Notesale: Turn your study into money

Document Preview

Extracts from the notes are below, to see the PDF you'll receive please use the links above

---

CHAPTER - IV
RECRUITMENT AND SELECTION PROCESS

This chapter deals with the recruitment and selection process of
small and medium scale industries providing the all-important
information related recruitment and selection
...
Scientific selection ensures right man for the right job
...

The conventional approach of selecting managers in a casual manner is
now treated as outdated and is being replaced by scientific and rational
approach, deciding who should hire under the employment rule of the
organisation for the short and long-term interests of the individual
employee and the organisation
...
What
might be an even more useful definition of recruitment is that about the
art of discovering and procuring potential applicants for actual and
anticipated vacancies in the organization
...
The use of the word ‘discover’ emphasizes effective
recruitment, a process that involves exploration which require specialized
methods and techniques, short of which no ‘discovery’ of potential
people for the job can be made
...
The basic principle in selection is "right man for the right job"
and can be achieved only through scientific recruitment and selection
...
The old belief that capital was
fundamental to the progress of the organisation and does not hold good
any longer as employers around the world have begun to believe that a
smart workforce is the key to the success of an organization
...
1 RECRUITMENT:
Recruitment means an activity which refers to the discovery and
development of workers and employees in the enterprise at the time they
are required
...
The recruitment has been defined by many eminent
authors as under:
In the words of Flippo, “Recruitment is the process of searching for
prospective employees and stimulating and encouraging them to apply for
jobs in the organisation
...
”4
In short recruitment is the process of searching for prospective
employees and stimulating them for jobs in the organisation, Thus, the
recruitment of employees involves the identification of the sources of
personnel, evaluation of different sources available, selection of a
particular source and stimulating the prospective candidates to apply for
the job so that right candidates may be obtained for right job
...
2 RECRUITMENT PROCESS:
The recruitment and selection is the major function of the
human resource department
...
In an ideal recruitment programme, individuals responsible
for the recruitment process must know how many and what types of
employees are needed, where and how to look for individuals with the
appropriate qualification and interests, what inducements to use or to
avoid for various types of applicant groups, how to distinguish applicants
who are unqualified from those who have a reasonable chance of success
and how to evaluate their work
...
A
general recruitment process is as follows:
Graph No
...
1: shows the process of Recruitment

A recruitment policy

A recruitment organisation

Development of sources of
recruitment

Technique used to tap
there sources

A method of assesing the
recuitment programme

Page 120

4
...
6The success of an enterprise largely depends upon the ability and
efficiency of its employees
...
An ideal
recruitment policy must have following characteristics:
1
...

2
...

3
...

4
...

5
...

6
...
must be
determined well in advance
...
The selection of employees must be accordance with the merit
...
The abilities of employees must be according to the need of their
jobs
...
New posts must be authorized by a higher officer
...
Recruitment policy must be fair and flexible
...
4 RECRUITMENT PRACTICES IN INDIA:
Since 1991, the business environment in India has been dynamic
and continuously changing
...
Consequently, organizations are now
looking for globally competitive workforce
...
7
The features of recruitment in India are the following:
1
...
They
keep still strong influences the tradition and values of their rural or
pre-industrial background
...
Their acceptance of the new
environment proceeds at a slow pace, and this is often expressed
through absenteeism, high labour turnover stoppages of work and
other facts of protest
...

2
...
Sometimes, the ratio is in as
much as 1:100 or even more
...

Furthermore, the large number of applications that need to be
processed and the equally large number of candidates who need to
be examined and evaluated is an important source of delays
...
The reason for
this is that a man whose choice of employment is very limited
accepts any job that falls to his lot irrespective of his attitude and
suitability
...
Under the existing statutes dismissal of employees is very difficult,
because

it

requires certain elaborate procedure

involving

considerable time and money to be followed by a manager
...
This means a person once
recruited is going to be around longer on any given job and it is not
possible to rely on replacement to improve the quality of the work
group
...

