Human Resource Management

Recruitment, Selection and Benefits

Submitted to:
Ram Raj Acharya
Human Resource Management

-Human resource management, or HRM, is defined as the process of

managing employees in a company and it can involve hiring, firing,
training and motivating employees.

Human Resource(HR) is very important assets rather than

physical, financial and informational, without employees no
activity in the organization can be done.
 RECRUITMENT

The process of finding candidates, reviewing applicant

credentials, and screening potential employees for an
organization.

Quality Recruitment is the basic input of quality human

resource for organizational effectiveness.

Recruitment is not selection, it is just a process of

searchingly highly qualified applicants.

Recruitment helps to increase the success rate of the

selection by reducing the number of visibly unqualified
and over qualified.
 Methods of Recruitment

Internal methods

• Promotion

• Transfer

• Job rotation

• Formal employees rehire

• Employee referrals

• Skills inventory system

 External Methods

• Advertisement
• Employment exchange
• Educational institutions
• Labor unions
• Professional and technical institutions
• Private employment agencies
• Unsolicited applications
 Selection

The process of choosing candidates having required

qualification and competency to fill up jobs in the
organization.

In other words, it is the process of picking

most suitable individuals for a particular job
from among the potential applicants.
 Selection Process
Receiving and evaluating application forms

Preliminary interview

Selection tests

Employment Interview

References analysis

Physical examination

Final selection decision

Employment contract
Selection Tests

Ability Test

Aptitude Test

Personality Test

Interest Test

Attitude Test

Graphology Test

Polygraph Test
 Importance Of Selection
Reduce employee Turnover
Minimize training costs
Self Motivation of workers
High Productivity
Lead to profitable operation

Good working environment

Facilitates adaption
 Psychometric Test
Psychometric tests are a kind of examination used to determine
the different abilities of a particular candidate, as well as their
capability to handle the demands of a particular job.

Psychometric tests are made up of different

parts, each with their own purpose.

There are three main types of test parts:

- Aptitude and ability tests,
- Personality profiles,
- Interest and value inventories.
 Interview
An interview is a conversation between two or more people where
questions are asked by the interviewer to the interviewee to know about
his/her qualification,knowledge,experience,ability,skills,intelligence,etc.

Purpose of Interview:
- Information
- Understanding and Confidence
- Suitability
- Job description
- Selection
 Types of Interview
Structured Interview
This interview is also known as directive or patterned interview . It is a process in
which an interviewer consistently presents the same series of job related questions to
each applicant for a particular job.

Unstructured Interview
Also known as non-directive or un-patterned interview . Face-to-face conversation with
an applicant during which the interviewer asks open-ended questions. The questions
that are not decided in advance.

Mixed Interview
It is a blend of structured and unstructured interview. Semi-structured
interview widely used by the interviewer in practice.
 Socialization
Socialization is a process by which an individual learns to appreciate the values, abilities,
expected behaviors and social knowledge essential for assuming an organizational role and
for participating as a member of organization.

Socialization is a learning process. It socializes the

employees with organizational culture. It ends feeling
or isolation and loneliness of new employees.
Socialization Process

Pre-arrival stage

Encounter stage

Metamorphosis stage

Outcomes
- Productivity
- commitment
- Employee turnover