Recruitment

It means securing the services of certain persons for a certain job. The general purpose is to provide a pool for potentially qualified job candidates. Proper recruitment helps to increase production and efficiency, lesser expenditure on their training and supervision which leads to lesser total cost

Need of recruitment
The need for recruitment may arise out of the following situations1. Vacancies due to promotions, transfers, terminations, permanent disability or death 2. Creation of vacancies due to business expansions, diversification, growth and so on

Characteristics of recruitment
1. First stage of appointment 2. It is a continue process 3. Tool for inspiration to the eligible person who is able for job 4. Tool for development and working for employees

Objectives of recruitment
1. To attract people with multi-dimensional skills and experiences that suit the present and future organisational strategies 2. To induct outsider with a new perspective to lead the organisation 3. To search for talent globally and not just within the corporate sector 4. To design entry process and remuneration on quality but not on quantum.

Methods Or Sources Of Recruitment

Internal sources Methods Or Sources Of Recruitment External sources

Internal recruitment
It includes recruitment within the organisation. Sources are1. Promotions 2. Transfers 3. Internal advertisement 4. Informal search

Advantages of internal recruitment

1. Best utilisation of internal resources 2. Economical 3. Improvement in morale and motivate to work hard

Disadvantages of internal recruitment

1. Conflict and inefficiency 2. Makes employees complacent 3. Reduction in the flow of new people and ideas

External Recruitment
It includes recruitment outside the organisation. Sources are1. Direct recruitment (technical and clerical staff) 2. Recruitment through the Jobbers or intermediaries ( unskilled and illiterate workers) 3. Advertisement ( skilled, technical, managerial staff) 4. Recruitment through the recommendation of the existing employees

5. Recruitment from collages, universities or educational institutes 6. Recruitment through employment exchange 7. Contractors

Advantages of external sources

1. Better skills and higher qualification 2. Wide choice of selection 3. Flow of new ideas

Disadvantages of external sources

1. Conflicts 2. Time consuming 3. Uncertainty

Selection
After recruitment , the management has to perform the function of selecting the right employees at the right time. In selection intention is to choose the best qualified and suitable job candidate for each unfilled job. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool qualified candidates

The selection procedure is the system of functions and devices adopted in a given organisation to ascertain whether the candidate specifications are matched with the job specification and requirements or not

Characteristics of selection
1. Selection is the process, which begins after recruitment. 2. It is a negative process, because unqualified persons can be rejected. 3. It is an evaluation of applicant's qualification, experience, skills, health, intelligence and working capacity. 4. It is a process for selecting the qualified and suitable person.

Receipt of application Screening of applications

Sending the blank application form Preliminary interview Administering tests

Main interview

Reference check

Medical test

Selection and appointment

Administering tests
1. 2. 3. 4. 5. 6. 7. Achievement test Aptitude test Trade test Interest test Intelligence test Dexterity test Temperament test

Recruitment and selection

1. Meaning 2. Nature of function
Positive function

1.Meaning 2.Nature of function

Expensive activity

3. Process
Begins with seeking of new recruits and ends with submission of application

3. Process
Beings with screening of applications and ends with hiring decision and placement

4. Purpose
To attract maximum no. of suitable candidates

4. Purpose
To select the best candidate

5. Sequence 6. Services of experts 7. Cost involved 8. Length of process

5. Sequence 6. Services of experts 7. Cost involved 8. Length of process

Interview
An interview is a conversation between two people (the interviewer and the interviewee) where questions are asked by the interviewer to obtain information from the interviewee. Employing a new candidate for a company is very difficult for the interviewer. To ensure the availability of best talent for recruitment, companies are making their recruitment processes more robust. As such, many new interviewing methods have come into existence.

Different types of Interviews

1. The Screening Interview It is the first round of selection where candidates are shortlisted on the basis of their skill set. Computer programs select the right resumes based on a keyword search. In some companies, this is done manually.