The above features make systematic manpower planning and will be
understood, fair and objective criteria for recruitment of special
significance to us
...
Public undertakings are believed to be generally overstaffed and
have frequently been criticized by the parliamentary committees for this
...
Those few
companies which do undertake manpower planning utilize not only
Page 123

historical data on manpower but also various forecasting methods to
evaluate their future manpower requirements in term of both quantity and
quality
...
This indicates the
number of persons who possess different or higher levels of
responsibilities
...

Second, with the help of a detailed organization chart it is determined
that how many people, at what level, at what positions and with what
kind of experience and training would be needed to meet the business
objectives during the optimum planning period of 5 years
...

The planning is done every year for the coming 5 years
...
This reduces inaccuracy in forecasting
...
5 SOURCES OF RECRUITMENT:
It is essential to organization that develops the different sources of
recruitment, when the organization is successful in gathering a large
application pool, it can adopt a rigorous procedure in choosing the best
employees without compromising on quality
...
8
Page 124

The various sources of recruitment can be broadly classified into two
categories:
A
...
External Recruitment
...
The relative emphases
may differ from enterprise to enterprise depending upon the following
factors:
1
...

2
...

3
...

4
...

5
...


Internal Sources: Internal sources of recruitment consist of personnel
already working in the enterprise
...
It is a
process designed to create sufficient interest among the current
employees to cause them to formally indicate an interest I a given
position
...
9
Internal sources: The main sources of internal recruitment are as
follows;
1
...

Page 125

Generally,

the

organisation

maintains

the

inventories

of

qualifications to choose employees for suitable vacancies
...
The evaluate job opportunities relative to their skill,
experience, interests and career goal
...
10
2
...
Employee develops good prospects for their families
and friends by acquainting them with the advantages of a job with
the company furnishing letters of introduction and even
encouraging them to apply
...
A major limitation of employee’s referrals
is that the referred individuals are likely to be similar in type to
those who are already working in the organisation
...
Former Employees:

Former employees are another internal

source of recruitment
...
Sometimes
people who have left the company for some reason or the other are
willing to come back and work
...

Merits of Internal Sources: Internal recruitment offers the following
advantages
...

b) It creates a sense of security among employee
...
This induces them to work harder so as to
prove their worth
...

e) Prospects of transfer to new posts inspire employees to keep on
adding to their knowledge and experience which leads to their
development
...
No time and money is to be spent on
advertisement, tests and interview because the knowledge and
skill of employees are already known
...


Demerits of Internal sources: Internal recruitment suffers from the
following drawbacks:
a) Existing employees may not be fully qualified for the new
job
...

b) All vacancies cannot be filled through internal sources
...

c) Internal candidates become accustomed to the company’s
work patterns and as such may lack originality and fresh
outlook
...

d) This method narrows the choice and denies the outsiders an
opportunity to prove their worth
...
Advertising: Advertising in newspapers and journals is the
most popular source of recruitment from outside
...


Detailed

information

can

be

given

in

the

advertisement to facilitate self-screening by the candidates
...

2
...


Management trainees, technicians, etc
...
Universities and institutes generally run placement
bureaus to assist in recruiting students
...

3
...
It
serves as an intermediary between the enterprise and the jobseekers
...
It may pass on the
applications to the client company or may conduct tests and
interview of the candidates, It charges fee from the client
company
...


Page 128

4
...
They have close links with towns
and villages for this purpose
...
Employment Exchanges: Public employment exchanges are
important sources of recruitment of personnel
...
Employers notify job
vacancies to these exchanges that pass on the names of suitable
candidates to the employers
...
Leasing: This method is often used by public sectors
organizations
...

7
...
Such jobseekers
may be considered for causal vacancies or for preparing a
waiting list for future use
...

b) Fresh Outlook: Candidates recruited from external sources
bring originality and fresh viewpoint
...

c) Varies Experience: The enterprise can secure candidates
with varies and broader experience
...

They may be irritable, quarrelsome or suspicious
...

b) Expensive: Greater time and money have to be spent on
advertising, tests and interviews of external candidates, cost
of inductions of new personnel
...

d) Sense of Insecurity: Recruitment from outside creates a
sense of insecurity among the present staff
...

4
...
In proper selection of best workers and
employees has been made, the enterprise may be successful in achieving
its objectives
...
Therefore, the selections in a big
industrial enterprise must be based on certain principles as follows:
1
...

