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Recruitment and selection in hrm
This document discusses human resource management practices related to recruitment and selection. It defines recruitment as developing and maintaining an adequate workforce, and outlines internal and external sources for recruitment, including promotion, job boards, agencies and referrals. Recent trends in e-recruitment via online applications and CVs are discussed. Selection is defined as choosing qualified applicants, with the objective being selecting the most suitable candidate. The importance of selection for reducing turnover and costs, improving productivity and commitment is covered. The selection process stages from applications to hiring are outlined. In conclusion, recruitment and selection are seen as necessary practices for organizations to properly staff up, though Nepal lacks specific processes.
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Recruitment and selection in hrm
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- 4. Recruitment "Recruitment is thedevelopment and maintenance of adequate manpower resources." It involves creation of pool of available labour upon whom an organization can depend when it needs additional employees.
- 5. Which source ofrecruitment does the organization follow? Why?
- 6. A good recruitmentpolicy • Complies with government policies • Provides job security • Provides employee development opportunities • Flexible to accommodate changes • Ensures its employees long-term employment opportunities • Cost effective for the organization
- 7. There are twotypes of sources commonly used: INTERNAL SOURCE EXTERNAL SOURCE
- 8. Internal Sources Promotion Transfer Job Rotation FormerEmployees rehire Skills inventory system
- 9. External Sources Advertisement Educational Institution LaborUnions Private Employment agencies Unsolicited applications
- 10. RECENT TRENDS IN RECRUITMENT E-RECRUITMENT Internet as a source of recruitment. The job seekers send their applications or curriculum vitae i.e. CV through e mail. Alternatively, job seekers place their CV’s in worldwide web.
- 11. Advantages of e-recruitmentare: •Low cost •No intermediaries •Reduction in time for recruitment •Recruitment of right type of people •Efficiency of recruitment process
- 12. Selection starts withend of recruitment. 1 • The Process of making a “Hire” or “No Hire” decision regarding each applicant for a job. 2 • Selection is the process of choosing qualified individuals who are available to fill the positions in organization.
- 13. Its better notto select then selecting a bad candidate
- 14. BASIC SELECTION CRITERIA BASIC SELECTION CRITERIA Formal Education Experienceand Past Performance Physical Characteristics Personality Characteristics
- 15. SELECTION Selecting the right candidate Rejecting thewrong candidate Selecting the wrong candidate Rejecting the correct candidate POSITIVE OUTCOMEME NEGATIVE OUTCOME EISELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION NG THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION
- 16. Importance of Selection ReduceEmployment Turnover Minimize Training Cost Self-Motivation of Workers Maintain High Morale High Productivity Lead to Profitability Operation Good Working Environment Promote Loyalty Improve Commitment Facilitates Adaptation
- 17. SELECTION PROCESS Employment Contract. Finalselection decision. Physical examination. Reference Analysis. Employment interview. Selection Tests. Preliminary interview. Receiving and evaluating application form.
- 18. BUSINESS OBJECTIVES RECRUITMENT HR PLANNING JOBDESCRIPTION JOB SPECIFICATION JOB ANALYSIS SELECTION
- 19. CONCLUSION • In conclusion,we can say that recruitment and selection is necessary for every organization for proper selection of employees in the organization. • However, in the context of Nepal there is no specific process of recruitment and selection of employees.
- 20. THOUGHT OF THEDAY “If an HR person is trying to choose people for an organization, knowing their values is very important-if they are not consistent with the organization’s values they are not likely to stay very long.” Professor, Roger Collins.
- 21. It is easierto go down a hill than up, but the view Is best from the top. Arnold Bennet
- 22.