Introduction to HRM- HRP, RECRUITMENT, SELECTION

All about Human Resource management

1. Human Resource Management T.Y.B.Com , Semester-6 Dr. Sanchita Datta

2. Concept HRM is a process of managing human resources to improve individual, group and organizational effectiveness.

3. Nature of HRM Nature of HRM Process Multidisciplinary Approach Universal Application Continuous in nature Long term Benefits Objective oriented Development of potential

4. Scope/Activities of Human Resource Management Human Resource Planning(HRP)- HRM facilitates HRP which includes identifying manpower requirement in terms of quality and quantity, to undertake various activities of the organization. Acquisition Function- For acquiring the right type of manpower, the HR manager should make necessary arrangement for recruitment and selection of human resources. Proper procedure needs to be followed to select the right type of

5. manpower in the organization for the firm to grow. Compensation Function - Human Resource Managers have to pay compensation to employees for the services renderred so that the labor force will be satisfied and disputes will be minimized. Maintenance Function- It is important to maintain physical and mental health of the employees by providing fringe benefits like Provident Fund, educational expenses, etc.

6. Performance Appraisal - Human resource managers should praise the good work of the employees and increase their morale that they will get motivated to work with dedication for the organization. Placement Function- The HR manager is also responsible for proper placement of employees in the organization. Proper placement not only brings job satisfaction to the employees, but also results in higher efficiency of the employees

7. Career Development- HRM should fulfill career aspirations of the employees and should facilitate to meet the future requirements of the employees in the light of organizational goals. Employees’ Welfare- HRM is responsible for employees’ welfare. Welfare measures include canteen facilities, transport facilities, medical insurance, etc. Appropriate and timely welfare facilities motivate the employees and make them committed and dedicated towards their work and the organization.

8. Hence, Human Resource Management is very important in every organization to grow and achieve its organizational objectives. It has definitely proved to be a boon to the employees for their growth and development. Labour Relations- HRM is also concerned with the industrial relations like union-management relations, negotiating, settlement of industrial disputes, etc. Training and Development- One of the major activities of HRM is to provide training and development to the employees. this would enable the employees to acquire additional knowledge, improve skills and develop social behavior.

9. Functions of HRM Human Resource Planning Acquisition Function Performance Appraisial Promotion Placement Function Career Development Compensation Function

10. Importance of HRM Availability of Competent Manpower. Effective use of Manpower. Motivation of Manpower. Morale of employees. Career development of employees. Working relationships. Corporate image.

11. Concept of Strategic HRM Strategic HRM involves improving manpower policies and practices relating to selection, training, placement, compensation, performance appraisal, motivation and career development.

12. Features of Strategic HRM Strategic HRM takes proactive decisions relating to human resources. HR policies are flexible in nature. HR policies are reviewed periodically and changes are made therein. Strategic HRM gives importance to promotion by merit at the top level and by seniority at lower level.

13. Uses of Job Analysis Information Job Analysis Recruiting and Selection Decisions Performance Appraisal Job Evaluation— Wage and Salary Decisions (Compensation) Training Requirements Job Description and Job Specification

14. Compensation Job value Salary Bonus Relative job worth Job analysis information is crucial for estimating the value of each job and its appropriate compensation. Compensation (such as salary and bonus) usually depends on the job’s required skill and education level, safety hazards, degree of responsibility, and so on

15. Performance Appraisal How to do it Self-appraisal The discussion Setting goals Performance Appraisal A performance appraisal compares each employee’s actual performance with his or her performance standards. Managers use job analysis to determine the job’s specific activities and performance standards.

16. Training The job description should show the activities and skills—and therefore the training—that the job requires.

17. “Recruitment is a process of searching for prospective employees & stimulating them to apply for jobs.” - Edwin Flippo RECRUITMENT

18. Consultants Campus Recruitment Advertisements Recommendations Transfers Retirees Internal Ads Promotion SOURCES OF RECRUITMENT INTERNAL SOURCES EXTERNAL SOURCES

19. INTERNAL SOURCES Refers to recruitment that takes place from within the organization. It includes: Transfers & Promotions: Transfers implies shifting of an employee from one job to another without any shift in change of responsibilities, and on the other hand promotion refers to shifting of an employee to a higher position carrying higher status, responsibilities and pay. B) Retired and retrenched employees who want to return to company may be hired. C) Internal ads is done on the notice board of the company to inform the Departmental Heads for vacancy.

20. EXTERNAL SOURCES External sources of recruitment lie outside the organizations The include: Educational Institutions: Various companies visit many colleges which have made arrangements for campus interviews and recruit candidates. Colleges like IIT’S and IIM’s have a more than 100 famous companies like Barclays, Boston consultancy group coming and recruiting candidates.

21. B) Recruiting Agencies : These are basically various private consultancy firms like Price Waterhouse coopers, ABC group which recruit candidates on behalf of the client companies by charging a fee. E) Recommendations: Employees recruited through recommendations by trade unions. F) Press Advertising: Advertisements in newspapers and journals. Has wide reach. This method can be used for technical, clerical and managerial jobs.

22. INTERNAL SOURCES EXTERNAL SOURCES MERITS & DEMERITS OF INTERNAL & EXTERNAL SOURCES

23. SELECTION PROCEDURE

24. RECRUITMENT HEADS OF DISTINGUISH SELECTION Process of searching for prospective employees & stimulating them to apply for jobs. MEANING Process of choosing the most suitable candidate from those who apply for job. Advertising the job MAJOR FACTOR Final Selection Recruitment proceeds selection ORDER Selection follows recruitment To attract candidates to apply for the jobs PURPOSE Aims to select right candidate for the right job Staff function FUNCTION Line function Less time TIME REQUIRED More time as it is a lengthy process Not required HELP FROM EXPERTS May be required Not expensive COST FACTORS Expensive RECRUITMENT V/S SELECTION

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