report

2. HUMAN RESOURCE
MANAGEMENT
•is the management of an
organization's employees.
• human resource management is
sometimes referred to as a "soft"
management skill, effective practice
within an organization requires a
strategic focus to ensure that people
resources can facilitate the
achievement of organizational goals.
• Effective human resource
management also contains an
element of risk management for an
organization which, as a
minimum, ensures legislative
compliance.

3. RECRUITING
THE PROCESS OF
ATTEMPTING TO
LOCATE AND
ENCOURAGE
POTENTIAL
APPLICANTS TO
APPLY FOR
EXISTING OR
ANTICIPATED JOB
OPENING.

4. DECRUITMENT
• process of reducing
the size of the
organization’s
workforce or
restructuring its skill
base
•use to meet the
demands of a dynamic
environment.

5. Types of
Recruitment
Internal recruitment
This refers to the filling of
job vacancies from within the
business - where existing
employees are selected
rather than employing
someone from outside.
A business might decide that it
already has the right people with the
right skills to do the job, particularly
if its training and development
programmed has been effective.

6. How is it done?
Internal vacancies are usually
advertised within the business via a
variety of media:
•Staff notice boards
• Intranets
• In-house magazines /
newsletters (for example,
Emap, a major publishing
business) have a weekly
staff magazine devoted
solely to advertising jobs
within the organisation!
• Staff meetings

7. Advantages
• Gives existing employees greater
opportunity to advance their
careers in the business
• May help to retain staff who might
otherwise leave
• Requires a short induction training
period
• Employer should know more
about the internal candidate's
abilities ( a reduced risk of selecting
an inappropriate candidate)
• Usually quicker and less
expensive than recruiting from
outside

8. Disadvantages
•Limits the number of potential
applicants for a job
•External candidates might be
better suited / qualified for the job
•Another vacancy will be created
that has to be filled
• Existing staff may feel they have
the automatic right to be promoted,
whether or not they are competent
•Business may become resistant to
change; by recruiting from
outside, new perspectives and
attitudes are brought in

9. External Recruitment
 External sources of
recruitment have to be
solicited from outside the
organization.
It involves lot of time
and money. The external
sources of recruitment
include
Employment at factory
gate, advertisements,
employment exchanges,
employment agencies,
educational institutes,
labor contractors,
recommendations etc.

10. External Sources Of Recruitment
1. PRESS ADVERTISEMENTS 3. PLACEMENT AGENCIES
Advertisements of the vacancy Several private consultancy firms
in newspapers and journals perform recruitment functions on
are a widely used source of behalf of client companies by
recruitment. The main charging a fee. These agencies
advantage of this method is are particularly suitable for
that it has a wide reach. recruitment of executives and
specialists. It is also known as
2. EDUCATIONAL INSTITUTES
RPO (Recruitment Process
Various management
Outsourcing)
institutes, engineering
colleges, medical Colleges etc. 4.EMPLOYMENT EXCHANGES
are a good source of recruiting Government establishes public
well qualified employment exchanges throughout
executives, engineers, medical the country. These exchanges
staff etc. They provide facilities provide job information to job
for campus interviews and seekers and help employers in
placements. This source is identifying suitable candidates.
known as Campus Recruitment.

11. 5.LABOUR CONTRACTORS 7.EMPLOYEE REFERRALS /
Manual workers can be RECOMMENDATIONS
Many organisations have
recruited through structured system where the
contractors who maintain current employees of the
close contacts with the organisation can refer their friends
sources of such workers. and relatives for some position in
This source is used to their organisation. Also, the office
bearers of trade unions are often
recruit labor for aware of the suitability of
construction jobs. candidates. Management can
6.UNSOLICITED APPLICANTS inquire these leaders for suitable
Many job seekers visit the office jobs.
of well-known companies on 8.RECRUITMENT AT FACTORY
their own. Such callers are GATE Unskilled workers may be
considered nuisance to the recruited at the factory gate these
daily work routine of the may be employed whenever a
enterprise. But can help in permanent worker is absent. More
creating the talent pool or the efficient among these may be
database of the probable recruited to fill permanent
candidates for the organisation. vacancies.

