A study on the recruitment and selection process in organizations
- General introduction
- Recruitment and selection
- Defining the requirements of the job
- Job description
- Person specification
- Physical requirements of the job
- Analysis of recruitment strengths and weaknesses
- Sources of applicants/candidates
- Recruitment process at Tyco Fire and Security Pvt. Ltd.
- Recruitment methodology
- Recruitment through placement agencies
- Receiving manpower requisition
- Selection tests
- Structured referee reports
- Compensation fitment
- Objectives of the study
- Research methodology of the study
- Sampling method
- Non-probability sampling methods
- Profile of the organization
- Total security solutions
- Profile of the sample unit
- Functional departments of the organization
- Analysis and interpretation
- Conclusions and suggestions
?Management is the art of getting things done through people? :Mark Parker Follet.
The above quote implies management to be a process of planning, organizing, leading and controlling all other organizational resources to achieve the stated organizational goals, which in turn would help in bringing up the organizational effectiveness and attaining optimum profits. All the efforts of the organization could be achieved through employing the organizational elements like Land, Labor and Capital.
Until recently, human resources where not given prior importance. With the emergence of industrialization and mass production, the concept of human resource started to change. After further studies, it was understood that human resources was one of the most important elements, in fact the assets of the organization. It involves human elements in an organization that contribute their maximum efforts towards the attainment of the organizational goals. When the human elements are properly managed, the concept of Human Resource Management emerges, which is defined as the planning, compensation, integration, maintenance and separation of human resource to the end that individual, organizational and social objectives are accomplished.
Human Resource Management and Its Evolution
Human Resource Management (HRM), a relatively new term, emerged during the 1970's. Coming to its evolution as a subject, it may be stated that concern for the welfare of worker's in the management of the business enterprises has been in existence since ages.
Experts of HRM in our country have tried to chronicle the growth of the subject only since the 1920's. This was the period when state intervention to protect the interests of workers was felt necessary because of the difficult conditions which followed the First World War and the emergence of trade unions. The royal commission, 1931, recommended the appointment of labor welfare officer's to deal with the selection of workers and to settle their grievances.
[...] All the employees are satisfied with the recruiting process that is followed in the organization Maximum number of employees has come to know through consultants and few have come through other resources Maximum number of employees from all the departments has focused more on the company reputation and career development All the employees have been through a panel interview before they were recruited Most of the employees of the all the department do recommend the company for making their career From overall point of view, the company is good according to all the employees Through e-recruitment is the most effective modern technique of recruitment it is not used for the recruitment purpose; 5.2 : CONTRIBUTION OF THE STUDY Depth knowledge about the importance and procedures of recruitment and selection process 5.3 : CONCLUSIONS AND SUGGESTIONS CONCLUSION The study of recruitment and selection policies of Tyco Fire & Security. [...]
[...] Hence, the subject of HRM has grown into a matured profession RECRUITMENT & SELECTION Recruitment describes the process and various stages of searching for suitable candidates to fill vacancies in the workforce. Recruitment is identification of sources from where the personnel can be employed and motivating them to offer for the employment, selection is the choosing the most suitable personnel for the employment. Recruitment and selection can be simply defined as matching the skills a potential employee has to offer with the needs of the job for which he is required. [...]
[...] COMPENSATION FITMENT Compensation is probably on the most critical and sensitive areas in recruitment it should be handled with a lot of care and prudence. The following points may be kept in mind while doing the same Documentary proof of the perspective employees current salary should be examined I detail and its authenticity to be checked Internal benchmarks should be set so as to avoid severe anomalies and disparities in fixing up compensation. Such benchmarks should be fixed for all levels along the lines of qualifications, relevant years of experience, current role and responsibilities and performance factors Sometimes it may be possible that employees may be taken from a single company in such cases no major deviation to be made either in cadre or compensation while doing the fitment. [...]