various methods that organizations use for recruiting both internally and externally. It covers internal resources like promotions, job postings and referrals. External resources discussed include advertising, employment agencies, university recruiting and internet recruiting. The document also provides advantages and disadvantages of different recruiting sources and methods for evaluating recruiting efforts.
Recruitment involves finding and attracting qualified candidates to apply for open jobs. It begins with advertising job vacancies and screening initial applicants. The goal is to increase the pool of candidates in order to select the best new employees. The recruitment process identifies talent needs, sources applicants internally and externally, and uses tools like interviews and assessments to evaluate candidates before making hiring decisions. Careful recruitment is important for organizational performance, costs, and legal compliance.
External recruitment involves assessing potential job candidates from outside an organization to fill vacancies. There are several methods of external recruitment: direct recruitment involves recruiting qualified candidates directly; casual callers considers previously applicants; advertising is a common method using job postings; employment agencies assist with recruiting; and schools/universities provide a source of new graduates. While external recruitment increases opportunities to find the right candidates, it can be time-consuming and expensive compared to internal recruitment. Overall, external recruitment is beneficial for organizations to consider new ideas and help with future growth, but also requires careful planning.
The document discusses external sources of recruitment for organizations. It outlines several external recruitment methods including advertisements, employment exchanges, employment agencies, educational institutions, recommendations, labor contractors, unsolicited applicants, and recruitment at factory gates. Both merits and demerits of external recruitment are provided. The key advantage is the availability of suitable candidates from a wide pool, while the main drawbacks can include demoralization of current employees and additional expenses.
Mbaprojectonrecruitmentandselectionprocess 140209100857-phpapp02Mohd Affan Ali
The document summarizes the recruitment and selection process between two different sectors - a manufacturing company called Pinewood Pvt Ltd and a services company called TCS.
It outlines the key steps in the recruitment process which include sending the job description, examining the description, finding suitable candidates through job portals, interviewing candidates, and performing a job analysis. Job portals are a major source for recruiters to find qualified candidates by searching profiles or posting jobs. Recruiters then shortlist and interview candidates before analyzing the job requirements. Companies hire recruitment agencies to handle the recruitment process as agencies have broader access to candidates and more experience in recruitment.
This document outlines the recruitment policy and procedures of the University of Derby. It aims to recruit staff with the necessary skills to fulfill the university's objectives in a fair and effective manner consistent with equality and diversity policies. The key steps of the recruitment process include justification for recruitment, filling the vacancy, advertising, candidate selection including shortlisting and interviews, making an appointment offer, maintaining confidentiality, and monitoring equality and diversity statistics. Interview panels must consider all candidates equally and document their selection process.
Deepak is an experienced HR professional with over 9 years of experience in talent acquisition, campus recruitment, and HR operations. He has a proven track record of successfully meeting recruitment targets across various industries including automotive, engineering, and IT. Currently, he works as an HR manager at Nexteer Automotive where he is responsible for recruitment, onboarding, and people analytics reporting across India.
Recruitment and joining process in bharti airtelSkyline College
Bharti Airtel's recruitment process begins with manpower budgeting and requests to fill vacant positions. For each vacancy, recruitment managers source candidate CVs through various methods and conduct an initial screening. Shortlisted candidates then fill out a Joining Application Form and participate in functional interviews. Candidates who pass the functional interview proceed to salary negotiation and, if successful, receive an offer letter. The objectives of Bharti Airtel's recruitment process are to learn the organization's HR policies and procedures, study their recruitment models, and understand how to achieve recruitment goals.
The document discusses the processes of recruitment and selection. Recruitment is the process of identifying potential job candidates from internal sources like transfers, promotions, layoffs, or external sources like waiting lists, campus recruiting, or third-party recruiters. Selection is the process of evaluating candidates to choose the most suitable one, and involves screening applications, preliminary interviews, specialized application forms, testing, interviews, reference checks, medical exams, and final selection.
The document defines recruitment and selection processes. Recruitment involves finding and attracting job applicants, while selection differentiates between applicants to identify the most qualified candidate. Recruitment is positive and stimulates applications, while selection is negative and involves rejecting unsuitable candidates through interviews and tests. The document also discusses internal and external recruitment methods and their advantages/disadvantages.
Recruitment And Selection Hiring The Right PersonMariaVyalkova
The document discusses recruitment and selection methods used by organizations to hire employees. It covers internal and external recruitment strategies, screening tools like interviews and tests, legal issues around discrimination and negligence, and evaluating the effectiveness of the recruitment process. The goal is to attract and hire qualified candidates while following applicable laws.
