Human Resource Management

Assignment On Recruitment Policy & Selection Process

Human Resource Management

Assignment On Recruitment Policy & Selection Process Prepared for

Rupak Nasrullah Zaidi
.

DEPARTMENT OF HRM
International Islamic university Chittagong, Dhaka Campus.

Prepared BY
SHUMANA SHARMIN SUSMITA ARIFIN HASINA MOMTAJ FATEMA BEGUM ID-M101915 ID-M101913 ID-M101906 ID-M101902

Date of submission 24 th November,2011

Letter of Transmittal

24 November, 2011 To, R.N.M Zaidi Faculty of MBA International Islamic University Chittagong Sub: Submitting the Assignment on Recruitment Policy &Selection Process. Dear Sir, With immune pleasure we present herewith the assignment on Recruitment Policy & Selection Process. It gives us opportunity to learn about Recruitment Policy & Selection Process. We hope that you will appreciate our endeavor & will find the assignment useful. We shall be glad to clarify any point mentioned in this assignment. Thanks & regards Sincerely yours SHUMANA SHARMIN SUSMITA ARIFIN HASINA MOMTAJ FATEMA BEGUM ID-M101915 ID-M101913 ID-M101906 ID-M101902

Acknowledgement

Assalamualaikum, First of all we thanks to Almighty Allah for our present situation as we are a student of MBA program & continue through this course. We articulate our earnest gratefulness to Allah for giving us the scope & capacity to complete the assigned task within the scheduled time in more efficiently. We would like to thank our honorable faculty R.N.M Zaidi, Course Teacher, HR Management, MBA Program, International Islamic University Chittagong, Dhaka Campus for his authenticity & enthusiastic concentration in this regard. SHUMANA SHARMIN SUSMITA ARIFIN HASINA MOMTAJ FATEMA BEGUM ID-M101915 ID-M101913 ID-M101906 ID-M101902

Background of the study

In fact an organization needs people to get the jobs done. But individuals do not work in isolation. They come in contact with other people & with the organization in a variety of ways. These people must work together and must develop communication with each other in the organization by maintaining good relationship. These relationships may be between the mangers and employees, among the employees and among the managers. These interpersonal relationships must be productive, cooperative and satisfying. But in reality these relationships are not always productive, cooperative or satisfying. Rather there are conflicts between the manager and the employees, among the employees and among the managers.

So in this regard the course Recruitment Policy& Selection Process has included in

the course of MBA, IIUC with a view to make professionals for Recruit & Selection the professional in the conflicting situation in this competitive world. As assignment is an obligatory part for all the students in groups or individuals in MBA course, we are authorized to prepare an assignment on Recruitment Policy & Selection Process. It is our best endeavor to amplify our indulgent & analyzing about the theme. This testimony is prepared on the basis of academic knowledge & helping materials from various sources.

TABLE OF CONTENT
1. DEFINATION 2. RECRUITMENT POLICY 3.RECRUITMENT NEEDS 4.RECRUITMENT PROCESS 5.SOURCES OF RECRUITMENT 6.PURPOSE & IMPORTENCE 7.FACTOR AFFECTING RECRUITMENT 8.RECENT TREND 9.SELECTION 10.SELECTION PROCESS 11. 12. 13.

RECRUITMENT

The process by which a job vacancy is identified and potential employees are notified. The nature of the recruitment process is regulated and subject to employment law. Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.

RECRUITMENT POLICY
The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of

recruitment program. It may involve organizational system to be developed for implementing recruitment programs and procedures by filling up vacancies with best qualified people.

A GOOD RECRUITMENT POLICY

Complies with government policies Provides job security Provides employee development opportunities Flexible to accommodate changes Ensures its employees long-term employment opportunities Cost effective for the organization

RECRUITMENT NEEDS ARE OF 3 TYPES PLANNED

The needs arising from changes in organization and retirement policy

ANTICIPATED
Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.

RECRUITMENT PROCESS IDENTIFY VACENCY PREPARE JOB DECCRIPYION & PERSON SPECIFICATION ADVERTYSING THE VACANCY MANAGING THE RESPONSE SHORT LISTING ARRANGE INTERVIEW

IDENTIFY VACENCY
A vacancy presents an opportunity to consider restructuring, or to reassess the requirements of the job. This assessment is valid whether it is to fill an existing job or a new one. PREPARE JOB DECCRIPYION & PERSON SPECIFICATION Job Description: This type of document is descriptive in nature and it constitutes all those facts which are related to a job such as: Title/ Designation of job and location in the concern. The nature of duties and operations to be performed in that job. The nature of authorityresponsibility relationships. Necessary qualifications those are required for job.

Relationship of that job with other jobs in a concern. The provision of physical and working condition or the work environment required in performance of that job.

JOB SPECIFICATION: Job specification helps in hiring an appropriate person for an appropriate position. The contents are : Job title and designation Educational qualifications for that title Physical and other related attributes Physique and mental health Special attributes and abilities Maturity and dependability Relationship of that job with other jobs in a concern.

ADVERTYSING THE VACANCY

Advertising vacancy is a important part of recruitment process, its can save time and money as well as providing access to detailed knowledge of local business. This advertisement explains the options available to a job seeker when he or she chooses to advertise.

MANAGING THE RESPONSE

The next step of recruitment is managing the process. After advertising the vacancy, many job seekers response on that and the authority have to managing the response according to the criteria of the organization.

SHORT LISTING Short-listing is al l about the list of applied candidates to small list based on the organizations predefined hiring criteria to be more precise this may depend on the education, length of experience, skills of the candidates etc. ARRANGE INTERVIEW The last step in the process is arranging interview. Interview dates should be agreed at the earliest opportunity and ideally published in the job

advertisement to ensure candidates will be available for the selection process.

SOURCES OF RECRUITMENT

INTERNAL: Transfer Promotion Upgrading Demotion Retired employees Retrenched employee Dependents & relatives deceased employee. EXTERNAL:

Press advertising Educational institution Placement Agencies / Outsourcing Employment exchange Labor contractors Employee referrals.

PURPOSE & IMPORTANCE

Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees.

Increase the pool of job candidates at minimum cost. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.

FACTORS AFFECTING RECRUITMENT

Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

Recent Trends
OUTSOURCING: Advantages: Company need not plan for human resources much in advance. Value creation, operational flexibility and competitive advantage

Turning the management's focus to strategic level processes of HRM Company is free from salary negotiations, weeding the unsuitable resumes/candidates. Company can save a lot of its resources and time. E-RECRUITMENT Advantages: Low cost. No intermediaries Reduction in time for recruitment. Recruitment of right type of people. Efficiency of recruitment process. Gives a 24*7 access to an online collection of resumes. Online recruitment helps the organizations to weed out the unqualified candidates in an automated way.

POACHING/RAIDING

Buying talent (rather than developing it) is the Latest mantra being followed by the organizations today. Poaching means employing a competent and Experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the Industry.

SELECTION
DEFINITION:

Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people.

EMPLOYEE SELECTION PROCESS

CONCLUTION

Of all last we may say that if any organization wishes to have an effective and efficient selection and recruitment process it should be aware about the limitations of this process which may hamper its activities and should take proper steps to avoid all the negative circumstances.