Unit 2

Recruitment
R E C R U I T M E N T : H U M A N R E S O U R C E P L A N N I N G - J O B A N A LY S I S
– J O B D E S C R I P T I O N – J O B S P E C I F I C AT I O N – R E C R U I T M E N T –
SELECTION – PROCESS, METHODS, USE OF TESTS IN
SELECTION – INDUCTION – PLACEMENT

ASSIGNMENT TOPIC: METHODS, USE OF TESTS IN SELECTION

HUMAN RESOURCE PLANNING
• Human Resource Planning (HRP) is the process of forecasting the
future human resource requirements of the organization and determining
as to how the existing human resource capacity of the organization can
be utilized to fulfill these requirements.
• Human Resource Planning could be expressed as a process by which the
management ensures the right number of people and right kind of
people, at the right place , at the right time doing the right things for
which they are recruited and placed for the achievement of goals of the
organization
– Anticipating the workforce requirements
– Determine the existing human resource capacity
– Fulfill the objective of the organization
– Continuous process
– Right number of people at right place
– Individual needs
Definitions
• Leon C. Megginson, human resource planning is “an integrated
approach to performing the planning aspects of the personnel function
in order to have a sufficient supply of adequately developed and
motivated people to perform the duties and tasks required to meet
organizational objectives and satisfy the individual needs and goals of
organizational members.”

• E.W. Vetter, human resource planning is “the process by which a

management determines how an organization should make from its
current manpower position to its desired manpower position.
FEATURES OF HUMAN
RESOURCE PLANNING
• Well Defined Objectives
• Determining Human Resource Reeds
• Keeping Manpower Inventory
• Adjusting Demand and Supply
• Creating Proper Work Environment
Process Of HR Planning

• Forecasting the demand for HR

• Preparing the manpower inventory (supply
forecasting)
• Determining manpower gaps
• Formulating the HR plans
Forecasting the Demand For HR
• External challenges
– Economic development
– Political, legal, social and technical change
– competition
• Organization decisions
• Workforce factors
• Forecasting technique
– Judgmental methods
– Trend analysis
– Mathematical models
– Computer models

• Workforce analysis, work load analysis and job analysis

PREPARING THE MANPOWER
INVENTORY

• Internal labour supply

• Forecasting techniques
– Staffing table
– Markov analysis
– Skill inventory
– Replacement chart
• External labour supply
Formulating HR Plans
• Recruitment plan
• Redeployment plan
• Redundancy plan
• Training plan
• Productivity plan
• Retention plan
• Control points
Defining Job Analysis
• A job may be defined as a “collection or aggregation of
tasks, duties and responsibilities which as a whole, are
regarded as a regular assignment to individual employees

• Job analysis is a systematic analysis of each job for the

purpose of collecting information as to what the job holder
does, under what circumstances it is performed and what
qualifications are required for doing the job

• Edwin Flippo: “Job analysis is the process of studying

and collecting information relating to the operations and
responsibility of a specific job”.
Uses of Job Analysis
• Human resource planning
• Recruitment
• Selection of personnel
• Training and development
• Organization audit
• Job evaluation
• Job design
• Performance appraisal
• Career planning
• Safety and health
Steps In Job Analysis
• Collection of background information
• Selection of representative job to be analyzed
• Collection of job analysis data
• Job Description
• Developing job specification
Job Analysis
 Job Description
• The preparation of job description is necessary before a vacancy is
advertised. It tells in brief the nature of a job. In other words, it
emphasizes the job requirements.

• Job description includes basic job-related data that is useful to

advertise a specific job and attract a pool of talent. It includes
information such as job title, job location, reporting to and of
employees, job summary, nature and objectives of a job, tasks and
duties to be performed, working conditions, machines, tools and
equipment's to be used by a prospective worker and hazards
involved in it.

• Edwin flippo: “job description is an organized factual statement of

the duties and responsibilities of a specific job. It should tell what is
Purpose of Job
Description
• To collect job-related data in order to advertise for a particular job
• To determine what needs to be delivered in a particular job
• A clear view what kind of candidate is required by a particular
department or division to perform a specific task or job.
• Clarifies who will report to whom
The Details Given in Job
Description
• Job title
• Organizational location of the job
• Supervision given and received
• Materials, tools, machinery and equipment worked with
• Designation of the immediate superiors and subordinates
• Salary levels: Pay, DA, other allowances, bonus, incentive
wage, method of payment, hours of work, shift, break etc.
The Details Given in Job
Description
• Complete list of duties to be performed separated according to daily,
weekly, monthly and casual, estimated time to be spent on each duty
• Definition of unusual terms
• Conditions of work: Location, time, speed of work, accuracy, health
hazards, accident hazards
• Training and development facilities
• Promotional chances and channels
Components of Job
Description
Job Specification
• Job specification is based on job description. It is a written statement of
qualifications, traits, physical and mental characteristics that an
individual must possess to perform the job duties and discharge
responsibilities effectively.

