Human resources development, Selection and recruitment
Selection
Human
resource selection is the process of choosing qualified individuals who are
available to fill positions in an organization. In the ideal personnel
situation, selection involves choosing the best applicant to fill a position.
Selection is the process of choosing people by obtaining and assessing
information about the applicants with a view to matching these with the job
requirements. It involves a careful screening and testing of candidates who
have put in their applications for any job in the enterprise. It is the process
of choosing the most suitable persons out of all the applicants. The purpose of
selection is to pick up the right person for every job.
It can be
conceptualized in terms of either choosing the fit candidates, or rejecting the
unfit candidates, or a combination of both. Selection involves both because it
picks up the fits and rejects the unfits. In fact, in Indian context, there are
more candidates who are rejected than those who are selected in most of the selection
processes. Therefore, sometimes, it is called a negative process in contrast to
positive programe of recruitment.
According to Dale Yoder , ―Selection is the
process in which candidates for employment are divided into two classes-those
who are to be offered employment and those who are not
According to Thomas Stone, ―Selection is the
process of differentiating between applicants in order to identify (and hire)
those with a greater likelihood of success in a job
In the words of Michael Jucius, ―The selection
procedure is the system of functions and devices adopted in a given company for
the purpose of ascertaining whether or not candidates possess the
qualifications called for by a specific job or for progression through a series
of jobs.
According to Keith Davis, ―Selection is the
process by which an organisation chooses from a list of screened applicants,
the person or persons who best meet the selection criteria for the position
available.
Difference between Recruitment and
Selection:
Difference between recruitment and selection has been described by Flippo as, ―Recruitment is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organisation. It is often termed positive as is stimulates people to apply for jobs, selection on the other hand tends to be negative because it rejects a good number of those who apply , leaving only the best to be hired.‖ Recruitment and selection differs in following manner:
Difference between recruitment and selection has been described by Flippo as, ―Recruitment is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organisation. It is often termed positive as is stimulates people to apply for jobs, selection on the other hand tends to be negative because it rejects a good number of those who apply , leaving only the best to be hired.‖ Recruitment and selection differs in following manner:
1. Difference in Objective: The basic
objective of recruitment is to attract maximum number of candidates so that
more options are available. The basic objective of selection is to choose best
out of the available candidates.
2.
Difference is Process: Recruitment adopts the process of creating application
pool as large as possible and therefore. It is known as positive process.
Selection adopts the process through which more and more candidates are
rejected and fewer candidates are selected or sometimes even not a single
candidate is selected. Therefore, it is known as negative process or rejection
process.
3. Technical
Differences: Recruitment techniques are not very intensive, and not require
high skills. As against this, in selection process, highly specialised
techniques are required. Therefore, in the selectionselection processes.
Therefore, sometimes, it is called a negative process in contrast to positive
programme of recruitment.
Thus, the selection process is a tool in the
hands of management to differentiate between the qualified and unqualified
applicants by applying various techniques such as interviews, tests etc. The
cost incurred in recruiting and selecting any new employee is expensive. The
cost of selecting people who are inadequate performers or who leave the
organisation before contributing to profits proves a major cost of doing
business. Decenzo and Robbins write, ―Proper selection of personnel is
obviously an area where effectiveness - choosing competent workers who perform
well in their position-can result in large saving. According to them, selection
has two objectives: (1) to predict which job applicants would be successful if
hired and (2) to inform and sell the candidate on the job and the organization.
Satisfaction of employee needs and wants as well as the fullest development of
his potential are important objectives of selection. Dale Yoder says,
―Selection has long held a high rank in the priority of problem areas in
management. Investments in good people produce a very high rate of return. A
good choice of people can provide a basis for long, sustained contributions.
