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( An IACBE Accredited Institution )

Foundation Course
Principles of Management
Post Graduate Programme (2008 – 10)
(PGP)

Alliance Business School

Bangalore
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CHAPTER SIX

Human Resource Management

and Staffing
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Learning
Objectives
After reading this chapter, you should be able to:
o Define staffing organizations model.
o Describe the human resource / man power planning.
o Describe manager inventory chart.
o Explain the recruitment process.
o Explain how employees are trained.
o Describe the current HRM issues.
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Staffing Organizations Model

Organization
Vision and Mission
Goals and Objectives

Organization
Organization Strategy
Strategy HR
HR and
and Staffing
Staffing Strategy
Strategy

Staffing Policies and Programs

Support Activities Core Staffing Activities
Legal compliance Recruitment: External, internal
Selection:
Planning Measurement, external, internal
Employment:
Job analysis Decision making, final match
Staffing System and Retention Management
 Example of HR Department
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and Employment (Staffing) Function

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Forecasting Manpower Demand

Future Needs of
the organization

Long Term Plan

 TERM 5 years
Growth & Expansion
New Factory

Short Term Plan

TERM 1- 2 years
Adding New Shift
Replacement
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Forecasting Manpower Supply

Internal Labour Supply
 Skills Inventory
Employee’s Database
 Replacement Planning -

Manager Inventory Chart

Identifies potential candidates to fill specific
managerial jobs
 Succession Planning

Identifies and trains the potential candidates

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Manager Inventory Chart
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Internal Recruitment

ADVANTAGES DISADVANTAGES
 Familiarity of Candidate
 Lack of New Ideas
 Available information &
observation  Expensive Training
 Selection & Socialization – less
Programs
expensive
 Enhances Employee Morale
 Political & Personal
 Retention of Employees Bias
 Ripple Effect

 Some Unhappy
Employees
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External Recruitment

ADVANTAGES DISADVANTAGES
 New Ideas  Lack of Reliability

 Valuable Information  Committing

– Competitors Moves Mistakes
& Strategies  Expensive Process
 Diverse Skills & Vast  Orientation Process
Experience – Time Consuming
 De-motivates
Internal Employees
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The Recruitment Process

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Job Analysis

JOB DESCRIPTION JOB

(EMPHASIS IS ON JOB)
 Objectives of the Job
 Work to be Performed
 Skills Needed
 Responsibility Involved
 Relationship of the Job to
other Jobs
 Working Conditions
SPECIFICATION
(EMPHASIS ON INDIVIDUAL)
 Minimum qualification
 Listing of Skills,
Education & Work
Experience
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Job Analysis for

Head – Strategic marketing

JOB DESCRIPTION JOB SPECIFICATION

(EMPHASIS IS ON JOB) (EMPHASIS ON INDIVIDUAL)
 Forecasting, business  A BE preferably with
plan formulation, and an MBA (marketing),
market potential must posses excellent
estimation for existing analytical ability, be
as well as new product action-oriented and
markets possess excellent
communication skills
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Steps in Selection Process
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