Hello everybody good evening to all of you this is Vineet
Gautam your coach, your trainer and as a corporate trainer
today I would like to talk something about the HR policies
HR jobs, profiled HR roles, duties and in that in talent
management there is a very crucial point mainly people
judge HR work by the fact that the person who does such
work is the HR person this is the job of HR what? I have
written behind recruitment
what is it? recruitment what is recruitment? hiring hiring
employees this is right that HR
Human Resource Management Department's job is to deal with
employees and in that first hiring is there recruitment is
there but not only this it is not like that mostly common
man thinks that recruitment is the job of the HR department
yes recruitment
is the job but not only recruitment is the job it is one of
the job this many types of roles, duties
Human Resource Management Department plays it has a job
profile one of them is this
but not only this it is not like that there are many more
they have to do what is recruitment? recruitment refers to
the process of identifying see let's read it carefully what
is it? recruitment refers to the process of identifying
attracting, interviewing, selecting, hiring and onboarding
employees see you
think only hiring recruitment means hiring no recruitment
is a process of identifying first identify that a person is
coming then he identify that what type of need is there in
your system
I told you in the last video that first you have to find
out that in your organization in your company what type of
hiring is required what type of skilled people are required
according to today's competition so what happened first
identify first job
is done identify second identified in many ways
I told you second job is to attract this is the second job
which comes in the recruitment process is to attract how to
attract? you give company advertisement put it on social
media you go to a job fair put the job on the portal
contact the placement
agencies and how will people be attracted to you you tell
about your company that there is a growing concern this is
the benefit of this this is the benefit of this whatever
you do explain by which people towards your company young
candidates are attracted
doing all this comes under the recruitment process and we
call it attracting after that the third job is to take
interview you identified then attracted people visited sent
resume you called them now you are taking interview so you
are taking interview
that is also a part of recruitment process and who does it?
Human Resource Management Department and within that
Talent Management Department
I told you from 5 roles who will do recruitment?
Talent Management
Benefit Department
Compensation & Benefit Department
Training & Development Department ok then Compensation
Department so from that your main job Talent Management
that department does this job and in recruitment process
first job is identifying attracting interviewing then
selecting on this basis you will
select and after selecting see selection is a different
process hiring is different you select and hold
I will tell you later hiring means from which date you took
that is called hiring so 5th process is hiring ok and all
boarding employees and employees you took in system salary
started everything was decided so these 5 main processes
which come in recruitment
and who does this job
Human Resource Management
Department has a very crucial role a unit or a department
is Talent Management on small level you can say
HR department does this because in small companies all
these roles are not played by different people 1 or 2
people do all the work but in big companies the 5 roles
those 5 roles are different what are those 5 roles see
Talent Management what are those
5 roles
Talent Management
Compensation and
Benefits Training and Development
Compliance Workplace Safety these are the 5 roles so in
small concern these 5 roles these 5 roles 2 or 3 employees
handle it whereas in big concern in big concern for each of
these 1 2 3 4 and 5 5 different units are formed
and those 5 units do their own work
those 5 units do their own work
So now I was mainly talking about recruitment.
I have told you about different roles.
Now if we talk about recruitment,
I have told you about the roles in recruitment.
There are many.
There are many tasks.
What are they?
Identifying, Attracting, Interviewing, Selecting, Hiring
and On-board Employees.
These are all the tasks.
In other words, it involves everything from the
identification of a staffing need to filling it.
That from the identification of a candidate's staff to the
process of filling up that post, we call it recruitment.
What do we mostly say? Recruitment and Hiring.
There is one thing.
No.
Hiring comes in one process of recruitment.
Where is the hiring?
Before that, identifying, attracting, interviewing,
selecting, hiring comes later.
Now I am talking about the types of recruiting.
Types of Recruiting.
Till now you have known that HR has 5 duties.
Talent management is under that.
And this recruitment process comes under talent management.
Who will do recruitment?
Talent management will do.
Getting? Clear a point?
Who will do recruitment?
Talent management will do.
Who will recruit?
Talent management will recruit the employees.
There are many processes in that.
Now we are going to talk about the types of recruiting.
What are the types of recruiting?
Now we will talk about that.
There are several types of recruiting.
Here is an overview.
Internal recruiting involves filling vacancies with
existing employees from within an organization.
What is internal recruiting?
Internal recruiting is that if a person is retiring, we do
not hire people from outside,
HR department promotes the employees within and fill up the
vacancy.
This is internal recruiting.
Now what happens in place of the person who has been
promoted?
In big companies, if someone retires from a big post, then
the hiring of a big post is not done from outside.
Why? Because the old 15-20 years of experience employee,
understands the culture of his system better, he can handle
that work properly.
So, those positions are fulfilled through internal
recruiting.
So, the first type of recruitment is internal recruiting.
