Recruitment Process in Manufacturing Industry
Posted on: July 06 2018, By : Priyanka Jadhav
Manufacturing industries are the chief wealth producing sectors of an economy. These industries use various technologies and methods widely known as manufacturing process management. Manufacturing industries are broadly categorized into engineering industries, construction industries, electronics industries, chemical industries, energy industries, textile industries, food and beverage industries, metalworking industries, plastic industries, transport and telecommunication industries. Manufacturing industries are the chief wealth producing sectors of an economy. These industries use various technologies and methods widely known as manufacturing process management. Manufacturing industries are broadly categorized into engineering industries, construction industries, electronics industries, chemical industries, energy industries, textile industries, food and beverage industries, metalworking industries, plastic industries, transport and telecommunication industries.
In countries with tight labour market, HR professionals( HR Manpower Recruiter in Mumbai) face immense pressure to and quailed candidates quickly so as to contribute directly to organizations bottom-line; however, they lack the time to establish such new and efficient recruiting and selection programs. It has become essential for an organization to create a sound recruitment and selection ( Manufacturing industry Recruiter in Navi Mumbai ) strategy that can act as a key differentiator in corporate success. A number of countries in today’s global economy are facing serious shortages in their labour market, arising not only from exceptional demographic shifts but also from a lack of individuals with the required skills. The purpose of the present study is to investigate the recruitment and selection practices utilized in Indian organizations operating within manufacturing and service sector. It is well known that good staffing practices are necessary for the organizations to get employees with sound academic qualifications, knowledge, skills and attitude. Also, many arms agree that carefully used recruitment and selection practices result in higher productivity rates from new employees. It is, therefore, important to know recruitment and selection practices used frequently by various organizations in India.
Matching the capabilities of potential candidates against the demands inherent in a given job is the main focus of staffing practices in an organization. These days, employers, regardless of organisation size or activity type, tend to use more sophisticated, objective and cost-effective methods of recruitment and selection than before. Recruitment and selection in the UK has become more person-related than job-oriented.
Because different organizations practice different recruitment and selection methods depending on their operations, size and needs. As the rest stage of staffing process, the recruitment of quality applicants is vital to an organization’s success the main purpose of recruitment process is to strike the equilibrium between an adequate supply of qualified talent and restricting the costs associated with generating too many or unqualified applicants. In absence of efficient planning systems, organizations may recruit the wrong type and number of persons and in absence of effective recruitment; organizations may end up selecting people who are not best in the talent market. According to Ullman, recruitment techniques can be identified as being either formal or informal. Recruitment techniques such as newspaper advertisements, job centres and employment agencies are considered as formal whereas techniques like
“word of mouth” by existing employees, also known as “referrals” are examples of informal recruitment techniques. It has been found that informal recruitment
Techniques generate workers who stay with the organization longer than those recruited by other techniques.
The information technology and engineering sectors responding more favourably to high tech recruitment methods over consumer products and the manufacturing sectors that still prefer low tech recruitment methods.
Informal methods are preferred in the services and traditional manufacturing sector. However, formal methods are used widely in high technology sector.
In a study of over software companies operating in India internal recruitment, employee references, succession planning, interviews, personality tests, newspaper recruitment, professional search agencies, and bio-data as predominant senior-level staffing practices.
Online recruitment methods are more suitable for knowledge workers and middle management and are less appropriate for blue-collar jobs or very high-level management. It seems that use of online recruitment methods remains more prevalent in service organizations. Substantial growth in understanding of selection methods has been made in recent years.
In countries with tight labour market, HR professionals( HR Manpower Recruiter in Mumbai) face immense pressure to and quailed candidates quickly so as to contribute directly to organizations bottom-line; however, they lack the time to establish such new and efficient recruiting and selection programs. It has become essential for an organization to create a sound recruitment and selection ( Manufacturing industry Recruiter in Navi Mumbai ) strategy that can act as a key differentiator in corporate success. A number of countries in today’s global economy are facing serious shortages in their labour market, arising not only from exceptional demographic shifts but also from a lack of individuals with the required skills. The purpose of the present study is to investigate the recruitment and selection practices utilized in Indian organizations operating within manufacturing and service sector. It is well known that good staffing practices are necessary for the organizations to get employees with sound academic qualifications, knowledge, skills and attitude. Also, many arms agree that carefully used recruitment and selection practices result in higher productivity rates from new employees. It is, therefore, important to know recruitment and selection practices used frequently by various organizations in India.
Matching the capabilities of potential candidates against the demands inherent in a given job is the main focus of staffing practices in an organization. These days, employers, regardless of organisation size or activity type, tend to use more sophisticated, objective and cost-effective methods of recruitment and selection than before. Recruitment and selection in the UK has become more person-related than job-oriented.
Because different organizations practice different recruitment and selection methods depending on their operations, size and needs. As the rest stage of staffing process, the recruitment of quality applicants is vital to an organization’s success the main purpose of recruitment process is to strike the equilibrium between an adequate supply of qualified talent and restricting the costs associated with generating too many or unqualified applicants. In absence of efficient planning systems, organizations may recruit the wrong type and number of persons and in absence of effective recruitment; organizations may end up selecting people who are not best in the talent market. According to Ullman, recruitment techniques can be identified as being either formal or informal. Recruitment techniques such as newspaper advertisements, job centres and employment agencies are considered as formal whereas techniques like
“word of mouth” by existing employees, also known as “referrals” are examples of informal recruitment techniques. It has been found that informal recruitment
Techniques generate workers who stay with the organization longer than those recruited by other techniques.
The information technology and engineering sectors responding more favourably to high tech recruitment methods over consumer products and the manufacturing sectors that still prefer low tech recruitment methods.
Informal methods are preferred in the services and traditional manufacturing sector. However, formal methods are used widely in high technology sector.
In a study of over software companies operating in India internal recruitment, employee references, succession planning, interviews, personality tests, newspaper recruitment, professional search agencies, and bio-data as predominant senior-level staffing practices.
Online recruitment methods are more suitable for knowledge workers and middle management and are less appropriate for blue-collar jobs or very high-level management. It seems that use of online recruitment methods remains more prevalent in service organizations. Substantial growth in understanding of selection methods has been made in recent years.
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