2
...

3
...

4
...

5
...
Only the best and capable candidate
must be selected on the basis of merit
...
Recruitment by a committee: The right to recruit the workers and
employees must be assigned to a committee of capable, efficient,
experienced, senior and responsible officers of the company
...

7
...
It will always
pursue them to do more and better work
...
Job security: Security of job must be assured to every worker and
employee of the enterprise at the enterprise at the time of his
appointment so that he may contribute his efforts to the
achievement of organizational objectives
...
7 Procedure of Recruitment of Personnel:
Recruitment is marketing tool as well as a social relational exercise
...
Therefore, it should be carried out in a manner that retains or
increases the image and goodwill of organisation honest and objective
recruitment policies and procedures would bring the image of the
companies into the peak elevation of corporate world
...
The procedure of selection is
the, series of steps through which the employees are finally selected for
the enterprise
...
There
cannot be any definite selection procedure applicable to all enterprises
...
Acceptance of Application Forms: First of all applications are
invited from the prospective candidates
...

These applications may be invited on plain paper or on the
prescribed forms which may be issued by the enterprise
...
These applications provide a record of
qualification, experience etc
...


Page 132

2
...
After this date all the applications
received for a post and analyzed in detail
...

3
...
These tests
may be of the following types:
(i) Intelligence Tests: Intelligence tests are meant to measure
the mental ability of an individual in terms of his memory,
vocabulary, reasoning etc
...
It is a very common test
used in the selection procedure these days
...

These tests are helpful in deciding the spirit of groupies and
feeling of mutual co-operation
...
These tests are very helpful in
forecasting the success of candidates on a particular job
...
For
example, the candidates required for the posts of typist may
be asked to type some material
...

(v) Interest Tests: These are designed to evaluate the likings and
disliking of the candidates for different situations and
Page 133

different occupations
...


Employment tests are becoming very popular device of making the
selection of best candidates for different posts
...

4
...
The main object of interview is to find out of
whether an individual candidate is suitable for a particular job or
not
...
It helps in judging the personality, ability,
capability and the temperament of the candidates
...
It provides the opportunity to the enterprise
to understand the candidates thoroughly
...
In this way, it is a process of two way communication
...
Frank free and friendly discussion must be held at the
interview
...
All the questions related to the educational
qualifications, experience, general knowledge, attitude character,
health, family background, hobby etc
...
On the other hand, complete information must be given to
the candidates about the organization also
...
Selection by the Supervisor: Candidates selected in the interview
must be referred to the supervisor for final selection
...
If the
supervisor is a member of the interview board, this step of referring
the candidates to the supervisor is not required
...
Medical Examination: After making the selection of the
candidates they are checked by a reliable doctor or by a board of
doctors to check their health
...
The
candidates which are declared medically unfit are rejected
...
Issue of Appointment Letters: The candidates, who are approved
in the medical examination also, are issued the appointment letters
...
these letters must also mention the date by
which the candidates should join the firm
...
Arrangement of Training: Necessary arrangements are made for
providing training to the selected candidates, if necessary
...
Training increasing the efficiency and morale of the selected
candidates
...
Allotment of Work: When the employees are trained, the work is
allotted
...

The main point to consider while making the allotment of work
must be the ‘Right man for the right job and right job for the right
man
...
Follow Up: After making the allotment of the work to the
employees, it is followed up
...
If not, necessary
instructions and directions are given to them
...
8 Meaning of Selection:
Selection is the process of carefully screening the candidates who
offer themselves for appointment so as to choose the most suitable
persons for the jobs that are to be filled
...
The
recruitment has been defined by many eminent authors as under:
In the words of Dale Yoder,
“Selection is the process by which candidates are divided into two
classes-those who will be offered employment and those who will not?”12
According to O
...
”13
Selection process divides the candidates into two categories those
who will be offered employment and those who will not be
...
It is a process of weeding out unsuitable candidates
...


Page 136

4
...
If unsuitable persons are selected, labour absenteeism and
turnover will be high
...
This will result in wastage of time, energy and
money spent in hiring and training them
...
The well-being of an organization depends
greatly on the quality of its managers
...
Errors in
selection may prove very costly in future
...

