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Module 3 HRM

The document outlines the processes of recruitment and selection, detailing the steps involved in attracting, interviewing, and hiring employees. It discusses various factors affecting recruitment, the selection process including interviews and tests, and concludes with the orientation of new employees. Different types of orientation methods are also described, highlighting the importance of introducing new hires to the company culture and their roles.

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5 views20 pages

Module 3 HRM

The document outlines the processes of recruitment and selection, detailing the steps involved in attracting, interviewing, and hiring employees. It discusses various factors affecting recruitment, the selection process including interviews and tests, and concludes with the orientation of new employees. Different types of orientation methods are also described, highlighting the importance of introducing new hires to the company culture and their roles.

Uploaded by

rehankmir125
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Module 3

Recruitment
• Recruitment involves attracting and obtaining
as many applications as possible from eligible
job seekers.
• Recruitment refers to the process of
identifying, attracting, interviewing, selecting,
hiring and onboarding employees. In other
words, it involves everything from the
identification of a staffing need to filling it.
Factors affecting
• External Forces
- Supply and Demand
- Unemployment rate
- Labor market
- Political legal
- Sons of soil
- Image
• Internal Forces
- Recruitment Policy
- HRP
- Size of the firm
- Cost
- Growth and expansion
Selection
• Selection is the process of differentiating
between applicants in order to identify and
hire those with a greater likelihood of success
in a job.
Selection Process
• Preliminary Interview: Preliminary screening facilitates
the manager of the organization to shortlist the candidates
and eliminate those who are not suitable for the job based on
the details mentioned in the application form. Preliminary
interviews help to avoid the unfit for reasons that did not
emerge in the application forms. In this interview round, the
candidates are questioned by the interviewer on account of
their qualifications, experiences, etc.

• Selection Test: This type of test is a method that is either a


written test or an exercise that tries to find out some
particular skill or ability of the employees either based on
their mental ability, personality, physical capacity, or mindset.
• Some of the important selection tests that are performed for
the selection of employees are as follows:

- Ability Test: - Also called achievement tests, assist in


determining how well an individual can perform tasks related
to the job.

- Aptitude test: - It helps determine a person’s potential to


learn in a given area.

- Personality test: This test of the employee is conducted to


understand the personal characteristics of the candidates,
such as their values, mindset, patience, beliefs, etc.
• Interest test: Every individual has their own set of interests or particular
fields that they would like to work in. The interest test helps determine
the candidate’s area of interest and the kind of job that would suit him.
This ensures that the employees work with greater enthusiasm and
efficiency.

• Graphology Test: - It is designed to analyze the handwriting of an


individual. This test that seeks to predict success or failure through
one’s handwriting.

• Polygraph Tests: - Designed to ensure accuracy of the information given


in the applicants.

• Medical Test
• Drugs Test
• Employment Interviews: - An interview is a formal conversation
between two people, i.e., the candidate and the interviewer. It is
conducted to test the individual’s capability. The interviewer’s
job is to question the candidate and obtain as much information
as possible, and that of the interviewee is to provide the
information with confidence. Though in the present time, the
contrary is also seen.

- Halo effect: - It occurs when an interviewer judges an applicant’s


entire potential for job performance on the basis of a single
trait, such as how the applicant dresses or talks.

• Reference and Background Checks: Personal details such as


names, addresses, and telephone numbers of the references
may also be requested to be provided to attain extra information
about the candidates.
• The references can be anyone who knows the applicant,
teachers, professors, ex-employers, etc.

• Selection Decision: The candidates who qualify for the tests,


interview rounds, and reference checks ultimately get selected
for the final decision. In this process, the opinion of concerned
the manager makes the concluding decision as to who will be
selected among those final candidates qualifying for that
particular job.

• Medical Examination: After the selection decision and before


the job offer is provided, the candidate goes through a medical
examination to prove that they are physically and mentally fit
for that job. Only then the candidate is given the job offer.
• Job Offer: The step following all the other steps is receiving
the job offer. The job offer is provided to only those who have
passed all the prior obstacles. The job offer is provided
through a letter of appointment, which approves the
candidate’s acceptance. The letter of appointment normally
contains the date on which the candidate has to report on
duty. The letter also prescribes a specified time at which the
candidate is supposed to report.

• Employment Contract: When the job offer is provided and


accepted by the candidate, both the employer and the
candidate are required to put into effect certain documents,
like an attestation form.
• Such a form contains certain details that are verified and
attested by the candidate. It is a document that may be
beneficial in the future. It is also important to prepare a
contract of employment.
• The information necessary to be written in the contract of
employment may differ according to the level of the job.
Some of the details that the contract include are as follows-
Job Title, Duties, Responsibilities, Date of joining of the
employee, rates of pay, allowances, the disciplinary
procedure, work rules, working hours, leave rules, illness,
grievance procedure, termination of employment, etc.
ORIENTATION
• Orientation is the process of introducing new employees to
their work environment and to the company. This process
typically includes an overview of the company's history,
culture, and mission, as well as a tour of the workplace.

• Orientation is a systematic and planned introduction of


employees to their jobs, their co-workers and the
organization. It also called induction.
Types of Orientation
• Formal Informal
• Individual Collective
• Serial Disjunctive
• Investiture Divestiture
• Formal or Informal : - In informal orientation, new hires are
directly put on the jobs and they are expected to acclimatize
themselves with the work and the company.
In formal orientation, the management has a structured
programme which is executed when new employees join the
firm.

• Individual or Collective : - The individual approach is likely to


develop far less homogeneous views than collective
orientation. Individual orientation is more likely to preserve
individual differences and perspectives .
• Orienting each person separately is an expensive and time-
consuming process. It also denies the new hire the
opportunity of sharing anxieties with fellow appointees.

• Collective orientation of the new hires solves the problems.


Most large firms tend to have the collective approach. But
small firms, which have fewer appointees to socialize,
frequently use the individual approach. Individual
socialization is popular even with large firms when they hire
executives whose number is small.
• Serial or Disjunctive : - Orientation becomes
serial when an experienced employee inducts
a new hire. The experienced employee acts as
a tutor and model for the new hire. Serial
Orientation maintains traditions and customs.

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