Page 87 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes unpleasant stories about the company, management, the superior-subordinate relations,
rate of employee turnover, especially at higher level. But he decided to stay on as he had
promised several things to the management in the interview. He wanted to please and
change the attitude of management through his diligent performance, firm commitment
and dedication. He started maximising his contributions and the management got the
impression that Mr Sashidhar had settled down and will remain in the company.
After some time, the superiors started riding rough-shod over Mr Sashidhar. He was
overloaded with multifarious jobs. His freedom in deciding and executing was cut down.
He was ill-treated on a number of occasions before his subordinates. His colleagues also
started assigning their responsibilities to Mr Sashidhar. Consequently there were
imbalances in his family life, social life and organisational life. But he seemed to be calm
and contented. Management felt that Mr Sashidhar had the potential to bear with many
more organisational responsibilities.

So the General Manager was quite surprised to see the resignation letter of Mr Shashidhar
along with a cheque equivalent to a month's salary one fine morning on 18th January,
2004. The General Manager failed to convince Mr Sashidhar to withdraw his resignation.
The General Manager relieved him on 25th January, 2004. The General Manager wanted to
appoint a committee to go into the matter immediately, but dropped the idea later.
Questions
1. What prevented the General Manager from appointing a committee?
2. What is wrong with the recruitment policy of the company?

3. Why did Mr Sashidhar's resignation surprise the General Manager?

5.12 Summary

 Recruitment is the process of locating and encouraging potential applicants to apply for
existing or anticipated job openings. Certain influences restrain (the freedom of) managers
while choosing a recruiting source such as: image of the company, attractiveness of the
job, internal policies, budgetary support, government policies, etc.

 Recruitment is influenced by a variety of environmental factors - economic, social,
technological, political, legal, etc. The sources of recruitment may be broadly divided into
two categories: internal sources and external sources. Both have their own merits and demerits .

5.13 Keywords

A Competence based Approach: It means that the competencies defined for a role are generally
used as the framework for selection process.
Agency sites: These are run by special recruitment agencies. Candidates register online but may
be expected to discuss their details in person before their details are forwarded to the employer.

Attracting Candidates: This is primarily a matter of identifying, evaluating and using the most
appropriate sources of applicants.
Employee Leasing: Hiring permanent employees of another company who possess certain
specialized skills on lease basis to meet short-term requirements- although not popular in India.
Job Design: The Job Design is about the agreement about the profile of the ideal job candidate
and the agreement about the skills and competencies, which are essential.

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