With reference to this context, the research paper entitled Recruitment and Selection has been prepared to put a light on Recruitment and Selection process. When focusing on the recruitment and selection of employees for your business, There are many legal issues associated with the recruitment process and. This chapter deals with the recruitment and selection process of small and medium scale industries providing the all-important information related recruitment.
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number of choices to make. This may be the first step in a full-scale recruitment and selection process, but sometimes hiring additional employees is not the best . of Recruitment and Selection that an HR manager handles for hiring a right .. recruitment, recruitment interviews, selection process and making an offer. PDF | Human resources are regarded as one of the most significant assets of hotel Results show that the employee recruitment and selection process of both.
In the 2 Groups educational qualifications play a vital role and they consist of the most significant factor for establishing the executives at such high managerial levels. Recruitment is identifying and encouraging prospective employees to apply for a job and Selection is selecting the right candidate from the pool of applicants II. It is only when organization is recognized for its quality that it can build a stability with its customers. A usual good test question is to give the applicant a hypothetical problem and ask what steps he or she would take to solve it. It believes that effective recruitment is central and crucial to the successful day-to-day functioning of the organization. IPD, Data Collection Data refers to a collection of organized information, usually the results of experience, observation or experiment, or a set of premises.
A sample of employees is selected and analysis has been done by questionnaire. Statistical tools applied in the present study are Bar diagrams, Pie diagrams, Lines, Histograms, cones, cylinders etc..
Data Analysis And Interpretation Analysis about the source of recruitment followed in the selected industries Particulars No. From the above table and graph it is observed that, 30 respondents have accepted that the company is following external recruitment sources and 20 respondents have accepted their company is following internal recruitment sources and respondents have expressed that their company is adopting both internal and external recruitment sources.
Analysis about the attributes taken in to preference for recruitment and selection procedure Particulars No. From the above table and graph it is observed that,25 members expressed that, their company gives preference to experienced candidates. Analysis about the main sources of selection in three selected industries Particulars No. From the above table it is observed that 30 members of the total respondents have expressed that, their company is following written tests 25 members of the total respondents have expressed that, their company is following group discussions,50 members of the total respondents have expressed that, their company is following interview,45 members of the total respondents have expressed that, their company is following all the above tests as main source of selection Analysis about the period of recruitment of your organization Particulars No.
From the above table it is observed that. Analysis about the kind of recruitment sources were used by organization.
Particulars No. From the above bar diagram, we can understand that 45 members of total respondents are attended the recruitment in their respective organizations is through newspapers, 40 members of total respondents are attended the recruitment in their respective organizations by campus recruitment,25 members of total respondents are attended the recruitment in their respective organizations through consultancies,30 members of total respondents are attended the recruitment in their respective organizations through employee referral,10 members of total respondents are attended the recruitment in their respective organizations through professional journals.
Analysis about the stages followed in selection procedure in organization. From the above table and graph, we can observed that,40 members of total respondents expressed that, the selection process in the organization is done as per the candidate, members of total respondents expressed that, selection process in the organization is done as per the position in their organization Analysis about the reason for accepting the offer in the organization.
From the above graph, we can understand that 20members of total respondents are selected this organization for relocation, 15members of total respondents are selected this organization for the reason of Relationship with employer ,50members of total respondents are selected this organization for decent salary,25members of total respondents are selected this organization for security, 20members of total respondents are selected this organization for growth,20members of total respondents are selected this organization for identification.
Analysis about level of satisfaction with the present recruitment process followed in your organization Particulars No.
From the above line chart, we can observe that 75 members of total respondents are satisfied with the present recruitment process followed in their organization 30 members of total respondents are highly satisfied with the present recruitment process, 35 members of total respondents are dissatisfied with the present recruitment process, 10 members of total respondents are highly dissatisfied with the present recruitment process followed in their organization.
Do you agree that a good recruitment policy plays a key factor in the working of an organization? From the above pie chart, we can observe that, 90 members of total respondents are strongly agreed that the good recruitment policy plays a key factor in the working of an organization.
What kind of the interview did you undergo? From the above table and graph, we can observe that, members of total respondents are undergone formal and structured interview. Conclusion And Suggestions In every organization recruitment and selection plays a vital role. The study reveals that the recruitment and selection process offered in three selected industries is effective.
