HUMAN RESOURCE

Human Resource

Recruitment

Training and development

Induction

Employee Relations

Employee Grievance Handling

Payroll Processing

Other aspects of Human resource

Recruitment Meaning
Recruitment is a process to recruit staff with the necessary skills and attributes to fulfil its corporate aims and objectives.

Purpose & Importance Of Recruitment

Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME. Attract and encourage more and more candidates to apply in the organization. To enable the selection of best candidates for the organization. To increase the productivity of the organization.

Recruitment Process
Identifying vacancy Prepare job description

Job specification
Advertising the vacancy Managing the response Short-listing Arrange interviews Conducting interview and decision making

Sources of Recruitment
Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources:
Internal sources

The sources within the organization itself to fill a position are known as the internal sources of recruitment.
External sources

Recruitment candidates from all the other sources are known as the external sources of recruitment.

Internal Sources
Transfers
Promotion

Upgrading and Demotions

Retired and Retrenched Employees

Decease and Disabled employees

External sources
Press, advertisements Application at the gate Education institutes Labour unions Employment exchanges Employee referrals Re-employing former employees Placement agencies

Factors Affecting Recruitment

There are many factors that affect the recruitment program. They are classified as Organizational or Internal factors and Environmental or External factors.

Internal Factors
Recruitment policy Human resource planning Size of the firm Cost of recruitment Growth and expansion

External Factors
Supply and Demand Labor Market Image/Goodwill Political-Social-Legal environment Unemployment rate Competitors

ADVANTAGES OF INTERNAL RECRUIMENT

Sense of security

Loyalty
Less induction training

Encouragement
Reduce labour cost

Motivation
Intaction

Relationship

DISADVANTAGES OF INTERNAL RECRUITMENT

Limitation Favoritism and nepotism Inbreeding Extending concern

ADVANTAGES OF EXTERNAL RECRUIMENT

Innovation and new ideas Dynamic concern Wide choice Vast Experience

DISADVANTAGES OF EXTERNAL RECRUITMENT

Frustration for present employees

Disloyalty
Cost of labour

Deterioration

EVALUATION OF A RECRUITMENT PROGRAMME

Recruitment strategies, policies and objective need to be evaluated from time to time to test their effectiveness. The success of a recruitment program can be judged on a number of criteria. Some of these are: The number of successful placements The number of hirings The number of applicants The cost involved The time taken for filling up the position

REFFERED FROM PROF. P. C. TRIPATHI & P. N. REDDY TEXT BOOK

PRESENTED BY

SATISH BIRADAR (7) & SHYAM MORE (24)

THANKS