Recruitment, Process, credentialing, Selection, Difference in recruitment and selection, Placement, promotion, retention, personnel policy, termination

1. Recruitment: credentialing,
selection, placement, promotion,
retention, personnel policy,
termination
Presented By : Kiran Bhardwaj
M.Sc. Nursing 2nd year
ILBS, CON

3. INTRODUCTION
• Recruitment is interpreted as the procedure of exploring and
obtaining applicants for the jobs from among whom the right people
can pick out.
• It is the process of detecting
and appealing capable applicants
for employments.
• The processes are commences
when new recruits are sought and end when their applications are
presented.
• The result is a pool of applicants from which new employees are
picked out.

4. DEFINITION
• “Recruitment is the process of searching prospective
employees and stimulating them to apply for organisation”.
Edwin B Fllipo
• Recruitment is the process of finding and attracting capable
applicants for employment. The process begins when new
recruits are sought and ends when their applicants are
submitted.
William B Werther& K. Devis

5. PURPOSE AND IMPORTNACE
• Attract and encourage cadidates to apply for the post in
the organization
• Determine present and future requirement of the
organization
• Create a pool of candidates to enable the selection of
the best candidate for the organization.
• Create of pool of candidates at low cost

6. Cont……
• Assist in increasing the success rate of the selection
process by reducing the number of over qualified and
under qualified job applicants.
• Begin to identify and preparing potential applicants who
will be appropriate candidates.

8. Identify Vacancies
• It begin with the human resource department receiving
requisitions for recruitment from different departments in
the organization. It includes the post to be filled, number
of vacancies, duties to be performed and qualification
with experiences.

9. Preparing Job and Person Specification
• It has to be decided what type of candidates are to be
invited and what would be their characteristics. This
need is to be based on job description.
• Hence it is important to have job analysis, before put
forward the recruitment.
• Personal specification include Personal requirement
(Work experiences and qualification) and personal
qualities.

10. Cont…
• Physical specification :- It include physical abilities
like Age, Vision, motor coordination etc.
• Mental Specification :- IQ, memory, judgment,
estimate to read and write etc.
• Emotional and Social specification :- Personal
characteristics, emotional maturity, social adaptability
etc.

11. Advertising Vacancies
• This is the method by which the candidates will be
located it is either through internal sources or external
sources and also decided the method of advertising for
the post.
Managing Responses
This step is to way adopted to receive the applications
and scrutinized each application as per requirement by
the scrutiny committee.

12. Short listed the potential candidates
• After the scrutiny the eligible candidates are shortlisted
and a list prepared.
• Arranging the interview with Shortlisted
Employees
• Conducting the interview and decision
making

13. SOURCES OF RECRUITMENT
• Internal sources
Interval recruitment is done within the organization. It
includes the candidates who are already on pay roll of
the organization and who were once on the pay roll and
plan to return or whom organization would like to retire.

14. Cont…
Refers to recruitment that takes place from within the organization. It
includes:
 Transfers & Promotions: Transfers implies shifting of an
employee from one job to another without any shift in change of
responsibilities, and on the other hand promotion refers to shifting
of an employee to a higher position carrying higher status,
responsibilities and pay.
 Retired and retrenched employees who want to return to company
may be hired.
 Dependents and relatives of deceased and disabled employees

15. Advantages
• Employees morale is improved
• Promotes loyalty among employees towards organization
• Provides promotional avenues in the organization

16. External Sources
• These sources lie outside the organization. Various posts
are filled from outside.
Methods :-
• Advertisement :- It is the most effective means or
commonly used means to search potential managers or
administrators from outside the health organization.
• Advertisement ads can be made effective by the use of
visuals, headlines, style and right medium.

17. Cont..
• Employment Agencies :- Employment agencies run by the
government are regarded as a good source of recruitment like
bedside nurses. In some cases compulsory notification of vacancies
to employment exchanges is required by law. The employment
exchanges bring employees in contact with the job seekers.
• Deputation :- This method is also quite common. The employees
of one organization are selected or taken on deputation from other
organization for filling the vacancies. Such employees are given
choice either to return to their original organization after a certain
time or to opt for the present organization.

18. Cont…
• On the Campus Recruitment :- In this method a preliminary
search of the prospective employees is done by conducting
interviews at the campus of the Various institution, universities and
college on the predetermined dates and candidates found suitable
are called for further interviews at specified places.
• Online Recruitment :- The job candidates sends details of
vacancy on screen and asks if he or she wants to apply online. In
less than a minute the candidate can send in his or her name and
curriculum vitae. The hiring manager can look at the candidate
profile on line.

