Recruitment- Recruiting is the process of reaching potential applicants for actual or anticipated organizational vacancies.

It refers to the process of bringing together the prospective employees and employer with a view to stimulate and encourage the former to apply for a job in the latter.

 Define recruitment as the process of

identifying and attempting to attract candidates who are capable of filling job vacancies appropriately

Therefore a well planned and well operated recruitment system can generate qualified applicants in the required numbers. The more the pool of applicants , the better will be the selection process. Thus , effective recruitment ensures effective selection.

The co-ordination between the job seeker and employer depends on three factors. 1)Communication medium 2)Matching- there should be a proper match between personal characteristics and job requirement 3)Motivation-The prospective employees must be motivated to apply for the job.

1- External Sources 2-Internal Sources

This involves attracting people from outside the organization to apply for vacant position in the organization. External sources include: o Advertising o Educational Institutions o Employment agencies o Voluntary applicants o Referrals by current employees

 Recommendations Unsolicited applications-Many qualified persons

apply for employment to reputed companies on their own initiative .Such applications which are known as unsolicited applications, serve as a good source of manpower. A proper record may be kept of such applications and the candidates may be called for interview whenever the needs arise.

 The employees recruited from external

sources possess a varied and broad experience. Under this system of recruitment ,fresh viewpoints are attracted.

 More expensive as the concern has to make

expenditure on advertisements , hold written tests , interviews ,training. Etc.

This system of recruitment results in young

men being placed over older and more experienced persons of the lower services ,thus causing jealousy among them.

The basic purpose of selection is to choose the right candidate to man various positions in the organization. In order to achieve this purpose a well organized selection procedure involves many steps at each step more information is obtained about the candidates.

This involves identifying candidates within the organization who have the potential to fill the vacant position. Internal sources also include promotion and transfer .When a higher post is given to an employee who deserves that post ,it stimulates other employees of the organization to work hard. The employees can be informed of such a vacancy by internal advertisements.

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Transfer-: transfer involves the shifting of an employee from one job to another job, while ensuring that he is performing the new job. In fact transfer does not involve any drastic change in the responsibilities and status of employee. On the other hand promotion leads to shifting of an employee to a higher position carrying higher responsibilities , facilities , status , and salary.

Many companies follow the practice of filling higher jobs by promoting employees who are considered fit for such positions .Filling vacancies in higher jobs from within the organization from within the organization has the following merits: Economy in training costs Improves morale No error ins election-as every company maintains a record of its employees and can judge them in a better manner.

 Recruitment is a positive process of searching

prospective employees, whereas Selection is a negative process because it involves the rejection of unsuitable candidates.
Recruitment is a simple process ,whereas

selection is a complex and lengthy process under which the candidates have to pass through a number of stages before getting the offer for a job.

 Recruitment is a process of searching for prospective

candidates and stimulating them to apply for jobs in the organization. On the other hand , selection means employing workers or establishing a contractual relationships between the employer and the worker. The purpose of recruitment is to create a large pool of applicants for the jobs in the organization. But selection aims at eliminating unsuitable candidates and hiring the most competent people for the jobs.

 Receiving of applications
Screening of application Employment tests

Interview
Background Investigation Medical examination

Final selection

 In most of the organizations , the selection

programme begins with a preliminary interview which is generally brief and does the job of eliminating the totally unsuitable candidates. Candidates who pass this crude screening are usually asked to fill in the application form.

Whenever there is a vacancy , it is advertised or enquiries are made from the suitable sources and applications are received from the candidates .These give a preliminary idea of the candidate to the interviewer and helps him formulating the questions to be asked from the candidate. The written information about age , qualifications , experience , may prove to be of great value to the interviewers.

Screened by screening committee and a list of the candidates to be interviewed is prepared. Applicants may be called for the interview on some specific criteria like gender , desired age group, experience and qualifications.

Employment tests are used to select persons for various jobs. They help matching the characteristics of the individuals with the vacant jobs so as to employ the right kind of personnel. Following types of tests have gained popularity these days:-

 Preliminary screening
Application Blank Selection Tests

Comprehensive Interview
Reference Checks Physical Examination

Making the selection

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Intelligence tests Aptitude Tests Proficiency tests Interest tests Personality tests

Intelligence tests are used to judge the mental capacity of the applicant. They evaluate the ability of an individual to understand instructions and make decisions. They are widely used in all types of organizations for the purpose of proper selection.

