Page 27 - DLIS104_MANAGEMENT OF LIBRARIES AND INFORMATION CENTRES

Management of Libraries and Information Centres

Notes (a) To predict which applicant would be the most successful if selected for the job, and (b) To sell the
organization and the job to the right candidate. The selection process is based on the organizational
objectives, the job specification and the recruitment policy of the organization. The various selection
processes are initial screening, application forms, selection tests, group discussions, interviews
and reference checks.
To facilitate a near accurate prediction of an applicant’s success on the job, the selection methods
should meet several generic standards of reliability, validity, generalizability, utility and legality.
The application form is a formal record of an individual’s application for employment. It is
usually used in the preliminary screening of job applicants. The filled-in application forms provide
pertinent information about the individual and are used in the job interview and for reference
checks to determine the applicant’s suitability for employment. There are two methods of
evaluating these forms the clinical method and the weighted method. Selection tests, which are
widely used, include intelligence tests, aptitude tests, achievement tests, situational tests, interest
tests, and personality tests.
Interviews help managers to fill the gaps in the information obtained through the application
blanks and tests. Interviews also enable the management to make an impact on the job applicant’s
view of the organization, apart from assessing his job-related behavior and attitude. Interviews
may be classified as preliminary, selection and decision-making, based on their timing and purpose.
The process of interviewing consists of several steps such as preparation for the interview, ensuring
a setting, and conducting, closing and evaluating. The selection process also uses background
investigation or reference checks to check the authenticity of the information provided by the
applicant. Finally, after an applicant is selected, the offer is made to him and on acceptance, the
placement process starts.

3.1.2 Recruitment
Recruitment is the process of seeking and attracting the right kind of people to apply for a job in
an organization. Recruitment in any organization is effected by various internal and external
factors. Internal factors include the recruitment policy, time and cost constraints etc. External
factors include the situation in the economy, the job market, the industry etc. The recruitment
policy of an organization effectively defines and determines the pattern, the sources and the
methods of recruitment of the firm. A good recruitment policy is based on the organization’s
objectives, complies with the government policy, and results in successful placements in the
organization at the minimum cost and time. It provides the basic framework in the form of
guidelines, procedures and sources for recruitment. A good recruitment policy has to be flexible
and proactively respond to the changing market situations. There are various sources of recruitment
available for an organization. The organization has to choose the most suitable ones depending on
its recruitment needs and its recruitment policy. The different sources are internal sources and
external sources like campus recruitments, advertisements, employment agencies, etc.
The organization has to take into consideration the relevance and effectiveness of each source
before selecting the sources for its recruitment program. Recruitment strategies, objectives, policies
and the sources and methods need to be evaluated continuously to ensure their alignment with
corporate strategies, objectives, and policies. The effectiveness and efficiency of the recruitment
tools and sources can also be evaluated from time to time and changes made, to match the current
and future recruitment needs of the organization.

3.1.3 Training and Development

The HR functioning is changing with time and with this change, the relationship between the
training function and other management activity is also changing. The training and development
activities are now equally important with that of other HR functions. Now a day, training is an
investment because the departments such as, marketing and sales, HR, production, finance, etc.
depends on training for its survival. If training is not considered as a priority or not seen as a vital
part in the organization, then it is difficult to accept that such a company has effectively carried out
HRM. Training actually provides the opportunity to raise the profile development activities in the
organization.
To increase the commitment level of employees and growth in quality movement, senior
management team is now increasing the role of training. Such concepts of HRM require careful
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