Recruitment and Selection Pdf Notes – RS Pdf Notes

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Recruitment and Selection Pdf Notes – RS Pdf Notes

The Recruitment and Selection Pdf Notes – RS Pdf Notes

Please find the download links of Recruitment & Selection Notes pdf | RS Notes are listed below:

Recruitment & Selection Notes Pdf Book

Unit 1

Link Unit 1

Unit 2

Link Unit 2

Unit 3

Link Unit 3

Unit 4

Link Unit 4

Unit 5

Link Unit 5

Unit 6

Link Unit 6

Unit 7

Link Unit 7

Link Complete Notes

Recruitment & Selection Notes Pdf  Details

Module – 1

Job Analysis: Meaning, definition, and purpose. Methods of job analysis: job analysis interviews, job analysis questionnaire, task analysis inventory, position analysis questionnaire, subject expert workshops, critical incident technique, Fleischmann job analysis survey, functional job analysis, job element method, repertory grid, critical incident technique.

Module – 2

Hiring Process & Hiring decision: Nature of hiring: regular, temporary, full time, part time, apprentice, contractual, and outsourcing, Existing post or new post to be created, Need analysis, cost analysis, and job analysis.

Module – 3

Hiring internally: Meaning and definition of internal recruitment, Advantages, and disadvantages in terms of cost, time, quality and suitability. Sources of Internal recruitment: Circulars, intranet advertisements, employee referrals, Appointment or promotion, Policy guidelines, and union settlements.

Recruitment and Selection Notes Pdf – RS Notes Pdf

Module – 4

External Hiring: Meaning and definition of external recruitment. Sources of recruitment:- advertisement, in the newspaper, TV/Radio, Internet, search on the internet, wanted signboards, consultants, employment exchange, campus recruitment, employee referrals, and unsolicited applications. Advantages and disadvantages of the above sources in terms of cost, time, convenience, a reach of the targeted population, and quality of applicant pool.
Job advertisement: Drafting, size, and contents. Contents of public sector recruitment: single or multiple sources and choosing the best source.

Module – 5

Screening the candidates: Application Forms: bio-data /resume/curriculum vitae and weighted application blanks: meaning definition, purpose, advantages, and disadvantages, taking a Behavioral approach to recruitment: spotting personality patterns, making basic assumptions, predicting the future, strategy Vs. A technique, Pinning down what is needed: targeted interviewing, focusing on behavior, assessing how a person performs, assuming they have been hired. Identifying the ingredients of success: the winning candidate’s profile, challenges in the interview, the starting point, day to day execution, dealing with people, the inner person, additional characteristics. Studying the CV.

Module – 6

Testing: Meaning, definition, purpose, advantages and disadvantages, Ability tests clerical ability test, mechanical ability test, mental ability test, physical ability test, personality assessment test, typing test, shorthand test, computer proficiency test Interviewing: Planning the interview, Interview process – getting started, examining the 5 interview areas, examining the strengths & weaknesses, listening to what are being said, digging for Behavioral  gold, probing for specifics, spotting patterns, using an interview checklist, Allowing candidates to ask questions at the end, explaining the procedure of selection and concluding with a happy note, making the decision. Interview in a public sector undertaking, statutory requirements.

Module – 7

Reference checking & Appointment orders: meaning, definition, and purpose. Verification of character, criminal antecedents, previous work behavior, and education qualifications. Verification of community certificates in public sector companies Meaning, definition, and purpose. Statutory requirements (under the Shops and commercial establishments Act). Contents of appointment letter, hard copy (or soft copy), a method of delivery and retrieving the acknowledgment copy. Medical Examination & acceptance of an offer for joining.

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