EMPLOYEE RECRUITMENT

Submitted By: Kaushal R. Bisht 35 M Kranthi Kumar Raju 05 Vikram Gupta - 04

IMPACT ON ORGANIZATIONS
In recession demand for work force is low and availability is high. Bargaining power is with the employers. Recession presents an opportunity for companies to let go of deadwoods and expensive labor in their workforce. Lay-offs reduce overheads in the short term but result in much

RECOMMENDED PLAN OF ACTION TO TAKE

Recession can create a sudden abundance of technically proficient and experienced candidates for every job. Company should look at the medium to long term prospects and recruit accordingly. Flexibility of workforce: Numerical, Functional, Temporal, Reward and Locational Flexibility Outsourcing the recruitment/training process to other companies is an option Resist a blanket hiring freeze Look at the various recruiting methods you

DEPENDENCIES WITH OTHER AREAS

Fresh recruitment means more time to train them to get them up to pace to the current projects Need to maintain optimum workforce Employee dissatisfaction Capacity Utilization increases

POSITIVE OUTCOME OF SUCH ACTIONS

Arm the company with best of newly available talent. Opportunity to do changes in the overall structure, re-organizing Lay-off the non-performing employees Overheads of company decreases

DEPENDENCIES WITH OTHER AREAS

Finance: fresh recruitment and training afterwards may lead to increase in expenditures. HR: existing employees are already going through stress and new joiners' may add some more. Also to maintain optimum workforce. Marketing: Due to layoffs reduced workforce may have to go through extra stress.

Thank You