1. InstructorInstructor
Mr. Shyamasundar TripathyMr. Shyamasundar Tripathy
Management Faculty(HR)Management Faculty(HR)

2. Concept of Equal Employment
Opportunity
Refers to the approach of the
employers to ensure the
practice of being fair and
impartial in the employment
process.

3. 3
Discrimination refers to the any kind of
prejudice, biasness or favoritism on the basis of
disability
 Race
 Age
 Sex
 Sexuality
 Pregnancy
 Marital status
Discrimination in employment

4. 4
Indian Constitution
Article 16, Clause 1
 Must be equality of opportunity
Article 16, Clause 2
 No discremination on religion,
sex, race, caste, descent, place of
birth, residence.

5. 5
Equal employment opportunity is necessary to ensure:
 To give fair access to the people of all
development opportunities
To create a fair organisation, industry and society.
To encourage and give disadvantaged or disabled
people a fair chance to grow with the society

6. Meaning and Definition
 Recruitment is the process of search for and
securing applicants for the various job
positions so that the right people in the right
number can be selected to fill the job positions
which arise from time to time in the
organization.
 The process of SELECTION and
PLACEMENT follow sequentially after the
recruitment. The total process of recruitment,
selection and placement can be called the
HIRING process.

7. The importance of effective
recruitment
Effective recruitment helps to gain newEffective recruitment helps to gain new
suitable members for the businesssuitable members for the business
It can attract the best candidates for theIt can attract the best candidates for the
job vacancies.job vacancies.
Wrong persons selected will meanWrong persons selected will mean
suffering of administration costs forsuffering of administration costs for
recruiting activitiesrecruiting activities
Suitable persons selected may give someSuitable persons selected may give some
competitive advantages for the businessescompetitive advantages for the businesses © PhotoDisc

8. 8
RECRUITMENT NEEDS ARE OF THREE TYPES
•PLANNED
i.e. the needs arising from changes in organization and retirement
policy.
•ANTICIPATED
Anticipated needs are those movements in personnel, which an
organization can predict by studying trends in internal and external
environment.
•UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.

9. Factors Affecting Recruitment
• Internal factors:
- Size of organization
- Recruiting policy (whether internal or
external recruiting)
- Image of organization (by product or
service quality or public relations etc.)
- Image of the job (type of work,
remuneration, growth prospects, working
conditions, self development opportunities)

10. External factors:
• Demographic factors (sex, age, literacy, economic
status etc.)
• Labor market (right type and quantity)
• Unemployment situation (simpler in areas of high
unemployment)
• Labor laws (working conditions, compensation,
retirement benefits, child labor, safety and health
etc.)
• Legal considerations (reservations for various
categories etc.)

12. Evaluation of Internal Source
Disadvantage Advantage
Limited Choice Familiarity with own
employees
Discourages competition
(quality may suffer)
Better use of talent
Stagnation of skills Economical recruitment
Creates conflict A motivator

13. Disadvantage Advantage
Expensive and time
consuming
Open Process
Unfamiliarity with the
organization
Availability of talented
candidates
Discourages the existing
employees
Opportunity to select the best
candidate
Provides Healthy
Competition
Evaluation of external source

14. Recruitment process
RECRUITMENT PLANNING
STRATEGY DEVELOPMENT
SEARCHING
SCREENING
EVALUATION & CONTROL

15. Recruitment methods
Direct method (campus recruitment)
Indirect methods (advertisements in papers,
professional journals etc.)
Third party method (recruitment agencies,
management consultants)
Internal Methods (Employee recommendations)

16. Selection is the process of
choosing the most suitable people out of
the acceptable candidates who have
applied for the job in the organization,
from both within as well as outside the
organization.
Selection

17. Difference Between Selection and Recruitment
Recruitment Selection
Recruitment Precedes Selection Selection follows recruitment
Process of identifying and
encouraging potential
employees to apply for the jobs
Process of choosing the best out
of recruited
Positive in nature as it increases
the no. of job seekers for wider
choice in selection process
Negative in nature as it rejects
no. of applicants in order to get
the best for the job
It involves searching It involves comparing those
already searched

18. Selection Model
Recruitment Program Sales Force Job Analysis
Applicants HRP Job Description
(Workforce Analysis)
(Workload Analysis) Job Specification
Employee Requisition
-------------------------------------------------
Application Blanks
Screening
Reference Checks
Selection Process
Tests
Interviews
Physical Examination
Induction
Individual
Organizati
on

19. Steps in Selection Process
 Preliminary Interview
 Application Blank
 Selection Tests
 Selection Interviews
 Reference Checks
 Physical Examination
 Final Selection

20. Selection tests
 Ability Tests
 Aptitude Test
 Achievement Test
 Intelligence Test
 Judgement test
 Personality Tests
 Interest Tests
 Personality tests
 Projective tests
 Attitude tests

