PERSONNEL ADMINISTRATION

UNIT-2
Recruitment
 Contents

• Recruitment: Significance
• Types and Problems
• Selection Methods and Reservation system in
Public Services
• Promotion: Significance, Seniority, Meritcum-
• Seniority methods
• Training: Significance, Types, Objectives
Training in India.
 Recruitment
• Recruitment refers to the process of identifying, attracting, interviewing,
selecting, hiring and on-boarding employees.
• In other words, it involves everything from the identification of a staffing
need to filling it.
• Recruitment is the process of actively seeking out, finding and hiring
candidates for a specific position or job.
• The recruitment definition includes the entire hiring process, from
inception to the individual recruit’s integration into the company.
• Recruitment is a positive process of searching for prospective employees
and stimulating them to apply for the jobs in the organisation.
• When more persons apply for jobs then there will be a scope for
recruiting better persons.
 Significance of Recruitment
• The objective of recruitment is to attain the number and quality of
employees that can be chosen to help the organisation achieve its
objectives and goals.
• It also helps to create a pool of potential employees for the organisation
in order for the management to select the right applicant for the right job.
• Recruitment is important for an organization to achieve its goals.
• When the right people are selected, the employee will produce
productive results and stay with the organisation longer hence having a
low employee turnover.
• If selection is not carefully done, the employee may make mistake which
leads to a financial loss.
• It also wastes the time of human resource managers to go through the
recruitment and selection process again.
 Types of Recruitment
• There are several types of recruiting. Here’s an overview:
• Internal Recruiting: internal recruiting involves filling vacancies with existing employees from
within an organization.
• Retained Recruiting: When organization hire a recruiting firm, there are several ways to do so;
retained recruiting is a common one. When an organization retains a recruiting firm to fill a
vacancy, they pay an upfront fee to fill the position. The firm is responsible for finding
candidates until the position is filled. The organization also agrees to work exclusively with
the firm. Companies cannot, in other words, hire multiple recruiting firms to fill the same
position.
• Contingency Recruiting: like retained recruiting, contingency recruiting requires an outside
firm. Unlike retained recruiting, there is no upfront fee with contingency. Instead, the
recruitment company receives payment only when the clients they represent are hired by an
organization.
• Staffing Recruiting: staffing recruiters work for staffing agencies. Staffing recruiting matches
qualified applicants with qualified job openings. Moreover, staffing agencies typically focus
on short-term or temporary employment positions.
• Outplacement Recruiting: outplacement is typically an employer-sponsored benefit which
helps former employees transition into new jobs. Outplacement recruiting is designed to
provide displaced employees with the resources to find new positions or careers.
• Reverse Recruiting: refers to the process whereby an employee is encouraged to seek
employment with a different organization that offers a better fit for their skill set. We
offer Reverse Recruiting Days to help workers with this process. At our Reverse Recruiting
Days we review resumes, conduct mock interviews, and offer deep dives into specific job
roles.
 Problems in Recruitment
• The staff quality from your hiring process all depends on the effectiveness of
a recruitment and selection strategy.
• However, the process is often reported with unsmooth flow when employers
encounter a variety of problems in both tangible and intangible forms.
• It may involve the cost for spreading a job advertising or the fee to improve
the quality of communication between HR managers and company leaders.
– Lacking analysis about the job
– Misalignment in JD
–   Narrow Focus
–   Difficulty in finding qualified candidates
–  Candidate screening challenges
– Longer time to hire
– Process optimization challenges
Selection Methods and Reservation system in Public Services