19. Advantages
• To provide a wide choice of selection of candidates since a
large number of applicants from outside the organization
apply.
• It help to bring fresh new ideas into the organization. This will
improve overall working of organization.
• There will be competitive spirit among existing staff with
outside candidates. They will work harder to produce better
performance.
• The qualified and trained candidates will apply.

20. Disadvantages
• It takes a long time, first to notify the vacancies and
then wait for applications to initiate the selection
process.
• It is costly affair too. A lot of money is spent for
advertisement and selection process
• The organization has to make large investments in their
training and induction.

22. RECRUITMENT POLICY
• A well defined recruitment policy is necessary for the
organizations to fullfill the manpower requirements in
time.
Components of the Recruitment policy
• It include recruitment of temporary or permanent
employees, selection process, Job description, general
and desirable requirement foe each post, the terms and
conditions of the employment.

23. Characteristics of the recruitment
policy
• It should be based on organization needs.
• Abides by Government policy and legislation on hiring and
employment.
• Every applicant should be treated equally.
• It should be attract the best potential candidates.
• It should be unbiased.
• The criteria framed for selection should be fair, clear, transparent.
• There should be competent authority to approve each selection

24. CREDENTIALING
• It is a process of procuring, verifying and analyzing the
eligibility and qualification according to recruitment.
• It is time consuming process.
• It should have a competent committee.

25. CREDENTIALING
• Credentialing is the process used to established the
qualification of professionals, organizations and to assess
their background and legitimacy to meet predetermined
and standardized criteria.

26. Cont…..
• CREDENTIAL is an attestation of qualification, competence, or
authority issued to an individual by a third party with a
relevant or assumed competence to do so.
• Examples : Academic diplomas, academic degrees,
certifications, security clearances, identification documents,
badges, passwords, user names, keys, powers of attorney,
and so on.

28. SELECTION
• It is a process of choosing the fit candidate or rejecting the
unfit candidates or combination of both.
Thomas S Stone
• Selection implies matching people with the right job. It is
essential therefore to select quality personnel for placing in
right position to render quality services .
• Hence ,Selection is a process of choosing from among
external candidates the most suitable persons for the current
position or for future positions.

29. Significance of selection
• Proper selection and placement of nursing personnel
lead to build up suitable workforce.
• It held to bring competent and skill nurses and thereby
higher efficiency in providing the quality nursing care.
• There will be fewer occupational hazard and less
negligence and error if suitable nurses are placed on job.
• The quality of one’s organization usually depend on its
staff.

30. SELECTION PROCESS

31. Pre selection
This particular stage can also be covered under recruitment. This stage involves
defining the job and deciding what sort of employee is required, analyzing
application and short listing for interview.
Screening of application
• Those who do not possesses adequate experiences and qualification should not
be included in the list of the candidates to be called for a preliminary interview .
• Hence a proper scrutinity of application is made to select the candidates to be
called for preliminary interview
• The employers tries to find out whether the candidate is physically and mentally
fit for the job .
• In general the candidate are asked about their qualification., Experience,
interest, residence, age, etc. Employer should not take much time for
conducting the preliminary interview.

32. Selection test
• Some organization hold different kind of selection tests. The selection
tests may give information about their knowledge, skill, attitude,
aptitude, interest, personality etc.
• According to Merit System :- It is also called direct recruitment. In
this method, the merit is tested through written examination, oral
examination, interview, performance test, education and qualification.
The candidate who will qualify and compete will be considered for
eligible candidates to fill the posts.
• Selection by evaluation of qualification and experiences :- No
written test is taken but the candidate are called upon to produce
evidence showing that they possess certain qualification and experience
and who fulfil the laid down criteria.

33. Cont..
The most commonly test used are:
• Aptitude Tests:- These tests attempts to measure how
much a person knows about a certain topic.
• Intelligence Tests :- These attempt to measure the
intelligence of the candidates or his basic ability to
understand.
• Neuropsychological Tests :- These tests attempt to
measure deficit in cognitive functioning (i.e. ability to think,
speak etc.)

34. Cont..
• Occupational Tests :- These tests are to match the
candidates’ interest with the interest of person in known
career.
• Personality Tests :- In order to predict future level of
performance in a particular role within the organization;
personality test done. It may be done by some question
on likert scale or choosing the color etc.

35. Employement interview
• Interview is a face to face observational and personal
appraisal method to evaluate a candidates fitness for the
job.
• Every person who is selected by a company for
interviewed by one or more persons. This system helps
the employee’s motivation, personality, smartness,
intelligence and his overall attitude.

