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What is Recruitment
Recruitment is the process of finding and
hiring the best-qualified candidate (from
within or outside of an organization) for a job
opening in a timely and cost-effective manner.
The recruitment process includes analysing
the requirements of a job, attracting
employees to that job, screening and
selecting applicants, hiring, and integrating
the new employee into the organization.

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Stages of Recruitment
1. Recruitment Planning:
2. Strategy Development:
3. Searching:
Internal Sources, and
External Sources
4. Screening:
5. Evaluation and Control:

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 Sources of
recruitment

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(A) Internal Sources:

Best employees can be found within the

organisation When a vacancy arises in the
organisation, it may be given to an employee
who is already on the pay-roll. Internal sources
include promotion, transfer and in certain
cases demotion. When a higher post is given
to a deserving employee, it motivates all
other employees of the organisation to work
hard. The employees can be informed of such
a vacancy by internal advertisement.

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The Internal Sources Are GivenBelow:

1. Transfers:
2. Promotions:
3. Present Employees:

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 The Following are The Advantages of
1.Improves morale:
InternalSources:
2.No Error in Selection:
3.Promotes Loyalty:
4.No Hasty Decision:
5.Economy in Training Costs:
6.Self-Development:

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 Disadvantages of Internal Sources:
(i) It discourages capable persons from outside to join the
concern.

(ii) It is possible that the requisite number of persons

possessing qualifications for the vacant posts may not be
available in the organisation.

(iii) For posts requiring innovations and creative thinking,

this method of recruitment cannot be followed.

(iv) If only seniority is the criterion for promotion, then

the person filling the vacant post may not be really
capable.

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(B) External Sources:

1.Advertisement:
2.Employment Exchanges:
3.Schools, Colleges and Universities:
4.Recommendation of Existing Employees:
5.Factory Gates:
6.Casual Callers:
7.Central Application File:
8.Labour Unions:
9.Labour Contractors:
10.Former Employees:
11.Other Sources:

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Merits of External Sources:

1.Availability of Suitable Persons:

2.Brings New Ideas:
3.Economical:

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 External Sources of Recruitment are
Suitable for The FollowingReasons:
(i) The required qualities such as will, skill, talent, knowledge etc., are
available from external sources.

(ii) It can help in bringing new ideas, better techniques and improved
methods to the organisation.

(iii) The selection of candidates will be without preconceived notions or

reservations.

(iv) The cost of employees will be minimum because candidates selected

in this method will be placed in the minimum pay scale.

(v) The entry of new persons with varied experience and talent will help in
human resource mix.

(vi) The existing employees will also broaden their personality.

(vii) The entry of qualitative persons from outside will be in the long-run
interest of the organisation.
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Demerits of External Sources:

1.Demoralisation:
2. Lack of Co-Operation:
3. Expensive:
4. Problem of Maladjustment:

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 Selection
TheSelectionis the process of choosing the most
suitable candidate for the vacant position in the
organization. In other words, selection means
weeding out unsuitable applicants and selecting
those individuals with prerequisite qualifications and
capabilities to fill the jobs in the organization.

Most often, the selection and recruitment are used

interchangeably but however both have different
scope. The former is a negative process that rejects
as many unqualified applicants as possible so as to
hire the right candidate while the latter is a positive
process that attracts more and more candidates and
stimulates them to apply for the jobs.
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TheEmployee selection Processtakes
place in following order-

Preliminary Interviews
Application blanks
Written Tests
Employment Interviews
Medical examination
Appointment Letter

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For each of these processes, the following procedure
is adopted:

Stage 1:Members from companies interact with students on campus through

Business Thought Leadership Sessions, Guest Lectures, Live Projects, and other
Corporate Forums

Stage 2: Student profiles and other relevant details are shared with companies

Stage 3:The companies conduct Pre-Placements Talks to give in-depth information

about them including the roles and profiles being offered

Stage 4:Applications are invited and resumes of interested applicants are shared
with the companies

Stage 5:Based on factors such as profiles and locations offered, and students
perceptions and areas of interest, companies are ranked and called on campus

Stage 6:Companies conduct their selection process which typically comprises CV

based short listing, group discussions, and interviews

Stage 7:Final results are announced by the companies

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Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of It is a process of
establishing contact picking up more
between employers competent and
and applicants. suitable employees.

Objective It encourages large It attempts at

number of rejecting unsuitable
Candidates for a job. candidates.

Process It is a simple process. It is a complicated

process.
Hurdles The candidates have Many hurdles have to
not to cross over be crossed.
many hurdles.