This document discusses recruitment, including its definition, aims, and relationship to selection. It describes environmental factors that influence recruitment like the economic, social, technological, political, and legal environments. Alternatives to recruitment like overtime, subcontracting, temporary employees, and employee leasing are also examined. The document provides details on performing a situational audit for recruitment and evaluating alternative recruitment sources.
Infosys has a structured recruitment process that considers applicants from all engineering branches. The process includes a written test assessing logical reasoning and verbal ability, followed by a technical and HR interview. Eligible candidates must have at least 70% marks throughout their academic career. The recruitment occurs primarily through campus hiring programs but also off-campus via their Career Plus program. While Infosys considers applicants from all backgrounds, their large applicant pool means the process can be time-consuming.
The document provides an overview of recruitment and selection processes within an organization. It discusses key topics such as the importance of recruitment, factors influencing recruitment, sources of recruitment, recruitment methods, the selection process, and barriers to effective selection. The recruitment process involves job analysis, planning, developing strategies, searching for candidates, screening applicants, and evaluating the process. Selection involves differentiating among applicants using tools like interviews, tests, background checks, and making offers to the most qualified candidates.
The document outlines the 7 steps in a typical hiring process:
1. Plan the selection process by reviewing applicant information and ensuring candidates meet requirements.
2. Prepare for interviews by creating questions to confirm qualifications, past performance, culture fit, and reasons for leaving previous jobs.
3. Conduct interviews in an appropriate environment while allowing candidates to do most of the talking.
4. Check references of final candidates to avoid hiring the wrong person.
5. Make a hiring decision by identifying the best candidate based on skills, characteristics, and organizational fit.
6. Make an offer to the selected candidate and inform others of the outcome.
7. Complete paperwork to confirm the offer and acceptance in writing.
The document discusses various topics related to the recruitment and selection process, including:
- Factors that affect recruitment like organizational culture and environmental factors like the job market.
- Sources of recruitment like internal promotions, job advertisements, employment agencies and educational institutions.
- Elements of the selection process like job analysis, application forms, interviews, tests and reference checks.
- Types of tests used in selection like aptitude, personality and situational tests.
- Key aspects of interviews like structure, preparation and evaluation.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
This document discusses human resource recruitment. It begins by defining recruitment and its goals. It then covers factors that affect recruiting efforts, the recruitment planning process including requisitions, timing, budget, and record keeping. The document outlines internal and external recruitment sources such as employee referrals, advertisements, employment agencies, schools and professional organizations. It also discusses communication messages and recruitment systems.
The document discusses various approaches to recruiting job candidates, including internal and external approaches. It emphasizes the importance of recruiting for enabling companies to be more selective in hiring. Effective recruiting requires cooperation between HR and line managers. Potential sources of candidates mentioned include advertising, employment agencies, college recruiting, social networks, and web-based recruitment. The document provides guidance on constructing job advertisements, listing benefits to attract candidates, and working with employment agencies.
The document discusses various approaches to recruiting job candidates, including internal and external approaches. It emphasizes the importance of recruiting for enabling companies to be more selective in hiring. Effective recruiting requires cooperation between HR and line managers. Potential sources of candidates mentioned include advertising, employment agencies, college recruiting, social networks, and web-based recruitment. The document provides guidance on constructing job advertisements, listing benefits to attract candidates, and working with employment agencies.
The document discusses various approaches to recruiting job candidates, including internal and external approaches. It emphasizes the importance of recruiting for enabling companies to be more selective in hiring. Effective recruiting requires cooperation between HR and line managers. Potential sources of candidates mentioned include advertising, employment agencies, college recruiting, social networks, and web-based recruitment. The document provides guidance on constructing job advertisements, listing benefits to attract candidates, and working with employment agencies.
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docxaudeleypearl
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
Recruitment process details basis on HRM study.pptxSaic Group
The document discusses the recruitment and selection process in organizations. It defines recruitment as finding and attracting capable job applicants, while selection is differentiating between applicants to identify those most likely to succeed. The recruitment process involves planning, developing strategies, searching for candidates internally and externally, screening applications, and evaluating effectiveness. Selection involves preliminary interviews, tests, employment interviews, reference checks, making a selection decision, medical examinations, job offers, and contracts. Innovative recruitment practices discussed include using social media, video interviews, employee referrals, and peer reviews.
Mustafa Ahmed Shaheen is seeking a career opportunity in human resources. He has over 10 years of experience in HR roles including HR supervisor, HR assistant manager, and senior HR specialist. He is proficient in Microsoft Office, Oracle, payroll systems, and has strong communication, organization, and problem solving skills.
