hrm ppt - manpower planning and recruitment & selection

Download HRM PPT - Manpower Planning and Recruitment & Selection

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Manpower Planning and Recruitment & Selection

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Human resource management

Human resource managementSyllabusManpower 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.

Organisational Change and Development

Reference Text

Human Resource Management P. Subba RaoPersonnel Management C. B. MammoriaDessler : Human Resource Management (Prentice Hall India)Personnel / Human Resource Management : DeCenzo & Robbins (Prentice Hall India)D. K. Bhattacharya Human Resource Management (Excel)VSP Rao Human Resource Management (Excel)Gomez : Managing Human Resource (Prentice Hall India)Manpower Planning & Employee RecruitmentDefinition of Manpower PlanningProcess by which an organization ensures that it has the right number & kind of people at the right place and at the right time, capable of effectively and efficiently completing those tasks that help the organization achieve its overall objectives.

Manpower PlanningCompany StrategyWhat staff do we need to do the job?What staff is available within our organization?Job AnalysisWhat is the impact on Wage and Salary programIs there a match??If not, what type of people do we need, and how should we recruit them? Performance AppraisalCompany Databanks TrainingEmployee Management and DevelopmentEnvironmental ScanningJob AnalysisJob 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 jobDetermination 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 AnalysisJob DescriptionJob SpecificationUses of Job AnalysisPlanningRecruitment and SelectionTrainingPerformance AppraisalJob Evaluation Methods of collecting Job analysis dataPersonal ObservationInterview of Employee and SupervisorsPut the worker at easeMake the purpose of interview clearPhrase question in such a way that the answer will be in YES or NOSummarize the information obtained before closing the interviewPanel of ExpertsDiary MethodQuestionnaire MethodImpact of behavioural factors on Job analysisExaggerate the FactsEmployee AnxietiesResistance to change

Job descriptionIt 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: Designation Corporate Grade Reporting To Position Reporting to this Position Qualifications Experience Job Summary Main Responsibilities

Sample Job Description 1Sample Job Description 2Problems with job descriptionIt is not easy to reduce all the essential components of the job in the form of a clear and precise document.

Job description are sometimes not updated as the job duties change

The can limit the scope of activities of the job holder, reducing organizational flexibility.Job specificationJob 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 AttributesDesirable AttributesContra-IndicatorsJob evaluationJob analysis also helps in finding the relative worth of a job based on criteria such as:

Degree of difficulty in the workType of work done by the employeeSkills and knowledge needed

This, in turn, assists in designing proper wage policies, with internal pay equity between jobs.Importance of Manpower planningTalent pool

Prepare people for future

Smooth transition during expansion

Succession Planning

Support to overall business strategyProcess of HRPFactors of Manpower PlanningFactors in forecasting Personnel RequirementsProjected Turnovers (as a result of resignation and terminations)Quality and Nature of your Employees (in relation to what you see as the changing needs of your organisation)The financial resources available to your organisationTechniques to determine no. of recruitsManagerial JudgementWork StudyTechniques to determine no. of recruitsTrend AnalysisRatio AnalysisTechniques to determine no. of recruitsDelphi TechniquesHR Supply forecastEmployee Promotions

Availability of required talent in external labour market

Availability of desired manpower in desired sector

Population movement trend

Macro Economic conditions

Company Reputation

recruitmentdefinitionRecruitment is a process of locating and encouraging potential applicants to apply for existing or anticipated job openings.

Recruitment aims atAttracting a large no. of qualified applicants who are ready to take up the job if its offeredOffering enough information for unqualified persons to self-select themselves outConstraints and challengesPoor image

Unattractive jobs

Limited budgetary support

Restrictive policies of government

Compensation not matching as per the industry standard

Economic Environment

Social Environment

Methods of RecruitmentMethods of RecruitmentMethods of recruitmentInternal MethodPromotions and TransfersJob PostingEmployee Referrals

Direct MethodCampus Recruitment

Indirect MethodAdvertisementPrivate Employment Search firmsInternet Recruitment

Effectiveness of recruitment processCost per hire

Time-lapse between recruitment and placement ratio

Applicants performance

Turnover

SelectiondefinitionTo 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 ProcessApplication / ResumeScreening InterviewAptitude TestGroup DiscussionSelection InterviewReference ChecksBasic Concept of selection testThe quality of an employee selection test is determined by the three main factors:

Criterion Validity: A type of validity based on showing that scores on the test (predictors) are related to the job performance (criterion).

Content Validity: Test that contains fair sample of tasks and skills actually needed for the job.

Reliability: The consistency of scores obtained by same person when retested with identical or equivalent test. Selection testingIntelligence Test / Aptitude Test

Personality TestConfidence, Emotional balance, behavioral pattern, interpersonal skills, motivation level etc.

Simulation tests

Assessment Centre

Interview

Types of interviewSeveral 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 MistakesNot asking right question and hence not getting relevant responsesSnap JudgmentsMay allow ratings to be influenced by his own likes and dislikesMay have forgotten the interviews content after its conclusionUnduly influenced by person origin, cultural background etc.

34Interviewing MistakesHalo Affect PositiveHorn Affect NegativeCandidate order in which you interview also affects how you rate them.Non verbal behaviourInterviewer behaviourHave been under pressure to hire candidates at short notices

35InductionMeaning and ObjectiveMeaning:Induction means the task of introducing the new employees to the organization and is policies, procedures and rules.

Objective:Remove fearsCreates good impressionActs as a valuable source of informationInformation to be providedExplain about the companyShow the departmentIntroduce with the colleaguesIntroduction with the reporting headsOverview of the Job responsibilities, Seating place and relationship with other jobGive the companys manual to the new recruitsCompany policies, rules and disciplinary procedureGive the details about pay, benefits, holidays, leave, etc.Idea about work cultureFuture training opportunitiesCareer Path