ASSIGNMENT – Module 5

Q1. What do you understand by recruitment?

Recruitment is a positive process of searching for prospective employees and stimulating them to apply
for the jobs in the organisation. It includes actively seeking out, finding and hiring candidates for a specific
position or job. The recruitment definition includes the entire hiring process, from inception to the
individual recruit’s integration into the company. Recruitment is a linkage activity bringing together those
with jobs and those seeking jobs. In simple words, the term recruitment refers to discovering the source
from where potential employees may be selected. The scientific recruitment process leads to higher
productivity, better wages, high morale, reduction in labour turnover and enhanced reputation. It
stimulates people to apply for jobs; hence it is a positive process. Recruitment is concerned with reaching
out, attracting, and ensuring a supply of qualified personnel and making out selection of requisite
manpower both in their quantitative and qualitative aspect. It is the development and maintenance of
adequate man- power resources. This is the first stage of the process of selection and is completed with
placement.

Q2. Explain various sources of recruitment.

The searching of suitable candidates and informing them about the openings in the enterprise is the most
important aspect of recruitment process. The candidates may be available inside or outside the
organisation. Basically, there are two sources of recruitment i.e., internal and external sources. (A)
Internal sources: Best employees can be found within the organisation… When a vacancy arises in the
organisation, it may be given to an employee who is already on the pay-roll. Internal sources include
promotion, transfer and in certain cases demotion. When a higher post is given to a deserving employee,
it motivates all other employees of the organisation to work hard. The employees can be informed of such
a vacancy by internal advertisement.

The internal sources are given below: 1. Transfers: Transfer involves shifting of persons from present jobs
to other similar jobs. These do not involve any change in rank, responsibility or prestige. The numbers of
persons do not increase with transfers. 2. Promotions: Promotions refer to shifting of persons to positions
carrying better prestige, higher responsibilities and more pay. The higher positions falling vacant may be
filled up from within the organisation. A promotion does not increase the number of persons in the
organisation. A person going to get a higher position will vacate his present position. Promotion will
motivate employees to improve their performance so that they can also get promotion. 3. Present
employees: The present employees of a concern are informed about likely vacant positions. The
employees recommend their relations or persons intimately known to them. Management is relieved of
looking out prospective candidates. The persons recommended by the employees may be generally
suitable for the jobs because they know the requirements of various positions. The existing employees
1take full responsibility of those recommended by them and also ensure of their proper behaviour and
performance. (B) External sources: All organisations have to use external sources for recruitment to
higher positions when existing employees are not suitable. More persons are needed when expansions

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are undertaken. The methods external sources are discussed below: 1. Advertisement: It is a method of
recruitment frequently used for skilled workers, clerical and higher staff. Advertisement can be given in
newspapers and professional journals. These advertisements attract applicants in large number of highly
variable quality. Preparing good advertisement is a specialised task. If a company wants to conceal its
name, a ‘blind advertisement’ may be given asking the applicants to apply to Post Bag or Box Number or
to some advertising agency. 2. Employment exchanges: Employment exchanges in India are run by the
Government. For unskilled, semi-skilled, skilled, clerical posts etc., it is often used as a source of
recruitment. In certain cases it has been made obligatory for the business concerns to notify their
vacancies to the employment exchange. In the past, employers used to turn to these agencies only as a
last resort. The job-seekers and job-givers are brought into contact by the employment exchanges. 3.
Schools, colleges and universities: Direct recruitment from educational institutions for certain jobs (i.e.
placement) which require technical or professional qualification has become a common practice. A close
liaison between the company and educational institutions helps in getting suitable candidates. The
students are spotted during the course of their studies. Junior level executives or managerial trainees may
be recruited in this way. 4. Recommendation of existing employees: The present employees know both
the company and the candidate being recommended. Hence some companies encourage their existing
employees to assist them in getting applications from persons who are known to them. In certain cases
rewards may also be given if candidates recommended by them are actually selected by the company. If
recommendation leads to favouritism, it will impair the morale of employees. 5. Factory gates: Certain
workers present themselves at the factory gate every day for employment. This method of recruitment is
very popular in India for unskilled or semi-skilled labour. The desirable candidates are selected by the first
line supervisors. The major disadvantage of this system is that the person selected may not be suitable for
the vacancy. 6. Casual callers: Those personnel who casually come to the company for employment may
also be considered for the vacant post. It is most economical method of recruitment. In the advanced
countries, this method of recruitment is very popular. 7. Central application file: A file of past applicants
who were not selected earlier may be maintained. In order to keep the file alive, applications in the files
must be checked at periodical intervals. 8. Labour unions: In certain occupations like construction, hotels,
maritime industry etc., (i.e., industries where there is instability of employment) all recruits usually come
from unions. It is advantageous from the management point of view because it saves expenses of
recruitment. However, in other industries, 2unions may be asked to recommend candidates either as a
goodwill gesture or as a courtesy towards the union. 9. Labour contractors: This method of recruitment is
still prevalent in India for hiring unskilled and semiskilled workers in brick kiln industry. The contractors
keep themselves in touch with the labour and bring the workers at the places where they are required.
They get commission for the number of persons supplied by them. 10. Former employees: In case
employees have been laid off or have left the factory at their own, they may be taken back if they are
interested in joining the concern (provided their record is good).