The document discusses recruitment and selection processes. It defines recruitment as seeking and attracting job applicants, and selection as choosing the most suitable candidate. It covers recruitment factors, policies and sources. Internal sources include promotions, while external sources are advertisements, agencies, referrals, and educational institutions. Selection methods aim to be reliable, valid, generalizable and legal. Methods include application forms, tests of intelligence, aptitude, achievement, interests and personality. Interviews and reference checks are also used. Organizations evaluate selection programs based on placements, hires, offers, applicants and costs.
The document describes the iRecruitment system, an internet recruitment module of Oracle Application HRMS e-Business Suite. It allows managing all recruitment activities through a single, web-based interface. The summary discusses the key functions and processes of iRecruitment.
1. City Bank Ltd is Bangladesh's oldest private bank, established in 1983 with a vision of becoming a financial supermarket offering enjoyable experiences.
2. The bank's recruitment process includes advertising in newspapers, receiving unsolicited applications, and hiring from employment agencies and professional organizations.
3. The selection process consists of initial screening, employment testing, background checks, medical exams, and making a final job offer to qualified candidates. Tests assess intelligence, abilities, and personality.
The document discusses the key aspects of recruitment, selection, induction and promotion processes in human resource management. It defines recruitment as the process of finding and attracting job applicants. The recruitment process involves identifying vacancies, developing job descriptions, advertising positions, managing responses, shortlisting, interviewing and making offers. Selection involves evaluating applicants to identify the best candidates. Induction helps new employees learn about their roles and integrate into the organization. Promotion involves moving employees to higher level roles with more responsibility.
The document discusses various aspects of effective recruitment processes and techniques. It notes that recruitment has become a critical component of human resources, especially in competitive industries. Effective recruitment requires identifying top talent and ensuring good job-personality fits. Common mistakes include lack of planning, insufficient resources, and vague job descriptions. Assessments are an important but not sole determinant of fit. Outsourcing recruitment can lower costs but risks less control, while in-house retains branding but may be more expensive. Feedback from hiring managers and new employees helps evaluate different recruitment methods.
Unit 3 talent management-employee engagementprachimba
The document discusses employee engagement and recruitment planning. It defines employee engagement as employees being fully absorbed in and enthusiastic about their work. An engaged employee is positive about the organization and helps further its reputation. It also discusses developing a recruitment plan by outlining job requirements, finding candidates through advertising or referrals, interview techniques, selecting candidates, and following up. The document provides guidance on estimating recruitment costs and budgets.
This document summarizes the recruitment and selection process. Recruitment involves identifying job openings and attracting potential candidates through internal and external sources. Selection follows recruitment and involves screening candidates through tools like tests, interviews, and background checks to hire the most suitable person. The key steps of selection are receiving applications, screening, tests, interviews, checking references, and making a final selection.
The document discusses recent trends in recruitment such as collaborative hiring and proactive talent sourcing, provides tips for ensuring new employees have a great first day, and summarizes changes in campus recruitment over time from a more difficult in-person process to today's digital process where supply is high but demand and readily deployable graduates are lower.
The document provides details about the recruitment and selection process at Tata Teleservices Limited (TTSL). It discusses the importance of human resource planning for organizational success. It outlines TTSL's recruitment objectives to hire qualified candidates who fit the organizational culture and values. It then describes the various stages of TTSL's recruitment process including generating hiring plans, identifying vacancies, using internal and external sourcing strategies, screening candidates, interviewing, making offers, and new hire onboarding procedures. The recruitment sources mentioned include internal job postings, employee referrals, consultants, job portals, advertisements. The selection process involves screening, tests, interviews and evaluating candidates.
The document discusses recruitment and provides definitions, purposes, and factors affecting recruitment. It defines recruitment as the process of finding and attracting qualified job applicants. The purposes of recruitment include determining staffing needs, increasing the applicant pool at low cost, and reducing unqualified applicants. Factors like company policies, size, growth and external conditions like the job market affect recruitment. Effective recruitment provides quality applicants while ineffective recruitment increases costs. The recruitment process includes finding applicant sources, attracting candidates, and generating applications. Internal sources like current employees and external sources like job sites and ads are used.
This document discusses recruitment and selection processes. It covers:
1. The recruitment process involves planning, developing strategies, searching, screening, evaluating candidates. Recruitment policies outline fair treatment of applicants.
2. Recruitment is a two-way process where information is exchanged between applicants and organizations. Both parties assess fit and interest.
