1. WITH THE NAME OF ALLAH THE MOST MIGHTY AND MERCIFUL. 1HUMAN RESOURCE MANAGEMENT

2. Recruitment Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualification, and encourage them to apply for jobs with an organization. 2HUMAN RESOURCE MANAGEMENT

3. Recruitment: Simply we can say, r ecruitment means identifying and attracting capable applicants for the vacant position of the organization. After HR planning if the organization need new employees so they will recruit new employees. During recruitment, process the organization try to search right person for the right job. 3HUMAN RESOURCE MANAGEMENT

4. Source of recruitment: There are two main sources of Recruitment: 1)Internal Recruitment Source: 2)External Recruitment Source: 4HUMAN RESOURCE MANAGEMENT

5. 1) Internal Recruitment: when a vacant position is announced in an organization. So first of all the organization looks to their present employees, if capable employees present in the organization than they give priority to their present employees. The major form of the internal recruitment include: 5HUMAN RESOURCE MANAGEMENT

6. Internal Recruitment Source: a) Promotion: b) Job posting: c) Contacts and referrals: 6HUMAN RESOURCE MANAGEMENT

7. a) Promotion: To promote an existing employee to more responsible position when that position is announce in the organization. This method is best for organization because the cost is low, and the employee can easily adjust in that job due to familiarity in the organization. 7HUMAN RESOURCE MANAGEMENT

8. b) Job posting: An organization can also use the policy of job posting as a internal recruitment source. In job posting system the organization notifies its present employee about the job opening through notice board, memo etc. The organization inform all employees about the vacant position, those who are interested to apply for the vacant post. 8HUMAN RESOURCE MANAGEMENT

9. c) Contacts and referrals: Before going outside to recruit employees, sometime existing employees encourage their friends or relatives to apply for the job openings, if there is a vacant position in the organization. Employee referrals are relatively inexpensive and usually produce quick response. 9HUMAN RESOURCE MANAGEMENT

10. 2) External Recruitment Source: During the recruitment process if organization did not find a suitable candidates within the organization than they use external recruitment source, to find out capable employee from out side the organization. 10HUMAN RESOURCE MANAGEMENT

11. External Recruitment Source: 1.Internet. 2.Company website. 3.College recruiting. Professional recruiting organization. 11HUMAN RESOURCE MANAGEMENT

12. 1) Internet There are some website available on internet that announce vacant position of different organization. For example in Afghanistan when organization want to announce the vacant position they announce it through “acbar.org”. Those who search job, they can apply through this website. ( Rozee.com, online job.com, ask.com) 12HUMAN RESOURCE MANAGEMENT

13. 2) Company website When a vacant position announce in an organization, the organization announce it through their own web site. Through this organization can attract capable applicant for the vacant position. 13HUMAN RESOURCE MANAGEMENT

14. 3) College recruiting Sometime organization recruit new employees from different colleges and universities. For example Kabul university final result is going to announce at the end of this month. After the announcement of result, they contact with top position holder and encourage them to join the organization. 14HUMAN RESOURCE MANAGEMENT

15. 4)Professional recruiting organization. There are some professional organization that provide employees to organization when ever they needed. Like consultant. 15HUMAN RESOURCE MANAGEMENT

16. Constraint and Challenges: There are some challenges face the recruiters during the recruitment due to which they can not hire a suitable candidate for vacant position. Some of them are as follow: 1) Poor image. 2) Unattractive job. 3) Conservative internal policy. 4) Limited budgetary support. 5) Restrictive policy of government. 16HUMAN RESOURCE MANAGEMENT

17. 1) Poor image: If the image of a firm is perceived to be low (due to factors such as operating in a declining industry, earning a bad name because of environmental polluting, poor quality products etc) these are the constraints that face recruiters during recruitment time. 17HUMAN RESOURCE MANAGEMENT

18. 2) Unattractive job: If the job to be filled is not very attractive, most prospective candidates may not apply for the job. ; like jobs in Railway, cantonment board, post office etc. Because some candidates thinks that in such jobs they can not build their career. 18HUMAN RESOURCE MANAGEMENT

19. 3) Conservative (traditional) internal policy: A policy of filling vacancies through internal promotions based on seniority may often come in the way of searching for qualified candidates. This is also a challenge that face recruiters, because if the person is inexperience still they will promote him based on seniority. 19HUMAN RESOURCE MANAGEMENT

20. 4) Limited budgetary support: Recruiting efforts require money. Sometime because of limited resources, organization may not like to carry on the recruiting efforts for long periods of time. So we can say that if organization face financial problems so they can not hire best person for the job. 20HUMAN RESOURCE MANAGEMENT

21. 5) Restrictive policy of government: Sometime government impose some restriction on recruiting employees. For example if a person died during working time, so the organization will hire his son. Than organization can not hire another person. So this restriction also influence the recruitment effort. 21HUMAN RESOURCE MANAGEMENT

22. The Recruitment process: Recruitment process consists the following steps: 1) Human Resource planning. 2) Affirmative Action plan. 3) Job opening identified. 4) Job Analysis information. 5) Managers comments. 6) Job requirements. 7) Methods of recruitment( internal or external labor supply). 8) Satisfactory pool of Recruits. 22HUMAN RESOURCE MANAGEMENT

23. 1) Human Resource planning. human resource planning is the first step of Recruitment process. in planning process we will find out that employees are required for the organization or not. If employees are needed than we will go to the next step. 23HUMAN RESOURCE MANAGEMENT

24. 2) Affirmative Action plan. After planning than the organization will take some practical steps to recruit the employees. 24HUMAN RESOURCE MANAGEMENT

25. 3) Job opening identified. Here the HR department identify those vacant position that are required for the organization. 25HUMAN RESOURCE MANAGEMENT

26. 4) Job Analysis information. Once the job is identify than they conduct job analysis to collect information about the jobs. On the basis of that information than they prepare job description and job specification. 26HUMAN RESOURCE MANAGEMENT

27. 5) Managers comments. After collection of job analysis information, the top managers give their own comments on that information. Means they screen job analysis information. 27HUMAN RESOURCE MANAGEMENT

28. 6) Job requirements. After screening job analysis information, they prepare job requirements, criteria for the job. Like job specification. 28HUMAN RESOURCE MANAGEMENT

29. 7) Methods of recruitment ( internal or external labor supply). Here the organization will search employees to hire for the organization. It depend on organization they want to recruit from internal labor supply or they will search in external labor market. 29HUMAN RESOURCE MANAGEMENT

30. 8) Satisfactory pool of Recruits. In the last step the organization receive a pool of candidates who apply for that vacant position and than they select employees according to their criteria. 30HUMAN RESOURCE MANAGEMENT

31. Thanks for Attention: 31HUMAN RESOURCE MANAGEMENT