Class XII

17th March-CHAPTER 1- Introduction to Human Resource Management

CHAPTER 1- Introduction to Human Resource Management

Since the chapter has been completed, the following questions needs to be answered keeping the given guidelines in mind.

ASSIGNMENT 1

Q1.Define HRM. (2m)

(Four key words required.)

Q2. HRM is considered to be important? Explain. (8m)

(2 marks for each point to be explained in detail)

Q3. Elaborate on any four features of HRM considering its importance in management. (4m)

(Any four features to be explained specifying important keywords)

The above assignment to be completed and sent by 19.03.2020.

Completed assignment to be mailed at: <sarika.lahoti@dpsn.org.in>, <sudakshinaghosh.kundu@dpsn.org.in>

DATE- 18.03.2020-NOTES ON CHAPTER 1

FOLLOWING NOTES AND QUESTION TO BE COPIED IN THE BST NOTEBOOK

QUESTION 1- “As a result of globalization and liberalization, HRM has acquired a strategic importance in organisations”- Discuss. (4m)

Reference- Last paragraph of topic 1.3(Human resource as a competitive edge)

Answer- As a result of globalization and economic liberalization, competition has intensified. In order to face global competition, a company must seek a competitive edge over others. Human Resource can play an important role in seeking the challenge. Since Human resource is the most valuable asset because they utilize physical and financial assets and make them more productive, HRM can be considered to be the backbone of organization to gain strategic importance.

QUESTION 2- “Sound human resource management has a great significance for the society”- Explain.(2m)

Reference- ‘Social significance’ under importance of management.

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AUDIO 2

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RELEVANCE OF JOB ANALYSIS-

FOLLOWING QUESTION WORDS ARE SYNONYMOUS TO RELEVANCE- ROLE/ PURPOSE/ IMPORTANCE/ SIGNIFICANCE OF JOB ANALYSIS.

1.ORGANISATIONAL DESIGN- JOB ANANLYSIS HELPS IN CLASSIFYING JOBS AND IDENTIFYING AUTHORITY AND ACCOUNTABILITY OF THE JOB. SUCH AN ANALYSIS HELPS TO MINIMISE DUPLICATION OF WORK, IMPROVING EFFICIENCY AND SOUND DECISION MAKING.

2. HUMAN RESOURCE PLANNING- JOB ANALYSIS HELPS IN FORECASTING MANPOWER REQUIREMENTS AND PLAN FOR PROMOTIONS AND TRANSFERS. IT HELPS IN DETERMINING THE QUALITY OF HUMAN RESOURCE REQUIRED EFFECTIVE FOR THE ORGANISATION.

TO BE CONTD….

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DATE- 20.03.20-CHAPTER 2- JOB ANALYSIS AND MANPOWER PLANNING (Contd..)

TOPIC- RELEVANCE OF JOB ANALYSIS (CONTD)

*NOTE THE KEYWORDS UNDERLINED

TEXT TO BE READ SIMULTANEOUSLY ALONG WITH THE NORTES PROVIDED BELOW.

PICTURE 1

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3. RECRUITMENT AND SELECTION- JOB ANALYSIS HELPS TO ANALYSE THE DETAILS REGARDING HIRING PEOPLE. WITH FURTHER FUNCTIONS OF JOB DESCRIPTION AND JOB SPECIFICATION, THE BASIS OF ADVERTISING FOR RECRUITMENT GIVES A REALISTIC PICTURE. THE FORECASTS REGARDING RECRUITMENT AND SELECTION BECOMES MORE MEANINGFUL.

4. PLACEMENT AND ORIENTATION- JOB ANALYSIS HELPS IN UNDERSTANDING THE VARIOUS JOB REQUIREMENTS REGARDING PLACING THE RIGHT PERSON TO THE RIGHT JOB. THE BEST SUITED JOB CAN BE ASSIGNED AND BASED ON THE APTITUDE AND INTEREST REQUIREMENTS, FURTHER ORIENTATION CAN BE ARRANGED.

5. TRAINING AND DEVELOPMENT- JOB ANALYSIS HELPS IN DESIGNING TRAINING NEEDS AND TRAINING PROGRAMMES IN ORDER TO EFFECTIVE. FURTHER THE DEVELOPMENT PROGRAMMES CAN ALSO BE DESIGNED LIKEWISE.