3. Sources of recruitment include internal promotion/transfer and external options like job boards, agencies, universities. Internal sources save costs but limit growth. External sources introduce new ideas but take more time.
summer internship project report on AMULMayank Patel
1) The document presents information from a survey about dahi (yogurt) consumption conducted in West Ahmedabad.
2) The survey found that most respondents consume homemade dahi daily, preferring it over store-bought brands due to perceptions of better quality.
3) Amul brand masti dahi was the most popular store-bought variety according to 28% of respondents, while 6% preferred loose dahi from local vendors.
summer internship project report on DAHI CONSUMPTIONMayank Patel
This document summarizes a presentation on consumption of dahi (yogurt) in Ahmedabad, India. It begins with introductions to milk, the milk industry, and major dairy cooperatives like Mother Dairy and Amul. It then discusses types of dahi products from various brands. The objectives and methodology of the dahi consumption survey are outlined. Key findings include that 45% consume Amul Masti Dahi, 53% make dahi at home because it is cheaper, and 68% use Amul milk for homemade dahi. Statistical analyses found relationships between dahi choice and income level, purchasing and consumption frequency, and time using Amul dahi and purchase purpose.
summer internship project report on MANUFACTURING CYCLE OF MADHUR DAIRYMayank Patel
Madhur Dairy is a cooperative dairy located in Gandhinagar, Gujarat that was established in 1971. It obtains milk from 38,500 milk producers through 112 village milk cooperative societies. The dairy manufactures various milk products including pasteurized cow and buffalo milk, butter milk, dairy, ice cream, butter/ghee. The manufacturing process involves receiving raw milk, testing quality, chilling, separating cream, and processing into final products. Research found that 80% of customers use Madhur Dairy's products and 68% are satisfied, while 10% have negative preferences regarding taste, thickness, smell or purity.
summer internship project report on COLOUR FLEXMayank Patel
This document provides an overview of Colour Flex Laminators Limited, an Indian flexible packaging manufacturer. It discusses the company's history, products, manufacturing processes, strategies, and industry. Colour Flex was founded in 1991 and employs 170 people. It uses latest technologies like rotogravure printing and adhesive lamination to produce a wide range of flexible packaging materials. The company aims to provide customized and cost-effective packaging solutions to its customers.
summer internship project report on KERAMayank Patel
The document discusses the Kerala Karshaka Sahakarana Federation Limited (KERAFED), an organization that brings coconut growers together under a cooperative to provide supplies and services. It is divided into 3 regions covering different districts. KERAFED's vision is to be the best quality coconut oil producer and provide value to farmers and healthy oil to consumers. Their main products include Kera oil, Kera gold for export, and Kera kesh hair oil. A market research study examined KERAFED customers and found that most are female, government employees below age 40, and earn over Rs. 10,000 per month. The majority use coconut oil and prefer branded oils like KERAFED's Kera over
summer internship project report on NISSANMayank Patel
This document appears to be a thesis or research paper on customer satisfaction towards Nissan Motors India Pvt Ltd. It includes chapters on introduction, literature review, research methodology, data analysis and interpretations. The data analysis chapter provides frequency distributions and interpretations of survey results. It analyzes responses related to customers' occupation, gender, vehicle model owned, time owning vehicle, delivery time satisfaction, and satisfaction with vehicle variant. Additional analyses include reliability testing, comparisons between variables using chi-square and ANOVA, and descriptive statistics on customer satisfaction levels. The overall findings indicate high levels of customer satisfaction.
summer internship project report on SUPPLY CHAIN ON SUPER CROP SAFE LTDMayank Patel
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(2) It describes the company's profile, operations, distribution channels, key customers across several states in India, and supply chain mapping. The supply chain involves input companies, farmers, traders, retailers and consumers.
(3) A gap analysis found that while the upstream supply chain is efficient, the downstream focus on continuous replenishment to customers could be improved, such as reducing minimum order sizes. The conclusion recommends maintaining an efficient upstream supply chain for competitive pricing while adding more value downstream through continuous replenishment.
The document provides an overview of the product launch plan for "Assorted", a new deodorant product under the hypothetical startup Redolence Pvt. Ltd. The plan involves launching the dual-scent deodorant nationally in India, targeting urban working professionals aged 20-50. Key aspects of the marketing mix include positioning the product as a 2-in-1 deodorant, pricing it at Rs. 180 per 180ml bottle, distributing it through retailers and supermarkets, and promoting it through various advertising channels.
