It is also considered as the bread and butter activity of human resource professionals. Huge Collection of Essays, Research Papers and Articles on Business Management shared by visitors and users like you. The usual references are the previous employer, educational institution of the candidate, and reputed persons who know the behaviour or character of the candidate. Tracking changes in the unemployment rate over a period of time can help an organization determine the labour-market conditions of a particular area. For a business organization, it is important to apply model of strategic human resource management to achieve the objective through marketing planning and functions according to standard as well managing the people as per the quality. Kirton, G. and Greene, A.M., 2015. According to Strauss and Sayles, “The object of the interview is to measure the applicant against the specific requirement of the job and to decide whether these will be good fit.”. An organization’s recruitment efforts must compare favourably with its competitors. Selection Process in HRM – 2 Important Qualities of Selection Instrument But many a time one cannot judge the ability of the candidate by mere personal interview only. The process might be called as the process of elimination. Case: Dpointgroup Ltd Abstract The purpose of this study was to evaluate the current Human Resource Management processes in the case company Dpoingroup. Thus any good selection programme should be re-evaluated periodically to make certain it is doing the job for which it has been designed. Once you start getting applications, you need to start thinning out the … It is the process of picking best suited individuals for a particular position from a group of applicants. This test checks the ability of the person to interact, to motivate, or to convince the other person. Kogan Page Publishers. Managing human resources. Where written test and other tests are not conducted, job specialists may ask some questions related to the technicality of the job and if necessary may go deep in the subject matter. Or when the company visits the technical institutes for campus recruitment it may get a list of successful candidates who pass the entrance test conducted by the company personnel. In spite of that poor HRM process or planning increases the cost of the activities and hamper the operational functions of organization as it consume time of HR. Employee Selection Process in HRM: Process # 1. The selection is a long process, starting from initial screening to issuing appointment letters to selected candidates. Acquire such personnel who are most likely to meet the organization’s standards of performance; 2. This examination is conducted to ensure that the individual does not have a disability because of which he may not be able to perform the job he has been hired for. It is wastage of time, money and energy. While preparing the requisition, the concerned manager must be careful enough to estimate his present and proposed need in the near future. When an announcement of vacancies is given in the newspaper, the recruitment department may receive number of applications from the candidates. All the above tests are psychological tests which measure the emotional and psychological maturity of the potential employees. Or sometimes, the workers are selected on the recommendations of the permanent employees. For this category, the recruitment department may approach local employment exchange or local technical training institutes. From these tests one can examine the mental balance of the candidate. The candidate receives a warm welcome from the committee members so that he can feel free to converse with them. It is a check on the previous three steps, and the only way by which selection in future can be made more effectively. Size of the organization- (It is the organization’s magnitude as reflected in the number of people in the organization. Under internal environment a number of characteristics of the organization influence the amount and type of selection process it uses, to hire required employees. Simulation: the practice of model development and use. One symptom of this condition in recent years, has been the nearly 11 percent drop in recruiting visits that organizations made to college campuses between 1992 and 1993 in the U.S.. Local conditions are more important than national conditions unless the employer is recruiting nationwide. Learn about the various steps, process and procedure adopted for recruitment and selection of employees in any organisation. The acquisition of human resources is the first operative function of human resource management. In addition to this, privacy of the candidates and applicant is one of the big issues in the selection and recruitment process as the recruiter are dissecting the confidential job application with external people which is not legally and ethically good. Before companies recruit, they must implement proper staffing plans and forecasting to determine how many people they will need. It is the positive activity in the sense that it aims at reaching as many job seekers as possible for jobs in the enterprise. Both the theoretical and practical knowledge about the trade are verified under this test. As a result, the recruitment efforts of Government departments and Central and State Government organizations are influenced. Armstrong, M. and Taylor, S., 2014. Process IV – Relating Predictor to Criterion: The fourth step involves determining whether a true and meaningful relationship exists between the employee scores on the predictor and the criterion. Copyright ©2012-21 Zucol Services PVT LTD. All Rights Reserved. Those applications are selected which meet the job standards. In case persons employed are having diseases; they may spread it to fellow workers. They think that interview is conducted to eliminate him from selection by asking unnecessary questions. For retaining and developing the plan for managing the human resources, Guest model has suggested that high workforce flexibility, proper training and integration with the departments for better communication HR has to design the policy and practices. For many people interview is a nightmare. These significant demographic shifts in the workforce are already having a profound impact on recruitment strategies utilized by employers. This can be done either by giving the predictor to present employees and simultaneously obtaining criterion measures, or by giving the predictor to new hires and waiting for a specific time before obtaining the criterion measures. Establishing the existence of such a relationship is called assessing the validity of a predictor. Moreover, it is essential for top management