Defining Recruitment
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Transcript of Defining Recruitment
COMPARISON OF THE RECRUITMENT POLICIES ADOPTED BY PRIVATE & PUBLIC COMPANIES.
BY:-SHYAM MODI
KAMAL SIDANASARADA PRASAN
CHIRAG ADLAKHASANDEEP RANJAN
SAURABH PRASHAR
Defining RecruitmentDefining the vacancy (the job or role to be filled)
Identifying relevant personal attributes correlated with effectiveness (person specification)
Searching for and attracting relevant applicants
Internal recruitment: meets manpower requirements from the existing stock of employees, except at the lowest level.◦ Internal recruitment may be vehicle for
establishing ‘cultural fit’, morale, and commitment, reinforced by socialisation
External recruitment: meets manpower requirements by recruiting from outside◦ May be used as a symbol that ‘times are
changing’
Internal vs. External Recruitment
1. Corporate - Long term, big decisions, e.g. focus on innovation, cost reduction, etc)
2. Structural (e.g. delaying, decentralisation) - Operating procedures
3. Functional (HR)- Culture Recruitment& Selection Training & Development Performance management Reward
Levels of Strategy
Recruitment & Selection are uncertain & unpredictable Change
When the higher level strategies are undetermined and uncertain, Strategic R&S seeks to provide new people who can help to shape future strategies and help the organisation to be more FLEXIBLE
SOURCES OF RECRUITMENT
Internal Source
InternalJob
posting
Computer-ised
Carrier prog.system
SupervisorRecome-ndation
CareerDevelopment
system
Internal job posting:- Eligible candidates within the organisation are
promoted to the vacant profile after a series of tests and interviews.
Supervisor recommendations:- Supervisor recommends perspective
candidates name for the profile. Career development systems:- A firm places a fast track or high potential
employee on a career path where they are groomed for certain targeted jobs.
METHODS OF INTERNAL RECRUITMENT :-
Computerised Career Progression Systems:-
In this method, the information regarding the job skills of each employee can be stored in an HRIS(Human Resource Information System).When a job becomes vacant, the computer searches its skill file in order to identify employees having the requisite skills for the vacant job.
CONTD....
SOURCES OF RECRUITMENT
External Source
Employee referrals
Campus Recruit-
ment
Interested applications Employmen
t agencies
Online recruitment
Advertise ments
Employee Referrals:-A method of external recruitment in which firm's asks their employees solicit applications from qualified friends and associates.
Interested applicants :-A company accepts unsolicited applications or resumes from individuals interested in working for the company.
Advertisements:-A company places an advertisement of the position in an appropriate media.
METHODS OF EXTERNAL RECRUITMENT:-
Employment agencies:-These agencies provide company with the employees at various professional levels for a fee.
Campus recruitment:-The firm's recruiters visit various colleges and universities campuses to recruit individuals for positions acquiring a college degree.
Online recruitment:-Advertising job openings on the internet.
CONTD....
Complies with government policies Provides job security Provides employee development
opportunities Flexible to accommodate changes Ensures its employees long-term
employment opportunities Cost effective for the organization
A good recruitment policy
Great companies “first got the right people on the bus, the wrong people off the bus, and the right people in the right seats – and then they figured out where to drive it”
Attract and encourage more and more candidates to apply in the organization
Create a talent pool of candidates to enable the selection of best candidates for the organization
Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities
Importance of Recruitment & Selection
Workforce planning should be the framework that integrates all HR practices◦ Identifying workforce needs◦ Analyzing where you are◦ Developing HR strategies to close gaps
Workforce Planning
Changing definition of career has reduced the loyalty of employees to organizations
Rapid change that requires a highly fluid skill mix
Declining image of the public sector in some countries
Compensation tends to be lower than the private sector
Recruitment Challenges
The recruitment policies, sources & methods have to be evaluated from time to time
Successful recruitment program shows◦ No. of successful placements◦ No. of offers made◦ No. of applicants◦ Cost involved◦ Time taken for filling up the position
EVALUATION OF A RECRUTIMENT PROGRAM
In Private sector the recruitment procedure is less rigid and comparatively flexible.
In public sector it is extremely protocol conscious and rigid.
Recruitment procedures across various sectors:-
Convergys is conversant in the languages of outsourcing and relationship management
The company provides business process outsourcing (BPO) services designed to help its clients manage their customers and employees
Its customer unit provides inbound and outbound call handling for sales, marketing, and support through about 85 contact centers (and in about 35 languages), and its HR unit offers outsourcing of benefits and payroll operations, staffing, and training
Convergys:-
NTPC Limited is a public sector company, it was incorporated in the year 1975 to accelerate power development in the country as a wholly owned company of the Government of India
Within a span of 30 years, NTPC has emerged as a truly inter- national power company, with power generating facilities in all the major regions of the country and abroad.
NTPC :-
Comparison between two sectors:-
Private Public
o BPO/KPO industryo Convergys o Minimum 3-5 roundso Group PIQ/GDo One-on-one personal
information round with the HR manager or Trainer
o Telephonic round with an accent trainer
o Written test (Grammatical skills)
o Psychometric test/Analysiso Word with the VP
Operations/HR
o Public Sector Undertakingo NTPC Limitedo Written exam both for off
campus & on campus recruitment
o Non- elimination GD round for Both ON & OFF campus
o Interview with a panel of 4,which includes 2 technical people(core & non core),1 HR Manager,1 Psychiatrist
o Compulsory medical test followed by final approval
PSU’s like NTPC also follow the concept of lateral hiring
Hiring of senior professionals from the market after an optional GD & a compulsory interview round
After final selection there is a compulsory training period of 1 yr .( 8 months class room training & 4 months OJT)
Followed by a year on probation.
Cont..
Suggestions for PSU’s
o They could shorten the probation period to six months.
Standardization in the private sector hiring policy.
Suggestions :-
Any question?