project report on recruitment and selection pdf Monday, May 3, 2021 7:26:02 PM

Project Report On Recruitment And Selection Pdf

File Name: project report on recruitment and selection .zip
Size: 27084Kb
Published: 03.05.2021

Activities, tasks, and other completed goals are recorded in a report for documentation purposes, and often to monitor the progress made by an individual, entity, business, or a certain department. Reports are also presented to certain entities in an organization who are holding high-ranking positions. There are still many reasons why reports are used.

Plz Provide Project Report On Recruitment & Selection

To browse Academia. Skip to main content. By using our site, you agree to our collection of information through the use of cookies. To learn more, view our Privacy Policy. Log In Sign Up.

Download Free PDF. Akbar Marine. Download PDF. A short summary of this paper. Source Activation I highly indebted to BLDU for their guidance and constant supervision as well as for providing necessary information regarding the Project and also for their support in completing the Project.

I sincerely thank Dr. Homayun Majidi for their guidance and encouragement in carrying out this project work. I also wish to express my gratitude to the officials and other staff including my colleagues in BLDU, my family and friends who rendered their help with their abilities during the period of my project work.

However, it would not have been possible without the kind support and help of many individuals and organizations. I would like to extend my sincere thanks again to all of them. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel.

Staffing is one basic function of management. All managers have responsibility of staffing function by selecting the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers. However, the personnel manager and his personnel department is mainly concerned with the staffing function. Every organization needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities.

Ever organization should give attention to the selection of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly working of an enterprise.

Human resource management in an organization will not be possible if unsuitable persons are selected and employment in a business unit. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected.

The process begins when new recruits are sought and ends when their applicants are submitted. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection.

In recruitment, information is collected from interested candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc. Are used. In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates. Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. Increase the pool of job candidates at minimum cost.

Help increase the success rate of the selection process by reducing the 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.

Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organizational and individual effectiveness in the short term and long term.

Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Recruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the purpose of selection. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it.

A well-planned and well-managed recruiting effort will result in high quality applicants, whereas, a haphazard and piecemeal efforts will result in mediocre ones. Selection is important as it has its impact on work performance and employee cost. As result scientific methods of recruitment and selection are extensively for the selection of managers and the supervisory staff. The assistance of experts such as industrial psychologist and management consultants are also taken for the purpose of scientific selection.

The process comprises five interrelated stages, via, Planning. Strategy development. Evaluation and control. The ideal recruitment programme is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organization, when offered. Recruitment programs can miss the ideal in many ways i. Planning involves the translation of likely job vacancies and information about the nature of these jobs into set of objectives or targets that specify the 1 Numbers and 2 Types of applicants to be contacted.

Numbers of Contact Organization, nearly always, plan to attract more applicants than they will hire. Some of those contacted will be uninterested, unqualified or both. Each time a recruitment Programme is contemplated, one task is to estimate the number of applicants necessary to fill all vacancies with the qualified people. Types of Contacts It is basically concerned with the types of people to be informed about job openings. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected.

These details are available through job description and job specification. STAGE 2 Strategy Development When it is estimated that what types of recruitment and how many are required then one has concentrate in 1. Make or Buy employees. Technological sophistication of recruitment and selection devices. Geographical distribution of labor markets comprising job seekers. Sources of recruitment. Sequencing the activities in the recruitment process.

Organizations, which hire skilled and professionals shall have to pay more for these employees. This decision is mainly influenced by the available technology. The advent of computers has made it possible for employers to scan national and international applicant qualification.

Although impersonal, computers have given employers and ob seekers a wider scope of options in the initial screening stage. Where to Look In order to reduce the costs, organizations look in to labor markets most likely to offer the required job seekers. Generally, companies look in to the national market for managerial and professional employees, regional or local markets for technical employees and local markets for the clerical and blue-collar employees.

