Source of recruitment

This presentation for the recruitment process information. too much useful for management subject ppt.

1. ENGINEERING ECONOMICS & MANAGEMENT COMPUTER DEPARTMENT Prepared by : AKSHAY JANI

2. ACKNOWLEDGEMENT WE ARE IMMENSLY GREATFUL TO OUR LECTURER , MR.DEVANG SHAH, FOR HER INVALUABLE GUIDANCE WHICH GAVE US A DEEP INSIGHT ON THE SUBJECT. WITH HER KEEN INTEREST AND CONSTANT MORAL BOOSTING, WE ARE ABLE TO COMPLETE THIS SUBJECT SATISFACTORILY . WE EXPRESS OUR VERY SINCERE THANKS TO COMPUTER ENGINEERING DEPT. FOR PROVIDING ADEQUATE FACILITIES TO COMPLETE OUR PROJECT. WE ARE AGAIN CORDIALLY THANKFUL TO OUR C&P DEPARTMENT STAFF, FRIENDS AND OTHER PEOPLE WHO HAVE DIRECTLY OR INDIRECTLY HELPED US IN COMPLETION OF THIS PROJECT.   LAST BUT NOT THE LEAST, WE ARE ALSO THANKFUL TO OUR FAMILY MEMBERS WHO ENGOURAGED AND SUPPORTED US ROUND THE CLOCK FOR THIS PROJECT. Akshay Jani

3. CERTIFICATE This is to certify that AKSHAY JANI Student of computer Engineering, bearing Enrollment No: 150013107T10 have satisfactorily completed his Seminar work as a part of course curriculum in Degree Engineering semester III having a subject title “ ENGINEERING ECONOMICS & MANAGEMENT ”. MR.DEVANG SHAH Lecturer , HR Dept. A D PATEL INSTITUTE OF ENGINEERING COMPUTER ENGG. DEPARTMENT LIMDA, VAGHODIA, VADODARA

4. Recruitment Recruitment is a search for appropriate human resource required by a company from time to time. The first phase of recruitment arise when an organization is established. The subsequent phases of recruitment occurs during the operating stage as well as at the time of expansion and diversification of the company .

5. Recruitment is a process of searching and securing the aspirant for the various positions which arise from time to time in the organization . According to Bergmann and Taylor, "Recruitment is the process of locating, identifying and attracting capable applicants”.

6. Sources of Recruitment Recruitment have two types of sources: 1)Internal Sources 2)External Sources

7. Internal Sources Internal sources refer to recruiting known persons who are familiar with the culture, policies and expectations of the organization.it is costly but attracts limited person. Some internal sources are as under: 1)Present employees: where positions are few and are required to be filled-up promptly, then recruitment is made from the existing employees in the form of promotions and transfers.

8. Promotion, refers to upgrading of an employee to a higher position carrying higher status, pay and responsibilities. Transfer refers to shifting an employee from one job to another without any change in position,pay,status and responsibilities. 2)Employee references: The existing employees are advised to refer the names of their relatives, friends and persons from known circles.

9. 3)Former employees: The retired employees willing to work in the company are contacted. Another source is retrenchment caused by earlier courses or downsizing. Such employees, if they are interested can be tapped .

10. 4)Backlog of past applications: This refers to the list of applicants who have shown interest in the company but who were not 5)Selected for some reasons. Such applicants are referred and are advised to face the recruitment process once again if they are interested.

11. External Sources The external sources provides wider spectrum of selection and open up the entry of new blood in the organization. It is a costly process, but opens-up a chance to tap best talent in the field. Some popular external sources are as under: Advertisement: Applications are invited in a open forum through the advertisement in the general or technical newspaper or magazines.

12. 2) Private Consulting agency: In the modern business world many private professional agencies provide consultancy services for effective recruitment.A consulting agency is commonly utilized to find specialized executive personnel. 3)Campus recruitment: As a large number of management institutes like the IIM’s,XLRI,Management Schools and Technical Institutes like IITs are engaged in giving professsional training.

13. 4)Employment exchanges: The Government has opened employment exchanges at the district level. The unemployed people-educated and uneducated, are required at register their names at the respective employment exchanges. This is an important source of manpower.

14. 5) Professional Association: Professional associations like Chartered Accountants, Cost Accounts, Company Secretaries, Chartered Financial Analysis, engineers association, pharmacists etc. 6) Unsolicited direct applications: In the employment starving economy like India, some aspirant candidates apply to the company in anticipation of employment.

15. 7)Raiding: Raiding refers to the snatching away the competent executives of rival organizations through offering attractive salary and better terms of employment. 8)Word-of-mouth: It is a common experience that one can get a better person than a person selected through a rigorous recruitment process from the recommendations of some side experts or well-wishers.

16. Process of Selectio n There is no any standard selection process. There are different stages of selection process . However, some important steps which are generally included in a scientific process of selection are as under: 1)Preliminary Interview: The purpose of the preliminary interview is to screen the candidates so that the unqualified or uninterested candidates are needed out at the start of the costly selection process.

17. 2 ) Application Blank: Application Blank is a prescribed format device by a company which is filled up by those candidates who have cleared the preliminary interview. Generally following classified information are provided in the application blank: 1)Personal Profile 2)Educational Information 3)Work experience

18. 4)Extra curricular activities 5)Salary 6)References 3)Selection Tests: Selection Tests provide an objective measurement of ability and skill of t he applicants. Selection Tests are objective in nature but they reflect the sample behavior of the candidates which are not the holistic personality

19. Of a person. 4) Selection Interview: Personal interview is the oldest and widely used technique of selection process under the scientific selection process generally interviews are arranged on the basis of score of the selection tests. 5)Reference Checks: The candidates are generally asked to provide two or three references with name,designation,address and contact numbers.

20. 6)Physical Examination: It serves two objectives: It matches the candidates physical attributes to the jobs requirements. It identifies physical defects in the individual like infections disease, health limitations causing subsequent burden of compensation on the company, causing accidents and injuries.

21. 7)Final selection: Final selection is the last stage of the selection process. When the candidate clears all the successive hurdles of selection process mentioned above, then he is given a chance to serve the company through his formal selection. A letter of job offer is issued to such candidate with a request to decide whether he is willing to join the company. He is asked to accept the offer and to state from which date he will join the company.

22. Appendix We are specially thanks to……… MR.DEVANG SHAH Lecturer In computer dept, Piet( ds ) 2 nd shift. D.R.PATEL DR D.A.DESAI MR.DHRUV BRAHMBHATT Author of EEM book

23. Thank You!!!