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employees .
y Stimulating & Encouraging them to apply for jobs
in the org.
Recruitment Policy of the Org Size of the org & the Number of Employees Employed Cost Involved in Recruitment Growth & Expansion Plans of the Org.
y External Factors
y y
Supply & Demand of Specific Skills in the Market Political & Legal considerations such as Reservations of jobs for reserved Catagories Company s Image Perception by the Job Seekers.
Sources Of Recruitment:
y Present Employees y Unsolicited Applicants y Educational and Professional Instituitions y Public Employment Offices y Private employment Agencies y Employee Referrals y Help wanted Advertising y Walk-Ins
Selection:
y Is the process of discovering the qualifications &
characteristics of the job applicant in order to establish their likely suitability for the job position.
y A good selection requires a methodical approach
to the problem of finding the best matched person for the job
Selection Process
1. 2. 3. 4. 5. 6. 7.
Preliminary Interview Selection Tests Employment Interview Reference and Background Analysis Physical Examination Job Offer Employment Contract
Objectivity good psychological tests are standardised on a large sample and provide normative data across a wide range of demographics and age cohorts. Well selected tests will allow you to demonstrate talents that may otherwise not be evident. Validity psychometric tests are a more valid method of assessment than interviews, academic achievement & reference checks, and when utilised in combination (for example in an assessment centre) are highly predictive of future job performance. Cost the cost of selection errors is large for both the employer and the employee. Psychometric tests help to minimise costs while maximizing potential fit between the candidate and the job.
Hippocrates (400BC) attempted to theoretically define four basic temperament types: sanguine (optimistic), melancholic (depressed), choleric (irritable) and phlegmatic (listless and sluggish). Galton - (19th century) measured human individual differences in terms of ability to discriminate between stimuli. Binet - devised tests to measure differenced in specific human abilities. Now numerous tests measure specific abilities, strengths and competencies.
Army Alpha and Beta tests (WW1) developed out of an urgent need to select personnel with specific aptitudes for training in specialist and strategic roles. Today Psychological tests widely used in selection practices.
A selection procedure measure the personality characteristics of applicants that are related to future job performance. Personality tests typically measure one or more of five personality dimensions: Extroversion, Emotional stability, Agreeableness, Conscientiousness and Openness to experience.
Cont
y Neuropsychological tests: It attempts to measure deficits in cognitive functioning (i.e., your ability to think, speak, reason, etc.) that may result from some sort of brain damage, such as a stroke or a brain injury. y Occupational tests : It attempts to match your interests with the interests of persons in known careers. The logic here is that if the things that interest you in life match up with, say, the things that interest most school teachers, then you might make a good school teacher yourself. y Personality tests : It attempts to measure your basic personality style and are most used in research or forensic settings to help with clinical diagnoses. Two of the most wellknown personality tests are 1. Minnesota Multiphasic Personality Inventory (MMPI), or the revised MMPI-2, composed of several hundred yes or no questions, and 2. Rorschach (the inkblot test), composed of several cards of inkblotsyou simply give a description of the images and feelings you experience in looking at the blots. y Specific clinical tests :It attempts to measure specific clinical matters, such as your current level of anxiety or depression.
USES OF TESTS
y y y
Evaluation of right candidate Proper selection of candidate Identifying the candidates personality
Army,Navy etc. Bank Airlines Companies Schools So, now a days in most of the places candidates are evaluated on the basis of the psychological test.
Advantages
y y y
can result in lower turnover due if applicants are selected for traits that are highly correlated with employees who have high longevity within the organization can reveal more information about applicant's abilities and interests can identify interpersonal traits that may be needed for certain jobs
Disadvantages
y y y y y y
difficult to measure personality traits that may not be well defined applicant's training and experience may have greater impact on job performance than applicant's personality responses by applicant may may be altered by applicant's desire to respond in a way they feel would result in their selection lack of diversity if all selected applicants have same personality traits cost may be prohibitive for both the test and interpretation of results lack of evidence to support validity of use of personality tests
Tips
y y
Select traits carefully : An employer that selects applicants with high degree of 'assertiveness', 'independence', and 'self-confidence' may end up excluding females significantly more than males which would result in adverse impact. Select tests carefully: Any tests should have been analyzed for (high) reliability and (low) adverse impact. Not used exclusively: Personality tests should not be the sole instrument used for selecting applicants. Rather, they should be used in conjunction with other procedures as one element of the selection process. Applicants should not be selected on the basis of personality tests alone.
