Question { TCS, 47181 }

what is 360 degree performance appraisal?

Answer

360 degree feedback, also known as 'multi-rater feedback',
is the most comprehensive appraisal where the feedback
about the employees’ performance comes from all the sources
that come in contact with the employee on his job.

360 degree respondents for an employee can be his/her
peers, managers (i.e. superior), subordinates, team
members, customers, suppliers/ vendors - anyone who comes
into contact with the employee and can provide valuable
insights and information or feedback regarding the “on-the-
job” performance of the employee.

360 degree appraisal has four integral components:

1. Self appraisal
2. Superior’s appraisal
3. Subordinate’s appraisal
4. Peer appraisal.

Self appraisal gives a chance to the employee to look at
his/her strengths and weaknesses, his achievements, and
judge his own performance. Superior’s appraisal forms the
traditional part of the 360 degree appraisal where the
employees’ responsibilities and actual performance is rated
by the superior.

Subordinates appraisal gives a chance to judge the employee
on the parameters like communication and motivating
abilities, superior’s ability to delegate the work,
leadership qualities etc. Also known as internal customers,
the correct feedback given by peers can help to find
employees’ abilities to work in a team, co-operation and
sensitivity towards others.

Self assessment is an indispensable part of 360 degree
appraisals and therefore 360 degree Performance appraisal
have high employee involvement and also have the strongest
impact on behavior and performance. It provides a "360-
degree review" of the employees’ performance and is
considered to be one of the most credible performance
appraisal methods.

360 degree appraisal is also a powerful developmental tool
because when conducted at regular intervals (say yearly) it
helps to keep a track of the changes others’ perceptions
about the employees. A 360 degree appraisal is generally
found more suitable for the managers as it helps to assess
their leadership and managing styles. This technique is
being effectively used across the globe for performance
appraisals. Some of the organizations following it are
Wipro, Infosys, and Reliance Industries etc.

Question { Wipro, 115074 }

what is headhunting in recruitment???? how to do headhunting???

what r the types?????/

Answer

Headhunting refers to the approach of finding and
attracting the best experienced person with the required
skill set. Headhunting involves convincing the person to
join your organization.



Headhunting Process:

1)Identifying the Prospective employee
2)Hold a talk with the Candidate
3)Candidate interested----if not-----look for other
candidate.
4)If interested--call for formal discussion
5)Job Offer--- if nt interested---look for other candidate.
6)If interested--Ask the person to join and submit various
necessary documents.

Question { 5804 }

what should be the recruitment policy

Answer

In today’s rapidly changing business environment, a well
defined recruitment policy is necessary for organizations
to respond to its human resource requirements in time.
Therefore, it is important to have a clear and concise
recruitment policy in place, which can be executed
effectively to recruit the best talent pool for the
selection of the right candidate at the right place
quickly. Creating a suitable recruitment policy is the
first step in the efficient hiring process. A clear and
concise recruitment policy helps ensure a sound recruitment
process.

It specifies the objectives of recruitment and provides a
framework for implementation of recruitment programme. It
may involve organizational system to be developed for

implementing recruitment programmes and procedures by
filling up vacancies with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY


The general recruitment policies and terms of the
organisation
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organisation should be such that:
It should focus on recruiting the best potential people.
To ensure that every applicant and employee is treated
equally with dignity and respect.
Unbiased policy.
To aid and encourage employees in realizing their full
potential.
Transparent, task oriented and merit based selection.
Weightage during selection given to factors that suit
organization needs.
Optimization of manpower at the time of selection process.
Defining the competent authority to approve each selection.
Abides by relevant public policy and legislation on hiring
and employment relationship.
Integrates employee needs with the organisational needs.

FACTORS AFFECTING RECRUITMENT POLICY


Organizational objectives
Personnel policies of the organization and its competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications.

Question { India Media Advisory, 23871 }

RECRUITMENT PROCESS AND ITS SOURCE

Answer

Meaning of Recruitment :
Recruitment is an important part of an organization’s human
resource planning and their competitive strength. Competent
human resources at the right positions in the organisation
are a vital resource and can be a core competency or a
strategic advantage for it.

The objective of the recruitment process is to obtain the
number and quality of employees that can be selected in
order to help the organisation to achieve its goals and
objectives. With the same objective, recruitment helps to
create a pool of prospective employees for the organisation
so that the management can select the right candidate for
the right job from this pool.

Recruitment acts as a link between the employers and the
job seekers and ensures the placement of right candidate at
the right place at the right time. Using and following the
right recruitment processes can facilitate the selection of
the best candidates for the organisation.

Sources of Recruitment:


Every organisation has the option of choosing the
candidates for its recruitment processes from two kinds of
sources: internal and external sources. The sources within
the organisation itself (like transfer of employees from
one department to other, promotions) to fill a position are
known as the internal sources of recruitment. Recruitment
candidates from all the other sources (like outsourcing
agencies etc.) are known as the external sources of
recruitment.




SOURCES OF RECRUITMENT



Every organisation has the option of choosing the
candidates for its recruitment processes from two kinds of
sources: internal and external sources. The sources within
the organisation itself (like transfer of employees from
one department to other, promotions) to fill a position are
known as the internal sources of recruitment. Recruitment
candidates from all the other sources (like outsourcing
agencies etc.) are known as the external sources of
recruitment.

Sources of Recruitment:

Every organisation has the option of choosing the
candidates for its recruitment processes from two kinds of
sources: internal and external sources. The sources within
the organisation itself (like transfer of employees from
one department to other, promotions) to fill a position are
known as the internal sources of recruitment. Recruitment
candidates from all the other sources (like outsourcing
agencies etc.) are known as the external sources of
recruitment.

Internal Sources of Recruitment:


1. PRESS ADVERTISEMENTS
Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment. The main advantage
of this method is that it has a wide reach.

2. EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges,
medical Colleges etc. are a good source of recruiting well
qualified executives, engineers, medical staff etc. They
provide facilities for campus interviews and placements.
This source is known as Campus Recruitment.

3. PLACEMENT AGENCIES
Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee.
These

agencies are particularly suitable for recruitment of
executives and specialists. It is also known as RPO
(Recruitment Process Outsourcing)


4. UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies
on their own. Such callers are considered nuisance to the
daily work routine of the enterprise. But can help in
creating the talent pool or the database of the probable
candidates for the organisation.

5. EMPLOYEE REFERRALS / RECOMMENDATIONS
Many organisations have structured system where the current
employees of the organisation can refer their friends and
relatives for some position in their organisation. Also,
the office bearers of trade unions are often aware of the
suitability of candidates. Management can inquire these
leaders for suitable jobs. In some organizations these are
formal agreements to give priority in recruitment to the
candidates recommended by the trade union.