ASSIGNMENT

Q1. What do you understand by recruitment?

Recruitment is a positive process of searching for prospective employees and stimulating them to apply
for the jobs in the organisation. It includes 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 linkage activity bringing together those
with jobs and those seeking jobs. In simple words, the term recruitment refers to discovering the source
from where potential employees may be selected. The scientific recruitment process leads to higher
productivity, better wages, high morale, reduction in labour turnover and enhanced reputation. It
stimulates people to apply for jobs; hence it is a positive process. Recruitment is concerned with reaching
out, attracting, and ensuring a supply of qualified personnel and making out selection of requisite
manpower both in their quantitative and qualitative aspect. It is the development and maintenance of
adequate man- power resources. This is the first stage of the process of selection and is completed with
placement.

Q2. Explain various sources of recruitment.

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.

(A) Internal sources: Best employees can be found within the organisation… 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.

The internal sources are given below:

1. Transfers: Transfer involves shifting of persons from present jobs to other similar jobs. These do not
involve any change in rank, responsibility or prestige. The numbers of persons do not increase with
transfers.

2. Promotions: 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.

3. Present employees: The present employees of a concern are informed about likely vacant positions.
The employees recommend their relations or persons intimately known to them. Management is relieved
of looking out prospective candidates. The persons recommended by the employees may be generally
suitable for the jobs because they know the requirements of various positions. The existing employees

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take full responsibility of those recommended by them and also ensure of their proper behaviour and
performance.

(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 methods external sources are discussed below:

1. Advertisement: It is a method of recruitment frequently used for skilled workers, clerical and higher
staff. Advertisement can be given in newspapers and professional journals. These advertisements attract
applicants in large number of highly variable quality. Preparing good advertisement is a specialised task. If
a company wants to conceal its name, a ‘blind advertisement’ may be given asking the applicants to apply
to Post Bag or Box Number or to some advertising agency.

2. Employment exchanges: Employment exchanges in India are run by the Government. For unskilled,
semi-skilled, skilled, clerical posts etc., it is often used as a source of recruitment. In certain cases it has
been made obligatory for the business concerns to notify their vacancies to the employment exchange. In
the past, employers used to turn to these agencies only as a last resort. The job-seekers and job-givers are
brought into contact by the employment exchanges.

3. Schools, colleges and universities: Direct recruitment from educational institutions for certain jobs (i.e.
placement) which require technical or professional qualification has become a common practice. A close
liaison between the company and educational institutions helps in getting suitable candidates. The
students are spotted during the course of their studies. Junior level executives or managerial trainees may
be recruited in this way.

4. Recommendation of existing employees: The present employees know both the company and the
candidate being recommended. Hence some companies encourage their existing employees to assist
them in getting applications from persons who are known to them. In certain cases rewards may also be
given if candidates recommended by them are actually selected by the company. If recommendation
leads to favouritism, it will impair the morale of employees.

5. Factory gates: Certain workers present themselves at the factory gate every day for employment. This
method of recruitment is very popular in India for unskilled or semi-skilled labour. The desirable
candidates are selected by the first line supervisors. The major disadvantage of this system is that the
person selected may not be suitable for the vacancy.

6. Casual callers: Those personnel who casually come to the company for employment may also be
considered for the vacant post. It is most economical method of recruitment. In the advanced countries,
this method of recruitment is very popular.

7. Central application file: A file of past applicants who were not selected earlier may be maintained. In
order to keep the file alive, applications in the files must be checked at periodical intervals.

8. Labour unions: In certain occupations like construction, hotels, maritime industry etc., (i.e., industries
where there is instability of employment) all recruits usually come from unions. It is advantageous from
the management point of view because it saves expenses of recruitment. However, in other industries,

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unions may be asked to recommend candidates either as a goodwill gesture or as a courtesy towards the
union.

9. Labour contractors: This method of recruitment is still prevalent in India for hiring unskilled and semi-
skilled workers in brick kiln industry. The contractors keep themselves in touch with the labour and bring
the workers at the places where they are required. They get commission for the number of persons
supplied by them.

10. Former employees: In case employees have been laid off or have left the factory at their own, they
may be taken back if they are interested in joining the concern (provided their record is good).

Q3. Describe human resource procurement, recruitment, selection with suitable example.

