RECRUITMENT AND TRAINING

OF MANPOWER
 Introduction
• Flippo defined “Recruitment is the process of searching for
prospective employees and stimulating and encouraging them
to apply for jobs in an organization.”
• “Recruitment is a process to discover the sources of manpower
to meet the requirements of the staffing schedule and to
employee effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an efficient
working force” defined by Yoder
• An analysis of these definitions of Recruitment reveals
the following features of requirement:
– It is a series of activities instead of a single act or event.
– It is a link between those with jobs (employer) and those
seeking jobs (prospective employees).
– It seeks to develop a reserve of eligible persons from which
most suitable ones can be selected.
– The basic aim of recruitment is to search the sources of
people required to meet job requirements and attracting such
people to offer them selves for employment in the
organization.
– Recruitment is a regular process for smooth functioning of an
organization.
• Steps in recruitment process
1. Requisitions for recruitment from any department of the
company. The personnel requisition preform contain details
about the position to be filled, number of persons to be
recruited, qualifications required and duties to be performed.
2. Identifying the prospective employees with required
distinctiveness.
3. Locating and developing the sources of required employees.
4. Communicating the information about the organization, the
job and the terms and conditions of service.
5. Motivating the identified candidates to apply for jobs in the
organization.
6. Evaluating the usefulness of recruitment process.
• Source of recruitment
– Internal source
• Present employees – Permanent, temporary and casual
employees already on the roll of the organization. Vacancies
may be filled up from such employees through promotions,
transfers, upgrading and even demotion.
• Retrenched and retired employees who want to return to the
company may be rehired.
• Dependents and relatives of deceased and disabled
employees
– External source
• Educational and Training Institutions/ Campus recruitment
• Recruitment Agencies
• Employment Exchanges
• Labour Contractors
• Press Advertisements
• Methods of recruitment
– Direct method
– Indirect method
– Third party method
 Training
• Training can be distinguished from education.
• “Training is any process by which the aptitudes, skills
and abilities of employees to perform specific jobs are
improved”.
• On the other hand, education is the process of
increasing the general awareness, perception and
understanding of employees.
• Training is job-oriented or occupational having an
immediate utility and the major burden of training
falls upon the employers.
Need for training: The purpose of the training required is on account of the
following reasons:
• Job requirements: Employees selected for a job might lack the
qualifications required to perform the job effectively. New employees need
to provide orientation training to make them familiar with the job and the
other staff of the organization.
• Technological changes: Technology is changing very fast in almost all the
sectors, therefore, Increasing use of fast changing techniques requires
training into new technology. New job require new skills.
• Organizational viability: Training programmes foster the initiative and
creativity of employees and help to prevent obsolescence of skills. An
organization can build up a second line of command through training in
order to meet its future needs for human resources.
• Internal mobility: When an employee moves from one job to another due
to promotion and transfer. Employees chosen for higher level jobs need to
be trained before they are invited to perform the higher responsibilities.
Types of training: Training is required for several purposes. Accordingly
training programmes may be of the following types:
• Orientation training: Induction or orientation training seeks to
accurate newly appointed employees to get conversant with the work
environment. Every new employee needs to be made fully familiar
with his job, his superiors and subordinates and with the rules and
regulations of the organization. It is also known as pre-job training.
• Job training: Job training is provided in order to improve the
knowledge and skills of an employee for improving performance on
the job. Employees may be taught the correct methods of handling
equipment and machines used in a job. Such training helps to reduce
accidents, waste and inefficiency in the performance of the job.
• Safety training: Training provided for the purpose to avoid accidents
and damage to machinery is known as safety training. It involves
instruction in the use of safety devices and in safety consciousness.
• Promotional training: It includes training of on job employees to
enable them to perform higher level jobs. Employees with
potential are selected and they are given training before their
promotion, so that they can shoulder the higher responsibilities
of the new positions with self confidence.
• Refresher training: It is designed to revive and refresh the
knowledge and to update the skills of the existing employees.
Short-term refresher courses have become popular on account of
rapid changes in technology and work methods. Refresher or re-
training programmes are conducted to avoid obsolescence of
knowledge and skills.
• Remedial training: Such training is arranged to overcome the
shortcomings in the behavior and performance of old employees.
Some of the experienced employees might have picked up
appropriate methods and styles or working. Such employees are
identified and new work methods and procedures are taught to
them.