Recruitment

Recruitment

Recruitment is a process of searching for prospective employees and stimulating them to apply for jobs in an organization.

It means the discovery of the staff members for the present and future jobs in an organization. The success of any recruitment depends upon the procedure followed by the company while recruiting the members. Every company has to recruit its staff members but the quantum of recruitment may vary from one company to another company. The variation may be due to the size of the company, recruitment policy of the company, nature of the job and the like.

          According to Mc Farland, “ The term recruitment applies to the process of attracting potential employees of the company.”

          Flippo state that, “ Recruitment is the process of searching for prospective employees and stimulating them to apply for the jobs in the organization.

Objectives of recruitment -   

i). It reviews the list of objectives of the company and tries to achieve them by promoting the company in the minds of public.

ii). It forecast how many people will be required in the company.

iii). It enables the company to advertise itself and attract talented people.

iv). It provides different opportunities to procure human recourse.

          Sources of recruitment can be classified into two broad categories –

1.     Internal Source of Recruitment – In this process recruitment from with in the enterprise. There are two important internal sources of recruitment:-

a). Transfer – It involves the shifting of an employee from one job to another. At the time of transfer it is ensured that the employee to be transferred to the new job is capable of performing it.

b). Promotion – On the other hand leads shifting an employee to higher position carrying higher responsibilities, facilities, status and pay. Most of the company follow the practice of filling higher jobs by promoting.

2.  External Sources of Recruitment – The sources of recruitment refer to methods of recruitment to obtain people from outside of the company.

These methods are –

a). Advertisement

b). Recommendations

c). Educational intuitions

d). Employment exchange

e). Unsolicited application.

Effective Control System

Effective Control System

The management of any organization must develop a control system tailored to its organization’s goals and objectives.

          There are certain requirement of effective control system –

1.     Feedback – It is the process of adjusting future actions based upon the information regarding past performance. If feedback practice is followed by the management, the control process will be very easy.

2.     Objective – Control should be objective. Its means there is a certainty of control. The impartial appraisal of performance is necessary for certain of control.

3.     Suitability – The control system should conform to the nature of deviations. The control technique may be used, if there is any need.

4.     Forward Looking – Effective control system must focus how the future actions will conform to plans. In other words, the control system should provide an aid in planning.

5.     Flexible – The standards or criteria should be altered from time to time. The season is that the standards should conform to the present requirements. Hence, the control system should be flexible in accordance with the change standards.

6.     Motivation – A good control system should be employee centered. The control is designed to secure positive reactions from employees. When large deviations are found the employee will be properly directed and guided instead of being punished. The very purpose of control is prevention and not punishing.

7.     Economy – The benefits derived from the control system should be more than the cost of exercising such a control system.

8.     Intelligible – The control system should not be a complicated one. The control system should be easily understood by an ordinary layman of the organization. 

Control Process Or Elements Of Control

The Elements Of Control / Steps in control process.

The four basic elements in a control system –

1.     Establishing standards – The first steps of controlling is the characteristic or condition of the operating system which is to be measured. It is necessary to find the result which are desired. It is very useful to setting the standards are expressed in terms of quantity. The standards should have some characteristics to produce effective performance. The characteristics may be time, cost, efforts, result oriented, quantitative term expressed, accurate, periodical revision and the like.

2.     The Sensor – It is the second element of control. It is a means, for measuring the characteristics or condition. The performance should be compared with the established standards. So, necessary information should be collected about the performance. The effective management information system provides the necessary information i.e., performance particulars. Several techniques are used by the management to measure the performance.

3.     The Comparator – It determines the need for correction by comparing what is occurring with what has been planned. The actual performance is compared with standards, the deviations are known to the management. But when variations are beyond those considered acceptable, corrective action is required. It involves a sort of preventative action which indicates action that good control is being achieved.

4.     The Activator – The activator is the fourth element of control. The correction action taken to return the system to expected output. The actual person device or method used to direct corrective inputs into the operating system may take a verity of forms. The management has to take necessary corrective action on the basis of nature of causes of deviations. 

Controlling Meaning & Nature

Controlling Meaning & Nature

Control, it is the last function of any management. The controlling function will be unnecessary to the management if other function of management are performed properly.

          According to Knootz & O’Donnell, “ Controlling is the measurement of accomplishment against the standards and the correction of deviations to assure attainment of objectives according to plans.”

          G.R.Terry state that – “ Controlling is determining what is being accomplished, that is, evaluating the performance and if necessary, applying corrective measure so that the performance takes place according to plans.”

          Henry Fayol, “ Control consists in verifying whether everything occurs in conformity, is with the plans adopted the instructions issued and principles established. It has for its object to point out weaknesses and errors in order to rectify them and prevent recurrence.”

          According to Mc Farland, “ The presence in a business of that force which guides it to a pre-determined objective by means of pre-determined policies and decisions.”

          The main scope of control are as follows –

a)     Control over organization.

b)    Control over policies of the concern.

c)     Control over production.

d)    Control over public relations.

e)     Control over research & development.

f)      Control over tools & equipments.

Characteristics of Control are –

1.     Control is a continuous process.

2.     It is a management process.

3.     It is embedded in each level of organizational hierarchy.

4.     It is forward looking.

5.     It is closely linked with planning.

6.     It is a tool for achieving organizational activities.

7.     Control is an end process. 

Staffing

Staffing

Staffing is the process by which an organization cerates a pool of applicants and makes a choice from that pool to provide the right person at the right place at the right time to increase the organizational effectiveness.