……TO BE CONTD.

WEEK -23^RD MARCH TO 27^TH MARCH

CONTENT:

23.3.20- RELEVANCE OF JOB ANALYSIS, HOME ASSIGNMENT TO BE GIVEN

24.3.20- TOPIC 2.2, NOTES WILL BE GIVEN

25.3.20- TOPIC 2.3- MEANING AND RELEVANCE OF JOB SPECIFICATION

26.3.20- TOPIC 2.4- MEANING AND RELEVANCE OF JOB ENLARGEMENT, TOPIC 2.5-MEANING AND RELEVANCE OF JOB ENRICHMENT

27.3.20- TOPIC 2.6- MEANING AND RELEVANCE OF MANPOWER ESTIMATION.

ASSIGNMENT TO BE GIVEN.

9. JOB EVALUATION- HELPS IN DETERMINING THE RELATIVE WORTH OF DIFFERENT JOBS, DETERMINING WAGE STRUCTURES.

10. LABOUR RELATIONS- JOB ANALYSIS HELPS BOTH MANAGEMENT AND TRADE UNIONS, COLLECTIVE BARGAINING THAT IS JUDGING AND EVALUATING EACH OTHER’S WORTH IN THE CORRECT WAY, RESOLVING DISPUTES AND GRIEVANCES.

11. EMPLOYEE COUNSELLING- GIVES INFORMATION ABOUT CAREER CHOICES, HELPS IN VOCATIONAL GUIDANCE AND COUNSELLING.

12. HEALTH AND SAFETY- REVEALS UNHEALTHY AND HAZARDOUS ENVIRONMENT IN A JOB, MANAGEMENT CAN DEVELOP MEASURES TO ENSURE SAFETY.

** TO NOTE--POINT 8 AND ANY OTHER 7 TO BE DONE.

POSSIBLE QUESTIONS- Q1. DEFINE JOB ANALYSIS/ WORK DESIGN/ JOB DESIGN. (2M)

Q2. STATE ANY FOUR CONTENTS OF JOB ANALYSIS. (4M)

Q3. DISCUSS THE ROLE OF JOB ANALYSIS IN THE EFFECTIVE

MANAGEMENT OF HUMAN RESOURCES. (8M)

HOME ASSIGNMENT- THE POSSIBLE QUESTIONS GIVEN ABOVE TO BE ANSWERED AND SUBMITTED BY 25.03.2020 TO YOUR RESPECTIVE SUBJECT TEACHERS VIA MAIL.

Sudakshinaghosh.kundu@dpsn.org.in

Sarika.lahoti@dpsn.org.in

Date- 24.03.2020-CHAPTER 2- TOPIC 2.2

TOPIC- MEANING AND RELEVANCE OF JOB DESCRIPTION/ POSITION DESCRIPTION

DEFINITION- JOB DESCRIPTION IS A FUNCTIONAL DESCRIPTION OF WHAT THE JOB ENTAILS, IT IS A FACTUAL AND ORGANISED WRITTEN RECORD OF THE APPROPRIATE CONTENT OF THE JOB.

THE MAIN OBJECT OF A JOB DESCRIPTION IS TO DIFFERENTIATE IT FROM THE OTHER JOBS AND TO SET OUT ITS LIMITS.

RELEVANCE/ IMPORTANCE/ ROLE/ SIGNIFICANCE- IN THE FIELD OF HRM, JOB DESCRIPTION IS IMPORTANT IN THE FOLLOWING WAYS

· JOB GRADING AND CLASSIFICATION

· PLACEMENT OF NEW EMPLOYEES ON A JOB

· ORIENTATION OF NEW EMPLOYEES TOWARDS BASIC DUTIES AND RESPONSIBILITIES ETC.

(ANY 8 TO BE DONE)

FOR THE ABOVE GIVEN PARAGRAPH, COPY THE FOLLOWING IN THE NOTEBOOKS-

· “A JOB DESCRIPTION IS NOT A PERFECT REFLECTION OF A JOB’- WHY?

