Advertisements
Advertisements
प्रश्न
Explain briefly Casual Callers and Labour Contractors as external sources of recruitment
Advertisements
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.
APPEARS IN
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.
Why employees become lethargic when the organisation uses internal sources of recruitment? State.
How are employees motivated to improve their performance when the organisation uses internal sources of recruitment? State.
State any four advantages of external sources of recruitment.
Answer the following question.
Biru Nandan, Chairman of Lalit group of companies founded 'Biru University' for undergraduate and postgraduate courses in diverse disciplines. The Information Technology department of the 'Lalit Power Ltd., had few vacancies related to Cyber Security. The Human Resource Department of the Company decided to recruit fresh engineering graduates from 'Biru University' for the same. Identify the type of source of recruitment.
Which of the following is not an advantage of using external sources of recruitment?
Which of the following is not a disadvantage of using external sources of recruitment?
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.
Which of the following steps in the process of staffing involves the process of searching for prospective employees and stimulating them to apply for respective jobs in the organization?
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.
| The Human Resource Manager of Alfa Ltd. a leading air-conditioner manufacturer requires employees for various posts. He wanted to opt for a source of recruitment where the background of potential candidates is sufficiently known. He knew that applicants introduced by present employees or their friends and relatives may prove to be a good source of recruitment. |
- Identify the external source of recruitment discussed in the above paragraph.
- State any four advantages of external sources of recruitment.
‘RP Infotech Ltd.” decided to approach ‘Patel Engineering College’ to recruit qualified personnel for various technical jobs in its newly opened branch in Surat.
Which source of recruitment from the following has been used by ‘RP Infotech Ltd.’ in the above case:
State any four limitations of using internal sources of recruitment.
Filling vacancies for various job positions from within the organisations has many benefits. State any four such, benefits.
