Recruitment,selection,placement,promotion,credentialing

Click here to load reader

Embed Size (px)

description

this is detailed picture of nursing administration

Transcript of Recruitment,selection,placement,promotion,credentialing

  • 1. PRESENTED BY S.Bhaktiswarupa Msc Nursing Sum Nursing college

2. Recruitment is interpreted as the procedure of exploring and obtaining applicants for the jobs from among whom the right people can pick out. It is the process of detecting and appealing capable applicants for employments. The processes are commences when new recruits are sought and end when their applications are presented. The result is a pool of applicants from which new employees are picked out. 3. Jerry and Franklin; Recruitment is the foundation that feeds the managerial pool: without it managerial personnel dries up and survival of an enterprise is threatened. 4. Edwin B Fllipo Recruitment is the process of searching prospective employees and stimulating them to apply for organisation. 5. Assist in reducing the chance that job applicants once selected and recruited will exit the organisation after a short period of time Conform with organisations social and legal obligations in relation to the constitutions of its manpower. Commencing ,preparing and capable job applicants who will be suitable candidates. 6. Measure the strengths of various recruiting sources and techniques for all kinds of job applicants . Assist in increasing the success rate of the selection process by reducing the number of cisibly over qualified and under qualified job applicants. Decide the present and future need of organisation in alignment with its job analysis and personnel planning activities. Step up the pool of job candidates at low cost. 7. SIZE OF THE BUSINESS COMPENSATIO N PACKAGE INFLUENCE EMPLOYEES WORKING ENVIRON MENT PAST RECRUITING POLICY EMPLOYEMENT CONDITIONS COST OF RECRUIT MENT. 8. The policy provides a framework for recruitment and contains aspect such as Organisational objectives Identification of recruitment needs Preferred sources of treatment{internal / external} Criterion of selection and preferences The cost of recruitment and financial implementation of the same RECRUITMENT POLICY 9. DIRECT RECRUITMENT EDUCATIONAL INSTITUTIONS ADVERTISEMENT RECOMMENDATION PROMOTION EMPLOYEMENT AGENCIES TRANSFER 10. Selection implies matching people with the right job. It is essential therefore to select quality personnel for placing in right position. to render quality services .. Hence ,Selection is a process of choosing from among external candidates the most suitable persons for the current position or for future positions. 11. Screening of application Preliminary interview/physical examination Selection test Employment interviews Approval by appropriate authority 12. SCREENING OF APPLICATION Everyone in the enterprise whoever applied for the job may not qualify for the job. Those who do not possesses adequate experiences and qualification should not be included in the list of the candidates to be called for a preliminary interview . .Hence a proper scrutinity of application is made to select the candidates to be called for preliminary interview. 13. The employers tries to find out whether the candidate is physically and mentally fit for the job . In general the candidate are asked about their qualification.,Experience,interest,residence, age,etc. Employer should not take much time for conducting the preliminary interview. 14. Interview is a face to face observational and personal appraisal method to evaluate a candidates fitness for the job. Every person who is selected by a company for interviewed by one or more persons. This system helps the employees motivation,personality,smartness,intelligence ,and his overall attitude. 15. Those candidates who have passed the preliminary interview will be asked to appear the selection test . Test serve as an important device in the process of selection. Test aim at discovering and measuring selected qualities ,abilities and skills of a candidate in terms of job specifications. 16. Direct interview This is straight forward face to face question-answer session between the interviewer and the interviewee. In this ,the interviewer tries to assess the candidates knowledge of the job ,attitude, motivation and other personal characteristics. 17. No direct questions are asked ,the candidate is asked to express his views on any topic of his liking. The interviewer mainly listens without interrupting the candidate. This method provides freedom of expressions to the interviewee and also keep him more at ease. It help the employer make a better assessment of the personality of the candidate 18. Under this method the number of standard of questions to be asked of a candidate are framed in advance Even the answer to these questions are made be fore hand. In order to find out the suitability of the candidate for the job for which he is being interviewed. 