I N T R O D U C T I O N

T o d a y , i n e v e r y o r g a n i z a t i o n p e r s o n n e l p l a n n i n g a s a n a c t i v i t y i s n e c e s s a r y . I t i s a n i m p o r t a n t p a r t o f a n o r g a n i z a t i o n . H u m a n R e s o u r c e P l a n n i n g i s a v i t a l i n g r e d i e n t f o r t h e s u c c e s s o f t h e o r g a n i z a t i o n i n t h e l o n g r u n . T h e r e a r e c e r t a i n w a y s t h a t a r e t o b e f o l l o w e d b y e v e r y o r g a n i s a t i o n , w h i c h e n s u r e s t h a t i t h a s r i g h t n u m b e r a n d k i n d o f p e o p l e , a t t h e r i g h t p l a c e a n d r i g h t t i m e , s o t h a t o r g a n i s a t i o n c a n a c h i e v e i t s p l a n n e d o b j e c t i v e . T h e o b j e c t i v e s o f H u m a n R e s o u r c e D e p a r t m e n t a r e H u m a n R e s o u r c e P l a n n i n g , R e c r u i t m e n t a n d S e l e c t i o n , T r a i n i n g a n d D e v e l o p m e n t , C a r e e r p l a n n i n g , T r a n s f e r a n d P r o m o t i o n , R i s k M a n a g e m e n t , P e r f o r m a n c e A p p r a i s a l a n d s o o n . E a c h o b j e c t i v e n e e d s s p e c i a l a t t e n t i o n a n d p r o p e r p l a n n i n g a n d i m p l e m e n t a t i o n . F o r e v e r y o r g a n i s a t i o n i t i s i m p o r t a n t t o h a v e a r i g h t p e r s o n o n a r i g h t j o b . R e c r u i t m e n t a n d S e l e c t i o n p l a y s a v i t a l r o l e i n t h i s s i t u a t i o n . S h o r t a g e o f s k i l l s a n d t h e u s e o f n e w t e c h n o l o g y a r e p u t t i n g c o n s i d e r a b l e p r e s s u r e o n h o w e m p l o y e r s g o a b o u t R e c r u i t i n g a n d S e l e c t i n g s t a f f . F i r s t w e w i l l k n o w w h a t i s r e c r u i t m e n t a n d s e l e c t i o n - R e c r u i t m e n t a n d S e l e c t i o n a r e s i m u l t a n e o u s p r o c e s s a n d a r e i n c o m p l e t e w i t h o u t e a c h o t h e r . R e c r u i t m e n t a n d s e l e c t i o n a r e t w o o f t h e m o s t i m p o r t a n t f u n c t i o n s o f p e r s o n n e l m a n a g e m e n t . R e c r u i t m e n t p r e c e d e s s e l e c t i o n a n d h e l p s i n s e l e c t i n g a r i g h t c a n d i d a t e . T h e y a r e i m p o r t a n t c o m p o n e n t s o f t h e o r g a n i s a t i o n a n d a r e d i f f e r e n t f r o m e a c h o t h e r

M e a n

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o f

R e c

r u i t

m e n

R e c r u i t m e n t m e a n s t o e s t i m a t e t h e a v a i l a b l e v a c a n c i e s a n d t o m a k e s u i t a b l e a r r a n g e m e n t s f o r t h e i r s e l e c t i o n a n d a p p o i n t m e n t . R e c r u i t m e n t i s u n d e r s t o o d a s t h e p r o c e s s o f s e a r c h i n g f o r a n d o b t a i n i n g a p p l i c a n t s f o r t h e j o b s , f r o m a m o n g w h o m t h e r i g h t p e o p l e c a n b e s e l e c t e d . I n t h e r e c r u i t m e n t , a p o o l o f e l i g i b l e a n d i n t e r e s t e d c a n d i d a t e s i s c r e a t e d f o r s e l e c t i o n o f m o s t s u i t a b l e c a n d i d a t e s . R e c r u i t m e n t r e p r e s e n t s t h e f i r s t c o n t a c t t h a t a c o m p a n y m a k e s w i t h p o t e n t i a l e m p l o y e e s Flippos definition: It is a process of searching for p r o s p e c t i v e e mp l o ye e s a n d st i m u l a t i n g a n d e n co u r a g i n g t h e m t o a p p l y f o r j o b s i n a n organization. N e e d f o r r e c r u i t m e n t :

