RECRUITMENT
Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.
INTERNAL SOURCE:-
-Transfer: - transfer refers to a change in job assignment.
It may involve a promotion or demotion or no change in terms of responsibility and status.
A transfer may be either temporary or permanent depending on the necessary of filling jobs. Promotions involve upward mobility while transfer refer to a horizontal mobility of employees.
-Promotion: - Promotion means shifting of an employee to a higher position carrying higher responsibility facilities, status & salaries.
Various positions in an organization are equally filled up by promotion of existing employees or the basis of merit or
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-Advertisement:-The enterprise advertises its vacancies through newspaper, trade journals & magazine. The personnel department decides on one or more media for advertising the position and the cost of advertisement.
-Campus Recruitment:-Colleges, universities & other institutes may be used for recruitment of school teachers.
-Web Publishing:-Internet has become a common source of recruitment now a days .There are a no of websites which are commonly visited by the prospective employees & the organization.
-Gate hiring: - It is generally followed by factories to fill up vacancies at the lower levels .In such cases, the org allies on casual workers who present themselves at the factory gate.
Merits:-
1. Wider Choice:-when vacancies are advertised widely, a large no .of applicants from outside the org. apply.
2. Fresh Talent: - It provides wider, choice and brings new blood in the org.
3. Competitive Spirit: - If a company taps external source ,the existing staff will have to complete with the
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Selection is the process of choosing candidates possessing relevant qualification for a job. The purpose of selection is to eliminate as many candidates as possible until the most competent & suitable candidate is chosen.
CRITERIA SELECTION
Process
-PRELINIARY SCREENING:-the first step is to eliminate the unsuitable candidate based on the information supplied in the applicants, preliminary interview may also be held for this purpose .
-SELECTION TEST:-Different type of selection test may be administrated, depending on the job and the company. Following are the test
> Intelligence tests
>Aptitude tests
> Trade
The tests have multiple categories but in the main courses students need to take are Reading/Writing, Mathematics, Social Studies, Science. These tests are scored in a predictable way which
When employees see they are valuable to the company and they are secure it gives them confidence and in return they give their loyalty to the
Highly qualified employees + + + + Sustainable competitive
These tests promised a way to identify kids who could go further in their education, while separating them from the kids who learned slower and would need extra help. The tests also came with the notion of academic tracking in order to steer students onto a career path deemed appropriate for them (Gershon, 2015). Attempting to measure a student’s intelligence through a standardized test is beyond absurd. All students learn at a different pace. This means that, even if a student may not know a skill at the time of the test, it doesn’t mean that they will never know it.
These situations (although not always the case) pose a threat to both the companies competitive advantages and the strategic goals of an organisation. It is then crucial that the correct hiring processes and requirements are set out by the HR department before the hiring processes begin, it also removes the impression that contingent workers are brought in to offset some of the fallings in the initial recruitment
The company could also invest on human resource by recruiting high caliber workers, training, and have attractive compensating employees to lower turnover and talents, which could be taken by its
HR Practices of Primark Primark is clothing retailer from Ireland which has operations in Austria, Belgium, France, Germany, Ireland, Portugal, Spain, Netherlands, United Kingdom and soon the United States. The company was founded and has its headquarters in Dublin, Ireland. It has around 51,250 employees worldwide as per the latest estimates. HR Management in the 21st Century: Challenges for the Future Recruitment and development: One of the most important challenges facing global organizations in the 21st century is building the ability to attract, recruit and retain the best talents amidst huge competition with competing organizations. In order to do so the company must create an environment where everybody enjoys working and using their
The company uses promotions, transfers, and trainees/interns as the main internal recruitment sources for HR needs. On the other hand, the external recruitment sources at Google include educational institutions and respondents to job advertisements. Most of these ads are available through the Careers section of Google’s website. Through these recruitment sources, the company facilitates a continuous influx of qualified workers, while matching these employees’ capabilities with human resource needs. 1.2.
Selection methods deal with the candidate’s applications and resumes, interviews, reference checks, background checks, cognitive ability tests, performance tests, and integrity tests (Bateman & Snell, 2013, pp. 185-187). Throughout the selection process on the video, there were two applicants that were interviewed: Jacqueline and Sonya. The three key components that Robert was looking for was business experience, education, and personality qualities.
. McDonald’s shows the achievement in this need when the employee gets to be promoted from the initial work position to a higher level, With promotion ,the employee’s salary will increase too. In McDonald’s when a worker becomes manager or assistant manager, they will get a new uniform which differentiates them from the rest worker, this shows recognition of that particular position. Not only that, when an employee in McDonald’s is promoted it will be because their hard work will be recognized by the upper level managers. In conclusion, the promotion and increase of pay is a symbol of recognition from
This would attract a pool of workers of the highest caliber, thus leading to more value induced into the company. # Successful communication of perceived strengths of the product: Integrated marketing strategy- This has
THEORETICAL BACKGROUND OF THE STUDY: 3.1 RECRUITMENT & SELECTION Recruitment and selection is one of the most important management functions. The whole process represents a significant investment in both financial and other resources. Recruitment and selection are two of the most important functions of personnel management. Recruitment procedure selection and helps in selecting a right candidate.
Introduction Employees are crucial to any business, and so it is extremely important for an organisation to have a great understanding to the recruitment and selection process. This process is used to make sure the right candidate is chosen for the job. The aim of the research is to create a better understand of the recruitment and selection process and what takes organisation to recruit new employees. The recruitment and selection process has so many different elements to think about, and this essay reflects on how the organisation searches for possible candidates to recruit. Recruitment and selection process is dealt with mostly the human resource (HR) department, although in many organisations it is common for other heads of department to be involved in the process to make sure that technical considerations are assessed during recruitment and selection so that no faults are made.
The research noted that recruitment procedures that provide a large pool of qualified applicants, paired with a
P2) Explain the Strengths and weaknesses of different approaches to Recruitment and Selection Recruitment and Selection Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. (Ref-Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. Jossey-Bass, 1999.) External recruitment brings new blood, new face to the organization.