1. JOBS ARE MODIFIED WHEN WORK PATTERNS IN THE ORGANISATION ARE CHANGED.

2. JOBS TEND TO BE DYNAMIC NOT STATIC.

· LIMITATIONS OF JOB DESCRIPTION-

1. JOB DESCRIPTION REDUCES FLEXIBILITY, ALSO IT HAS BEEN CRITICIZED THAT JOB IS LARGELY WHAT THE JOBHOLDER MAKES IT TO BE.

2. JOB DESCRIPTIONS HAVE TO BE PERIODICALLY REVIEWED AND UPDATED.

**TABLE 2.1 NOT TO BE DONE

**IN TABLE 2.2 – ALL FOUR DIFFERENCES TO BE DONE BETWEEN JOB ANALYSIS AND JOB DESCRIPTION

** VIEW THE YOU TUBE CHANNEL FOR A BETTER UNDERSTANDING

Date- 25.03.2020-CHAPTER 2- TOPIC 2.3

TOPIC- MEANING AND RELEVANCE OF JOB SPECIFICATION/ MAN SPECIFICATION

DEFINITION- JOB SPECIFICATION OR MAN SPECIFICATION OR EMPLOYEE SPECIFICATION IS A STATEMENT OF THE MINIMUM ACCEPTABLE HUMAN QUALITIES REQUIRED FOR THE PROPER PERFORMANCE OF A JOB. IT IS A WRITTEN RECORD OF THE PHYSICAL, MENTAL, SOCIAL, PSYCHOLOGICAL AND BEHAVIORAL CHARACTERISTICS WHICH A PERSON SHOULD POSSESS IN ORDER TO PERFORM THE JOB EFFECTIVELY.

· LEARN ANY TWO EXAMPLES OF EACH CHARACTERISTIC.

· CLASSIFICATION OF TRAITS NEED NOT BE DONE.

· ALL FOUR DIFFERENCES BETWEEN JOB DESCRIPTION AND JOB SPECIFICATION TO BE DONE.

RELEVANCE OF JOB SPECIFICATION

MARK THE FOLLOWING AND NOTE-

IMPORTANCE-1. JOB SPECIFICATION TELLS THE KIND OF PERSON REQUIRED FOR A GIVEN JOB.

2. IT SERVES ASA GUIDE IN THE RECRUITMENT AND SELECTION PROCESS.

3. HELPFUL IN TRAINING AND APPRAISAL OF EMPLOYEES

LIMITATIONS- 1. INVOLVES A GREAT DEAL OF SUBJECTIVITY

2. RESTRICTIVE IN NATURE AS IT RESTRICTS THE DEVELOPMENT OF AN INDIVIDUAL IN

THE JOB.

3. ORGANISATIONS TEND TO SPECIFY RELATIVELY HIGH REQUIREMENTS FOR FORMAL

EDUCATION AND TRAINING.

**TABLE 2.4 – NOT IN SYLLABUS

FOLLOW THE YOU TUBE LINK TO UNDERSTAND THE DIFFERENCE BETWEEN JOB DESCRIPTION AND JOB SPECIFICATION……

Date- 26.03.2020-CHAPTER 2- TOPIC 2.4 AND 2.5

TOPIC- MEANING AND RELEVANCE OF JOB ENLARGEMENT

DEFINITION- JOB ENLARGEMENT IS THE PROCESS OF INCREASING THE SCOPE OF A JOB BY ADDING MORE COMBINED TASKS TO IT. IT SATISFIES THE HIGHER ORDER NEEDS OF EMPLOYEES. AN EMPLOYEE GETS AN OPPORTUNITY TO MAKE GREATER USE OF HIS MIND AND SKILL.

NOTE THE RELEVANCE-

· IT REDUCES MONOTONY AND BOREDOM BY PROVIDING EMPLOYEE A MORE COMPLETE OR WHOLE JOB TO DO.

· IT HELPS TO INCREASE INTEREST IN WORK AND EFFICIENCY

· IT IS A METHOD OF TRAINING AND DEVELOPING MORE VERSATILE EMPLOYEES

CRITICISM –

· IT DOES NOT INCREASE THE DEPTH OF A JOB

· ENLARGED JOBS REQUIRE LONGER TRAINING PERIOD AS THERE ARE MORE TASKS TO BE LEARNED.