The HR manager of the selected industries have to focus on selecting the right persons through other sources like campus placements, job. To motivate the employees; the selected industries have planned to offer incentives of both monetary and non monetary. Bibliography  Essential of human resource management and industrial relations, subbarao Mumbai, Himalaya publishing house, Lawler Iii; John W. Challenges and New Directions ,Ronald J. Burke; Cary L. South Asian Journal of Management, Vol.
Management Revue, Vol. Academy of Strategic Management Journal, Vol. Routledge,  International Human Resource Management: Briscoe; Randall S. Routledge, 2nd edition  International Human Resource Management: Lawrence Erlbaum Associates,  Human resource development, L.
Wright,  The Carrot Principle: Pardeshi,  Costing Human Resources: Cascio,  Compensation, 8th Edition, George T. Chruden,,  Human Resources Management: Download pdf. Remember me on this computer. Enter the email address you signed up with and we'll email you a reset link. The European Group, whose experience in insurance industry dates back to , is among the top 5 Life European Insurers that covers many millions customers in many different countries.
This experience will help the aim of the merging European Group and the Bank to maintain the leading position in the insurance market, and to strengthen its position in the Greek market claiming a market share corresponding to its banking market share and to target for new insurance markets in countries where the Greek Bank already has banking presence, according to the Hellenic Association of Insurance Companies www.
Having the right person, at the right time, at the right place, is crucial to organizational performance. The Human Resource Department of the Greek Insurance Group is focused on identifying and selecting the best candidate for the job and for the organization. It believes that effective recruitment is central and crucial to the successful day-to-day functioning of the organization.
Successful recruitment depends upon finding people with the right skills, expertise and qualifications to deliver organizational objectives and the ability to make a positive contribution to the values and aims of the organization. All human resource management activities and decisions are based on the following key principles: As a rule, the Group will consider seriously applications for positions sent to the company by fax, email or through the postal service.
Candidates should be contacted by the HR Department of the Bank in order to inform them that their CV will be sent to the insurance companies and get their approval. The department has the option of keeping a vacancy in abeyance. There are two sources of recruitment, the internal and the external one.
Usually, the transfers, promotions and upgrading are the most common used sources of recruitment. In addition, campus selection and placement is often used in the Group as an external source of recruitment, a program conducted within educational institutes by the company so as to recruit students to do their academic project in the industrial environment.
First stage short listing usually is done mechanically by matching the specifications rigidly and rejecting all candidates who do not qualify. Based on the preliminary discussions if it was felt that potentiality of the candidature is in doubt the candidate may be dropped from the process and duly informed. If the selection involves any tests or exercises this would be administered by the HR Manager and further short listing may be done in consultation with the Head or the General Manager of the Greek insurance company.
Written tests are an excellent tool when technical knowledge is required. The format of the test can vary—multiple choice, short answer, translation of a text to English. Computer-based tests may also be relevant tools.
A usual good test question is to give the applicant a hypothetical problem and ask what steps he or she would take to solve it. The recruitment process is immediately followed by the selection, i. The panel of the final interview would record the comments and discuss briefly with the HR Manager of the Group regarding designation, salary, extra benefits as mobile, car, a budget for hospitality expenses, etc.
The HR Manager of the Group would inform the candidate accordingly and set time for salary negotiation. Salary Negotiations The insurance company initiates salary negotiations only after satisfying the suitability of the candidate. On verbal acceptance of the offer, the selected candidate would be given an offer letter by appropriate authority indicating the exact position, gross salary, place of joining and acceptable date of joining. The department concerned would also be informed.
The candidate would be asked to confirm acceptance of the offer. The selected candidate on joining the company will be under probation for a period of six months and then there is the capacity of proceeding on signing a permanent duration contract. In total, the questionnaire was given to a sample of 10 executives, who formed the landscape of this research methodology. The questionnaires were carefully designed by taking into account the parameters of our study and they include 20 questions see Appendix 1 Dawson, ; Paraskevopoulou-Kollia, Initially we contacted the above mentioned departments through telephone in order to explain to them the purpose of the research, and secondly all the questionnaires were delivered to them via email.
The data escalation and answers of the questions are based on frequency distributions with the usage of Microsoft Excel Following this method the conclusions are clear.