The document traces the history of human resource management from prehistoric times to the present. Some of the earliest examples of HRM principles included selecting tribal leaders and promoting health and safety among hunter-gatherer tribes. Formal HRM later emerged in ancient civilizations like Hammurabi's Code in Mesopotamia and practices addressing occupational health in ancient Rome and 16th century Germany. Modern HRM originated in the 19th-20th centuries with the rise of large corporations in the US and expanded studies of human relations and industrial psychology. Current trends include addressing talent shortages, virtual organizations, wellness programs, diversity, the impact of new technologies, and ensuring legal compliance. The future of HRM is predicted to involve
The document discusses controlling as a modern system of management and control. It describes controlling as a concept that was developed in the 1970s to help prevent crisis situations in companies. Controlling involves operational comparison of planned and actual indicators to identify deviations. It represents a combination of registration, planning, analysis, and control methods into a unified system. The document also examines different approaches to organizing controlling functions within companies.
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2. Employment or Personnel Planning: The
process of deciding what positions the firm will
have to fill and how to fill them.
For executives the term used is ‘succession
planning’.
3. Trend analysis
◦ The study of a firm’s past employment needs over a
period of years to predict future needs.
Ratio analysis
◦ A forecasting technique for determining future staff
needs by using ratios between a causal factor and
the number of employees needed.
◦ Assumes that the relationship between the causal
factor and staffing needs is constant
4. Scatter plot
◦ A graphical method used to help identify the
relationship between two variables.
Size of Hospital Number of
(Number of Beds) Registered Nurses
200 240
300 260
400 470
500 500
600 620
700 660
800 820
900 860
6. Computerized forecasting: Determination of
future staff needs by projecting sales, volume
of production and personnel required to
maintain this volume of output, using software
packages.
Which ever method you use Managerial
Judgment will play a big role.
7. Qualification inventory: manual or computerized
record listing employee’s education, career and
development interest, languages, special skills
and so on to be used in selecting inside
candidates for promotion.
8. Personnel replacement Chart: Company
records showing present performance and
promotability of inside candidates for the most
important position.
Position replacement card: A card prepared for
each position in a company to show possible
replacement candidates and their qualification.
9. Central Recruitment office Vs Decentralize
recruiting
Recruitment Effectiveness
50 - New hires
100- Offers made (2:1)
150- Candidates interviewed (3:2)
200- Candidates invited (4:3)
1200- Leads generated (6:1)
10. Job Posting: Publicizing an open job to employees
(often by literally posting it on bulletin boards) and
listing its attributes, like qualifications, supervisor,
working schedule and pay rate.
Rehiring
Succession Planning: The ongoing process of
systematically identifying, assessing and
developing organizational leadership to enhance
performance.
11. Advertising: media, construction (aida)
Employment agencies: Government, Private
Outsourcing white collar & other jobs
Executive recruiters
On demand Recruiting services (charges on
the bases of working hour)
College Recruiting
Employee referral
Online
12. The Media
(a) News paper
Times
Appointment
Employment news,
Sandesh, Divya Bhaskar, Gujarat
Samachar
Classified, appointment
13. (b) TV & Radio
For TV ( Local Channel advertisement
ex. Angel Broking on in cable net)
For Radio (Military officers, Insurance
agent, Radio jockey)
(C) Journals and Technical
Magazines
14. Compiling Headline
Name of organization;
The job;
The person required qualifications experience
etc.;
The pay and benefits offered;
The Location;
The action to be taken.
(Note : from
17. Every state has a public, state run employment
service agency.
These agencies are an important source of Blue-
collar and White-collar workers.
Applicants for unemployment are required to
register and to make themselves available for job
interviews.
18. Just go and register your name.
No charge taken from Government agencies.
Company will contact you through Letters or mail.
19. Private employment agencies are important
sources of clerical, white-collar and managerial
personnel.
20. SOURCES OF REVENUE FOR
PRIVATE AGENCIES
• TAKE CHARGES FROM CLIENT COMPANY
• TAKE CHARGES FROM CANDIDATES.
• TAKE CHARGES FROM CLIENT COMPANY AND CANDIDATES BOTH.
Sources : United Consultants
21.
22. Executive recruiters are special kind of
Employment consulting agency who provides
the work force to the Firms.
For the Executive recruitment, which includes
crucial Executive and Technical position so for
the Executive recruitment headhunters may be
the only option
23. For this activity the clients of Executive recruiters
are getting their fees.
24. They have many contacts, sufficient data of
Previous and current Employees, who working in
different fields, so any firm can ask any kind of
candidates who suits for their firms and Executive
recruiters will find that particular candidates.
To hire Executive through Headhunter that will save
time of company and as a same time this activity will
reduce the cost of Advertisement for job.
