hrm

Even though ‘Human Resources’ is a relatively modern management term coined in the 1960s, the importance of Human Resource Management can be traced back to Vedic ages! Yes, in The Bhagavad Gita, Lord Krishna not only makes Arjuna spiritually enlightened, but also teaches him the art of self management, anger management, stress management, conflict management, transformational leadership, motivation, goal setting and many other aspects which are now essential parts of any HRM curriculum.
In fact, many B-Schools today consider The Bhagavad Gita a guide to developmental strategies that are so essential in modern management. However, unlike the western approach to HRM, which entirely focuses on external world of matter and energy, The Bhagavad Gita explores the inner self.
What is Human Resource Management?
Michael Armstrong, in A Handbook of Human Resource Management Practice, describes Human Resource Management as “the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.” With the growing importance of human capital as a success factor for today’s organizations, the role of HR has become more critical for corporate India as it offers a way to vault into the global league.
India’s changing HRM horizon
The outlook to Human Resource Management in India has witnessed sea-change in last two decades. Economic liberalization in 1991 created a hyper-competitive environment. As international firms entered the Indian market bringing with them innovative and fierce competitiveness, Indian companies were forced to adopt and implement innovative changes in their HR practices. Increasing demand for skilled performers forced the companies to shift focus on attracting and retaining high-performing employees in a competitive marketplace.
Emphasis on employees
Human Resource policies, forming the framework for the culture in the business management, create awareness towards the need to achieve the business goals in the best possible and ethical manner. Indian companies have realized that in today's competitive business milieu, the quality of people you employ can make all the difference. In the last few years, the Human Resource has become a key player in strategic planning – it has come a long way from traditional HR operations like managing the recruitment process, handling staff appraisals. That is why Infosys CFO T. V. Moahndas Pai and Marico CFO Milind Sarwatewas were moved to head the human resources (HR) function in their respective companies. Rajiv Dube, CEO and managing director of Rallis, left his position to join as HR chief at automobile major Mahindra & Mahindra.
HRM Challenges
One of the challenges HR managers face is issues of upgradation of the skill set through training and development in the face of high attrition. Indian companies are recognizing their responsibilities to enhance the employee’s opportunity to develop skills and abilities for full performance within the position and for career advancement.
Progressive HR Policies
In 1974, an angry Sudha Murthy had to write a letter to JRD Tata to protest against job discrimination against women in Telco. Today, most Indian companies are committed to providing equal employment opportunities for all. The employers are increasingly realizing the value of trained human resource, especially women in India. Some organizations are changing their HR policies to stick with their valuable employees. MNCs like Pepsico are providing flexibility so that female employees at various life stages could benefit from these policies like working from a different city, sabbatical from corporate life, and extended maternity leave.
Entrepreneurship by employees
India Inc. is encouraging 'intrapreneurs' or employees who have ideas that could potentially become a venture. Companies like Pepsico, NIIT, and Adobe are actively promoting practice of entrepreneurship by employees within the organization. Human Resource Management has taken a leading role in encouraging CSR activities at all levels. Companies like Wipro inculcate CSR values amongst its workforce right at the beginning during the induction process. Corporate presentations and keeping employees updated through regular newsletters are the instruments used by HR to keep employees energized about the organization’s socially responsible initiatives.
Over the last decade, India's vast manpower has played an instrumental role in its economic success story. Indeed, the success of Indian companies is not based on superior access to raw materials or technology or patents, but fundamentally upon human skills. The synergy between the strategic planning and innovative HRM practices will be pivotal as Indian Inc. embarks itself on the global journey.

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RECRUITMENT PRACTICES
ABSRACT
This paper focus on Recruitment practices. Recruitment is a process to discover the source of manpower to meet the requirement of the staffing and to employ effective measures for attracting that manpower in adequate number to facilitate effective selection of on efficient workforce. In this I discuss about the Process of Recruitment, sources of Recruitment and Recruitment Practices in India.
INTRODUCTION
The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, we need to recruit people with requisite skills, qualifications and experience. While doing so, we have to keep the present as well as the future requirements of the organization in mind.
Recruitment is one of the most visible roles undertaken by human resource departments in organizations. Recruitment can be considered as part of a trio, ‘recruit, reward and retain’. Recruitment is a process of generating a ‘pool’ of candidates by reaching the ‘right’ audience suitable to fill the vacancy. Selection involves ‘picking’ the most suitable candidate from the ‘pool’ that is willing to fill the vacancy
MEANING AND DEFINITION
Recruitment is the generating of applications or applicants for specific positions to be filled up in the organizations. In other words, it is a process of searching for and obtaining applicants for and jobs so that the right people in right number can be selected.