36. Purposes of interview
• To find the suitability of the candidates
• To seek more information about candidates
• To give the candidates an accurate picture of the job
with details of term and condition.

37. References Checks
• Many organization ask the candidates to provide names of referees
from whom the information about a candidate’s ability and personality
can be found out. Before the final selection the employers normally
make an investigation on these references supplied by candidate.
Physical/ Medical examination
• The pre- employment medical examination of a candidate is an
essential step in selection procedure. A medical board appointed by the
organization certifies whether the candidate is physically and medically
fit to join the duty. Usually its advised after issuing the appointment
letter but before joining the job. Some organization may require it
before the selection.

38. Approval by appropriate authority
• Organisation may designate various authority for
approval of final selection of candidates for different
categories of candidates. When approval is received the
candidates are informed about their selection and asked
to report for duty to specified persons

39. Difference between

41. PLACEMENT
• Placement may be defined as the determination of the job to which
an accepted candidate is to be assigned and his assignment is to do
that job
• Thus, placement may include initial assignment of job to new
employee, on transfer, promotion or demotion of the present
employees.
• Placement involves assigning a specific job to each one of the
selected candidates. However, placement is not so simple as it
looks. Instead, it involves striking a fit between the requirements of
a job and the qualifications of a candidate.

42. SIGNIFICANCE OF PLACMENT
• It improves employee morale.
• It helps in reducing employee turnover.
• It helps in reducing absenteeism.
• It helps in reducing accident rates.
• It avoids misfit between the candidate and the job.
• It helps the candidate to work as per the predetermined
objectives of the organization.

43. Process of placement
Collect details about the employee
↓
Construct his or her profile
↓
Which subgroup profile does the individual’s profile best fit?
↓
Compare subgroup profile to specific job profiles
↓
Assign the individual to specific job
↓
Assign the individual to specific job after further counselling

44. BENEFITS
• Employing a placement or work experience employee
can be viewed as part of the interview process for future
employees.
• Gain an intelligent, motivated, cost-effective labor
resource with valuable skills, knowledge and fresh ideas.
• Offer solution to short term staff shortages.

45. PROMOTION
• Promotion comes from the Latin word Promover meaning to
move forward.
• Promotions refer to the entire set of activities, which
communicate the product, brand or service to the user. The
idea is to make people aware, attract, in preference over
others.
• According to Scott and Clothier’ A promotion is the
transfer of an employee to a job which pays more money or
one that carries some preferred status.

46. PRINCIPLES OF PROMOTION
• The promotion policy should be in writing.
• The promotion policy should lay down what percentage
of vacancies in higher levels of hierarchy are to be filled
up by promotion.
• The promotion policy should mention the basis of
promotion-seniority or merit.

47. BASES OF PROMOTION
• SENIORITY
• MERITS
• SENIORITY AND MERITS

48. SENIORITY
• According to this :between two employees of same cadre, the one
who was been working a longer time in the service be promoted.
Advantages
• It is simple system to understand and execute.
• It meets the senior employees desire for respect.
• It maintains discipline and respect for seniority.
• It is relatively easy to measure the length of service and to judge
the seniority.
• The employees trust this method as there is no scope for
favouritism, discrimination and judgement.

49. Disadvantages
• It assumes that all the employees of cadre are fit for
promotion irrespective of capabilities.
• It encourages lethargy and in efficiency.
• It prevent youngers placed over the senior.
• It will detoriate the work efficiency if the senior will not
keep pace and prevent to attract capable persons.

50. Merit System
• It is just the opposite to the principles of seniority . There should be
objectivity in selection.
Method of testing merit
• Written test or without interview : Without test may be
competitive ,departmental exams to test the knowledge of
candidates in the relevant field. These are also called promotional
examinations
• Discretion of the HOD: Sometimes the merit of promotion is to
left to the judgement of the HOD ,who has the personal knowledge
of all employees and knows about their work in organisation.

51. Advantages
• Encourages the capable and young employees to fill the post.
• It recognizes and rewards extra know legible employees.
• It generates greater motivation among competent work force
It is a logical and scientific system of promotion and enhance
the efficiency of organisation.
DISADVANTAGES
• Chance of favorism
• Leads resentment among senior employees.

