Recruitment selection training and development

Recruitment, selection ,training and development in industries

1. RECRUITMENT, SELECTION, TRAINING AND DEVELOPMENT Presented By Tanuja Yadav M.Pharmacy Pharmaceutical Organisation and Production Management A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

2. CONTENTS Recruitment Importance and needs of recruitment Impact of personnel policies on recruitment polices Sources of recruitment Process of recruitment Selection Selection process Training and develepment Benefits of training Case study Conclusion References A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

3. RECRUITMENT Recruitment is a process of searching for prospective employees and stimulating them to apply jobs in the organization . it is a linkage activity bringing together those with the jobs and those seeking jobs. IMPORTANCE OF RECRUITMENT: To increase the Pool of candidates at minimum cost. To meet the organizations legal and social obligations regarding the composition of it's workforce. It enables the selection of best candidates for organization To determine present and future requirements of organization with personnel planning and job analysis activities. A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

4. NEEDS FOR RECRUITMENT The needs of recruitment arise due to the following reasons: PLANNED NEEDS ANTICIPATED NEEDS UNEXPECTED NEEDS RECRUITMENT POLICY: Recruitment policy specifies the objectives of recruitment and provides a framework for the implementationof the recruitment programme. Factors considered in recruitment policy are as follows: Oranganisational objectives Recruitment needs Sources of recruitment Criteria of selection and preferences A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

5. I MPACT OF PERSONNEL POLICIES ON RECRUITMENT POLICIES Generally recruitment policies are drawn from personnel policies of the organisation. According to Dale Yodar and Paul D. Standohar general personnel policies provide a wide variety of guidelines for recruitment policy. After formulation of recruitment policies, management decides to centralize or decentralize the function. A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

6. SOURCES OF RECRUITMENT INTERNAL Present employees Employee referrals Former employees EXTERNAL Advertisements Campus recruitments Walk -ins Recruiting agencies Competitors A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

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8. PROCESS OF RECRUITMENT Human resource planning Identify HR requirements Retrench/layoffs Determine numbers, levels and Criticality of vacancies Choose the resources and method of recruitment Analyze the cost and time involved Start implementing the recruitment program Select and hire. Evaluate the program surplus demand organizational recruitment policy Job analysis A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

9. SELECTION Selection is the process of picking individuals who have relevant qualifications to fill jobs in an oraganisation The basic purpose is to choose the individual who can most succesfully perform the job from the pool of qualified candidates. Selection is usually a series of steps . Each one must be successf u lly cleared before the applicant proceeds to the next one A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

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11. SELECTION PROCESS A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

12. TRAINING AND DEVELOPMENT Every organisation needs well trained and experienced people to perform the activities that have to be done. Training refers in helping members of an organisation to acquire and apply the knowledge, skills and abilities needed by a particular job and organiasation. Employee training is important sub- system of human resource development. Employee training is a specialized function of the human resource management A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

13. MEANING Training is the act of increasing the knowledge and skill of an employee doing a particular job. Training is short-term educational process and utilizing. According to Dale S. Beach Training is “the organized procedure by which people learn knowledge and skills for a definite purpose”. A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

14. T - Talent and tendency (strong and determined) R - Reinforcement (something positive to be reinforced) A - Awareness (with which one can easily take long strides progress) I - Interest (accompanied by excitement and enthusiasm) N - Novelties (new things) I - Intensity (intense experience should be instilled) N - Nurturing (nurturing of talent) G - Grip (fine grip overbsituation) A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

15. BENEFITS OF TRAINING For Organisation Leads to improved profitability Improves the job knowledge and skills Improves the morale of the workforce Helps to create a better corporate image Improves relationship between boss and subordinate Faster authenticity, openness and trust A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

16. BENEFIT TO INDIVIDUAL Helps the individual in making better decision and effective problem solving. Increase job satisfaction and recognition. Help to handle stress, tension and conflict. Aids in encouraging and acheiving self confidence. Move a person towards personnel goal and development of skills. A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

17. BENEFITS IN PERSONNEL AND HUMAN RELATIONSHIP Improves communication between groups and individual Improves interpersonal skills Improves morale Builds cohesiveness Provide a good climate for learning growth and coordination Makes organisation better place to work and live A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

18. CASE STUDY - HR Recruitment and Selection Case Study In Elgin Pharmaceutical A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

19. STRATEGY OF THE COMPANY To retain the employees for a long period of time To maintain the reputation of the company To motivate the employees to increase their performance and achieve the positive results from it A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

20. Evaluation of Current Recruitment and Selection Process Elgin Pharmacueticals is using the same method of recruitment (waiting lists) and selection (General Mental Ability and Semi-Structured Interviews) from last ten years. A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

21. WAITING LISTS These lists are made up of logical enquiries and applicants hired from the old recruitment activity. Then it provides suitable applicants that can be assessed when there will be any vacancy. Waiting lists are of low costs and resource efficient. Because candidates are already selected for the next step but they have to wait for the vacant positions in the company. These are hard to manage because these are spoiled quickly. Applications have very limited life, as candidates interest may change to other jobs. Waiting lists could cause discrimination among the candidates because they may restrict from the jobs again. A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

22. GENERAL MENTAL ABILITY TESTS It is also called psychometric test. These tests are used for assessment and evaluation of the test taker by a competent examiner. It is used to check he intelligence and knowledge of the candidate. Its advantage is that candidates cannot lie in it. Moreover biasness can be avoided. This test is used where there are number of candidates for the job. These tests are quite useful than the interviews because real information can be more easily taken from tests instead of the interviews. It’s more reliable and valid. Differences between males and females in abilities (e.g., knowledge of mathematics) may negatively impact the scores of female applicants. A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

23. SEMI- STRUCTURED INTERVIEWS These interviews follow a predetermined and standardized list of questions. These questions are not asked in the same way in same order to all the participants because these questions are difficult to clarify . It is very time-consuming because interviewer needs to record it in written form. Moreover, the data reliability is very low because it is difficult to compare the responses between the respondents. Interviewees give too much information in it which is in depth and useless. Recording information could be very difficult because to write the information is time-consuming and if interview is recorded then candidates may not feel comfortable and give only limited information. A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

24. CONCLUSION Elgin Pharmacuetical company used waiting list method for recruitment, but it is not beneficial for the company because if candidates are in waiting list, it could be time-consuming and lengthy process. Moreover, it will restrict candidates not to work anywhere else or they will lose this job. A.U. COLLEGE OF PHARMACEUTICAL SCIENCES

25. REFERENCES https://writepass.com/journal/2012/12/recruitment-and-selection-case-study-in-elgin-pharmaceutical/ http://www.iosrjournals.org/iosr-jbm/papers/Vol7-issue5/E0752943.pdf http://shodhganga.inflibnet.ac.in/bitstream/10603/63279/12/12_chapter%204.pdf https://www.slideshare.net/ghadgenil1/recruitment-selection-training-development https://www.pharmawisdom.co.in A.U. COLLEGE OF PHARMACEUTICAL SCIENCES