Executive recruiters will test all candidates before
placing them on job so because of that Employee
will perform properly in field and reduce the rate of
Employee turnover .
25. The main thing which, as Employer we have to know is
fee charges of recruitment of employees.
Generally in Every firms charges of recruitment is pre
decided. It is always base on the designation of
Employee.
Ex ;- In career mosaic consulting service, the charges of
fee is already decided like,
up to 1,00,000 salary 10%
Up to 2,00,000 salary 20%
Above 3,00,000 salary 30%
26. Talk to some other firm’s clients. Get the name of two to
three companies for whom the firm has recently
completed recruitment. And ask such question as “
Placement was good or not?’’
27. Generally in time of Executive recruitment Every
companies want to hire competitors current or previous
Executive or they can go for lower level companies
Executive.
For this Executive Recruiters are the best way and this
activity can be done through two way
formal recruitment
Informal recruitment
28.
29. Online recruitment is the only medium through which an
employer can post a job listing in a few minutes.
Responses received are rapid and detailed too.
Hence, the time spent on hiring is reduced by as much
as 65%.
one survey found that on a typical day,more that 4
million people turn to the web looking for the jobs.
30. Using web recruitment systems like recruitment
websites or job sites also play a role in simplifying
the recruitment process.
Such websites have facilities where prospective
candidates can upload their CVs and apply for jobs
suited to them.
Such sites also make it possible for recruiters and
companies to post their staffing requirements and
view profiles of interested candidates.
31. Search and respond to resume postings online.
Constantly monitor resume postings.
Use criteria builders.
Find resumes to match specifications.
Setup interviews.
Add graphics (like company logos) and active
hyperlinks to your corporate web site.
32. Send mass e-mail to candidates direct from your
desk top.
enhance newspaper advertisements by providing
candidates with an online application facility.
Provide facts about company culture,
environment, practices and recruitment
processes, thus giving the company a higher
visibility.
Receive, sort and shortlist online resumes.
33. The term Campus Recruitment refers to the
system where various organizations visit to the
college (campuses) to recruit bright youngsters
to work for them.
Students, who are keen on beginning their
professional career as soon as they finish studies,
find the opportunity knocking at their doors.
They can thus get the training and acquire
professional skills immediately after college. This
is good opportunity to enter the job market as
entry otherwise becomes difficult.
34. The various stages of the selection process remain
generally the same for these companies, with
some slight variations. This could be in the form of
an additional or fewer number of stages for some
companies.
The following are the stages that students
normally go through as a part of Campus
Recruitment:
(i) Aptitude Test (ii) GD (iii) Interviews
35. Sending an employer’s representatives to
college campuses to prescreen applications
and create an applicant pool from the
graduating class is an important source of
trainees.
But on campus recruiting is expensive and
time consuming.
36. The campus recruiter has two primary goals:
◦ The main one is to determine whether a candidate is
worthy of further consideration.
◦ The other aim is to attract a good candidates.
Employers naturally look among their employees
for those who can do the best job of identifying
top applicants and filling vacancies.
37. Many college students get their jobs through
college internships.
Internships can be a win-win situation for both
student and employers.
Employer can use the interns to make useful
contributions while evaluating them as possible
full-time employees.
38.
39. It is one kind of Agreement between Company and
Agency where Agency is bound to provide
manpower (employee) to the company as and when
required at the responsibility of the Agency.
MEANING OF CONTRACT
40. As agency is responsible for all its
recruitment so they proceed in the
following way.
Sources :M/s AP Security(pvt) ltd
41. TAKE THE INTERVIEW
Told rules and regulations of agency
and company.
Guide him regarding the work which he
has to do in the company.
Sources :M/s AP Security(pvt) ltd
42. Address proof of the Candidates.
Police clearance certificate.
Two photographs.
Sources :M/s AP Security(pvt) ltd
43. After this all procedure if the Candidate is
perfect for the job then Agency give letter to
the Candidate which he has to present in that
company.
He receive I-card from the Agency as
well as from the company..
Sources :M/s AP Security(pvt) ltd
45. Authority: The right to make decision,
direct others work and give orders.
Line Manager: A manager who is
authorized to direct the work of subordinates
and responsible for accomplishing the
organization goals.
Staff Manager: A manager who assists
and advise line managers.
HR managers are generally staff managers.
They are responsible for assist and advice
other line managers in issues related to HR.
46. Line authority: direct his own department & other
service area.
Implied authority: authority because of virtue of
others. Ex: direct access with top mgt.
Functional Control: as a coordinator of personnel
services.
