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Recruitment, Selection and Induction

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by

Sailee Redkar

on 25 September 2015

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Transcript of Recruitment, Selection and Induction

recruitment
"'Recruitment is the process of finding and attracting capable applicants for employment. the process begins when new recruits are sought and ends when applications are submitted. the result is a pool of applicants from which new employees are selected"'
-william b. wether and keith davis
definition:
recruitment, selection and induction.
REcruitment
need arises when:
Vacancies due to:
Promotion
Transfer
Permanent disability
Terminations
Death
Labor turnover
Creation of new Vacancies due to:
Growth
Expansion
Diversification of business
Methods of recruiting:
Internal:
Promotion means an improvement in pay, position, authority, status and responsibility of an employee within the organization.
Whenever a new vacancy is created within the organization management may fill the vacancy through transfer of existing employee rather than employing a new hand.
At times, management may not find suitable candidate in the place of the one who had retire, after meritorious service. Under such circumstances, management may decide to call retired managers with new extensions.
Sometimes, management issues an internal notification for the benefit of existing employees. Most employees know from their own experience about requirements of job and what sort of person the company is looking for.


When management faces a problem which can be solved only by a manager who has proceeded on long leave, it may be decided to recall that person. after the problem is solved, his leave maybe extended
Individuals who left for some other job, might be willing to come back for higher wages and incentives, an advantage with this sources is that the performance of the person/ employee is already known.
External sources:
Advantages:

Economical.
Familiar with organization culture.
Raise morale of Employees.
Reduces labour turnover.
Provides security and continuity.
limitations:
Feeling of discontent.
Prevents entry of young blood.
Favoritism and nepotism
It is an excellent source of recruiting management trainees. This method of recruitment is easy, quick and economical. Mutual fund organizations, engineering and IT companies take the benefit of campus recruitment facility.
advantages:
limitations:
Entry of young blood
Wide scope.
Impartial manner.
Labour turnover.
Costly.
Deteriorating relations
Selection:
selection:
"Selection is a process in which candidates for employment are divided into two classes- those are to be offered employment and those who are not."
-Dale Yoder.
definition:
Process of selection:
Job Analysis
Advertisement
Collection of application
(application blank)
Scrutiny of applications
Trade/written test
Psychological tests
Personal Interview
Reference check
Medical Examination
Final selection/ JOB OFFER
TYPES OF SELECTION TESTS:
IQ tests are useful for predicting the performance of an individual in virtually any job. This is because all, or almost all, jobs require a person "to think". Such tests usually assess a person's verbal and quantitative reasoning skills.
"The capacity or latent ability of an individual to learn a job, given the necessary training. Aptitude test is conducted to identify special liking for the job available in the organisation.
Analytical skill is the ability to visualize, articulate, conceptualize, demonstration of the ability to apply logical thinking to gathering and analyzing information, designing and testing solutions to problems, and formulating plans.

To test for analytical skills one might be asked to look for inconsistencies in an advertisement, put a series of events in the proper order, or critically read an essay.
Trade Test is necessary and useful in the case of jobs which involve Technical work. Workers can be given such tests to find out their capacities for the type of job they are being considered for.
A personality test is a questionnaire or other standardized instrument designed to reveal aspects of an individual's character or psychological makeup.
Thus this is a popular method of identifying potential talent.
types of interview:
Formal and Informal Interview.
Structured and Unstructured Interview.
Individual Interview.
Panel/ Board Interview.
Group Interview.
Stress Interview.
Depth Interview
Exit Interview.
induction
Induction
Which is also known as:
definition:
"'Induction is the welcoming process to make
the new employee feel at home and generate in him a feeling of belongingness to the organization."'
- Edwin B. Flippo
need and importance:
Proper Information.
Overcome Tension and Anxiety.
Intro. about mission and vision.
Info. about rules and regulations.
Comfortable with working environment.
Job description.
Enhance Corporate image.
Develop Cordial Relationship.
steps/ process of induction.
A warm welcome and formal introduction with manager.
Meeting with immediate superior.
Completion of admin formalities
(rules are made clear)
Departmental orientation
Verbal information as well as printed matter supplied to the new employee for reference purpose
types of induction:
Formal and Informal Induction.
Individual and Collective Induction.
Serial and Disjunctive Induction.
Investiture and Divestiture Induction.
placements
Placements:
definition:
Submitted by: tybms B
Sanika nigudkar (76)
sailee redkar (96)
bhagyashree salian (98)
rachel tauro (125)
zahra zaki (132)
Press advertisement is very widely used for recruitment of all categories of personnel particularly for the appointment of middle level manager. Press advertisement is also called as Recruitment Advertisement as its purpose is to give publicity to the vacancies.
The use of internet facility for recruitment purpose is increasing. It is easy, quick and economical source of recruiting. this method has shortened the time frame of recruitment purpose
Management Training Schemes:

Here, young talented candidates of age group 20 to 25 are selected as trainee executives in different areas such as accounts, technical and commercial. After selection they are sent to their management training institutes. Later the candidate is appointed as a regular executive or manager.
The advertisement mentions date, day and timing during which the applicant can "Walk-in" for an interview.
"Write-ins" are those who can send written inquiries.
"Talk-ins" are now becoming luar and the applicants are required to meet the employer for detailed talks.
This source is mainly use for selection of top level executives. This source is reliable and also professional.
"'The determination of the job to which an accepted candidate is to be assigned and his assignment to that job"'
-Dale Yoder
Former Employee
Bibliography:
Vipul's BMS SeRIES

HUMAN REsource management
n.g kale
m. ahmed
thank you!
Full transcript