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66-Session1+-+HRMS.ppt
- 2. Agenda My Introduction Introduction to Business Applications (BA) Introduction to HRMS Recruitment – Technique Employee Appraisal Employee Training Leave Accounting and Payroll Case study on Recruitment 2
- 3. Success in the IT Industry 3
- 4. Introduction to BA Applications to satisfy business needs Simplifies and supports the business Examples: Human Resource Management System Sales and Distribution Management System Production Planning Control System Banking System Customer Relationship Management System 4
- 5. The Story begins… Three young guys named Raj, Rahul and Rajiv are studying in IIT, Mumbai. In their final year they come up with a idea to develop mobile based software applications for health services. All three of them decide to form a company “HealthSoft Application Services Pvt. Ltd.” setup in Pune They work hard and come up with their first product which becomes a hit in the market. 5
- 6. After few years Initially the three friends are only ones working for the company After few years the company adds few more products and also the number of employees go up to 150 With growth come newer challenges – there are interpersonal issues, it is difficult to track the responsibility areas of the employees as well as the three owners, the recruitment cost keeps increasing, employees keep complaining of low salaries 6
- 7. The bigger challenges In midst of all this chaos, the company does well but its growth rate slows down. The three friends keep wondering what is wrong since they seem to do everything right. The sales team is bringing in the projects, the development team executes the project with perfection, the testing team does great work as well. So what exactly is missing…??? 7
- 8. Nailing the challenge After a lot of deliberation, the three friends understand what needs to be corrected…They had not really planned for the most important resource of their organization – the HUMAN RESOURCE They decide to hire an experienced Human Resource Manager – Sam, to create the HRMS (Human Resource Management System) for their organization 8
- 9. Introduction of HRMS Sam explains HRM is the organizational function that deals with issues related to people such as compensation hiring performance management organization development safety and wellness benefits employee motivation, communication administration training and development HRMS provide a link between human resource management and information technology 9
- 10. Recruitment Raj informs Sam that they have successfully bid for a new project and they will need to hire 25 more resources within next 2 months Sam decides to design the recruitment process which is the process of attracting, screening, and selecting qualified people for a job at an organization or firm. 10
- 11. Internal Sources Transfers: From one department to another Promotions: The employees are promoted from one department to other (or same) based on experience Upgrading and Demotion of present employees Retired and Retrenched employees The dependents and relatives of Deceased employees and Disabled employees Advantage: Recruitment from internal sources save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures 11
- 12. External Sources Source Advantage Press Advertisements Wide reach Educational Institutes - Campus Increases employment Recruitment Placement Agencies Wide options and short turn around time Government employment exchanges Cheaper Labour contractors Source manual labour Unsolicited applicants Create talent pool or database Employee referrals/Recommendations Increase loyalty of existing employees E-portals Increased reach 12
- 13. Recruitment Process 13
- 15. Employee Appraisal Performance appraisal rates the employees in terms of their performance It defines and measures the performance of the employees and the organization as a whole It is a tool for accessing the performance of the organization 15
- 16. Need for Appraisal Review the performance over a given period of time Judge the gap between actual and desired performance Diagnose the training and development needs Provide information for promotions, transfers etc. Provide clarity of the expectations and responsibilities of the functions Reduce the grievances of the employees Strengthen the relationship and communication between superior – subordinates 16
- 17. Appraisal Methods Top-Down Employee Performance Evaluations Peer-to-Peer Employee Performance Evaluations Self-Assessment Performance Reviews 360 Degree Appraisal Team Performance Appraisal Rank and Yank Strategy 17
- 18. Problems or Limitations while conducting appraisals Halo effect Horn effect Central tendency Leniency and strictness Spill over effect Fear of loosing subordinates and spoiling relations 18
- 19. Employee Training Objectives of Training - availability of a skilled and willing workforce to an organization Individual Objectives – help employees in achieving their personal goals Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society 19
- 20. Training methods 20
- 21. Training Benefits Increased job satisfaction and morale Increased efficiencies in processes, resulting in financial gain Increased capacity to adopt new technologies and methods Increased innovation in strategies and products Reduced employee turnover Enhanced company image Risk management, e.g., training about sexual harassment, diversity training 21
- 22. Case study HealthSoft has decided to expand operations further Its managers know that they have to expand its employment from 175 to 500 in next 1 year. In addition, the company branch at Nasik, needs to be closed, due to low performance. But then there are a few employees, employed at Nasik office, who have very good management skills; and a few who are technically skilled. These employees are the company’s assets & wouldn’t want to lay them off. 22
- 23. Case Study (contd.) The H.R managers are in a fix , in deciding the techniques to be used to increase employee strength in Pune, from 175 to 500. Suggest suitable business process that can be used for recruitment in Pune. Specify the different input documents(detailed documents) that are necessary for your specified business process & also suggest any supporting reports that can be obtained from your specified business process. 23
