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Practices
Recruitment
It is the first step of hiring process of
employee.
It is the process of attracting individuals on a
timely basis, in sufficient numbers and with
appropriate qualifications, and encouraging
them to apply for jobs with an organization.
It is a first contact of an organization with
potential employees.
Goals of Recruitment
Mainly there are two recruitment goals
[A] To attract qualified applicants
Recruiting process is used to create the pool of qualified applicants.
qualified applicants are those applicants who are having abilities
that are perfect match with the job requirements.
[B] To discourage non qualified applicants
Second goal of recruitment is to avoid nonqualified applicants.
Recruiting is based upon careful designing of the job description
and job specification most of the applicants having irrelevant
qualifications are eliminated from the list of potential applicants
which makes recruiting process more effective and easier.
Constraints of Recruitment
Process
Affirmative Recruitment
A recruitment program that is designed to specifically attract women and
minorities is referred to as affirmative recruitment.
To ensure that an organization's recruitment program is
nondiscriminatory, the firm must analyze its recruitment procedures.
Each individual who engages in recruitment should be trained in the use of
objective, job-related standards.
With few exceptions, jobs must be open to all individuals.
When placing job orders with employment agencies, an organization
should emphasize its nondiscriminatory recruitment practices.
Organizations engaged in affirmative recruitment should develop contacts
with minority, women's, and other community organizations.
Internal Source
Job Posting
Employee Referrals
HRIS
Hiring Employees:
second time around
Succession Planning
External Sources
Advertising
Employment Agencies
Educational Institution
Unsolicited Applicants
Cyberspace Recruitment
Professional Associations
Employee Referrals
Head Hunting
Internship
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Alternative to Recruitment
Outsourcing
Contingent workers
Professional Employer Organization
(Employee Leasing)
Overtime
Recruitment - An applicant
Perspective
Applicant should be provided with necessary
information regarding organization job,
remuneration package etc.
If rejection is to be communicated it should be
done with tactics.
Purposes of Socialization
The Employment Situation
Company Policies and Rules
Compensation and benefits
Corporate culture
Team membership
Job requirement
Dealing with the change
Socialization Process
Outcomes
Productivity
Pre arrival
Encounter
Metamorphosis
Commitment
Turnover
Considerations in Developing a
Socialization Programs
Formal or Informal : what kind of Program
Formal: special attention, management involved in designing the program, recruit
will learn in the way the management want them to, standard maintain
Informal: no special attention, directly put into work with other employees,
learning depends upon whom the recruit selects as mentor
Individual or collective:
Individual: new employee will be socialized individually, time taking and costly
process, new recruits will fail to share their anxieties with others who are in similar
circumstance
Collective: socialization will be in team, effective for large organization, new
employees can share their feeling and come out with solution
Considerations in Developing a
Socialization Programs
Serial or Disjunctive: who will guide them?
Serial: experienced organization member will guide the new
employees, maintain the tradition, customs of the organization,
minimizes change in the organization
Disjunctive: there will be no mentor to guide new employees, not
burdened by traditions of the organization, more inventive and
creative
Investiture and Divestiture
Investiture: individuals are selected for what they can do to the
organization, the organization doesnt want them to change, provide
greater freedom, basically for high level performance, socialization is
to improve fit between candidates and the organization
Divestiture: new employees are given heavy work loads to instill new
set of values, norms and attitudes, used when organization wants to
produce similar kind of employees, e.g. police academy