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RECRUITMENT , SELECTION & INDUCTION. Definition and 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 organization ” Meaning:

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  2. Definition and 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 organization ” • Meaning: • Recruitment is the activity that links the employers and the job seekers. • A process of finding and attracting capable applicants for employment

  3. A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. • It is the process to discover sources of manpower to meet the requirement of staffing and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.

  4. Recruitment needs are of three types • PLANNEDthe needs arising from changes in organization and retirement policy.ANTICIPATEDAnticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.UNEXPECTEDResignation, deaths, accidents, illness give rise to unexpected needs.

  5. IMPORTANCE OF RECRUITMENT • Attract and encourage more and more candidates to apply in the organisation. • Create a talent pool of candidates to enable the selection of best candidates for the organisation. • Recruitment is the process which links the employers with the employees. • Increase the pool of job candidates at minimum cost. • Help increase the success rate of selection process.

  6. Identify vacancy Prepare job description and person specification Advertising the vacancy Managing the response Short-listing Arrange interviews Conducting interview and decision making Recruitment Process


  8. External Sources • Walk-ins • Employee referrals • Advertising • Educational associations • Professional agencies • E-recruitment (general recruitment agents/ companies’ own sites) • Word-of-mouth


  10. Trends are being seen in recruitment • Outsourcing • Poaching • E-Recruitment

  11. “E-Recruitment • The buzzword and the latest trends in recruitment is the “E-Recruitment”. Also known as “Online recruitment”, it is the use of technology or the web based tools to assist the recruitment process. The tool can be either a job website like naukri.com, the organisation’s corporate web site or its own intranet. • The internet penetration in India is increasing and has tremendous potential. According to a study by NASSCOM – “Jobs is among the top reasons why new users will come on to the internet, besides e-mail.” There are more than 18 million resume’s floating online across the world.

  12. The two kinds of e- recruitment that an organisation can use is – • Job portals –posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organisation. Creating a complete online recruitment/application section in the companies own website. - Companies have added an application system to its website, where the ‘passive’ job seekers can submit their resumes into the database of the organisation for consideration in future, as and when the roles become available.

  13. Selection • According to Thomas stone “Selection is the process of differentiating between applicants in order to indentify and hire those with a greater likelihood of success on the jobs. ” • In simple words…… • It is the functions performed by the management of selecting the right employees .After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization . • The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates.

  14. Selection Process Flowchart Job analysis Recruitment Applicationform Written examination GroupDiscussion interview Referencechecks Linemanagersdecision Medical examination

  15. Recruitment It the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization. Selection It Involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. The basic purpose of selection process is to choose the right candidate to fill the various positions in the organization. Differentiation between recruitment and selection

  16. 3.Selection is a negative process as it involves rejection of the unsuitable candidates. 4 Selection is concerned with selecting the most suitable candidate through various interviews and tests. 5 Selection results in a contract of service between the employer and the selected employee. • 3. Recruitment is a positive process i.e. encouraging more and more employees to apply . • 4 Recruitment is concerned • with tapping the sources of human resources. • 5 There is no contract of recruitment established in recruitment

  17. Importance of Recruitment and Selection • Helps to get a proper candidate. • Help to increase success rate or individual & organization. • Help to reduce the probability of turnover • Helps to get organizations legal and social obligations. • Helps to increase organization and individual effectiveness.

  18. Employee Induction

  19. Orientation is the process of acquainting new employees with the organization. Orientation topics range from such basic items as the location of the company cafeteria to such concerns as various career paths within the firm. Hence we can say that induction or orientation is the process through which a new employee is introduced to the job and the organization. In the words of Armstrong, induction is "the process of receiving and welcoming an employee when he first joins a company and giving him the basic information he needs to settle down quickly and start work.

  20. Orientation • Definition: Orientation is a systematic and planned introduction of employees to their jobs, their co-workers and the organization. • It is also called as Induction. • Orientation is designed to provide a new employee with the information he/she needs to function comfortably and effectively in the organization. • Should be a process, not an event.

  21. Purpose of Orientation • To reduce start up costs (associated with job learning) • To reduce anxiety • To reduce employee turnover • To save time for supervisor & colleagues • To Develop Realistic Job Expectations and Job Satisfaction 

  22. Purpose of Orientation • The idea is to make the new employees feel ‘at home’ in the new environment • Expedite proficiency • Enhance adjustment to work group and norms • Encourage positive attitude • The terms and conditions of employment • It helps a new employ to know the job, its content, policies, rules and regulations. • The people with whom he is supposed to interact. .

  23. Steps In Induction Programme • Welcome to the organization • Explain about the company. • Show the location, department where the new recruit will work. . • Give the company's manual to the new recruit. • Provide details about various work groups . • Give details about pay, benefits, holidays, leave, etc. Emphasize the importance of attendance or punctuality. • Explain about future training opportunities and career prospects. • Clarify doubts, by encouraging the employee to come out with questions.

  24. The areas covered in employee induction programme may be stated as follows - CONTENT of induction

  25. About the Organisational • o History of company • o Names and titles of key executives. • o Employees' title and department. • o Layout of physical facilities • o Probationary period • o Products/services offered • o Overview of production process • o Company policy and rules • o Disciplinary procedures • o Safety steps • o Employees' handbook

  26. Employee benefits • o Pay scales, pay days • o Vacations, holidays • o Rest pauses • o Training Avenues • o Counselling • o Insurance, medical, recreation, retirement benefit

  27. Job duties Job location o Job tasks o Job safety needs o Overview of jobs o Job objectives o Relationship with other jobs

  28. Orientation Programme 1 employee handbook and orientation program. 2.Communicate pride in the company by giving each new employee an item with the company logo on it. 3.Encourage communication, and a sense of importance, by inviting new employees to have coffee or lunch with the company owner or a senior manager.

  29. Orientation Programme 4. Encourage new employees to sample the product and or service that the company sells (i.e. Some restaurants offer new employees a complimentary meal). 5. Reduce the stress of starting a new job by pairing new employees with a buddy (a more senior or experienced team member) that can help coach them through the first few weeks on the job.

  30. Orientation Programme • Here are some ideas to consider, when devising the orientation program: • The MIND thinks in IMAGES… not WORDS! • Repetition is Key… Repetition is Key… Repetition is Key. • Employee is most excited on the first day of work. You need to keep that excitement alive for as long as possible!

  31. Games can provide for an informal and fun orientation.. For example:  • Photo match after the tour

  32. Problems of Orientation • Too much paperwork • high Cost to company • Only expenditure no income • Information overload • Too much “selling” of the organization • Too much one-way communication • Difficult for the employee to relate

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