CHHATRAPATI SHAHU JI MAHARAJ UNIVERSITY

[CSJMU], KANPUR
INSTITUTE OF BUSINESS MANAGEMENT

PRESENTATION ON :

HUMAN RESOURCE MANAGEMENT –

RECRUITMENT AND SELECTION

PRESENTED BY : GUIDE BY :
ANMOL PANDEY DR. SUNIL SHUKLA
SAURABH NISHAD ASST. PROFESSOR
MBA B.E – 2ND SEM. DEPT. OF IBM
 Agenda

 Human Introduction
Resource Planning
 Job Analysis Objective
 Recruitment And Selection Levels
 Transfer And Promotion Importance
process
Action plan
Human Resource Planning
 Human Resource Planning

introduction
Human resources undoubtedly play the most important part in
the functioning of an organization. The term ‘resource’ or ‘hu­man
resource’ signifies potentials, abilities, capacities, and skills,
which can be developed through continuous interaction in an
organizational setting.
The organization's objectives and strategies for the future
determine future requirement of human resources. It only
means that the number and mix of human resources are
reaction to the overall organizational strategy.
 Objective Of Human Resource
Planning
Productivity improvement

Information provision Human resource development

Objective of HRP

Change management Structure maintenance

Goal Achievement
Different Level Of Human Resource
Planning
HRP national
level

HRP at the HRP at

department secondary level

HRP at the HRP at the

unit level industry level
 Importance/ Benefit Of Human
Resource Planning
 To recruit and maintain the HR of requisite quantity and
quality.
 To predict the employee turnover and make the
arrangements for minimizing turnover and filing up of
consequent vacancies.
 To meet the requirements of the programmers of
expansion, diversification etc.
To anticipate the impact of technology on work, existing
employees and future human resource requirements.
 To progress the knowledge, skill, standards, ability and
discipline etc.
 To appraise the surplus or shortage of human resources and
take actions accordingly.
 To maintain pleasant industrial relations by maintaining.
 Process Of Human Resource Planning

Objective Of Human Current Man Forecasting Demand

Resource Planning Power Inventory And Supply

Man Power
Gap

Appraisal Of Manpower Training Employee

Planning Development Plan
 Action Plan Of HR Planning
Improve Efficiency And Effectiveness
 implement electronic PAF process for personnel transactions
 Implement electronic background check and I-9 processes and
integrate into electronic new hire on boarding process.

Improve Customer Service

Establish service standards for all interactions, including
telephone, email, and in-person consultation
 training programs for all HR personnel regarding customer
service and HR topic.
Improve Communication
Launch the HR Business Partner (HRBP) model for each
college/school/division to serve as a point-of-contact.
Recruitment and Selection
 Recruitment And Selection

Introduction :
It’s a process of searching and prospective
Employs and simulating and encouraging them
Them to apply for job in a organization .
He says, “recruitment is often termed positive in that
Simulates people to apply for job, to increase the hiring ratio,
i.e. the number the number of applicants for a job. Selection.
On the other hand ,tend to be negative because it rejects good
number of those who apply, leaving only best to be hired”

“Selection is the process of differentiating between applicant

in order to identify and hire those with greater like hood of
Success in Job.”
 Objective Of Recruitment And
Selection
 The main objective of recruitment and selection is fairly
obvious: to hire the most-qualified candidate to fill an available
position. Additional objectives include:
 Creating a large talent pool of candidates to ensure the
organization can hire the best employee.
 Finding people who will fit in with the company culture and
contribute to the organization's goals.
 Reducing the likelihood that a candidate will leave after a brief
time by finding the right employee for the position the first time
around.
 Meeting the organization's diversity and social commitments by
selecting candidates based solely on their merits and the way they
fit in with the company values, goals and culture.
 Process Of Recruitment And Selection

Identify
On
need
boa
and Sourc Selection
Assess rdin
develo Recrui- ing & offer of
&intervie g
p tment and and employm
w for
positio planning adver ent
candidate suc
n tising
ces
descrip
s
t-ion
 Importance Of Recruitment And
Selection
Cost :
Cost is a major reason why effective recruitment and
selection is important. There are many ways in which
poor recruitment practices can result in financial losses.
Retention :
Improper recruitment and selection practices can often
result in high turnover or involuntary separation.

Loyalty and Productivity :

Loyalty and productivity are linked. Employees who feel
dedicated to the organization will work hard to help it
succeed.
 Action Plan Of Recruitment And
Selection
 Look at the previous hiring processes.

 Know your company & its needs.

 Skills gap analysis

.
 Revise job descriptions.

 utilize technology.

 Set a budget for your recruitment plan.

 Have a backup recruiting plan

Job Analysis
 Job Analysis

Introduction :

Job analysis is the process of gathering and analyzing

information about the content and the human requirements of
jobs, as well as, the context in which jobs are performed. This
process is used to determine placement of jobs. Under NU Values
the decision-making in this area is shared by units and Human
Resources. Specific internal approval processes will be
determined by the unit's organizational leadership
 Objective Of Job Analysis

Objectives
must be clearly
formulated

Organization Recruitment and

Analysis selection

Career Training and

counseling development
and HR Personal
planning Assessment
Importance Of Job Analysis

HR Planning
Recruitment and
selection
Training and
development
Compensation
Management
Performance Appraisal
Information Duties
Healthy and Safety
 Process Of Job Analysis

The job analysis consists of the following steps:

1. Identification and isolation of the

component tasks in a job-nature of work.

2. Describing the sequence in which tasks are performed and the

conditions under which these are performed— working
conditions.

3. Identifying the duties, responsibilities and hazards

involved in the job.

4. Determining the abilities and skills required

personnel demands.
 Action Plan Of Job Analysis

Review the job requirements. ...

Research similar job descriptions. ...

Identify the outcomes required for the job.

..

Examine the job efficiencies. ...

Determine the skills and training required.

...
Transfer And Promotion
 Transfer and Promotion

Introduction :
 Promotions and transfers within a department may be effected if
the employee meets all of the designated requirements for the vacant
position. Approval to fill the vacancy must be obtained by the
department before transfers or promotions can be initiated. The
transfer or promotion may be effected without advertising the vacant
position.
 Requests to transfer employees within a department should be
made to the department chair or administrative director by the
supervisor. The department chair or administrative director shall
initiate such transfers by completing and forwarding the Notice of
Personnel Action Form through the proper channels.
Objective Of Transfer And Promotion

1. To meet or fulfill organizational needs

2. To satisfy employee need

3. To adjust the workforce

4.To reduce monotony and to make the employees versatile

 5.For effective use of employees

6. To punish Employees

7. To give the relief to the employees

 Importance Of Transfer And Promotion

 To Increase Productivity of Employees

 To Fulfill Employee’s Request:

 To Meet Organizational Requirements:

 Maintenance of a Tenure System:

 For Adjusting the Work Force

 To Make Employee’s more Versatile

 For Penalizing Employees:

 Process Of Promotion

 Demonstrate a strong work ethic

 Find a mentor

 Speak up

 Stay on the radar

 Avoid petty gossip and office politics

 Present yourself professionally

  Stay the course

 Purpose Of Transfer
  To increase the effectiveness of the organization.

  To increase the versatility and competency of key positions

  To deal with fluctuations in work requirements.

  To correct incompatibilities in employee relations.

  To correct, erroneous placement.

  To relieve monotony.

  To adjust workforce.

Conclusion
THANK YOU