Traditional Face-to-Face Interview

Most of the interviews are face to face interviews. This is also known traditional interview in which job seekers meet the employers in face to face. Whether you are fresher or experienced you are in need to attend the interview. The advantage of the traditional interview is that the employer and job seekers can get to know each other about their environment. In face to face interview, they may ask questions like the strengths and weakness of the candidates, expecting salary etc.,

Before interview the candidates should have knowledge about the company, their products and financial positions. Also the candidates must be prepared with their resumes. Most employers will ask questions from the resumes. Focus should be on the person asking questions. Maintain eye contact, listen and respond once a question has been asked. Goal is to establish rapport with the interviewer and show them that your qualifications will benefit their organization

Group interview:
A group interview is usually designed to uncover the leadership potential of prospective managers and employees who will be dealing with customers. The front-runner candidates are gathered together in an informal, discussion type interview. A subject is introduced and the interviewer will start off the discussion. The goal of the group interview is to see how you interact with others and how you use your knowledge and reasoning to influence others.

The group interview will show the candidatesKnowledge level Leadership qualities Communication skill Team work Listening Capacity Reaction under stress

In group interview, express your opinion confidently and allow others to speak. Don't interfere while other candidates speaks.

Panel/Committee Interview
In this situation, there is more than one interviewer. Typically, three to ten members of a panel may conduct this part of the selection process. The Panel members may be * The supervisor * The manager * The human resource officer * The union representative * Employees who are in recruiting team Candidates will meet several higher authorities and this method is used to hire for advanced positions. Questions may be asked by all panel members and one can expect any type of critical questions from them.

 As quickly as possible, try to 'read' the various personality types of each interviewer and adjust to them. Find a way to connect with each interviewer. Remember to take your time in responding to questions. Maintain primary eye contact with the panel member who asked the question, but also seek eye contact with other members of the panel as you give your response.

Panel interview

Behavioral Interview
The basic idea behind this type of interview is that your past behavior is the best predictor of your future actions The interviewer will want to know about your ability to deal with certain situations, instead of what you can do in the future.

In behavioral interviews, candidates are asked to explain their skills, experience, activities, hobbies, school projects, family life - anything really - as examples of their past behavior. This interview shows the candidates willingness in learning, willingness to travel, self-confidence and Creativity.

With a behavioral question, the interviewer is looking for results. They are listening for names, dates, places, the outcome and especially what your role was in achieving that outcome. e.g.- What do you do if you disagree with your boss?, Have you handled a difficult situation with a co-worker? How?, Tell me about how you worked effectively under pressure?

Telephone Interview
Telephone interview is a technique used to recruit the candidates for employment through phone. The main purpose of conducting telephone interview is to reduce the expenses of the out of state or out of town candidates. Telephone interview is also conducted in professional manner as like other interviews.

During telephone interview you have to sell yourself only through your voice and confidence in speech. This method is used to obtain additional information about a candidates skills and experience that can be obtain from the application or resume. In this method, You never know when a company is going to call and you may not be prepared for the interview at that time. This will become one of the advantage for the company to know your capability and this situation makes them to judge you. Most of the companies use this method to eliminate the candidates who don't have essential skills, knowledge, education etc. Candidates who are capable for the required position will attend the next level face to face interview.

Stress Interview
1. Stress interview creates discomfort in you and the main purpose of stress interview is to give you stress and difficult situation. 2. This type of interview is to test the candidates ability in stress situations. The interviewer's may try to introduce stress by asking continuous questions without giving time to think and answer the questions. 3. Starting you might be asked to wait in the waiting room for an hour before the interview. The interviewer might openly challenge your believes or judgment. 4. You might be called upon to perform an impossible task on convincing the interviewer to exchange. 5. Answer each question in calm as it comes

Stress interviews are appropriate for certain types of jobs such as public safety and customer complaint-handling.
The stress interviewing technique is typically used for positions in which the job-seeker will be facing stress on the job

 stress interviews can be beneficial Stress interviews are not meant to hurt your feelings. They are just meant to test your mental strength. Keep your main message in mind, and dont let the interviewer shake you from your goal of expressing that point.
Stay calm. No matter what happens, do not respond with rudeness The best remedy is balance In to days highly competitive markets firms need to acquire dynamic individuals who can go beyond their job specification and handle time to time panic and stress related to work, and stress interviews are a good tool. The interviewers also should try not to make the stress interviews a brutal experience for the candidate.