to share the vision, mission and objectives with the senior staff that will be helpful for engaging them and motivate them for performing the tasks according to required standard. Selection forms a crucial manpower function. Recruitment and Selection Process– Steps, Process and Procedure, Recruitment and Selection Process in HRM – Steps Involved in the, Recruitment and Selection Process in HRM – Systematic Process for Recruiting and Selecting Employees in an Organisation, Recruitment and Selection Process in HRM – Top 8 Procedure: Requisition, Recruitment, Application Blanks, Trade Tests, Psychological Tests and a Few Others, Essays, Research Papers and Articles on Business Management, Procedure for Selection of Candidates: 8 Steps | Manpower Planning, Difference between Recruitment and Selection, Recruitment and Selection of Candidates | Functions | HRM, Recruitment and Selection of Candidates | Term Paper | HRM, Recruitment and Selection Process in HRM – Steps Involved in the Recruitment and Selection Process. The reliability of such checks is questionable and former employers may be reluctant to provide information particularly in writing. Skilled and semiskilled workers will be waiting for an opportunity at the factory gate. His performance on the job is evaluated relative to that of other candidates. From this list, few candidates are called for personal interview. This service is unavailable right now. For example, the Government of India has introduced legislation for the reservation in employment for Scheduled Castes, Scheduled Tribes and physically handicapped persons. Various government regulations prohibiting discrimination in hiring and employment have a direct impact on recruiting practices. Recruitment may be defined simply as the ‘task of hiring labour to fill current or future job vacancies’. Guest, D.E., 2012. Matters like hours of work, resting period, working on holidays and overtime should be carefully explained, if necessary, so as to enable the candidate to know all about his work. Plagiarism Prevention 5. (b) The result of the interview heavily banks on the personal judgement of the committee members. For this, various sources are analysed keeping in view their positive and negative aspects. The process would be greatly simplified if a standardized screen process could be developed for a particular position. The application blank is the form given to the candidate to fill the required information in his own handwriting. This application form relieves the interviewer from the burden of recording factual data. Scrutinizing the applications, conducting interviews, taking testis, assessing candidates through assessment centers, offering employment, obtaining references; preparing contracts of employment. Recruitment & selection is one of the important aspects of human resource planning. This point is made by Herriotin 1984 that the psychological contract can be terminated by either side at any point in the process. https://www.toppr.com/.../human-resource-management/recruitment-process Snell, S., Morris, S. and Bohlander, G., 2015. Therefore, selection is a negative process. The application is so designed to get information regarding the qualification, experience and references. Recruitment & Selection is the process that interlinked the HR and the ORGANIZATION. Thus, an effective selection programme is a non – random process because those selected have been chosen on the basis of the assumption that they are more likely to be “better” employees than those who have been rejected. Preliminary Interview: It is the first step after the receipt and scrutiny of the application forms in the selection process. For that purpose, manager is collecting the feedback from staff and supervisors to analysis the need and issues that have significant impact on the performance of staff. iii. Reviewing Resumes The resume (and cover letter, if provided) is your introduction to each potential candidate. A wide variety of tests have been developed for potential employees of different categories. This type of tests is generally required when the company wants to recruit tradesmen like welder, carpenter, fitter, etc. The article provides you the basic differences between recruitment and selection in human resource management (HRM) in tabular form. Aptitude refers to the ability of the person of learning the skills required to perform the particular job. It is usually measured for the organization as a whole or for specific components such as a plant or division). An elaborate procedure will be used for jobs, which involve responsibility and decision making, whereas the procedure for selecting a worker in a factory may be simple. A substantial growth of female workers (65 percent of all new workers). Most professional organizations, however, conduct surveys not only for the local area but for regional and national areas as well. It should provide information which is relevant to the job or the vacancy. Recruitment and Selection Process in HRM. The selection of the candidate best suited to fill the position may be carried out either by one individual or by a panel; the essential element in selection is the assessment of each candidate against previously set criteria. The process begins when new recruits are sought and ends when their applications are submitted. Nelson Education. International journal of human resource management,8(3), pp.263-276. This test verifies the specialisation of the candidate. Armstrong's handbook of human resource management practice. To attract and keep good people in the 1990s requires flexibility as the recruitment motto. right candidates with desired qualification and skills are shortlisted and selected according to the nature and requirements of the job. The relative difficulty of recruiting depends on a number of factors. within an organization that selects and hires a true and honest person with the required skills, knowledge and capabilities that an organization required from the employers and for the accomplishments of targets and goals.An This category also recruited from campus interviews or through advertisement, as above. i. Qualified applicants go on to the next hurdle, while the unqualified are eliminated.”