MANPOWER PROCUREMENT

Submitted by:- Bhargav T.

Namita BajpaiDivya Kumari

Smriti AgarwalAshish Tyagi

MANPOWER PROCUREMENT• It involves:-• Manpower planning• Recruitment• Selection• Placement

RECRUITMENT

• It can be defined as: Recruitment is the process of searching for

prospective employees and stimulating them to apply for jobs in the organization.

EDWIN FLIPPO

Cont.• A formal definition states, “It is the process of finding and

attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected”.

OBJECTIVES OF RECRUITMENT

Support the organization

Attract and encourage more and more candidates

Create a pool of candidates

A link between the employers and the job seekers.

Infuse fresh blood at all levels of the organization.

Increase the effectiveness of various recruiting techniques.

Cont. Increase the pool of candidates at minimum cost.

Meet the organization's legal and social obligations.

Obtain the number and quality of employees that can be selected in order to help the organization

to achieve its goals and objectives.

RECRUITMENT PROCESS1. Identify vacancy

2. Prepare job description and person specification.

3. Advertising the vacancy.

4. Managing the response.

5. Short-listing.

6. Arrange interviews.

7. Conducting interview and decision making.

RECRUITMENT PROCESS1. Identify vacancy

2. Prepare job description and person specification.

3. Advertising the vacancy.

4. Managing the response.

5. Short-listing.

6. Arrange interviews.

7. Conducting interview and decision making.

Methods Of Recruitment

According to DUNN and STEPHENS methods are:• DIRECT METHODS.

• INDIRECT METHODS.

• THIRD PARTY METHODS.

DIRECT METHODS Any form of method in which direct interaction of the

organisation is made with the job seekers.

THESE INCLUDE• Sending travelling recruiters educational and professional

institutions.• Sending employees contact with public and manned exhibits.• Sending recruiters conventions and seminars, exhibits at fairs.

INDIRECT METHODS

• Any form of method in which intermediaries are use to do interaction between the organization and the job seekers.

• THESE INCLUDE ADVERTISEMENTS.

An example.

THIRD PARTY METHODS

• THESE INCLUDE• Private employment agencies.• State or public employment agencies.• Schools, colleges and professional institutes.• Employee referrals.• Voluntary organizations , etc.

RECRUITMENT PROCESS1. Identify vacancy

2. Prepare job description and person specification.

3. Advertising the vacancy.

4. Managing the response.

5. Short-listing.

6. Arrange interviews.

7. Conducting interview and decision making.The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

SELECTION

• Selection is a long process, commencing from interviews with the applicant and ending up with the contract.

• It is mainly concerned with securing relevant information about the applicant.

• The objective is to determine whether an applicant meets the qualification for the specific job.

PLACEMENT• The act of an employment office or employer

In filling a position.• In other words,” the detrminnation of the job

to which an accepted candidate is to be assigned, and his assignment to that job.

Recruitment Vs Selection

1. The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation

WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

Cont.

2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation

WHEREAS the basic purpose of selection process is to choose the right candidate tofill the various positions in the organisation.

Cont.

3. Recruitment is a positive process i.e. encouraging more and more employees to apply

WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.

Cont.

4. Recruitment is concerned with tapping the sources of human resources

WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests.

Cont.

5 . There is no contract of recruitment established in recruitment

WHEREAS selection results in a contract of service between the employer and the selected employee.

•THANK YOU

Special thanks to system coordinators

Shashank rathi and Umesh Lokhande