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Q3. Describe human resource procurement, recruitment, selection with suitable example.

Procurement is the process of finding and agreeing to terms, and acquiring goods, services, or works from
an external source, often via a tendering or competitive bidding process. Procurement is first operational
function of Human resource or personnel management. Procurement is subjected to procuring and
employing people who fits the position and have necessary skill set, mindset, attitude and knowledge.
People are a resource – many would say a business’s most important resource (and certainly one of the
most expensive). Procurement, then, for HR, is the function of their job that makes them the expert in
finding and obtaining this resource. This part of HR usually falls under recruitment, with recruiters
focusing their time and skills in this area. Recruitment is a positive process of searching for prospective
employees and stimulating them to apply for the jobs in the organisation. It includes actively seeking out,
finding and hiring candidates for a specific position or job. The recruitment definition includes the entire
hiring process, from inception to the individual recruit’s integration into the company. Recruitment is a
linkage activity bringing together those with jobs and those seeking jobs. In simple words, the term
recruitment refers to discovering the source from where potential employees may be selected. The
scientific recruitment process leads to higher productivity, better wages, high morale, reduction in labour
turnover and enhanced reputation. It stimulates people to apply for jobs; hence it is a positive process.
Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified personnel and
making out selection of requisite manpower both in their quantitative and qualitative aspect. It is the
development and maintenance of adequate man- power resources. This is the first stage of the process of
selection and is completed with placement. The selection process in organizations is directed towards
finding the right talent for vacancies within the organization. The process of selection is critical because
the organization’s overall performance can be enhanced by the hiring of high-quality resources. Because
of poor hiring practices, new hires can harm the work being done, and the cost of replacing them is high.
The goal of the process of selection is to identify the most qualified candidates for open positions within a
company. Many factors, such as a candidate’s qualifications, experiences, skills, and overall attitude
should be considered to ensure that the right person is hired for the job.

Q4. Describe the importance of induction.

The induction is an essential function in human resource management that systematically and formally
welcomes fresh employees to the organization. It brings comfort to employees and helps them to get
settled in the new environment. It involves giving a brief information about history of the company,
nature of business, work culture, policies, procedures, departments, rules and regulations, nature of job,
duties and responsibilities, is provided to employees to create a proper background in their minds before
they start working actively in the company. Following are the importance of induction: 1. A sense of
belongingness is created in the mind of the new employee. 2. It gives favourable impression about the
organization. 3. It gives chances of increasing loyalty towards the organization and reduction in the rate of

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labour turnover. 4. It leads to regular and honest participation, and timely completion of the task by the
employee. 5. It helps in removal of anxiety, bias and confusion about the organizational details. 6. It leads
to the development of good and favourable public image of the company. 7. Adjustment with peers,
seniors and the work assigned becomes easy. An induction program helps to build employee’s confidence,
and eventually, new employees become productive employees. 8. Most of the time, some employees
resign from the organization during their first month. In this case, the induction programs will help to
reduce some costs such as the cost of extra supervision, cost of error correction, and cost of employees
pay and benefits. . New employees can overcome their nervousness and shyness because of the induction
program. 10. A committed employee means an employee who recognizes organizational needs and
prepares himself to work hard to accomplish them. An induction program plays a significant role in
enhancing employee commitment

Q5. Difference between orientation and placement.

Placement may be defined as the determination of the job to which a selected candidate is to be
assigned, and his assignment to the job. It involves assigning a specific job to each one of the selected
candidates. It involves striking a fit between the requirements of a job and the qualifications of a
candidate a fit between the requirements of a job and the qualifications of a candidate. The main
objective of placement is that it reduces employees turnover, absentieeism, accidents and
dissatisfactions. It is important for both the organisation as well as staff that each employee should be
placed on a suitable job. While doing so, the factor to be considered is not only the suitability of the job to
the individual. But, initial placement is always a problem because there is little knowledge about the new
employee. Therefore, placement should be done after due considerations of the demands of the job, as
4well as the social, psychological needs of the individual. An enterprise which has spent a lot of time and
money in making a very careful selection may lose due to wrong placement. Induction is concerned with
introducing or orienting a new employee to the organisation. It is the welcoming process to make the new
employee feel at home and generate in him a feeling of belongingness to the organisation. Once an
employee is selected and placed on an appropriate job, the process of familiarizing him with the job and
the organization is known as induction. Induction is the process of recieving and welcoming an employee
when he first joins the company and giving him basic information he needs to settel down quickly and
happily and start working. The new employee, on his joining the organisation, must be helped to get
adjusted and acquainted with the fellow employees and the work environment. Some large organisations
show pictures telling about their history and operation to give a better idea of the company to the new
employees who have joined. The new employee is also given the necessary information about canteen,
lunch period; rest hours, convenience facilities etc. A complete induction programme also consists of a
follow-up after few weeks to ascertain how well the new employee has adjusted himself with his job and
environment. This provides an opportunity to clarify or remove any misunderstanding in him.

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