If right people are selected for various jobs, their productivity and
efficiency will be high
...
In order to achieve this purpose, a well-organized
selection procedure is required
...
Such
information will facilitate decision regarding selection
...
10 Main Principles of Selection:
The success of an industrial enterprise depends upon the fact of
whether the selection has been made properly according to the principles
of selection or not
...
If
proper selection has not been made, the enterprise may not be successful
in achieving its objectives
...
Policy of recruitment in accordance with the object of
enterprise: The recruitment policy of the must be in accordance
with the pre-determined objectives of the enterprise so that help in
the achievement of objectives of the enterprise
...
Observation of government rules and regulations: Before
formulation the policy of the recruitment and selection for the
enterprise, Government rules and regulations of selection must be
thoroughly understood and followed, especially either reference to
the rules of reservation that no legal complication may arise at later
stage after the recruitment is made
...
Recruitment by a Committee: The right to recruit the workers
and employees must be assigned to a committee of capable,
efficient, experienced, senior and responsible officers of the
company
...

4
...

5
...

6
...
Only the best and capable candidate must
be selected only on the basis of merit
...
Job Security: Security of job must be assured to every worker and
employee of the enterprise right at the time of his appointment so
that he may contribute his efforts to the achievement of
organizational objectives
...
Opportunity of Development to the Employees: The selection
policy of the enterprise must be prepared in the manner that it may
provide challenging opportunities to the employees of the
enterprise based on their ability and performance
...


4
...
This information is secured in a number
of steps or stages
...


The hiring procedure is not a single act but it is essentially a series
of methods or steps or stages by which additional information is reduced
about the applicant
...
A procedure may be compared to a
series of successive hurdles or barriers which an applicant must cross
...

According to Yorder, the hiring process is of one or many ‘go, nogo’ gauge
...

Qualified applicants go on to the next hurdle, while the unqualified are
eliminated
...


Page 139

Selection processes or activities typically follow a standard pattern,
beginning with an initial screening interview and concluding with the
final employment decision
...

4
...
The thoroughness of the procedure
depends upon three factors:
First, the policy of the company and the attitude of the
management
...

Second, the nature of selection, whether faulty or safe, because a
faulty selection affects not only the training period that may be needed
but also results in heavy expenditure on the new employee and the loss
that may be incurred by the organization in case the job-occupant fails on
his job
...
The longer the
period, the greater the uncertainty in the minds of the selected candidate
about his future
...
Someone should have the authority to hire
...

2
...

3
...
e
...


4
...
In practice, selection
procedure differs from job to job and from organization to
organization
...
But in many cases, it is quite complex and time consuming
...
Preliminary interview
2
...
Selection tests
4
...
Checking of references
6
...
Final approval
...

Some organizations do not follow all these steps while others follow them
in a changed sequence
...
In some cases, physical examination may take
place before selection tests
...
In some companies the practice is to obtain the bio-data after
the final interview to account for the time gap involved
...

1
...
It is generally brief and
may take place across the counter in the employment office of the
company
...
It saves the expense of processing unsuitable
candidates and saves the candidate from the trouble of passing
through the long procedure
...


While

providing

important

information, applications and curriculum vitae of the candidate
tend not to be extremely useful for making final selection
decisions
...
Application Blank: Candidate who get through the preliminary
interview are asked to fill up a blank application form specially
designed to obtain the required information about the candidate
...
As far as possible, the
application should be brief and simple
...
Generally, an
application from contains information regarding, (a) personal
history name, date of birth, sex, marital status, nationality, etc
...
Application blank provides a permanent
Page 142

record of the candidate’s education, experience, interests, etc
...
It helps to make tentative references regarding
the candidate’s suitability
...
It also reflects
the interest of the employer in the candidates for tests
...
15
3
...
These are used for efficient performance of
the job
...

Written tests may be descriptive or objective in nature
...

However, they are re-earning vital importance, and opportunities
are that at some point in the career of employees they have to
complete certain personality tests
...
Employment Interview: Personal interview is perhaps the most
widely used method for selecting employees
...
It is more thorough
and comprehensive than the preliminary interview
...
Personal
and social traits like aptitude, interest, motivation, communicating
skill, etc
...
Employment
interview, however, suffers from several weaknesses
...
Secondly,
interviews can test only the personality of the candidate and not his
ability for the job
...
Inaccuracy and bias in
judgment may yield misleading results
...