Aptitude means the potential which an individual has for learning the skills required to do a job efficiently. thus aptitude tests measure the capacity and his potential for development, they are the most promising indices for predicting a workers success.

These tests are designed to measure the skills level of knowledge and proficiency already acquired by individuals .They are known as performance , occupational tests.

These tests identify patterns of interests in those areas in which the individual shows special concern , fascination , and involvement..Since these tests suggest what types of jobs may be satisfying to the employees. these tests are basically used for vocational guidance as they help the individuals in selecting occupations of their interest.

These tests probe the qualities of the personality as a whole, the combination of aptitude ,interest , and usual mood and temperature .These tests are concerned with discovering clues to an individuals value system , his emotional reactions ,maturity etc.

The main purpose of the employment interview are: To find out the suitability of the candidate To seek more information about the candidate. To give him an accurate picture of the job with details of the terms and conditions and some ideas of organizations policy.

The actual data of the applicant may be checked and more information may be taken from the candidate. This occasion can also be applied for testing the capability and personality of the applicant.

The pre-employment physical examination or medical tests of a candidate is very important step in selection procedure. The organization may relatively place the medical examination little early in the process so as to avoid time and expenditure on the selection of medically unfit person.

The objectives of these medical tests are: To ascertain physical capabilities to meet the job. To prevent communicable disease infecting others in the organization .

A referee is potentially an important source of information about the Candidates ability and personality. Specially if he holds a responsible position in some organization. or has been the boss or employer of the candidate. It is a Process of making an investigation of the references supplied by the candidate and undertakes more or less candidates past employment , ,education ,personal reputation, financial condition ,police records.

After a candidate has cleared all the hurdles in the selection procedure ,he is formally issued an appointment letter with a service agreement that contains the terms and conditions of employment ,the pay scale , and other benefits associated with the job.

Managers are a vital cog in the success of any organization. Without a competent reservoir, no organization is expected to hold a place of prominence despite having capital, technology ,and others.

These are the managers only who plan, organize, direct and control the resources and activities in the best possible manner .Recognizing the importance of developing managerial talents from time to time ,most organizations these days spend lavishly on executive development programmes. Management development prorammes have become indispensible to modern organizations

Without training and development the skills of executives become obsolete. To cope up with the change. Basic change in the styles of management and the postures of managers of today give rise to the need for training and development. In today's competing scenario and functionally oriented environment ,executives are illequipped with the methods of handling jobs. He requires adequate training and development along the new lines.

Technical skills Human relations skills Thus we can say that management development programmes are meant to harness the knowledge ,skills and specializations of the executives and meant to improve their performance by giving them opportunities for growth and development.

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To improve the performance of the managers. To give the specialists an overall view of the functions of an organizations and equip them to co-ordinate each others efforts effectively. To identify individuals with the required potentials and prepare them for more senior positions To increase the morale of the individuals

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To improve the performance of the managers. To give the specialists an overall view of the functions of an organizations and equip them to co-ordinate each others efforts effectively. To identify individuals with the required potentials and prepare them for more senior positions To increase the morale of the individuals

5.To keep the individuals abreast of the changes and developments in their respective fields. 6. To improve the thought process and analytical abilities. 7.To broaden the outlook of the executive regarding his positions and responsibilities 8.To understand the economic, social technical and conceptual skills

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Decision making skills Interpersonal skills Job knowledge Organizational knowledge General Knowledge Specific individual needs

In-basket Training Case Study Methods In-basket Training-: In this method the participants are given a number of papers such as memoranda, reports , and telephone messages that would typically come across a managers desk.The papers , presented in no particular sequence call for actions ranging from urgent to routine handling. The participant is required to act on information contained in these papers.Assigining a priority to each particular matter is initially required.

Role Play Sensitivity Training Role PlayThis is a technique in which some problem real or imaginary- involving human interactions id presented and then spontaneously acted out. Participants may assume the specific roles of specific organizational members in a given situations and then act out their roles.

Role play develops interpersonal skills among participants. They learn by doing things .Immediate feedback helps them correct mistakes.The competitive atmosphere spurs them to participate actively. listen to what others say ,and improve their own performance .