Second is retained recruiting.
What is retained recruiting?
When an organization hires a recruiting firm, there are
several ways to do so.
Retained recruiting is a common one.
When an organization retains a recruiting firm to fill a
vacancy, they pay an upfront fee to fill the position.
In recruitment, you have done internal recruitment through
your employees.
If you have tied up a firm with a placement agency for
recruitment, then you make a payment to them for
recruitment.
You are carrying them.
This is also part of the recruitment process.
You can change them, but you are carrying them.
The firm is responsible for finding candidates.
Until the position is filled.
The firm will find candidates for your company.
Until the position is filled.
The organization also agrees to work excellently with the
firm.
The firm agrees to work with your company.
An agreement is made for this.
When an agreement is made, there are certain conditions in
that agreement.
They will do this.
It is their responsibility.
They will give you the profile and candidates you want.
In return, the HR department deals with them.
There is an agreement.
A fee is given to them.
It is done from time to time.
There is one way.
You fix an amount per year.
You fix an amount per month that you will be given.
In return, you will give us all the recruitment.
This is one way.
The second way is that you have a tie-up.
But we will not give you any payment right now.
Neither yearly nor monthly.
Whenever we need more people, you will hire and give us.
Then the salary based on those people, 10%, 15%, 20% This
is an amount.
This is 10% and 50%.
The HR department's talent management sits with them and
decides.
And an agreement is made.
There can be both ways.
For example,
There are many CAs who run their own accounting firm.
What do they do?
They have a tie-up with the companies.
We will look at your entire year's accounting, balance,
editing, planning, etc.
And we fix an amount.
10,000, 20,000, 50,000.
They will get that.
1 lakh rupees.
They will get it.
Now, if there is any work, if there is none, then.
Understood? And there is another way.
There are many CAs who have a tie-up, but it is not monthly
fixed.
When you give work, you will get a payment.
There is a little risk in this.
There is a risk on both sides.
It is possible that When you need to get a job done, that
person is not available, he does not have time.
Or when a person needs work, needs payment, then that
company does not have work.
And in this way, when there is a bundle, he sometimes hires
others as well.
Such things.
It is like insecurity.
The CAs who work, they have no idea what payment is coming
from the field.
Because how much work will come, payment has to be done on
it, whether the work came or not.
In between, that company finds out that it is giving work
to someone else.
That headache is also theirs, that whom to give, not to
give.
In this way, when they fix it, they also become insensitive.
And this too.
The same is happening with the recruitment agency.
When the company fixes it, that whatever recruitment will
be done, you will do it, and we will pay you per year.
Many times, people do it at home as well.
Plumber, electrician, you have fixed it.
That we will pay you Rs.
1000, Rs.
2000, annual payment,
Rs. 5000 payment, it is fixed.
Whatever work will be done, you will get a call and you
will come and do it immediately.
Whether there are 5 jobs, or 50 jobs, or not, you will
still get Rs.
Similarly, people hire in another way, that there is no
fixed, per visit, you will get Rs.
200, Rs.
500, that will work with the visit charge. But, in this
situation, when you need it, it is possible that you may
not get it.
But, if you have fixed it, then, the second job, the direct
job, from where you will get money immediately, there is no
tie-up with it.
If you are going for such a job, then you will have to
leave it and come to you.
Similarly, the recruitment agency, is hiring for such a
company, from where you will get money in current. So, if
you already have an agreement, but you are paying now, then
it will leave them and prefer your work first.
This is how it will be forced.
There is a clause in the agreement.
So, this is method 2.
Agreed to work exclusively with a company? Companies
cannot, in other words, hire multiple, now I will show you,
Companies cannot, in other words, hire multiple recruiting
firms to fill the same position. What happens in this way,
when the company has
tied up with one,
I told you, that you are an electrician, you have fixed
one, you are paying for it, then you will not hire 5
electricians for the same job.
Similarly, when a company ties up with a recruiting agency,
then it will not go to the second or third.
Why will it not go?
Because it does not need to go.
Now, why does it not need to go? Why not?
It does not need to go because, because, the one with whom
it ties up, will do this job.
He will do this job.
That is why, it does not need to go to the second, third or
fourth. It will not let it go.
It will know that you are hiring its competitor.
It will not do it.
Sir, I am sitting on your trust of 5,000, and you are
hiring someone else.
But it is fixed.
Okay.
So, you have seen two ways.
The first one was, internal recruiting.
The second one, retained recruiting.
In this, you have tied up with a recruiting agency, and
whenever you need it, you tell that agency, that we need
vacancies like this.
We have vacancies like this in our company.
We need to fill them up.
You hire such people and give them to us.
There is an agreement for this.
And you pay them yearly.
The process goes on.
Third, contingency recruiting. What is contingency
recruiting?
Like, you can understand contingency from the word,
emergency.