Finally, very often interview is interpreted as having greater
meaning and validity than is justified
...
Appearance may be deceptive
...

5
...
e
...
, could
be addressed
...
He may be the
previous employer or teacher of the candidate
...
A letter of
recommendation may also be asked from the candidate
...
However, reference checks are not very reliable in
practice because In general the references do not know the person
well enough or they are biased in his favor
...
They may be persuaded to give
opinions frankly by giving an assurance that all information will be
treated as strictly confidential
...
16
Page 144

6
...
Under this method,
several candidates are brought together and given a topic for
discussion
...
This method reveals
personality characteristics, communication skills, ability to get on
with others, ability to appreciate others ideas, etc
...
His
personality assets itself and is revealed in his attitude and behavior
during the crossfire of a discussion
...
Such analysis is known as interaction analysis
...
Physical Examination: Physical or medical examination of
candidate is carried out to ascertain his physical fitness for the job
...
Some companies
accept the medical certificate obtained by a candidate from a
qualified physician
...
A
proper medical examination will ensure high standard of health and
physical fitness for the employees
...
A thorough medical
checkup candidate fulfills three objectives; first, it helps to
ascertain the applicant’s physical capability to meet the job
requirement
...
Thirdly, it protects the organization
against unwarranted claims under the Workmen’s Compensation
Act
...
Final Approval: After screening the candidates a list of suitable
candidates is prepared
...
He gives the final approval
...
Generally, the candidates are appointed on probation
for one or two years
...
If during the probation period, an employee is found
unfit he may be transferred to some other job
...
If the
organization cannot offer him a job which he can do well, his
services may be terminated after due notice
...
14 SELECTION PROCESS IN INDIA:
The selection process in India is illogical
...
In fact quite a few
small organizations appoint employees for unskilled cadres without
putting them into any of the formal steps in the selection process
...
15 PLACEMENT:
Once an offer of employment has been extended and accepted, the
final stage in the procurement function is concluded, namely that of
placement of the individual on the new job orienting him to the
organization
...
It is a decisive step which consists in matching what the
Page 146

supervisor has reason to think the new employee can do with what the job
demands, imposes and offers
...
For this
reason, the first placement usually carries with it the status of probationer
...
18
“Placement” may be defined as “the determination of the job to
which an accepted candidate is to be assigned, and his assignment to that
job
...
A
proper placement of a worker reduces employee turnover, absenteeism
and accident rates and improves morale
...
Only in very rare case is the
employee, once placed asked to quit, and even then it is only when there
is something very serious against him or he is found guilty of contained
negligence in the performance of him duties
...
It involves putting square pegs into
square hills i
...
matching the individual and the job
...
Even a competent
employee may be inefficient and dissatisfied if put on a wrong job
...
While placing employees on jobs, the requirements of both
organization and the employee should be considered
...
age, marital status,
language pattern, qualifications and experience of a particular candidate
should also be considered while placing the right man on the right job
...
16 Induction:
Induction is a technique by which a new employee is rehabilitated
into the changed surroundings and introduced to the practices, policies
and purposes of the organization
...

Induction is a welcoming process to make employees feel at home
generate in him a feeling of belongingness to the organization
...
19
4
...
He may feel shy insecure
and nervous
...
He may have anxiety caused by not following the usual practices
prevalent in the organization, or the haphazard procedures, and lack of
information
...
Induction leads to reduction of such anxieties and
hold colleagues responsible for assisting the new-comer so that he may
feel confident
...
It helps minimize
what might be called the reality shock some new employees undergo
...


Opportunities for advancement

ii
...


Social status and prestige the feeling of doing something important
and the recognition of this by others

iv
...


Opportunities to use special aptitudes and educational background;

vi
...


Lucrative salary, but when these expectations are often fulfilled
and therefore; result in frustration experiences for new employees,
experiences of which include jobs with low initial challenge,
inadequate performance appraisals
...