52. Seniority Cum Merit System
• Seniority as well merit parameters are kept in mind at the
time of selecting candidates. This is one of the balanced way
of screening out the best candidate to fill the job.
• Management mostly prefer merit as a basis of promotion as
they are interested in enriching organisational effectiveness
by enriching its human resources.
• The combination of both seniority and merit may be
considered as a sound basis for promotion

53. PROMOTION POLICY
• It should clearly stated either the promotion be done within
the organisation or outside the organisation.
• It should be fair ,impartial and planned activity.
• The promotional routes to be followed for different cadre
should be mentioned clearly.
• There should be a provision for training and development of
existing employees if promotion is considered within
organisation.
• Records of employees should be maintain properly so that it
can be use in time of promotion.

54. RETENTION
• Employee retention is the act of keeping employees.
Retaining as keeping in one's pay or service.
• The most challenging job today is not only to attract,
attain excellent employees but also to retain them.
• There are many reasons that organizations want to
retain employees, and there are actions the organization
can take to promote employee retention.

55. Strategies of retentaing employees
• Offer competitive pay package and all social security benefits.
• Maintain interpersonal dynamics and human relation.
• Provide efficient carrier planning and development.
• Meet all the growing demands of employees.
• Apply innovative practices.
• Provide continuous training and development programmes.
• Reduce the grievances of employees and implement
corrective measures.

56. Cont…
• Satisfying the esteem needs and self-actualization needs
of employees.
• Implementation of innovative practices.
• Involving family members through welfare recognition
programmes.
• Emphasizing succession planning and development.
• Instilling of good value system in an organization

58. Benefits of employee retention
• Manage employee turnover
• Cost effectiveness
• Maintain performance and productivity
• Enhance recruitment
• Increase morale

59. PERSONNEL POLICY
• Personnel policy should respect human dignity, fair
treatment, protection, development, safe and healthy
work environment and discharge all social responsibilities

60. IMPORTANCE
• Clear Thinking :- The actual process of writing down
employee policy helps to clarify management thinking.
• The top executives become aware of gaps,
contradictions and vagueness in existing policies.

61. Uniformity and Consistency of
administration
• Well-established policies ensure uniform and consistent
treatment of all employees throughout the organization.
Such policies help to minimize discrimination and
favoritism. Sound human resource policies are, therefore
an essential base for sound human resource practices

62. Continuity and Stability
• Written policies are a means of transmitting the company’s
heritage from one generation of executives to another.
• The accumulated wisdom in a company is lost when its top
management team retires, dies or resigns.
• But if the wisdom is retained in the form of written policies.
Succeeding generations of managers can gem from the
experience of their predecessors. Such continuity of policies
promotes stability in the organization.

63. Cont..
• Sense of Security:- Written employee policies provide
advance information and predictable decisions on human
resource matters. Employees know what action to expect in
circumstances covered by the policies. Policies indicate what
is expected of them.
• Delegation of Authority:-. They help a manager to
delegate authority. Subordinates are more willing to accept
responsibility because policies indicate what is expected of
them. They can quote a written policy to justify their action.

64. Cont..
• Orientation and Training:- Written employee policies can
be used as guides for orientation and training of new
employees.
• Teamwork and Loyalty:- A well-prepared set of employee
policies enables employees to see the overall picture and how
their actions relate to the organization’s goals. Participation of
employees in policy formulation promotes mutual
understanding throughout the organization

65. TERMINATION
• Termination of employment, is an employee's departure
from a job and the end of an employee's duration with
an employer.
• Termination may be voluntary on the employee's part, or
it may be at the hands of the employer, often in the form
of dismissal (firing) or a layoff.

66. TYPES
Some types of termination by mutual agreement include:
• The end of an employment contract for a specified
period of time (such as an internship)
• Mandatory retirement. Some occupations, such as
commercial airline pilots, face mandatory retirement at a
certain age.
• Forced resignation

67. SUMMARY

68. CONCLUSION
• Recruitment is the major function of human resource
management. This is the first step towards creating the
competitive strength and the strategic advantages for the
organization.
• Employees are the major assets of any organization. An
organization must work hard towards retaining those who
really are important for the organization.
• The success or failure of an organization is increasingly
determined by its ability to keep its best people.

69. BIBLIOGRAPHY
• Vati Jogindra, Principles and Practice of Nursing Management and
Administration, 1st Edition, New Delhi; Jaypee Brothers Medical
Publishers (P) Ltd: 2013. P.P- 346-352
• Clement. I, management of Nursing Services and Education , 1 st
Edition, New Delhi: ELSEVIER India (P) Ltd :2012.
• The Trained Nurses’ Association of India, Nursing Administration and
Management, 1st Edition, New Delhi; TNAI: 2007.
• www.mindtools.com www.nwlink.com
• https://en.wikipedia.org/wiki/Personnel_selection
• https://en.wikipedia.org/wiki/Recruitmen