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 Basis Recruitment Selection

Approach It is a positive It is a negative

approach. approach.

Sequence It proceeds It follows

selection. recruitment.

Economy It is an economical It is an expensive

method. method.

Time Consuming Less time is More time is

required. required.

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What is placement
Placement is a process of assigning a specific
job to each of the selected candidates. It
involves assigning a specific rank and
responsibility to an individual. It implies
matching the requirements of a job with the
qualifications of the candidate.

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 significance of
placement
* It improves employee morale.

* It helps in reducing employee turnover.

* It helps in reducing absenteeism.

* It helps in reducing accident rates.

* It avoids misfit between the candidate and the job.

* It helps the candidate to work as per the

predetermined objectives of the organization.

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What is induction?
Once an employee is selected and placed
on an appropriate job, the process of
familiarizing him with the job and the
organization is known as induction.

Induction is the process of receiving and

welcoming an employee when he first
joins the company and giving him basic
information he needs to settle down
quickly and happily and stars work.

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Definition of Orientation
Orientation is a process of helping the new
entrant, to gel up in the organisation, easily
and quickly. In this process, a practical
overview of the organisation is given, in
which the new joinee is introduced to
different people working in the organisation,
to make him feel at home in the new
environment. Companies spend a few weeks
or even months on the orientation of the
new recruits.

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Comparison Chart
BASIS FOR
INDUCTION ORIENTATION
COMPARISON
Meaning Induction is a process takes A process which involves
place to welcome newcomer assimilation of new joinee into the
to the organization, to make
organization to rehabilitate him at
them ready for their job.
the new workplace and provided

with basic information about the

company.

Involves Introduction of the employee Integration of the employee in the

with the organization. organization.

Time horizon Short term Long term

Sequence First Second

Form Detailed presentation or Practical overview of the
brochure of the company's organization.
rules, policies and employee
benefits is provided.
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 Promotion
Promotion is vertical movement of an employee within
the organisation. In other words, promotion refers to the
upward movement of an employee from one job to
another higher one, with increase in salary, status and
responsibilities. Promotion may be temporary or
permanent, depending upon the needs of the
organisation.

There can be dry promotion also where an employee

is assigned to a higher level job without increase in pay.
An example of dry promotion is a University Professor
made Head of the Department with no increase in salary.

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Types of Promotion:
Promotion given to employees in an
organisation can be classified into three types:

1.Horizontal promotion:
2.Vertical Promotion:
3.Dry Promotion:

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 Purposes: The following are the
purposes or objectives of
promotion:
1. To recognize an employees skill and knowledge and utilize it to improve
the organisational effectiveness.

2. To reward and motivate employees to higher productivity.

3. To develop competitive spirit and inculcate the zeal in the employees to

acquire skill, knowledge etc.

4. To promote employees satisfaction and boost their morale.

5. To build loyalty among the employees toward organisation.

6. To promote good human relations.

7. To increase sense of belongingness.

8. To retain skilled and talented people.

9. To attract trained, competent and hard working people.

10. To impress the other employees that opportunities are available to

them too if they also
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perform well.
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 Basis of Promotion Merit vs.
Seniority

Promotion is made either on the basis of

seniority or on the basis of merit or both.
Normally, management of any organization
prefers merit. But the trade unions and
workers favor seniority. Seniority means the
length of service put in by an employee in the
working organization Merit, on the other hand,
means the qualification which an employee
possess. We shall now discuss the advantages
and limitations of these bases briefly:

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Advantages of Promotion based on Seniority
1. Seniority is an objective basis for promotion and so
each employee is sure of getting promotion.
2. It develops a sense of loyalty among the employees
and themorale of the employees will be higher.
3. It limits the scope for favoritism, casteism,
nepotism, etc.
4. It avoids disputes among employees regarding
promotion.
5. It encourages the employees to work hard and
efficiently.
6. If seniority is accepted as the basis for promotion,
management cant abuse their privilege of selecting
the best man.
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Disadvantages of Seniority based promotion
1. Since the employees are sure of getting
promotion, it makes them lethargic in performing
their duties.
2. New brilliant employees will be left with no
motivating factor for improving their performance,
if eligibility for better jobs depends just upon their
length of service. This leads to greater
labour turnover. As a result, overall production of
the concern will be very much affected.
3. Talented and average workers are considered
alike. Promotion is made by giving weightage only
to seniority, and efficiency of the workers is not at
all considered.
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Advantages of Promotion based on Merit
1. Since efficiency and talents are rewarded,
it encourages the employees to increase
their knowledge in maintaining a high
level of productivity.
2. It helps in putting the most productive
and competent person for specialized jobs.
3. New employees are also encouraged to
improve their performance as promotion is
made on the basis of competence, capability
and efficiency.
4. It results in overall improvement of the
organization.
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 Disadvantages of Merit based promotion
1. It may result in partiality, nepotism, favoritism,
casteism, etc., by the management.
2. Senior employees in the organization may become
unsatisfied and they may indulge in certain activities
that may lead to industrial unrest, strikes, lockouts, etc.
3. Merit as a basis of promotion is normally opposed by
workers and their representatives. They give more
importance to the seniority factor.
4. Promotion of employees on the basis of merit
requires proper method ofperformance appraisalor
merit rating. But, normally formulation of correct
method of performance appraisal may not be done.

