Recruitment is an important part of an organizations human resource
planning and their competitive strength. Competent human resources at the right positions in the organization are a vital resource and can be a core competency or a strategic advantage for it. The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. With the same objective, recruitment helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Using and following the right recruitment processes can facilitate the selection of the best candidates for theorganisation. In this is competitive global world and increasing flexibility in the labour market, recruitment is becoming more and more important in every business. Therefore, recruitment serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives. Campus Recruitment It is through Campus Recruitment. A proactive approach taken by an organization to directly visit the campus and recruit the candidates from those campuses.www.omtalentmine.com www.axiomservices.co.in Campus Recruitment From a variety of methods, Campus Recruitment is one of the most popular method, used by many Fortune 500 companies today. In Campus Recruitment, Companies visit some of the most important Technical and Professional Institutes in an attempt to hire young intelligent and smart students at source.www.omtalentmine.com www.axiomservices.co.in Why Campus Recruitment Provides excellent opportunities to the companies to interact with the talented students. Instead of the job seekers approaching employers, the employers come to the most suitable prospective candidate with a job offer.www.omtalentmine.com www.axiomservices.co.in Three-fold Benefit of Campus Recruitment 1 Companies get the opportunity to choose from and select the best talent in a short span of time. 2 Save a lot of time and efforts that go in advertising vacancies, screening and eventually selecting applicants for employment. 3 College students who are just passing out get the opportunity to present themselves to some of the best Companies within their industry of interest. Landing a job offer while still in college and joining just after graduating is definitely what all students dream Advantages of Online Recruitment Online recruitment techniques have become the most widely used hiring method by recruiters. Many companies are currently using online recruiting strategies, and a growing number are favouring social media as a means of sourcing new employees. Professional networking platforms such as LinkedIn, have created an entirely new, easily accessible pool of candidates, but it also allows recruiters to pre-screen potential hires due to the information available on their profiles. However, as with any tool, there are disadvantages to using it.Below is a brief overview of the main advantages and disadvantages of using e-recruitment? 1. Cost Effective 2. Immediacy 3. More Effective 4. Reach a Bigger Audience 5. Easy. 6. Dynamic Content 7. Flexibility 8. Longevity 9. Accessibility. Plan the selection process Selection is the process of screening applicants to ensure that the most appropriate candidate is hired. The first step in the selection process is to review the information (resume, application form) provided by all job applicants to determine which applicants meet the minimum qualifications as stated in the job posting. No further consideration will be given to those who do not meet the minimum qualifications. (In fact, it is a good idea to say in your advertisements that only those candidates who meet the job requirements will be considered.) Those job applicants who meet or exceed the minimum job qualifications are then assessed to decide which ones will be short-listed for a job interview. The most common methods of selection for all positions include an interview followed by a reference check. Other selection techniques used during the interview phase are: work samples, written tests, in basket exercises, oral presentation, and personality or aptitude tests. After making a conditional offer, additional selection techniques can include: criminal records check, driver's records check. Written consent is required before requesting records chec Working with a selection panel Engaging other people in a selection process can be very helpful. You may want to include a senior staff member, a board member and a potential co-worker, for example. When you invite panel members to participate, let them know how much time it will take and what their role will be. Their contribution can include: Helping to develop selection criteria Screening resumes Preparing interview questions Participating in interviews Assessing each candidate against the selection criteria Providing input about the final selection SELECTION TOOLS The in-basket Leaderless group discussion Management games Individual presentations Objective tests The interview Case study Personality test Unstructured sequential interview Personality tests Tests that use projective techniques and trait inventories to measure basic aspects of an applicants personality, such as introversion, stability, and motivation Unstructured sequential interview An interview in which each interviewer forms an independent opinion after asking different questions Leaderless Group Discussion (LGD) WHAT IS THE LGD? Industry and government continue moving toward a team approach, an approach that requires cooperative problem solving, effective communication skills, and the ability to influence others by presenting ideas in an open, approachable, and non-threatening manner. A management game Management game is designed to create an exercise in business management. Each game is based upon a more or less realistic model of a business situation which is used to