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Recruitment is the process of generating a pool of qualified applicants for jobs. The first step of the recruitment process is to get an approval to initiate the search. This is done through a workforce requisition. Once the workforce requisition has been approved, the next step is to develop an applicant pool using one or more of the recruitment sources. Its hard to overemphasise the importance of effective recruiting. The more applicants you have, the more selective you can be in your hiring. By the end of this section you should: Be familiar with what the following mean Workforce Requisition, Sources of Recruitment Understand how you choose a source to generate a qualified pool of applicants Understand the difference between Recruitment and Selection Step 1: Workforce Requisition: The Workforce Requisition is the process through which an approval is taken to initiate the recruitment process. The workforce plan provide for the overall estimate of workforce for a year. However it is necessary to take specific approval to fill vacancies. The Manager in whose team the vacancies have arisen initiates the process through the concerned Department Heads as well as the HR Head. HR Head must approve the same. The Chairman / MD must approve the request for any unbudgeted positions. Step 2: Using sources to generate a qualified pool of applicants: Once the workforce requisition has been approved, the HR Recruitment Manager or team initiates the search. Before starting the search for candidates externally, one should look within the organisation for suitable candidates. First look Internally: Organisations may decide to move people into open positions on the basis of their suitability qualification, experience & supervisors recommendation. Alternatively, the job can be advertised internally through an Internal Job Posting (IJP). An IJP entails publicising the open job to employees through the managers, email, communication meetings, notice boards etc. The employees would then apply for the job and would go through a selection process. The job posting lists the job attributes and the eligibility criteria for applying to the position. The merits of sourcing candidates internally are: There is no substitute for knowing the candidates performance, strengths and the areas of development. With internal candidates you are likely to have a more accurate view.

Commitment levels of internal candidates may be higher Internal candidates will have a better understanding of the organisation and the industry and would therefore take less time to settle down in the job. The original philosophy and mission of the organisation is ingrained in them. Training & orientation time will therefore be saved Employee Morale will rise as they will see opportunities for job enhancement and growth There however are some risks which one should keep in mind: Internal candidates who dont get the job may get demotivated. Telling unsuccessful candidates why they were rejected and what remedial action they need to take is critical. This needs to be done conscientiously and requires the managers and interviewers time. There could be a lot of candidates who apply for the position and interviewing all of them could be a time consuming exercise. The person who moves into the new role may find it difficult to gain acceptance from a group of erstwhile peers. Inbreeding is another potential drawback. When a lot of managers come up through the ranks, they may have a tendency to maintain status quo, even when a new direction is required. Then look externally Sources of Recruitment It is not always possible to get all the employees from the current staff and a search for candidates has to be done externally. There are various sources of hiring candidates from the external market. Advertisement Print Media (Choice of publication is critical) Placement Agencies/ Consultants Campus Recruitment Employee Referrals Internet Job posting Social Networking WalkIns Temping Agencies Local Communities where the organization delivers its services The factors that would impact the choice of the source of recruitment are: Levels Entry level, Mid Manager, Senior Manager & Top Management Scale of recruitment one or few positions, large scale hiring Recurrence One off, on going Time available immediate, planned time Costs minimal, planned

Difference between Recruitment & Selection Both recruitment and selection are the two phases of the staffing process. The differences between the two are: Recruitment Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. Selection Selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. The basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation.

The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more people to apply in the organisation. Recruitment is a positive process i.e. encouraging more and more employees to apply. Recruitment is concerned with tapping the sources of human resources.

Selection is a negative process as it involves rejection of the unsuitable candidates. Selection is concerned with selecting the most suitable candidate through various interviews and tests. Selection results in a contract of service between the employer and the selected employee.

There is no contract of recruitment established in recruitment.

Le Royal Meridien Chennai (An Five Star Delux Hotel) (Global Branding of Starwood Hotels (Worldwide)) Flow Chart Top Management Team: Chairman / Vice Chairman / Managing Director / General Manager / Hotel Manager Finance Dept. Management Team: Managing Director Finance / President Finance / Finance Director / Finance Controller / Finance Manager / Asst. Finance Manager & Executive

Human Resources (Souring / recruiting / screening / selection / hiring / fitment / offer etc. Statutory (PF/ESI/Bonus & Gratuity) / Payroll Attendants / Leaves / Absentees /Late Comers. Employee records / HR Management Team: HR Director / HR Manager / Recruitment Manager /Asst.HR Manager / HR Executive

Food & Beverage: - Production & Services F & B Production Team: Executive Chef /Associate Executive Chef / Sous Chef / Master Chef / Manager Chef / Supervisor Chef / Commi-I / II / III Chefs (for all dishes) F&B Services: F & B Director / Asst. F & B Director / F& B Manager / Asst. F & B Manager / F & B Supervisor / F & B Attendant (Waiters) Front Office Lobby/Reception/Banquet/Travel Desk/ Guest Receiver Front Office Team: Front Office Manager / Banquet Manager / Travel Desk Manager / Reservation Manager / Duty Manager / Lobby Manager / Front Office Executives / Guest Relation Executives Housekeeping Services Bell boys / Laundry services / Room services / Cleaning Services Housekeeping Director / Room Director / HK Supervisor / HK Attendants Health Club SPA gym (physical / sports activity) Masseur Both Gender / Beautician / Hair Stylish

Security (main gate to entire hotel services) Chief Security Manager / Security Manager / Asst. Security Manager / Security Guards / Bouncer Sales Department Director Sales / Associate Director / Manager Sales / Revenue Manager / Public Relation Officer / Sales and Marketing Coordinators. Purchase Department Purchase Manager / Asst. Purchase Manager / Executives Engineering and Other Operating Departments like Shopping Mall (Jans Arcade) / Florist Shop / Fire Services / Swimming pool / Plumbing / Carpenter / Horticulture / Decorators / Driver etc.,

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