Employee advocacy
47. “Interrelated components working together to
collect, process, store and disseminate
information to support decision making,
coordination, control, analysis and visualization of
an organizational human resource management
activities.”
48. “The procedure for determine the duties and skills
requirement of a job and the kind of person who
should be hired for it.”
Means Job description & Job specification
49. “ A list of a job’s duties, responsibilities, reporting
relation ship, working condition and supervisory
responsibilities- one product of a job analysis.”
Such as- Job title, Location, Job summary, Duties,
Machines, tools and equipments, material and
forms used, supervision given or received,
working condition, hazards.
50. A list of job’s human requirement that is the
requisite education, skills, personality and so on
another product of a job analysis.”
Such as- education, experience, training, initiative,
physical efforts & skills, communication skills etc.
52. Strategic Choice- (Determine the data needed &
collection method for it)
Review Relevant back Ground
(Organization chart & Process Chart)
Select Representative Position
Collect the job related data & analyze it
Verify the information with worker or supervisor
Job Description & Job Specification
53. Input from
Plant manager
In put from
Suppliers
Job under Study
Inventory Control clerk
Information Out put
to Plant manager
Inventory Out put
to Plant Manager
55. Information sources
◦ Individual employees
◦ Groups of employees
◦ Supervisors with
knowledge of the job
Advantages
◦ Quick, direct way to
find overlooked
information.
Disadvantages
◦ Distorted information
Interview formats
◦ Structured (Checklist)
◦ Unstructured
56. Information source
◦ Have employees fill out
questionnaires to
describe their job-
related duties and
responsibilities.
Questionnaire
formats
◦ Structured checklists
◦ Opened-ended
questions
Advantages
◦ Quick and efficient way
to gather information
from large numbers of
employees
Disadvantages
◦ Expense and time
consumed in preparing
and testing the
questionnaire
57. Information source
◦ Observing and noting the
physical activities of
employees as they go
about their jobs.
Advantages
◦ Provides first-hand
information
◦ Reduces distortion of
information
Disadvantages
◦ Time consuming
◦ Difficulty in capturing entire
job cycle
◦ Of little use if job involves a
high level of mental activity.
58. Information source
◦ Workers keep a
chronological diary/ log of
what they do and the time
spent in each activity.
Advantages
◦ Produces a more
complete picture of the
job
◦ Employee participation
Disadvantages
◦ Distortion of information
◦ Depends upon
employees to accurately
recall their activities
59. Job identification
Job summary
Responsibility and duties
Authority of incumbent
Standard of performance
Working Condition
Job Specification
60. Specification for Trained Personnel : Focus on
traits like length of previous service, quality of
relevant training, and previous job performance.
Specification for Untrained personnel: Focus on
physical traits, personality, interests, or sensory
skills that imply some potential for performing or
for being trained to do the job.
Specification based on Judgment
Specification based on statistical analysis
61. Job enlargement: Assigning workers same
level activities thus increasing the number of
activities they perform.
Job enrichment: Redesigning jobs in a way that
increasing the opportunity for the worker to
experience feeling or responsibility, achievement,
growth & recognition.
Job Rotation: Systematically moving workers
from one job to another.
Techniques of Job design
62. Dejobbing:Broadening the responsibilities of
company’s job & encouraging the employees not
to limit them selves to what's on their job
description.
63. Internal factors
leading to dejobbing
◦ Flatter organizations
◦ Work teams
External factors
leading to dejobbing.
◦ Rapid product and
technological change
◦ Global competition
◦ Deregulation,
◦ Political instability,
◦ Demographic changes
65. Strategy is a way of doing something.
Strategy includes formulation of goal and set of
action plans for accomplishment of that goal.
So, strategy includes both planning and action.
66. “ Strategic Management is the set of managerial
decisions and actions that determines the long
term performance of a corporation. It includes
environmental scanning, strategy formulation,
strategy Implementation, evaluation and control.
The study of strategic management, therefore,
emphasis monitoring and evaluating
environment opportunities & threats in the light
of corporations strength & weaknesses.”
68. Area includes market standing, innovation,
productivity, physical & financial resources,
profitability, managerial performance &
development, work performance & attitude and
social responsibility.
69. Growth Strategies
(1) Internal growth
(2) Horizontal Integration
(3) Horizontal related diversification
(4) Conglomerate diversification
Un related diversification
(5) Vertical integration in related or unrelated
business
(7) Strategic alliance
71. Business Level Strategy
◦ In what industries or businesses should we be
operating?
◦ How should we compete in chosen industry or
business?