• A job specification is a written statement of educational qualifications,

specific qualities, level of experience, physical, emotional, technical and
communication skills required to perform a job, responsibilities
involved in a job and other unusual sensory demands. It also includes
general health, mental health, intelligence, aptitude, memory, judgment,
leadership skills, emotional ability, adaptability, flexibility, values and
ethics, manners and creativity, etc.

• Edwin flippo: “job specification is a statement of minimum acceptable

human qualities necessary to perform a job properly”.
Purpose Of Job
Specification
• Eligible to apply for a particular job vacancy or not.
• Level of qualifications, qualities and set of characteristics should be
present in a candidate to make him or her eligible for the job openings
• Information about any job including job responsibilities, desired
technical and physical skills, conversational ability and much more.
• Selecting the most appropriate candidate for a particular job.
Job Specification Covers
• Educational and professional qualifications
• Skills
• Practical experience
• Physical fitness
• Special qualities required for performing the job
• Intelligence, judgment and initiative required for
performing the job
 Recruitment
• Recruitment is a positive process of searching for prospective
employees and stimulating them to apply for the jobs in the
organization. When more persons apply for jobs then there will be a
scope for recruiting better persons.

• Recruitment is the process of finding and hiring the best and most
qualified candidate for a job opening, in a timely and cost-effective
manner. It can also be defined as the “process of searching for
prospective employees and stimulating and encouraging them to apply
for jobs in an organization”.
Definitions

• According to Edwin B. Flippo, “It is a process of searching for

prospective employees and stimulating and encouraging them to apply
for jobs in an organization.”

• According to Dale. S. Beach “recruitment is the development and

maintenance of adequate manpower resources. It involves the creation
of a pool of available labor force upon whom the organization can
draw when it needs additional employees.”
Internal Source

Promotions

Transfer

Internal Employee Referrals

Former Employee

Previous applicants
SELECTION
Selection & its Definition
• Selection is the process of choosing the most suitable candidates from
those who apply for the job. It is a process of offering jobs to desired
candidates.

• Harold Koontz, “Selection is the process of choosing from the

candidates, from within the organization or from outside, the most
suitable person for the current position or for the future positions.”

• David and Robbins said, “Selection process is a managerial decision-

making process as to predict which job applicants will be successful if
hired.”
Selection Process
Placement
• Placement is a process of assigning a specific job to each of the
selected candidates. It involves assigning a specific rank and
responsibility to an individual. It implies matching the requirements of
a job with the qualifications of the candidate.

• Placement is understood assigning jobs to the selected candidates.

Assigning jobs to employees may involves a new job or different jobs.

• Thus, placement may include initial assignment of job to new

employee, on transfer, promotion or demotion of the present
employees.
Definition of Placement

• “Placement is the determination of the job to which an accepted

candidate is to be assigned and his assignment to that job. It is a
matching of what the supervisor has reason to think he can do with the
job demands (job requirements) and it is matching of what he imposes
(in strain, working conditions etc.) and what he offers ( in the form of
payroll companionship with others, promotional possibilities etc.).’’ -
PIGORS and MYRES
Importance of Placement
• It improves employee morale.
• It helps in reducing employee turnover.
• It helps in reducing absenteeism.
• It helps in reducing Conflict rates.
• It avoids misfit between the candidate and the job.
• It helps the candidate to work as per the predetermined objectives of
the organization
Benefits

• Good results on the Job.

• Getting along with the people easily and proving themselves.
• Keeping his spirits high and report for the duty regularly.
• Learning the work and excel in the job.
• Avoid mistakes and errors.
Induction
• Induction is the process of introducing a new employee to his/her job
and organization and giving him all the necessary information
required by him/her to start his work.

• The purpose of induction is to welcome a new employee and inform

them about the organizational culture, introduce them to their team
and co-workers, give them an understanding of their job, help them
understand how their work will be connected to his co workers and
informing him about the policies of the organization.
Definition of Induction
• “Induction or Orientation is the process of receiving and welcoming
an employee when he first join a company and giving him he basic
information he needs to settle down quickly and happily and start
work.’’ -MICHAEL ARMSTRONG
Objective of Induction
• To reduce confusion and waste of time and resources.

• To reduce the anxiety, shyness and nervousness a new employee feels

when he joins new organization and is surrounded by new people and
a new environment.

• To introduce the employees their job, company culture, policies,

workplace, work environment and the people of the organization.
Objective
• To ensure that the new employee does not form a negative perception
about the organization.

• To foster good relations among employees

• To reduce the possibility of a new employee being exploited by an evil

co worker

• To build up the new employee’s confidence in the organization so that

he may become a efficient employee.
 Content Of Induction Programme
• Company’s history, philosophy and operations
• Product and services of the company
• Company’s organization structure
• Location of departments and employee services
• Personnel policies and practices
• Employee’s activities
• Rules and regulations
• Grievance procedure
• Safety measures
• Standing orders
• Terms and conditions of services
• Benefits and services for employees
• Opportunities fro training, promotions, transfers etc.