TOPIC- MEANING AND RELEVANCE OF JOB ENRICHMENT

DEFINITION- JOB ENRICHMENT INVOLVES DESIGNING A JOB IN SUCH A WAY THAT IT PROVIDES THE WORKER GREATER AUTONOMY FOR PLANNING AND CONTROLLING HIS OWN PERFORMANCE. IT PROVIDES OPPORTUNITIES FOR ACHIEVEMENT, RECOGNITION, RESPONSIBILITY, ADVANCEMENT AND GROWTH.

STEPS IN JOB ENRICHMENT- NOTE THE KEYWORDS IN BRIEF:

1. SELECTING JOBS

2. IDENTIFYING THE CHANGES

3. CHANGING THE CONTENTS OF A JOB

4. TRAINING, GUIDING AND ENCOURAGING EMPLOYEES

5. INTEGRATING THE ENRICHED JOBS

RELEVANCE- ALL FIVE POINTS AS STATED IN THE TEXT TO BE DONE.

** FOUR DIFFERENCES TO BE DONE BETWEEN JOB ENLARGEMENT AND JOB ENRICHMENT

Date- 27.03.2020-CHAPTER 2- TOPIC 2.6

TOPIC- MEANING AND RELEVANCE OF MANPOWER ESTIMATION/ MANPOWER PLANNING

1. DEFINITION- MARK AS BELOW

1. ALSO NOTE THE FOLLOWING LINE WHICH IS IMPORTANT FOR EXPLANATION- (1^ST PARA OF 2.6)

‘MANAGEMENT STRIVES TO HAVE THE RIGHT NUMBER AND THE RIGHT KIND OF PEOPLE AT THE RIGHT PLACE, AT THE RIGHT TIME DOING THINGS WHICH RESULTS IN LONG TERM BENEFIT’.

2. MANPOWER DIMENSIONS CONSISTS OPF TWO DIMENSIONS-

· QUANTITATIVE ASPECT – WORK LOAD ANALYSIS, WORKFORCE ANALYSIS

· QUALITATIVE ASPECT

3. QUANTITATIVE ASPECT- THIS ASPECT INVOLVES ESTIMATING THE NUMBER OF EMPLOYEES REQUIRED IN A FUTURE TIME PERIOD WITH THE HELP OF TWO METHODS NAMELY WORKLOAD ANALYSIS AND WORKFORCE ANALYSIS.

Ø WORKLOAD ANALYSIS- WORKLOAD OF EACH DEPARTMENT IS ESTIMATED, TOTAL WORKLOAD DIVIDED BY WORKLOAD PER EMPLOYEE NEEDED IN A DEPARTMENT.

Ø WORKFORCE ANALYSIS- SOMETIMES THE CURRENT MANPOWER MAY BE LOST DUE TO RETIREMENT, RESIGNATION, PROMOTION ETC. THIS ANALYSIS HELPS IN ESTIMATING THE LOSS OF CURRENT WORKFORCE.

4. QUALITATIVE ASPECT- THE ESTIMATE OF THE KNOWLEDGE, SKILLS, EXPERIENCE ETC. OF REQUIRED MANPOWER IS THE QUALITATIVE ASPECT OF MANPOWER ESTIMATION. THE QUALITY OF THE MANPOWER CAN BE JUDGED ON THE BASIS OF JOB ANALYSIS AND JOB SPECIFICATION.

5. RELEVANCE- ANY 5 TO BE DONE WITH KEYWORDS.

FOLLOW THE YOU TUBE LINK FOR A BETTER UNDERSTANDING-

DATE- 30.03.2020- 03.04.2020

PROJECT 1 –

INSTRUCTIONS-

a) NOTE THE DETAILS REGARDING THE FIRST PROJECT IN BUSINESS STUDIES.

b) IT IS BASED ON STAFF RECRUITMENT AND SELECTION.

c) PREPARE A ROUGH LAYOUT OF THE PROJECT WITH PICTURES. ONCE THE PROJECT IS CHECKED AND CONFIRMED BY THE SUBJECT TEACHER, IT CAN BE DONE IN A FILE, FINALLY.

d) YOU CAN MAIL THE DRAFT FOR CONFIRMATION. HOWEVER THE DATE OF FINAL PROJECT SUBMISSION WILL BE INTIMATED LATER.

e) THE PROJECT SHOULD HAVE A GOOD PRESENTATION WITH SUITABLE CONTENT. A PICTURE OR A DIAGRAM IN EACH PAGE IS DESIRED.

