UNIT – I Lesson 1 HRM – AN OVERVIEW Lesson Outline Nature of ...

Information induction
In this system, the immediate job supervisor conducts the induction programme for
the new entrant. He briefs the new corner about the job, the department, routine and
introduces to the colleagues, and various sections.
Making induction programme successful
First impression is the best impression. The new employee should feel happy and
proud about his company. This will create a lasting association and commitment.
Effective induction needs.
1. Good reception when receiving the new employee.
2. Finding the needs and doubts of new employee.
3. Proper and good presentation about the company and work culture.
4. Induction training by the right instructor.
5. Proper evaluation and follow-up measures.
Self Assessment Questions (SAQs)
Summary
1. What is recruitment?
2. What is the difference between selection and recruitment?
3. Explain different selection tests.
4. State the importance of induction.
Recruitment, selection, placement, induction, training and development are all the
core functions of HRD. Recruitment is the process of locating, identifying and attracting
capable applicants. Both internal and external factors influence recruitment. Internal
factors are size of the organization, policy of the organization, usage of the jobs. External
factors are demographic factors labour market, unemployment situation and labour laws.
In recruitment both internal and external sources can be made use of. Selection
starts where recruitment ends. Selection is the process of differentiating between
applicants in order to identify those with a greater likelihood of success in a job. The
various selection process are i) Preliminary interview, ii) Application blank, iii) Selection
tests, iv) Selection interview, v) Reference checks,, vi) Physical examination and vii) Final
selection.