Recruitment
Ø HRP:
o Number of people
o Type of people organization needs
Ø Job Analysis:
o Job description
o Job specification
Ø Hiring:
o Recruitment
o Selection
Recruitment: (Definition, Purpose, Importance)
Ø Attracting and obtaining as many applications as possible from
eligible job seekers.
Ø Pool of applications from which new employees are selected.
Ø Pool of potentially qualified job candidates.
Ø Increase the pool of job candidates at minimum cost.
Ø Activity extends to the screening of applications so as to
eliminate those who are not qualified for the job.
Ø Help to increase success rate of selection process by reducing
(screening) the number of visibly under-qualified or over-qualified job applicants
Ø Reduce the possibility of selected candidates will leave the
organization after short period of time. (Stay Longer)
Ø Meet the legal and social obligations
Ø Should inform qualified individuals about employment opportunities.
Ø Create positive image of company
Ø Information about qualification
Ø Create enthusiasm(interest, eagerness, zeal, zest) among the best
candidate
Ø Potential source of competitive advantage to a firm
Ø Best pool of candidates quickly and cost effectively
Ø Help to create more culturally diverse workforce
Poor
Recruitment:
Ø Extra cost on training and supervision
Ø When recruitment fails to meet organization needs for talent, a
typical response is to raise entry level pay scale
Ø Distort salary and wages relationship in organization
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