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STAFFING
RECRUITMENT
SELECTION SOCIALIZATION
Human Resource Management (HRM) may be defined as the function of planning for human resource needs and recruitment, selection, development, compensation and evaluation of performance to fill those needs.
(b) SELECTION
(3) TRAINING & DEVELOPMENT (4) PERFORMANCE APPRAISAL (5) COMPENSATION
RECRUITMENT
STAFFING SELECTION TRAINING AND DEVELOPMENT
PERFORMANCE APPRAISAL
COMPENSATION
Human Resource Planning is the process of determining future human resource needs relative to an organisations strategic plan and devising the steps necessary to meet those needs.
Parts of HRM
1) 2) 3)
Marketing Manager
------------------------D.Srinivasa Rao (41, 2,C)
Personnel Manager
---------------------------Sarita (40, 4, B)
Nagarjuna (45,7,B) --------------------------A.M.Kumar (50, 8, D) --------------------------N.Shivani (44,6,A) --------------------------G.Akhilesh (30,2,B) --------------------------H.Lavanya (27,1,C)
A Immediately Promotable B Promotoable in 1 Year C - Potential for further promotion D- Satisfactory, but not promotable E Terminate
STAFFING
Staffing is defined as filling and keeping filled, positions in the organisation. Take into account internal factors of the firm such as Personnel Policies, Climate in Organisation, Appraisal System. For example with changes in technology need for hiring workers who can work with high technology demands.
Recruitment
Recruitment is the process of identifying and attempting to attract candidates who are capable of filling job vacancies appropriately.
To attract those applicants who are best qualified to fill the vacancies. Effective selection depends on effective recruitment. Sources of Recruitment 1. Internal Recruitment 2. External Recruitment
External Recruitment
Employment Agencies
Voluntary Applicants Referrals by Current Employees
Recruitment Process
Perform Job Analysis Design Job Description Develop a Job Specification Attract a Pool of Applicants Select the Best Recruits
Job Analysis
1. Analysing the environment (nature of competition, customers etc.) in which employees work. 2. Determining duties and responsibilities to be discharged. 3. Observing and recording the various tasks of the job as they are actually performed.
Job Analysis
Job Analysis is often done through interviews, direct observation or by using a questionnaire that is completed by the person current holding the job and his immediate supervisor. It forms the basis for Job Description and Job Specifications. Systematic Job Analysis
1. 2.
First three dimensions Input and Job Activities. Fourth dimension Output and Job Performance
5.
The sources of information that are critical to Job Performance. Information processing and decisionmaking critical to Job Performance. The amount of physical activity and skill required for the job. Physical working conditions and reactions of individuals to those conditions. Other characteristics of the job, such as work schedules and work responsibilities.
SELECTION PROCESS
1) 2) 3)
4) 5) 6) 7)
PRELIMINARY SCREENING APPLICATION BLANK SELECTION TEST Intelligence tests, personality tests, knowledge tests, performance tests. COMPREHENSIVE TESTS - Structured, Semi-structured, Unstructured REFERENCE CHECK-Mail, Phone, Person PHYSICAL EXAMINATION MAKING THE SELECTION
SOCIALISATION
SOCIALISATION-Process of adaption by new employee is referred as Socialisation Process. A. Initial Socialisation occurs during recruitment, selection, and during introductory training efforts by firm. B. Extended Socialisation aims at making recruit feel that he or she is an integral part of the company.