Recruitment & Staffing

 By
 Ajesh Mukundan p
 ajeshmp@gmail.com
 +91 9947426820
HR Processes – An Employee Life Cycle
Recruitment – Introduction
 Applies to the process of attracting potential
employees to the organization or company
 Continues with the selection and cases with
placement of the candidates
 Manpower planning to make it possible to
acquire the number & type of people
necessary to ensure the continued operation
of the organization
Recruitment - Definition
 William F Glueck – Recruitment acts set of
activities and organization uses to attract job
candidates possessing appropriate
characteristics to help the organization reach
its objectives.
 Byars & Rue – Rec Involves seeking &
attracting a pool of people from which
qualified candidates for job vacancies can be
chosen
Pre-requisites of a sound Recruitment
Policy
 Conformity with its general policies
 Should be
 flexible enough to meet the changing needs of an
organization.
 be designed so as to ensure employment
opportunities on long term basis to achieve
organizational goals.
 match the qualities of employees
 Highlight the meeting of established job analysis
Principle elements governing
Recruitment Policy
 Identification of recruitment needs
 Preferred sources of recruitment
 Cost of recruitment and selection
 Criteria of selection techniques
 Role , if any , assigned to the Union in the
formulation and implementation of Rec and
selection policies
Sources of recruitment
Internal
 Present , Permanent
employees
 Present Temp/ Casual
 Retrenched / Retired
 Dependents of diseased ,
disabled , retired and
present employees
External
 Educational & Training
Institutes
 Pvt employment
agencies / consultants
 Public employment
exchanges ,
 Professional
Associations
 Data banks
 Trade Unions
Recruitment practices in India
 Internal sources
 Casual laborers
 Private / Public employment Exchange
 Labour Contractors
 Candidates introduced by friends & relatives of
employees – employee referrals
 Sons of the soil
 Retd and present employees
 Specified communities and categories
Factors involved in recruitment
 Sourcing – from prestigious Management Institute &
thru reputed placement agencies
 All India Advertisement / Campus interview
 Traditional & orthodox organization meticulously going
by rules – Recruitment rules framed with an attitude of
rigidity
 Time factor playing a vital role – tapping the right
persons at the right time
 Fixing the Interview and test in short notice causing
failure in recruitment
 Fixing conducive venue for the interview to create best
first impression
 Giving correct idea about compensation and benefits
Essentials of selection Procedures

 Some one should have the authority to select

 There must be some standard of personnel with
which a prospective employee may be compared
 There must be sufficient number of applicants
from whom the number of employees may be
selected
Steps in selection procedure
 Job Analysis – selecting the right candidate after finalizing the job
analysis, job description, job specification , etc
 Process of searching for prospective employees and stimulating them to
apply for jobs in the organization.
 Application bank – details of age, sex, Height and Weight, educational
qualifications, experience etc
 written examination – for screening purpose as a matter of elimination
process – to know and measure the candidates’ position on knowledge ,
aptitude , reasoning and English language
 Preliminary interview – observational / personal appraisal method
probing details
 Group discussion – A method to bring applicants around a conference
table to discuss either a case study or a subject matter
 Test – Psychological tests and performance tests

Intelligence tests , Aptitude tests , Interest tests, Personality tests ,

Achievement tests / Trade tests
Interviews
 Informal interview
 Formal interview
 Planned Interview
 Patterned interview
 Non-directive interview
 Depth interview
 Stress interview
 Group interview
 Panel interview
Manpower planning / Staffing
 Concept of Manpower planning
 Process by which Management determines how the
management should move from its current manpower to its
desired manpower utilization
 Described as formal planning in emphasizing the
following ..
 Establishment and recognition of future job requirements

 Scanning the organization through systematic

manpower audit
 Assured supplies of qualified participants

 Development of available manpower

 Effective utilization of current and prospective workforce

members
 Need and importance of Manpower planning
 Helps to avoid sudden disruption of the production run

of an enterprise enabling management to adopt suitable

strategies
 To prepare for fresh demands in terms of numbers ,

skills and occupation to meet increasing demand due to

updated technology and expansion / growth
 To cope with changing job requirement due to

technological change & growing complexity in

business
 Helps to give an overall corporate picture at the

corporate level for identification of surplus / shortage

of personnel
 Process of Manpower process
 Anticipating manpower needs
 Planning for job requirements & description
 Analyzing of skills to determine the nature of
manpower
 Selecting adequate source of records
Steps involved in
Manpower planning process
 Step1 : job Analysis / job design - Mgt must
define what work to be performed , how tasks to
be carried out and allocated into manageable work
units (jobs)
 Step 2 : job description & job specification

refers to incumbent where a job specification with

regard to qualification and experience needed to
perform a job
 Step 3 : forecasting procedures:
 Corporate planner has to forecast the number of people needed
for a particular job – can be done by forecasting the internal
supply and external supply of the people who can perform the job
 Step 4 : Internal Supply of Manpower
 Six methods can be used to forecast the future human resource
needs viz :
 Planning for the statusquo
 Thumb rules
 Unit forecasting
 The Delphi Method
 Scenarios
 Computer Simulation
Planning for the status quo

 Planning involves steps to replace any

employees who are either promoted or who
leave the firm. An example is Management
succession planning which seeks to ensure
that there is at least one qualified manager to
replace any higher level manager in the
organization
Recruitment is an important
stage through for reaching
the destination of Human
Excellence in an Organization
Thank You.