Professional Documents
Culture Documents
Syllabus
Manpower Planning, Job Analysis, Job Description, Scientific Recruitment and Selection Methods. Motivating Employees Motivational Strategies, Incentive Scheme, Job-enrichment, Empowerment Job satisfaction, Morale, Personnel Turnover. Performance Appraisal Systems MBO Approach, Performance Counseling, Career Planning. Training and Development Identification or Training Needs, Training Methods, Management Development Programmes.
Reference Text
Human Resource Management P. Subba Rao
Personnel Management C. B. Mammoria Dessler : Human Resource Management (Prentice Hall India) Personnel / Human Resource Management : DeCenzo & Robbins (Prentice Hall India) D. K. Bhattacharya Human Resource Management (Excel)
Manpower Planning
Job Analysis
Environmental Scanning Company Strategy Performance Appraisal Company Databanks Training Employee Management and Development
If not, what type of people do we need, and how should we recruit them?
Job Analysis
Job analysis is a formal and systematic process used for obtaining information about the job. It is an investigation of duties and responsibilities necessary to do a job Determination of tasks which comprise the job and of skills, knowledge, abilities and responsibilities required of the worker for a successful performance and which differentiates one job from all others. Job Description
Job Analysis
Job Specification
Job description
It defines the purpose and scope of a job. Describes what job is all about, what are job content, environment and conditions of employment. Contents: A job description usually covers the following information:
Job specification
Job specification summarizes the characteristics needed for completing a job. It spells out the important attributes of a person in terms of education, experience, skills, knowledge and abilities to perform a particular job. This helps the organization to determine what kind of persons are needed to take up specific jobs. Job specifications can be classified into three categories: Essential Attributes Desirable Attributes Contra-Indicators
Job evaluation
Job analysis also helps in finding the relative worth of a job based on criteria such as: Degree of difficulty in the work Type of work done by the employee Skills and knowledge needed This, in turn, assists in designing proper wage policies, with internal pay equity between jobs.
Process of HRP
Forecasting the demand for Human Resources Organisational Decisions Workforce Factors Supply Forecasting Internal Labor Supply External Labour Supply
Quality and Nature of your Employees (in relation to what you see as the changing needs of your organisation)
Work Study
Study of a firms past employment needs over a period of years to predict future needs.
Ratio Analysis
A forecasting technique for determining future needs by using ratios between sales volume and no. of Employee needed.
HR Supply forecast
Employee Promotions
Company Reputation
recruitment
definition
Recruitment is a process of locating and encouraging potential applicants to apply for existing or anticipated job openings.
Recruitment aims at Attracting a large no. of qualified applicants who are ready to take up the job if its offered Offering enough information for unqualified persons to self-select themselves out
Unattractive jobs
Limited budgetary support Restrictive policies of government Compensation not matching as per the industry standard Economic Environment
Social Environment
Methods of Recruitment
Direct Method
Methods Internal of Method Recruitment Methods of Recruitment
Indirect Method
Methods of recruitment
Internal Method Promotions and Transfers Job Posting Employee Referrals
Selection
definition
To select means to choose.
Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job, from the pool of qualified candidates.
How well an employee is matched to a job is very important because it directly affects the amount and quality of the employees work.
Selection Process
Application / Resume Screening Interview Aptitude Test Group Discussion Selection Interview Reference Checks
Selection testing
Intelligence Test / Aptitude Test Personality Test Confidence, Emotional balance, behavioral pattern, interpersonal skills, motivation level etc. Simulation tests Assessment Centre Interview
Types of interview
Several types of interviews are commonly used depending on the nature and importance of the position to be filled: Non-directive / Unstructured Interview Directive / Structured Interview Situational Interview Behavioural Interview STAR Technique Stress Interview
Panel Interview
Interviewing Mistakes
Not asking right question and hence not getting relevant responses Snap Judgments May allow ratings to be influenced by his own likes and dislikes May have forgotten the interviews content after its conclusion Unduly influenced by person origin, cultural background etc.
Interviewing Mistakes
Halo Affect Positive Horn Affect Negative Candidate order in which you interview also affects how you rate them. Non verbal behaviour Interviewer behaviour Have been under pressure to hire candidates at short notices
Induction
Information to be provided
Explain about the company Show the department Introduce with the colleagues Introduction with the reporting heads Overview of the Job responsibilities, Seating place and relationship with other job Give the companys manual to the new recruits Company policies, rules and disciplinary procedure Give the details about pay, benefits, holidays, leave, etc. Idea about work culture Future training opportunities Career Path