HRM - MODULE II on training and development

Regarding selection, recruitment and other related to HRP

1. MODULE – II RECRUITMENT OR SELECTION AND HR DEVELOPMENT

2. RECRUITMENT Recruitment is the process of finding, attracting, and hiring the right candidates for job positions within an organization. It’s a crucial aspect of human resource management and involves various methods and strategies to ensure that the most suitable candidates are selected.

3. TYPES OF RECRUITMENT INTERNAL

4. TYPES OF RECRUITMENT EXTERNAL

5. SELECTION Selection is the process of choosing the most suitable candidate for a job from the pool of applicants. It involves several steps and utilizes various sources and methods to ensure that the right person is hired for the role.

6. SELECTION PROCESSES

7. STEPS IN SELECTION PROCEDURE

8. Aspect Recruitment Selection Definition The process of attracting and encouraging potential candidates to apply for job openings. The process of evaluating and choosing the best candidates from those who have applied. Objective To create a pool of qualified candidates. To identify and hire the most suitable candidate. Focus Generating interest and applications. Assessing and choosing the right fit for the job. Activities Involved Job postings, advertising, networking, and outreach. Interviews, tests, background checks, and evaluations. Timing Occurs first, before the selection process. Occurs after the recruitment process, during candidate evaluation. Outcome A list of potential candidates who are interested and eligible. A final choice of the best candidate for the position. Responsibility Typically managed by HR or recruitment specialists. Managed by HR, hiring managers, or selection committees. Tools Used Job boards, social media, career fairs, recruitment agencies. Assessment tools, interview techniques, reference checks. Scope Broader, aiming to attract a large number of candidates. Narrower, focusing on detailed evaluation of candidates RECRUITMENT & SELECTION

9. TYPES OF INTERVIEWS TYPES DESCRIPTION ADVANTAGES DISADVANTAGES Structured Interview Follows a predetermined set of questions, asked in the same order to all candidates. Consistent, fair, easy to compare candidates. May not allow for flexibility or exploration of new topics. Unstructured Interview More informal, with questions that are not predetermined; often conversational. Allows for flexibility and deeper exploration. Can be less consistent and harder to compare candidates. Behavioural Interview Focuses on how candidates have handled specific situations in the past, using the STAR method (Situation, Task, Action, Result). Provides insights into past performance and problem-solving skills. Can be difficult to assess for candidates who have limited experience. Situational Interview Presents hypothetical scenarios to assess how candidates might handle future situations. Evaluates problem-solving skills and creativity. Responses may not always reflect real-life behavior . Panel Interview Involves multiple interviewers asking questions, typically from different departments or roles Provides a broader perspective on the candidate’s fit. Can be intimidating for candidates; scheduling can be complex. Group Interview Candidates are interviewed together, often with tasks or discussions held in a group setting Assesses teamwork, communication, and interpersonal skills. May not provide a clear picture of individual abilities.

10. TYPES OF ERRORS

11. DEVELOPMENT : POLICY & PROGRAMME

12. ASSESSMENT OF HRD NEEDS, HRD METHODS: TRAINING AND NON-TRAINING Identification of Learning and Training Needs/Training Needs Analysis : Training exists with a specific a purpose and that purpose can be defined only if the learning needs of the organization and individuals within it have been systematically identified and analyzed. Training needs is generally identified at two levels viz; the individual level and the Organization level.

13. TRAINING NEEDS ANALYSIS

14. TYPES OF TRAINING

15. CONCLUSION AND BEST PRACTICES In conclusion, understanding various interviewing methods and their applications is essential for e f f e c t i v e i n f o r m a t i o n g a t h e r i n g . B y e mp l o y i n g t h e r i g h t t e c h n i q u e s a nd t y p e s o f i n t e r v i e w s , y o u c a n enhance your research and insights. Always aim for c l a r i t y , e m p a t h y , a nd a d a p t a b i l i t y i n y o u r a pp r o a c h .

16. Thanks!