TABLE OF CONTENETS
1). INTRODUCTION ………………………………………………………………… P3
2) COMPANY’S OVERVIEW ……………………………………………………… P3
2.1) CHOICE INFRASTRUCTURE ……………………………………………… P3
2.2) CHOICE OPERATIONS……….…………………………………………….. P3
2.3) PARTNERS OVERVIEW …………………………………………………... P4
2.4) REASONS FOR BUILIDING RELATIONS WITH
CHOICE SOLUTIONS ………………………………………. P4
3) RECRUITMENT ………………………………………………………………. P5
3.1) RECRUITMENT AND SELECTION PROCESS IN
CHOICE SOLUTIONS LTD ………………………………….. P6
3.2) OBJECTIVES OF RECRUITMENT …………………………………….. P7
3.3) FACTORS AFFECTING IN RECRUITMENT ………………………… P8
4) SELECTION ……………………………………………………………………... P9
4.1) ESSENTIALS OF SELECTION PROCEDURE ………………………….. P10
4.2) SIGNIFICANCE OF SELECTION PROCESS …………………………… P10
4.3) NEED FOR SCIENTIFIC SELECTION SYSTEM ………………………. P10
4.4) SELECTION PROCEDURE ……………………………………………….. P11
4.5) STEPS IN SCIENTIFIC SELECTION PROCESS ………………………. P11
4.6) FACTORS AFFECTING SELECTION DECISIONS …………………… P11
5) CONCLUSION ………………………………………………………………….. P13
6) REFERENCES …………………………………………………………………... P13
1) INTRODUCTION:
Recruitment is a process to discover the source of manpower to meet the requirements of the staffing and to employ effective measures for attaining the manpower in adequate number to facilitate effective selection of an efficient working function. Along with this the employee training and development is an activity that an organization must commit resources to maintain knowledge workforce. Stating that if recruitment is analogous to the process of lubricants and keeping the vehicle in condition ready to use may sum it up.
Until now very few organizations in
2) COMPANY’S OVERVIEW:
The organization chosen for the purpose of this assignment is “Choice Solutions” which represents the aspirations of many people. These individuals transformed their ideas within the environment of an organization. Worldwide associates are working to meet the objectives, and fulfill the dreams, of their clients and partners
2.1) CHOICE INFRASTRUCTURE:
Choice Solutions has progressed in implementing a strong communication and support operation infrastructure, which provides its customer with higher efficiency and low turnaround time in addressing issues.
2.2) CHOICEOPERATIONS:
Choice Solutions is involved in multifaceted business with three core areas. All the business evolved in a gradual form, each deriving mileage from the other. Choice Solutions has three Sub’s (Strategic Business Units). Choice Solutions has built a technology base, which can provide this cutting edge to an organization in its effort to derive a competitive advantage in the marketplace. With 7 branch offices in
2s.3) PARTNERS OVERVIEW:
Over the past two decades, IT has evolved from being technology-centric to almost completely a user-driven initiative. Now, IT in your organization needs to transition from being a cost center to a value center to get visibility within the enterprise.
Enabling this transformation is not easy. Your IT executives need to change the way they view their operation, from its decision making processes through to its operational procedures and service level commitments. At Choice Solutions, our commitment to transform your IT into a “
2.4) REASONS FOR BUILIDING RELATIONS WITH CHOICE SOLUTIONS
i. Business Reasons:
· Choice will improve your internal operational efficiencies
· Choice use credible metrics to demonstrate return on value
· Choice will have a positive impact on a company's P&L – Reduce cost of doing business
ii. Technological Reasons:
· ISO 9000:2001 certified process oriented and systematic approach in engineering and delivering the technical solutions.
