NMIMS Global Access

School for Continuing Education (NGA-SCE)

Course: - Manpower Planning, Recruitment and Selection
Internal Assignment Applicable for June 2023

ANS 1: - Different types of external sources of recruitment are: -

1. Media Advertisement: - The advertisement is the most common and
preferred source of external recruiting. The ads in newspapers,
professional journals, give a comprehensive detail about the
organization, type, and nature of job position, skills required,
qualification and experience expected, etc

2. Employment Exchange: - The employment exchange is the office run by

the government wherein the details about the job seekers such as name,
qualification, experience, etc. is stored and is given to the employers
who are searching for men for their organizations.

3. Direct Recruitment: - The direct recruitment also called as factory gate

recruitment is an important source of hiring, especially the unskilled
workers or daily workers who are paid on a daily-wage basis.

4. Casual Callers: - The casual callers, also called as unsolicited applications

are the job seekers who come to the well-renowned organizations
casually and either mail or drop in their job applications seeking the job
opportunity.

5. Educational Institutions or Campus Placement: - Creating a close

connection with the educational institutes for the recruitment of
students with technical and professional qualifications has become a
common practice of external recruitment. Here, the companies, visit the
technical, management and professional colleges to recruit the students
directly for the job positions.
 6. Labour Contractors: - This is the most common form of external
recruitment wherein the labour contractors who are either employed
with the firm or have an agreement to supply workers to the firm for the
completion of a specific type of a task.

7. Walk-Ins: - This is again a direct form of recruitment wherein the

prospective candidates are invited through an advertisement to come
and apply for the job vacancy.

8. E-recruiting: - The e-recruiting means searching and screening the

prospective candidates electronically. There are several online job portals
that enable the job seekers to upload their resume online which are then
forwarded to the potential hirers.

Following are the sources which are best suitable for recruitment in an
academic institution: -
1. Access of more talent: - By turning to external recruitment sources,
organisations gain access to a wider pool of qualified candidates with the
right skills and experience to suit the open job position.

2. Infusion of new ideas: - Organisations can improve innovation when they

hire talent from external recruitment sources. New voices can help the
company improve its business operations and advance in the industry.

3. Better use of resources: - When organisations hire skilled and

experienced candidates from external recruitment sources, it is
unnecessary to spend time, money, and other resources on training
them to address the job's responsibilities.

ANS 2: - Challenges as a HR professional: -

1. Compliance: - Regulatory compliance has always been critical for HR, but
it has become more complex. As more employees work remotely,
maintaining data security regulations has taken on greater urgency. HR
teams will need to work closely with internal IT and security teams or
 outside experts to complete a risk management assessment and ensure
company data is still private and secure with remote access.

2. Leadership development: - Human resources professionals can help

address this by encouraging leaders to share responsibilities with other
leaders who have complementary skill sets—what is known as
complementary leadership. Leaders who use complementary leadership
enjoyed a 60% bump in their teams’ performance.

3. Work life balance: - Rewriting your policies can help employees better
manage work and their daily lives. They can include a focus on
productivity rather than hours clocked and regular reviews of workloads
to ensure they remain sensible. In addition, encouraging employees to
use their vacation time helps counter any implicit observations that
working long hours is expected or rewarded.

4. Health and Wellness: - While employees physical health remains

important, nearly two-thirds of employers are emphasizing employee’s
emotional well-being. Many of the tactics that help employees balance
their work and personal lives can, not surprisingly, foster physical and
mental well-being as well. They include flexible working hours and the
ability to work remotely, at least part of the time.

5. Recruitment: - As companies’ eye continued growth, an effective

recruiting strategy is imperative. One step is meeting potential
candidates where they are. This requires recruiting using multiple social
media and job posting sites and holding remote interviews via video
conferencing applications.

6. Measuring HR Effectiveness: - HR professionals especially need to ensure

they are adding value to the organization, and one way they can do that
is by tracking key workforce trends and KPIs. A starting point is
monitoring HR metrics like absenteeism, recruiting conversion rate,
employee turnover and employee satisfaction.
ANS 3: - a) Problems while managing the performance of employees are: -

1. Decreased performance levels: - Employees may experience periods of

time where they are not as productive as usual. A decrease in
productivity can sometimes affect other team members and overall
goals, making it important to help employees feel motivated.

2. Being understaffed: - Managers must recognize when it is time to hire

another team member to help fulfil responsibilities within their
department. Because the hiring process is time-consuming, it is helpful
to get assistance from other managers and human resources
professionals when pursuing a new candidate.

3. Lack of communication: - Another challenge managers face when

overseeing teams is ensuring effective communication. Because every
team member has a different personality, there is a chance for
miscommunication from time to time.

4. Poor teamwork: - Sometimes, employees may lose focus on alliance

when they spend a lot of time completing individual tasks. To re-
establish teamwork, managers should renter the purpose of a project.
Managers who take the time to acknowledge their team's efforts and
clarify the purpose of their work commonly see increased levels of
motivation.

5. Pressure to perform: - Some managers, especially new managers, to feel

like they are under pressure to achieve greatness from the very start of
their role. If you frequently feel stressed about your leadership position,
take time to revisit the reasons why you were hired for the job.
Recognize that leaders learn from experience and mistakes.

6. Absence of structure: - A common challenge that managers face in the

workplace is the absence of structure, especially when managing a new
team. Depending on the work environment, some teams may need to be
supervised more closely than others in order to maintain productivity
levels.
 7. Time management: - Because managers are responsible for overseeing
the members of their team and communicating with other department
heads, they typically struggle with balancing their own tasks. One way to
prioritize your own work responsibilities is by scheduling time
throughout the day to do specific work.

8. Inadequate support: - Managers sometimes need approval from the

executive team of a company or the business owner before moving
ahead with a project. When the decision-making process takes longer
than expected, it may slow down their team's progress overall. The most
important thing to do in this situation is to be honest with your team
members.

ANS 3 b) Techniques to improve performance of employees as a manager: -

1. Be purposeful when you communicate: - Managers who communicate

ineffectively can lead employees to experience sharp confusion and
disconnection from their roles. Therefore, to avoid such challenges, you
will want to make it your duty to communicate efficiently, regardless of
what you are communicating. When employees understand their jobs,
duties, and purpose, they are more likely to reach the goals you set for
them.

2. Stay goal oriented: - If employees have clear expectations set out for
them, they can more easily meet or exceed those expectations. Because
of this, you will want to establish explicit goals that help your employees
better understand their roles and how their responsibilities fit into the
mission of your organization.

3. Manage your expectations: - When setting goals for your team, you need
to manage your expectations and maintain a genuine perspective. Even if
you are clear with your directions, provide specific objectives and design
targets you will use to measure your team's success, but you are not
thinking practically, it is likely that your team will not improve their
performance.

4. Make accountability a priority: - Keeping your team accountable for

meeting specific standards is an important part of improving employee
 performance. When your employees perform highly, you can enforce
positive accountability and offer increased responsibility or constructive
feedback.

5. Encourage feedback: - Building feedback opportunities into your

employees' plan can help them understand how their performance is
stacking up to your expectations. These feedback opportunities should
occur on regular breaks and be equal you should encourage your
employees to offer you feedback of how you might better support or
lead them.

6. Offer incentives: - One of the best methods for improving employee

performance is through encouraging them to be more efficient by
offering rewards and other benefits. You can consider offering special
incentives to recognize when your employees perform highly and
produce excellent work.