Types of Interviews
y Structured y Unstructured y Mixed y Behavioral y Stressful
Stage 1: Screening Of Application Forms. Stage 2: Tests--Intelligence, Aptitude, Technical, Psychometric, Ability, Interest. Stage 3: Selection Interview. Stage 4: Selection Decision
SELECTION PROCEDURE/STEPS
12 INTIMATION TO SALARY DEPT. 11 FINAL SELECTION 10 ORIENTATION 9 8 7 6 5 4 3 2 1 REFERENCE ON THE JOB TEST PHYSICAL TEST INTERVIEW PSYCHOLOGICAL TEST WRITTEN TEST TRADE TEST SENDING APPLICATION FORMS PRELIMINARY SCREENING
Cont....
How do you come to know about no. of candidates to be recruited? First do check about current workforce which is on bench and having the required skill then we decide about no. of candidate to be recruited. What's the first process of recruitment? If the recruitment is on small level and the skillset is easily available then we scan our database for candidates but if the recruitment is very large and skillset is presice (or scarcity of skillset ) then we give the advt in news papers.
Cont....
What is the next step you follow ? We shortlisted the resume on the basis of skill and experience and availability of skill set in market, then we invite them for further process like Aptitude Test ,Group Discussion, Interview.
Cont....
What kind of professionals can find job opportunities with the company? We have a rigorous recruitment process to ensure that we hire the best talent in the industry. All our HR processes are competency based.
y Educational qualifications are function dependent. y In addition to a good education, we look for candidates with high y Our main focus is on `internal growth' and hence we look for
candidates who are steady, interested in building a career with Wipro and who bring a new perspective to the organisation.
Cont...
What kind of retention policies do you implement to fight attrition?
Our values and culture, freedom and autonomy, exciting challenges and opportunities for career advancement are our key retention tools. y We work in a highly charged environment with talented and successful people that motivate one and all. y We believe that apart from salaries, employees seek fast growth, exciting work environment and opportunity to make a difference through entrepreneurial ventures, amongst other things. y Each employee has a career growth plan in place. Based on the career plan we give each of them opportunity to work in various functions to get a wide and varied exposure. y We also have a compensation design, which aggressively differentiates between performers and non-performers. y We were arguably the first FMCG company in India to offer stock options to employees. y We also purge the bottom 10% on a regular basis so that they do not become a liability for others.
What is Consultant
y A consultant (from the Latin consultare means "to discuss" ) is a professional who provides advice in a particular area of expertise such as accountancy, the environment, technology, law, human resources, marketing, medicine, finance, public affairs, communication, engineering, graphic design, or waste management. y A consultant is self-employed or works for a consultancy firm, usually with multiple and changing clients.
Types of Consultant
y Environmental consultants. y Technology Consultant. y Human Resource Consultant y Marketing Consultant y Law Consultant y Medicine Consultant y Finance Consultant
Typical work activities y A recruitment consultant's role is demanding and diverse. y using marketing and business knowledge to extend company contacts. y identifying and evaluating employers' recruitment needs. y negotiating terms of employment. y interviewing potential candidates y clarifying and negotiating salary and benefits relating to the role. y headhunting - identifying and approaching suitable candidates. y monitoring candidates once placed. y collecting feedback from employers on the performance of candidates who have previously been placed with them. y maintaining current records and personal statistics for review against performance targets. y documenting clients' details and vacancy requirements in a brief.
3P Consultant Pvt. Ltd. ABC International Placement Services Active Consultant Beta Consultancy HR Services Browse Consulting Career Graph CareerIndia Dynamic Consultant Enterprise Consulting HUDDAR Human Ware India JCG Associates and many more
y At Global Level y ADD Resources y BLT y Camron James y Osiris Connections y Prism Executive Recruitment
be ambitious and confident be goal orientated have good interpersonal and communications skills be a good team player be able to handle multiple priorities be tenacious be a problem solver be able to work to deadlines and targets enjoy responsibility and working in a high-pressure environment have a good sense of humour
the most
y To maintain Effectiveness and Efficiency. y Innovation and Quality Assurance are two key elements in the success of any consulting firm. y Maintain the customer relationship.
Advantages
Fast Response Broad customer base in private and public sectors Improved attraction and recruitment strategies Identifies and prepares potential job applicants
Disadvantages
Non -ethical strategies. It won't always work. Cost.