When to Look An effective recruiting strategy must determine when to look-decide on the timings of events besides knowing where and how to look for job applicants. Search involves two steps Source activation and Selling.

Source Activation Typically, sources and search methods are activated by the issuance of an employee requisition. This means that no actual recruiting takes place until lone managers have verified that vacancy does exist or will exist.

The application received must be screened. Those who pass have to be contacted and invited for interview. Unsuccessful applicants must be sent letter of regret.

Selling A second issue to be addressed in the searching process concerns communications. Here, organization walks tightrope. On one hand, they want to do whatever they can to attract desirable applicants. On the other hand, they must resist the temptation of overselling their virtues. In selling the organization, both the message and the media deserve attention.

Message refers to the employment advertisement. With regards to media, it may be stated that effectiveness of any recruiting message depends on the media.

Media are several-some have low credibility, while others enjoy high credibility. Selection of medium or media needs to be done with a lot of care. SAGE 4 Screening Screening of applicants can be regarded as an integral part of the recruiting process, though many view it as the first step in the selection process.

Even the definition on recruitment, we quoted in the beginning of this chapter, excludes screening from its scope. However, we have included screening in recruitment for valid reasons.

The selection process will begin after the applications have been scrutinized and short-listed. Hiring of professors in a university is a typical situation. Application received in response to advertisements is screened and only eligible applicants are called for an interview. A selection committee comprising the Vice-chancellor, Registrar and subject experts conducts interview.

Here, the recruitment process extends up to screening the applications. The selection process commences only later. Purpose of Screening The purpose of screening is to remove errors from the recruitment process, at an early stage, those applicants who are visibly unqualified for the job.

Effective screening can save a great deal of time and money. Care must be exercised, however, to assure that potentially good employees are not rejected without justification.

Project Report (BMS) RECRUITMENT AND SELECTION

Delivery time: Within 12 hours for readymade project and 3 days for new project. Description: Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel. Staffing is one basic function of management. All managers have responsibility of staffing function by selecting the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers. However, the personnel manager and his personnel department is mainly concerned with the staffing function.


DECLARATION BY THE STUDENT I hereby declare that the project report entitled “Recruitment & Selection” has been submitted in the partial fulfillment of.


RECRUITMENT & SELECTION POLICY hcl (2).docx

It has not been submitted to any other university or institution for the award of any degree or diploma. They can make or break the fortunes of a business. The recruitment and selection decision is of prime importance as it is the vehicle for obtaining the best possible person-to-job fit that will, contribute significantly towards the Company's effectiveness.

To browse Academia. Skip to main content. By using our site, you agree to our collection of information through the use of cookies. To learn more, view our Privacy Policy. Log In Sign Up.

Project Report on Recruitment & selection

This report is based on case studies in 20 organisations that are. Recruitment and selection process is defined as the process through which the best individuals are selected among a pool of applicants for particular.

Uploaded by

Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. If you continue browsing the site, you agree to the use of cookies on this website. See our User Agreement and Privacy Policy. See our Privacy Policy and User Agreement for details. Published on Oct 29, SlideShare Explore Search You.

The result embodied in this project has not been submitted to any other institute for the award of any degree. I also declare that this project report is a result if my own endeavour and this work has not been published or submitted to any other university for any degree earlier. It got support of many people. First of all I would like to take this opportunity to thank the D. I would like to thanks Mr.

The result embodied in this project has not been submitted to any other institute for the award of any degree. I also declare that this project report is a result if my own endeavour and this work has not been published or submitted to any other university for any degree earlier. It got support of many people. First of all I would like to take this opportunity to thank the D. I would like to thanks Mr. I record my deep sense of gratitude to Mr.

Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. If you continue browsing the site, you agree to the use of cookies on this website. See our User Agreement and Privacy Policy. See our Privacy Policy and User Agreement for details. Published on Oct 29,

Project report on hr recruitment and selection pdf

0 Comments

LEAVE A COMMENT