RECRUITMENT,

RETENTION, PERSONNAL
POLICIES, TERMINATION
A.JOYCE
2ND YR M.SC (N)
SNCON
 SELECTION
DEFINITION:
According to David and Robbins ,
“ Selection process is a managerial decision-making
process as to predict which job applicants will be
successful if hired.”

According to RH Hodgetts,
“ Selection is a process in which an enterprise chooses the
applicants who best meet the criteria for a available
position.
STEPS OF SELECTION PROCESS
PRELIMINARY INTERVIEW

RECEIVING APPLICATIONS

SCREENING OF APPLICATIONS

EMPLOYMENT TEST REJECTION

INTERVIEW IF FOUND UNSUITABLE

REFERENCE CHECKING

MEDICAL EXAMINATION

FINAL SELECTION
 IMPORTANCE OF SELECTION
PROCESS
 Selects suitable candidate

 Determines applicant’s capabilities

 Places right candidate at right job

 Generates information about candidate

 Saves cost
DIFFERENCE BETWEEN RECRUITMENT
AND SELECTION
ADVANTAGES
 Cost effective and reduces a lot of time and
effort
 Avoid biasing while recruiting the right
candidates
 Eliminates the candidates who are lacking in
knowledge, ability and proficiency
 Provides guidance to evaluator through strict
verification and reference checking
 Helps in comparing the different candidates, in
terms of their capabilities, knowledge,skills,
experience, work attitude etc.
 PLACEMENT
DEFINITION
State of being placed or arranged

IMPORTANCE OF PLACEMENTS
Proper placement of employees reduces
PLACEMENT TEAM
 Placement coordinator
 Four academic tutors with specialized knowledge
 The tutors advice and support throughout the

preparation of placement
 PROMOTION
Promotion is a term which covers a change and calls for
greater responsibilities and usually involves higher pay
and better terms and conditions.

Promotion is an upward movement or advancement of

an employee in the organization to another job which
commands better pay , prestige or status, higher
challenges, responsibilities, opportunities, better working
environment .
DEFINITION
According to Scott and Clothier,
“ A promotion is the transfer of an employee to a job
which pays more money or one that carries some
preferred status.”

According to Paul Pager's and Charles A Myer,

“ Promotion is advancement of an employee to a better
job ,better in terms of greater responsibility, more
prestige or status , greater skills and especially increased
rate of pay or salary.”
OBJECTIVES Optimum
utilization
of employee
skills
To get rid of Development
the of competitive
problems spirit

Promotes
Develop
interest in
competent
training and
internal
development
sources
programs

Promotion
Promote
–sense of
employees
belongingn
self
ess to the
development
company
TYPES OF EMPLOYEE PROMOTION
(i) HORIZONTAL PROMOTION
Employee is shifted in same category with increase in
pay is called horizontal promotion.
Eg: An analyst becomes a senior analyst.

(ii) VERTICAL PROMOTION

There is change in rank, responsibilities, salary and
classification of job.
Eg: Assistant supervisor promoted to Manager.
TYPES OF EMPLOYEE PROMOTION
DRY PROMOTION:
There is increase in rank and responsibilities but no
increment in salary or other financial benefits.
Eg: Professor of a college becomes HOD, increase in
grade but no increase in salary.
BASIS OF PROMOTION
 Promotion on merit basis

 Promotion on Seniority basis

 Promotion on Merit cum Seniority basis.

 RETENTION
DEFINITION:
It is the ability of the organization to retain the staff to
avoid turnover and to improve the productivity of the
institute or organization.
IMPORTANCE
PRINCIPLES AND ELEMENTS
 Respectful collegial
communication and behaviour.
 A culture of accountability
 The presence of adequate
numbers of qualified nurses
 Team orientation
 Presence of trust
 Respect for diversity
 Role expectations are clearly
defined
 Everyone is accountable
 Ability to provide quality care
to meet client/patient needs.
 Work and home life balance
 The presence of  Serve as an advocate
expert,competent, for nursing practice.
credible, visible  Support shared
leadership decision making.
 Allocate resources to
support nursing.
 The encouragement of  Continuing education,
professional practice certification is
and continued growth supported and
and development encouraged.
 Recognition of nurse for  Reward and pay for
the meaningful performance.
contribution to the
practice.
PERSONNEL POLICIES
Policy:
1.Statement of predetermined guidelines

2. It is guidelines to help in the safe and efficient

achievement of organizational objectives
Personnel policies:
A set of rules that define the manner in which an
organization deals with a human resources or personnel-
related matter.
A personnel policy should reflect good practice, be
written down, be communicated across the organization,
and should adapt to changing circumstances.
IMPORTANCE
 To the employee it represents a guarantee of fair and
equitable treatment.

 A guarantee of fair and equitable treatment.

 The establishment of good personnel policies helps to give

the employee a sense of security and individual worth.

 It gives employee pride and loyalty to the organization for

which he/she works
 To the supervisor it is a safeguard in that it relieves her of the
responsibility of making a personal decision which may conflict with
decisions given by other supervisors.

•Established personnel policies serve as guides to action so that a great

deal of time is saved by administrational personnel in handling individual
cases.

•A well understood clearly written policy saves the time of an employee

as well as the employer.
PHILOSOPHY OF PERSONNEL POLICIES

The nursing service administration of……..

believes that its supreme objective ; the best
possible patient care, can be achieved only by the
full cooperation of all who are privileged to take
part in that care.
• It seeks to establish a team dedicated to the
protection of health and wellbeing of the patient
in an environment that will enable every member
of the team to obtain as well as give satisfaction
in his or her work.
OBJECTIVES
1) To employ those persons best fitted by education, skill
and experience to perform prescribed work.
2) Guarantee fairness in the maintenance of the discipline
3) Upgrade and promote existing staff wherever possible.
4) Take all practical steps to avoid excessive hours of
work.
5) Ensure the greatest practicable degree of permanent
and continuous employment.
6) Maintain standards of remuneration
TYPES OF POLICIES
1.IMPLIED POLICY
 It is not directly voiced or written .
 It may have favorable or unfavourable effects

2. EXPRESSED POLICY
They are delivered verbally or in written
PROCESS

REPORTING
FACT OF
FINDING PERSONNEL
POLICIES

WRITING
COMMUNICATING THE APPRAISING THE
POLICY THE POLICY PERSSONEL
POLICY

ADOPTING DISCUSSED
AND THE
LAUNCHING PROPOSED
POLICY POLICY