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ASSIGNMENT ON PROCESS OF HUMAN RESOURCE PLANNING
SUBJECT : HUMAN RESOURCE MANAGEMENT
ROLL NO: 10H011
BY SATHISH RAJ.M.P
INTRODUCTION
Human resource planning is a series of activities consist of forecasting a future manpower requirements. Inventorying present manpower resources, anticipating manpower problems by projecting present resources into the future and comparing them with the forecast of requirements. To determine their adequacy, both quantitatively and qualitatively.
RECRUITMENT
Edwin.B.Flippo defined recruitment a “the process of searching for prospective employees and stimulating them to apply for jobs in the organization”
In general recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce
FACTORS AFFECTING RECRUITMENT
Company’s packageQuality of work lifeOrganizational cultureCareer planning and
growthCompany’s sizeCompany’s
product/servicesCompany’s growth rateRole of trade unionCost of recruitmentCompany’s name fame
Socio-economic Supply and demand Employment rateLabour market
conditionPolitical and legalInformation system
INTERNAL FACTORS EXTERNAL FACTORS
SOURCES OF RECRUITMENT
TransferPromotion
Direct recruitmentCasual callersMedia advertisementEmployment agenciesManagement
consultantsCampus recruitmentRecommendationsLabour contractorstelecasting
INTERNAL FACTORS EXTERNAL FACORS
MODERN TECHNIQUES OF RECRUITMENT
1) WALK –IN2) CONSULT-IN3) HEAD-HUNTING4) BODY SHOPPING5) BUSINESS ALLIANCES6) TELE-RECRUITMENT
SELECTION
According to Dale Yoder “selection is the process in which candidates for employment are divided into two classes, those who are to be offered employment and those who are to be”
In general selection is the process of collecting and evaluating information about an individual in order to extend an offer of employment, such employment could be either a first position for a new employee or different position for a current employee.
STAGES INVOLVED IN SLECTION OF CANDIDATES Receiving application forms Scrutiny Preliminary interview Tests Final interview Checking references Medical examination Appointment Probation Confirmation of service
JOB DESIGN
The process of job design has been defined as “specification of the contents, methods and relationships of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holders”
Job design is the process of a) Deciding the content of the jobb) Deciding methods to carry out the jobc) Deciding the relationship which exists in
organization
FACTORS AFFECTING JOB DESIGN
a) Task characteristicsb) The process of
work in the organization
c) Ergonomicsd) Work practices
a) Feedbackb) Autonomyc) variety
ORGANISATIONAL FACTORS BEHAVIUORAL FACOTRS
ENVIRONMENTAL FACTORS
Employee availability and abilitySocial and cultural expectation
JOB ANALYSIS
The process of determining the nature and contents of a particular job analysis. Such an analysis will bring out the following
i. The task to be performed in a given jobii. The conditions under which the job has
to be performed iii. The skills and capabilities required to
perform the job
JOB DESCRIPTION
Job description is a written statement of the nature and content of a particular job. It is prepared on the basis of information obtained through job analysis.
JOB DESCRIPTION STATEMENT FOR ACCOUNTANT
Name of the job : Accounting
Designation : Accounting
Department : Accounts Dept
Duties and responsibilities : should be able to prepare independently the following journal, ledger,
trail balance, final accounts, BRS
Working condition : 8 hrs / day and 6 days in a week
Accountability : the accountant will answer the accounts manager directly
JOB CLASSIFICATION
Job classification is a system for objectively and accurately defining and evaluating the duties, responsibilities, tasks and authority level of a job.
DEFINITION:Job classification may defined as “the process
of describing job listed in various groups”it is most frequently, formally
performed in large companies, civil service and government employment.
JOB EVALUATION
Job evaluation is an attempts to consider and measure the inputs required of employees(skill, effort, responsibility) for minimum job performance and to translate such measures into specific monetary returns.
METHODS OF JOB EVALUATION Ranking method Classification method Point method Factor comparison method
INDUCTION
Induction is concerned with the problem of introducing or orienting a new employee to the organization. Induction has gained added importance now a days and is important both for the supervisor and his new sub ordinates.
It is a last stage in the selection process. Induction or orientation is part of the socialization process which enables the new recruits to adopt themselves to their respective organizations and their cultures.
OBJECTIVES OF INDUCTION
Putting the new employees at his ease Creating interest in his job and the
company Providing basic information about working
arrangements Indicating the standards of performance
and behavior expected of him. Making the employee free.
Informing him about training facilities Creating the feeling of social security
PLACEMENT
Placement is a process of assigning a specific job to each of the selected candidate. It involves assigning a specific rank and responsibility to an individual. It implies matching the requirements of a job with the qualifications of the candidate
SIGNIFICANCE OF PLACEMENT
It improves employee morale It helps in reducing employee turnover It helps reducing absenteeism It helps in reducing accident rate It avoids misfits between the candidate
and the job It helps the candidate to work as per the
pre determined objectives of the organization
THANK YOU