COMPARISON OF THE RECRUITMENT

POLICIES ADOPTED BY PRIVATE &

PUBLIC COMPANIES.
BY:-
SHYAM MODI
KAMAL SIDANA
SARADA PRASAN
CHIRAG ADLAKHA
SANDEEP RANJAN
SAURABH PRASHAR
 Defining Recruitment
vDefining the vacancy (the job or role to be
filled)

vIdentifying relevant personal attributes

correlated with effectiveness (person
specification)
v
vSearching for and attracting relevant
applicants
Internal vs. External
Recruitment
 Internal recruitment: meets manpower
requirements from the existing stock of
employees, except at the lowest level.
◦ Internal recruitment may be vehicle for
establishing ‘cultural fit’, morale, and
commitment, reinforced by socialisation
 External recruitment: meets manpower
requirements by recruiting from outside
◦ May be used as a symbol that ‘times are
changing’

Levels of Strategy
 1. Corporate - Long term, big decisions, e.g.
focus on innovation, cost reduction, etc)
 2. Structural (e.g. delaying, decentralisation)
- Operating procedures
 3. Functional (HR)-
 Culture
 Recruitment& Selection
 Training & Development
 Performance management
 Reward

  Recruitment & Selection are uncertain &
unpredictable Change
 When the higher level strategies are
undetermined and uncertain, Strategic
R&S seeks to provide new people who can
help to shape future strategies and help
the organisation to be more FLEXIBLE

SOURCES OF RECRUITMENT

Computer-
Internal ised
Job Carrier prog.
posting Supervisor Career
Development system
Recome-
ndation system

In t e r n a l Sou r ce
METHODS OF INTERNAL
RECRUITMENT :-
 Internal job posting:-
 Eligible candidates within the organisation are

promoted to the vacant profile after a series of

tests and interviews.
 Supervisor recommendations:-

 Supervisor recommends perspective

candidates name for the profile.
 Career development systems:-

 A firm places a fast track or high potential

employee on a career path where they are
groomed for certain targeted jobs.

CONTD....
Computerised Career Progression Systems:-


In this method, the information regarding the

job skills of each employee can be stored in
an HRIS(Human Resource Information
System).When a job becomes vacant, the
computer searches its skill file in order to
identify employees having the requisite skills
for the vacant job.

 SOURCES OF RECRUITMENT

Employee Online
referrals recruitment
Interested Campus
applications Recruit-
Employment
Advertise agencies ment
ments

Ext e r n a l Sou r ce
METHODS OF EXTERNAL
RECRUITMENT:-
 Employee Referrals:-
A method of external recruitment in which

firm's asks their employees solicit

applications from qualified friends and
associates.
 Interested applicants :-

A company accepts unsolicited applications or

resumes from individuals interested in

working for the company.
 Advertisements:-

A company places an advertisement of the

position in an appropriate media.




CONTD....
 Employment agencies:-
These agencies provide company with the
employees at various professional levels for a
fee.
 Campus recruitment:-

The firm's recruiters visit various colleges and

universities campuses to recruit individuals

for positions acquiring a college degree.
 Online recruitment:-

Advertising job openings on the internet.

A good recruitment policy
 Complies with government policies
 Provides job security
 Provides employee development
opportunities
 Flexible to accommodate changes
 Ensures its employees long-term
employment opportunities
 Cost effective for the organization

Importance of Recruitment &
Selection
 Great companies “first got the right people
on the bus, the wrong people off the bus,
and the right people in the right seats –
and then they figured out where to drive
it”
 Attract and encourage more and more
candidates to apply in the organization
 Create a talent pool of candidates to enable
the selection of best candidates for the
organization
 Determine present and future requirements
of the organization in conjunction with its
personnel planning and job analysis
activities
Workforce Planning
 Workforce planning should be the framework
that integrates all HR practices
◦ Identifying workforce needs
◦ Analyzing where you are
◦ Developing HR strategies to close gaps

Recruitment Challenges
 Changing definition of career has reduced
the loyalty of employees to organizations
 Rapid change that requires a highly fluid
skill mix
 Declining image of the public sector in some
countries
 Compensation tends to be lower than the
private sector
EVALUATION OF A RECRUTIMENT
PROGRAM
 The recruitment policies, sources & methods
have to be evaluated from time to time
 Successful recruitment program shows
◦ No. of successful placements
◦ No. of offers made
◦ No. of applicants
◦ Cost involved
◦ Time taken for filling up the position

Recruitment procedures
across various sectors:-
 In Private sector the recruitment procedure
is less rigid and comparatively flexible.
 In public sector it is extremely protocol
conscious and rigid.

Convergys:-
 Convergys is conversant in the languages of
outsourcing and relationship management
 The company provides business process
outsourcing (BPO) services designed to help
its clients manage their customers and
employees
 Its customer unit provides inbound and
outbound call handling for sales, marketing,
and support through about 85 contact centers
(and in about 35 languages), and its HR unit
offers outsourcing of benefits and payroll
operations, staffing, and training

NTPC :-
 NTPC Limited is a public sector company, it
was incorporated in the year 1975 to
accelerate power development in the
country as a wholly owned company of the
Government of India
 Within a span of 30 years, NTPC has
emerged as a truly inter- national power
company, with power generating facilities
in all the major regions of the country and
abroad.
Comparison between two
sectors:- Private
o BPO/KPO industry
o Convergys
o Minimum 3-5 rounds
o Group PIQ/GD
o One-on-one personal
information round with
the HR manager or
Trainer
o Telephonic round with an
accent trainer
o Written test (Grammatical
skills)
o Psychometric
test/Analysis
o Word with the VP
Operations/HR
Public
o Public Sector Undertaking
o NTPC Limited
o Written exam both for off
campus & on campus
recruitment
o Non- elimination GD round
for Both ON & OFF
campus
o Interview with a panel of
4,which includes 2
technical people(core &
non core),1 HR Manager,1
Psychiatrist
o Compulsory medical test
followed by final approval
o
Cont..
 PSU’s like NTPC also follow the concept of
lateral hiring
 Hiring of senior professionals from the
market after an optional GD & a
compulsory interview round
 After final selection there is a compulsory
training period of 1 yr .( 8 months class
room training & 4 months OJT)
 Followed by a year on probation.
Suggestions :-
 Suggestions for PSU’s


o They could shorten the probation period to

six months.
 Standardization in the private sector hiring
policy.
Any question?