Patterned interview
It is an interview using questions set in advance and following a fixed pattern Ideal answers to these questions are also determined in advance. Answers given by candidate are checked with the ideal answers to assess the suitability of candidate for the job.

TRAINING & DEVELOPMENT

Training is a tool to improve effectiveness It is a planned and deliberate learning process. After selection of an employee, the next logical step is to train him for better performance. It is a process which tries to increase the knowledge and skills of the employee making him better equipped to perform his job or to take on greater responsibilities.

It is such an area of management where employer and employee both have mutual interest For Employees- increases efficiency which enables him to avail of better opportunities provided within the organisation. For Employer- he gets a better employee. Training could be in- house or it could be through outside centers. Training should enable the trainee to adapt himself to the changing environment and serve the organisational objectives in an effective manner.

Process of training

Follow
up

Evaluation

Conduct of training programme Organising training programme

Identifying the needs of training

Objectives of Training &Development

1. To establish a sound relationship between the worker and his job. 2. To upgrade skills -to keep pace with changing technology, mechanisation , automation, electronic data processing etc 3. To develop healthy constructive attitudestraining programme in companies are aimed at moulding employee attitude to achieve support for company activities and to obtain better co-operation and greater loyalty

4. To prepare employees for future training provide an opportunity to climb up the promotional ladder. 5. To increase productivity- the most effective and cost effective ways of performing job are taught under training which naturally leads to enhanced productivity. 6. To minimise operational errors- with the help of training unnecessary repetition, wastage and spoilage of materials is brought down, deficiencies in methods of doing work are ironed out reducing hazards of accidents.

7. To enhance employee confidence and morale with greater knowledge 8.To bring down cost of production- as better cost effective methods are taught under training 9. To bring down labour turnover and absenteeism- it creates sense of pride and belonging which contributes to reducing labour as well as absenteeism. 10. Aiding displaced employees- the problems faced by such employees are age and previous education.

Importance of training and development

1. Increase in productivity 2. Better use of raw materials and plant and machinery 3. Development of employees morale 4. Reduction in the cost of supervision and direction 5. Increase mobility(flexibility) of employees 6. Self development 7. Reduction in labour turnover, absenteeism and accidents 8. Helpful in extension programmes of enterprises

TYPES OF TRAINING

Induction training

Job training

Training for promotion

Refresher training

Induction training
Initial orientation or training of the employees when they are admitted to an organisation It familiarise him with task and provide him with information about company rules, personnel policies. It helps the new employee to identify with the organisation and gives him some feeling for the significance of the work he will be doing and helps to overcome the fears for new job

Job Training
Main purpose is to enhance or increase the knowledge of workers about their respective jobs. It enables the workers to learn each process and technique of production, handling of machines and equipments and the best possible use of machines. Helps to avoid accidents and waste.

Training for Promotion

Also known as training for advancement The key element in such programmes is the opportunity provided for highly motivated individuals to attain more responsible and more highly paid positions.

Refresher Training
It helps to provide knowledge of modern methods of production. It is given to the employees to keep them alert with the machines and techniques.

Methods of training

On the job

OFF THE JOB

Apprenticeship training

Job Rotation

Coaching

ON THE JOB

Internship training

Training within company

On the job Training

A specific job is given to the new worker under the guidance of a supervisor or instructor A work is explained to him, he is allowed to learn the task along with an experienced worker. He is expected to learn the whole process himself

Advantages
1. Cheaper method 2. Less time consuming 3. Helps particularly to develop the occupational skills necessary to manage an organization, to fully understand the organizations products and services and how they are developed and carried out.

