Académique Documents
Professionnel Documents
Culture Documents
Topics Covered:
1.Recruitment
2.Selection
3.Training
Recruitment
Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME.
Meaning of Recruitment
• According to Edwin B. Flippo, “Recruitment is the process of searching the
candidates for employment and stimulating them to apply for jobs in the
organisation”. Recruitment is the activity that links the employers and the job
seekers.
RECRUITMENTNEEDSAREOFTHREETYPES
• PLANNED
i.e. the needs arising from changes in organization and retirement
policy.
• ANTICIPATED
Anticipated needs are those movements in personnel, which an
organization can predict by studying trends in internal and external
environment.
• UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected
needs.
Contd.
• Increase the success rate of selection process by
decreasing number of visibly under qualified or
overqualified job applicants.
Sources of Recruitment
SOURCES OF RECRUITMENT
EXTERNAL SOURCES
INTERNAL SOURCES
•Press Advertisements
•Transfers •Educational Institutes
•Promotions •Placement Agencies
•Demotion •Employment Exchanges
•Retired employees •Labour Contractors
•Deceased Employees •Unsolicited Applicants
•Disabled Employees •Employee Referrals
•Recruitment at factory gate
Recruitment Strategies
For formulating an effective and successful recruitment
strategy, the strategy should cover the following
elements:
1. Identifying and prioritizing jobs
2. Candidates to target
3. Sources of recruitment
4. Trained recruiters
5. How to evaluate the candidates
Selection
DEFINITION
DISADVANTAGES
Types of Interviews
• Unstructured Interview
Involves a procedure where different questions may be asked of
different applicants.
• Situational Interview
Candidates are interviewed about what actions they would take in
various job-related situations. The job-related situations are usually
identified using the critical incidents job analysis technique. The
interviews are then scored using a scoring guide constructed by job
experts.
DISADVANTAGES
These kinds of questions are often asked during an oral interview. This
Biographical Inventory attempts to do the same and includes questions
which have been shown to be related to job success.
EXAMPLE
ADVANTAGES
•Highly reliable
•Verbal reasoning and numerical tests have shown high validity for a wide range
of jobs
•The validity rises with increasing complexity of the job
•Combinations of aptitude tests have higher validities than individual tests alone
•May be administered in group settings where many applicants can be tested at the
same time
•Scoring of the tests may be completed by computer scanning equipment
•Lower cost than personality tests
Disadvantages
TRAINING
DEFINITION
ROLE OF TRAINING
ImportanceOfTrainingandDevelopment
• Optimum Utilization of Human Resources
• Development of Human Resources
• Development of Human Resources
• Productivity
• Team spirit
• Organization Culture
• Organization Climate
• Quality
• Healthy work-environment
• Health and Safety
• Morale
• Image
• Profitability
• Training and Development aids in organizational development
Training As Consultancy
Training consultancy provides industry
professional to work with an organization in
achieving its training and development
objectives.
Models of Training
1. System Model
3. Transitional model
Transitional Model
• Transitional model focuses on the organization as a whole. The
outer loop describes the vision, mission and values of the
organization on the basis of which training model i.e. inner loop is
executed.
Methods of Training
1. Cognitive methods
are more of giving theoretical training to the trainees. The various methods
under
Cognitive approach provide the rules for
• how to do something
• written or verbal information
• demonstrate relationships among concepts, etc.
LIKE:
• LECTURES
• DEMONSTRATIONS
• DISCUSSIONS
2. Behavioral methods
are more of giving practical training to the trainees.
3. BUSINESS GAMES
4. CASE STUDIES
5. ROLE PLAYS
6. MENTORING
7. COACHING
8. LECTURES
9. SIMULATION EXERCISES
Thank You
To: smalhotra@amity.edu