Human Ressource Management

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Human Resource Management


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Meaning

Human Resource - Individuals who make up

the workforce of an organization

Management - achieving organizationalobjectives

Human Resource Management is consists of

the achievement of organizational objectives

through the people of the organization.


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Planning Organizational goals and

objectives

Organizing Jobs and decisions Leading Direction

Controlling Monitoring to ensure goals are

met

HRM involves


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Factors for growing importance

Needs of employees

Complexity of Managers job

Legislation Consistency

Expertise

Cost of Human Resource


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Legal

Benefits

HRP

ER TD

Appraisal

Career

Compensation

Functions


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Environmental Context

Legislature, executive and judiciary

Equality before law Prohibition of child labour

Welfare of the employees

Participative management

Politico Legal


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Economic

Competitors

Customers

Quality labour Work force Diversity

Globalization

Per Capita Income


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Reduces use of Man power

Introduction of new machines

Upgraded tasks Challenging jobs

Training

Impact on Productivity

Quality

Technology


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Countries and their culture

Sub cultures

Work ethics Regions

Cultural


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Emergence of HRM

Commodity : Demand and supply

Factor of Production : Land,labour,capital, org.

Goodwill : Welfare Humanitarian : Social & psychological needs

HR : Assets

Emerging : Partners


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Personnel

Management

Employee Relations

Follower

Production

Slow and reactive

Specialization

Invest on Capital

Bureaucratic

Individualism

Human Resource

Management

Partnering

Leader

Service

Fast and proactive

Cross training

Invest in knowledge

Focus on success

Team work


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Knowledge Management

Knowledge Management includes the strategies and

practices used in an organization to identify, create,

represent, distribute, and enable adoption of insights

and experiences which comprises the knowledge,either embodied in individuals or embedded in

organizational processes or practice.

Assess the data and information that exist within

them, and is a response to the concern that people

must be able to translate their learning into usable

knowledge

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A culture that supports learning and innovations both by

individuals and by the organization itself

A Learning Organization has a design and a culture which

takes into account the needs of the individuals in theorganization

A LO is organized in such a way that it scans for

information in its environment

Learning is when changes in knowledge happen within a

individual

Learning Organization


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Human Resource Planning

It is a process by which an organisation

ensures that it has the right number & kind of

people at the right place and at the right time,

capable of effectively and efficiently

completing those tasks that help the

organisation achieve its overall objectives.

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Importance

Need for Replacement of Personnel - Replacing old, retired ordisabled personnel.

Meet manpower shortages due to labour turnover

Meet needs of expansion / downsizing programmes - IT

companies

Cater to Future Personnel Needs

Nature of present workforce in relation with Changing

Environment

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Uses

Quantify people & positions required

Determine future staff-mix

Assess staffing levels to avoid unnecessary costs Reduce delays in procuring staff

Prevent shortage / excess of staff

Comply with legal requirements

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Process

Organizational Objectives

HR Programming

HR Demand Forecast HR Supply Forecast

HRP Implementation

Control & Evaluation

Surplus - Restricted Hiring,

Lay Off, VRS, Reduced Hours

Shortage - Recruitment &

Selection


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HR Demand Forecast

Process of estimating future quantity and quality

of manpower required for an organisation.

External factors - competition, laws & regulation,

economic climate, changes in technology and social

factors

Internal factors - budget constraints, productionlevels, new products & services, organisational

structure & employee separations


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Forecasting Techniques

Managerial Judgement - Managers discuss and arrive at afigure of inflows & outflows which would cater to futurelabour demand.

Delphi Technique - From a group of experts the personnelneeds are estimated.


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HR Supply Forecast

Process of estimating future quantity and quality

of manpower available internally & externally to

an organisation.

Supply Analysis

Existing Human Resources Internal Sources of Supply

External Sources of Supply


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Job Analysis

Process of collecting and studying information

relating to the operations and responsibilities of a

specific job.

Determination of tasks which comprise the job andof skills, knowledge, abilities and responsibilities

required of the worker for a successful performance

and which differentiates one job from all others.

Job analysis results in job description & job

specification

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Purpose / Use Of Job Analysis

Human Resource Planning

Recruitment & Selection

Job Evaluation Wage & Salary administration

Employee Training & Managerial Development

Performance Appraisal

Health & Safety

Job design


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Steps in Job Analysis

Collection of Organisational Structure Information

Selection of Representative Position to be Analysed

Collection of Job Analysis Data

Developing Job Description

Developing Job Specification


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Collection of Data

Who Collects ?

- On-the-job Employees, Supervisors, Consultants / trade

job analyst

What to Collect

- Physical & Mental activity involved

- Each task essential to achieve overall result

- Skill / Educational factor needed for the job

How to Collect ?

- Checklist, Interview, Observation, Diary Method


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Job Analysis

Job DescriptionA proper definition &design of work.

