ABSTRACT

• PURPOSE
• DESIGN/METHODOLOGY/APPROACH
• FINDINGS
• RESEARCH LIMITATIONS/IMPLICATIONS
• PRACTICAL IMPLICATIONS
• ORIGINALITY/VALUE
• KEYWORDS
Introduction
Literature Review
Pakistan Army
• Officers Cadre.
• Soldiers.
The British Army
• PRESENT SYSTEM
• EMPIRE & COMMON WEALTH
THE INDIAN ARMY
• 10+2(THROUGH NDA)
• GRADUATE (DIRECT ENTRY)
• ENGINEERING GRADUATES(DIRECT
ENTRY)
• UNIVERSITY ENTRY SCHEME
• 10+2 PCM(TECHNICAL)
• OTHER RECRIUTMENTS
 LATEST TRENDS IN INDUCTION
SYSTEMS
• SHIFT IN TRADITIONAL JOB BOARDS
– A SHIFT TO SEARCHING FOR PASSIVES,
NOT ACTIVES
– FOCUS ON QUALITY, NOT VOLUME
– PROOF THEY WORK
– SEARCH ENGINES WILL REPLACE MANY JOB
BOARDS
– A SHIFT FROM LARGE SITES TOWARD
NICHE SITES
– THE PRIMARY USERS WILL BE MANAGERS
– EXCLUSIVE AVAILABILITY
SHIFTS IN OTHER e-RECRUITING
SERVICES AND TOOLS
• EXECUTIVE SEARCH WILL BE DONE
PRIMARILY THROUGH THE
INTERNET
• FINDING IS EASY, CONVINCING IS THE
CHALLENGE
• RESUMES WILL FADE AS IMPORTANT
SCREENING TOOLS
• NEW TECHNOLOGIES WILL EMERGE
• KEYWORD SEARCHES WILL BE REPLACED
BY
SOPHISTICATED FUZZY SEARCHES
CHANGES IN e-RECRUITING
STRATEGIES AND PHILOSOPHIES
• FIRMS WILL BID FOR TALENT
• BRANDING REPLACES THE SHORT TERM
APPROACH
• FROM MASS MARKETING TO
PERSONALIZED MARKETING
• RELATIONSHIP RECRUITING WILL
REPLACE "COINCIDENCE"
RECRUITING
• FACE-TO-FACE RECRUITING WILL
DIMINISH
ADOPTION OF
MODERN
RECRUITING
TECHNIQUES

TRAINING OF THE
RECRUITERS ENHANCEMENT IN
RECRUITING PROCESS

HIRING
PROFESSIONAL HR
PEOPLE/CREATING
SPECIAL HR
DEPARTMENT TO
DEAL WITH HR
NEEDS
Method
• Research design
• Population and sample
• Survey method
• Interview method
Instruments
• Survey measures
– Responsibilities of HR professionals
– Recruitment and selection
– Challenges of HRM professionals
– Prospects
• In-depth face-to-face interviews
• SURVEY DATA COLLECTION
QUESTIONNAIRE
• (1) What are the responsibilities of HR related people in your
Organization?
• (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?
 MEAN AND STANDARD DEVIATIONS FOR
RECRUITMENT/SELECTION
Respondents favour internal
4 recruitment

Respondents favour external

3.5 recruitment

Nepotism is exercised in
3 candidates selection

Favouritism is exercised in
2.5 candidates selection

2 Army exerts maximum efforts

to retain best employees

1.5 Recruiters know the

competences needed

1 Equal employment opportunity

exist
0.5 Assessment of the
performance and behaviour of
0 new recruits
The right people on the right
3.38 1.107 positions
THE LAST TIME YOU ENROLLED A
NEW CANDIDATE, DID YOU . . .
90
80 Get outside help with
recruitment?
70
60
Have a list of skills and
50 qualifications being
40 sought?

30 Have a written job

description for the
20 position being filled?
10
0
 DO THE PEOPLE RELATED TO
INDUCTION IN ARMY…
Have an incentive scheme?
80
Offer salary packaging?
70
60 Pay for off-site training or
work-related education?

50 Offer additional time off to

reward performance?
40
Offer bonuses or incentives to
30 reward performance?

Offer special training,

20 seminars or conferences to
reward performance?
10 Offer promotions to reward
performance?

0 Offer increases to salary to

reward performance?
MEANS AND STANDARD DEVIATIONS
OF HRM CURRENT PRACTICES
3 Recruitment and selection

Training and development

2.5
Performance appraisal

2 Compensation and benefits

Staff welfare services

1.5 Health and safety policies

Written job description

1
Employee selection tests

0.5 Incentive/merit policy

Job analysis
0
 MAJOR DIFFICULTIES IN FUTURE
DEVELOPMENT
180
Lack of high quality employees
160
Lack of HR expertise
140
Lack of marketing expertise
120
Lack of technicians
100
Technology and innovation
80
The prosperity of industry
60
Lack of financial expertise
40 Lack of financial support
20 Increasing competition
0
Recommendations
 Adoption of “positive model” to implement planned
changes
 Exclusive pool of officers and lower ranks to deal with
matters related to HR,
 HR people put through various courses, seminars and
conferences to keep them abreast with the latest trends in
HR.
 E-recruiting may be used to recruit and select potential
candidates,
 Social Network sites like “face book”, “twitter” etc may be
exploited
 Pro-active approach may used to select better individuals.
 Army recruiters may like to visit various job fairs
 Quality may be given preference over quantity
 Merit based selection be ensured
 Use of currently available tools like, online assessment,
online job simulations, video interviewing, instant
reference checks and cultural "fit" assessment to be
explored
QUESTIONS PLEASE!!