• The searching of suitable candidates and informing them about the openings in
the enterprise is the most important aspect of recruitment process.
• The candidates may be available inside or outside the organisation. Basically,
there are two sources of recruitment i.e., internal and external sources-
• Internal Sources: Best employees can be found within the organization when a
vacancy arises in the organisation, it may be given to an employee who is already
on the pay-roll. Internal sources include promotion, transfer and in certain cases
demotion. When a higher post is given to a deserving employee, it motivates all
other employees of the organisation to work hard.
• The employees can be informed of such a vacancy by internal advertisement.
Methods of Internal Sources: The Internal Sources Are Given Below:
– Transfers
– Promotions
– Present employee
• (B) External Sources: All organisations have to use external sources
for recruitment to higher positions when existing employees are not
suitable.
• More persons are needed when expansions are undertaken. The
external sources are discussed below: The different methods are
– Advertisement:
– Employment Exchanges
– Schools, Colleges and Universities
– Recommendation of Existing Employees
– Factory Gates
– Casual Callers
– Central Application File
– Labour Unions
 Promotion
• Promotions refer to shifting of persons to positions carrying better prestige,
higher responsibilities and more pay.
• The higher positions falling vacant may be filled up from within the organisation.
• A promotion does not increase the number of persons in the organisation.
• A person going to get a higher position will vacate his present position.
Promotion will motivate employees to improve their performance so that they
can also get promotion.
• The employees are given the promotions to higher posts and positions as and
when vacancies are available or when new posts are created at the higher levels.
• It is quite common in all types of organizations. It is the product of internal
mobility of the employees due to change in organizational processes, structure
etc.
• It is better than direct recruitment which satisfies many human resources
problems of the organization and helps in achieving organizational objectives. P
 Significance of Promotion
• The most important purpose that a promotion serves is that it sets a business apart from
its competitors.
• Employee Promotion is one of the main goals of employees working hard. Thus, it turns
into their expectation. When employers don’t fulfill these expectations, they end up losing
employees.
• Employee Promotion often includes a pay raise which acts as a huge motivation. This in
return further reduces attrition. A survey published shows 35% of employees quitting
their job because of no pay raise in a year.
• As stated above, employee promotion is a big tool for career advancement and employee
retention. 
• Internal employee promotion involves less cost than hiring new ones. 
• Employee promotion facilitates the very important career path and growth of an
individual. 
• Employee Promotion often brings new responsibilities that initiate a sense of
management. This sense of management is a key factor in employee satisfaction as it
helps them grow. 
 Seniority
• Seniority is a privileged rank based on your continuous employment with a
company. In a seniority-based system, people who stay at the same company for
long periods of time are rewarded for their loyalty.
• You can distinguish seniority from merit-based advancement because seniority is
based only on a person's employment duration without considering other
factors, such as accomplishments.
• Seniority of an employee refers to the relative length of service in an
organization.
• When seniority is considered as the basis of promotion, the rule is to promote
the employee having the longest length of service, irrespective of the employee
is competent to occupy a higher post or not.
• The reason behind seniority as the basis of promotions is that there is a positive
correlation between the length of service in the same job and the amount of
knowledge and the level of skill acquired by an employee in an organization.
 Meritcum-
Seniority methods
• Managements mostly prefer merit as the basis of promotion as they are
interested in enriching organizational effectiveness by enriching its
human resources.
• But trade unions favour seniority as the sole basis for promotion in
order to satisfy the interests of majority of their members.
• Both seniority and merit as the bases of promotions have their
advantages and disadvantages.
• Hence it is necessary for the organizations to give due weightage to
both seniority and merit while promoting their employees.
• A combination of both seniority and merit can be considered as the
basis of promotions, there by satisfying the management for
organizational effectiveness and the employees and trade unions for
respecting the length of service.
 Training
• Training constitutes a basic concept in human resource development. It
is concerned with developing a particular skill to a desired standard by
instruction and practice.
• Training is a highly useful tool that can bring an employee into a position
where they can do their job correctly, effectively, and conscientiously.
• Training is the act of increasing the knowledge and skill of an employee
for doing a particular job.
• Dale S. Beach defines training as ‘the organized procedure by which
people learn knowledge and/or skill for a definite purpose’.
• Training refers to the teaching and learning activities carried on for the
primary purpose of helping members of an organization acquire and
apply the knowledge, skills, abilities, and attitudes needed by a particular
job and organization.
 Significance of Training

• Training of employees and mangers are absolutely essential in this

changing environment. It is an important activity of HRD which helps in
improving the competency of employees.
• Training gives a lot of benefits to the employees such as improvement
in efficiency and effectiveness, development of self confidence and
assists every one in self management.
• The stability and progress of the organization always depends on the
training imparted to the employees.
• Training becomes mandatory under each and every step of expansion
and diversification.
• Only training can improve the quality and reduce the wastages to the
minimum. Training and development is also very essential to adapt
according to changing environment.
 Types of Training

• Various types of training can be given to the

employees such as induction training,
refresher training, on the job training,
vestibule training, and training for promotions.
– Induction training
– Job instruction training
– Vestibule training
– Refresher training
– Apprenticeship training
 Objectives of Training in India
• The general objectives of training are discussed
below:
– Objective # 1. To Enhance Knowledge of Employees
– Objective # 2. To Improve Job Related Skills
– Objective # 3. To Develop Proper Job-Related
Attitudes
– Objective # 4. To Prepare for Higher Responsibilities
– Objective # 5. To Facilitate Organisational Changes
THANKS