10 Recruitment, Selection and Training Flashcards
Basic Meaning of recruitment
Process of searching for and identifying prospective employees
And encouraging them to apply for the job in the enterprise
- Definition of Recruitment
Recruitment is the development and maintenance of adequate manpower resource.
It involves creation of pool of available manpower resource upon which the organization can draw -> When it needs additional employees.
- Definition of Recruitment
Positive activity:
- Pool
2. Recruited > Selected
Methods of Recruitment:
- Direct
2. Indirect
- Direct:
a. Field Recruitment
b. Walk In interview
c. Posters and Billiboards
d. Tele Recruitment
- Indirect:
a. Advertisements
b. Placement Agencies or search firms
c. Public Exchanges
d. Trade Unions or Proffesional Assosciations
Sources:
- Internal
2. External
- Internal:
a. Transfers
b. Promotions
c. Demotions
d. Ex-Employees
Advantages of Internal:
- Employee Morale
- Inexpensive
- Familiarity
- Experienced staff
- Easy Eval.
- Upgrading
Disadvantages of Internal:
- Limited Choice
- Incomplete Source
- Inbreeding
- Inefficiency
External Sources:
- Advertisements (in newspapers)
- Employment Exchanges -> Semi-Skilled, Unskilled
- Placement Agencies
- Jobbers and Contractors
- Educational Institution
- Recommendations
- Gate hiring
- Unsolicited applicants
Advantages of External Source:
- Fresh Outlook
- Wider choice
- Complete source
Disadvantages of external
- Demoralization
- Expensive
- Danger of maladjustment
Factors influencing the choice of source of recruitment:
- Number:
a. and type to be recruited
b. Number of applicants : Number to be selected - Source:
a. Cost
b. Time
c. Suitability
d. Effect -> Present employees
Government Policies
Basic Meaning of selection:
Judging the suitability of Different candidates
In the light of job requirements
and choosing the most appropriate candidates
Selection is negative process:
- Elimination in each stage
2. Number of rejected > Number of selected
- Definition of Selection:
The process in which candidates for employments are divided into 2 groups -> To be employed, Rejected
- Dale yoder
Importance of Selection:
- Efficiency and Profitability -> Most qualified
- Higher quality and quantitiy of performance
- Minimise labour turn over and Absenteism
- Job satisfaction
Methods and Procedure of Selection:
- Preliminary Interview
- Application Form
- Selection Test
- Selection Interview
- References
- Medical Examination
- Final Approval
Placement:
Assigning specific jobs and work places
Fit
2 types of Tests:
- Proficiency
2. Aptitude
Proficiency:
- Intelligence
- Achievement
- Dexterity
Aptitude:
- Interest tests
2. Personality Tests
Advantages of Tests:
- Objectivity
- Suitability
- Uniformity
Disadvantages of Tests:
- Unreliable
- Fear of Exposure
- Misuse
Qualities of Good Selection Tests:
- Reliability
- Objectivity
- Standardization
- Consistency
Interviews:
Formal Communication between Employer and Job seeker
Former’s Suitability
Face to Face
Benefeit of Interviews to Candidates:
Gives info abt job
Types of Interviews:
- Structured or Patterned Interview
- Unstructured or Unpatterned Interview
- Group Interview
- Panel Interview or Board
- Stress Interview
Guidelines:
- Choosing the right interviewer
- Info abt candidates
- Planning the interview (unless unstructured)
- Putting candidates at ease
- Drawing the best
- Conclusion
Test:
Popular
Systematic Comparison of Work Behavior of Candidates on sample basis.
Attitude and performance of candidates -> Psychological techniques
Distinction between recruitment and selection:
- Meaning
- Aim
- Nature of Process
- Beginning and End
- Scope
- Way of Approach (Traffic)
