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  • HRM Module 3 Part 1

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    Sauryadeep Dwivedi
    14 просмотров10 страниц
    Recruitment is the process of finding or attracting applicants for the open jobs in the organisation. It is often described as a positive process as it encourages prospective employees to apply Effective recruitment Organise the recruiting function - firms, particularly the larger ones must decide if they will centralise or decentralise their recruitment. Make the recruitment function independent - to manage the scale and size of recruitment activities, recruitment function preferably should be handled by an independent department. Get exact information about the job responsibilities from the concerned superior.

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    Recruitment is the process of finding or attracting applicants for the open jobs in the organisation. It is often described as a positive process as it encourages prospective employees to apply Effective recruitment Organise the recruiting function - firms, particularly the larger ones must decide if they will centralise or decentralise their recruitment. Make the recruitment function independent - to manage the scale and size of recruitment activities, recruitment function preferably should be handled by an independent department. Get exact information about the job responsibilities from the concerned superior.

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    Attribution Non-Commercial (BY-NC)
    Скачайте в формате PPTX, PDF, TXT или читайте онлайн в Scribd
    Отметить как неприемлемый контент
    14 просмотров10 страниц

    HRM Module 3 Part 1

    Загружено:

    Sauryadeep Dwivedi
    Recruitment is the process of finding or attracting applicants for the open jobs in the organisation. It is often described as a positive process as it encourages prospective employees to apply Effective recruitment Organise the recruiting function - firms, particularly the larger ones must decide if they will centralise or decentralise their recruitment. Make the recruitment function independent - to manage the scale and size of recruitment activities, recruitment function preferably should be handled by an independent department. Get exact information about the job responsibilities from the concerned superior.

    Авторское право:

    Attribution Non-Commercial (BY-NC)
    Скачайте в формате PPTX, PDF, TXT или читайте онлайн в Scribd
    Отметить как неприемлемый контент
    из 10

    1

    Recruitment and Selection


    Recruitment

    Effective recruitment Internal and External sources of recruitment

    Recruitment
    It

    is the process of finding or attracting applicants for the open jobs in the organisation It is often described as a positive process as it encourages prospective employees to apply

    Effective recruitment

    Organise the recruiting function firms, particularly the larger ones must decide if they will centralise or decentralise their recruitment. Make the recruitment function independent to manage the scale and size of recruitment activities and to take advantage of the technical expertise of specialist recruiters, recruitment function preferably should be handled by an independent department Elicit co operation from the line and staff the human resource professional in charge of recruiting for a job rarely supervises the performance in the job. In this context it is necessary to get exact information about the job responsibilities from the concerned superior.

    Measuring recruiting effectiveness


    What

    to measure The number of applicants generated through each of the recruitment sources, and the quality of the applicants. How to measure test the job knowledge and skills of an applicant from a particular source and then based on the results, redirect the recruitment efforts to sources that produce fewer but better candidates.

    Recruiting Yield Pyramid


    A

    recruiting yield pyramid is used to calculate the number of applicants that must be generated to hire the required number of new employees. It is the historical arithmetic relationship between recruitment leads and invitees, invitees and interviews, interviews and offers made, and offers made and offers accepted

    Recruiting Yield Pyramid


    50 new hires 100 offers made (2:1) 150 candidates interviewed (3:2) 200 candidates invited (4:3) 1,200 leads generated (6:1)

    Internal sources of recruitment


    Succession

    management - McDonalds Talent inventories IBM, Dow Chemical Employee development Johnson &Johnson, LOreal, GE Internal job posting systems Employee referrals CTS (40%)

    External sources of recruitment

    Internet

    Advertising in local newspapers Job fairs Resume databases Professional associations Employment agencies

    Applicant tracking systems Boolean searches Flip searching

    Temporary help employment agencies Raiding competitors BP and Royal Dutch Shell

    Government employment agencies Agencies associated with non profit organisations Privately owned agencies

    External sources of recruitment


    Off

    shoring/outsourcing Head hunters or Executive recruiters College recruiting


    Campus recruiting On site visits Internships

    Referrals

    and Walk ins

    10

    Improving productivity through (HRIS) human resource information system


    Requisition

    management system Recruiting solution Screening services Hiring management

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