ITFT - Recruitment & Selection, Induction & Orientation

Recruitment & Selection

ITFT College, Chandigarh 14/26/2014

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Recruitment

• It is the process of searching the candidatesfor employment and stimulating them toapply for jobs in the organization.




Recruitment

• Transfer

•Recruitment at factory gate (Direct recruitment)• Casual callers

Internal External

• Transfer • Promotion

• Casual callers• Advertisement• Employment agencies• Management consultants• Educational institutions• Recommendations• Labor contractors• Telecasting




Comparison of internal and external recruitmentInternal source External source

1. It is a quick process. It involves search ofcandidates from with in the organization

1. It is lengthy process. It involves findingcandidates from outside the organization

2. This process is cheaper. It does not involveany cost of contracting the external sources.

2. This process is costly as vacancies have tobe notified in newspapers etc.


any cost of contracting the external sources. be notified in newspapers etc.

3. The existing staff motivated to improvetheir performance.

3. the workers feel dissatisfied if externalsource are used

4. Choice of candidates is limited. The scopeof fresh talent is diminished

4. The business can hope for talentedcandidates from outside. This meansinfusion of new blood and new ideas intothe enterprise

Internal sources help in saving time ofofficials responsible for recruitment.

5. External sources of recruitment are time-consuming.



Selection • Selection is the process of obtaining and using

information about job applicants in order to determinewho should be hired for long- or short term positions.

• Selection involves a series of steps by which thecandidates are screened for choosing the most suitablepersons for vacant posts.persons for vacant posts.




Recruitment vs. SelectionBasis Recruitment Selection

Meaning It is the process of searchingcandidates for vacant jobsand making them apply forthe same.

It is the process of selectionof right types of candidatesand offering them jobs

Nature It is a positive process It is a negative process

Aim Its aim is to attract more and Its aim is to reject the


Aim Its aim is to attract more andmore candidates for vacantjobs

Its aim is to reject theunsuitable candidates andpick up the most suitablepeople for the vacant job

Procedure The firm notifies thevacancies through varioussources and distributesapplication forms tocandidates

The firm asks the candidatesto pass through a number ofstages such as filling offorms, employment test,interview, medical exams etc.

Contract of service

No contractual relations iscreated

It leads to contract of servicebetween the employer andthe employee



Selection procedure

Rejection if found unsuitable

Receiving Application

Screening of Application

Employment Tests


Rejection if found unsuitable

Medical Examination

Employment Tests

Interview

Reference Checking

FINAL SELECTION



Application




Employment tests

• Employment testing is the practice ofadministering written, oral, or other tests as ameans of determining the suitability ordesirability of a job applicant.




Classification

Intelligence tests

Aptitude tests

Personality tests

Classification of tests

Proficiency tests

Interest Tests




Employment Interview

• An interview is a face to face, oralobservational and personal appraisal method.




Interview

Patterned or

structured

Unstructured or non

directed

Preliminary or background information

Interview types

Group interview

Stress interview

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Job offer

• Job Offer specifies the terms of anemployment arrangement. Acceptance isachieved when both the employer andappointee sign and date the final job offer.




Orientation

• “Induction (orientation) is a technique, bywhich a new employee is rehabilitated intothe changed surroundings and introduced tothe practices, polices and purposes of theorganisation.”organisation.”




Induction and Orientation

• Induction comes first and is followed By Orientation.

• Induction is for shorter duration while Orientation isfor longer duration.

• Induction means introduction of the company as in• Induction means introduction of the company as inthe overall preview of company while Orientation isthe practical overview of the company.

• Induction is in the form of presentations whileorientation includes introducing employee todifferent people of the organisation.




OBJECTIVES

• To help new staff form positive first impressions, thathe/she belongs to the company, feels welcome andsupported;

• To assist in understanding the culture and values;• To assist in understanding the culture and values;

• To improve staff efficiency, work standards, revenue andprofits;

• To improve staff morale




Types of orientation programme:

FORMAL INFORMAL

INDIVIDUAL COLLECTIVEINDIVIDUAL COLLECTIVE

SERIAL DISJUNCTIVE

INVESTITURE DIVESTITUREITFT College, Chandigarh 174/26/2014



PROCESS

HR Representatives

IntroductionOrganisational

IssuesHR Policies and

RulesEmployee Benefits

AnxietyReduction Seminar

Line Supervisor

IntroductionSpecific Job

LocationAnd Duties




General Property Orientation

• Also known as Overview orientation thatprovides the basic information employeesneed to understand the overall environmentin which they work.

• It will help employees to understand thebroader goals of the organization

• This orientation will be a general session to beheld in a half-day format followed by a tour ofthe organizationITFT College, Chandigarh 194/26/2014



General Property Orientation Covers• the history of the company,• mission and goals, and• the organizational structure• Company policies and procedures• Company policies and procedures• Introduction to the management team• a tour of the entire property




Job-Specific Orientation

• Provided at the departmental level

• This component of the Employee OrientationProgram will help employees understand theirProgram will help employees understand theirjob-specific and department-specificexpectations.

This orientation should be conducted and/orcoordinated by the senior administrativeperson in the Department.




The HR Administrator coordinate with the employee'simmediate supervisor to ensure that the activities listedbelow are completed before the employee arrives:

• Determine who will meet the employee at the worksite

• Have workspace available, cleaned and stocked withsupplies

• Arrange for key, parking permit, computer access, oneCard/Access Card. (If it is not possible to have thiscompleted prior to employee's arrival, have all formsready for employee)




How to induct successfully

• A systematic plan should be followed.

• A check list of points to be included in induction should be prepared

• An induction booklet should be provided

• Anyone who is promoted or transferred from one job to another should also be inducted.

• The aim should be to convey a clear picture of the working of the organisation.




ORIENTATION CHECKLIST• Words of welcome• History of the company• Company culture• Organizational structure of the company• Review of job descriptions, hours and days of work, job duties and

responsibilities• Rate of pay, pay policies, and periods• Gratuities and other benefits• Break periods and meal hours• Review of rules of conduct and employee handbook• Unforeseen absences and tardiness• Introduction to co-workers• To whom to report, when, and where• List of frequently called phone numbers• Sanitation and safety procedure• Career development and opportunities for promotion• Grounds for termination• Emergency situations




Orientation Follow-up

Orientation does not end on the first day. Follow-up isnecessary and may include the following:

• Offer feedback to employee as required.Offer feedback to employee as required.

• Ensure that job expectations are being met. If not,this is the time to discuss/re-explain expectations.

• Arrange a meeting within the first couple of weeks toanswer questions and/or to discuss job-related issuesor concerns.




Questions

Q1 What is Recruitment? What are the various sources for recruitment?

Q2 Describe selection procedure. Explain in detail the types of test and interview for detail the types of test and interview for selection procedure.

Q3 ExplainTransferPromotionInduction




ITFT - Recruitment & Selection, Induction & Orientation

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