- 24. Solution Approach – First collect the direct stated facts The company decided to expand its operation Now the second part of the case study says - the company decides to close operations in Nasik. There are a few heads in Nasik, the company wish to retain, as assets. 24
- 25. Solution Approach – Second collect the unstated facts Indications of a hiring process. The HR co ordinates with different departments fo0r their demands of filling new employees. All the respective department heads fill their requirements in the ERP system, under HR - Recruitment module. HR decides to have a policy of Internal Hire for such potential candidates and shift its potential good candidates from Nasik location to Pune location 25
- 26. Different input documents The input data is: An employee requisition form from various departments stating the requests for hiring respective positions needed. The company HR may also use ERP - HR module to find suitable candidates to shift from Nasik to Pune, using the following search/report criterion. Reports required for hiring processes: No of vacancies Job descriptions - requirement of experience, skills, age, salary, position etc. Interview dates - Recruitment drives Resume bank - application pools Specify details about external and internal sources, recruitment process, and new trends in recruitment 26
- 27. Supporting reports The reports used for Inputs from any ERP software: Employee details - personal and official like name, address, family details, age, official such as - department details, reporting structure, etc. Employee Skills Employee Experience summary. Employee’s performance rating, based on their appraisal score. Employee salary structure 27
- 28. Important questions 1. What is HRM (Human Resource Management)? In HRM, which policies and practices carried out by management? 2. What is recruitment? What are the internal and external factors for recruitment? 3. What are the different methods of recruitments? Explain with example. Differentiate between external and internal recruitment? Advantages and Disadvantages of each. 4. What is purpose of recruitment? 5. Discuss stages of recruitment process? Explain the process of recruitment with diagram? 28
- 29. Important questions What are the different types of leaves? Define appraisal process. List any four objectives of Employee Appraisal List any four Traditional methods of Appraisal. What are the problems appear in appraisal? 29
- 30. Important questions Which are methods and technique of training? What is on job training and off job training? What are inputs in training and development? What are the objectives of Employee Training? 30
- 31. 31
Notes de l'éditeur
- Introduction to BA 15 Introduction to HRMS 15 Employee Database and Knowledge Management System 5 Recruitment – Technique 30 Case study on Recruitment 10 Questions 15 total 90
- There will be different systems to do some or all of these
- PRESS ADVERTISEMENTS: Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. EDUCATIONAL INSTITUTES: Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. PLACEMENT AGENCIES: Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing) EMPLOYMENT EXCHANGES: Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. LABOUR CONTRACTORS: Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs. UNSOLICITED APPLICANTS: Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organisation. EMPLOYEE REFERRALS / RECOMMENDATIONS: Many organisations have structured system where the current employees of the organisation can refer their friends and relatives for some position in their organisation. Also, the office bearers of trade unions are often aware of the suitability of candidates. Recruitment Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. RECRUITMENT AT FACTORY GATE: Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.
- Screening/Recruitment Technique/ Sources of Recruitments Expressions of Interest (EOI) by mailing their resumes or giving a call Evaluation of Job Profile, Experience Summary and applied candidate profile. Call of Action and Interview Short listing based on their performance at the interview and Reference checks Offer Letter and Appointment
- The external factors which affecting recruitment are the forces which cannot be controlled by the organisation. The major external forces are: SUPPLY AND DEMAND The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs. LABOUR MARKET Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants. IMAGE / GOODWILL Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBA’s when many finance companies were coming up. POLITICAL-SOCIAL- LEGAL ENVIRONMENT Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate can’t meet criteria stipulated by the union but union regulations can restrict recruitment sources. UNEMPLOYMENT RATE One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment. COMPETITORS The recruitment policies of the competitors also effect the recruitment function of the organisations. To face the competition, many a times the organisations have to change their recruitment policies according to the policies being followed by the competitors. The internal factors or forces which affecting recruitment and can be controlled by the organisation are RECRUITMENT POLICY The recruitment policy of an organisation specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. FACTORS AFFECTING RECRUITMENT POLICY • Organizational objectives • Personnel policies of the organization and its competitors. • Government policies on reservations. • Preferred sources of recruitment. • Need of the organization. • Recruitment costs and financial implications. HUMAN RESOURCE PLANNING Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess. SIZE OF THE FIRM The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations. COST Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. GROWTH AND EXPANSION Organization will employ or think of employing more personnel if it is expanding its operations.
- Halo – single positive trait Spill over- past affects present