Escolar Documentos
Profissional Documentos
Cultura Documentos
PRASEEDHA. S
1ST YEAR M.SC NURSING
HUMAN RESOURCE
PLANNING( STAFFING)
DEFINITION
4 Associate Professor 2 4
5 Assistant Professor 3 6
1 Professor cum 1
PRINCIPAL
2 Professor cum 1
VICE-
PRINCIPAL
3 Professor 0 1
4 Associate 2 1
Professor
S. Designation GNM B.Sc.(N) P.B. M.Sc.(N)
No. 20-60 40-60 B.Sc.(N) 10-25
(Students 61-100 (students
intake) (Students intake)
intake)
1 Professor cum 1
PRINCIPAL
2 Professor cum 1
VICE-
PRINCIPAL
3 Professor 0 1*
4 Associate 2 1*
Professor
5 Assistant 3 2 3*
Professor
6 Tutor 6-18 10-18 2-10
S. Designation ANM GNM B.Sc.(N) P.B. M.Sc(N)
No. 20-60 20-60 40-60 B.Sc.(N) 10-25
(Students 61-100 (students
intake) (Students intake)
intake)
1 Professor cum 1
PRINCIPAL
2 Professor cum 1
VICE-
PRINCIPAL
3 Professor 0 1*
4 Associate 2 1*
Professor
5 Assistant 3 2 3*
Professor
6 Tutor 4-12 6-18 10-18 2-10
RECRUITMENT
DEFINITION
1. Recruitment is the process of finding
and attracting capable applicants for
employment. The process begins when
new recruits are sought and ends when
their applicants are submitted.
-William B Werther & K. Devis
CONTD….
2. Recruitment is a process to discover
the sources of manpower to meet the
requirements of the staffing schedule
and to employ effective measures for
attracting that manpower in adequate
numbers to facilitate effective selection
of efficient working force.
- Yodar
FACTORS AFFECTING
RECRUITMENT
1. Size of the institution.
2. Number of departments
3. Courses offered.
4. Specialization offered.
5. Employment conditions in the community.
6. Working conditions, salary, and other
benefits.
7. Rate of growth of the institution.
8. Plan for the future expansion
9. Cultural, economic and legal forces, etc.
STEPS OF RECRUITEMENT
PROCESS
Preparation of the recruitment policy and
rules.
Planning and assessment of recruitment
programs.
Demand forecasting.
Determination of resources of recruitment.
Writing job description and person
specifications.
CONTD….
Drafting the application forms and
instructions to the candidates
Preparation of the advertisement and
release in the media.
Collecting filled up application forms.
Handing over to the selection
department.
RECRUITMENT POLICY
Serves as a guide to thinking and action of
those, who have to make decision in the
course of accomplishment of the educational
institution’s goal and as such here the
recruitment of the teaching and, non-
teaching staff.
Asserts the objectives of the recruitment and
provides a framework of implementation of
the recruitment program in the form of
procedures.
A GOOD RECRUITMENT
POLICY MUST CONTAIN;
Institution's objectives.
Identification of the recruitment needs.
Preferred sources of recruitment.
Criteria of selection and preferences.
The cost of recruitment and financial
implications.
SELECTION
Starts from the point, where the recruitment
is over or ends.
The selection process begins only after an
adequate number of applicants have been
secured through the recruitment.
The selection procedure is concerned with
securing relevant information about an
applicant.
CONTD…
• OBJECTIVE OF SELECTION PROCESS:
-To determine whether an applicant meets
the qualifications for a specific job
-To choose the applicant, who is most likely
to perform well in that job.
Selection process starts with the initial
screening interview and concludes with the
final employment decision.
CONTD…
Traditional selection procedures:
Preliminary screening interview
Completion of application form
Employment tests
Comprehensive interview
Background investigations
Physical examination
Final employment decision to hire
STEPS IN SELECTION
PROCEDURE
1. Receipt of the application form from
the recruitment section.
2. Screening the applications
3. Preliminary interviews
4. Asking for additional information
5. Tests if any
6. Interviews
CONTD….
7. Checking of references
8. Provisional selection
9. Final selection
10. Medical examination if any
11. Placement
12. Induction.
CONTD…
PLACEMENT
It is the determination of the job to which an
accepted candidate is to be assigned, and his
assignment to that job.
INDUCTION
induction is a technique by which a new
employee is rehabilitated into the changed
surroundings and introduced to the practices,
policies and purposes of the institution.
OBJECTIVES OF INDUCTION