ASSIGNMENT

On

Recruitment: Constraints and Challenges, Placement

& Benefits and Induction/Orientation

Subject: Human Resource Management

By

Pragya Chakshoo (4067)

To

Dr.Santosh Kumari
Recruitment
Recruitment is a process of identifying, screening, shortlisting and hiring potential resource for
filling up the vacant positions in an organization. It is a core function of Human Resource
Management.
Constraints on Recruitment
1. Organizational Policies:
Promote from within policies, Compensation Policies, Employment status policies,
International hiring policies
2. HR Plans:
Forecast and summarize future recruiting needs.
3. Environmental Conditions:
Leading Economic Indicators, Predicted VS Actual Sales, Want-Ads Index
4. Inducements:
Necessary to stimulate a potential recruit’s interest, could be economic, emotional or
intangible
5. Government Interference:
Government interference can also be a major recruitment constraint. Especially when
they want to set some policies regarding reservation for some community by tying their
hands with the recruitment managers.

Recruiting Challenges
1. The Competition for Talent:
Job openings are at a 17 year high, and the unemployment rate is a low 3.9 percent.
It’s no surprise that the competition for talent is fierce. You’re not getting the
applicant quality you need to make a hire, and your sourced candidates aren’t
responding.
2. Slow time to hire:
Manual and tedious tasks slow down your hiring process and increase your time to
hire. Candidates are dropping out of your process because it takes too long and
they’re accepting offers elsewhere.

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 3. Reactive Hiring:
Recruiting is reactive for many talent acquisition teams. An open job requisition hits
your desk, and you’re expected to fill the role quickly. Or, worse, you learn about a
strategic growth initiative a little too late to develop and execute on a realistic hiring
plan. As a result, you miss your growth goals and resort to utilizing expensive
agencies.
4. Poor Candidate Experience:
You spend so much time completing menial tasks that you don’t focus enough on
your candidate experience. Qualified candidates are dropping out of your recruitment
process and declining your offers often causing you to go back to square one on your
search, and impacting your employer brand. You simply have too much going on to
help each candidate feel valued, and to pay attention to the best candidates in your
pipeline.
5. Team Collaboration:
A successful recruiting strategy requires talent acquisition to work in unison with
hiring managers and interviewers. But there’s often a disconnect. Hiring managers
and interviewers don’t use the applicant tracking system, so they can neither see, nor
contribute to, the vast amount of information it contains. As a result, a significant
amount of your time is spent collecting and syncing data, relaying information, and
chasing down feedback. All of this detracts from the candidate experience and better
business partnerships.

Induction

Induction is the process for welcoming newly recruited employees and supporting them to adjust
to their new roles and working environments. Starting a new job can be a stressful experience
and new employees need help to settle in. The University’s induction programme will provide
new employees with all of the necessary information, including local welcome events and
activities.

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 Objectives of Induction

 Meet your key colleagues;

 Find your way around your workplace
 Understand your terms and conditions of employment
 Understand your role, key responsibilities and how you fit into your
department/institution
 Know what is expected of you and the way in which your work will be monitored
 Know how you will be managed and supported to carry out your duties;
 Access University and local policies and procedures
 Identify any training and development needs that have to be met to enable you to
undertake your role effectively.

Contents of Induction Programme

A formal induction programme may be arranged from a day to a fortnight depending upon a
number of employees to be inducted, size of the organization, nature of the business etc. Induction
or orientation programme may be arranged in different way like tour of the plant or office, lecture
or talk on the history or background of the organization, distribution of company hand book or
manual, use of film slides or group seminar etc.

Generally a formal orientation or induction programme should provide the following information:

 Company history and its products and operation

 Organization structure of the company
 Policies, rules and regulations
 Location of the department and daily work routine
 Facilities available and safety measures provided
 Terms and conditions of service
 Payment of salaries and wages, working hours, overtime, holidays etc.

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  Rules regarding disciplines
 Opportunities for training, promotion and transfer etc.
 Grievance procedures and suggestion schemes

Socialization
It is the process of adaptation. It is the process by which new employees attempt to learn and
inculcate the norms and values of work roles in an organization. Learning and inculcating the
norms and values of work group are necessary for proper adjustment and job performance.
 Socialization is based on several assumptions
 New employee suffer from anxiety and require adjustment
 socialization strongly affects employee programme and stability of organization

Socialization can be thought as a process comprising of three stages.

1) Pre Arrival Stage:

It recognizes that all the new recruits arrive in the organization with a set of
values, norms, expectations and learning. This includes both the work to be done
and the organization. For example in a business schools, student acquire certain
idea’s regarding the nature of their future jobs, pay packages, and carrier progress.
At the recruitment stage many organizations give job preview which helps the
prospective employees to learn more about the job and the organization.
2) Encounter Stage:
When the new employees join the organization, he encounters the realities of the
situation in term of his job, work culture, subordinates and peer’s. if the
expectations of the individual are in the tune with the organizational realities, he
adapt organization quickly. On the other hand, if there is a marked difference
between expectations and realities, socialization is essential to replace his
previous assumptions with realities. At the other extreme, the individual cannot
recognize with the values and norms of the organization and quits the job.
3) Metamorphosis Stage:

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 In this stage, the new employee acquire the skills require to adjust with the values
and norms of the organization. He brings necessary change in his attitude and role
behavior to suit the organization’s culture. Such changes make the employee self-
confident and he feels accepted by other members of the organization. The
completion of socialization process is characterized by felling’s.

Follow Up Induction

The purpose of follow-up induction programme is to find out whether the employee is
reasonably satisfied with the job. It is usually conducted by the foreman or by a specialist from
the personnel department. Guidance and counseling efforts are made to remove the difficulties
experienced by the newcomer. Usually, follow up induction takes place after about one or two
months from the time of appointment.

Placements

Placement is the process of getting an appropriate match between the people and the positions in
an organization. It is really the determination of the job which an accepted candidate is to be
assigned to, and his assignment to the job.

According to Pigors and Myers,” Placement is the determination of the job to which an accepted
candidate is to be assigned and the work of that job. It is the match of what the supervisor has
reason to think he can do with what the job demands.”

Benefits of Placement:

 To show the results on the job which the applicant has promised in the interview process
 To keep the spirit of applicant high and report regularly
 To avoid mistakes and accidents of the employees
 To get along with other members of the organizational easily

Placement is often the final stage in the process of recruitment and selection of an organization.
The organization should find an appropriate balance between the job requirements and the
employee’s qualifications.