Qualitative research is specifically used so that the data of this in-depth interview could be intensely reviewed so that a wealth of insight could be obtained and analyzed from these specialists in the HR field. The presentation of the questions Appendix 2 with the help of diagrams and analysis of the results that is been presented Dawson, ; Paraskevopoulou-Kollia, This research is carried out only in high ranking members of the organizations of the insurance companies Greece and the Bank, which are: The ages of the interviewees vary.
These significant and responsible positions do not allow ages below In the 2 Groups educational qualifications play a vital role and they consist of the most significant factor for establishing the executives at such high managerial levels.
So, it is truly apparent that the insurance Holding and the Bank have taken care of building the job description for every position, as its analysis considers the areas of knowledge and skills needed for the job. Job advertisement and head hunter are not such familiar recruitment methods. From the last 2 questions and answers we easily understand that both the insurance companies and the Bank prefer more traditional recruiting ways, when sourcing candidates.
This means that the recruiters decide what sort of person, usually in terms of personality, would be ideal for the specific job role. There is a minority which has a different opinion. Interviews are inevitably the most effective method of selection. We understand that in very rare cases or almost never a person goes through only 1 internet during the phase of selection.
Personality provides information about issues like a person's management style, how he or she will be perceived by others, whether or not the person will be a leader or a follower. Informing the interested person right after the interview or various other methods are not so common ways of contact in the two Groups.
There seems to be additional roles that the HR executives have to fill within these global companies and alliances. The integrated Human Resource Management System remains the core platform for the human resource information management and the automation of the relevant procedures.
The job description is a useful tool in the two Groups and as their executives believe that it sets out the purpose of a job, where the job fits into the organisation structure, they have taken care of building one for each position.
As far as the recruitment procedure is been concerned, its most common channels are apparently the internal transfers from one company to the other internal recruitment Page 10 Progressive Academic Publishing, UK www.
Less importance and emphasis is been given on various other recruitment methods as job advertisement or head hunting companies. Regarding the latter, it is used very rare and this for serving not only recruitment purposes but also advising ones.
The executives involved in recruiting decide what sort of person would be ideal for the specific job role and so they always take care of fitting the person to the job and not the job to the person. Searching the appropriate person for the required position in the three insurance companies, great emphasis is been given on personality and also personal characteristics as cooperation and group spirit.
Initiative and strong perception are not considered so essential in the insurance Group. Decisions made in the course of a recruitment and selection process are essentially fair and admissible to all parties, including people who have been rejected.
We should mention that we investigated exclusively the recruitment and selection methods and principles of the three Greek insurance companies. Organizations tailor their recruitment strategies to the specific positions they are seeking to fill. These strategies differ depending on the level of the position and from company to company. Posting jobs internally is an excellent method of offering promotion opportunities to all employees and minimizing employee complaints of unfair treatment and unlawful discrimination.
On the other hand, the other three insurance companies work in the global contest to win talent and they do everything to attract the most sought-after specialists from the global talent pool. And more specifically at the central HR department. Some of the benefits from the centralized recruitment that appears in the insurance Group are: The recruitment practices of the three famous insurance companies are decentralized: The insurance Group continues to focus on finding employees with the right skills, expertise and qualifications, best for the position and the Group.
The other three insurance companies seek candidates that possess state-of the-art-expertise, dynamism, team spirit and they are committed to the development of their professional profile. Talent management is been considered as considerably important for these insurance companies. A large percentage of interview cases in the insurance Group is been conducted by video conference method communicating over video. As far as the other three insurance companies are concerned, their most powerful tool during interviewing is the face-to-face method, which enables them to communicate and interact live with the candidates, due to the fact that their feelings as enthousiasm, concern, confusion and understanding are much more visible.
On the other hand, the three leading insurance companies involve headhunters in the recruitment and staffing process. Last but not least, after the most appropriate for the position candidate is been carefully selected, the final decision is been made unanimous by more than two executives of higher ranking level.
Each step in the decision making process in the three famous insurance companies is allowed to be taken by one or maximum two successful colleagues of higher professional level. Insurance is confronted with high attrition rate. Therefore it makes recruitment and selection a critical function in the organization.
In order to grow and sustain in the competitive environment it is important for an organization to continuously develop and bring out innovations in all its activities. It is only when organization is recognized for its quality that it can build a stability with its customers. Thus, an organization must be able to stand out in the crowd. Effective Selection is not Just for Big Business.
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