Gujarat Technological University

G.H PATEL COLLEGE OF ENGINEERING AND TECHNOLOGY

DEPARTMENT OF MECHATRONICS ENGINEERING

MANPOWER PLANNING,SOURCES OF RECRUITMENT AND PROCESS OF SELECTION

GUIDED BY:

PROF: DR.Y.A.C

SUBMITTED BY:

KOSHIYA AMISH (140113120006)

PARMAR SAMITH (140113120007)

PATEL RAJAT (140113120008)

RAJAYAGURU PRIYANK (140113120009)

PROCESS OF MANPOWER PLANNING

ENVIRONMENTAL SCANING

IT REFERS TO THE SYSTEMATIC MONITRING OF THE EXTERNAL FORCES INFLUENCING THE ORGANIZATION .

THE FOLLOWING FORCES ARE ESSENTIAL FOR PERTINET HRP.

1. ECONOMICAL FACTORS,INCLUDING GENRAL AND REGIONAL CONDITION.

2. TECHNOLOGICAL CHANGES

3. POLITICAL AND LEGISLATIVE ISSUES,INCLUDING LAWS AND ADMINISTRATIVE RULING

4. DEMOGRAOHIC CHANGES INCLUDING AGE,COMPOSITION LITERACY.

ORGANIZATIONAL OBJECTIVES AND POLICIES

HR PLAN IS USUALLY CONTROLLED BY ORGANIZATIONAL POLICIES AND OBJECTIVES.

SPECIFIC REQUIREMENTS IN TERM OF NUMBER AND CHARACTRISTICS OF EMPLOYEES SHOULD BE DERIVED FROM ORGANIZATIONAL OBJECTIVES

HR DEPARTMENT MUST SPECIFY ITS OBJECTIVE WITH REGARD TO HR UTILIZATION IN THE ORGANIZATION

ANALYSIS OF HR GAP

HR DEPARTMENT HAS TO ANALYZE THE GAP BETWEEN THE EXISTING HR

STRENGTH AND HR STRENGTH DEMANDED.

IF THERE ANY SHORTAGE ,THAN ACCORDINGLY THEY HAVE PLAN FOR THE RECRUTING THE PEOPLE.

FOR RECRUTING THEM,HRD HAS TO CARRY OUT THE STUDY OF DEMAND FORECAST OF THE EMPLOYEES.

BASED ON THAT THE HR PLANNING IS CARRID OUT.

HR PLAN IMPLEMENTION

TO CONDUCT THE RECRUITMENT,DEVLOPED HR PLAN HAS TO BE IMPLEMENTED THROUGH HR PROGRAMS .

THIS INCLUDES PROGRAMS SUCH AS RECUITMENT,SELECTION AND PLACEMENT ,TRAINING AND DEVELOPMENT,RETRAINING AND REDEPLOYMENT ETC.

WHEN CLUBBED TOGETHER FORM THE IMPLEMENTION PART OF THE HR PLAN

CONTROL OF HR

CONTROL AND EVALUATION IS THE FINAL PHASE OF THE PROCESS.

DURING THIS FINAL PHASE WILL BE EVALUTING ON THE NUMBER OF PEOPLE EMPLOYED AGAINST THE ESTABLISHED(BOTH THOSE WHO ARE IN THE POST AND THOSE WHO ARE IN PIPE LINE) AND ON THE NUMBER RECRUITED AGAINST THE RECRUITMENT TRAGETS.

EVALUTION IS ALSO DONE WITH RESPECT TO EMPLOYMENT COST AGAINST THE BUDGET AND WESTAGES ACCRUED SO THAT CORRECTIVE ACTION CAN BE TAKEN IN FUTURE.

SOURCES OF RECRUITMENT

RECRUTING IS A PROCESS TO DISCOVER THE SOURCE OF MANPOWER TO MEET THE REQUIREMENTS OF THE STAFFING SCHEDULE AND TO EMPLOY EFFECTIVE MESURES FOR ATTRECTINGT THAT MANPOWER IN ADEQUTE NUMBERS TO FACILITATE EFFECTIVE SELECTION OF AN EFFICIENT WORKIN FORCE.

THERE ARE TWO SOURCES OF RCERUITMENT

1. INTERNAL SOURCES

2. EXTERNAL SOURCES

INTERNAL SOURCES

THIS REFERS TO THE RECRUITMENT FROM WITHIN THE COMPANY. THE VARIOUS INTERNAL SOURCES ARE PROMOTION, TRANSFER, PAST EMPLOYEES AND INTERNAL ADVERTISEMENTS.

MOSTLY INTERNAL SOURCES CAN BE USED EFFECTIVELY IF THE NUMBERS OF VACANCIES ARE NOT VERY LARGE,ADEQUTE,EMPLOYEE RECORDES ARE MAINTAINED AND EMPLOYEE HAVE PREPARED THEMSELEVES FOR PROMOTIONS.

EFFECTIVE UTILAZATION OF INTERNAL SOURCES NECESSITATES AN UNDERSTADING OF THEIR SKILLS AND INFORMATION REGARDING OF JOBS.

EXTERNAL SOURCES

EXTERNAL SOURCES REFERS TO THE PRACTICE OF GETTING SUITABLE PERSONS FROM OUTSIDE. THE VARIOUS EXTERNAL SOURCES ARE ADVERTISEMENT, EMPLOYMENT EXCHANGE, PAST EMPLOYEES, PRIVATE PLACEMENT AGENCIES AND CONSULTANTS, WALKS-INS, CAMPUS RECRUITMENT, TRADE UNIONS, ETC.

1. EMPLOYMENT AT FACTROY GATE

2. LABOR CONTRACTORS

3. ADVERTISEMENT

4. EMPLOYMENT EXCHANGES

5. EMPLOYMENT AGENCIES

6. EDUCATIONAL INSTITUTIONS

EMPLOYMENT AT FACTORY LEVEL

THIS A SOURCE OF EXTERNAL RECRUITMENT IN WHICH THE APPLICATION FOR VACANCIES ARE PRESENTED ON BULLETIN BOARDS OUTSIDE THE FACTROY OR AT THE GATE.

THIS KIND OF RECRUITMENT IS APPLICABLE GENERALLY WHERE FACTORY WORKERS ARE TO BE APPOINTED.

THERE ARE PEOPLE WHO KEEP ON SOLICITING JOBS FROM ONE PLACE TO ANOTHER.

THESE TYPE OF ORKERS APPLY ON THEIR OWN FOR THEIR JOB.

LABOR CONTRACTORS

THESE ARE THE SPECIALIST PEOPLE WHO SUPPLY MANPOWER TO THE FACTORY OR MANUFACTRING PLANTS

THROUGH THESE CONTRACTORS,WORKERS ARE APPOINTED ON CONTRACT BASIS ,

I.E. FOR A PARTICULAR TIME PERIOD.

UNDER CONDITION WHEN THESE CONTACTORS LEAVE THE ORGANIZATION,SUCH PEOPLE WHO ARE APPOINTED HAVE TO ALSO LEAVE THE CONCERN OR SOME OF THE LOYAL ARE TRANSFERRED TO NEW CONTRACTORS.

ADVERTISMENT

IT IS AN EXTERNAL SOURCE WHICH HAS GOT AN IMPORTANT PLACE IN RECRUITMEMT PROCEDURE.

SINCE ADVERTISEMENT COVERS A WIDE AREA OF MARKET ,THERE ARE CHANCE OF HAVING LARGE NUMBERS OF APPLICANTS AND HENCE ORGANIZATION GETS MORE OPTIONS FOR SELECTING THE EMPLOYEES

MEDIUM USED IS NEWSPAPERS AND TELEVISION

EMPLOYMENT EXCHANGES

THERE ARE CERTAIN EMPLOYMENT EXCHANGES WHICH ARE RUN BY GOVERNMEMT.

MOST OF THE GOVERNMENT UNDERTAKINGS AND CONCERNS EMPLOY PEOPLE THROUGH SUCH EXCHANGES.

NOW-A-DAYS RECRUITMENT IN GOVERNMENT AGENCIES HA SBECOME COMPULSORY THROUGH EMPLOYMENT EXCHANGE.

EMPLOYMENT AGENCIES

PUBLIC AND PRIVATE EMPLOYMENT AGENCIES PLAY A VITAL ROLE IN MAKING AVAILABLE SUITABLE EMPLOYEES FOR DIFFERENT POSITONS IN THE ORGANIZATIONS.

BESIDE PUBLIC AGENCIES,PRIVATE AGENCIES HAVE DEVELOPED MARKEDLY IN LARGE CITIES IN THE FORM OF COSULTANCY SERVICES.

USUALLY THESE AGENCIES FACILITE RECRUITMENT OF TECHNICAL AND PROFESSIONAL PERSONNEL

EDUCATIONAL INSTITUTIONS

THERE ARE CERTAIN PROFESSIONAL INSTITUTIONS WHICH SERVES AS AN EXTERNAL SOURCE FOR RECRUTING FRESH GRADUATES FROM THESE INSTITUTIES.

THIS KIND OF RECRUITMENT DONE THROUGH SUCH EDUCATIONAL INSTITUTIONS,IS CALLED AS CAMPUS RECRUITMENT.

THEY HAVE SPECIAL RECRUITMENT CELLS WHICH HELPS IN PROVIDING JOBS TO FRESH CANDIDATES.

PROCESS OF SELECTION

IT IS A PROCEDURE OF MATCHING ORGANIZATIONAL RECRUITMRNTS WITH SKILLS AND QUALIFICATION OF PEOPLE.

1. NOTIFICATION

2. PERLIMINARY INTERVIEW

3. WRITTEN TESTS

4. EMPLOYMENT INTERVIEWS

5. SELECTION

6. MEDICAL EXAMINATION

7. APPOITMENT LETETR

NOTIFICATION

WHEN A MANAGER OR BOSS INFORMS HRD TO FILL A NEW OR VACANT POSITION, THE EMPLOYEE SELECTION PROCESS USUALLY STARTS.

WIYH REQUIREMENT OF NEW EMPLOYEE MANAGER ALSO GIVES THE DETAILS REGARDING EDUCTION,AREA OF REQUIREMENT,JOB EXPERINECE AND ALL OTHER RELEVANT SKILLS THAT IS REQUIRED IN THE EMPLOYEE.

ONCE THE MANAGER ESTABLISHES THE JOB REQUIREMENTS,THE HRD PLACES ADVERTISMENT IN THE LOCAL NEWSPAPER AND ONLINE.

PRELIMINARY INTERVIEWS

AFTER GIVING ADVERTISEMENT, APPLICATIONS ARE RECEIVED AT THE ORGANIZATION.

BASED ON THAT SOME CANDIDATES LACKING MINIMUM ELIGIBILITY CRITERI ARE LAID DOWN BY THE ORGANIZATION.

THE SKILL ACADEMIC AND FAMILY BACKGROUND,COMPETENCIES AND INTERESTS OF THE CANDIDATE ARE EXAMINED DURING PRELIMINARY INTRERVIEW

PRILIMINARY INTERVIEWS ARE LESS FORMALIZED AND PLANNED THEN FINAL INTERVIEW.

PRELIMINARY INTERVIEWS ARE ALSO CALLED SCREENING INTERVIEWS

WRITTEN TEST

WRITTEN TESTS ARE CONDUCTED DURING SELECTION PROCEDURE SUCH AS APTITUDE TEST, INTELLIGENCE TEST,REASONING TEST,PERSONALITY TEST,ETC.

DEPENDING ON THE LEVEL OF JOB REQUIREMENT.THESE TESTS ARE USED TO OBJECTIVELY ASSESS THE POTENTIAL CANDIDATE.THEY SHOULD NOT BE BIASED.

EMPLOYMENT INTERVIEWS

ONE OF THE MOST IMPORTANT FACETS OF THE EMPLOYMENT SELECTION PROCESS IS THE FACE TO FACE INTERVIEW.

COMPANIES HAVE DIFFERENT PROCEDURES FOR PERSONAL INTERVIEWS.

SOME COMPANIES PREFER TO HAVE ALL-DAY INTERVIEWING SESSIONS.

WHERE JOB CANDIDATES MEET WITH A DIFFERENT PERSON EACH HOUR .

DURING THIS TIME,COMPANIES MAY HAVE THE CANDIDTES MEET WITH HUMAN RESOURCES,THE HIRING MANAGER AND OTHER EMPLOYEES.

SELECTION THE HIRING MANAGER WILL USUALLY ASK FOR FEEDBACK FORM

HUMAN RESOURCES AND OTHER EMPLOYEES WHO INTERVIEW THE JOB CANDIDATES.

THE HIRING MANAGER MAY ALSO REVIEW HER NOTES, OR DECIDE WHICH WOULD FIT BEST IN THE OPEN POSITION.

QUALIFICATIONS ARE ONLY ONE CONSIDERATION.

THE HIGHER MANAGER WILL USUALLY SELECT SOMEONE WITH WHOM SHE CAN WORK ,WHETHER IT IS THE CANDIDATES PERSONALITY OR WORK ETHIC.

MEDICAL EXAMINATION

MEDICAL TESTES ARE CONDUCT TO ENSURE PHYSICAL FITNESS OF THE POTENTIAL EMPLOYEE.IT WILL DECREASE CHANCE OF EMPLOYEE ABSENTEEISM.

APPOINTMENT LRETTE A REFRENCE CHECK IS MADE ABOUT THE CANDIDATE SELECTED

AND THEN FINALLY HE IS APPOINTED BY GIVING A FORMAL APPOINTEMENT LETTER.

Thank you