Difference between Recruitment and Selection:
Difference between recruitment and selection has been described by Flippo as,
―Recruitment is a process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organisation. It is
often termed positive as is stimulates people to apply for jobs, selection on
the other hand tends to be negative because it rejects a good number of those
who apply , leaving only the best to be hired.‖ Recruitment and selection
differs in following manner:
1. Difference in Objective: The basic
objective of recruitment is to attract maximum number of candidates so that
more options are available. The basic objective of selection is to choose best out
of the available candidates.
2. Difference is Process: Recruitment adopts
the process of creating application pool as large as possible and therefore. It
is known as positive process. Selection adopts the process through which more
and more candidates are rejected and fewer candidates are selected or sometimes
even not a single candidate is selected. Therefore, it is known as negative
process or rejection process.
3. Technical Differences: Recruitment
techniques are not very intensive, and not require high skills. As against
this, in selection process, highly specialised techniques are required.
Therefore, in the selection
Selection Procedure
·
The selection
procedure is concerned with securing relevant information about an applicant.
·
This information
is secured in a number of steps or stages.
·
The objective of
selection process is to determine whether an applicant meets the qualification
for a specific job and to choose the applicant who is most likely to perform
well in that job.
·
Selection is a
long process, commencing from the preliminary interview of the applicants and
ending with the contract of employment (sometimes).
·
The selection
procedure consists of a series of steps.
·
The selection
process is a series of successive hurdles or barriers which an applicant must
cross.
·
These hurdles are
designed to eliminate an unqualified candidate at any point in the selection
process. Thus, this technique is called ―Successive Hurdles Technique.
Major
factors which determine the steps involved in a selection process
Ø Selection process depends on the number of
candidates that are available for selection.
Ø Selection process depends on the sources of
recruitment and the method that is adopted for making contact with the
prospective candidates.
RECRUITMENT
Recruitment forms a step in the
process which continues with selection and ceases with the placement of the
candidate. It is the next step in the procurement function, the first being the
manpower planning. Recruiting makes it possible to acquire the number and types
of people necessary to ensure the continued operation of the organisation. Recruiting
is the discovering of potential applicants for actual or anticipated
organisational vacancies.
According to Lord, “Recruitment is a
form of competition. Just as corporations compete to develop, manufacture, and
market the best product or service, so they must also compete to identify ,
attract and hire the most qualified people. Recruitment is a business, and it
is a big business.”
In the words of Dale Yoder , “
Recruiting is 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 working force.”
Process
of Recruitment
Recruitment process begins when the
personnel department receives requisitions for recruitment from any department
of the company, The personnel requisitions contain details about the position
to be filled, number of persons to be recruited, the duties to be performed,
qualifications expected from the candidates, terms and conditions of employment
and the time by which the persons should be available for appointment etc. Locating and developing the sources of required
number and type of employees. Identifying the prospective employees with
required characteristics. Developing the techniques to attract the desired
candidates. The goodwill of an organisation in the market may be one technique.
The publicity about the company being a good employer may also help in
stimulating candidates to apply. There may be others of attractive salaries,
proper facilities for development etc. Evaluating the effectiveness of
recruitment process.
Methods
of Recruitment
v Direct
Methods
These include sending recruiters
to educational and professional institutions, employees, contacts with public,
and manned exhibits.
v Indirect
Methods
The most frequently used indirect
method of recruitment is advertisement in newspapers, journals, and on the
radio and television.
v Third-Party
Methods:
The most frequently used
third-party methods are public and private employment agencies.
INDUCTION
The process of familiarization with
the organisation and settling into the job.
It is easy to forget that the
selection process is only the beginning of the employment relationship, and the
future of that relationship depends to a considerable extent on how the new
employee is settled into the job.
A good induction programme makes
business sense, whatever the size of the organisation, and whatever the job. It
introduces the newcomer not only to their immediate colleagues, but to other
workers with whom they may have less day-today contact, including trade union
representatives (if they are recognised in the organisation) or employee
representatives on any staff committee or council.
