TASK-2 25/06/2021

ISHITA ROY
ALLIANCE SCHOOL OF BUSINESS
HUMAN RESOURCE
RECRUITMENT AND SELECTION

❖ What should be the key components of staffing that a Print Media can implement to be
profitable?

The key components of staffing that a Print Media can implement which can be profitable
are:
• Estimating Manpower Requirements
Determining the number of employees and type of employees required is very
important. Also, the job description should be clear i.e., job requirement,
desired qualification etc. In print media HR needs to make sure none of the
departments are overstaffed or understaffed. Through workforce analysis they
can determine that for the existing employees.
• Recruitment
Recruitment ensures that best employees are hired according to the
organization’s needs. Recruitment is the most important component of staffing
for any organization. In print media, recruiting ensures that the organization
choose the best of the best based on the job description.
It includes the following activities:
o Determine the various sources of supply
o Evaluation of the validity of these sources
o Selecting the most suitable source or sources
o Inviting applications from the candidates for the vacancies
• Selection
Better applicants are selected out of a large number of applicants. HRs of
printing media must keep in mind the job description while selecting the
candidates. Candidates’ ability and nature of work should match with the job
description i.e., right person should be selected for the right job. Otherwise, it
will be waste of time and money.
Selection process should include the following steps:
o Preliminary screening
o Selection test
o Interview
o Reference
 o Selection decision
o Job offers
o Contact of employment
• Placement and orientation
Placement is basically posting the employee at the right place considering his
ability and aptitude through the selection process. In printing media, if a person
has been hired for editing, he should be placed at editing department not at
column writing department.
Through orientation new employees are acquainted with the company, his job
policies, rules and existing employees etc. It aims at inducting new employees
into the organisation smoothly.
• Training(optional)
Training helps freshers to get hold of the work life. It helps them understand
the organizations goals more vividly.

❖ Why is staffing important for any company?

Staffing is a significant administration work. It identifies with the enlistment, choice,
advancement, preparing, and remuneration of HR in an association. It is a ceaseless
administration work and includes the top administration of most organizations. Staffing
assumes a vital part in any association. It empowers the association to successfully and
productively release any remaining administration capacities. The key reasons why staffing
is significant in associations is talked about underneath:
• Effective Performance of Other Management Functions
Staffing is a significant capacity as it guarantees effective execution of any remaining
administration capacities. Any remaining administration capacities are performed by
gifted and experienced HR. Staffing includes enlistment and arrangement of value work
force in different situations across an association. On the off chance that there are not
capable staff, any association can't play out any of the other significant administration
undertakings arranging, coordinating, coordinating, and controlling. Staffing is likewise
the key in guaranteeing effective usage of assets. HR enlisted through the staffing cycle
are liable for the use of the most recent innovation, capital, material, and different
assets.
• Improved Productivity
Another significant commitment of the staffing interaction is its commitment to
improved HR efficiency. Staffing assists with selecting the most ideal HR for various
occupation parts in the association. It centres around enrolment, preparing, and
improvement of HR in associations. This assists with adding to improved usefulness in
the association.
• Advancement of Human Capital
Setting up is worried about getting the perfect individuals for the work at the perfect
time. staffing permits HR administrators to find out the quantity of staff required and
when they are required. This gives them an opportunity to design ahead of time for the
enrolment of staff for different occupation jobs. Setting up likewise manages the turn
 of events and limit working of the current and new staff. This not just aides in the
vocation working of the staff, however it additionally adds to the pool of existing human
resources which benefits the association over the long haul.
• Building Assurance and Inspiration of Staff
A productive staffing framework helps extensively in building staff confidence and
inspiration. Setting up manages the enlistment of staff, however it additionally involves
evaluating their exhibition and compensating them. They can be remunerated through
financial or non-money related impetuses which can help fabricate their spirit and
inspirations. Staff feel esteemed in such associations and work with more noteworthy
responsibility. Staffing assists with creating uniform standards for execution appraisal
and assessment of staff and gets consistency the cycle. By and large, it additionally
assists with getting harmony and amicability inside the association.

❖ Formulate a Workforce Planning process for outlook India.

