Vidya Myriad II Business Studies II Staff Recruitment

This ppt is made for Class XII ISC students on Business Studies on Staff Recruitment.
Various topics covered are
Meaning, definition and characteristics of staff recruitment, Sources of recruitment,
Internal sources - promotion , transfer, ex-employees, recommendations by employees
External sources - advertisements, campus recruitment, casual callers, gate hiring, employment exchanges, placement agencies, labour contractors
Difference between Internal and external sources of recruitment Merits and demerits of internal and external sources of recruitment
E-recruitment - Benefits and limitations Sources of e-recruitment- internet and intranet

1. Staff recruitment 1 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

2. W hat is Recruitment? According to Edwin Flippo recruitment is defined as the process of searching for prospective employees and stimulating them to apply for jobs in an organization. It basically refers to the process of appointing possible candidates for a job or a function. When more persons apply for jobs then there will be a scope for recruiting better persons. According to Dale Yoder , recruitment is the process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. 2 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

3. Characteristics of recruitment It’s a process or a series of activities rather than a single act or event. It is a linking activity as it brings together the employers and the prospective employees. It’s a positive function as it seeks to develop eligible people and select the most appropriate one. Its main purpose is to locate the sources of people as per recruitments and attract them for employment in the organization. It is a persuasive function as all organizations engage in recruiting activity. It is a two way process that takes a recruiter and a recruitee. It is a complex job because too many factors are involved in it. 3 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

4. Activities involved in recruitment 4 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

5. Sources of recruitment 5 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

6. Internal sources Promotion : I t means shifting an employee from a lower job to a higher job leading to an increase in pay, status, workload and responsibilities. Transfer : I t means shifting an employee from one job to another similar job without an increase in pay, status and workload. PROMOTION 6 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

7. Ex-Employees : Sometimes people who were in the company's employment earlier may be re-employed by the company or they may come back on their own. Recommendations by employees : Another good source of recruitment are the applicants introduced by present employees. 7 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

8. Merits of Internal sources of Recruitment 8 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

9. Demerits of Internal sources of recruitment 9 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

10. External sources Advertisements : This is the most widely used method of recruiting staff. Giving advertisements in newspapers, television, magazines and other media is a convenient and economical source of recruitment. It provides a large pool of candidates which gives the organization sufficient choice in selection. Campus Recruitment : It’s a convenient and inexpensive method of recruitment. In this, the employer gets help from the placement cell of the educational institutions in selection and recruitment . 10 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

11. Employment exchanges : I t refers to an office of the central or state government, which collects and furnishes information on the prospective employers, available vacancies and job seekers, thereby facilitating jobseekers to find a suitable job and for industry to find the suitable manpower. This helps the country to tackle unemployment problems. Placement agencies : Employers can hire agencies like A.F. Ferguson Associates, ABC Consultants, etc. to do the complete job of recruitment i.e. the agency receives and screens the applications & shortlists suitable persons. This source of recruitment is used for recruitment of senior managers . 11 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

12. Casual callers : The  casual callers , also called as unsolicited applications are the job seekers who come to the well-renowned organizations casually and either mail or call to drop in their job applications, seeking the job opportunity. A waiting list of these applications can be prepared to fill in the vacancies as they arise. Direct recruitment or gate hiring : Direct recruitment also called as factory gate recruitment is an important source of hiring especially to fill the vacancies for unskilled or semi-skilled jobs. Here, the company puts up a notice on a notice board or on the factory gate regarding the jobs available, such that the applicant sees it and applies for the job directly. 12 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

13. Labour contractors :   This is the most common form of external recruitment wherein the labor contractors who are either employed with the firm or have an agreement to supply workers to the firm for the completion of a specific type of a task.  Labour contractors maintain close contacts with labourers so that they can provide the required number of unskilled workers at short notice. The disadvantage of this system is that if the contractor himself decides to leave the organization, all the workers employed through him will follow suit. 13 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

14. Merits of external sources of recruitment 14 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

15. Demerits of external sources of recruitment 15 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

16. Differences between Internal and External Sources of Recruitment BASIS OF COMPARISON INTERNAL SOURCES EXTERNAL SOURCES MEANING Recruitment from within the enterprise Recruitment from outside the enterprise TYPES Promotion Transfer Ex-employees Recommendations by Employees Advertisements Employment exchanges Campus recruitments Placement agencies Casual callers Gate hiring Labour contractors MERITS Familiarity Economical Less time consuming Motivation Better utilisation of existing talent Wide choice Infusion of new blood Healthy competition Only source for new enterprises DEMERITS Restricted choice Inbreeding Lack of competition Conflicts among staff Frustration among staff Time consuming Expensive Uncertainty 16 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

17. E-recruitment E-recruitment (electronic recruitment) means recruiting employees through electronic means. It’s a process of creating a database of candidates and encouraging them to offer for selection. It basically refers to the use of web-based technology for the various processes of attracting, assessing, selecting,  recruiting  and on boarding job candidates. Through e-recruitment employers reach larger number of potential employees. 17 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

18. Benefits of e-recruitment 18 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

19. Limitations of e-recruitment 19 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

20. Sources of e-recruitment Internet Organisations use internet as a source of recruitment Advertise job vacancies on websites Company's website offers details Job seekers send their applications and bio-data through e-mail using internet CV’s can be uploaded on internet and employers having vacancies can pick the candidates who fulfil their requirements. Intranet E- recruitment through its own website or specialised job-portals Resume scanner can be put to shortlist wanted candidates Specialised job-portals operate on 24x7 basis 20 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C

21. 21 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C References Gupta .C.B (2020). I.S.C. Business Studies , Goyal Brothers Prakashan www.yourarticlelibrary.com www.toppr.com www.businessmanagementideas.com www.managementstudyhq.com www.ilearnlot.com Pictures from google images

22. 22 Gurpreet Kaur - [email protected] - Class XII - Staff Recruitment - I.S.C