Recruitment is the process of finding & attracting as many as possible job

applicants & stimulating them to apply for the jobs in the organisation

Recruitment Process (general Overview)

1) Identify Vacancy
2) Prepare Job description & Specification
3) Advertising the vacancy
4) Managing Response
5) Short listing
6) Arrange Interviews
7) Conducting Interviews & Decision making

Sources of Recruitment

Internal sources
1) Promotion
2) Transfer
3) Demotions & upgrading
4) Retirement & retrenched Employee
5) Dependents & relatives of Deceased employee

External Sources
1) Press Advertisement
2) Educational instititutes
3) Placement agencies
4) Employment exchange
5) Labour contractors

Recruitment & Selection

Selection is the process of selecting candidates out of pools of job applicants

on the basis of suitable experience, skills & abilities required for the job to
perform well. Recruitment is a positive process while selection is a negative
process. there is no contract of service in case of recruitment.

E-Recruitment

E-Recruitment is the use of technology to assist recruitment process.

Generally there are two types of E-Recruitment. 1) Job Portal 2) creating
online recruitment /application section in the companies own Websites.

Forms of Recruitment

Centralized Recruitment
The recruitment practices of an organisation are centralized when the HR /
recruitment department at the head office performs all functions of
recruitment. Recruitment decisions for all the business verticals and
departments of an organisation are carried out by the one central HR (or
recruitment) department.

DECENTRALIZED RECRUITMENT

Each department carries out its own recruitment.

Head Hunting

Headhunting refers to the approach of finding and attracting the best

experienced person with the required skill set. Headhunting is also a
recruitment process involves convincing the person to join your organization
Outsourcing Recruitment

When organisation outsourced its entire or partly recruitment process to

expert service of third party generally professional consultant is called
outsource recruitment. is the latest practice being followed by middle and
large sized organizations.

Training & Development

Training is the process of imparting specific skills, abilities, knowledge,

attitudes & behaviors to enhance performance of employee.

Development is the long term process which helps individual to handle the
future responsibilities with less emphasis on present job duties.

MODELS OF TRAINING
The three model of training are:

Systematic Model Training

In this model, training objectives are defined to improve the performance of

employee to the required standard

Instructional System Development Model(ISD)Model

in this model, Training objectives are defined on the basis of job

responsibilities and job description and defined individual objectives

Transitional Model

In this model, training objectives are defined on the basis of vision, mission
and values of the organization

METHODS OF TRAINING

A) Cognitive methods

Lecture

Straight Lecture -- In this method, the trainer speaks to a group about

a topic. However, it does not involve any kind of interaction between
the trainer and the trainees.

Discussion
Computer Based Training (CBT) -- organizations are providing training
to employees through Intranet or Internet.

B) Behavioural Training

GAMES AND SIMULATIONS

BUSINESS GAMES

CASE STUDIES

IN-BASKET TECHNIQUE-- Procedure of the In basket Technique

In this technique, trainee is given some information about the role to
be played such as, description, responsibilities, general context about
the role.
The trainee is then given the log of materials that make up the in-
basket and asked to respond to materials within a particular time
period.
After all the trainees complete in-basket, a discussion with the trainer
takes place.
In this discussion the trainee describes the justification for the
decisions.
The trainer then provides feedback, reinforcing decisions made
suitably or encouraging the trainee to increase alternatives for those
made unsuitably.
A variation on the technique is to run multiple, simultaneous in
baskets in which each trainee receives a different but organized set of
information. It is important that trainees must communicate with each
other to accumulate the entire information required to make a suitable
decision.

ROLE PLAYS

Role play is a simulation in which each participant is given a role to

play. Trainees are given with some information related to description
of the role, concerns, objectives, responsibilities, emotions, etc. Then,
a general description of the situation, and the problem that each one
of them faces, is given. For instance, situation could be strike in
factory, managing conflict, two parties in conflict, scheduling vacation
days, etc. Once the participants read their role descriptions, they act
out their roles by interacting with one another.
 C) ON THE JOB TRAINING (OJT)

COACHING—procedure of coaching

Understand the participant’s job, the knowledge, skills, and attitudes,

and resources required to meet the desired expectation

Meet the participant and mutually agree on the objective that has to
be achieved

Mutually arrive at a plan and schedule

At the job, show the participant how to achieve the objectives, observe
the performance and then provide feedback

MENTORING

JOB ROTATION