According to Flippo “recruitment is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”.
PROCESS OF RECRUITMENT
Job Analysis
The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. Often times a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting recruitment with an accurate job analysis and job description insures the recruitment effort starts off on a proper track for success.

Sourcing
Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done . This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened

Screening and selection
Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an Applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing

Onboarding
"Onboarding" is a term which describes the introduction or "induction" process. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. Onboarding is included in the recruitment process for retention purposes. Many companies have onboarding campaigns in hopes to retain top talent that is new to the company, campaigns may last anywhere from 1 week to 6 months.

SOURCES OF RECRUITMENT
The various sources of recruitment are classified into two broad Categories, namely:
• Internal sources
• External sources

INTERNAL SOURCES

Present Employees
Promotions and transfers among the present employees can be a good source of recruitment. Promotion implies upgrading of an employee to a higher position carrying higher status, pay and responsibilities. Promotion from among the present employees is advantageous because the employees promoted are well acquainted with the organizational culture, they get motivated. Promotion from among present employees also reduces the requirement for job training.
Transfer refers to shifting an employee from one job to another without any change in the post, status and responsibilities. The need for transfer is felt to provide employees a broader and varied base which considered necessary for promotions.

Former Employees
Former employees are another source of applicants for vacancies to be filled up in the organization. Retried or retrenched employees may be interested to come back to the company to work on a part- time basis. Similarly, some former employees who left the organization for any reason may again be interested to come back to work.


Employee Referrals
This is yet another internal source of Recruitment. The Existing employees refer their family members, friends and relatives to the company as potential candidates for the vacancies to be filled up in the organization.

Previous Applicants
This is considered as internal source in the sense that applications from the potential candidates are already lying with the organization. Sometimes, the organizations contact through mail or messenger these applicants to fill up the vacancies particularly for unskilled or semi- skilled jobs

EXTERNAL SOURCES

Employment Exchanges
Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates

Placement Agencies
Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)

Advertisements
Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach.

Campus Recruitment
This is the another source of Recruitment. Though company recruitment is a common phenomenon particularly in the American organizations, it has made its mark rather recently.of late, some organizations such as HLL, HCL,L&T ,CITI bank , Motorola , reliance etc. In India have started visiting educational and training institutes/campuses for recruitment purposes.

Deputation
Another source of recruitment is deputation, i.e., sending an employee to another organization for a short duration of two or three years. This method or recruitment is practiced, in a pretty manner, in the Government Departments and public sector organizations. Deputation is useful because it provides ready expertise and the organization does not have to occur the initial cost of induction and training.



Word-of-mouth
Some organization in India also practices the ‘word-of-mouth’ method of recruitment. In this method, the word is passed around the possible vacancies or openings in the organization.


RECRUITMENT PRACTICES IN INDIA
The Indian firms practice not a single source of Recruitment, but a host of sources of recruitment.

Recruitment in Public sector:
The major Sources of recruitment Practiced in the public sector organizations in order or preference were:
• Employment Exchanges
• Advertisements
• Internal Sources (through promotion and transfer)
• Casual employment seekers
• Displaced Persons
• Employees relatives and friends

Recruitment in private sector:
In private sector organizations, procedure and methods in regard to recruitment were not formalized. As such each private sector employer followed its own method.
• Advertisement
• Employment exchanges
• Relatives and friends of existing employees and their recommendations
• Internal sources through promotion and transfers
• Casual callers
As regards recruitment practices in the Government organization, they follow by and large public recruitment policies viz., employment exchanges in recruiting lower-level semi skilled jobs. Advertisements are used for filling the higher – level jobs. These are filled either through promotion from internal sources or through deputation from other organization.

CONCLUSION
From this I conclude Recruitment is one of the main departments which place the right candidates to the right job. The recruiters should identify the best candidates from different sources and job sites .Recruiters should identify the problems faced during recruitment and find an alternative to make work efficiently.