PROJECT TOPIC- STAFF RECRUITMENT AND SELECTION

DETAILS:

i. INDEX

ii. INTRODUCTION(MEANING OF STAFF RECRUITMENT, MEANING OF STAFF SELECTION)

iii. FEATURES OF STAFF RECRUITMENT

FEATURES OF STAFF SELECTION (ANY FIVE OF EACH, WELL EXPLAINED)

iv. SOURCES OF STAFF RECRUITMENT- INTERNAL SOURCES AND EXTERNAL SOURCES (ANY THREE OF EACH TO BE EXPLAINED)

v. COMPARE BETWEEN INTERNAL AND EXTERNAL SOURCES OF RECRUITMENT- ON ANY 5 BASIS.

vi. DISTINGUISH BETWEEN RECRUITMENT AND SELECTION(5 POINTS)

vii. SELECT A COMPANY FROM ANY SECTOR.

TOPIC- COMPANY PROFILE (WRITE ITS HISTORY AND PROFILE i.e THE NATURE OF ITS BUSINESS, EMPLOYEE STRUCTURE)

viii. RECRUITMENT PROCEDURE OF THE COMPANY

ix. SELECTION PROCEDURE OF THE COMPANY

x. ANALYSIS AND SUMMARY

xi. BIBLIOGRAPHY

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CHAPTER 3- STAFF RECRUITMENT

**ALL FOLLOWING IMPORTANT PORTIONS TO BE MARKED AND NOTED IN THE TEXT BOOK

TOPIC- 3.1- MEANING AND DEFINITION OF STAFF RECRUITMENT

RECRUITMENT IS THE PROCESS OF IDENTIFYING THE SOURCES OF REQUIRED STAFF AND CONTACTING THE SOURCES TO ATTRACT THE PROSPECTIVE EMPLOYEES AND STIMULATING THEM TO APPLY FOR JOBS IN AN ORGANISATION..

TOPIC 3.2- CHARACTERISTICS OF RECRUITMENT (ALL TO BE DONE FOR A 2M EACH)

i. RECRUITMENT IS A SERIES OF ACTIVITIES RATHER THAN A SINGLE ACT OR EVENT.

ii. IT IS A LINKING ACTIVITY- WHY?

iii. IT IS A POSITIVE FUNCTION- POOL OF CANDIDATES, NO REJECTIONS

iv. BASIC PURPOSE IS TO LOCATE AND ATTRACT PEOPLE

v. IMPORTANT FUNCTION FOR THE ORGANISATION TO AVOID MISMATCH

vi. IT IS A PERVASIVE FUNCTION- HOW?

vii. IT IS A TWO WAY PROCESS- HOW?

viii. IT IS A COMPLEX JOB- WHY?

RECRUITMENT INVOLVES THE FOLLOWING ACTIVITIES- (4M)

a) IDENTIFYING THE SOURCES

b) ASSESSING THE SUITABILITY OF DIFFERENT SOURCES

c) CONTACTING THE CHOSEN SOURCES AND ENCOURAGING THE PROSPECTIVE EMPLOYEES TO APPLY.

TOPIC 3.3- SOURCES OF RECRUITMENT

INTERNAL SOURCES-

IT CONSISTS OF PEOPLE WHO ARE WORKING OR HAVE WORKED IN THE ENTERPRISE. THREE WAYS NAMELY-

PROMOTION- SHIFTING AN EMPLOYEE FROM A LOWER JOB TO A HIGHER JOB INVOLVING INCREASE IN PAY, STATUS AND RESPONSIBILITIES. VACANCIES AT HIGHER LEVEL MAY BE FILLED UP BY PROMOTING EMPLOYEES WORKING AT LOWER LEVELS., EXAMPLE.

TRANSFER- IT MEANS SHIFTING AN EMPLOYEE FROM ONE JOB TO ANOTHER SIMILAR JOB WITHOUT INCREASE IN PAY, STATUS AND RESPONSIBILITIES, EXAMPLE.

EX-EMPLOYEES/ RE-EMPLOYMENT- PEOPLE WHO WERE EARLIER IN THE COMPANY MAY BE RE-EMPLOYED.

RECOMMENDATION BY EMPLOYEES- APPLICANTS INTRODUCED BY PRESENT EMPLOYEES OR THEIR FRIENDS AND RELATIVES.

