ESSENTIALS OF HRM

1Q.What are the modern sources and techniques of recruitment? Give industry examples.
Ans: Recruitment : The Process of generating a pool of qualified candidates for a particular job.
The Process of discovering potential candidates.Generate candidate pool via internal or external
recruitment methods Vacant or New position occurs Evaluate Candidates via Selection process
Impress Candidates Make Offer Acquire Employment Experience Receive Education and choose
Occupation Search for Job Openings Apply for jobs Impress Company during Selection process
Evaluate Jobs and Companies Accept or Reject Job Offers.

MODERN SOURCES OF RECRUITMENT:

1. Employee Referrals: Present employees are well aware of the qualifications, attitudes,
experience and emotions of their friends and relatives. They are also aware of the job
requirements and organizational culture of their company. As such they can make preliminary
judgment regarding the match between the job and their friends and relatives.

2. Campus Recruitment: These candidates are directly recruited by the Company from their
college/educational institution. They are inexperienced as far as work experience is concerned
termed as Freshers.

3 Private Employment Agencies or Consultants: Public employment agencies or consultants

like ABC Consultants inIndia perform recruitment functions on behalf of a client company by
charging fees. Line managers are relieved from recruitment functions and can concentrate on
operational activities.

4 Public Employment Exchange: The Government set up Public Employment Exchanges in the
country to provide information about vacancies to the candidates and to help the organization in
finding out suitable candidates. As per the Employment Exchange act 1959, makes it obligatory

for public sector and private sector enterprises inIndia to fill certain types of vacancies through
public employment exchanges.

5. Professional Organizations: Professional organizations or associations maintain complete biodata of their members and provide the same to various organizations on requisition. They act as
an exchange between their members and recruiting firm.

6 Data Banks: The management can collect the bio-data of the candidates from different sources
like Employment Exchange, Educational Training Institutes, candidates etc and feed them in the
computer. It will become another source and the co can get the particulars as and when required.

7 Casual Applicants: Depending on the image of the organization its prompt response
participation of the organization in the local activities, level of unemployment, candidates apply
casually for jobs through mail or handover the application in the Personnel dept. This would be a
suitable source for temporary and lower level jobs.

8 Similar Organizations: Generally experienced candidates are available in organizations

producing similar products or are engaged in similar business. The Management can get potential
candidates from this source.

9. Trade Unions: Generally unemployed or underemployed persons or employees seeking change

in employment put a word to the trade union leaders with a view to getting suitable employment
due to latter rapport with the management.

10.Walk In: The busy organization and rapid changing companies do not find time to perform
various functions of recruitment. Therefore they advise the potential candidates to attend for an

interview directly and without a prior application on a specified date, time and at a specified
place. Usually the Source for walkins are online Indian Job Portals as Naukri, Monster and
Linkedin too.

11.Consult In: the busy and dynamic companies encourage the potential job seekers to approach
them personally and consult them regarding the jobs. The companies select the suitable
candidates and advise the company regarding the filling up of the positions. Head hunters are
also called search consultants.
12.Body Shopping: Professional organizations and the hi-tech training develop the pool of
human resource for the possible employment. The prospective employers contact these
organizations to recruit the candidates. Otherwise the organizations themselves approach the
prospective employers to place their human resources. These professional and training
institutions are called body shoppers and these activities are known as body shopping. The body
shopping is used mostly for computer professionals. Body shopping is also known as employee
leasing activity.

13.Mergers and Acquisitions: Business alliances like acquisitions, mergers and take over help in
getting human resources. In addition the companies do also alliances in sharing their human
resource on adhoc basis.

14.E_recruitment: The technological revolution in telecommunications helped the organizations

to use internet as a source of recruitment. Organizations advertise the job vacancies through the
world wide web(www). The job seekers send their applications through e-mail using the internet.

15.Outsourcing: Some organizations recently started developing human resource pool by

employing the candidates for them. These organizations do not utilize the human resources;
instead they supply HRs to various companies based on their needs on temporary or ad-hoc
basis.

MODERN TECHNIQUES OF RECRUITMENT:

1.Scouting: Scouting means sending the representation of the organizations to various sources of
recruitment with a view to persuading or stimulating the candidates to apply for jobs. The
representatives provide information about the company and exchange information and ideas and
clarify the doubts of the candidates.
2.Salary and Perks: Companies stimulate the prospective candidates by offering higher level
salary, more perks, quick promotions etc.
3.ESOPs: Companies recently started stimulating the employees by offering stock ownership to
the employees through their Employees Stock Ownership Programmes (ESOPs) as the
ALCATEL, INFOSYS Etc.
2Q) Select a job of your choice and write Job Description & Job Specification for it.
Ans) I would like to chose my Job role as REATAIL BANKER:
JOB DESCRIPTION: A written statement of a specific job, based on the findings of a job
analysis. It generally includes duties, purpose, responsibilities, scope, and working conditions of
a job along with the job's title, and the name or designation of the person to whom
the employee reports. Job description usually forms the basis of job specification.
1.
2.
3.
4.
5.
6.
7.

Theres always plenty to do in this job, and your duties will include:
Meeting sales targets and managing budgets.
Setting up saving accounts and bonds.
Assisting in the movement of money via payment mechanisms.
Dealing with customers queries face to face, over the telephone or in writing;
Serving customers at the counter.
Collecting the cash from the Customers and Depositing the cash into the Respective
Accounts as mentioned on Form.
8. Understanding customer needs, recommending suitable products and making sales.
9. Processing paperwork from sales, change of customer details, and closure of accounts
and so on.
10. Learning about new products, services and processes.
11. For most customer facing employees of bank, their primary responsibility includes
efficient processing of transactions and/or customer service.

12. To generate new business and increase loyalty of current retail or business customers by
the way of asking for referrals.
13. To understand the needs of the Customer who are looking out for them and to provide
appropriate support by providing best suitable Plans, Offers and Schemes available at that
time.
14. This continuous reinforcement of cross-sell mission allows me to be focused on whats
important
1.

JOB SPECIFICATION:
A statement of employee characteristics and qualifications required for
satisfactory performance of defined duties and tasks comprising a specific job or function. Job
specification is derived from job analysis where it is a process to identify and determine in detail
the particular job duties and requirements and the relative importance of these duties for a
given job. Job Analysisis a process where judgements are made about data collected on a job.
1. Providing advice, information and services to help customers achieve their personal and
business goals
2. Performing a variety of sales and services jobs including: achieving negotiated personal
sales and sales activity goals through the identification and satisfaction of customer needs
3. Providing excellent customer service by offering a full range of customised financial
solutions
4. Building and maintaining a portfolio of customers
5. Promoting and maximising the development and growth of residential mortgage business
6. Promoting and selling lending and deposit products and services while applying sound
risk analysis techniques and credit adjudication judgment.
7. Familiarity with numbers is a prime requisite of working in the retail banking industry.
8. Customers coming to a retail bank depend on the accuracy of their transactions.
9. A small slip on the part of a teller doesn't just reflect on the teller, but on the entire bank,
in the customer's eyes.
10. Because they deal with the public, retail bankers should have excellent communication
skills. They may be called upon to explain certain banking procedures or documentation
to customers who are unfamiliar with banking terms or technology.
11. Accuracy to detail is also an important part of any career in the retail banking industry.
Banks are overseen at both the federal and state level by a number of different regulatory
bodies.
12. Misfiled or forgotten paperwork, no matter how trivial, could result in large fines
imposed on a retail banking institution.