RECRUITMENT OF HUMAN RESOURCE

Human resources management will determine the requirement of each HR need and
requirement of HR need through the job analysis and job description. What is the need of the
job applicant and what are requirement of the people and who will fill the vacancy.

Human resource management must estimated existing HR and future HR need in the
organization. HRM will be determined a requirement channel more than one requirement
channel for purpose of requirement of employee. HR manager will build a pool of seeker by
apply the selection channel or method.

Constraints or Barriers of the Recruitment

- Organizational polices
- HR planers
- Affirmative action plans
- Recruiter habit and capabilities
- Environmental condition
- Job requirement
- Costs
- Time
- Incentive

Channel or Method of Recruitment

Walk-ins and Write-ins

- Employee referrals
- Advertising
- Government employee agencies

- Private employee agencies

- Professional search firm
- Professional search firm
- Educational institution
- Professional associations
- Labor organization
 - Military operation
- Government-Funded and Community training program
- Temporary help agencies
- Leased employees
- Departing employee
- Open houses
- International recruiting

Contents of Job Application for Recruitment

- Personal data and information

- Employment status
- Education and skills
- Work history
- Military background (if needed)
- Membership hobbies award
- References
- Signatures line or signatures block

SELECTION PROCESS OF HUMAN RESOURCE

Selection Process is a series of specific steps used to decide which recruits should be hired.
Steps in the Selection Process:

Preliminary Reception

The organization selects employees, and applicants select employers. It begins with a visit to
the HR office or a written request for an application. The application begins to form an
opinion of the employer with this early step.
Employment Test

In this system some the employee of the organization takes a number of steep of the job
seeker and job applicable for the purpose of evaluated wages and a job seeker fit the
requirement for the job. Some application of employment related test are included
psychological test, knowledge test, performance test, graphic response test, attitude test,
medical test.

Selection Interview

In this system of selection interview and an in-depth interview conducted by the employer in
order to determine, the acceptability interview allow particular job seeker for purpose accept
interviewer.

The interview seeks to answer three broad questions

- Can the applicant do the job?

- Will the applicant do the job?

- How does an applicant compared with other who is being considered for the
job?

Process of Selecting Interview

- Interviewers preparation
- Creation of report
- Exchanges of information
- Termination of the interview
- Evaluation of the interview

References and Background Checks

In this system of selection process that the employer uses some references background cheek
to examine or verity or acquires of the data and information that the reference are supplied by
the job candidate.
Two type of reference or background check may be used in this regard

Personal reference: its concerns while personal characteristics of the job seekers and this
reference are supplied by the friend, relative, family member, or other who know the job
candidate personally.

Employee reference: employee reference concerns with previous work experiences or

history and this reference are provided by the previous employers of the job candidate.

Medical Evaluation

In this system selection procedure that the employer makes a medical evaluated of the job
candidate, in order to determined whether physically fits for the jobs. It may be simple health
check list where the job candidate is asked to indicate whether he has suffer from any serious
decision previously or whether he has physically handicraft or other half problem, or it may
be a through medical checkup that is done either by the physician of the organization or by
the expert or specialist outsides of the organization.

Superior Interview
Some time and some organization invite superior or boss of the newly selecting employee is
involve in this steep of the selection procedures. It is, because the immediate superior can
accurately evaluated the require skills, ability of the job candidate and he can also answer to
the questions that it may be asked by the job candidate to desire whether aspect or not aspect
of the job.

Realistic Job Preview

Sometimes a realistic job preview is provided the job candidate and this preview the job
candidate are shown the job description or duty and responsibility that it to be perform by
them

The working condition in which they will work, the machine and equipment that it to be used
by them, the working relationship of them with their superior, subordinate and peers etc. this
preview will help the job candidate to decide whether to expect or not to expect if it is other
by them.
Hiring Decisions
The selection Decision is informed to the successful candidate and rejecting candidate in this
method. Similarly record of both the selecting candidate and rejecting candidate should be
maintain and retraining in the organization. Record of the selecting candidate should be
maintained for the hire futures reference. But the record of unsuccessful candidate should be
maintained for two references
If any of the successful candidates does not joint someone from the unsuccessful candidate,
may invite as he or she has passed through all this steep of selection procedure.

If there is legal implication over a selection the maker, may go to court and these records will
act as evidence in the court of law in favor of the organization.

Inductive Successful Candidate

In this step of selection procedures the employee make arrangement for orientation of the
newly selection. Two activities are involved in this system as following:
Acquainting newly selected employees with the new job, new surrounding and new
environments. This acquainting is done through class for lectures through printing booklets,
through film, video and slide. This acquainting several doe on this history, product and
services and operation of the organization; general policy, rules, and regulation of this
organization; the compensation, benefits, lives vacations, holydays and etc; economic reward
and recreational and facilities; opportunities such as insurances plans, providing fund
facilities, gradually etc.

Human Resource Training and Development

Training for operating people to teach them how to perform their current jobs

Steps in Preparing Training and Development Program

HR specialists and managers must assess the needs, objective, continent, and learning
principle associate with training.
Assessing the Training Needs: First step, manager must identify which of the employee of
the organization both manager and non managers need training and what type of training
need.

Secondly, manager must identify the present problem and future challenges of the
organization that it is required training of the employees to solve this problem and to face
these challenges.

Thirdly, manager must identify and evaluate the changes both in the internal and external
environment that it leads to requirement for training of the employees.

Designing the training objective: In this step, a number of training programs should be
designed with specific objectives and these objectives must be decided before starting the
training programs.

Designing the Training Contents: In this step managers design the contents or tropics or
subject makers for a specifics training program which should be related to teaching specifics
skills and abilities, providing special knowledge changing attitudes to the right direction and
increasing or improving moral and job satisfaction of the employees.

Designing the Learning Principles: In this step, manager will make arrangement for
providing or delivering the contents of training or tropics of training or subject matter of
training. Manager or trainers must decide and tactics some principles of learning such as
participations, repetition, relevance, feedback etc.

Evaluating the Effectiveness of Training: In this step after completion of a training

manager will evaluate the effectiveness of training program in order to determine whether
successful or not. If any training program is unsuccessful then manager should changes or
modify either the content of training program or method of providing training.

Method or techniques of training of development

- On-the-Job Training Techniques

- Off-the-Job Training Techniques
On-the-Job Training Techniques:

- Job Instruction Training

- Job Rotation Training
- Apprenticeship Training
- Coaching

Off-the-Job Training Techniques

- Lectures
- Video Presentation
- Vestibule Training
- Role Playing
- Behavior Modeling
- Case Study
- Simulation
- Self-study
- Program learning
- Laboratory Training

Evaluation of Effective Training Program

After complete the training program manger can be evaluated by applying the following
outcome of training and development:

1. Reaction of the trainees to the content of training and process of training program.

2. The knowledge and learning that the trainees acquire through the training
program.

3. The changes in the behavior of the trainees that resulted from the training
program.

4. The measurement result or improvement in the trainees of a training program.