Orientation and Placement
Recruitment and Selection Process Personnel Planning & Job Analysis Recruiting a Pool of Candidates Candidates Orientation & Training. DEFINITION OF RECRUITMENT: 1) “In simple term, recruitment is understood of recruitment and selection devices. c) Geographic distribution of labour markets 4) There is deterioration in the employer-employee relationship, resulting in. ORIENTATION Recruitment VS Selection; Outcomes of Selection; Selection Process; Barriers to Effective Selection. 3. Placement. Benefits of Proper Placement. 4. . To foster a close & cordial relationship between the newcomer and the old.
The purpose of selection is to short list the most suitable candidate who would meet the requirements of the job and suit the organization best. The company obtains and assesses information about the applicant in terms of age, qualifications, skills, experience etc.
The needs of the job are then matched with the profile of candidates. The most suitable person is then picked up after eliminating the unsuitable applications through successive stages of selection process. Any mismatch in this regard can cost an organization a great deal of money, time and trouble especially in terms of training and operating costs.7 Steps for Hiring - Recruitment - Step by Step Process - Dr Vivek Bindra
In course of time the employee may find the job distasteful and leave in frustration. He may even give out negative information about the company, causing a lot of negative effect in the long run to the organization. Selection is usually a series of steps. Each one must be successfully cleared before the applicant proceeds to the next. The separate and distinct selection process would normally include initial screening interview, completion of the application form, employment tests, elaborate interview covering requisite aspects, background investigation, conditional job offer, physical or medical examination, and the permanent job offer.
The time and importance placed on each step will be different from one organization to another and from job to job within the same organization. Some organizations may give importance to testing while others may give interviews and reference checks due importance. Young persons from families whose lands are acquired for industrial use should be provided training programmes for employment likely to be created in new units set up on these lands.
To remove unjustified apprehension among local candidates, the following steps should be taken to supervise implementation of the Govt. While recruiting unskilled employees, first preference should be given to persons displaced from the areas acquired for the project; and the next preference given to those who have been living in the vicinity.
RECRUITMENT, SELECTION & PLACEMENT RECRUITMENT | Amrit Barla - dayline.info
Selection of persons to posts in lower scales should not be left entirely to the head of the units. It should be through a recruitment committee with a nominee of the Govt. In the case of middle-level technicians where the recruitment has to be on an all-India basis, a member of the State Govt.
Apart from the report sent to the concerned ministry at the Centre, the undertaking should send a statement to the State Govt. Although the Commission has suggested these steps for employment in the public sector, they feel that the above should apply equally to recruitment in the private sector, though the mechanism to regulate recruitment in private sector will necessarily differ from that in public sector.
- Orientation and Placement
Selection is a process of measurement, decision making and evaluation. The goal of a selection system is to bring in to the organisation individuals who will perform well on the job.
A good selection system must also be fair to the minorities and other protected categories.
To have an accurate and fair selection system, an organisation must use reliable and valid measures of job applicant characteristics. In addition, a good selection system must include a means of combining information about applicant characteristics in a rational way and producing correct hire and no-hire decisions.
A good personnel selection system should add to the overall effectiveness of the organisation. Some merely skim applications blanks and conduct brief, informal interviews, whereas others take to resting, repeated interviewing, background checks and so on. Although the latter system is more costly per applicant, many benefits are realised from careful, thorough selection.
An organisation needs to have members who are both skilled and motivated to perform their roles. Either such members can be identified by careful selection or attempts can be made to develop them after hire by extensive training.
Thus cursory selection may greatly increase training and monitoring costs, whereas spending more on the selection process will reduce these post-hire expenses.
For instance, if a company plans to compete on the basis of prompt, polite, personalised service, then service and communication skills should be featured in the job specification of the job analysts, and selection devices that can identify these skills in front-line applicants should be chosen. Companies are beginning to realise that the foundation of their competitive strategy is the quality of their human capital. Having a top-notch, flexible, innovative staff may be a competitive advantage that is more sustainable than technical or marketing advantages.