MERITS- 1. BACKGROUND IS PARTLY KNOWN.

2. PRELIMINARY SCREENING TAKES PLACE BY THE PRESENT EMPLOYEE SO HE WOULD LIKE TO SATISFY BOTH COMPANY AND CANDIDATE

3. EMPLOYEES STAND AS SURETIES FOR THE NEW RECRUITS.

(Trade union example.)

MERITS OF INTERNAL SOURCES OF RECRUITMENT ( ALL TO BE DONE)

MARK THE KEYWORDS AS BELOW-

· HELPS TO MOTIVATE AND BUILD THE MORALE OF THE EMPLOYEES, INDUCES LOYALTY

· HELPS TO MINIMIZE LABOUR TURNOVER AND ABSENTEEISM

· CHEAPER SOURCE

· DO NOT REQUIRE INDUCTION TRAINING

DEMERITS OF INTERNAL SOURCES OF RECRUITMENT (ALL TO BE DONE)

MARK THE KEYWORDS AS BELOW-

· IN-BREEDING- NO FRESH TALENT FROM OUTSIDE

· UNSUITABLE CANDIDATES MAY BE PROMOTED AS CHOICE IS LIMITED

· EMPLOYEES MAY BECOME LETHARGIC, MAY BE INFIGHTING WITHIN THE ORGANISATION

· CANNOT BE A COMPLETE METHOD BY ITSELF

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ASSIGNMENT

TO BE DONE IN NOTEBOOK

Q1. WHY IS RECRUITMENT CALLED A POSITIVE PROCESS? (2M)

Q2. ‘RECRUITMENT IS A TWO-WAY PROCESS’. ELABORATE. (2M)

Q3. DIFFERENTIATE BETWEEN PROMOTION AND TRANSFER. (2M)

Q4. “INTERNAL SOURCES OF RECRUITMENT ARE NOT ADEQUATE ENOUGH AND ULTIMATELY A COMPANY HAS TO TAP EXTERNAL SOURCES OF RECRUITMENT”- EXPLAIN. (2M)

Q5. RECOMMENDATION BY EMPLOYEES ARE AN EXCELLENT SOURCE OF RECRUITMENT. WHY? (2M)

(REFER TO THE QUESTION BANK FOR Q4. AND Q5.)

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Sudakshinaghosh.kundu@dpsn.org.in

Sarika.lahoti@dpsn.org.in

DATE- 06.04.2020- 10.04.2020-CHAPTER 3- STAFF RECRUITMENT AND STAFF SELECTION

TOPIC- 3.3.2- EXTERNAL SOURCES

RECRUITMENT OF PEOPLE FROM OUTSIDE THE ORGANISATION. THERE ARE VARIOUS WAYS OF EXTERNAL RECRUITMENT.

**TO PREPARE EACH SOURCE FOR 2M WHICH SHOULD INCLUDE THE CONCEPT, 2 MERITS AND 2 DEMERITS.

**ALL TO BE DONE

1. ADVERTISEMENTS- CONCEPT,

MERITS- CONVENIENT AND ECONOMICAL, PROVIDES A LARGE POOL OF CANDIDATES, HAVE SUFFICIENT CHOICE IN SELECTION, DETAILED INFORMATION ABOUT THE JOB AND THE ORGANISATION, IDENTITY CAN BE KEPT A SECRET.

DEMERITS- BRINGS IN A FLOOD OF UNSUITABLE APPLICATIONS, TIME AND EXPENSE IS INVOLVED IN SCREENING OF APPLICATIONS.

2. CAMPUS RECRUITMENT- CONCEPT,

MERITS- CONVENIENT AND INEXPENSIVE, WELL EDUCATED PERSONS BECOME AVAILABLE VERY QUICKLY, EDUCATIONAL INSTITUTIONS GAINS POPULARITY.

DEMERITS- CANDIDATES MAY BE GOOD IN RANK BUT NOT IN PERFORMANCE, QUALITY MAY SUFFER, COST IS SAVED ON RECRUITMENT BUT SPENT ON TRAINING.

3. EMPLOYMENT EXCHANGE- CONCEPT,

MERITS- PRELIMINARY SCREENING IS DONE BY THE EXCHANGE, MONEY NOT TO BE SPENT ON ADVERTISEMENT, SOME EXCHANGES PROVIDE COUNSELLING AND RESEARCH SERVICES.