1. Strategic Direction
Setting the essential heading for a workforce plan includes understanding key mission
objectives and future goals set by association initiative and how the workforce should
be adjusted to accomplish them.
Following questions are required to be considered:
• Recognize Outlook India’s normal program changes over the course of the following
5years. What will drive these changes?
• What is Outlook India’s short-term and long-term hierarchical strategy?
• What difficulties exist in the print media business sector, financial, and worlds of
politics?
• What enactment, strategy or guideline changes may affect Outlook India’s
association?
• What are Outlooks India’s organizational qualities and difficulties?
• How well positioned is Outlook India to survive change?
• What are Outlook India’s key connections and what could affect those connections?
• How does Outlook India plan its department according to its strategies and
directions?

2. Supply analysis
Work force investigation should be in numerous spaces like quality and amount in the
event that you are searching for key workforce arranging steps to advance the cycle.
 For workforce quality examination survey, the current exhibition levels with questions
like who are the best workers in their work and their future potential and for workforce
amount investigation, take a gander at new representatives, inward advancements and
worker turnover. Supply examination recognizes factors that will help in sourcing the
correct ability that will demonstrate an ideal fit for the organization.
Some questions that need to be asked while doing this analysis are:
• How well does the current workforce adjust/support Outlook India’s business
procedure?
• What number of workers are at every association level?
• What will turnover of key staff mean for Outlook India association's capacity to
convey administrations?
• Where are the troublesome situations to fill? Where are they tested to fill positions
with quality candidates?
• Are there nearby enrolment sources that can give top ability?
• What better approaches for working or ability blend would help in enlistment?
• Can the workforce be organized diversely to more readily work with responsibility
inclusion?
• What is the current circulation of worker long stretches of administration?

3. Demand analysis
The motivation behind the interest model is to figure the association's future workforce
creation. This figure should contemplate a wide scope of business issues, including new
product offerings, cutthroat powers and extension/choking in worldwide commercial
centres, expected workforce accessibility inside geographic limits, and bunch different
issues.
Interior and outside factors should be considered in the interest investigation.
Examinations of inward interest impacts may zero in on the accompanying inquiries,
among others:
• Will the current workforce, with negligible retraining, have the ranges of abilities
important to perform new obligations with another product offering?
• Will current representatives stay faithful to the association on the off chance that
it has expected changes at the top of the priority list?

Examinations of outer interest impacts may think about these inquiries:

• Is work promptly accessible that has what it takes and capacities required by the
developing association?
• What outer pressing factors will change interest for work and products that may
eventually influence inward business choices and, consequently, workforce
arranging needs?
 The future creation of the workforce should likewise be examined. This investigation
will look for answers to the accompanying inquiries:
• What number of representatives will be important to accomplish field-tested
strategy objectives and destinations?
• What abilities and skills will be needed for the new business?
• What is the synthesis of the accessible workforce populace?
• What will Outlook India have to do to draw in imminent representatives?
• What will Outlook India have to do to draw in and hold a different gathering of
laborers?

4. Gap Analysis
The following stage in the process tries to contrast the stock model and the interest
model to recognize holes between the structure of the current workforce and future
workforce needs. The workforce arranging proficient might need to classify an
assortment of future situations and afterward select the future that is well on the way
to happen, with possibility anticipating elective prospects. When leading this
investigation, Outlook India ought to recognize the extra number of representatives
required who have the essential ranges of abilities, just as the workers who will
presently don't be required because of restricted ranges of abilities.

5. Solution Implementation
It includes the advancement of systems to close the holes recognized in the past
advance. Approaches for fulfilling future work environment needs may incorporate
enrolling, preparing and retraining, utilizing unexpected staff, or revaluating. The
methodologies chose will be reliant upon whether the association should extend,
contract, rebuild or depend on unexpected staff to fulfil new working environment
needs.
Some approaches are:
• Recruiting
• Training and retraining
• Contingent staffing

6. Monitoring Progress
It is critical to routinely screen the exhibition of Outlook India’s executed workforce
arrangements and their effect on the holes they were intended to address, and to
consistently improve answers for augment their adequacy. As the essential bearing,
workforce supply, and workaround request changes over the long haul, procedures
should be refreshed as needs be.
❖ Model an effective employee recruitment process for Outlook.

Employee Recruitment Process for Outlook