Professional Documents
Culture Documents
Introduction
The human resources assets.
Success of organization. goals.
Need to recruit people- skills, qualification,
experience.
Presents and future requirements.
Definition
ResourcingFinding out people.
Resourcing is the process of
locating and encouraging potential
applicants to apply for existing or
anticipated job openings.
Poor image.
Unattractive job.
Conservative internal policies.
Limited budgetary support.
Restrictive policies of government.
Sources of Recruitment
Internal sources:
Persons who are already working in an organization
constitute the internal sources
Retrenched emp. ,retired etc.
Vacancy arises
Upgraded
Transferred
Promoted
demoted
Economical.
Suitable.
Reliable.
Motivating
Demerits
Limited resources.
Inbreeding- closed
group.
Inefficiency-no
merit only length
of service.
Bone of contention
External source
External sources lie outside an organization.
Employees working in other organization.
Job aspirants registered with employment
exchange.
References.
Responding to the advertisements.
Walk -ins
Demerits
Expensive
Time consuming
De -motivating.
uncertainty
Job Posting:
Publishes job openings bulletin, emails etc.
Internal career shifts.
Methods of Recruitment-Indirect
Advertisements:
Newspapers,trade, professional journals, radio,
television, internet.
This medium has become just as colorful, lively
and imaginative as consumer advertising.
Useful when:
To reach a large target group.
Wants talented people- who are geographically
spread out
Employment Exchanges.
Gate Hiring and contractors: Daily basis.
Walk-ins.
Internet Recruiting
Methods of Recruitment
Internal
methods
Promotions
&
Transfers
Job posting
Internal methods
Direct methods
Indirect
methods
Third Party
methods
Consultants
Campus
Advertisement
Emp. exchange
Contractors
Walk-ins
Internet
Empee. Referrals
Case
Design and describe a recruiting process for
filling openings for sales representative's for
Pepsi.
Selection
Introduction
H. R planning
Employment needs
Job analysis
Determines the
required qualifications
Recruitment
Pool of applicant
Definition
To select means to choose. Selection is the
process of picking individuals who have
relevant qualifications to fill jobs in an
organization. The basic purpose is to choose
the individual who can most successfully
perform the job from the pool of qualified
candidates.
The Process
Selection is usually a series of hurdles.
Selection process
Hiring decision
Reference checks
Medical examination
Selection interview
Selection tests
Application blank
Screening Interview
Reception
3
2
1
Reception
Tactful
Extend help to candidates
Friendly
Courteous
Honest and clear.
Screening Interview
Jr. HR executives.
Save time.
Eliminate misfits.
Age , experience, pay expectations, location
choice.
Also known as courtesy interview.
Application blank
Selection tests
Aptitude test:
To measure an individuals potential to learn certain
skills- clerical, mathematical..
Ability to learn a given job quickly and efficiently.
Personality tests:
Measuring personality factors and relationship between
personality factors and actual job criteria.
Projective test- Picture- emotions.
Interest tests- Interest.
Preference test-
Managerial posts.
Whole day exercises.
Team of experts- supervise.
Performed in groups.
The in baskets.
Group discussion.
Business games.
Individual presentation
Structured interview.
Yes
No
Selection interview
Types of interviews
The non- directives interview:
Questions as they comes to mind.
Broad and open-ended question.
Stress interview:
How applicant respond to
aggressive,embarrassing rude, insulting
question.
Panel interview
Termination
Info. exchange
Reception
Preparation
Medical examination:
Whether the applicant is medically suitable
or not.
Reference checks:
Obtain job applicants written permission to
check references prior to doing so.
Ask questions related to job.
Key aspects: applicants previous history
including the reasons for leaving.
Hiring Decisions
Selection process
Hiring decision
Reference checks
Medical examination
Selection interview
Selection tests
Application blank
Screening Interview
Reception
3
2
1
WHY EEO?
Survey 2300 blue and white collar workers1/3rd said they had witnessed
sexual harassment in the past year.
36% of the respondents said they had
observed employment discrimination.
Discrimination
Discrimination means to distinguish clearly or
differentiate.
Protected class.: a group of people who share some
characteristics in common such as :
Race
Color
Religion.
Sex.
National origin.
Age.
Obesity- weight based discrimination.
Child labour
Indian law already prohibits the employment of
children under 14 in "hazardous" industries
Disability
Disability
1.
2.
3.
1. 3% of vacancies in government
employment shall be reserved for
people with disabilities, 1% each for
persons suffering from :
Blindness or Low vision
Hearing Impairment
Ethical responsibility of corporate- Blind
employees in call centers.
Case
Suppose that a friend of yours has been
exposed to the AIDS virus and is HIVpositive. Your friends employer learns
about this and fires your friend. Is this
illegal employment discrimination?
Case
As a H. R. Manager if you receive a
complaint of sexual harassment by one of
your female employee. What procedure you
will follow?
Discrimination complaint
Grievance committee
Investigation
Interviewdirectly involved
Knowledge of the incident.
Check personnel file
No foundation
For complaint
Some foundation
For complaint
Do not record
accuser's file
Issue warning.
Official record
Strong foundation
For complaint
3.
a.
b.
c.
d.
e.
4.
a.
b.
c.
d.
e.
Thank you