Disadvantages
1. No expert guidance 2. Defective method 3. Work spoilage

1.Job Rotation
Job rotation is the systematic movement of employees from job to job or project to project within an organization Excellent job rotation program can decrease the training cost. Make individuals more self-motivated, flexible, adaptable, innovative, eager to learn and able to communicate effectively and better understanding of strategic issues.

2.Coaching
Coaching is the process of one-on-one guidance and instruction to improve knowledge, skills and work performance. Coaching is becoming a very popular means of development, and often includes working one-on-one with the learner to conduct a needs assessment, set major goals to accomplish, develop an action plan, and support the learner to accomplish the plan.

3.Apprenticeship training
It is a popular method in specific trades and crafts. They are paid stipend during the working period. Exp:- carpenters, welders, electricians etc Under this method organisation selects candidates. Training period may be 2-6 years.

4.Internship
Internship are opportunities for students to get real world experience, often during summer vacations as a part of fulfilling requirements for degree programs. Internship are offered usually by organization to college students wanting to find work experience. The internship offer precious, real life job experience and the organization often get skilled, highly dedicated service.

It is employed by very large corporations, employing thousands of workers and requiring hundreds of skilled workers suited to their particular needs Exp:- steel mills, machinery manufacturing companies. Helps to give clear understanding of the work to be done

5. Training within company

6.Vestibule training
New employee is trained in a separate training centre within a plant itself Mechanical tools arranged and training is given by experienced job inspector The workers are trained as if on the job, but it does not interfere with the more vital task of production. Transfer of skills and knowledge to the workplace is not required since the classroom is a model of the working environment. Classes are small so that the learners received immediate feedback and ask questions more easily than in a large classroom. Its main disadvantage is that it is quite expensive as it duplicates the production.

Discussion or conference

Computer based

Role playing

training

Off the job

Lectures

Case studies
Simulation

1.LECTURES
This method is used to create understanding of a topic or to influence behaviour, attitudes through lecture. A lecture can be in printed or oral form. Lecture is given to enhance the knowledge of listener or to give him the theoretical aspect of a topic.

2.Discussion method
Discussion is defined as a group work using different instructional techniques to attain predetermined objectives. Discussion methods are effec tive in getting the trainees to think constructively.

Advantages
Interest level is high in well planned discussions. Trainees can express own opinions freely and hear those of others Trainees participation is high and hence acceptance of decisions and solutions is also high.

Disadvantages
Demands highly skilled and well informed instructors. Quality of discussion depends on thoroughness of preparation. Effective only for small groups

3.Simulation
In this method the trainee work in closely duplicated real job conditions.. Commonly used in corporate situations to improve business awareness and management skills. Implies an imitation of a real-life process, usually via a computer or other technological device.

Merits of Simulation
Creates interest in the trainees and motivates them. This type of training is very useful to avoid any costly errors or the destruction of valuable resources.

Demerits of simulation

This type of training is usually involve huge cost.

4.Role playing
Role play is a simulation in which each participant is given a role to play. Information is given to Trainees related to: 1. Description of the role 2. Concerns 3. Objectives 4. Responsibilities 5. Emotions, etc. Then, a general description of the situation, and the problem that each one of them faces, is given. Example -Situation could be strike in factory, Managing conflict between two parties Scheduling vacation days, etc.

5. Case study
The trainee is given with some written material, and the some complex situations of a real or imaginary organization. The trainee is expected to study the information given in the case & make decision based on the situation. It develops the decision making ability in trainee.

6.Computer based training

Providing training to employees through Intranet or Internet.

CBT does not require face-to-face interaction with a human trainer.

7.Business games
These are based on the set of rules, procedures, plans, relationships, principles derived from the research. In business games, trainees are given some information that describes a particular situation and are then asked to make decisions that will best suit in the favour of the company.