          The staffing function follows the planning and organizing function. It is a continuous process. This function includes recruitment, selection, training, development, transfer, promotion and compensation of personnel.

          According to Koontoz & O’Donnell, “ Managerial function of staffing involves managing the organization structure through proper and effective selection, appraisal and development of personnel to fill the roles designed into the structure.”

          The major elements of staffing are as follows –

i.                   Effective recruitment and selection.

ii.                 Proper classification of personnel and pay fixed for them.

iii.              Proper placement.

iv.              Adequate and appropriate training for development.

v.                 Satisfactory and fair transfer & promotion.

vi.              Sound relationship between management and workers.

vii.            Adequate provision for retirement.

Steps or Functions of Staffing –

1.     Manpower Planning – The very first step in staffing is to plan the manpower inventory required by a concern in order to match them with the job requirements and demands. Therefore, it involves forecasting and determining the future manpower needs of the concern.

2.     Requirement – Once the requirements are notified, the concern invites and solicits applications according to the invitations made to the desirable conditions.

3.     Selection – This is the screening step of staffing in which the solicited applications are screened out and suitable candidates are appointed as per the requirement.

4.     Training and Development – Training is a part of incentives given to the workers in order to develop and grow them within the concern. Training is generally given according to the nature of activities and scope of expansion in it. Along with it, the workers are developed by providing them extra benefits of their functional areas. Development also includes giving them key and important jobs as a test or examination in order to analysis their performances.

5.     Performance Evaluation – In order to keep a track or record of the behavior, attitudes as well as opinions of the workers towards their jobs. For this regular assessment is done to evaluate and surprise different work units in a concern. It is basically concerning to know the development cycle and growth patterns of the employees in a concern.

Administration V/s Management

Administration Vs Management

The terms administration and management are used synonymously. Some writers argue that, there is no difference between these two terms. Running of a business requires skill which is called management and functioning of government departments and non-profits institutions requiring skill is called administration.

          It is a very common disputes for a long time that administration and management both are same or different various sector have different clauses regarding this and finding it very clear that both are different in the following ways –

1.     Administration is concerned with policy making where as management with policy implementation.

2.      Functioning of administration are legislative and largely determinative, while that of management are executive and governing.

3.     Administration is concerned with planning and organizing, but motivating and controlling functions are involved in management.

4.     Board of directors of any company is normally concerned with administration where as personnel below that level are in charge of management.

Differences Between Administration & Management
Basis of Distinction	Administration	Management
Policy & Objective	Determines policy to be followed and decided the objectives to be achieved.	Implement the policy and achieve the objectives.
Directing of human efforts	Not directly involves in the execution of plan and achievement of objectives.	Directly involves in the execution of plan and achieving objectives.
Main function	Planning, Organizing and Staffing.	Direction, Motivation and Control.
Levels of executive	Top level executives	Lower level executives
Position	Acts as a principal	Acts as an agency
Knowledge	Requires administrative ability more  than technical ability.	Requires technical ability more than administrative ability.

Planning Process

                                                         Planning Process                           

The planning process is different from one plan to another and one organization to another. The whole planning process is classified into following steps –

1.     Establishing Objectives – The first and primary step in planning process is the establishment of planning objectives or goals. Infect, speak categorically about what is to be done and where to place initial emphasis. The determine course of action is adopted for each section or department, product, for a quarter, month, week etc. Finally, the manager should draft a final plan in definite terms.

2.     External Environment – It is necessary to consider the external environment of an organization. The term external environment includes socio-economics conditions and political conditions prevailing in a country. Every organization has to prepare the plan according to the changing trends in the external environment.

3.     Internal Environment – It can be otherwise called as recourse audit means an analysis of the strength and weakness of an organization. Due consideration in made on the availability of recourses, profitability, plant capacity, available manpower, communication effectiveness and other factors.

4.     Determining Secondary Plans – It flow from the primary or basic plan. The preparation of a secondary plan is necessary plan. The secondary plan includes production schedule, purchase of plants and machinery, purchase of raw materials, consumable stores, selection, training and placement of personnel and like.

5.     Determining Alternatives Courses – The next logical step in planning is to determining and evaluate alternative courses of action. There can hardly be any occasion when there is no alternatives properly assess may prove worthy and meaningful. These alternative courses must be developed before deciding upon the next plan.

6.     Evaluation of Alternatives – After having all the suitable alternatives along whit their strong and week point a planner is regarded to evaluate the alternative it must be done to arrive at a decision.

7.     Selecting a course of action – The selection of the best alternative is based on the best alternative on the weighing of various alternatives. A course of action is determining according to the circumstance prevailing. No partiality is shown while selecting the best alternatives.

8.     Formulation of Action Programme – The term action programme includes fixing time limit for performance, allocation of work to individuals and work schedule. These are necessary to achieve the objectives within the specified period.

9.     Planning Premises – A host of factors, both internal have to be considered in the planning process. Since it is impracticable for a manager to innumerable forces, they should consider only such factor as are materially relevant. But even these strategic factors are full of uncertainties. Such predictions and assumptions about the future are known as planning premises.

10.                         Securing Participation of Employees – The successful execution of any plan depends upon the extent of participation of employees. So, the management should involve employees in planning through communication, consultation and participation.