Procurement is the process of finding and agreeing to terms, and acquiring goods, services, or works from
an external source, often via a tendering or competitive bidding process. Procurement is first operational
function of Human resource or personnel management. Procurement is subjected to procuring and
employing people who fits the position and have necessary skill set, mindset, attitude and knowledge.
People are a resource – many would say a business’s most important resource (and certainly one of the
most expensive). Procurement, then, for HR, is the function of their job that makes them the expert in
finding and obtaining this resource. This part of HR usually falls under recruitment, with recruiters
focusing their time and skills in this area.

Recruitment is a positive process of searching for prospective employees and stimulating them to apply
for the jobs in the organisation. It includes 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 linkage activity bringing together those
with jobs and those seeking jobs. In simple words, the term recruitment refers to discovering the source
from where potential employees may be selected. The scientific recruitment process leads to higher
productivity, better wages, high morale, reduction in labour turnover and enhanced reputation. It
stimulates people to apply for jobs; hence it is a positive process. Recruitment is concerned with reaching
out, attracting, and ensuring a supply of qualified personnel and making out selection of requisite
manpower both in their quantitative and qualitative aspect. It is the development and maintenance of
adequate man- power resources. This is the first stage of the process of selection and is completed with
placement.

The selection process in organizations is directed towards finding the right talent for vacancies within the
organization. The process of selection is critical because the organization’s overall performance can be
enhanced by the hiring of high-quality resources. Because of poor hiring practices, new hires can harm the
work being done, and the cost of replacing them is high. The goal of the process of selection is to identify
the most qualified candidates for open positions within a company. Many factors, such as a candidate’s
qualifications, experiences, skills, and overall attitude should be considered to ensure that the right
person is hired for the job.

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Q4. Describe the importance of induction.

The induction is an essential function in human resource management that systematically and formally
welcomes fresh employees to the organization. It brings comfort to employees and helps them to get
settled in the new environment. It involves giving a brief information about history of the company,
nature of business, work culture, policies, procedures, departments, rules and regulations, nature of job,
duties and responsibilities, is provided to employees to create a proper background in their minds before
they start working actively in the company. Following are the importance of induction:

1. A sense of belongingness is created in the mind of the new employee.

2. It gives favourable impression about the organization.

3. It gives chances of increasing loyalty towards the organization and reduction in the rate of labour
turnover.

4. It leads to regular and honest participation, and timely completion of the task by the employee.

5. It helps in removal of anxiety, bias and confusion about the organizational details.

6. It leads to the development of good and favourable public image of the company.

7. Adjustment with peers, seniors and the work assigned becomes easy. An induction program helps to
build employee’s confidence, and eventually, new employees become productive employees.

8. Most of the time, some employees resign from the organization during their first month. In this case,
the induction programs will help to reduce some costs such as the cost of extra supervision, cost of error
correction, and cost of employees pay and benefits.

. New employees can overcome their nervousness and shyness because of the induction program.

10. A committed employee means an employee who recognizes organizational needs and prepares
himself to work hard to accomplish them. An induction program plays a significant role in enhancing
employee commitment.

Q5. Difference between induction and placement.

Placement may be defined as the determination of the job to which a selected candidate is to be
assigned, and his assignment to the job. It involves assigning a specific job to each one of the selected
candidates. It involves striking a fit between the requirements of a job and the qualifications of a
candidate a fit between the requirements of a job and the qualifications of a candidate. The main
objective of placement is that it reduces employees turnover, absentieeism, accidents and
dissatisfactions. It is important for both the organisation as well as staff that each employee should be
placed on a suitable job. While doing so, the factor to be considered is not only the suitability of the job to
the individual. But, initial placement is always a problem because there is little knowledge about the new
employee. Therefore, placement should be done after due considerations of the demands of the job, as

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well as the social, psychological needs of the individual. An enterprise which has spent a lot of time and
money in making a very careful selection may lose due to wrong placement.

Induction is concerned with introducing or orienting a new employee to the organisation. It is the
welcoming process to make the new employee feel at home and generate in him a feeling of
belongingness to the organisation. Once an employee is selected and placed on an appropriate job, the
process of familiarizing him with the job and the organization is known as induction. Induction is the
process of recieving and welcoming an employee when he first joins the company and giving him basic
information he needs to settel down quickly and happily and start working. The new employee, on his
joining the organisation, must be helped to get adjusted and acquainted with the fellow employees and
the work environment. Some large organisations show pictures telling about their history and operation
to give a better idea of the company to the new employees who have joined. The new employee is also
given the necessary information about canteen, lunch period; rest hours, convenience facilities etc. A
complete induction programme also consists of a follow-up after few weeks to ascertain how well the
new employee has adjusted himself with his job and environment. This provides an opportunity to clarify
or remove any misunderstanding in him.