File Name: recruitment and selection process project report .zip
My project guide Prof. Moumita Chatterjee helped immensely to completely my project. I would like to sign off by thanking Mr. Manideepa Basu Zedpoint along with all the employees of those companies who have helped me in completing this project.
Human resource is responsible for giving birth to human embalmers. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.
The main objective of the recruitment process is to expedite the selection process. Selection on the other hand, is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job in an organization best, to find out which job applicant will be successful, if hired. To meet this goal, the company obtains and assesses information about the applicants in terms of age, qualifications, skills, experience, etc.
Competent human resources at the right positions in the organization are a vital resource and can be a core competency or a strategic advantage for it. The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. Conclusion As I have come to the end of my study I have had the following experiences while conducting this study.
I will thus always keep in mind the basic points necessary in our day-to-day life and thank all the people who have helped me in the completion of my project. However, many companies do not pay much attention to such an important thing. Recruiters should check candidates' information like achievements, behavior in their previous companies.. Information that needs checking is: I. Achievements which candidates mention to be theirs but in fact, those achievements belong to the whole team.
Awfully, some candidates make up such achievements. Reasons why candidates do not work for the previous companies. Candidates' salary in their previous companies. Relationship among candidates and their colleagues or managers. Recruiters can easily check such information by calling referees.. The more important the position is, the more carefully they have to check the reference.
In any circumstances, recruiters should highly appreciate and focus on the reference check. By minute calls, it is quite difficult to know much about candidates' achievements or problems. So they should spend at least 20 minutes for the call plan. The questions they will ask referees about candidates are- 1. How long have you worked with him? What is his ability?
What are the main strengths and weaknesses of him? What do you think in general about his competence and what are his main achievements? Could you please tell me the relationship between him and his managers, inferior or colleagues?
Do you know why he wants to change his job at this time? Recruiters had better say thanks to the referees for spending time talking to them and ensure that they will keep secret about the talks.
Sometimes, referees do not want to share negative information about candidates. If the recruiters are professional and clever when talking, referees will agree to share with them the information they need.
Recruiters should talk to the most appropriate people like candidates' direct managers, co-workers or inferior is the best way. The ones who know candidates at present are more suitable than the ones who knew them 10 years ago.
Normally the recruiters just need to find information from 3 recent companies that candidates have worked. The recruiters must remember that candidates' past achievements are the best mirror reflecting their future achievements. The author has culled from his many years of experience doing HR recruitment and hiring work to suggest steps that he believes would be helpful to those interested in having formal recruitment and hiring process in place. On the over-all, the following steps are followed when one would like to put in place a formal recruitment and hiring process: 1 First, define and clarify the strategy of the organization related to Human Resource HR management.
This strategy has to come from the top-level leaders and managers of the organization, following the size. He will also be empowered to make decisions related recruitment and hiring. This can be a standing committee of leaders and managers or a separate group.. From the most critical positions that have to be filled up to the less critical one. This can be done by using in-house recruitment Or by posting an online or print advertisement. Or by hiring a professional recruiter.
It's suggested to consider candidates who are most qualified and ready to do the job at once. From these applications received, a tentative short list will be made. In case of in-house recruitment, a tentative short-list will have to be drawn up.
This list will be made up of the applicants to be considered for interview. During the interview date, the candidates will fill up application form if you have one to "get to know each other" the first time with the purpose of feeling out each other if both parties can work together in the organization. Or announce for referrals of applicants from other employees in the organization. Or put on hold the recruitment process, and continue at a more appropriate time.
Confirm if the candidate will accept the offer. If there's a negotiation on the compensation package, then this has to be clarified and completed first. Have the hiree submit the required legal documents to be able to start working with the organization. Agree on which date to start with the job. Prepare all the tools, office supplies that will be used by the new hiree. Or even spend lunch time or break time with the new hired, as soon as possible.
This can be either the direct supervisor, or even one of the other employees of the organization. The recruitment process could be internal or external or could also be online and involves the stages of recruitment policies, advertising, job description, job application process, interviews, assessment, decision making, legislation selection and training.
Successful recruitment methods include a thorough analysis of the job and the labor market conditions and interviews as well as psychometric tests to determine the potentialities of applicants.
