Defining Recruitment

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COMPARISON OF THE RECRUITMENT POLICIES ADOPTED BY PRIVATE & PUBLIC COMPANIES. BY:- SHYAM MODI KAMAL SIDANA SARADA PRASAN CHIRAG ADLAKHA SANDEEP RANJAN SAURABH PRASHAR

description

It is a HR project related to recriutmentcontents are:-recruitment,its sources,process etc

Transcript of Defining Recruitment

Page 1: Defining Recruitment

COMPARISON OF THE RECRUITMENT POLICIES ADOPTED BY PRIVATE & PUBLIC COMPANIES.

BY:-SHYAM MODI

KAMAL SIDANASARADA PRASAN

CHIRAG ADLAKHASANDEEP RANJAN

SAURABH PRASHAR

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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

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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

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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

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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

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SOURCES OF RECRUITMENT

Internal Source

InternalJob

posting

Computer-ised

Carrier prog.system

SupervisorRecome-ndation

CareerDevelopment

system

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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 :-

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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....

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SOURCES OF RECRUITMENT

External Source

Employee referrals

Campus Recruit-

ment

Interested applications Employmen

t agencies

Online recruitment

Advertise ments

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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:-

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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....

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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

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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

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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

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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

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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

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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:-

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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:-

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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 :-

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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

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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..

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Suggestions for PSU’s

o They could shorten the probation period to six months.

Standardization in the private sector hiring policy.

Suggestions :-

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Any question?

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