21. Advantages of Tests
 Future Performance is Predicted
 Situation and Behaviour is Diagnosed
 Offers Benefits of Economy of Scale
 Uncover what not covered by other devices
 Serve as unbiased tools
 Quantify the test results

22. Interviews
Informal interview
Formal interview
Planned Interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Followed by
1. Pre employment
Medical examination
2. Final decision by the
Line managers
3. Issue of Offer Letters
4. Placement
5. Orientation / Induction /
Socialization of new
employee
6. Integrating the personal
skills / goals with the
organizational
requirement / goals

23. 8-3
Induction Or Orientation
Induction or orientation is the process through which a new
recruit is introduced to the job and the organisation. Induction
removes fears from the mind of a newcomer, creates a good
impression about the organisation and acts as a valuable source
of information.
Placement, Induction, Internal Mobility And Separations

24. 8-4
 Welcome to the organisation
 Explain about the company and show all the facilities
 Show the location where the new recruit will work.
 Give the company's manual
 Offer details about various work groups
 Provide details about policies, rules, regulations, benefits,
etc
 Explain about opportunities and career prospects
 Clarify doubts
 Assign the new recruit to the supervisor
Placement, Induction, Internal Mobility And Separations
Induction Programme: Steps

25. Promotion
 it is an advancement of an employee to a better job
 better in terms of Greater responsibility, status & prestige,
Skill, pay
 Bases of Promotion
 Merit
 Seniority
 Seniority-cum-merit
 Favouritism

26. Transfer
 it is the moving of an employee from one job to another that may
involve promotion, demotion or no change in job status.
 Types of Transfers
 Production Transfer
 Replacement Transfer
 Rotation Transfer
 Shift Transfer
 Remedial Transfer
 Penal Transfer

27. 8-12
 Resignation: A voluntary separation initiated by the employee himself is
called resignation. It is always better to find why the employee has
decided to quit the organisation. Properly conducted exit interviews would
help throw light on factors behind the curtain
 Retirement: Termination of service on reaching the age of
superannuation is called retirement. To avoid problems, organisations
normally plan replacements to retiring employees beforehand.
 Death: Some employees may die in service. Death caused by occupational
hazards, of course, would attract the provisions of Workmen's
Compensation Act, 1923. The normal separation of people from an
organisation due to resignation, retirement or death is known as attrition.
 Lay off: A lay off entails the separation of the employee from the
organisation temporarily for economic or business reasons.
Placement, Induction, Internal Mobility And Separations
Employee Separations

28. 8-14
 Retrenchment: A permanent lay off for reasons other than
punishment but not retirement or termination owing to ill health is called
retrenchment. Legally speaking, employers in India are required to give
advance notice or pay equivalent wages before the actual lay off date. (50 per
cent of basic wages plus allowances)
Placement, Induction, Internal Mobility And Separations
Employee Separations

29. 8-15
 Outplacement: Outplacement assistance includes Efforts made by the
employer to help a recently separated employee find a job. Apart from
training support to such employees, some organisations offer assistance in
the form of paid leave travel charges for attending interviews, search firm
expenses ,etc.
Placement, Induction, Internal Mobility And Separations
Employee Separations
Merits and demerits of outplacement
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M e r i t s D e m e r i t s
S h o w s t h e h u m a n f a c e o f t h e c o m p a n y . M a y b e t i m e c o n s u m in g a n d c o s t ly .
E a s e s t h e p a in o f r e t r e n c h m e n t . M a i n t a in in g d a t a b a s e s o n o t h e r jo b s is
n o t e a s y .
P r e s e r v e s t h e m o r a le o f t h o s e w h o r e m a in C a n w o r k o n ly w h e n r e t r e n c h in g a
w it h t h e c o m p a n y . fe w m a n a g e r s a t a tim e .
S m o o t h e n s t h e w a y f o r f u t u r e d o w n s i z i n g C a n b e t u r n e d d o w n b y a n g r y, d is il lu s i o n e d
m o v e s . e m p lo y e e s .
H e lp s y o u r e t a in y o u r f o r m e r e m p l o y e e s ’ D if f i c u lt t o c o n v i n c e a n d i m p le m e n t a t t h e
r e s p e c t . l e v e l o f w o r k e r s .
S o u r c e : B u s i n e s s I n d i a J a n 7 - 2 1 , 1 9 9 6 p p . 3 0 0 - 5 0 4
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30. 8-16
Placement, Induction, Internal Mobility And Separations
 Suspension: Suspension means prohibiting an employee
from attending work and performing normal duties assigned
to him.
 Discharge and dismissal: The termination of the services
of an employee as a punitive measure for some misconduct is
called dismissal. Discharge also means termination of the
services of an employee but not necessarily as a punishment.
A discharge does not arise from a single irrational act( such as
alcoholism, wilful violation of rules, insubordination,
carelessness, dishonesty, inefficiency, violent acts,
unauthorised absence for a long time
Employee Separations