. Selection refers to the process of picking individuals, from the pool of qualified candidates, who have required qualifications to fill different jobs in an organization. Because of this, personnel executives may substitute the written inquiry with a telephone call. The selection means picking up the best candidate from the list of applicants and offering them the job. Heads of the departments provide this information after analysing the workload and the availability of the staff. Apart from that, Guest suggested that HRM is not only refer to selection and recruitment, training and development but also important for job analysis and development of plan to retain the staff members. Recruitment and Selection 1 Recruitment and Selection is an important operation in HRM, designed to maximize employee strength in order to meet the employer's strategic goals and objectives. For any organization, selection and recruitment is key HRM activity that has been performed under the guideline of the top management and HR manager by considering the job analysis and new standard of HRM. Hiring a wrong person is very harmful for the organization. The first step in the recruiting process is to determine the relevant labour market and information about it. The major reasons for using the strategic HRM process to perform the selection and recruitment are maintaining the consistency, encourage the suitability, legality and transparency. Therefore, every organisation should recruit and select the most suitable and competent employees on the basis of the needs and nature of the job. There are commonly the following types of test: Intelligence test is used to measure the mental capacity of the individual in terms of his memory, power of understanding, verbal comprehension, reasoning ability, vocabulary, perception, etc. The organization uses the selection and recruitment functions and procedure by developing the job description to meet the business requirements and appoint the best candidate. In many trade industries, it is a common practice to have the union screen and approve those individuals who can be considered for employment. An elaborate procedure will be used for jobs, which involve responsibility and decision making, whereas the procedure for selecting a worker in a factory may be simple. Apart from these, following are the remaining types of test: Dexterity test is aimed at knowing the ability of a candidate to use his limbs or different parts of the body in a coordinated manner as required in performing a particular job. The recruitment process is an important part of human resource management (HRM). Also to recruit people for the posts of stenographer, typist etc. Which recruitment method an organization will use to fill its particular jobs is greatly affected by the survey information available. Hence, it is essential that all applicants, without reference to any cadre, must undergo medical test. recruitment and selection rio tinto Executive summary: Human resource management is the concept that discusses about various functions. One of the functions is recruitment and selection that plays a very important part in the company’s operations. (iv) Stress Interview – Deliberate attempt is made by the interviewer to provoke and embarrass the candidate. things to consider that will help you decide which candidates merit a closer look. The complexity of a process usually increases with the level and responsibility of the position to be filled. Selection is the process of securing relevant information about an applicant to evaluate his qualifications, experience and other qualities with a view to matching these with the requirements of a job. Process V – Deciding upon the Utility of the Selection Device: Making the final decisions as to whether to use the predictor to select new job hires depends not only upon the size of the relationship found and its significance, but also upon many other conditions; the number of applicants, number of job opening, base rate, respective vacancies of the successful and unsuccessful worker groups. It consists of giving to the applicant a task, which is representative of the job for which he is being considered. In other words, recruitment implies locating, maintaining and contacting the sources of manpower. Robinson, S., 2014. While HR works in many areas including employee engagement, employee development, statutory compliance, data management and many others, one of the key areas of focus for HR is to attract, select and onboard suitable candidates for the organization.. Why do we need an appropriate Recruitment and Selection process? This interview often takes place at the reception counter of the organisation. According to analysis, a good recruitment and selection policy requires the consistency in the process that overcomes the risk of bias and discrimination. 2015). The first step in the process of selection involves screening, i.e., sifting of applicants to avoid further consideration of those who are obviously unsuitable. After careful screening the application forms, a list of eligible candidates is prepared and for them an application form is sent from the company. Professional positions require a greater regional and national emphasis because individuals seeking professional jobs are often more willing to relocate to take challenging jobs. The employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. These in turn are affected by economic, social, and political pressures on a community. This kind of approach and adjustments are not good for the brand and strategic HRM process. We can judge the candidature by looking carefully the person at work and judger the behaviour with the fellow workers and his effectiveness of his performance of the job. A thorough knowledge and understanding of a job is of paramount importance and must precede the use of any test in the selection of workers. A variety of application blanks are used in practice but there is a high degree of similarity between the application blanks of different organisations, because the basic information required is similar in all cases. After passing the medical exam by the candidate, the final offer for the job … This is because he will be responsible for the performance of the candidate in the future. Hiring from within or outside of the organization (The source of recruitment, may be internal or external). It is hiring and no-hiring decision about each job applicant. Therefore, every organisation should recruit and select the most suitable and competent employees on the basis of the needs and nature of the job. Individual personality traits directly influence Organizational outcomes like turnover, Creativity and commitment. A substantial growth of minority representation (57 per cent of all new workers). Complexity of the organization- (It refers to the degree of differentiation that exists within an organization. In addition to this, it is been also identified that consideration of legal rules and regulation is also important to complete the selection and recruitment process. of applicants hired/Total no. If a particular candidate claims that he has accomplished something, then the achievement test checks that if he actually knows