GS1; PART III; Basics Of Recruitment, Selection, Induction, Training And Development, Appraisal System
Recruitment:
Recruitment is a process of searching out the potential applicants and inspiring them to apply for the actual or anticipated vacancy. It is a core function of Human resource Management. The activities involved in the recruitment of employees are as under:
- Analysing job requirement
- Advertising the vacancy
- Attracting candidates to apply for the job
- Managing response
- Scrutiny of applications
- Shortlisting candidates
Selection:
The term selection means the actual appointment of the candidate and placement of the right man at the right job.Selection is an activity in which the organisation selects a fixed number of candidates from a large number of applicants.
The selection also involves a set of activities which are given as under:
- Screening
- Eliminating unsuitable candidates
- Conducting the examination like aptitude test, intelligence test, performance test, personality test, etc.
- Interview
- Checking References
- Medical Test
Tabulate difference between Selection and training:
| Recruitment | Selection |
| Define | Define
|
| Positive in approach | Negative |
| Objective is to invite large pool of potential candidate | To select the right candidate
|
| Advertisement is key factor | Appointment is Key Factor
|
| No contractual relation takes place only communication of vacancies is there | Creation of contractual relation between employee and employer |
| Economical method | Expensive method
|
| It is a first activity in the process. | Second activity |
Induction:
Induction is the process of introducing a new employee to his/her job and organization and giving him all the necessary information required by him/her to start his work. The purpose of induction is to welcome a new employee and inform them about the organizational culture, introduce them to their team and co-workers, give them an understanding of their job, help them understand how their work will be connected to his co- workers and informing him about the policies of the organization.
Objective of Induction:
- Reduce the anxiety and nervousness a new employee feels
- Introduce and make acquaintance with the firm or organisation culture, work environment, new people.
- To ensure that new employees does not form a negative perception about the organisation.
- To reduce confusion and waste of time and resources.
- To foster good relation among employees.
- To reduce the possibility of a new employee being exploited by an evil co- worker.
Training and development:
Training and Development is a subsystem of an organization which emphasize on the improvement of the performance of individuals and groups. Training is an educational process which involves the sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance the performance of the employees.
Need for training and development:
For companies to keep improving, it is important for organizations to have continuous training and development programs for their employees. Competition and the business environment keeps changing, and hence it is critical to keep learning and pick up new skills. The importance of training and development is as follows:
- Optimum utilization of Human resources
- Development of skills
- To increase the productivity
- To provide the zeal of team spirit
- For improvement of organization culture
- To improve quality, safety
- To increase profitability
- Improve the morale and corporate image
Difference between Training and development:
| Training | Development |
| Is meant for operatives | Is meant for executives |
| It is reactive process | Pro-active process |
| To develop additional skill | To develop total personality |
| Short term process | Continuous process |
| To meet the present need and challenges | To meet the future need and challenges |
| Initiative is taken by management | Taken by an individual |
Appraisal system:
Employee appraisal systems help managers evaluate employee job performance and develop a fair system of pay increases and promotions. Appraisals in turn can help staff members improve performance, and assist companies in devising or reorganizing job functions to better fit the position or the employee.
Types of appraisal system:
- Trait-Focused Performance Appraisal: The trait-focused system canters on attributes such as helpfulness, dependability and punctuality.
- Psychological appraisal :Psychological appraisals assess the employee intellectual ability, emotional stability, analytical skills and other psychological traits using objective psychological evaluation processes.
c) 360-Degree Feedback: 360-degree feedback requires the employer to survey co-workers, supervisors, subordinates and even customers about each employee actions
d) Grading and check list:The grading method uses standard A to F letter grades in different categories to rate each employee
e) Paired comparison:The paired comparison method compares each employee with every other employee in a group.
- Behavior-Focused Performance Appraisal: It judges your employees actions using a rating scale to measure specific behaviors. Four rating scales are used in behavior-focused evaluations: graphic rating scales, behaviorally anchored rating scales, forced choice scales and mixed standards scales.
Expected questions:
- Definition of training, recruitment, induction, selection, appraisal system
- Difference between recruitment and selection
- Difference between training and development.
- Objectives of training, recruitment, induction .
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