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ADVERTISEMENT
y What is advertisement?
Advertising is a one-way communication whose purpose is to inform potential customers about products and services and how to obtain them For Recruitment To provide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying.
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2.
Above the line Media: Press, TV, Outdoor, posters, and radio ( recognized ad agencies get commission from these media) Below-the-line Media: Direct mail, Sale Promotion, merchandizing, exhibitions
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(e.g. News pop-ups, Commercial ads like Accenture & many more)
y Radio (e.g. Radio Mirchi ) y Magazines (e.g. Business Today, Winning Edge, Human capital ) y Newspapers (e.g. Blind Box Ads, Business accents, Times classified
etc..)
COST
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COST
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Graphical Comparison
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Walkins
250
200
150
Walkins 100
50
0 Advertisement Consultant
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Joined
30
25
20
15 Joined
10
0 Advertisement Consultant
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60
Convertion Ratio
25
20
15
Convertion Ratio 10
0 Advertisement Consultant
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50
40
20
10
0 Advertisement Consultant
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Success Factors
y Customer realization of Product. y Quality of a Product is determined. y Exposes company s Culture y Ramp Up Awareness of Brand among masses and hence increase Demand
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specified field of Interest. y Finding Desirable Candidates y Keeping an competitive edge over competitors as more advertisements attracts best of the job seekers. y Advertisement is the fastest way to spread recruitment hiring information.
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Short lead time, flexible, reach large audience, community prestige, intense coverage, reader control of exposure, coordination with national advertising, merchandising service, segment consumer by geography.
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y Radio y Advantages audio capacity, short lead time, low cost relative to other media, reach demographic and geographic segmented audience, reach large audience.
y Disadvantages
don t have visual capacity, fragmented and inflexible, temporary nature of message.
y Magazines and Journals y Advantages -- selectivity for demographic and geographic segments, high in quality reproduction, lasts as long as magazine is kept, prestigious advertisement is credibility of magazine is high, extra services, issue may be read by more than one person.
y Disadvantages
long lead time, lack of flexibility in gaining attention, often limited control over location of advertisement.
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y Television y Advantages -- impact mass coverage, repetition, flexibility in getting attention of consumer, prestige, visual and audio capabilities, short lead time.
y Disadvantages -- temporary nature of message, high cost
relative to other media, high mortality rate for commercials, evidence of public distrust, lack of selectivity, hard to target customer, requires production specialists
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y Outdoor Advertising
y Advantages
inexpensive relative to other media, quick communication of simple ideas, repetition of exposure to customers, ability to promote products available for sale nearby
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flexibility in reaching target audience, short lead time, intense coverage, flexibility of format, complete information, easy to personalize
quality of mailing list, consumer resistance, may be considered as junk mail, may be difficult and expensive to access mailing lists
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What is induction?
y Induction is process meant to help the new employee
to settle down quickly into the job by becoming familiar with the people, the surroundings, the job, the firm and the industry. y Induction is the process of acquainting the new employees with the existing culture and practices of the new organization.
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unwritten) of the organisation. y Introduction to the company/department and its personnel structure.
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Contd.....
y Relevant personnel policies, such as training,
promotion and health and safety. y To clear doubtful situation between new employee and existing one.
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Induction Programme
Before designing induction programme firm need to decide four strategic choice.
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HR Representative
To Placement
Supervisor
Points while implementing Induction y Identify the business objectives and desired benefits.
y Secure early commitment y Agree roles and responsibilities of different players in
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Contd.....
y Engage staff prior to joining y Have clear learning objectives for training sessions y Respect the induction needs of different audiences y Keep induction material up to date
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Evaluation
y Feedback from whom who completed induction y Retention rates y Exit interviews y Monitoring queries
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Trends in Induction
y Chalk and talk session y Questionnaire y From practicalities to discussion about culture y Using technologies like e-learning y Team building exercise
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Problem in induction
y To keep it simple y Supervisor is not trained enough y Employee get so much of information in short span of
time y Large no. of forms y Employee is thrown into action too soon y Wrong perception develop in short span
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Contd.....
y Leads to Early leaving. It leads many problems like:-
a) High employee turnover b) Lowering the morale of remaining staff c) Additional cost for re-recruiting d) Damage the company reputation e) Affect new recruitment f) Leaver s record is affected
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