Presentation1 Hrm.pptx

A R S INAMDAR ARTS SCIENCE & COMMERCE COLLEGE FOR WOMEN NAME

SUBJECT

MAHIMA R BHAVANI K VARINI K PRIYANKA J HUMAN RESOURCE MANAGEMENT

TOPIC CLASS

B.COM 5th Sem

DATE

-09-2018

•

Selection is a process of picking individuals from a large number of job applicants possessing , requisit qualifications and compitants to fill the various jobs in the organisation.

 Relevant

experience .  Education.  Relocation.  Salary requirements.  Budget.  Expertise.  Line manager.  Recruiting distance.

 



 



Relevant work experience is likely the most important factor that influences the HR selection method . The relevant work experience required by an employer depends largely on the available job position and the level of skills required to carry out the duties of the position. HR personnel initially look at job candidates’ relevant work experience by reviewing their resume. Applicants without relevant work experience are typically eliminated from the job-selection process . Employers desire to hire candidates with relevant experience because it saves the company time and money in training an employee . Employers also seek to reduce employee turnover by hiring qualified applicants.









Educational achievements also play a role in a company’s hiring decisions. Some job positions require certain industry knowledge that is often obtained through the completion of a degree program. For example, a company desiring to hire a registered nurse will most likely require that candidates possess a nursing degree for employment consideration by the HR department . Educational achievement not only acts as a factor in making hiring decisions , but for some employers , the mode of education is also a factor .

 some

companies prefer to hire candidates who graduated from certain top-ranking institutions , or a company may prefer not to hire candidates who earned degrees through online-degree programs.



 



One of the factors that influence the selection process for the human resource department is the geographical location of the job candidate . Most employees prefer to hire employees living in the local area . Employers prefer to hire local candidates because it hastens the hiring process and saves the employer money on the interviewing process and on relocation fees . Although most employers look to hire local candidates to save time and money , some employers choose to make the application process open to individuals living in other states.

 If

local candidates fail to meet the employer’s qualifications for the job, HR typically seeks regional candidates next before widening the search to national and global candidates.

  



 

The salary requirements of a job candidates influence the HR employment-selection process . Employers typically set a maximum salary for an open job position . Candidates who require a salary greater than what the employer offers are typically eliminated from the selection process . Some companies choose to negotiate the salary with attractive candidates because they desire to retain their talents and skills . HR managers also consider the present salary of a job candidate . If the candidate’s current or previous salary is not competitive enough, an employer may not consider the candidates for the job.









Human resources isn’t a revenue-producing business function, which can make it difficult to allocate substantial sums of money for recruiting activities. Money is a factor in the HR selection method because it determines how your company advertises job opening or whether you can travel to college campuses to recruit new graduates . budgets for recruiting also may determine whether to use an applicant-tracking system for managing the recruitment and selection process or rely on traditional paper employment applications. Small businesses with limited capital and resources may rely on the simplest methods for recruiting and hiring staff.

 



 

Even if your company has a dedicated HR department, staff expertise could influence your HR selection methods. Experienced recruiters typically understand the full lifecycle process, which starts with sourcing candidates and ends with new-employee on boarding or orientation. If you don’t have an HR department and prefer to outsource the recruitment functions , the staffing agency you choose can influence your selection method. In temp-to-hire arrangements, you shift responsibility for selecting suitable candidates to the staffing firm. Direct hire solutions give you more input during the year selection process.







 

When front-line supervisors are involved in the selection process as hiring managers , usually meet first with recruiters to explain their departmental staffing needs. Recruiters send the hiring managers their picks from candidates who successfully passed the preliminary interview. Hiring managers then conduct face-to-face interviews and make their decisions , which they communicate to the recruiters. When line managers aren’t involved in the hiring process , recruiters may be responsible for the entire process. Also, the hiring process may be shorter when there are fewer people who conduct interviews.







National recruiting efforts influence everything from the way you conduct interviews to the compensation and benefits package that you negotiate for relocating employees. Preliminary interviews can be conducted via phone like many already are ; however, a face-to-face interview may be conducted via videoconference to save the expense of flying candidates in for secondround interview. The recruiting distance also may affect the time it takes to make hiring decisions because it’s likely that small businesses, in particular, may want to exhaust their options for finding a local candidate before embarking upon a national search.