Various techniques of selection include various types of interviews, in tray exercise, role play, group activity, etc. Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills, labor shortages, or problems in management decision making. The recruitment process could itself be improved by following management theories like-Rodgers seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal interviews, etc.
Recruitment requires management decision making and extensive planning to employ the most suitable manpower.
The selectors aim is to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organization. Management would specifically look for potential candidates capable of team work. The process of recruitment does not end with application and selection of the right people but involves maintaining and retaining the employees chosen.
We can also understand that Human Management resource approaches within any business organization are focused on meeting corporate objectives and realization of strategic plans through training of personnel to ultimately improve company performance and profits. From that inspired first step, today under the stewardship of Dipankar, his son, Luxmi has made confident strides financially. The Company was established and formed in , by young result oriented professionals, who have vast exposure in working with well cultured professionally managed organizations.
Our talent acquisition solutions are based on our number of years of experience helping clients to maximize the performance of their HR department resulting to the overall growth of the organization.
Zedpoint assessment solutions include skill testing, psychometric and personality assessment, structured interviews, phone screening, competency modeling etc. We provide full range of consulting services that includes recruitment process consulting, workforce planning, change management etc. These solutions results into improving new hire quality, increasing the speed of hiring and reducing the cost of managing resource levels. As the situation matures, we have to think more carefully about picking the right people for longer-term roles including middle and senior management.
You may find that one of the first roles you need to fulfill is a HR administrator to help achieve these goals. Here are the major stages in this cycle: 1.
Defining the Requirement Decide what vacancy you have. If you need to fill a new role quickly you might find it helpful to adapt one of the models provided here: Task analysis: Draw up a detailed list of tasks that the person will have to do. This helps in determining the qualities and qualifications genuinely required for the job.
Job description: produce an outline of the broad responsibilities rather than detailed tasks involved in the job. Person specification: decide what skills, experience, qualifications and attributes someone will need to do the job as defined in the task analysis and job description.
Delivery time: Within 12 hours for readymade project and 3 days for new project. Description: Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel. Staffing is one basic function of management. All managers have responsibility of staffing function by selecting the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers.
Inadequate recruitment can lead to labour shortages, or problems in management decision making. Recruitment is however not just a simple selection process.
The result embodied in this project has not been submitted to any other institute for the award of any degree. I also declare that this project report is a result if my own endeavour and this work has not been published or submitted to any other university for any degree earlier. It got support of many people. First of all I would like to take this opportunity to thank the D. I would like to thanks Mr.
Every task is undertaken with an objective. Without any objective a task is rendered meaningless. The main objectives for undertaking this project are:. The insurance sector is marked with a high level of attrition and therefore recruitment process becomes a crucial function of the organization. The attrition is high among the sales managers, unit mangers mostly in the sales profile. The recruitment is high during these months due to the fact that March and September are half year closing and business is high during Jan-Mar.
employment based on certain criteria.” Selection is de!ned as the process of. di6erentiating between applicants in order to. identify those with a.
Это были голоса. Мужские голоса. Они долетали до нее из вентиляционного люка, расположенного внизу, почти у пола.
Они не реагировали. - Выключите ТРАНСТЕКСТ! - потребовала. Остановка поисков ключа Цифровой крепости высвободила бы достаточно энергии для срабатывания дверных замков. - Успокойся, Сьюзан, - сказал Стратмор, положив руку ей на плечо.
Даже в такие моменты ему удавалось сохранять ясность рассудка. - А вы не думали о том, чтобы позвонить президенту. Стратмор кивнул: - Думал. Но решил этого не делать. Сьюзан так и подумала.
Это не вирус? - с надеждой в голосе воскликнул Бринкерхофф. Джабба презрительно хмыкнул.
Recruitment is a process which provides the organization with a pool of potentially qualified job candidates from which judicious selection can be made to fill.Traplancentri 13.03.2021 at 09:48
This report is based on case studies in 20 organisations that are.LeГіnidas E. 13.03.2021 at 19:10
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It has not been submitted to any other university or institution for the award of any degree or diploma.Florencia B. 17.03.2021 at 22:00
A PROJECT REPORT ON RECRUITMENT AND SELECTION BY SAYAN The main objective of the recruitment process is to expedite the selection process.