Such people will be able to generate and implement a wide range of new strategies in order to respond to quickly to a changing environment. This suggests hiring the best individual one can find, rather than hiring those who fit a specific job or strategy that exists today but may be gone tomorrow. Snow and Scott A. Jossey-Bass,pp. Rand McNallypp.
Recruitment, Selection & Orientation | Human Resources
Free Press, Sociology and Social Research, vol. The Process of Selection: Most organisations use more than one selection device to gather information about applicants.
Often these devices are used sequentially, in a multiple-hurdle decision-making scheme candidates must do well on an earlier selection device to remain in the running and to be assessed by later devices. Finally pending satisfactory reference checks, offers are made, medical examinations are completed and hiring is finalised. Application blanks request information about education, history and skills, as well as names and addressees of the applicant and several references.
Most of the information requested is factual and can be verified, such as degrees earned or dates of employment. Application blank or resume fraud is not uncommon.
Some studies indicate that 20 to 50 percent of the candidates falsify or slightly inflate some of their credentials. How Honest Are the Responses? Becker and Alam L. Most organisations use application blanks or resumes to screen out candidates who do not meet the minimum job specifications on education or experience. Beyond these basics, a manager or HR officer may informally evaluate the application to find the candidates who look most promising.
Recruitment, Selection & Orientation
The criteria applied in making this judgement may not be explicit, job-related or consistent from one screener to the next. A second way that organisation can use an application blank data is to apply a weighing scheme, in which only items known to relate to job success are scored and utilised in decision making.
Weighted application blank WAB procedures have been shown to produce scores that predict performance, tenure and employee theft. Because the weights are valid and are applied consistently to all applicants, this method of using application blank data is more reliable than the informal evaluation. Biodata is a term used to refer to any type of personal history, experience, or education information. Some organisations use a biographical -information questionnaire instead of or in addition to, the usual application blank.
These biodata questionnaires may be much more detailed than application blanks, and may be scored with keys based on very sophisticated statistical analyses. Air Force battery of selection tests.
Selection, Placement and Induction
The usual procedure is to conduct a job analysis by the task inventory method, in order to identify the most the most important or time-consuming tasks. The results of this job analysis are turned in to questions about the past work experience with each task or with each type of equipment used. Mumford and Garnet S. Theory and Practice in Applying Background Measures. Can It BE Improved? Applicants answer each task question by selecting one of the following responses: In addition, some job-experience questionnaires contain a few plausible sounding but non-existent task statements such as typing from audio-FORTRAN reports, operating matriculation machines.
Applicants who claim to have performed these non-existent tasks may be exaggerating their experience with real tasks. A test is a means of obtaining a standardised sample of behaviour.
Tests are standardised in content, scoring, and administration. That is every time a test is given, its questions are identical or, in the case of tests with more than one form, equivalent.
The scoring rules are constant. The administration is also the same — all test takers get the same instructions, have the same length of time to work, and take the test under similar conditions of lighting, noise and temperature. Because the tests are standardised, they provide information about candidates that is comparable for all applicants.
They are referred to as tests of mental ability. The traits of intelligence measured include: Such tests are used for admission to MBA programmes, recruitment in Banks and other applications. The major criticism against these tests are that they to discriminate against rural people and minorities. Anderson, Jack Werner, and Cassie C. While intelligence is a general trait, aptitude refers to a more specific capacity or potential. Political and legal considerations.
Recruiting Policy of the organization. Temporary and [part-time employees. Effective Human Resource Planning.
Size more means less 5. Growth and expansion of the organization. The process comprises of 5 interrelated stages.
It is translation of likely job vacancies and information about the nature of these jobs into a set of objectives and targets that specify the a number; and the type of applicants to be contacted. Number of contacts refer to more applicants than an organization will hire and the type of applicants to be contacted. Checking whether recruitment methods used are valid and recruitment process is effective. The sources of recruitment can be broadly classified into two categories: Internal sources refer to the present working force of a company.