Like retained recruiting, contingency recruiting requires
an outside firm.
In retained recruiting, our company has tied up with a
recruiting agency.
It is fixed.
It will hire you.
Similarly, this contingency recruiting is like, in which,
you fill up your employees' needs, from outside, through a
firm or agency.
Unlike retained recruiting, there is no upfront fee.
In this,
there is no upfront fee.
You don't have to pay any upfront fee.
What happens?
Contingency, instead the recruitment company, receives
payment only when the clients they represent, are hired by
an organization.
See, what is contingency recruiting?
In this, the recruitment agency, according to your
requirement, sends a candidate to you, on their letterhead.
They give you an entry and send you, that this recruitment
agency is their letterhead.
For this position,
I am sending this person there.
They inform you there as well.
A copy goes there as well.
All this happens, because after being hired, if it
continues for three months, then an amount, the company,
pays that recruitment agency.
So, the first condition is, when a person is hired, then
payment will be made.
Whether the payment is 15% or 50%, the salary of that
person.
If the employee is of Rs.
50,000, then that payment, if it is 50%, then it becomes Rs.
If it is 40%, then it becomes Rs. 20,000.
Whatever the percentage is, it is signed on a paper, that
this thing has to be given to them.
Okay? So, you have seen what it is. Instead, the
recruitment company receives, instead recruitment company,
receives payment only when, recruitment company gets
payment, but when?
When the clients, they represent, the person they send, are
hired.
When they are hired, by whom?
By organization.
The people they send for interview, when they are hired by
the organization, then they get payment.
I have not concluded this here.
There is a condition in that too, that A person should
continue for 3 months
Mostly companies make mistakes
They will intentionally remove the person from the company
after 1 or 2 months
And then they will say that the person has run away and
they don't pay him
Many times it happens that
They show that the person has run away and then they call
the same person
This happens a lot
These things have to be managed
Because it is not easy to get money out again
So in the first case, the retained recruitment system is
less headache for the company
And less headache for the recruitment agency
But it will be of brand value for your recruitment agency
Then you get such offers
Otherwise you don't get it before
First people use you in this way
Third is Staffing Recruiting
What is Staffing Recruiting?
This is the fourth one
Staffing Recruiters work for Staffing Agencies
Staffing Recruiting matches Qualified Applicants with
Qualified Job Openings
Moreover, Staffing Agencies typically focus on Short Term
or Temporary Employment Positions
Staffing Recruiters work for Staffing Agencies
As soon as they get to know about the job from outside
They find out about the job from the portal
So from that point of view
They match people
And try to mediate in between
By contacting people
I will get it done, I have some contacts
I will get it done
And then you can say
Retained Recruiting, Fixed Funda
Second is Contingency, Immediate
Third is they keep moving
But because they need a job
So they keep doing this
And their needs are fulfilled
And they give the job to the company
So this is Staffing Recruiting
In this, they mostly contact Qualified Applicants
The educated people
They contact them for a job
And they show them jobs in the company
Next is
They mostly work for Short Term
Outplacement
This was Staffing Recruiting
This is Outplacement Recruiting
Outplacement is typically an Employer Sponsored Benefit
See, Employer Sponsored
This is Outplacement Recruiting
Through Employer Sponsor
Which helps former employees
Former employees transition into new jobs
Former employees are offered new jobs
This is Outplacement Recruiting
In which your former employees
Who have retired
Who have gone somewhere else
By contacting them
The job is offered again
And that process
Where are we taking it?
In Outplacement Recruiting
Where are we taking it?
Outplacement Recruiting
What is Outplacement Recruiting?
Is typically an Employer Sponsored Benefit
Which helps former employees transition into new jobs
Outplacement Recruiting is designed to provide
Displaced employees with the resources to find new
positions or careers
Displaced employees can find new positions or careers
Because sometimes things are not happening from outside
So we contacted the former employees
And we tried to find out from them
What can this person do for us?
What position can he put him in?
And whatever you do in this process
That is called the Stopping Recruiting
So you will see that thing here
Are you getting it?
Is it clear?
Is it not clear?
There is no confusion
Now the next one is
Reverse Recruiting
What is Reverse Recruiting?
Refers to the process where
An employee is encouraged to seek employment
With a different organization
That offers a better fit for their skill set
In this, we motivate the employee
That you go for a better company
What does it say?
Refers to the process whereby an employee is encouraged
The employee is being encouraged to seek employment
For their job
With a different organization
That offers a better fit for their skill set
Which is availing a better option for their skill
We offer Reverse Recruiting
This is Reverse Recruiting
To help workers with this process
At our Reverse Recruiting days
We review, resume, conduct mock interviews And offer deep
dives into specific job roles
Click here for more information
So for this work
We work on things in depth
We tell them
That you can go elsewhere
You can leave
In a way, it is a process of VRS
You have to remove a person from the company
But you can't do it directly
So this type of recruiting is a process
So you have seen the types of recruiting
Internal Recruiting
Retained Recruiting
Internal Recruiting is
The position of the employees of the company
If there is a vacancy
Then you can remove someone from that position
And promote them
What is Retained Recruiting?
