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Proper job analysis helps to advertise the job properly. Accordingly, the
right candidates may apply for the job, thus saving a lot of time and effort
of the selectors.
Advertising the Job: The next step is to advertise the job. The job can be
advertised through various media. The right details about the job and the
candidate must be given in the advertisement.
Initial Screening: The initial screening can be done of the applications
and of the applicant. Usually, a junior executive does the screening work.
At this stage, the executive may check on the general personality, age,
qualifications, family background of the candidate. The candidate may
also be informed of salary, working conditions, etc.
Application Blank : It is a prescribed form of the company which helps
to obtain information about candidate in respect of social, biographic,
academic, work experience, references, etc.
The application blank helps to
It provides input for the interview.
It provides basis to reject candidates if they do not meet eligibility
criteria, such as experience, qualifications, etc.
Tests : Various tests are conducted to judge the ability and efficiency of
the candidates. The type of tests depends upon the nature of job. An
important advantage of testing is that it can be administered to a large
group of candidates at a time and saves time and cost.
The various tests are :
(a) Personality test,
(b) Intelligence test,
(c) Performance test,
(d) Stress test, etc.
Interview : It is face to face exchange of views, ideas and opinions
between the candidate and interviewer(s). There are various types of
interviews1 such as :
(a) Panel Interview
(b) Individual Interview
(c) Group Interview
(d) Stress Interview
(e) Exit Interview.
5.Talent development:
The process involving the systematic identification, attraction,
development, engagement and deployment of employees who are of
significant value to an organization is defined as talent development.
Talent development is an important part of HR. The process involves
changing an organization, its employees and its stakeholders. This
process is accomplished using planned and unplanned learning, in order
to achieve and maintain a competitive advantage for the organization.
Necessity of Talent Development
Talent development is necessary in any organization because of the
Following:
This is the only way of improving employees productivity through
automated and integrated learning management, performance
management, and compensation management systems to drive
business results.
Effective talent development in an organization reduces turnover at
critical positions, manages succession plans, minimizes business
disruptions, and also takes care to reduce the risk of noncompliance and litigation.
Talent development is necessary to achieve extra ordinary goals.
Extraordinary goals require extraordinary talent.
With the growing economy in the 21st century, employee retention
and recruitment will be the key issue for different organizations. So
finding the proper talent and creating opportunities for its
development would be reasons enough for a talent to stay in the
organization.
Identifying and developing talent are the critical steps in retaining
the top talents in an organization. The cost of replacing a valued
employee is enormous. Organizations need to promote diversity
and design strategies to retain people, reward high performance
and provide opportunities for development.
High Performing organizations anticipate the leadership and talent
requirement to succeed in the future.