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Like any other procedure recruitment procedure has some constraints. Most specifically there are five constraints. Those are- Organization Image, Job attractiveness, Internal Organizational Policies and Government Influences, Recruiting costs.
For better recruitment organizations follows several recruiting sources. The major recruiting sources are- Internal Search: Internally recruitment policy which is less costly than outside recruitment can also be proved as an training device for developing mid level to top level employees. It’s make employees ambitious and builds their morale. Employee referrals & recommendation: In this process a new job applicant is selected by a recommendation from any current employee. It generally helps to locate potential employee for hard to reach area External Search: This type of search includes newspaper advertisement, seeking help from employee agencies, school, college, University, professional organizations etc. In recent times cyberspace base recruitment is also applied where web pages are used as resume Alternatives: Includes temporary help services, employee leasing and consultants
This chapter is all about the process of selecting employee. Look at the recruitment and selection of an employee as an opportunity to evaluate the company’s needs. If you need to fill an existing position, take the time before recruiting to reevaluate the role. You can modify the job description, reorganize departments or adjust necessary skills. Consider the employees who previously held the job and evaluate their strengths and weaknesses to help decide on necessary revisions Here we discussed over the steps of selection process in the job. The overall selection process includes eights steps- Initial screening Interview: First step where job inquiries are sorted. Completing the application form: Company specific form that provides information the company want like name, address etc.
The chapter eight begins with discussion of entry level socialization which helps a new employee getting acclimate to the new organization. Socialization is very important for professional business. This chapter is all about the important issue that is needed to train and development of employee and employer. Adaptation that takes places as individuals attempt to learn the value and norms of work roles. For socialization there are three stages which are termed as socialization process. The stages are- 1.Pre-arrival Stage: Individual arrives in an organization with a set of organizational values, attitudes and expectation. 2.Encounter Stage: Individual comforts the possible dichotomy between expectation and reality. 3.Metamorphosis Stage: New employee must work out the inconsistencies
For any kind of employee a long term career development is required for achieving a success. For developing better career individual seek opportunities for those organizations which attracts him/her and utilize their talent properly. From organizations point of view they need to reduce the employee frustration and enhance cultural diversity for developing a good organization. The career of an individual can be discussed with the five traditional career stages. Those are- Exploration(0-20age): Transition from school to work
Establishment(25-35): Getting first job and being accepted.
Mid career(40-55): will performance increase or begin to decline. Late career(55-65): The elder state person.
Decline(65-70): Preparing for retirement.
The stages are marked by a specific age group so that we can identify which stages we are passing during our career and from which age group career
Artisitc: Musician, Actor
Enterprising: Business Management
Conventional: Numerical Work, Data entry
Finally the chapter discussed the steps of career enhancing where each steps talked about some specific objectives of career. The first objective of career enhancement knows about yourself which can be continued with managing reputation and maintaining network with the contacts. Beside this an employee has to be current with regular situation and have to keep open all kind of opportunities. In the end he/she have to keep proper documentation of achievements and balance specialties and generalities.