CHAPTER 3 CONCEPTUAL ANALYSIS

Q1-What is recruitment? Ans- Recruitments are an important part of a business human resource planning. In all business, people are vital resources and they need to be managed as such. The overall aim of the recruitment and selection process is to be obtaining the number and quality of employees that are required in order for the business to achieve objectives.

The Recruitment policy is concerned with quantity and quality of manpower, it establish broad guidelines for Staffing process..DALE YODER

Recruitment is a process of searching for perspective employee and stimulating them to apply for jobs..FLIPPO

Q2- What is internal recruitment? Ans- This refers to the felling of job vacancies from within the businesses employees are selected rather than employing some one from outside. A business might decide that it already has the right people with the right skill to do the job, particularly if its training and development programmes have been effective.

Q3- How it is done? Ans- Internal vacancies are usually advertised with in the business via a variety of media: 1. 2. 3. 4. Staff notice board Internets In house magazines/news letter Staff meetings

Q3-Advantages of recruitment? Ans- 1. Gives existing employees greater opportunity to advance their carriers in their business. 2. May help to retains staff that might otherwise leave. 3. Require a short induction training period. 4. Employer should know more about the internal candidates

There are three main stages in recruitment.

Identify and define the requirements

Attract potential employees

Select employees

Identify and define the requirements. This involves the preparation of job description, job specification and person specification. Attract potential employees. There are various methods for doing this which are described in a separate revision note.

Select employee. The appropriate people from the job applications it is important to appreciate that recruitment is staff departures(e.g. Retirements, sacking, resignation) Changes in business requirements (e.g. new product) Changes in business location relocation often trigger the need for substantial recruitments. Promotions, Recruitments is becoming more and more important in business. In particularly, this reflects the increasing need for a well motivated and flexible work that requires less management supervision.

Q3- What is external Recruitment? Ans-This refers to the feeling of job vacancies from at side the business. Most business engages in external recruitment fairly frequently, particularly those that are growing strongly or that operates in industries with staff turnover. Q4-How is it done? Ans-There are several ways of looking for staff outside the business: Employment/Recruitment agencies: - These businesses specialize in recruitment for specific sectors (e.g. finance, travel, secretarial). They usually provide a shortlist of candidate based on the people registered with the agency. They also supply temporary or interim employees. The main advantages with using the agencies are the specialist skill they bring and the agencies are the specialist skill they bring and the speed with which they normally provide candidate. They also reduced the administrative burden of recruitment. The cost is the high agency fees charged often up to 30% of the first year of any one employed. Recruitment consultancies:-Up market Recruitment agent who provide a more specialized approach to the recruitment of key employees and senior management. They tend to approach individual with a good reputation rather than

Rely on long list of registered applicants often using privileged industry contact to drawn up a sort list. The cost of using a head hunter or recruitment consultant is high.

Disadvantages of internal recruitments: Limits the number of potential for a job. External candidate might be better suited/qualified for the job. Another vacancy will be created that has to be filled. Existing staff may feel they have the automated right to be promoted, whether or not they are competent.

Basic step of employees recruitment: Complete application packages must be submitted prior to the advertised closing date and time to be considered otherwise they will be excluded from consideration. Acknowledgement is sent to all applicants within a week of closing date of the application-filling period. This will be the only notification for candidate not moving forward to the testing/interview phase of the recruitment. If a position a part of union bargaining unit, internal applicant who meets minimum requirements will be interviewed first. External application will be screened to ensure they meet the requirements for applicable position. The most qualified will be invited to participate in the interview phase of the recruitment. Notification of the time and location of a test and interview will occur three to seven working days in advance by the phone, e-mail or regular mail. Reference check will be conducted after the testing and interviewing for the final candidates. When the candidate is recommended for selection, approval from management must be obtained before a job offer is made. Background/security checks and approvals from management must be obtained before a job offer is made. Candidate that participate in the testing/interview phase that are not selected are notified upon the conclusion of the recruitment.

Advantages of external recruitment:These are mainly the opposite the disadvantages of internal recruitment. The main one being that a wider audience can be reached which increases the chance that the business will be able to recruit the skills it need. Promotion to selection grade will be on the basis of rigorous selection on merit from amongst the employees in grades or interlink grades below the grades concerned and shall be limited to the number of posts declared as such on the cadres according to the sectioned strength from time to time. All cases of difference of opinion between the competent authority empowered to make appointments to the Promotion Boards shall be referred to the next higher authority is a sitting member of Promotion Board in which case the recommendation of the Promotion board shall be final.

Compensation based Recruitments:At the death of the employee during service, the provision to provide appointment to his spouse/children under the rules and regulations of the company. A certain procedure is followed to appoint the candidate as such circumstances. APA Rating for employee in grade 3/9 being considered under 30% selection vacancies. The value of APA marks are as followed: Outstanding APA = 10 marks/year Very Good APA = 08 marks/year Good APA = 06 marks/year Average APA = 10 marks/year Poor APA = 00 marks/year