· Highly skilled and experienced professionals capable of providing Project Management, Analysis, Architecture, Design, Development, Testing, Quality Management, Documentation and Rollout of the systems: all phases of an aggressive incremental and iterative approached project life cycle
· Extensive experience in implementing
Choice is a recognized leader in
3) RECRUITMENT:
The term ‘recruitment’ applies to the process of attracting potential employees to the organization. To recruit means to enlist, replenish or reinforce. It refers to the process of bringing together prospective employees and employer with a view to stimulate and encourage the former to apply for a job with the latter. Thus, it is a ‘linking activity’ bringing together those with jobs and those seeking jobs. The purpose of recruitment is to prepare an inventory of people who meet the criteria laid down in job specifications so that the organization may choose those who are found most suitable for the position vacant.
Recruitment is an important part of a Business Human Resource Planning. In all businesses, people are a vital resource – and they need to be managed as such. The overall aim of the recruitment and selection process is to obtain the number and quality of employees that are required in order for the business to achieve its objectives.
P. SUBBA RAO defines recruitment as “ a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employee effective measures for attracting that manpower in adequate number to facilitate affecting selection of an efficient work force.”
K.ASWATHAPPA defines recruitment as “the process of searching for prospective employees and stimulating them to apply for jobs in the organization”.
There are three main stages in recruitment:
1) Identify and define the requirements. This involves the preparation of job descriptions, job specifications and person specifications
2) Attract potential employees – there are various methods for doing this – which are described in a separate revision note
3) Select and employ the appropriate people from the job applicants
It is important to appreciate that recruitment is a continuous process – because of:
Ø Staff departures (e.g., retirements, sackings, resignations)
Ø Changes in business requirements (e.g., new products, markets, expanded operations)
Ø Changes in business location (are relocation often triggers the need for substantial recruitment)
Ø Promotions
Recruitment is becoming more and more important in business. In particular, this reflects the increasing need for a well-motivated and flexible workforce that requires less management supervision.
3.1) RECRUITMENT AND SELECTION PROCESS IN CHOICE SOLUTIONS LTD:
Choice believes in recruiting the candidates through the following sources of recruitment. They give much importance to the employee referrals and consultancy. The first step in the procurement function of Choice solutions that is manpower planning aims at ascertaining the manpower needs of the organization both in right number and or right kind. Once a determination of human resources requirements has been made, the recruitment and selection process, which forms the next phase of procurement function, can be. Recruitment and selection represents one of the most routine yet one of the most vital functions of any organization. Procurement of efficient and capable employees can significantly contribute to the success of an organization.
SOURCES OF RECRUITMENT:
In general sources of recruitment (manpower supply) can be classified into two broad categories:
- Internal sources
- External sources
Internal source of recruitment:
An internal source of recruitment means promotion of workers from the lower ranks to the upper ranks. Majority of companies has to establish a policy of promotion from with in that is, promoting the personnel to the higher level fills up vacancies other than at the lowest level.
External Sources of Recruitment:
It is always not possible to recruit the workers from within especially vacancies at lowest level or recruitment at the time of expansion of the firm or where job specifications cannot be met by the present employees, the employer has to go to external sources of manpower supply. Among the most commonly used outside sources are as follows:
1) Internet Job Boards:
They normally rely on the jobsites and the databases for the recruitment process.
2) References:
They rely mostly on the employee referral, which is one of the easiest sources of the recruitment process.
3) Consultancy:
Choice rely on some consultancies namely Kaizein Technologies, Core Career, Reach Management Consultancy and Accent Carrier Solutions.
Choice chooses consultancies in the following way:
- Consultancy’s presence in the market
- Technology that the consultancy adopt at sourcing
- The filtering process that the consultancy follow before sending the candidate for the interview
3.2) OBJECTIVES OF RECRUITMENT:
1) To attract people with multi-dimensional skills and experiences that suits the present and future organizational strategies.
2) To develop an organizational culture that attracts competent people to the company.
3) To induct outsiders with a new perspective to lead the company.
4) To recruit people whose skills fit the company values.
5) To search for talent globally and not just within the company.
6) To device methodology for assessing psychological traits.
7) To design entry pays that computes on quality but not on quantum.
8) To anticipate and find people for positions that does not exist yet.
3.3) FACTORS AFFECTING IN RECRUITMENT:
All organizations whether big or small do engage themselves in recruiting activities. The factors that affect recruitment in Choice’s are given below.