Orientation can help overcome this problem by providing for more
realistic expectations on the part of new employees and more
understanding on the part of the supervisor
...
The new corner is explained what is expected
of him and for this, there is explained the rules, regulations, policies and
procedures that directly affects him
...

4
...

Page 149

Whether that is achieved through a formal or informal placement
orientation programme depends on the size of the organization and the
complexity of the individual’s new environment
...
These might include a tour of
the offices or plant, a talk about the history of the organization, and short
discussion with a representative of the Personnel Department who will
describe the organization’s benefit plans
...
The procedure should
basically follow these steps:
First, the new person needs time and a place to report to work
...

Third, administrative work should be completed
...

Fourth, the departmental orientation can be conducted
...

Fifth, verbal explanations are supplemented by a wide variety of
printed material, employee hand books, flyers, employee manuals,
house- journals, picture stories, comics and cartoons, pamphlets,
etc
...


Page 150

Orientation

programmes

usually

cover

things

like

employee

compensation benefits, personnel policies, the employee’s daily routine,
company organization and operations and safety measures and
regulations
...

It will thus be answered that orientation is generally provided on
the following:
i
...


The company, its history and products, process of production and
major operation involved in his job

iii
...


Rules and regulations governing hours of work and overtimes;
safety and accidents prevention, holidays and vacations, methods
of reporting, tardiness absenteeism

v
...


Many programmes include follow –up interviews at the end of 3 or
6 months with a view to finding out how he knew employee is
getting along

vii
...


Personnel policy and sources of information

ix
...


Terms and conditions of service, amenities, and welfare facilities

xi
...
) and recreation services (athletic, social and cultural activities)

xii
...


Opportunities, promotions, transfers, suggestion schemes and job
stabilization
...


4
...
The selection of
managerial personnel must be made very carefully because they are the
persons who shape the future of the enterprise and the success of an
enterprise depends upon their ability and efficiency
...

I
...
First of all, the number managerial personnel to the
appointed must be decided
...


Determination of wanted qualification and experience for a post is
known as the specification
...
Job specification contains the details of required ability
for performing certain duties
...


Determination of Personality Characteristics Required for
Managerial Jobs:After preparing the specification for managerial
personnel
...
Following are the necessary characteristics
Page 152

required for managerial jobs in addition to the specific, technical,
and professional qualification and experience:
1
...
They have to get the work done by others
...
They must be capable in getting the
things done by their subordinates
...
Power of Decision Making: The persons to be appointed
must be capable to take the important decisions
...

3
...
This
knowledge makes them alert and up to date
...
Emotional Stability: Managerial personnel must be
emotionally stable
...
They must deal with the
any situation with full confidence and with cold mind
...

5
...
Following three factors are
necessary for self-confidence:
a) Enthusiasm
b) Incentives
c) Ambition

Page 153

III
...
Main external
sources of the supply of managerial personnel are as
follows:
a) Retired managerial personnel
b) Candidates

who

contacted

the

enterprise

themselves
c) Educational and professional institution;
d) Other companies or enterprises of the same
nature
e) Advertisement
...

IV
...

Page 154

REFERENCES:
1
...
K
...
Ltd
...
56
...
Jeffery J
...
22
...
Edwin B
...
131
...
Dale Yoder (1975) - Personnel Management and Industrial
Relations, Prentice Hall of India, New Delhi
...
63
...
Shashi Gupta and Rosy Joshi (2008) – Human Resource
Management, kalyani Publishers, New Delhi, p
...
2
...
PravinDurai (2010) – Human Resource Management, Pearson
Publication, pp
...

7
...
144-145
...
Stephen

L
...

9
...
Leap and Michael D
...
204
...
ArunMonappa and Mirza S
...

11
...
144-145
...
Dale Yoder (1972) - Personnel Management and Industrial
Relations, Prentice Hall of India, New Delhi
...
229
...
H
...
O’Donnell (1972)-Principles of Management,
McGraw Hill, New Delhi, P418
...
Bateman and Snell: Management, Opcit, pp
...

15
...
L
...
3
...
17
...
GeryDessler (2001): Human Resource Management, Opcit, pp186187
...
M
...
3,pp
...

18
...
Tokyo
...
277
...
Dr
...
112-114

---