Quick Revision: GS1; PART III; Basics Of Recruitment, Selection, Induction, Training And Development, Appraisal System

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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