Importance of Recruitment and Selection in leading to Progression of the Organization Dr. Radhika Kapur Abstract

Recruitment and Selection Process

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Seligman-Martin-Flourish-Ch-1, iift, Syllabus - Stenographers, IBPS RRB SYLLABUS 2021, THE HAPPINESS AND HUMAN STRENGTH A POSIT
Recruitment and Selection Process
The recruitment and selection process needs to take into consideration various stages, which have been stated as follows: (Recruitment and Selection, 2013).
Stage 1- Job Vacancy
This is regarded as the first and foremost stage, when there are job vacancies within the organization, then the hiring authorities take into consideration the aspects that are necessary to fill up vacancies. In the case of occurrence of job vacancies, it is vital to conduct an analysis of factors, due to which vacancies take place. The common factors are leaves and suspensions. The leaves may take place due to various reasons, such as, personal problems, getting new employment opportunities, migrating to another city or country and so forth. When the job vacancies exist the hiring authorities make an attempt to implement certain aspects to facilitate the recruitment of well-qualified and experienced candidates. There are cases, when the potential candidates are recruited from within. In this manner, there can be a reduction in recruitment and the existing employees observe that there is a potential career path within the organization.
Stage 2- Job Analysis
Job analysis is regarded as one of the indispensable factors, when recruitment and selection of candidates takes place. It is vital to conduct an analysis of job needs and requirements. The job analysis helps the employers to identify the potentials, competencies and capabilities that the employees should possess in order to carry out their job duties in a satisfactory manner. In various jobs, the individuals are not meant to perform just one job duty but several job duties. For instance, in higher educational institutions, heads and directors are required to perform various job duties, such as, participating in the management and administrative functions, formulating lesson plans, organizing seminars and workshops, organizing discussion meetings, giving lectures, and so forth. In organizations, managers and supervisors too may have to perform more than one job duty. Therefore, job analysis helps in identifying not only the requirements of the job, but also the educational qualifications, competencies and aptitude that are necessary to carry out their job duties in a well-organized manner.

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