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PURPOSE

DESIGN/METHODOLOGY/APPROACH

FINDINGS RESEARCH LIMITATIONS/IMPLICATIONS

PRACTICAL IMPLICATIONS

ORIGINALITY/VALUE

KEYWORDS

ABSTRACT

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Introduction

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Literature Review

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Pakistan Army

Officers Cadre.

Soldiers.

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The BritishArmy

PRESENT SYSTEM

EMPIRE & COMMON WEALTH

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THE INDIAN ARMY

10+2(THROUGH NDA)

GRADUATE (DIRECT ENTRY)

ENGINEERING GRADUATES(DIRECT

ENTRY)

UNIVERSITY ENTRY SCHEME

10+2 PCM(TECHNICAL)

OTHER RECRIUTMENTS

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LATEST TRENDS IN INDUCTIONSYSTEMS

SHIFT IN TRADITIONAL JOBBOARDS ASHIFTTO SEARCHING FORPASSIVES,

NOTACTIVES

FOCUS ON QUALITY, NOT VOLUME

PROOF THEY WORK SEARCHENGINES WILLREPLACEMANY JOBBOARDS

ASHIFT FROMLARGESITESTOWARDNICHESITES

THEPRIMARYUSERS WILLBEMANAGERS

EXCLUSIVEAVAILABILITY

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SHIFTS IN OTHER e-RECRUITINGSERVICESANDTOOLS

EXECUTIVESEARCH WILLBEDONEPRIMARILYTHROUGHTHE

INTERNET FINDING ISEASY,CONVINCING ISTHE

CHALLENGE RESUMES WILL FADEAS IMPORTANT

SCREENING TOOLS NEW TECHNOLOGIESWILLEMERGE KEYWORDSEARCHES WILLBEREPLACED

BYSOPHISTICATED FUZZYSEARCHES

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CHANGES IN e-RECRUITINGSTRATEGIESANDPHILOSOPHIES

FIRMS WILLBID FORTALENT BRANDING REPLACESTHESHORTTERMAPPROACH

FROMMASSMARKETING TOPERSONALIZEDMARKETING

RELATIONSHIPRECRUITING WILLREPLACE "COINCIDENCE"

RECRUITING

FACE-TO-FACERECRUITING WILLDIMINISH

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ENHANCEMENT INRECRUITING PROCESS

ADOPTION OFMODERNRECRUITINGTECHNIQUES

HIRINGPROFESSIONAL HRPEOPLE/CREATINGSPECIAL HRDEPARTMENT TODEAL WITH HRNEEDS

TRAINING OF THE

RECRUITERS

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Method

Research design

Population and sample

Survey method

Interview method

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Instruments

Survey measures

Responsibilities of HR professionals

Recruitment and selection

Challenges of HRM professionals Prospects

In-depth face-to-face interviews

SURVEY DATA COLLECTION

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QUESTIONNAIRE

(1) What are the responsibilities of HR related people in yourOrganization?

(2) What type of training do you offer to HR related people? (3) Do you have development programs for people employed on

HR related duties? (4) What type of feedback do you get from your induction

programs? (5) What methods do you use in recruitment and selection? (6) What are your current HR policies and practices? (7) What are the most important challenges you face in doing

your job? (8) What do you consider to be the future prospects for HRM?

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0

0.5

1

1.5

2

2.5

3

3.5

4

3.38 1.107

Respondents favour internal

recruitment

Respondents favour external

recruitment

Nepotism is exercised in

candidates selection

Favouritism is exercised in

candidates selection

Army exerts maximum efforts

to retain best employees

Recruiters know the

competences needed

Equal employment opportunityexist

Assessment of the

performance and behaviour of

new recruitsThe right people on the right

positions

MEAN AND STANDARD DEVIATIONS FOR

RECRUITMENT/SELECTION

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THE LASTTIME YOUENROLLED A

NEWCANDIDATE,DID YOU . . .

0

10

20

30

40

50

60

70

80

90

G o s d h lp h

c m n ?

Havea l s of sk lls and

q al f cations being

so ght?

Havea itten job

desc iption fo the

position being filled?

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DOTHE PEOPLE RELATEDTO

INDUCTIONIN ARMY

0

10

20

30

40

50

60

70

80

H

O y

P y -

-

O

O

O ,

O

O y

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0

20

40

60

80

100

120

140

160

180 Lack of high quality employees

Lack of HR expertis e

Lack of marketing expertise

Lack of technicians

Technology and innovation

The prosperity of industry

Lack of financial expertise

Lack of financial support

Increasing competition

MA OR DIFFICUL T IES IN FUT URE

DEVEL OPMENT

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Recommendations

Adoption of positive model toimplement planned changes

Exclusive pool of officers and lowerranks to deal with matters related to HR,

HR people put through various courses,seminars and conferences to keep themabreast with the latest trends in HR.

E-recruiting may be used to recruit andselect potential candidates,

Social Network sites like face book,twitter etc may be exploitedPro-active approach may used to select

better individuals.

Army recruiters may like to visit various

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QUESTIONS PLEASE!!

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