Indian Railways

Contents

INTRODUCTION 3

RECRUITMENT 3

FACTORS AFFECTING RECRUITMENT 4

THEORIES AND POLICIES OF RECRUITMENT AND SELECTION 4

INDUCEMENTS TO RECRUITMENT 5

SOURCES OF RECRUITMENT 7

METHODS OF RECRUITMENT 10

SELECTION 13

STEPS IN SELECTION PROCESS 14

STRATEGIES FOR SUCESSFUL RECRUITMENT 19

ILLUSTRATIONS: 20

1. RECRUITMENT AND SELECTION PROCESS IN BHEL: 20

2. RECRUITMENT & SELECTION PROCEDURE AT INDIAN RAILWAYS 24

3. UNIVERSITY OF WESTERN AUSTRALIA 27

4. RECRUITMENT AND SELECTION AT TEAMLEASE 31

5. RECRUITMENT PROCESS AT HOTEL ORCHID: 38

CONCLUSION 44

INTRODUCTION

Human resource is an important corporate asset and the overall performance of company depends on the way it is put to use. In order to realize company objectives, it is essential to recruit people with requisite skills, qualification and experience. While doing so we need to keep present and future requirements of company in mind.

Successful recruitment methods include a thorough analysis of the job and the labour market conditions. Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to labour shortages, or problems in management decision making.

Recruitment is however not just a simple selection process but also requires management decision making and extensive planning to employ the most suitable manpower. Competition among business organisations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organisation.

The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. Despite a well drawn plan on recruitment and selection and involvement of qualified management team, recruitment processes followed by companies can face significant obstacles in implementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their in house management skills to apply generic theories within specific organizational contexts.

RECRUITMENT

Recruitment is defined as, "a 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 workforce." Edwin B. Flippo defined recruitment as "the process of searching for prospective employees and stimulating them to apply for jobs in the organization." In simple words recruitment can be defined as a ‘linking function'-joining together those with jobs to fill and those seeking jobs.

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes and needs are:

• Determine the present and future requirements of the organization in conjunction with its personnel-planning and job-analysis activities.

• Increase the pool of job candidates at minimum cost.

• Help increase the success rate of the selection process by reducing the number of visibly, under qualified or overqualified job applicants.

• Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time.

• Begin identifying and preparing potential job applicants who will be appropriate candidates.

• Induct outsiders with a new perspective to lead the company.

• Infuse fresh blood at all levels