D.E. SOCIETY’S SMT. SUBHADRA K.

JINDAL COLLEGE OF
NURSING, PUNE.

FINAL YEAR MSc Nursing.

SUBJECT: NURSING MANAGEMENT

ASSIGNMENT ON RECRUITMENT PROCESS

(RECRUITMENT OF NURSING STAFF FOR A 50 BEDED
HOSPITAL)

SUBMITTIED TO, SUBMITTED BY,

MRS. SHARADA CHAVAN Mr. GATEEB R. SATARDEY

ASSOCIATE PROFESSOR MSC (N) FINAL YEAR,

DES SMT. SUBHADRA K. JINDAL DES SMT. SUBHADRA K. JINDAL

COLLEGE OF NURSING, PUNE. COLLEGE OF NURSING, PUNE.

SUBMITTED ON: 09/10/2023.

 RECRUITMENT PROCESS

INTRODUCTION:

Recruitment is an essential function of Human Resource Management. Recruitment is to

identify the source, screen, shortlist and select the right person for right place at right time in
an organization. Recruitment refers to the process of finding possible candidates for a job.

DEFINITION:

Recruitment is the process of discovering potential employee for actual and anticipated
organizational vacancies.
-DeCenzo and Robbins

Recruitment is the process of searching for prospective employees and stimulating them to
apply for job in an organization.
-Edwin B Flippo

Recruitment is the discovering the sources of manpower to meet the requirement of the staffing
schedule and to employ effective measures for attracting that manpower in adequate number
to facilitate effective selection of an efficient working force.
-Yoder

PURPOSE OF RECRUITMENT:

➢ Simulate the job aspirants to apply for job in an organization.

➢ Facilitate the selection of most suitable candidate for job in an organization.
➢ Identify the future need of employees in an organization.
➢ Recruit the right person for right place at right time.
➢ Evaluate the effectiveness of various recruitment techniques.
SOURCES OF RECRUITMENT

There are mainly two sources of recruitment.

Internal sources: Internal sources of recruitment indicate that appointing employees

within the organization.

a) Transfer: Transfer is the movement of employee from one place to another place
without increment in salary. In transfer, employee will not get any hike in salary,
responsibility and prestige. Transfer helps to increase effectiveness of the organization
and competency of main position.

b) Promotion: Promotions is the advancement of an employee position within

organization. Promotion gives the employee higher salary, prestige and also
responsibility.

c) Employee referral: The organization communicates the information to employee

about the vacant position. The present employees recommend the suitable candidate
for vacant post.

External sources: External sources of recruitment refer to appointing employees from

outside the organization.

a) Direct recruitment: Direct recruitment covers selecting and enrolling the highly
qualified candidate for vacant post on the basis of interview and some other tests.

b) Advertisement: Advertisement is the best method of recruiting employees for higher

post. Advertisement is given in newspaper with required number of employees,
knowledge, skill and experience for the vacant post.

c) Employment exchange: An Employment Exchange is an organization that provides

employment assistance on the basis of qualification and experience. The Departments
of Employment in various States of India allow unemployed educated candidate
residing in the respective States to pre-register for impending job vacancies occur- ring
 in different sectors of that State.

d) Campus selection: Campus selection is the filling vacant post of an organization by

employing students from various educational institutes. Campus interviews are
conducted by large organizations in educational institute to provide job to students in
the stage of completing course.

e) Walk in Interview: Walk in interview is a commonly used recruitment method by

various organizations. The suitable candidates for vacant post are called through an
advertisement in newspaper. The candidates are asked to reach at organization office
along with Resume and necessary documents. This method is free from the hassles of
calling and then sending interview letters, etc.

f) Uninvited applicants: Candidate those who are having qualification and in search of
job may contact directly to the organization without an ad being posted through in
person, by telephone call and sending resume and covering letter by post. The
organization calls candidates when there are vacancies.

g) Web Publishing: Nowadays, Internet is becoming a common source of recruitment.

There are some websites specifically designed and dedicated for the purpose of
providing information about the job openings.

RECRUITMENT PROCESS

There are five steps in recruitment process are as follows:

1. Recruitment Planning:
➢ Planning is the first essential step in recruitment process.
➢ Recruitment planning is preparing the blueprint for appointing employee in an
organization.
➢ Recruitment planning focus on the job specification, job description,qualification and
skill needed for vacant position.
➢ Planning helps organization to find qualified employee and make hiring process
smooth.
 2. Strategy development:
➢ Recruitment strategy is the plan of action focused on identify, recruit and appoint
qualified candidate for vacant post in an organization.
➢ Developing strategy for recruitment involves type of recruitment, source of
recruitment and geographical area for recruitment.

3. Searching:
➢ After finalizing the recruitment strategy from authority, the searching of mostsuitable
candidate for job initiated.
➢ The suitable candidate may select from internal and external sources.
➢ The organization communicates the job vacancies to job aspirants through
advertisement or media.

