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Question : 44
Total: 44
'Entertainment India Ltd.' has been incorporated with the objective of entertaining people by organising festivals, programmes and other similar events depicting the rich cultural heritage of the country. The company management has renowned personalities from the field of art, literature and culture. They decided to give a platform to young budding musicians, poets and artists. The company decided its organisational structure by grouping similar jobs together. Thereafter, the heads of different departments were also appointed. Nisha, one of the heads, did an analysis of the number, type and qualification necessary for people to be appointed. The information generated in the process of writing the job description and the candidate profile was used to develop 'Situations vacant' advertisement. This was published in print media and flashed in electronic media. This brought in a flood of response.
Explain the other steps which Nisha has to perform to complete the process being discussed above.
Explain the other steps which Nisha has to perform to complete the process being discussed above.
Solution:
The steps involved in the case were related to recruitment. The other steps Nisha has to perform to complete the process are as follows:
(i) Selection: Selection is a lengthier process than recruitment. Competent and potential candidates for vacant jobs should be selected out of a large pool of prospective job seekers created during the recruitment process in the organisation. Selection mainly involves identifying the right person for the right job. Selection also involves making the potential candidate realise the importance of the job he/she is selected for.
(ii) Placement and orientation: Placement means, the selected candidate occupies his/ her post in the organisation. After selection, this candidate is given an appointment letter which details the job title, date of joining, brief description of the company or department and possibly the salary package for the position. When the selected candidate has accepted the appointment letter and joined the organisation, these candidates who become new employees are introduced to the company and its workings through an orientation. This orientation aims at familiarising the new employees with existing subordinates/superiors of the organisation. The orientation also informs new employees about the organisation's objectives and policies and the new employees' authorities/responsibilities etc. for familiarising and easily accommodating them in the organisation.
(iii) Training and development: Training and development aims atenhancing their knowledge and skills that boosts their confidence and ability to take up initiatives. Training also gives employees a sense of security and satisfaction. It also aims at reducing errors during work, time efficiency and improves productivity. As training involves learning and/or revising new skills and knowledge, development of employees can occur with employees utilising and integrating their newly learned/revised skills and knowledge into their responsibilities. Training and development acts as a motivating tool wherein the employees can improve and assess their abilities towards enhanced efficiency and productivity.
(iv) Performance appraisal: Appraisal means assessment and this step involves judging and evaluating the performance of employees to determine whether the targets and goals identified for the employees have been met effectively by the employees. Performance appraisals usually indicate whether additional responsibilities can be given to employees or whether employees require more attention or training.
(v) Promotion and career planning: Based on a good performance appraisal, employees can be promoted to a higher position in an organisation with better salary, better status, better opportunities better facilities/incentives and more responsibilities. The basis for promotion is mostly devotion, discipline, efficiency, etc. Promotion also sets the basis for employees to plan long-term career growth. Promoted employees can look into recognising opportunities in the future for high-level job positions. This step is important.
(i) Selection: Selection is a lengthier process than recruitment. Competent and potential candidates for vacant jobs should be selected out of a large pool of prospective job seekers created during the recruitment process in the organisation. Selection mainly involves identifying the right person for the right job. Selection also involves making the potential candidate realise the importance of the job he/she is selected for.
(ii) Placement and orientation: Placement means, the selected candidate occupies his/ her post in the organisation. After selection, this candidate is given an appointment letter which details the job title, date of joining, brief description of the company or department and possibly the salary package for the position. When the selected candidate has accepted the appointment letter and joined the organisation, these candidates who become new employees are introduced to the company and its workings through an orientation. This orientation aims at familiarising the new employees with existing subordinates/superiors of the organisation. The orientation also informs new employees about the organisation's objectives and policies and the new employees' authorities/responsibilities etc. for familiarising and easily accommodating them in the organisation.
(iii) Training and development: Training and development aims atenhancing their knowledge and skills that boosts their confidence and ability to take up initiatives. Training also gives employees a sense of security and satisfaction. It also aims at reducing errors during work, time efficiency and improves productivity. As training involves learning and/or revising new skills and knowledge, development of employees can occur with employees utilising and integrating their newly learned/revised skills and knowledge into their responsibilities. Training and development acts as a motivating tool wherein the employees can improve and assess their abilities towards enhanced efficiency and productivity.
(iv) Performance appraisal: Appraisal means assessment and this step involves judging and evaluating the performance of employees to determine whether the targets and goals identified for the employees have been met effectively by the employees. Performance appraisals usually indicate whether additional responsibilities can be given to employees or whether employees require more attention or training.
(v) Promotion and career planning: Based on a good performance appraisal, employees can be promoted to a higher position in an organisation with better salary, better status, better opportunities better facilities/incentives and more responsibilities. The basis for promotion is mostly devotion, discipline, efficiency, etc. Promotion also sets the basis for employees to plan long-term career growth. Promoted employees can look into recognising opportunities in the future for high-level job positions. This step is important.
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