RECRUITING, SELECTING & SOCIALZING

Introduction areas of HRM Factors affecting Recruitment Recruitment policy Sources of people Selection Selection process & tests Socialization Other relevant areas of Recruitment

HUMAN RESOURCE MANAGEMENT

RECRUITMENT
The success or failure of an organization is largely dependent on its workforce, in order to achieve the goals, the organization need to recruit people with requisite skills, qualifications and experience. Recruitment is a process of locating and encouraging potential applicants to apply for existing or anticipated job openings.

RECRUITMENT CONTD.,
Job description outline of the role of the job holder Person specification outline of the skills and qualities required of the post holder Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)

FACTORS AFFECTING RECRUITMENT

INTERNAL FACTORS Companys Pay Package Quality of Work life Organizational Culture Career Planning and Growth Companys Size Companys Products/Services Geographical Spread of the Companys Operations Companys Growth Rate Role of Trade Unions Cost of Recruitment Companys Name and Fame EXTERNAL FACTORS Socio-economic Factors Supply and Demand Factors Employment Rate Labour Market Conditions Political, Legal and Governmental Factors like Reservations for SC/ST/BC and Sons-of-soil Information System like Employment Exchanges/Tele-recruitment Internet

SOURCES OF RECRUITMENT
INTERNAL SOURCES Present Permanent Employees Present Temporary or Casual Employees Retrenched or Retired Employees Dependents of Deceased, Disabled, Retired and Present Employees EXTERNAL SOURCES Campus Recruitment Private Employment Agencies/Consultants Public Employment Exchanges Professional Associations Data Banks Casual Applicants Similar Organizations Trade Unions

MODERN SOURCES OF RECRUITMENT

Walk-in Consult-in Head-hunting/Search consultants Body Shopping Business Alliances Tele-Recruitment

RECRUITMENT SOURCES Contd.,

Recruitment sources are those where prospective employees are available like employment exchanges while techniques are those which stimulate the prospective employees to apply for jobs like nomination by employees, advertising, promotion etc., Management uses different types of techniques to stimulate internal and external candidates.

ALTERNATIVES TO RECRUITMENT
Overtime Subcontracting Temporary employees Employee Leasing

RECRUITMENT POLICY
A general recruitment policy statement of an organization should exhibit: Advertise all vacancies internally Reply every job applicant without delay Inform the job applicants the basic details Process all applications with efficiency and courtesy Seek candidates on the basis of their qualifications Aim to ensure that every person is given a thorough hearing The company will not discriminate on the basis of age, sex, language, caste etc., Do not make any exaggerated claims

SELECTION

SELECTION Contd.,
Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose of selection is to choose the individual who can most successfully perform the job, from the pool of qualified candidates.

PROCESS OF SELECTION
Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the applicant proceeds to the next. The time and emphasis placed on each step will of course vary from one organization to another and, indeed, from job to job within the same organization. The sequencing of steps may also vary from job to job and organization to organization. Generally there are four stages in the selection process. They are: Screening of Application Forms Tests Selection Interview Selection Decision

PROCESS OF SELECTION CONTD.,

Phases in Selection:
Hiring Decision
Reference Checks Medical Examination

8
7 6 5 4 3 2 1

Selection Interview
Selection Tests Application Blank Screening Interview Reception

SELECTION TESTS
An important decision in the selection process is applicant testing and the kinds of tests to use. A test is a standardized, objective measure of a persons behaviour, performance or attitude. Tests will determine how well an applicant meets job requirements.

TESTS OF EMPLOYMENT
Some of the commonly used employment tests are as follows: Intelligence Tests Aptitude Tests Personality Tests Achievement Test Simulation Tests Assessment Tests Assessment Centre Graphology Tests Polygraph ( lie-detector ) Tests Integrity Tests

FACTORS AFFECTING SELECTION DECISION

The goal of selection is to sort out or eliminate those judged unqualified to meet the job and organizational requirements, whereas the goal of recruitment is to create a large pool of persons available and willing to work. A number of factors affect the selection decision of candidates. The important factors are: Profile matching Organizational and social environment Successive hurdles Multiple correlation

RECENT TRENDS IN SELECTION

Selection by Invitation Management observes the performance of key executives of competitors. The significant performance of executives forms basis for selecting them by invitation. Leasing 360 Selection programme Involving the subordinates and the employees of the same level in administering the employment tests and interviews is 360 selection programme.

PLACEMENT
Placement is the determination of the job to which an accepted candidate is to be assigned and his assignment to that job. Employee placement process: Collect details about the employee Construct the employees profile Match between sub-group profile and individuals profile Compare sub-group profile to job family profile Match between job family profiles and sub-group profiles Assign the individuals to job family Assign the individual to specific job after further counseling and assessment

INDUCTION
Induction is the process of receiving and welcoming an employee when he first joins a company and giving him the basic information he needs to settle down quickly and happily and start work. An employee can be inducted under the following heads: About the companys history, objectives, policies, procedures, rules and regulations, codes etc., About the department About the superiors, subordinates etc.,

SOCIALIZING
Every organization has its own unique culture. Culture is the system of shared actions, values and beliefs that develops within an organization and guides the behaviour of its members. A new employee irrespective of his knowledge and competencies needs to understand, appreciate and acclimatize himself with the culture of the organization in order to become effective at work. Socialization in an organizational context is basically a process of adaptation to a new culture of the organization. The term socialization refers to all the processes undergone by employees
.

PROCESS OF SOCIALIZATION
Outcomes
Productivity

Pre-arrival

Encounter

Metamorphosis

Commitment
Turnover

PROCESS OF SOCIALIZATION
Outcomes
Individual

Group

Productivity

Organization

Pre-arrival

Encounter
Metamorphosis

Commitment
Turnover

TYPES OF SOCIALIZATION PROGRAMMES

Formal/Informal
The more formal a socialization programme is, it is more likely that management has participated in its design and execution and hence, the newly employed will learn what the management desires. If the programme is informal, success will depend more on the new employees selection of the correct socialization agent.

Individual Vs Collective
The socializing programme either can be individual specific or for a group of new entrants. The individual approach is likely to develop far less homogeneous views than collective socialization

Socialization as Training
Socialization should be a part of training. Allows employees to better understand the big picture of how the organization operates. Socialization has 6 dimensions: 1 People 2 History/Culture 3 Language 4 Org. goals/values 5 Politics 6 Performance proficiency/expectations

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