19. In this the interview put such questions as can make the candidate lose his temper or make him angry or irritated . In case the candidate answer such questions without getting irritated ,he has a good chance of being selected for the job. 20. Here a panel of members interviews the candidates. Each member may ask question in a particular area that is assigned to him. Immediately after the interview the panel members together will evaluate the candidates performance with reference to his answer to question put by each members 21. Here a group of candidates is observed in a group discussion on a specific problem If a specific candidates performance is impressive he may be considered for the job. 22. . Organisation may designate various authority for approval of final selection of candidates for different categories of candidates. When approval is received the candidates are informed about their selection and asked to report for duty to specified persons. 23. Placement may be defined as the determination of the job to which an accepted candidate is to be assigned and his assignment is to do that job. It is a matching of how a supervisor has reason to think a candidate can handle the job demands 24. JOB ORIENTATION TEAM WORK TRAINING AND DEVELOPMENT JOB ENRICHMENT REDUCES ABSENTEEISM EMPOWERMENT 25. Promotion comes from the Latin word Promover meaning to move forward. A promotion is the transfer of an employee to a job which pays more money or one that carries some preferred status. Scott and Clothier Promotion is an advancement of an employee to a better job better in terms of greater responsibility, more prestige and status ,great skill and speciality increased rate of pay or salary. Pigers and Mayers 26. PURPOSE To motivate employee to higher position. To attract and retain the competent and cream employee . To recognizing and reward deserving and competent employee. To increase the effectiveness and efficiency of capable employee and organisation. To fill higher vacancies within organisation To build morale and belongingness among the employees. To provide oppurtunities to the employees to grow within organisation. 27. SENIORITY MERIT SYSTEM SENIORITY CUM MERIT. 28. According to this :between two employees of same cadre,the one who was been working a longer time in the service be promoted. ADVANTAGES : It is simple system to understand and execute. It meets the senior employees desire for respect. It maintains discipline and respect for seniority. This is economical system of recruitment. It helps in patronising employee service to the organisation. 29. DISADVANTAGES: It assumes that all the employees of cadre are fit for promotion irrespective of capabilities. It encourages lethargy and and in efficiency. It prevent youngers placed over the senior. It will detoriate the work efficiency if the senior will not keep pace and prevent to attract capable persons. This determines the order of precedence according to the age and experience. It creates sense of security among the employees 30. It is just the opposite to the principles of seniority . There should be objectivity in selection. METHOD OF TESTING MERIT Written test or without interview : Without test may be competitive ,departmental exams to test the knowledge of candidates in the relevant field. These are also called promotional examinations Discretion of the HOD: Sometimes the merit of promotion is to left to the judgement of the HOD ,who has the personal knowledge of all employees and knows about their work in organisation. Service record and efficiency rating : In the public sector the annual confidential record {ACR} .HOD or next senior usually fills the confidential report about the performances of subordinates. and the record is the valuable aid to the judgement in selecting candidates. 31. Encourages the capable and young employees to fill the post. It recognizes and rewards extra know legible employees. It generates greater motivation among competent work force It is a logical and scientific system of promotion and enhance the efficiency of organisation. DISADVANTAGES: Chance of favorism Leads resentment among senior employees. 32. Seniority as well merit parameters are kept in mind at the time of selecting candidates.. This is one of the balanced way of screening out the best candidate to fill the job. 33. It should clearly stated either the promotion be done within the organisation or outside the organisation. It should be fair ,impartial and planned activity. The promotional routes to be followed for different cadre should be mentioned clearly. There should be a provision for training and development of existing employees if promotion is considered within organisation. Records of employees should be maintain properly so that it can be use in time of promotion. 34. CREDENTIAL is an attestation of qualification, competence, or authority issued to an individual by a third party with a relevant or assumed competence to do so. Examples : Academic diplomas, academic degrees, certifications, security clearances, identification documents, badges, passwords, user names, keys, powers of attor