hrm & staffing
Post on 01-Feb-2015
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Human Resource Human Resource Management Management & &
Staffing Staffing
Prof. Smita.Verma Prof. Smita.Verma
Human Resource Management Human Resource Management ProcessProcess
Forecasting Manpower Forecasting Manpower DemandDemandFuture Needs of Future Needs of
the the organization organization
Long Term PlanLong Term Plan TERM 5 yearsTERM 5 yearsGrowth & ExpansionGrowth & ExpansionNew FactoryNew Factory
Short Term PlanShort Term PlanTERM 1- 2 yearsTERM 1- 2 yearsAdding New ShiftAdding New ShiftReplacement Replacement
Forecasting Manpower Forecasting Manpower SupplySupply
Internal Labour SupplyInternal Labour SupplySkills Inventory-Skills Inventory-Employee’s DatabaseEmployee’s Database
Replacement Planning Replacement Planning - - Manager Inventory ChartManager Inventory Chart
Identifies potential candidates to fill specific Identifies potential candidates to fill specific managerial jobs .managerial jobs .
Succession Planning Succession Planning -- Identifies and trains the potential Identifies and trains the potential
candidates candidates
StaffingStaffing Staffing is a function of management which includes recruiting,Staffing is a function of management which includes recruiting,
training, developing and maintaining competent managers andtraining, developing and maintaining competent managers and
operatives for performing organizational tasks in an effectiveoperatives for performing organizational tasks in an effective
and efficient manner. It is a continuous process consisting ofand efficient manner. It is a continuous process consisting of
several activities such as estimating manpower needs, recruitment,several activities such as estimating manpower needs, recruitment,
selection, training and development, deciding on remunerationselection, training and development, deciding on remuneration
for work to be performed, transfer, promotion and performancefor work to be performed, transfer, promotion and performance
Process Includes : Process Includes : 1) RECRUITMENT 2) SELECTION 1) RECRUITMENT 2) SELECTION
RECRUITMENTRECRUITMENTTypes of Recruitment Types of Recruitment
SourcesSources INTERNAL SOURCEINTERNAL SOURCE
TransfersTransfers
PromotionPromotion
Up gradatingUp gradating
Dependent of Dependent of deceased family deceased family membermember
EXTERNAL SOURCE EXTERNAL SOURCE
Advertisement Advertisement
Education InstitutionsEducation Institutions
Employment AgenciesEmployment Agencies
Voluntary ApplicationVoluntary Application
Word of MouthWord of Mouth
Rec. at factory gateRec. at factory gate
Job PortalsJob Portals
Acquisitions & MergersAcquisitions & Mergers
Head Hunting & PoachingHead Hunting & Poaching
Contractor/ OutsourcingContractor/ Outsourcing
Internal RecruitmentInternal Recruitment
ADVANTAGESADVANTAGES
Familiarity of Candidate Familiarity of Candidate
Available information & Available information & observationobservation
Selection & Selection & Socialization – less Socialization – less expensiveexpensive
Enhances Employee Enhances Employee MoraleMorale
Retention of EmployeesRetention of Employees
DISADVANTAGESDISADVANTAGES
Lack of New IdeasLack of New Ideas
Expensive Training Expensive Training ProgramsPrograms
Political & Personal Political & Personal BiasBias
Ripple EffectRipple Effect
Some Unhappy Some Unhappy EmployeesEmployees
External RecruitmentExternal Recruitment
ADVANTAGESADVANTAGES
New IdeasNew Ideas
Valuable Information Valuable Information – Competitors Moves – Competitors Moves & Strategies & Strategies
Diverse Skills & Vast Diverse Skills & Vast ExperienceExperience
DISADVANTAGESDISADVANTAGES
Lack of ReliabilityLack of Reliability
Committing Committing MistakesMistakes
Expensive ProcessExpensive Process
Orientation Process Orientation Process – Time Consuming– Time Consuming
De-motivates De-motivates Internal EmployeesInternal Employees
The Recruitment ProcessThe Recruitment Process
Job AnalysisJob Analysis
JOB JOB DESCRIPTIONDESCRIPTION
(EMPHASIS IS ON JOB)(EMPHASIS IS ON JOB)
Objectives of the JobObjectives of the Job
Work to be PerformedWork to be Performed
Skills NeededSkills Needed
Responsibility InvolvedResponsibility Involved
Relationship of the Job Relationship of the Job to other Jobsto other Jobs
Working ConditionsWorking Conditions
JOB JOB SPECIFICATIONSPECIFICATION
(EMPHASIS ON INDIVIDUAL)(EMPHASIS ON INDIVIDUAL)
Minimum qualification Minimum qualification
Listing of Skills, Listing of Skills, Education & Work Education & Work Experience Experience
Job Analysis for Job Analysis for Head – Strategic marketingHead – Strategic marketing JOB DESCRIPTIONJOB DESCRIPTION(EMPHASIS IS ON JOB)(EMPHASIS IS ON JOB)
Forecasting, Forecasting, business plan business plan formulation, and formulation, and market potential market potential estimation for estimation for existing as well as existing as well as new product new product marketsmarkets
JOB JOB SPECIFICATIONSPECIFICATION
(EMPHASIS ON INDIVIDUAL)(EMPHASIS ON INDIVIDUAL)
A BE preferably with A BE preferably with an MBA (marketing), an MBA (marketing), must posses excellent must posses excellent analytical ability, be analytical ability, be action-oriented and action-oriented and possess excellent possess excellent communication skillscommunication skills
Steps in Selection ProcessSteps in Selection Process
Socialization ProcessSocialization ProcessInitial Process – Recruitment & SelectionInitial Process – Recruitment & SelectionExtended Process – Polices of organization, Extended Process – Polices of organization, Introduction to superior, peers and related Introduction to superior, peers and related departments, Familiar with Work Culture, departments, Familiar with Work Culture, Job Description, Proper TrainingJob Description, Proper Training
____________________________________________________________________________________A well planned induction helps the A well planned induction helps the employee to become integrated into the employee to become integrated into the organization, maximizing morale through organization, maximizing morale through early success and quickly raising the level early success and quickly raising the level of performance. of performance. Recruitment is not complete until the Recruitment is not complete until the individual is effective in the job and has individual is effective in the job and has adopted the values of the organization. adopted the values of the organization.
knowledge workerknowledge worker
Employees such as such as • Data analysts,,• Product developers,,• Planners,,• PProgrammers, , • RResearchers
• who are engaged primarily in who are engaged primarily in • AAcquisition,,• AAnalysis, , • Manipulation of Information in production of goods or Manipulation of Information in production of goods or
services. services.
knowledge workerknowledge workerA knowledge worker is anyone who works for a living at A knowledge worker is anyone who works for a living at the tasks of developing or using knowledge. the tasks of developing or using knowledge.
For example, a knowledge worker might be someone who For example, a knowledge worker might be someone who works at any of the tasks of works at any of the tasks of – Planning, Planning, – Acquiring, Acquiring, – Searching, Searching, – Analyzing, Analyzing, – Organizing,Organizing,– Storing, Storing, – Programming, Programming, – Distributing,Distributing,– Marketing, Marketing, – or otherwise contributing to the transformation and commerce of or otherwise contributing to the transformation and commerce of
information and those (often the same people) who work at using information and those (often the same people) who work at using the knowledge so produced. the knowledge so produced.
Thank You !!!Thank You !!!
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