simulate the outcomes of management decisions made by the participants in the exercise. In a typical business management game, the players are divided into teams representing several competing companies. Each team receives a summary of the financial position and history of its company, together with a general description of the under-lying economic and physical relationships which may be expected to influence the results. The teams must make decisions and allocate the resources available with the aim of achieving their goal, which is usually an increasing share of the market, subject to long-run survival of the firm. The outcomes are then calculated by an umpire often, but not always, using a computer. The underlying model used to determine the results is basically a set of cause and effect formulae, which represent the views of the designer of the game about the functioning of the relevant business situation. The results are presented in the form of financial and physical statements about each firm and about the market. The participants study this feedback and make their decisions for the next period. This process is continued for a number of simulated business years Orienting Employee orientation A procedure for providing new employees with basic background information about the firm. Company Part of the familiarization process in which a new employee is told of the firm's history, its beliefs and cherished values, long term goals, and management structure. He or she is given specific information, such as about the firm's products and markets in which it competes, the behavior patterns it views as desirable or undesirable. Company's policies regarding discipline, information access, promotions, quality, and vacations, and regulations regarding health, safety, and security rules are also made known during the orientation process. Rotation A job design technique in which employees are moved between two or more jobs in a planned manner Job rotation is a management technique that assigns trainees to various jobs and departments over a period of few years 4. Task rotation It takes place in jobs that involve a high degree of physical demands on the body or extremely tedious job Employees are periodically removed from these mentally stressful or physically demanding tasks to a less demanding task for a while to give them a break Training On-the-job training, Sometimes called direct instruction, is one of the earliest forms of training (observational learning is probably the earliest). It is a one-on-one training located at the job site, where someone who knows how to do a task shows another how to perform it. In antiquity, the work performed by most people did not rely on abstract thinking or academic education. Parents or community members, who knew the skills necessary for survival, passed their knowledge on to the children through direct instruction. Succession Planning Ensures that employees are recruited and/or developed to fill each key role.! Ensures that we operate effectively when individuals occupying critical positions depart. May be used for managerial positions or unique or hard-to fill roles. Align bench strength for replacing critical positions Off-the-job training Off-the-job training occurs when employees are taken away from their place of work to be trained. Common methods of off-the-job training include: Day release (employee takes time off work to attend a local college or training centre) Distance learning / evening classes Block release courses - which may involve several weeks at a local college Sandwich courses - where the employee spends a longer period of time at college (e.g. six months) before returning to work Sponsored courses in higher education Self-study, computer-based training Performance appraisal Evaluating an employees current and/or past performance relative to his or her performance standards Management by Objectives (MBO) involves setting specific measurable goals with each employee and then periodically reviewing the progress made. 1. Set the organizations goals. 2. Set departmental goals. 3. Discuss departmental goals. 4. Define expected results (set individual goals). 5. Performance reviews. 6. Provide feedback. Behaviorally anchored rating scale (BARS) An appraisal method that uses quantified scale with specific narrative examples of good and poor performance. Developing a BARS: Generate critical incidents Develop performance dimensions Reallocate incidents Scale the incidents Develop a final instrument Forced distribution method Similar to grading on a curve; predetermined percentages of rates are placed in various performance categories. Example: 15% high performers 20% high-average performers 30% average performers 20% low-average performers 15% low performers Q2An efficiently run human resources department can provide your organization with structure and the ability to meet business needs through managing your company's most valuable resources -- its employees. There are several HR disciplines, or areas, but HR practitioners in each discipline may perform more than one of the more than six essential functions. In small businesses without a dedicated HR department, it's possible to achieve the same level of efficiency and workforce management through outsourcing HR functions or joining a professional employer organization INTRODUCTION.<br /><ul><li>Manpower planning is also know as personnel planning or human resource planning.</li></ul>DEFINITION.<br /><ul><li>Estimating or projecting the number of personnel with different skills required over time or for a project, and detailing how and when they will be acquired.</li></li></ul><li>IMPORTANCE <br />It is the first step towards manpower management.