Job TitleLocationJob SummaryDuties & Responsibilities

Materials, Tools & Equipment usedForms & reports handledSupervision given / receivedWorking conditionsHazards & Safety precautions

Job SpecificationA statement of humanqualifications necessary to

do the job

Education & Qualifications

Experience & Training

Knowledge & Skills

Communication skills

Physical requirements - Height,Weight, Age

Personality requirements -

Appearance, Emotional stability


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Process of finding & attracting capableapplicants for employment.

The process begins when new recruits are

sought and ends when their applications are

submitted.

The result is a pool of applications from which

new employees are selected.


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RECRUITMENT NEEDS ARE OF 3

TYPES PLANNED i.e. the needs arising from changes

in organization and retirement policy.

ANTICIPATED Anticipated needs are thosemovements in personnel, which an

organization can predict by studying trends in

internal and external environment.

UNEXPECTED Resignation, deaths,

accidents, illness give rise to unexpected

needs.


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PURPOSE & IMPORTANCE

Attract and encourage more and more candidates toapply in the organization.

Create a talent pool of candidates to enable theselection of best candidates for the organization.

Determine present and future requirements of theorganization in conjunction with its personnel planningand job analysis activities.

Recruitment is the process which links the employers

with the employees. Increase the pool of job candidates at minimum cost.

Help increase the success rate of selection process bydecreasing number of visibly under qualified or overqualified job applicants.


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Help reduce the probability that job applicantsonce recruited and selected will leave theorganization only after a short period of time.

Meet the organizations legal and socialobligations regarding the composition of itsworkforce.

Begin identifying and preparing potential jobapplicants who will be appropriate candidates.

Increase organization and individual effectiveness

of various recruiting techniques and sources forall types of job applicants


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Recent Trends

OUTSOURCING

Advantages:

Company need not plan for human resources much in

advance. b. Value creation, operational flexibility andcompetitive advantage

c. turning the management's focus to strategic levelprocesses of HRM

d. Company is free from salary negotiations, weedingthe unsuitable resumes/candidates.

e. Company can save a lot of its resources and time


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E-RECRUITMENT

Advantages

Low cost No intermediaries

Reduction in time for recruitment.

Recruitment of right type of people. Efficiency of recruitment process.

Gives a 24*7 access to an online collection

of resumes.

Online recruitment helps the organizationsto weed out the unqualified candidates in an

automated way


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POACHING/RAIDING

Buying talent (rather than developing it) is the

latest mantra being followed by the organizations

today. Poaching means employing a competent and

experienced person already working with anotherreputed company in the same or different industry;

the organization might be a competitor in the

industry.


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Selection

Employee Selection is the process of putting

right men on right job. It is a procedure of

matching organizational requirements with the

skills and qualifications of people.


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Employee selection Process

Preliminary Interviews

Application blanks

Written Tests

Employment Interviews

Medical examination

Appointment Letter


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Application blanks- The candidates who clear

the preliminary interview are required to fill

application blank. It contains data record of the

candidates such as details about age,

qualifications, reason for leaving previous job,

experience, etc.


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Written Tests- Various written tests

conducted during selection procedure are

aptitude test, intelligence test, reasoning test,personality test, etc. These tests are used to

objectively assess the potential candidate.

They should not be biased.


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Employment Interviews- It is a one to oneinteraction between the interviewer and thepotential candidate. It is used to find whether thecandidate is best suited for the required job or not.But such interviews consume time and moneyboth. Moreover the competencies of the candidatecannot be judged. Such interviews may be biasedat times. Such interviews should be conducted

properly. No distractions should be there in room.There should be an honest communicationbetween candidate and interviewer.


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Medical examination- Medical tests are

conducted to ensure physical fitness of the

potential employee. It will decrease chances of

employee absenteeism.

Appointment Letter- A reference check is

made about the candidate selected and then

finally he is appointed by giving a formalappointment letter.


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Differentiation between recruitment and selectionDifferentiation between recruitment and selection

RecruitmentRecruitment

1. It the process of searching the

candidates for employment and

stimulating them to apply for jobs in

the organization.

2. The basic purpose of recruitments is

to create a talent pool of candidates to

enable the selection of best candidates

for the organisation, by attracting

more and more employees to apply in

the organisation.

3. Recruitment is a positive process i.e.

encouraging more and more

employees to apply .

4. Recruitment is concerned with tapping

the sources of human resources.

5. There is no contract of recruitment

established in recruitment

SelectionSelection

It Involves the series of steps by which

the candidates are screened for choosing

the most suitable persons for vacant

posts.

The basic purpose of selection process is

to choose the right candidate to fill the

various positions in the organisation.

Selection is a negative process as it

involves rejection of the unsuitable

candidates.

Selection is concerned with selecting themost suitable candidate through various

interviews and tests.

Selection results in a contract of service

between the employer and the selected

employee.

Human Ressource Management

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