You have a permanent tie-up with a recruiting agency
You make a yearly payment
And as per your requirement
You tell your need time to time
And that person will hire a person for you
And this kind of recruiting is called Retained
There is a fixed payment
Then you said
Our third type was
Contingency Recruiting
What was in Contingency Recruiting?
In Retained Recruiting
You get a person from any recruiting agency
But when that person will hire you
That person is selected in the organization
Only after that, their payment is made
Otherwise, there is no such tie-up with them
Okay
Next is
Your contingency
Done
Now is
Staffing Agencies
What is Staffing Recruiting?
In Staffing Recruiting
There are individuals outside
Who see the vacancies from the job portal
Contact qualified candidates
And try to get them a job
That is called Staffing Recruiting
Then Outplacement Recruiting Out placement recruiting is
mostly employer sponsored benefit in which the employees
who have retired from the company or have left the company
for some other reason, you contact them and put them on a
new profile.
This is called out placement, which is sponsored by the
employer of the company.
Reverse recruiting refers to the process whereby an
employee is encouraged.
Here, the employee is encouraged to take the other employee
to his side.
This is what the recruitment agency does.
They give a good offer to a person, from where you get a
better offer, you go there, you will get a better benefit
of your skill.
This is the process that goes on.
And we count this process in reverse recruiting.
I think you will be getting this thing.
Is it clear?
Is there any confusion?
Okay, so this is the process of your recruitment.
Next is selection.
What is selection?
The selection is the process of choosing the most suitable
candidates for the vacant position in the organization.
What is selection? Selection is choosing the most suitable
candidate in your organization for the suitable post.
Most suitable candidate for the vacant position in your
organization.
The most suitable candidate for the vacant position in your
organization is called the process of selection.
In other words, selection means waiting out unsuitable
applicants and selecting those individuals with pre-request
site qualifications and capabilities to fill the jobs in
the organization.
You can also say that those who are not capable, you can
say that those who are not capable, you can say that those
who are not capable, you can say that those who are not
capable, you can say that those who are not capable, you
can say that those who
are not capable, you can say that those who are not
capable, you can say that those who are not capable, you
can say that those who are not capable, the selection
process is comprised of several steps.
1. Preliminary Interview 2.
Receiving Applications 3.
Screening of Applications 4.
Employment Test 5.
Interview 6.
Reference Checking 7.
Medical Examination 8.
Final Selection These are the 8 steps through which the
selection process is completed in a proper way.
1. Preliminary Interview 2.
Receiving Applications 3.
Screening of Applications 4.
Employment Test 5.
Interview 6.
Reference Checking 7.
Medical Examination These are the 8 crucial points through
which the selection process is completed in a proper way.
Compensation and Benefits 2.
Compensation and Benefits 3.
Compensation and Benefits are Crucial Functions of Human
Resource Management 4.
A Rewarding Compensation and Benefits Plan Attracts High
Performing Candidates 5.
Helps Foster Staff Motivation, Retention and Positive
Workplace Experience 5.
Helps Foster Staff Motivation, Retention and Positive
Workplace Experience
5. Helps Foster Staff Motivation, Retention and Positive
Workplace Experience 1.
Compensation is the financial value that a team member
receives in exchange for their services. 2. This monetary
value can include 3.
Wages, Salary, Commission and Bonus 4.
Benefits are non-monetary additional perks or rewards that
a company provides for a team member. 5. Certain benefits
may have a financial value even though a team member
receives no cash.
Examples for benefits with a monetary value include
Equity, stock options, health insurance and retirement
savings plans
These are all things that you don't get in monetary form at
that time
but you get them.
You get insurance from the company
You get retirement plans, savings plans, health insurance,
the company gives it to you
You get these things from the company
Non-monetary benefits may be a flexible working schedule,
paid time
Off or learning and development opportunity
But it is being given to you by the company and it is being
counted in your benefits
Retention and motivation
These are very important roles of HR which you have to play
and these are the work that has to be done
We saw earlier that the recruiting process, selection
process was done by the talent management of human resource
management department and second is compensation and
benefits which is played by the second unit Now we will
talk about training and development
Compliances and security at the spot for the employees
We will talk about that in detail I think you will be
getting these all things in clear view
You have to know these things carefully
As an employee you are going to become HR so it is
important for you to know these things
If you know these things practically then you will be able
to work easily in HR department
On the serious note, try to understand this thing
Understand? It will be useful for you
No, I haven't
What's it about?
That sounds interesting
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