Recruitment factors are mainly two types they are as under:
Ø Internal factors
Ø External factors
Explanation of the factors:
Ø Internal factors
It can have the following aspects, which are given below:
· Company’s pay packages
· Quality of work life
· Organizational culture
· Career planning and growth
· Companies size
· Companies products/services
· Geo-graphical spread of the company’s operations
· Companies growth rate
· Role of trade unions
· Cost of recruitment
Ø External factors:
It has the following aspects, which are given as under:
· Socio economic factor
· Supply and demand factor
· Employment rate
· Labour market conditions
· Political-legal and government factors (like reservations for Sc/St, Bc)
· Information system like employment exchanges/tele recruitment like Internet.
4) SELECTION:
Introduction:
To select means to choose Selection is a process by which the qualified personnel can be chosen from the applicants by obtaining and assessing pertinent information about them. It is “the process in which candidates for employment are divided into two classes – those who will be offered employment and those who will not (i.e., those who will be rejected). Since more candidates may be turned away than hired, selection is frequently described as a negative process, in contrast with the positive program of recruitment.
Thus, unlike recruitment, selection is a negative process as it seeks to eliminate the least promising candidates and to discover those that appear most likely to succeed. This process essentially candidates. The choices are made by elimination of the unsuitable candidates at successive stage of the selection process.
Meaning and Definition:
After identifying the source of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization, the management has to perform the function of selecting the right employees at the right time. The obvious guiding policy in selection is the intention to choose the best - qualified and suitable job candidate for each unfilled job. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. The selection procedure is the system of function and devices adopted in a given company to ascertain whether the candidates’ specifications are matched with job specifications and requirements or not. The selection procedure cannot be effective until and unless:
- Requirement of the jobs to be filled have been clearly specified (job analysis) etc.
- Employee’s specifications (physical, mental, social, behavioural) etc have been clearly specified.
- Candidates for screening have been attracted.
Thus, the development of job analyses, human resources planning and recruitment are necessary prerequisites to the selection process. A breakdown in any of these processes can make even the selection system ineffective.
4.1) ESSENTIALS OF SELECTION PROCEDURE:
The selection process can be successful if the following requirements are satisfied:
- Someone should have the authority to select. This authority comes from the employment requisition, as developed by an analysis of the workload and work force.
- There must be some standard of personnel with which a prospective employee may be compared, i.e., a comprehensive job description and job specification should be available beforehand.
- There must be a sufficient no. of applicants from whom the required no. of employees may be selected.
4.2) SIGNIFICANCE OF SELECTION PROCESS:
Selection of personnel to man to organization is a crucial, complex and continuing function. The ability of an organization to attain its goals effectively and to develop in a dynamic environment largely depends upon the effectiveness of its selection program. If right personnel are selected, the remaining functions of personnel management become easier, the employee contribution and commitment will be at optimum level and employee-employer relations will be congenial. In an opposite situation where the right person is not selected, the remaining functions of personnel management, employee-employer relations will not be effective. If the right person is selected, he is valuable asset to organization and if any faulty selection is made, the employee will become a liability to the organization.
4.3) NEED FOR SCIENTIFIC SELECTION SYSTEM:
Every organization has to follow a systematic selection process since problem with employee start after his selection and employment. In other words, if an organization selects a wrong person, it has to face a no. of problems with him. In addition to the cost of selection, training and other areas will become a recurring expenditure to the company owing to employee turnover caused due to improper selection technique. Every organization is influenced by the social factors as it is a part and parcel of the society. Above all, the organization should also follow the government rules and regulations regarding filling up of certain no. of vacancies by the candidates belonging to certain communities and certain regions.
4.4) SELECTION PROCEDURE:
There is no standard selection process that can be followed by all the companies in all the areas. Companies may follow different selection techniques or methods depending upon the size of the company, nature of the business, kind and no. of persons to be employed, government regulations to be followed etc. Thus, each company may follow any one or the possible combinations of methods of selection in the order convenient or suitable to it.