12. Advantages
Outside people bring
in new ideas
People have a wider
range of experience
Larger pool of
workers from which to
find the best candidate

13. Disadvantages
Longer process
More expensive process
due to advertisements and
interviews required
Selection process may not
be effective enough to
reveal the best candidate

14. Recruiting
Women
and
minorities

15. ABOUT THE
EMPLOYER
• are under pressure to improve
employment opportunities in
their organization in placing
individuals in the better paying
jobs
•Difficulty in recruiting women
for clerical, secretarial and
other jobs in which they have
traditionally employed

16. Barriers from recruiting
women
 women encounter barriers in gaining
employment in the better paying jobs
traditionally performed by men.
 they also have encountered barriers in
attempting to gain Positions of managerial
responsibility
 laws restricting hours of work for
women and the types of Duties they
could perform automatically
eliminate women From a certain
job, they would have been able
perform.
 blue-collar jobs were eliminated
which were considered too
hazardous for women to perform.

17. Coping with stereotypes of women
 Women work merely to
supplement the family income.
Women do not want to be
managers because it would
involve an extra work load
which would interfere with
family obligations.
 Women are unable to meet
certain work demands for
emotional toughness and
stability because of their
psychological makeup.

18. Overcoming the barriers
 The opening of
employment opportunities
for women in
nontraditional jobs
 De sex job titles
The elimination of
qualifications pertaining
to physical strength or
physical size where such
job requirements have not
yet been validated

19. Modifying conditions to
promote equal
opportunity
In preparing job
specifications, any unnecessary
requirements that might prevent
the placement of women in a
specific job
 Institute flexi-time or job sharing
to enable women to accept jobs
 More flexible policies covering
leaves of absence can prevent
women from being forced to
resign for maternity purposes

20. RECRUITING WITHIN THE
ORGANIZATION
INTERNAL PROMOTION
SERVES TO REWARDS
THE EMPLOYEE
RECEIVING THE
PROMOTION FOR HIS
OR HER PAST
PERFORMANCE AND
HOPEFULLY WILL
RESULT IN
CONTINUING EFFORTS
BY THAT INDIVIDUALS

21. ADVANTAGES DISADVANTAGES
•REWARDS GOOD •CAN PRODUCE
WORK OF CURRENT ORGANIZATIONAL
INBREEDING;
EMPLOYEES
CANDIDATES MAY HAVE
•IS COST-EFFECTIVE LIMITED PERSPECTIVE
•IMPROVES MORALE •PLACES HEAVY
•CAN ASSESS BURDEN ON
KNOWN PAST TRAINING AND
PERFORMANCE DEVELOPMENT
•CAN RESULTS IN •MAY CAUSE POLITICAL
SUCCESSION OF INFIGHTING FOR
PROMOTION PROMOTIONS

22. RECRUITING OUTSIDE THE
ORGANIZATION
UNLESS THERE IS TO
BE A REDUCTION IN
THE WORK
FORCE, ANY
VACANCY OCCURING
WITHIN THE
ORGANIZATION
MUST EVENTUALLY
BE FILLED WITH A
REPLACEMENT FROM
THE OUTSIDE.

23. ADVANTAGES DISADVANTAGES
•BRINGS NEW IDEAS/ TALENT
INTO ORGANIZATION GET •MAY RESULT IN
NEEDED COMPETENCIES MISPLACEMENTS
•PROVIDES CROSS •INCREASE
INDUSTRY- INSIGHT RECRUITMENT COST
•MAY REDUCE TRAINING •MAY COST MORALE
COST (EXPERIENCED PROBLEMS IN INTERNAL
HIRED CANDIDATES
•HELPS ORGANIZATION •REQUIRES LONGER
MEET EQUAL ORIENTATION OR
EMPLOYMENT ADJUSTMENT TIME
OPPORTUNITY/
AFFIRMATIVE ACTION
GOALS

24. Importance of Recruitment
• Attract and encourage more and more candidates to
apply in the organisation.
• Create a talent pool of candidates to enable the selection of best
candidates for the organisation.
• Determine present and future requirements of the organization
in conjunction with its personnel planning and job analysis
activities.
• Recruitment is the process which links the employers with the
employees.
• Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applicants.
• Help reduce the probability that job applicants once recruited and selected
will leave the organization only after a short period of time.

25. Ganda nila
grabeeeeee