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 From the above discussion, it is clear that
each one has its own merits and demerits.
The best method of promotion should be
one which is a combination of both i.e.,
Seniority and Merit. Merit should be given
primary importance but together with merit
due weightage should be given to seniority
of the employees also. Seniority should be
considered only where the merit of
competing employees is substantially equal.
But, when the qualifications are different,
only efficient one should be promoted

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Training: Meaning, Definition and Types of
Training!

Training constitutes a basic concept in

human resource development. It is
concerned with developing a particular skill
to a desired standard by instruction and
practice. Training is a highly useful tool that
can bring an employee into a position where
they can do their job correctly, effectively,
and conscientiously. Training is the act of
increasing the knowledge and skill of an
employee for doing a particular job.

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Specifically the need for training
arises because of following reasons:
1. Environmental changes:
2. Organizational complexity:
3. Human relations:
4. To match employee specifications with
the job requirements and organizational
needs:
5. Change in the job assignment:

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Training Methods: On Job Training and
off the Job Training Methods!

A. On-the-job Training Methods:

B. Off-the-Job Training Methods:

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A. On-the-job Training Methods:

1. Coaching
2. Mentoring
3. Job Rotation
4. Apprenticeship
5. Understudy

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B. Off-the-job Training Methods:

1. Lectures and Conferences:

2. Vestibule Training:
3. Simulation Exercises:
(a) Management Games:
(b) Case Study:
(c) Role Playing:
(d) In-basket training:

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(a) Management Games:

Properly designed games help to ingrain thinking habits,

analytical, logical and reasoning capabilities, importance
of team work, time management, to make decisions
lacking complete information, communication and
leadership capabilities. Use of management games can
encourage novel, innovative mechanisms for coping with
stress.
Management games orient a candidate with practical
applicability of the subject. These games help to
appreciate management concepts in a practical way.
Different games are used for training general managers
and the middle management and functional heads
executive Games and functional heads.
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(b) Case Study:

Case studies are complex examples which give an

insight into the context of a problem as well as
illustrating the main point. Case Studies are trainee
centered activities based on topics that demonstrate
theoretical concepts in an applied setting.
A case study allows the application of theoretical
concepts to be demonstrated, thus bridging the gap
between theory and practice, encourage active
learning, provides an opportunity for the development
of key skills such as communication, group working
and problem solving, and increases the trainees
enjoyment of the topic and hence their desire to learn.

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(c) Role Playing:

Each trainee takes the role of a person

affected by an issue and studies the impacts
of the issues on human life and/or the effects
of human activities on the world around us
from the perspective of that person.
It emphasizes the real- world side of science
and challenges students to deal with complex
problems with no single right answer and to
use a variety of skills beyond those employed
in a typical research project.

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(d) In-basket training:

In-basket exercise, also known as in-tray

training, consists of a set of business papers
which may include e-mail SMSs, reports,
memos, and other items. Now the trainer is
asked to prioritise the decisions to be made
immediately and the ones that can be
delayed.

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4. Sensitivity Training:

Sensitivity training is also known as laboratory or T-

group training. This training is about making people
understand about themselves and others
reasonably, which is done by developing in them
social sensitivity and behavioral flexibility. It is ability
of an individual to sense what others feel and think
from their own point of view.
It reveals information about his or her own personal
qualities, concerns, emotional issues, and things
that he or she has in common with other members
of the group. It is the ability to behave suitably in
light of understanding.
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5. Transactional Analysis:

It provides trainees with a realistic and useful

method for analyzing and understanding the
behavior of others. In every social interaction,
there is a motivation provided by one person
and a reaction to that motivation given by
another person.
This motivation reaction relationship between
two persons is known as a transaction.
Transactional analysis can be done by the ego
(system of feelings accompanied by a related
set of behaviors states of an individual).
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