Professional Documents
Culture Documents
SELECTION
PRESENTED TO:
JAHANARA RAHMAN
TUTOR
PRESENTED BY:
TIJA MARY JAMES
MSC NURSING 2ND YEAR
DEFINITION OF STAFFING
The staffing process is a systematic
attempt to implement
the human resource plan by recruiting,
evaluating, and selecting qualified
candidates for job positions
in the organization.
PURPOSE OF STAFFING
Appropriate numbers and mix of nursing staff.
Delivery of effective and efficient nursing care.
Increase productivity.
Avoid role confusion, communication problems
and time waste.
Maintain stability in team work
RECRUITMENT
DEFINITION OF RECRUITMENT
Recruitment is the process of identifying and
attempting to attract candidates who are capable
of filling job vacancies appropriately.
(or)
Recruitment is the process of actively seeking out
or attracting applicants for existing positions,
and it should be an ongoing process.
SOURCES OF RECRUITMENT
Internal recruitment
External recruitment
INTERNAL RECRUITMENT
Internal recruitment involves identifying the
potential candidates within the organization who
can fill the vacant positions. Some organizations
have the method of filling vacant positions by
promotions within the organization. This helps
to build employee morale and prevent high
quality employees from leaving the organization.
EXTERNAL RECRUITMENT
It involves attracting people from
outside the organization to apply for
vacant positions in the organizations.
ADVERTISEMENT
Advertisement in local or national
newspapers or trade and professional
journals is generally used when
qualified or experienced personnel are
not available from other sources.
Most of the senior positions in industry
as well as in trade are filled by this
method, particularly when they cannot
be filled from within.
ADVERTISEMENT
ADVANTAGE
more information about
the organization, job
description and job
specification can be
given in advertisement
to allow self- screening
by the prospective
candidates.
Advertisement gives
the management a
wider range of
candidates for
selection.
DISADVANTAGE
it brings in a flood of
response, even from
quite unsuitable
candidates and many
applicants to approach
the members of the
selection body.
EMPLOYMENT EXCHANGES
EMPLOYMENT EXCHANGES
Employment exchanges run by the
government are regarded as good source of
recruitment for unskilled, semi skilled,
skilled and operative jobs. Employment
exchanges and selected private agencies
provide a nationwide service in an attempt
to match personnel demand and supply.
EDUCATIONAL INSTITUTIONS
Jobs in trade and industry have become
increasingly technical and complex to the point
where school and college degrees are widely
required. Consequently, many big organizations
maintain a close liaison with the universities,
vocational institutions and management schools
for recruitment to various jobs.
RECOMMENDATIONS
Applicants introduced by the employees
friends and relatives to the organization
may prove to be a good source of
recruitment and indeed, many employers
prefer to take such persons because
something about their background is
known.
CASUAL CALLER
To meet the short- term demands of personnel, the
management may consider the possibility of hiring
personnel, who call on them casually.
This will avoid the selection and training costs and will
avoid any obligation in pensions, insurance and other
fringe benefits.
LABOUR CONTRACTORS
DISADVANTAGE
ADVANTAGES OF EXTERNAL
RECRUITMENT
Influx of new ideas
Candidates who are recruited from competitor
organizations provide valuable information about
competitors moves and strategies
Facilitates recruitment of candidates with diverse
skills, expertise and vast experience
DISADVANTAGES OF EXTERNAL
RECRUITMENT
Lack of reliable information increases the
probability of committing mistakes in selection
Expensive process
Orientation process may consume a lot of time
Breeds resentment aspiring internal candidates
STEPS IN RECRUITMENT
PROCESS
Perform job analysis
SELECTION DEFINITION
The action or fact of carefully choosing someone or
something as being the best or most suitable.
SELECTION TEST
SELECTION IN NURSING
Recruitment methods:
Advertising:
By giving advertisements in newspaper of local, regional,
national and international levels and also journal
advertisements.
Career day programs:
In some nursing schools and colleges hold annual career
day programs during which recruiting officers from the health
agencies inform senior students about employment
opportunities in those organizations.
Open house:
It is showcase of the opening of a new service or educational
program.
Employee referrals
SELECTION
DIFFERENCE BETWEEN
RECRUITMENT AND SELECTION
Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the
organization
WHEREAS
Selection involves the series of steps by which the
candidates are screened for choosing the most suitable
persons for vacant posts.
The basic purpose of recruitments is to create a talent pool of
candidates to enable the selection of best candidates for the
organization, by attracting more and more employees to apply
in the organization
WHEREAS
DIFFERENCE BETWEEN
RECRUITMENT AND SELECTION
Recruitment is a positive process i.e. encouraging more and
more employees to apply
WHEREAS
Selection is a negative process as it involves rejection of the
unsuitable candidates.
Recruitment is concerned with tapping the sources of human
resources
WHEREAS
Selection is concerned with selecting the most suitable
candidate through various interviews and tests.
There is no contract of recruitment established in recruitment
WHEREAS
Selection results in a contract of service between the
employer and the selected employee.
DIFFERENCE BETWEEN
RECRUITMENT AND SELECTION
Recruitment is the process of creating application post
WHEREAS
Selection is the process of rejecting more clients.
Recruitment techniques do not require high skill
WHEREAS
Selection requires highly specialized skill
Recruitment precedes selection, it is an economical and less
time consuming method
WHEREAS
Selection follows recruitment, is an expensive and time
consuming method
Recruitment is application pool-input for selection
WHEREAS
Selection is finalizing candidates and offering job
BIBLIOGRAPHY
Basavanthappa BT; Nursing Administration; (2009); 2 nd edition; New
Delhi, Jaypee Brothers medical publishers.
Vati Jogindra; Principles and Practice of Nursing Management and
Administration for B.Sc. and M.Sc. Nursing;(2013); 1 st edition; New
Delhi, Jaypee Brothers medical publishers.
http://hr.ucr.edu/recruitment/guidelines/process