what he has accomplished. Here are some . One of the significant roles of HRM is to select suitable staff and decide to hire right professionals or employees to fill recruitment needs, and provide training the best employees and, make certain that these selected candidates can give better performance, deal with … The basic purpose of this test is that if the management appoints intelligent people, their training and learning in the organisation will become easy. Recruitment and Selection Process However, the more effective organisations are at identifying and attracting a high quality pool of applicants, the less important the selection … If interview is only the means, mostly personnel judgement of the committee members will have influence on the selection. Recruitment is defined as a process that provides the organization with a pool of qualified job candidates from which to choose. Personal interviews are conducted to find out the candidate’s mental and social make-up and to know whether the qualities possessed by him make him suitable for the job for which the interview is conducted. All organizations need resources to function, resources in the form of employees, i.e., men, money, machinery, materials, etc. For that role of HR manager is critical to monitor the approach of different committees and interview process. Moreover, the good recruitment and selection policies should be based on the principles such as selection according to merit, respect for diversity, fairness in the process and equal opportunity for all. Some questions are involved to test the aptitude of the candidate. It is essentially a process of picking out the man or men best suited for the organizations’ requirements. Steps of Recruitment Process There are 4 steps in recruitment process for locating a potential candidate for selection; (1) Identifying the HR Requirement, (2) Identifying possible sources of HR Supply, (3) Communicating the Information, and (4) Receiving Application. The most important objective of any recruitment policy is to keep the labour turnover ratio as low as possible. The various types of differentiations are horizontal differentiation, vertical differentiation and spatial differentiation. (i) Intelligence tests – These tests measure the mental capacity of the candidate and enable the examiner to analyze the novel or abstract situations and identify the intellectual and mental suitability of the candidate for the job. The procedure of selection depends on the job for which selection is made. Prohibited Content 3. The major reasons for using the strategic HRM process to perform the selection and recruitment are maintaining the consistency, encourage the suitability, legality and transparency. What makes for good selection today may not be at all appropriate tomorrow, applicants change, jobs change, and employment conditions change. Company will not take any responsibility of any type of academic misconduct done by individual. (v) Personality tests – These tests will test the emotional balance, maturity and temperamental qualities of a person and also test the physical fitness for the job. But in true sense, interview is to be conducted in a friendly atmosphere, and the candidate is made to feel at ease. Initial Review of Resumes . The next step is to compare what each candidate has to offer against the specifications of the job. After screening the applications, the promising candidates are called for tests. He has to sign various documents with the organisation, mainly the attestation form and the written contract. This kind of approach helps to improve the transparency and suitability of the recruitment process according to the determined standard (Kirton and Greene, 2015). The fact that the predictive situation is a dynamic, ever – changing, one should never be forgotten. The different types of interview are as follows: (i) Structured Interview – In this, question and areas to be covered in the interview are decided in advance. ATS is applicant tracking software that screens and filters the best resumes depending on the preset skills and abilities. selection enables the entire recruitment selection process easy, reliable, cost effective, diversified candidates and leads to better results as compared to traditional model of recruitment. It is because, people with poor health may not work to the satisfaction of the management and they may absent frequently from the job, which may have adverse effect on the productivity. The trends towards automation and computerisation have increased the significance of this process. Go Through The Applications. Selection Process: Definition, Steps in Selection Process Prospective employees have to fill up some sort of application forms which include a variety of information including personal and professional details. When they approach employment exchange, the exchange will give a list of candidates registered with them. A logical sequence of events would be – Identifying the different sources of labour supply- Assessing their validity-Choosing the most suitable source-Inviting applications from the prospective candidates. External environment deals with size, composition, and availability of local labour markets. (ii) Qualification, both educational and professional. Recruitment is the process of finding candidates for the vacant position and stimulating them to apply for it. This is a form of psychological test. Usually, the personal qualities which form the basis of a selection process include – skill, experience, age, education, training, physical characteristics, intelligence, aptitude, emotional stability, attitude towards work and personality. b. Without employees the enterprise would have been a collection of materials and equipments .While efficient employees are assets of the enterprise, inefficient employees prove to be a liability. It tests individuals grip in holding the tools used for the job. For that the HR manager of organization is comparing the facilities as per the international standard of HRM and looking to manage the facilities and policy that meet the satisfaction level of staff members. Review each resume you receive, paying attention to the outlined details below. Therefore, effective selection demands constant monitoring of the fit between the person and the job as per Gate wood and Field, (1998). There are different types of tests standardized for jobs at different levels. For example, the organizations are using the terms like young and energetic or new graduate terms for creating the awareness about the job which seems harmless but somewhere create the discrimination among the candidates who are eligible for the job.
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