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प्रश्न
Explain briefly Casual Callers and Labour Contractors as external sources of recruitment
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उत्तर
An organisation has to switch to external sources of recruitment as all the positions cannot be filled in through internal sources only. Casual Callers and Labour Contractors are regarded as two external sources of recruitment.
Casual Callers: This is the database of unsolicited applicants kept by business organisations which is referred to fill in vacancies when they arise. A list of job-seekers is prepared using the database with the firm which is later screened to fill in the suitable position with the business organisation. This method is less expensive and is regarded as a major source of recruitment.
Labour Contractors: Recruitment through labour contractors is quite a good source of recruitment. This is because labour contractors maintain close contacts with labourers and
they can provide the required number of unskilled workers at a short notice. Labour contractors are themselves employees of the organisation who further employ workers under them. However, this system has an inherent limitation which is witnessed when the contractor who recruits these workers decides to leave and takes all his/her contractual workers with him.
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संबंधित प्रश्न
Vinod - The Human Resource Manager, Umesh - The Assistant manager and Ashok - The Marketing Head of Hitashi Enterprises Ltd. decided to leave the company. The Chief Executive Officer of the company called the Human Resource Manager, Vinod and requested him to fill-up the vacancies before leaving the organization. Vinod suggested that his subordinate Rajesh is very competent and trustworthy. If he could be moved up in the hierarehy, he would do the needful. The Chief Executive Officer agreed for the same. Rajesh contacted 'Zenith Recruiters' who advertised for the post of marketing head for 'Hitashi Enterprises Ltd.'. They were able to recruit a suitable candidate for the company. Umesh's vacancy was filled-up by screening the database of unsolicited applications lying in the office.
a. Name the internal/external sources of recruitment used by 'Hitashi Enterprises Ltd.' to fill-up the above stated vacancies.
b. Also, state any one merit of each of the above identified source of recruitment
Explain briefly transfers and promotions as internal sources of recruitment.
Mohit Gupta is working with 'Yellow Security Services Ltd.' He is also recruiting security guards for the company. The company provide security services in Delhi and Noida at short notice to various companies. The guards are recruited on a temporary basis. The guards provided by this company are known for their honesty and punctuality. Mohit Gupta is well known in his village for providing employment to unskilled people
a. Name the source of recruitment used by 'Yellow Security Services Ltd.'
b. State any one disadvantage of this source of recruitment.
c. Identify the need of 'Security Guards' which is being fulfilled by the company as per Maslow's need hierarchy.
d. Identify any two values communicated to the society in the above-stated case.
State any four advantages of external sources of recruitment.
State the two important sources of recruitment.
Kaul Consultants have launched www.naukaripao.com exclusively for senior management professionals. The portal lists out senior level jobs and ensures that the job is genuine through rigorous screening process.
a. State the source of recruitment highlighted in the case above.
b. State four benefits of the above identified source of recruitment.
State the steps in Recruitment process outsourcing.
Identify and explain the two sources of the source of recruitment which cannot be used when the existing staff is either insufficient or does not fulfil the eligibility criteria of the jobs to be filled.
Main aim of Recruitment is ______.
Rajan Ltd. decided to change their organization structure and shift to functional structure. So, it decided to hire four different Heads for Sales, Accounts, Purchase and Production from outside the company to bring fresh talent. It publishes advertisement and shortlists 20 candidates for each position after conducting various selection tests. Out of the following, identify the next step to be followed by Rajan Ltd.
Assertion (A): Internal recruitment simplifies the process of selection and placement.
Reason (R): Filling vacancies in higher jobs from within the organisation motivates the employees to improve their performance through learning and practice.
Assertion (A): Direct method of recruitment is very inexpensive as it does not involve any cost of advertising for the vacancies.
Reason (R): Under direct recruitment, a notice is placed on the notice-board of the enterprise specifying the details of the jobs available.
Real Tech Builders has to deliver the flats to its buyers for possession on time. Due to this, there is a sudden increase in workload. Therefore, the company needs to arrange workers to work at the sites at a short notice. The source of recruitment which may be used by the company to tap the casual vacancy is :
Which of the following internal sources of recruitment involves shifting of an employee from one job to another, one department to another?
'External sources of recruitment may lead to dissatisfaction and frustration among existing employees. They may feel that their chances of promotion are reduced.' Give two situations when external sources may be used without dissatisfying the existing employees.
Tapping external sources for various job positions has many benefits.’State any four such benefits.
Identify the external source of recruitment illustrated by the picture given below:
“Filling vacancies for various job positions from within the organisation has many limitations." State any four such limitations.
