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Recruitment
Acc to Mckenna and Beech, Recruiting is the process of
attracting a pool of candidates for a vacant position. Acc to Robbins & Decenzo, Recruiting is the discovery of potential candidates for actual or anticipated organizational vacancies. It is the process of identifying prospective employee, stimulating them & encouraging to apply for a job. Its purpose is to have an inventory of eligible persons, from which selection of most suitable candidate can be made.
External Sources
Recruiting from outside the organization
Internal Methods
Recruitment through internal techniques
External Methods
Recruitment through external techniques
Internal Sources
A. Promotions
Since internal employees are more familiar with
B. Transfers
organizations people, policies, practices Employee feel secure & identify long-term interests
Recruiting employee internally without promotion Allow employee to work in various departments Rehire of former employees whos been laid off
C. Job Rotation
External Sources
B. Walk-ins
C. Employment agencies
filled and sometimes a job may be changed before it is advertised again. Draw up the job description listing the job title, salary, main duties and responsibilities of the job holder. Draw up the person specification listing the essential and desirable skills, qualifications and attributes of the person.
Advertise the vacancy decide where to advertise it. State the job content and the skills, qualifications and attributes required. Say how to apply for the job. Shortlist applications select the best applications for interview (usually 5 or 6 maximum).
Interview the applicants (may include tests and questions) and score their performance Select the best candidate (the top scorer/one who will fit in best with other staff)
Offer the job If offer accepted, notify
unsuccessful candidates.
Internal Methods
A. Job posting
Its an open invitation to all employees in an
B. Skill Inventories
It includes employee name, number, address and
Organizational Growth
Growth opportunities attracts talent workers
Image of Organization
Attraction of qualified & experienced workers
Organizational Policies
Rules & regulations are largely affect the choices
of worker
Selection
Acc to Robbins & Decenzo, The primary purpose
of selection is to predict which job applicant will be successful if hired. Acc to Wendell & French, Selection is the process of choosing among people who apply for work with an organization. Selection is the process of gathering information for the purposes of evaluating and deciding who should be hired, under legal guidelines, for the short & long term interests of the individual & the organization.
interests Preliminary interview unstructured, semistructured, structured Selection tests aptitude, achievement, personality test Reference check Medical examination Final selection reject, hold or hire
reasoning, numbers memory b. Mechanical aptitude tests measures capacities related to the mechanical matters.
situation c. Interests test inventories of likes, dislikes, hobby d. Personality test measure personality of candidates
3. Vocational test
Measures candidate preferences in different types
of jobs
4. Graphology test
Conducted to analyze the handwriting and
Ineffective Recruitment Perception Stereotyping Gender Issue Quota System Validity Reliability Pressure Nepotism/Favourism
Recruitment
Advertisement Walk-ins Recommendations
Selection
Application forms are evaluated Selection test are administered; they are written test Selection interview is held; generally semi-structured Hiring decision is made Medical examinations
Socialization is a process through which an employee begins to understand and accept the values, norms and beliefs held by the organization. Its purposes are;
Improve performance
Encounter Stage
Entry of employee in an organization Employee confronts the expectations & reality
Metamorphosis Stage
Stage of change where an employee adjust to job, work,
group & organization. Final stage where an employee comforts in his job.