Task 2
Task 2
Task 2
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.
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?
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.