DEMERITS- RECORDS ARE GENERALLY OUTDATED, MANY CANDIDATES DO NOT TURN UP FOR THE INTERVIEW.

4. PLACEMENT AGENCIES- CONCEPT,

MERITS- EMPLOYER SAVES HIS TIME AND EFFORT, GETS THE BENEFIT OF THE AGENCY’S EXPERTISE

DEMERITS- THIS SOURCE HELPS IN THE RECRUITMENT OF SENIOR MANAGERS ONLY, MAY CHARGE A FEE.

5. CASUAL CALLERS- CONCEPT,

MERITS- AVOIDS THE COST OF RECRUITMENT FROM OTHER SOURCES.

DEMERITS- MAY BECOME A DISTURBANCE IN THE DAILY ROUTINE OF THE ENTERPRISE

6. GATE HIRING/DIRECT RECRUITMENT- CONCEPT, ALSO KNOWN AS RECRUITMENT AT FACTORY GATE

MERITS- RECRUITMENT CAN BE DONE FOR A GROUP OF PEOPLE AT A TIME

DEMERITS- MEANT GENERALLY FOR UNSKILLED OR SEMI-SKILLED JOBS.

7. LABOUR CONTRACTORS- CONCEPT,

MERITS- CAN GET A LARGE WORK FORCE AT A SHORT NOTICE

DEMERITS- IF THE CONTRACTOR DECIDES TO LEAVE, ALL THE WORKERS RECRUITED THROUGH HIM ALSO LEAVES THE ORGANISATION.

** ALL MERITS AND DEMERITS OF EXTERNAL SOURCES TO BE DONE. STUDENTS SHOULD DO EXTRA POINTS FROM THE TABLE 3.1.

FACTORS TO CHOOSE THE RIGHT SOURCE OF RECRUITMENT-

• NO. OF PERSONS REQD.

• TYPE OF STAFF

• COSTS TO BE INCURRED

• ATTITUDE OF PRESENT STAFF

• MANAGEMENT’S POLICY.

…………………………………………………………………………………………………………………………..TOPIC 3.4- E-RECRUITMENT- (VERY IMPORTANT)

ELECTRONIC RECRUITMENT MEANS RECRUITING EMPLOYEES THROUGH ELECTRONIC MEANS. IT IS THE PROCESS OF CREATING A DATABASE OF CANDIDATES AND ENCOURAGING THEM TO OFFER FOR SELECTION.

**ALL FOUR BENEFITS AND LIMITATIONS TO BE DONE.

TOPIC 3.4.3- SOURCES –INTERNET AND INTRANET

INTERNET- ADVERTISE JOB VACANCIES ON THE WEBSITE, CANDIDATES SEND THEIR BIO DATA OVER INTERNET, EMPLOYERS USE THEIR DATA AS PER THEIR REQUIREMENTS, JOB PORTALS CAN BE MADE CONVENIENT AND EASY FOR JOB SEEKERS.

INTRANET- SPECIALISED JOB PORTALS, RESUME SCANNERS CAN BE PUT TO WEED OUT THE UNSUITABLE APPLICATIONS, OPERATES 24X7, EMPLOYER CAN TAP THIS RESOURCE AS PER REQUIREMENT.

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ASSIGNMENT- CHAPTER 3 ( TO BE ANSWERED IN THE EXERCISE COPY)

**SCAN OR MAIL THE PICTURE

Q1. WHICH SOURCE OF RECRUITMENT WOULD YOU PREFER? GIVE REASONS FOR YOUR ANSWER.

(GIVE A BALANCED ANSWER WITH BOTH MERITS AND DEMERITS) (8M)

Q2. AN ORGANISATION HAS FEW VACANCIES AT THE MANAGERIAL LEVEL. EXPLAIN ANY FOUR EXTERNAL SOURCES OF RECRUITMENT WHICH YOU FEEL WOULD BE SUITABLE FOR SELECTION. (8M)

Q3. WRITE A SHORT NOTE ON E-RECRUITMENT. (4M)

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DATE- 13.04.2020- 17.04.2020-CHAPTER 3- STAFF SELECTION

Class XI