Final POM Ppt

7/31/2019 Final POM Ppt

1/28

ATTRACTING &DEVELOPING

HUMAN RESOURCES

PREPARED BY,NAITIK SHAH

PRAISEY BULSARI


2/28

RECRUITMENT

The discovering of potential applicants for actual or

anticipated organizational vacancies.

o The basic purpose of recruiting is to develop a group of

potentially qualified people.


3/28


4/28

External Sources

o Employee working in other organizations.

o Job aspirants registered with employments exchanges.

o

Students from reputed educational institutions.

o Candidates responding to the advertisements, issued by the

organization.

o Unsolicited applications/walk-ins.


5/28

METHODS OF RECRUITMENT

Transfer: A lateral movement within the same grade, from

one job to another.

Promotion: Movement of an employee from a lower level

position to higher level position with increase in salary.

Job Posting: In this method, the organization publicizes job

openings on bulletin boards, electronic media and similar

outlets.


6/28

Employee Referrals: A recommendation from a current

employee regarding a job applicant.

Campus Recruitment: It is a method of recruiting by visiting

and participating in college campuses and their placement

centers.

Advertisements: These include advertisement in newspapers,

professional and technical journals, radio and television, etc.

Private Employment Search Firms: A search firm is a private

employment agency that maintains computerized lists of

qualified applicants.


7/28

Employee Exchanges

Gate Hiring and Contractors: A process where job seekers

present themselves at the factory gate and offer their

services on a daily basis.

Unsolicited Applicants

E-hiring


8/28

SELECTION

The process of picking individual who have relevant

qualifications to fill jobs in an organization.

The purpose of selection is to pick up the most

suitable candidate who would meet the requirements

of the job and the organization best.


9/28

SELECTION PROCESS

Reception

Screening Interview

Application Blank : It is a written form completed by job

aspirants detailing their educational background, previous

work history and certain personal data.


10/28

Selection Testing

Intelligence tests

Aptitude tests

Personality tests

Achievement tests

Simulation tests

Assessment centre

Graphology tests

Polygraph (Lie-detector) tests

Integrity tests


11/28

Selection Interview

Interview is the oral examination of candidates for employment.

Interview gives recruiter an opportunity,

To size up the candidate personality.

To make judgments on candidates enthusiasm.

To give facts to the candidate regarding the company, itspolicies, etc.


12/28

Medical Examination

Certain jobs require certain physical qualities like clear vision,

clear tone, etc.

Medical examination can give the following information,

Whether the applicant is medically suitable for the specific job

or not.

Whether the applicants physical measurements are in

accordance with job requirements or not.


13/28

Reference ChecksIn case the reference check is from the previous employer,

information in the following areas may be obtained. Period of employment

Pay and allowance

Rate of absence

Character

Progress etc.


14/28

Hiring Decisions

The line manager concerned has to make the final decision

now- whether to select or reject a candidate.

The organization sends the appointment order to the successful

candidates either immediately or after sometime depending

upon its time schedule.


15/28

PLACEMENT

Placement is the actual posting of an employee to a specific

job.

It involves assigning a specific rank and responsibility to an

employee.

The placement decisions are taken by the line manager after

matching the requirement of a job with the qualification of a

candidate.


16/28

Differential Placement

If the new recruits fails to adjust himself to the job and turns

out poor performance, the organization may consider his name

for placement elsewhere. Such second placement is called

differentialplacement.


17/28

INDUCTION/ORIENTATION

Introduction of a person to the job and the organization.

Induction serves the following purpose,

Removes fear

Creates a good impression

Acts as a valuable source of information


18/28

INDUCTION PROGRAM: STEPS

1. Introduction

2. Socialization

3. Follow-up


19/28

TRAINING & DEVELOPMENT

TRAINING : It is the act

of increasing the knowledge

and skills of an employee

for doing a particular job.

DEVELOPMENT :

Activities that prepare an

employee for future

responsibilities.


20/28

TRAINING & DEVELOPMENT: DISTINCTIONS

Learning Dimension Training Development

Who Non-managers Managers

What Technical-mechanical

operations

Theoretical-conceptual

ideas

Why Specific job-relatedinformation

General knowledge

When Short-term Long-team


21/28

OBJECTIVESOF TRAINING

The general objectives of any training programmed are:

To impart the basic knowledge and skill to new entrants andenable them to perform their jobs well.

To equip the employee to meet the changing requirements of

the job and the organization.

To teach the employees new techniques and ways ofperforming the job or operations.

To prepare employees for higher level tasks and build up a

second line of competent managers.


22/28

NEED FOR TRAINING

o Newly recruited employees require training so as to performtheir tasks effectively. Instruction, guidance, coaching help

them handle jobs competently, without any wastage.

o Training is necessary to prepare existing employees for higher-

level jobs (promotion).

o Existing employees require refresher training so as to keep

abreast of the latest developments in job operations. In the face

of rapid technological changes, this is an absolute necessity.

o Training is necessary when a person moves from one job to

another (transfer).


23/28


24/28

METHODS OF TRAINING

On the job training

Job Instruction Training

Coaching and Mentoring

Apprenticeship Training

Job rotation

Refresher training

Orientation training

Off the job training

Vestibule training

Role playing

Lecture method

Conference/ discussion

approach

Programmed instruction

Behaviourally Experienced

Training


25/28

EXECUTIVE DEVELOPMENT

The process in which executives acquire not only

skills and competence in their present jobs but also

capabilities for future managerial tasks of increasing

difficulty and scope.


26/28

METHODS OF DEVELOPING MANAGERS

Decision-making skills (a) In-basket

(b) Business game

(c) Case study

Inter-personal skills (a) Role play

(b) Sensitivity training

Job knowledge (a) On-the-job experience

(b) Coaching

(c) Understudy

Organisational knowledge (a) Job rotation

(b) Multiple management


27/28


28/28

Final POM Ppt

Documents

Transcript of Final POM Ppt