<br />It refers to the process of using available assets for the implementation of the business plans.<br />It also involves the process of coordinating and controlling various activities in the organization.<br />Efficient utilization & skilled labour.<br />Higher productivity.<br /> 4. 5 ESSENTIAL ELEMENTS.<br />Analysing the current manpower resource.<br />Reviewing employee utilization.<br />Forecasting the demand for employees. <br />Forecasting supply.<br />Developing a manpower plan.<br /> Recruitment and selection Recruitment is the process of captivating, screening, and selecting potential and qualified candidates based on objective criteria for a particular job. The goal of this process is to attract the qualified applicants and to encourage the unqualified applicants to opt themselves out. Before starting the process of recruitment, the companies must execute proper staffing plans and should grade the number of employees they are going to need. Forecasting of the employees should depend upon the annual budget of the organization and short-term and long-term goals of the organization. Recruitment and selection process is very important to every organization because it reduces the costs of mistakes such as engaging incompetent, unmotivated, and underqualified employees. Firing the unqualified candidate and hiring the new employee is again an expensive process Compensation and Benefits An essential function of an HR department is the administration of the company's compensation and benefits strategy. Compensation strategy positions the company as a competitor in the labor market, which enables an organization to attract some of the best-qualified applicants for job openings. Benefits administration includes everything from negotiating the cost of group benefit plans to counseling employees on medical, dental, vision and disability coverage. Administration of employee benefits also involves counseling employees about income protection and savings plans, such as 401(k) plans, flexible savings and health savings accounts. Employee and Labor Relations The employee relations function includes activities such as planning employee recognition and reward events, identifying workplace issues, investigating employee complaints, ensuring HR compliance with employment laws and regulations and administering employee opinion surveys. The unique feature about employee relations is that it generally involves all the HR disciplines recruitment, safety, training, compensation and benefits because employee concerns may focus on any of those areas. Employee relations functions can also include policy development and performance management, including providing guidance to supervisors on how to conduct employee job performance appraisals. In some organizations, labor relations is a separate function that negotiates union contracts or collective bargaining agreements, handles employee grievances and assists the company's legal counsel with arbitration. Safety and Risk Management Many organizations have an obligation to compile company information related to safety, workplace injuries and fatalities, hazardous materials and complex machinery. This information is then provided to the U.S. Occupational Safety and Health Administration for reporting purposes to ensure the organization is in compliance with federal regulations concerning safe working conditions. In addition to compliance activities, HR functions include mitigating risk through developing programs that improve safety for employees and customers. EEO an independent federal agency created under the Civil Rights Act of 1964, as amended, to police a program (Equal Employment Opportunity) to eliminate discrimination in employment based on race, color, age, sex, national origin, religion, or mental or physical disability. Employee orientation, also commonly referred to as onboarding or organizational socialization, is the process by which an employee acquires the necessary skills, knowledge, behaviors, and contacts to effectively transition into a new organization (or role within the organization). Reliability The consistency of scores obtained by the same person when retested with the identical or equivalent tests. Are the test results stable over time? Test validity The accuracy with which a test, interview, and so on measures what it purports to measure or fulfills the function it was designed to fill. Does the test actually measure what we need for it to measure Types of Validity Criterion validity A type of validity based on showing that scores on the test (predictors) are related to job performance (criterion). Are test scores in this class related to students knowledge of human resource management? Content validity A test that is content valid is one that contains a fair sample of the tasks and skills actually needed for the job in question. Performance appraisal Evaluating an employees current and/or past performance relative to his or her performance standards. Steps in Appraising Performance Defining the job Making sure that you and your subordinate agree on his or her duties and job standards. Appraising performance Comparing your subordinates actual performance to the standards that have been set; this usually involves some type of rating form. Providing feedback Discussing the subordinates performance and progress, and making plans for any development required. The Components of an Effective Performance Management Process Direction sharing Role clarification Goal alignment Developmental goal setting Ongoing performance monitoring Ongoing feedback Coaching and support Performance assessment (appraisal) Rewards, recognition, and compensation Workflow and process control and return