TRAINING
AND EXECUTIVE DEVELOPMENT
Training is a process of learning a
sequence of programmed behavior. It is the application of knowledge & gives
people an awareness of rules & procedures to guide their behavior.
training is a process that improves skills or add to the existing level
of knowledge so that the employee is better equipped to do his present job or
to be fit for a higher job involving higher responsibilities.
It bridges the gap between what the employee
has & what the job demands.
TRAINING
AND DEVELOPMENT OBJECTIVES
Individual Objectives – help employees in achieving their personal
goals, which in turn, enhances the individual contribution to an organization.
Organizational
Objectives – assist the organization with its primary objective by bringing
individual effectiveness.
Functional Objectives – maintain the department‘s contribution at a
level suitable to the organization‘s needs.
Societal Objectives – ensure that an organization is ethically
and socially responsible to the needs and challenges.
BENEFITS
of TRAINING AND DEVELOPMENT
q Increased productivity
q Reduced
employee turnover.
q Increased efficiency resulting in financial
gains.
q Decreased need for supervision.
Training
is given on four basic grounds
1. New candidates who join an organization are
given training. This training familiarizes them with the organizational
mission, vision, rules and regulations and the working conditions.
2. The existing employees are trained to
refresh and enhance their knowledge.
3. If any updations and amendments take place
in technology, training is given to cope up with those changes. For instance,
purchasing new equipment, changes in technique of production, computer
impartment. The employees are trained about use of new equipments and work
methods.
4. When promotion and career growth becomes
important. Training is given so that employees are prepared to share the
responsibilities of the higher level job.
Importance
v Improves Morale of Employees- Training helps
the employee to get job security and job satisfaction. The more satisfied the
employee is and the greater is his morale, the more he will contribute to
organizational success and the lesser will be employee absenteeism and
turnover.
v Less Supervision- A well trained employee will
be well acquainted with the job and will need less of supervision. Thus, there
will be less wastage of time and efforts.
v Fewer Accidents- Errors are likely to occur if
the employees lack knowledge and skills required for doing a particular job.
The more trained an employee is, the less are the chances of committing
accidents in job and the more proficient the employee becomes.
v Chances of Promotion- Employees acquire skills
and efficiency during training. They become more eligible for promotion. They
become an asset for the organization.
v Increased Productivity- Training improves
efficiency and productivity of employees. Well trained employees show both
quantity and quality performance. There is less wastage of time, money and
resources if employees are properly trained.
Purpose
of training
1.
To prepare the employee, both new & old to meet the present as well
as the changing requirements of the job & the organization.
2.
To develop the potentialities of the people for the next level job.
3. To
ensure smooth & efficient working of a department.
4. To
ensure economical output of required quality.
5. To
build up a second line of competent officers & prepare them to occupy more
responsible position.
6.
To prevent obsolesce
CAREER
MANAGEMENT:
Career development is an organized approach used to match employee goals with the business needs of the agency in support of workforce development initiatives.
Career development is an organized approach used to match employee goals with the business needs of the agency in support of workforce development initiatives.
The purpose of career development is
to:
Enhance each employee‘s current job
performance.
Enable individuals to take advantage of future
job opportunities.
Fulfil agencies‘ goals for a dynamic and
effective workforce.
- Renukadevi, R. Human resource management. 2nd ed. sasurie college of engineering vijayamangalam ,2004
- http://shodhganga.inflibnet.ac.in/bitstream/10603/23544/9/10_chapter_04.pdf
- www.hrwale.com/hr-planning/70-2/
- https://www.tutorialspoint.com/.../human_resource_management_quick_guide.htm
- mgu.ac.in/files/BTS_SEM_V_-_HUMAN_RESOURCE_MANAGEMENT.doc
- https://en.wikipedia.org/wiki/Induction_training
- www.unext.in/.../UNIT_2_HR_PLANNING_RECRUITMENT_SELECTION_PLACE
- ncert.nic.in/ncerts/l/lebs106.pdf
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