4. Screening:
➢ Screening is the process of filtering the applications of the candidates forfurther
selection process.
➢ Screening is an integral part of recruitment process that helps to assess thesuitability
of candidate for particular role.
➢ Screening involves the review of application of candidate conduct competitive
examination and interview and identify the suitable candidate for job.

5. Evaluation and control:

➢ Evaluation and control are the last stage of recruitment process.
➢ In this step, the validity and effectiveness of method used are assessed andevaluated.

FACTORS AFFECTING THE RECRUITMENT

1. Human Resource Planning:

➢ Adequate planning of Human Resource helps to determine the number of employees
required in organization.
➢ Improper planning affects the human resource management so unable to recruit
adequate number of employees in an organization.
2. Recruitment Strategy:
➢ The recruitment of employee can be done by two methods, i.e., from Internal and
External sources.
➢ These methods can affect the recruitment process.
➢ The organizational objectives, policy and number of employees required in an
organization are the factors affecting the recruitment.

3. Special Knowledge and Skill:

➢ Some of the position in an organization requires special knowledge and skill.
➢ If the number of candidates with special knowledge and skill are less, the organization
has to take more efforts to hire the candidate.

4. Organization Size:
➢ The number of persons to be recruited will be de- pending upon the size of an
organization.
➢ Organization size affects the recruitment in an organization.
➢ Small organization requires fewer employees, whereas Big Organizations has to recruit
a greater number of employees.

5. Organizational Identity:
➢ The image of organization in society affects the recruitment.
➢ If the organization have negative image in society, people will not apply for job,
whereas if the organization with positive image, employees will easily get attracted and
apply for job.

6. Availability of Manpower:
➢ The availability of manpower both within and outside the organization is an essential
factor in the recruitment process.
➢ If the organization has demand, more candidates to fill the posts and if there is less
availability of manpower, the recruitment process gets affected.
➢ In such cases, the organization provides training to working employee.
7. Job Status:
➢ Status of job position affects the recruitment.
➢ If the job has good pay scale, promotional channel, recognition in society and
opportunity for career development, the candidates get attracted and apply for job.
➢ If higher salary is paid as compared to similar concerns, then the organization will not
face any difficulty in recruitments.

8. Reservation System:
➢ Government of India has introduced legislation for reservation in employment for
scheduled castes, scheduled tribes, physically handicapped.
➢ These government regulations prohibiting dis- crimination in hiring and employment
have direct impact on recruitment.
 RECRUITMENT OF NURSING STAFF FOR A 50 BEDED HOSPITAL

Staff Nurse
Staff nurses are posted in PHCs and CHCs to provide clinic preventive and curative services.
They work in shift duties and report to medical in charge of respective health centers.

A. Recruitment

➢ Title of the post: Staff Nurse

➢ Class: Group "C" under the General Central Service.
➢ Salary: 10,300-34,800+4,600 grade pay per the Sixth CPC.
➢ Mode of recruitment: Direct recruitment/ by promotion from among ANM with GNM
diploma.
➢ Method of recruitment: External sources/internal recruitment
➢ Essential eligibility criteria: educational qualification.
✓ The candidate must have passed higher secondary/ 10+2 or its equivalent from
recognized university or board
✓ Diploma in GNM from any recognized university or institution
✓ Registered nurse and midwife with State Nursing Council
✓ Experience of 5 years as an ANM
✓ Age limit: 17-35 years for direct recruits.

B. Selection Procedure

➢ Through the DPC

➢ By seniority cum merit
CONCLUSION:
Recruitment is an essential function of Human Resource Management. Recruitment is
to identify the source, screen, shortlist and select the right person for right place at right time
in an organization. Recruitment refers to the process of finding possible candidates for a job.
Recruitment is the process of discovering potential employee for actual and anticipated
organizational vacancies. Recruitment is the process of searching for prospective employees
and stimulating them to apply for job in an organization. Recruitment is the discovering the
sources of manpower to meet the requirement of the staffing schedule and to employ effective
measures for attracting that manpower in adequate number to facilitate effective selection of
an efficient working force.

BIBLIOGRAPHY:
1. Rohini T, Jisa George T’s, “textbook of management of nursing services and
education”,vision health science publishers, 1st edition, 2021, page no: 156-157, 169.
2. D. Elakkuvana Bhaskara Raj’s, “management of nursing services and education”,
Emmesspublication, 3rd edition, 2015, page no: 285-288.
3. B. T. Basavanthappa’s, “Nursing Administration”, Jaypee Publication, 2nd Edition,
2009,Page No: 326-367.
4. Jogindra Vati’s, “Principles and Practice of Nursing Administration”, Jaypee
Publication,1st Edition, 2013, Page No: 311-398.
5. Sharad Pandit’s, “Nursing Administration and Management”, Paras Medical
Publishers,1st Edition, 2021, Page No: 246-277.
6. https://www.sciencedirect.com/science/article/pii/S1053482222000432
7. https://open.lib.umn.edu/humanresourcemanagement/chapter/1-1-what-is-human-
resources/
8. https://nhm.gov.in/images/pdf/communitisation/task-group-reports/guidelines-on-
asha.pdf