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It is a process of searching for prospective employees and simulating and encouraging them to apply for jobs in an organization. It is often termed positive in that it stimulates people to apply for jobs to increase the hiring ratio, i.e., the number of applicants for a job.
Process of Recruitment
Personnel Planning
Job Analysis Employer Requisition Job vacancies Recruitment Planning Numbers Types Searching Activation Selling -Message -Media
Screening
Potential hire
Select -ion
Applicants population
Recruitment policy
Elements of a good recruitment policy y Organizational objectives. y Identification of the Recruitment Needs. y Preferred Sources of Recruitment. y Criteria of selection and Preferences y Monetary Aspects
The Factories Act, 1948. The apprentices Act, 1961. The Employment Exchange Act, 1959. The Contract Labour Act, 1970. Bonded Labour System (Abolition) Act, 1976. The Child Labour Act, 1986.
Recruitment Organization
y Centralized Recruitment
Sources of Recruitment
y Internal source y External source
Variables in deciding on what source to choosey The effect of the policy on the attitudes and actions of y y y y
all employees. The level of specialization required of employees. The emphasis on general economic policy on participation by employees at all levels. The need for originality and initiative. Acceptance of the seniority principles.
Internal sources
1. Present Employees
1. 2.
Transfer . Promotions.
y Merits of Internal sources Improves morale Proper Evaluation Economical Promotes loyalty Demerits of Internal sources Inbreeding and Discourages new blood No innovations Personal biases of the management
External sources
y Advertisement. y Employment exchange. y Unsolicited application. y Professional Organizations. y Data Banks. y Similar Organizations. y Casual callers. y Labour contractors. y Trade unions. y Gate recruitment. y Campus recruitment. y Recruitment agencies.
y Merits of external source. New blood. Innovations. No personal biases. New entries will be in the interest of the organization. Disadvantage of external sources. Expensive and time consuming. Orientation and training is necessary. Motivation and loyalty of existing staff is likely to be
effected.
Method of recruitment
Direct method 2. Indirect method 3. Third party method
1.
Image of the organization. Unattractive job. Internal policies of the organization. Budgetary support. Government interference.
Philosophies of recruitment
The two philosophies of recruitment 1. Traditional 2. Realistic Two approaches to match the organizational needs with the applicants needs: 1. Realistic Job Preview (RJP) 2. Job Compatibility Questionnaire (JCQ)