Following are the selection methods generally followed by the companies.
Selection procedure employs several methods of collecting information about the candidates’ qualifications, experience, physical and mental ability, nature and behaviour, knowledge, aptitude and the like for judging whether a given applicant is or is not suitable for the job. Therefore, the selection procedure is not a single act but is essentially a series of methods or stages by which different types of information can be secured through various selection techniques. At each step, facts may come to light, which are useful for comparison with the job requirement and employee specifications.
4.5) STEPS IN SCIENTIFIC SELECTION PROCESS:
- Recruitment
- Job Analysis
- Application form
- Written Examination
- Preliminary Interview
- Group Discussion
- Tests
- Final Interview
- Medical Examination
- Reference Checks
- Line Manager’s Decision
- Employment
4.6) FACTORS AFFECTING SELECTION DECISIONS:
The goal of selection is to sort out or eliminate those judged unqualified to meet the job and organizational requirements, whereas the goal of recruitment is to create a large pool of persons available and willing to work. Thus, it is said that recruitment tends to be positive while selection tends to be somewhat negative.
The number of factors affects the selection decision of candidates. The important among them are:
i. Profile matching.
ii. Organizational and Social Environment.
iii. Successive Hurdles.
iv. Multiple Correlations.
I.Profile matching:
Tentative decision regarding the selection of candidates (who are known) is taken in advance. The sources secured by these known candidates in various tests are taken as a standard to decide the success or failure of other candidates at each stage. Normally, the decision about the known candidates is taken at interview stage. Possible care is also taken to match the candidate’s bio-data with the job specifications.
ii.Organizational and Social Environment:
Some candidates who are eminently suitable for the job may fail as successful employees due to varying organizational and social environment. Hence, candidate’s specifications must match with not only job specifications but also with organizational and environment requirements.
iii.Successive Hurdles:
In this method hurdles are created at every stage of selection process. Therefore, applicants must successfully pass each and every device in case of successive hurdles.
iv.Multiple Correlations:
Multiple correlations is based on the assumption that a deficiency in one factor can be counter-balanced by an excess amount of another. A candidate is routed through all the selection steps before a decision is made. The composite test score index is taken into accounting the selection tests. Hence, for broader line cases multiple correlation method is useful and for other successive hurdles method is useful.
On the basis of detailed analysis of the primary data through referring; it can be drawn that the study on the Recruitment and Selection process being followed is more an assortment of the different recruitment modes.
These modes of Recruitment and Selection are applied on the derivation of the nature of the job. It is observed that the recruitment practices in Choice are efficient and effective. And Choice endeavours to recruit individuals who have commitment for high achievement in striving to fulfil the organization’s vision. Choice believes that people are the most important asset and the future of the organization depends on hiring and retention of talent.
Person in HRD who is in charge of the recruitment shall take the information regarding the vacancies from the concerned department and start sourcing the applicants.
The source of recruitment may be through Consultancy, Employee Referrals, Internet Job Boards and Advertisements in newspapers.
5) CONCLUSION:
Choice thus selects / recruits the candidates through the above process. Choice thus provides not just opportunities, but careers to individuals with a zeal for achievement, by providing them with an opportunity to map their own growth path within the organization. Choice Solutions believe that individuals welded into cohesive teams are single most indispensable asset of any organization, in today’s ever-changing business scenario.
6) REFERENCES:
1. Armstrong, M., 2005, a Handbook of Human Resource Management, London.
2. Dr C B Mamoria., Personnel Management by CB Mamora, Himalya Publication, New Delhi, India.
3. P.Subba rao`s., Personnel and Human Resource Management, 2007, India.
4. Mirza S Saiyadam`s, Human Resource Management; Tata McGraw Hill Publishers, New
Delhi, 1997, India.
5. K. ASWATHAPPA`s., Human Resource and Personnel Management,4th edition, Tata McGraw Hill Publishers,2005, India.
7. http: // www.choicesolutions.com
8. http:// www.googlescholar.com
9. http:// www.emrald.com