Functional Level Strategy
72. Stra. FormulationStra. Formulation Stra. ImplementationStra. Implementation
Is positioning forceIs positioning force
before actionbefore action
Is managing forceIs managing force
during the actionduring the action
Focus on effectivenessFocus on effectiveness It focus of efficiencyIt focus of efficiency
It is a Primary anIt is a Primary an
intellectual processintellectual process
It is a Primary anIt is a Primary an
operational processoperational process
It require goodIt require good
initiative & analyticalinitiative & analytical
skillskill
It requires specialIt requires special
motivation & leadershipmotivation & leadership
skillskill
It requires co-It requires co-
ordination among a fewordination among a few
individualindividual
It requires co-It requires co-
ordination among manyordination among many
personspersons
73. I. Establish target & standards
II. Measure the performance in relation to target
III. Analyze the deviation from acceptable
tolerance limit
IV. Execute modification where necessary and are
feasible
74. Role In Strategy Formulation
HRM is unique position to supply competitive
intelligence
The strength & weaknesses of company’s human
resources can have a determining effect on the
viability of company’s strategic option
75. Role in Strategy Implementation
HRM supplies the workforce for executing the
strategy
Role in down sizing & restructuring
79. Suppliers
Competitors
Customers
Industrial labor
Commitment to industry
Protective Legislation
Status
Employment pattern
Unionization
Impact of Globalization
80. Jobs tends to become more intellectual or
upgraded
Increase obligation of training
For technologically upgraded employees jobs are
rewarding
Technology has impact on human relationship
Jobs holder become highly professional and
knowledgeable
81. Culture create the type of people who become
member of the organization
The attitude of worker to word work is the result of
cultural background
Time dimension has its roll in culture
Work ethics, achievement needs & effort reward
expectation are result of culture
82. Personal activities are influenced by union
Wage agreement is signed by union
Few organization has one union, few has more
than one. Ex: in Calcutta Corporation has about
100
Most union have political linkages
83. Personal Goal Vs Organizational goal
Personal ethics Vs organizational ethics
Rights Vs duties
Authority Vs accountability
Discipline Vs Autonomy
Obedience Vs self respect
84. NIPM: National Institute if Personnel management
NIPM supply academic input to HR professionals
NIPM offers post graduate diploma in personnel
management
It also laid down certain code of ethics for HR
professionals
85. Enacted Environment:
Out of external environment the environment that
organization creates for it self is called enacted
environment
The positive benefit of enacted environment is it
makes organization proactive
86. Domain and Domain Consensus:
It is a part of environment which the organization
carves out for itself.
It is an activity of defining territory out of
environment
All stakeholders must be agree with domain
Task Environment:
This significant portion has greatest impact on
domain
It includes range of product offered, technology
employed & strategies against competitors.
87. Organization are not bricks, machinery or
inventories. They are people…..
91. “Human Resource Management is the planning,
organizing, directing and controlling of
procurement, development, compensation,
integration, maintenance and separation of human
resources to the end that individual, organizational
and social objectives are accomplished.”
92. Personal Management
• Viewed labor as tool.
• Personnel department was not treated with respect
• Personnel functions was treated as a routine activity
meant to hire new employee & maintain record.
• It was never considered as a part of strategic
management process
93. Human Resource Management
HRM views people as an important source or
assets to be used for benefit of organization,
employee & society.
Distinct philosophy of Mutual goal, Mutual respect,
Mutual reward & Mutual responsibility.
In 1990 The American Society of Personal
Administration (ASPA) changed its name to
Society for Human Resource management
(SHRM).
94. Societal Objectives: Be ethical & socially
responsible
Organizational Objectives: Role of HRM in bring
about organizational effectiveness
Functional Objectives: To maintain departments
contribution at a level appropriate to
organizational need.
Personal Objectives: To assist employee in
achieving their personal goal.
98. Fairness & firmness
Tact & resourcefulness
Sympathy & consideration
Knowledge of labor & other terms
Broad Social outlook
Academic qualification
99. Policies ensure consistent treatment
Policies promote stability
Policy serves as standard of performance
Sound policies help to build employee motivation
& loyalty
Sound policy help to resolve interpersonal and
inter group conflicts.
100. Past practices
Prevailing practices in rival companies
Attitude & philosophy of founder & top Mgt.
Attitude & philosophy of middle & lower Mgt.
The knowledge & experience gained by handling
day to day personal problem.
101. Principle of individual development
Principles of scientific selection
Principle of free flow of communication
Participation
Principles of fair remuneration & Incentive
Principle of dignity of labor
Principle of labor Management cooperation
Principle of team sprit
Principle to contribution of National Prosperity