recruitment -aanchal bansal
TRANSCRIPT
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Prepared by:-
Aanchal Bansal
BBA (MOM)- IV sem02011415109
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INTRODUCTION
Recruitment refers to the process ofattracting, screening, and selectingqualified people for ajob .
According to Flippo , Recruitment is aprocess of searching for prospectiveemployees and stimulating and
encouraging them to apply for job in anorganization.
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http://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Employment -
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CHARACTERISTICS
The process of recruitment does not stop when itcommences, it is a dynamic activity. The purpose of it is toprovide an Organization with a pool of qualified candidates.Its specific purposes are as follows:
v To assist augment the success rate of selection processby reducing the numbers of obviously under-qualifiedand over-qualified applicants.
v To increase Organizational and individual effectivenessin the short and long term plans.
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IMPORTANCE
Attract and encourage more and more candidates to apply in the
organization.
Create a talent pool of candidates to enable the selection of best
candidates for the organization.
Recruitment is the process which links the employers with the
employees.
Increase the pool of job candidates at minimum cost.
Meet the organizations legal and social obligations regarding the
composition of its workforce.
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PROCESS
It begins when HR Department receivesrequisition for recruitment from any departmentof the company. It contains details about thepositions to be filled, number of persons to be
recruited, the duties to be performed ,qualifications required from the candidate andterms & conditions of the employment.
Locating and developing the sources of required
numbers and types of employees.
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Cont.
Identifying the prospective employees.
Communicating the information about
the organization, terms & conditions ofthe job.
Encouraging the candidates to apply
for jobs in the organization.Evaluating the effectiveness ofrecruitment process.
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SOURCES OF RECRUITMENT:-
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INTERNAL SOURCES
When the existing workforce available with inthe organization is used to fill the vacancy, it isknown as internal sources.
The sources of internal recruitment are asfollows:-
Transfer
Promotion
Assigning jobs to separated employees.
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MERITS OF INTERNAL
SOURCES
Economical
Time saving
TrainingMotivator
Effective use of surplus staff
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DEMERITS OF INTERNAL
SOURCES
This method can only be applied in existingorganization.
The employees may not realize the importanceof handwork as higher positions are offered to
them without any struggle.It deprives the organization of fresh talent, ideasand latest technical know- how.
It results in creating a vacancy to fill a vacancy
unless the organization is over staffed.Personal biases of the management play animportant role.
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EXTERNAL SOURCES
External sources of recruitment lie outside theorganization.
Educational and Training Institutions
Casual CallersGate Recruitment
Labor Contactors and Agents
Advertisement on televisionSimilar Organization
Personal Consultants
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MERITS OF EXTERNAL
SOURCES
Fresh Talent
Wide ChoiceQualified Personnel
Competitive Spirit
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DEMERITS OF EXTERNAL
SOURCES
Costly Process
Time ConsumingDissatisfaction among ExistingEmployees
Need for Orientation
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