T h e n e e d f o r r e c r u i t m e n t m a y b e d u e t o t h e f o l l o w i n g r e a s o n s / s i t u a t i o n : a ) V a c a n c i e s d u e t o p r o m o t i o n s , t r a n s f e r , r e t i r e m e n t , t e r m i n a t i o n , p e r m a n e n t d i s a b i l i t y , d e a t h a n d l a b o u r t u r n o v e r . b ) C r e a t i o n o f n e w v a c a n c i e s d u e t o t h e g r o w t h , e x p a n s i o n a n d d i v e r s i f i c a t i o n o f b u s i n e s s a c t i v i t i e s o f a n e n t e r p r i s e . I n a d d i t i o n , n e w v a c a n c i e s a r e p o s s i b l e d u e t o j o b s p e c i f i c a t i o n . P u r p o s e a n d R e c r u i t m e n t : 1 . D e t e r r e q u i r e o n c o n j u a n d j o b m i n e t m e n t s n c t i o n a n a l y s i m p o r t a n c e o f

h e p r e s e n t a n d f u t u r e o f t h e o r g a n i z a t i o n w i t h i t s p e r s o n n e l - p l a n n i n g i s a c t i v i t i e s . p o o l o f j o b c a n d i d a t e s a t

2 . I n c r e a s e t h e m i n i m u m c o s t .

3 . H e l p i n c r e a s e t h e s u c c e s s r a t e o f t h e s e l e c t i o n p r o c e s s b y r e d u c i n g t h e

n u m b e r o f v i s i b l y u n d e r q u a l i f i e d o v e r q u a l i f i e d j o b a p p l i c a n t s . 4 . H e l p r e d u c e t j o b a p p l i c a n t s , s e l e c t e d , w i l l l e a a f t e r a s h o r t p e r i h e o n v e o d

o r

p r o b a b i l i t y t h a t c e r e c r u i t e d a n d t h e o r g a n i z a t i o n o n l y o f t i m e . a n d

5 . M e e t t h e o r g a n i z a t i o n s l e g a l s o c i a l o b l i g a t i o n s r e g a r d i n g t h e c o m p o s i t i o n o f i t s w o r k f o r c e . 6 . B e g i n i d e n t i f y i n g a n d p r e p a r i n g p o t e n t i a l j o b a p p l i c a n t s w h o w i l l b e a p p r o p r i a t e c a n d i d a t e s .

7 . I n c r e a s e o r g a n i z a t i o n a l a n d i n d i v i d u a l e f f e c t i v e n e s s i n t h e s h o r t t e r m a n d l o n g t e r m . 8 v a a S . E v a l u a t e t h e e f f e c t i v e n e s s o f a r i o u s r e c r u i t i n g t e c h n i q u e s n d s o u r c e s f o r a l l t y p e s o f j o b p p l i c a n t s . o u r c e s o f R e c r u i t m e n t

SOURCES OF MANAGERIAL RECRUITMENT INTERNAL SOURCES EXTERNALSOURCES 1) Promotion 1Campus recruitment 2) Transfers 2) Press advertisement 3) Internal notification 3) Management consultancyservice(Advertisement) & private employmentexchanges 4) Retirement 4) Deputation of personnel ortransferFrom one enterprise toanother 5) Recall 5) Management trainingschemes 6) Former employees 6) Walk-ins, write-ins, talk-ins 7)

Miscellaneous external sources

Intern alRecruitment

Pros

and

Cons:

The Internal Recruitment can build a strong loyalty with the organization as the employees have achance to change their position after a period of time. The employees are not pressed to look for opportunities on the external job market.The Internal Recruit ment can be cheaper for the organization and can save the costs dedicated to thetraining and induction of new employees. Also, as the candidate knows the organization, the possibilityof the failure is not a significant issue to the organization.The Internal Recruitment needs strong management from the HRM Function, which can lead to theconflicts and the HRM Function has to have a position to be able to act as a strong facilitator in theconflict resolution.The Internal Recruitment can lead to huge issues when the candidates come from one department. Them a n a g e r s have t o have the ri ght to p ro tect thei r o wn in te re st s in t he o r g a n i z a t i o n a s t h e y a r e responsible for the smooth operation.T h e I n t e rn a l R e c ru i t m e n t d o e s n o t b r i n g n e w s ki l l s a n d co m p e t e n c i e s t o t h e o r g a n i za t i o n a n d organization with an intensive usage of the internal recruitment can suffer from the fresh blood. Extern al Recruitment Pros and Cons:

The External Recruitment brings new people to the organization, which can be a huge benefit for theorganizatio n. The External Recruitment

allo ws the organization to define the right requirements andthe organization can select the candidate, which suits the organization best. The external recruitmentcan be in man y situations quicker solutions, mainly in the situation, when the job market is full of potential job candidates.The exte rnal recruitment and proper campaign increase the popularity of the organization on the jobmarket, which helps to improve the position for further expansion.On t h e o t h e r h a n d , t h e e xt e rn a l r e c ru i t m e n t i s e xp e n s i ve a n d t a ke s a l o t o f e n e r g y f ro m t h e H R M Function to handle all the job candidates in the selection process. M e a n i n g o f S E L E C T I O N :

