Recruitment, Selection, Placement, Induction
& Training
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It is an activity that involves all actions that ensure
filling and keeping filled, the positions in an
organization structure.
….Weihrich, Cannice and Koontz
The primary focus is on acquiring and retaining
right kind of people at right positions in the
organization at the right time.
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Human Resource Planning
Job Analysis (Job Description & Job Specification)
Recruitment and Selection
Placement
Induction
Training and Development
Performance Appraisal or Performance Management
Recognition and Reward
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Human Resource Inventory: HR planning begins with
assessing current human resources availability.
Organizations develop detailed HR inventory charts,
which includes a succession plan for every key
position.
HR planning is a process of getting the right number
of qualified people into the right job at the right time
so that organization can meet its objectives.
Strategic planning
HR planning
Forecasting HR
requirement
Demand=
supply
No action
Comparing
Surplus of
worker
Corrective
measures
Forecasting HR
availability
Shortage of
worker
Corrective
measures
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Job analysis is the process of studying and collecting
information related to the operations and
responsibilities of a specific job.
Job analysis can be further classified as:
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Job Description: It is a written statement of what a
jobholder does, how that job is done to define the
role and responsibility of that position, and why it
is done. It typically describes job content,
environment, and conditions of employment.
Job Specification: It states the minimum and
desirable qualifications that a person must possess
to perform a given job successfully. It identifies the
knowledge, skills, attitudes and behaviour that are
needed to do the job effectively
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It Recruitment is the process of locating and
encouraging potential applicants to apply for existing or
anticipated job openings.
It is a linkage activity bringing together those with jobs
and those seeking jobs.
It is basically attracting a large number of qualified
applicants who are ready to take up the job if it is
offered
 Internal
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sources
Present employees
Retrenched employees
Retired employees
Dependent of deceased employees
Promotion, demotion or transfer
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External Sources
Advertisements
Employee exchanges
Unsolicited applicants
Labor contractors
Casual callers
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It is a process for choosing the right or the best
candidate(s) who meets the requirements of a
particular position from among all candidates
who have applied.
It is a match-making to develop a right fit
between the requirements of the job and the
personality of the applicant.
SELECTION PROCESS
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RECEPTION
SCREENING
BLANK APPLICATION FORM
1. bio-data
2. educational
qualification
3. work
experience
4. curricular
activities
5. references
6. salary
demanded
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SELECTION TESTS
SELECTION INTERVIEW
CHECKING REFERENCES
FINAL SELECTION
PHYSICAL EXAMINAION
JOB OFFER
JOB CONRACT
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Placement implies assigning a specific rank
and responsibility to an individual.
If a candidates adjusts himself to the job and
continues to perform as per expectations, it
means he/she is rightly placed.
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Job first, man next.
Placement should neither be higher nor lower
than the qualification.
The placement in the initial period may be
temporary as changes are likely to occur after
completion of the training.
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When a new employee joins an organization,
he/she should be welcomed as a new member
and must be acquainted & adjusted with the
fellow employees and the environment.
“Induction is the welcoming process to make
the new employee feel at home and generate in
him a feeling of belongingness to the
organization”
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It is defined as the socializing process by
which the organization seeks to make an
individual its agent for the achievement of its
objectives and the individual seeks to make
an agency of the organization for the
achievement of his/her personal goals.
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Company’s history & philosophy
Products & services
Organizational structure
Location of departments
Terms & conditions of the service
Benefits & services for employees
Opportunities for T&D
Grievance handling procedure
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“It is the act of increasing the knowledge and skills
of an employee for doing a particular job.”
----- EDWIN B. FLIPPO
“ I hear, I forget
I see, I remember
I do, I understand”
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It is assessment of contribution of an employee to the
fulfillment of organizational objectives.
Performance management is a process of establishing
performance standards and then assessing the
performance of employee for attaining those standards in
order to arrive at objective human resource decisions.
Performance Appraisal Methods
◦ Rating Scales
◦ Appraisal by Objectives
◦ 360-degree Feedback
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Monetary rewards are not the only type of rewards.
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Non-monetary rewards play a significant role in motivating
the employees.
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How the rewards are provided is equally important as what
is the reward.
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Recognition to an employee should be provided in front of
the people whom he/she considers to be important.