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INTRODUCTION:
DEFINITION:
RECRUITMENT NEEDS:
Recruitment needs are of three types:-
SOURCES
INTERNAL EXTERNAL
SOURCES SOURCES
INTERNAL SOURCES
1. TRANSFER
It is an internal source through which if there is any requirement in
one department of the organization it can be fulfilled by transferring
employees from other department.
2. PROMOTION
If any position in the organization is vacant it can be filled by
promoting efficient employees from the lower positions.
3. RETIRED EMPLOYEES
These employees proves to be a good source of recruitment
because they are tested by the organization and are more trustworthy and
experienced as compared to outsiders.
4. RETRENCHED EMPLOYEES
Employees who are retrenched by the organization previously are a
good source of recruitment as they have experience of working with
the organization so needs less training and it also shows the
organization concern towards its employees.
1. PRESS ADVERTISEMENTS
It is a the most commonly used source of recruitment here
organization advertisements regarding vacancies in widely circulated
newspapers, business magazines etc.
2. EDUCATION INSTITUTION
Now day’s education institutions collaborate with various
businesses houses so that students passing out from their institutes
can be directly placed in those organizations through campus
interviews.
4. EMPLOYMENT EXCHANGE
Now days these exchanges are not used by the people. Here
candidates can get their names registered so that whenever there is any
job suitable for them they will be informed to apply for the same.
5. LABOUR CONTRACTORS
Here the contractors has his own team of people working for
him on contractual basis . These people are not permanent employees
but they Work for the organizations until they require their services.
6. UNSOLICITED APPLICATIONS
Even though organization does not have any vacancy they keep on
getting applications from candidates so, if these applications are
properly filed can prove to be a good source of recruitment
whenever organization needs them in future.
7. EMPLOYEE REFERRALS
So, all the above mentioned methods are used for the recruitment by
various companies but the choice of method depends on situations, needs
and various other factors .
FACTORS AFFECTING RECRUITMENT
1. EXTERNAL FACTORS
2. INTERNAL FACTORS
1. EXTERNAL FACTORS
2. INTERNAL FACTORS
PROCESS OF RECRUITMENT
A) Posts to be filled
B) No. of persons required
C) Duties to be performed
D) Qualification required
2. PREPARING JOB DESCRIPTION AND JOB SPECIFICATION
RECRUITMENT TECHNIQUES
1. PSYCHOMETRIC TESTS
• Verbal Reasoning
This test is done to measure the ability of candidate to
understand words and passages they have read . these
are multiple choice questions and answers need to be
marked clearly.
• Numerical Reasoning
This test is done to check the ability of a candidate to
work with and solve the problems related to numbers. It
requires to use candidate knowledge and understanding
of no. of each questions.
2. PERSONALITY TEST
This test is meant to evaluate the personality of the candidate.
Here candidates are asked to fill a questionnaire containing a set
of questions about the candidate and are meant to test and know
the thinking style , forces that guide and motivate the candidate as
well as their thought processes and ability to get along with
others. While answering these questions candidate must be honest
with himself rather than giving answers that he feels are ‘right’.
3. GROUP DISCUSSION
Here candidates are asked to get involved in group discussions and
exercises where they would take part in discussion on a topic with
others in the group these tests are nothing but a means to judge
how a candidate can voice his opinions and discuss topics without
monopolizing the discussion . the group discussion may also be
aimed at finding solutions to a problem together as a group . the
proceedings of the groups are watched by a person from the
company.
4. PRESENTATION
In a presentation a candidate is expected to address a live
audience and present on a topic . this is meant to test the
candidate’s ability to talk publicly with self confidence and
intelligence. During a presentation a candidate must make sure that
he is calm, focused and relaxed. So, these are various techniques
commonly used by the companies but all the techniques are not
used together they are used according to the requirements of the
job and skill required to accomplish the job.
MODEL RECRUITMRNT PROCEDURE
• Organizational objectives.
• Personnel policies of organization and its competitors.
• Government policies on reservation.
• Preferred source of recruitment.
• Needs of the organization.