S e l e c t i o n i s d e f i n e d a s t h e p r o c e s s o f d i f f e r e n t i a t i n g b e t w e e n a p p l i c a n t s i n o r d e r t o i d e n t i f y ( a n d h i r e ) t h o s e w i t h a g r e a t e r l i k e l i h o o d o f s u c c e s s i n a j o b . S e l e c t i o n i s b a s i c a l l y p i c k i n g a n a p p l i c a n t f r o m ( a p o o l o f a p p l i c a n t s ) w h o h a s t h e a p p r o p r i a t e q u a l i f i c a t i o n a n d c o m p e t e n c y t o d o t h e j o b . T h e d i f f e r e n c e b e t w e e n r e c r u i t m e n t a n d s e l e c t i o n : R e c r u i t m e n t i s i d e n t i f y i n g n e n c o u r a g i n g p r o s p e c t i v e e m p l o y e e s t o a p p l y f o r a j o b . AndS e l e c t i o n i s s e l e c t i n g t h e r i g h t c a n d i d a t e f r o m t h e p o o l o f a p p l i c a n t s Selection process starts where recruitment ends S E L E C T I O N P R O C E S S

S e l e c t i o n i s a l o n g p r o c e s s , c o m m e n c i n g f r o m t h e p r e l i m i n a r y i n t e r v i e w o f t h e a p p l i c a n t s a n d e n d i n g w i t h t h e c o n t r a c t o f e m p l o y m e n t . The Internal Recruitment can build a strong loyalty with the organization as the employees have achance to change their position after a period of time. The employees are not pressed to look for opportunities on the external job market.The Internal Recruitment can be cheaper for the organization and can save the costs dedicated to thetraining and induction of new employees. Also, as the candidate knows the organization, the possibilityof the failure is not a significant issue to the organization.The Internal Recruitment needs strong management from the HRM Function, which can lead to theconflicts and the HRM Function has to have a position to be able to act as a strong facilitator in theconflict resolution.The Internal Recruitment can lead to huge issues when the candidates come from one department. Them a n a g e r s have t o have the ri ght to p ro tect thei r o wn in te re st s in t he o r g a n i z a t i o n a s t h e y a r e responsible for the smooth operation.T h e I n t e rn a l R e c ru i t m e n t d o e s n o t b r i n g n e w s ki l l s a n d co m p e t e n c i e s

t o t h e o r g a n i z a t i o n a n d organization with an intensive usage of the internal recruitment can suffer from the fresh blood. Extern al Recruitment Pros and Cons:

The External Recruitment brings new people to the organization, which can be a huge benefit for theorganizatio n. The External Recruitment allo ws the organization to define the right requirements andthe organization can select the candidate, which suits the organization best. The external recruitmentcan be in man y situations quicker solutions, mainly in the situation, when the job market is full of potential job candidates.The exte rnal recruitment and proper campaign increase the popularity of the organization on the jobmarket, which helps to improve the position for further expansion.On t h e o t h e r h a n d , t h e e xt e rn a l r e c ru i t m e n t i s e xp e n s i ve a n d t a ke s a l o t o f e n e r g y f ro m t h e H R M Function to handle all the job candidates in the selection process. M e a n i n g o f S E L E C T I O N :

S e l e c t i o n i s d e f i n e d a s t h e p r o c e s s o f d i f f e r e n t i a t i n g b e t w e e n a p p l i c a n t s i n o r d e r t o i d e n t i f y ( a n d h i r e ) t h o s e w i t h a g r e a t e r l i k e l i h o o d o f s u c c e s s i n a j o b . S e l e c t i o n i s b a s i c a l l y p i c k i n g a n a p p l i c a n t f r o m ( a p o o l o f a p p l i c a n t s ) w h o h a s t h e a p p r o p r i a t e q u a l i f i c a t i o n a n d c o m p e t e n c y t o d o t h e j o b . T h e d i f f e r e n c e b e t w e e n r e c r u i t m e n t a n d s e l e c t i o n : R e c r u i t m e n t i s i d e n t i f y i n g n e n c o u r a g i n g p r o s p e c t i v e e m p l o y e e s t o a p p l y f o r a j o b . And S e l e c t i o n i s s e l e c t i n g t h e r i g h t c a n d i d a t e f r o m t h e p o o l o f a p p l i c a n t s . Selection process starts where recruitment ends