Human Resource Management & Staffing

Anil Kumar

Presentation Covers
Human Resource Management (HRM) Phases of HRM HRM Process Types of Recruitment Recruitment Process Selection Process Socialization Process

Why Human Resource Management ?

According to Peter Drucker

Man, of all Resources available to man can grow and develop

Phases of Human Resource Management

It all began with, role of personnel manager being: Clerk Managing Dues Record Keeper Managing Time Keeping Channel of Communication between Employees + Management, Recruitment & Selection Industrial Relations Union Labour Laws Eg. Min. Wages, PF, ESIC Welfare Officer Recreation Training & Development

Human Resource Management Process

The organized function of 1) Planning of HR needs & 2) Recruitment 3) Selection 4) Development 5) Compensation 6)Evaluation of performance To fill those needs

Human Resource Management Process

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

Forecasting Manpower Supply

Internal Labour Supply
Skills Inventory Employees Database Replacement Planning Manager Inventory Chart Identifies potential candidates to fill specific managerial jobs Succession Planning Identifies and trains the potential candidates

Manager Inventory Chart

HR Actions Based on Demand & Supply Forecasting

No MP Demand MP HR ACTION Supply

1 2 3

Selection, Placement, Offer Competitive Pay Package Special Attention on Internal Staff Training & Development Removal of Excess Employees VRS, Early Retirement, layoffs Growth & Expansion Recruitment, Internal Promotion Training & Development

Training & Development

TRAINING
Training Top Level Training Lower Level

&

DEVELOPMENT

Staffing
Aimed at attracting and selecting individuals for different positions that facilitate the achievement of organizational goals Under-Staffing: Loses Business + Specialization Over-Staffing: Wasteful, Expensive & even expensive to eliminate excess staff Process Includes : 1) RECRUITMENT 2) SELECTION

Performance Appraisal
Key Points Evaluation Comparison Actual v/s. Standards Results Rewards Corrective Action

Compensation
MONETARY Cash, Gift Cheques, Performance Incentive, Bonus NON MONETARY Stock Options, Insurance, Car, Accommodation, etc.

RECRUITMENT Types of Recruitment Sources

EXTERNAL SOURCE INTERNAL SOURCE Advertisement Transfers Education Institutions Promotion Employment Agencies Up gradating Dependent of deceased Voluntary Application Word of Mouth family member Rec. at factory gate Job Portals Acquisitions & Mergers Head Hunting & Poaching Contractor/ Outsourcing

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

External Recruitment
ADVANTAGES New Ideas Valuable Information Competitors Moves & Strategies Diverse Skills & Vast Experience DISADVANTAGES Lack of Reliability Committing Mistakes Expensive Process Orientation Process Time Consuming De-motivates Internal Employees

The Recruitment Process

Job Analysis
JOB DESCRIPTION
(EMPHASIS IS ON JOB)

JOB SPECIFICATION
(EMPHASIS ON INDIVIDUAL)

Objectives of the Job Work to be Performed Skills Needed Responsibility Involved Relationship of the Job to other Jobs Working Conditions

Minimum qualification Listing of Skills, Education & Work Experience

Job Analysis for Head Strategic marketing

JOB DESCRIPTION JOB SPECIFICATION
(EMPHASIS IS ON JOB) (EMPHASIS ON INDIVIDUAL)

Forecasting, business A BE preferably with an plan formulation, and MBA (marketing), must market potential posses excellent estimation for existing analytical ability, be as well as new action-oriented and product markets possess excellent communication skills

Steps in Selection Process

Socialization Process
Initial Process Recruitment & Selection Extended Process Polices of organization, Introduction to superior, peers and related departments, Familiar with Work Culture, Job Description, Proper Training _____________________________________ _____ A well planned induction helps the employee to become integrated into the organization, maximizing morale through early success and quickly raising the level of performance. Recruitment is not complete until the

Recap of what we understood

About Human Resource or Manpower Various Phase of Human Resource Human resource management process planning, staffing, training and development, performance appraisal and compensation. Recruitment internal and external sources. Recruitment process job analysis, job description, job specification, attract pool of recruits and selection. Selection process preliminary screening, application blank, tests, interviews, reference checks, physical examination and selection. Socialization of new recruits initial and extended socialization

Question & Answer

CONCLUDE
An organizations performance & resulting productivity are directly proportionate to Quality + Quantity of its Human Resource.

Thank You !!!