• Recruitment cost and financial implications.
ADVANTAGES
• Company needs no advance HR plans.
• Value creation, operational flexibility and competitive advantage.
• Turning the management focus to strategic level process of
human resource management.
• Company is free from salary negotiation, weeding the unsuitable
resumes.
• Company can save its resources and time.
DISADVANTAGES
• They can be very costly.
• Can refer unqualified applicants.
• Time consuming.
• Company can be supplied with the candidates with no
marketable skills.
1. POACHING
“ BUYING TALENT” (Rather than developing it) is the latest
mantra being followed by the organizations now. Poaching means
employing a competent and experienced person already working in
another reputed company in the same or different industry, the
organization might be a competitor in industry. A company can
attract talent from another firm by offering attractive pay packages
and other terms and conditions better than the current employer of
the candidate but it is seen as an unethical practice and not talked
openly. Indian software and retail sector are more prone to it. It is
becoming a challenge and is weakening the competitive strength of
the firm.
2. E-RECRUITMENT
Now a days big organizations has started using internet widely as a
source of recruitment, E- RECRUITMENT is the use of technology to
assist the recruitment process. They advertise job vacancies through
World Wide Web. Job seekers send applications or curriculum vitae
(CV) through E-mail or can place CV through on world wide web
which can be taken by the prospective employees.
ADVANTAGES
• Low cost
• No intermediaries
• Reduction in time of recruitment
DISADVANTAGES
• Requires specific hardware and software.
• Need to train HR staff to use new technology.
• It has disadvantage of manager’s decision based on resume
instead of face to face interviews.
ADVANTAGES
• Structured and systematic organization of recruitment process.
• Facilitates faster, unbiased, accurate and reliable processing of
application from numerous applications.
• It helps to reduce the time per hire and cost per hire.
• It helps to incorporate and integrate the various links like
application system on official websites of company, the
unsolicited applications, outsourcing recruitment, final decision
making to main recruitment process.
• It maintains an automated active database of applicants and
facilitates talent management and increasing efficiency of
recruitment process.
• Recruitment management process provides flexible, automated
and interactive interface between the online application
system, the recruitment department of the company and job
seeker.
CHALLENGES IN RECRUITMENT
• Adaptability to globalization.
COMPANY PROFILE
CADES DIGITECH PVT.LTD
MISSION:
To provide cost effective, quality engineering and product design services
to engineering customers’ world wide by continuously acquiring latest
technologies to enable virtual product development.
VISION:
STRENGTH:
1. DESIGN – CAD
• Concept design
• Detailing and drafting
• 2D/3D Modeling
• Reverse engineering
• Platform migration
• Manufacturing simulation and optimization
• Rapid prototyping
• Legacy data and drawing conversion
2. ANALYSIS AND SIMULATION – CAE
• Structural analysis
- Dynamic analysis
- FE modeling and meshing
- Non linear analysis etc.
3. SUPPORT DEPARTMENT
CADES have other support departments also which facilitates the main
two divisions of the company it has finance, sales and human resource
department etc which carries out the other functions of the company for
example, HR department helps in recruitment, other general HR functions, Visa
processing for employees to work at onsite locations etc.
SOURCES OF RECRUITMENT:
RECRUITMENT PROCESS:
Every company has its own recruitment process which is based on
the manpower requirement of the company.
4. Resumes are for, screened, short listed and interviews are scheduled.
9. The interview panel records the scores of the candidate and its views
about the candidate in the assessment form.
10. Based on the scores, the candidates are short listed and ranked.
11. The salary is fixed based on the candidate’s current salary level,
Experience and expertise.
13. Candidates who have skills/ expertise that could be used in the
future are kept on hold.
14. Offer letters are sent to the successful candidates with specific date
of joining.
15. The candidates join the organization after fulfilling the joining
formalities.
SWOT ANALYSIS:
S- STRENGTHS
W- WEAKNESSES
O- OPPORTUNITIES
T- THREATS
STRENGTHS
WEAKNESS
OPPORTUNITIES
CONCLUSION: