Introduction
Background of the Study
Origin/Scope of the Study
Objective of the Study
Methodology
Limitation
Literature Review
Recruitment and selection process…
Each element of the recruitment and selection process has a strong role to play in finding out the best candidate for a required job. For what purpose the selection will be made and whether it can be selected internally or externally. Job Analysis: It is the procedure of determining the duties and skills required for the job and the type of person to hire for it.
Attracting candidates: There are many ways to attract candidates, but it is important to know which one is best for the purpose. It can be advertised internally to create or by posting on social networking sites or other message boards. Screening of applications: In order to proceed with the matter, it is important that you carefully and accurately review the applications.
This can be difficult, but by following certain rules such as screening for minimum requirements, experience and skills required are some of the ways this can be made easier. Selecting and appointing candidates: After all questions have been answered and everything has been answered, the candidates are finally ready for the position. Induction and Training: A systematic induction and training should be provided to the new employee for the role in the organization.
Employee Evaluation: To see whether all processes are followed correctly and without errors for better functioning of the company.
Purpose or Objectives of Recruitment
Acquisition of maximum number of relevant CVs: It advertises the vacant position so that maximum number of potential candidates apply for it. Accelerates the selection process: It supports the selection process with a collection of Curriculum Vitae (CV) of candidates. Fulfill the legal and social obligations of the association regarding the creation of its workforce, because we realize that human capital is a fundamental part of any association and to guarantee the standard stock of personnel in an association, registration is a huge progress.
Recruitment Functions
Factors of Recruitment
- Internal Factors of Recruitment
- External Factors of Recruitment
Large open connection, open administrations and so on help to upgrade the association's image and fame. Jobs had a decent picture as far as better compensation, working conditions, advancement, job enhancement positions and so on can pull the potential and qualified candidate to a huge extent. Jobs had a good image in terms of better remuneration, working conditions, promotion, career development opportunities etc. can attract the potential and qualified candidates to a large extent.
External factors are about the environmental changes that will take place in the organization's external environment. Demography is the study of the human population in terms of age, gender, occupation, religion, creation, ethnicity and so on. For example, if the interest in a specific aptitude is high compared to its stock, the enrollment procedure develops more efforts.
In contrast, if the stock is more than the request, the registration procedure will be simpler. The rate of unemployment in a particular region is a more influencing variable in the registration procedure. If the unemployment rate is high, the registration procedure will be easier and vice versa.
For example, government adaptation can directly affect an organization's approach to enrollment due to adaptation of government principles and guidelines.
HR Challenges in Recruitment
The immediacy and speed of the recruitment process are the main concerns of HR in recruitment. The development of new systems is both an opportunity and a challenge for HR professionals. Therefore, it has become a challenge for them to assess the staffing needs and arrange the tasks to meet the changes in the market.
The advent of computers made it possible for bosses to filter national and universal candidate abilities. Although generic, computers have given managers and job seekers a more extensive choice in the internal screening arrangement.
Sources of Recruitment
Organizational Analysis
Company Overview
Independent Technology is an enabled organization engaged in assembling, supplying and managing all kinds of intensity-related types of hardware. Independent Technology is also pleased with its proven track record of progress with its customers and its key products. On the private side, Independent Technology's connections spread far and wide, including some of the country's most trusted business houses.
The association gives their representatives a dynamic workplace and rewards them with incentives for the able development of the organization. The main industrial facility of Independent Technology Ltd., where they manufacture and assemble switchboards, is located on the outskirts of Dhaka at Gorat, Ashulia. However, the company's mission is to satisfy their customers and meet their expectations to keep existing customers, so that in the near future they will work with independent technology.
There is constant change in the workplace to make it better than before, and they always are. Independent Technology thrives on providing the best products and services to its customers and also provides a safe workplace environment for the workers. They believe that serving or responding to customer needs is their core value in the organization.
Over the past eight years, Independent Technology has deployed and shipped numerous transformers, switchgear and final substations. Independent Technology also offers slice-to-length overlay at its processing plant premises in Ashulia. The organization offers slice-to-length center coverage for any desired length of customers.
In addition, one of the real qualities of Independent Technology is that they represent a considerable authority in taking care of the fees associated with PFC and reducing it radically. There are few associations in the country that give this administration and Independent Technology is the most important time spent in this administration.
Work Analysis
Description of the Job
- Resumes collection
- Resumes screening
- Preparing call list for interview
- Preparing candidate profile summary for written, viva and practical test
- Giving call for attend interview session
- Selected and Rejected CV
- Important papers photocopy
- Providing all necessary papers to internee and in-plant trainee
- Indexing and data entry
- CV sorting
During my internship, when the resumes come to our office, I collected them and sent them to my seniors. After going through these resumes, I had to write the candidate's name and number in a MS word 2013 file and prepare call list to call these candidates. Sometimes my supervisor used to give resumes to select and reject them based on some basic criteria.
When the office boys used to be busy, my supervisor would sometimes send me to photocopy the necessary documents. As an example- If the requirement is that the candidate should have experience of at least 2 years than I rejected those CVs that had experience of less than 2 years. During this two-month period of my internship program, I have learned a lot and gained a lot of knowledge about the organization and its capabilities.
People skills - although I may be a bit friendly, but since this internship was my first experience in the workplace, I didn't know how to work with the other employees and how to deal with the customers. Right from availing the offers to delivering products, I had to contact the customers regularly as this was my daily job to keep in touch with the customers. So even though I had one course this semester, I actually got to the office late on Sundays and Wednesdays to get to my class that starts at 11:45 PM. This was a problem on workdays, both because of the internship and the study.
Attentive- during my internship journey I became more attentive and caring as I had to attend customer calls for various purposes and explain their queries. Communication- although being an HR graduate, I was a bit reluctant in communication as I had to influence the clients in such a way that they would not feel uneasy but listen to my calls patiently. In the process, I actually learned a lot about how to deal with different types of clients in different ways.
I had to call and text another customer at the same time, but for a different purpose, which sometimes became confusing. It was rare for the manager to assign work, so in addition to calling and messaging the customers, I even had to pass on my task assigned by the manager.
Findings and Recommendation
Findings
The recruitment and selection unit of the Independent Technology Limited Department used various papers. The division's recruitment and selection unit is taking smart steps in terms of internal resources. Once it has a performance method, the time unit indicates the performance advertisement on every brunch announcement.
So, Independent Technology employees who can see the timeshare ad unit also keep in touch with different department's workers so they will advocate others to use here. The organization should hire female workers to do telehuman resource management properly as there are few women in the workplace which creates a problem. For example, they do not adopt new changes: they tend to work with only one import company.
The office should have a weekly plan of what to submit and when to submit instead of doing things at the last hour. Instead of waiting or not getting work done because of the absence of one team member, hire more professionals. I have to learn how to multitask effectively and also follow the rules and regulations of the workplace.
All along, I have read about telehuman resource management in my personnel management courses, but in my internship I actually worked in the Organization's human resource approach is to build the workforce with quality, who will have conceptual knowledge of managerial skills through creating ongoing external and internal training programs. They arrange special training programs which are tailored in fresh air and they also involve in house to build the workforce which will have quality and which appropriately places them in the channels which will be productive. In order to increase significant quality manpower at the top management level considered under programs of executive development programs had to do it.
I had to be more attentive and careful in completing my tasks and submitting them on time. I'm glad I was part of this organization and got to know and meet new people.
