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human resource mobilization

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Resource mobilization (osa)
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human resource mobilization

  1. 1. Submitted by: Banupreet kaur 35502 M.Com(3 Sem.)
  2. 2. Introduction  Human resource is the division of a business that is charged with finding, screening, recruiting, and training job applicants, and administering employee-benefit programs.  Resource Mobilization is the process of getting resources from the resource provider, using different mechanisms, to implement an organization’s predetermined goals. It is a theory that is used in the study of social movements and argues that the success of social movements depends on resources and the ability to use them.
  3. 3. Importance  To diversify and expand resources  To decrease dependency on others  To clean the image of the organization and expand relations  To fulfill responsibilities towards the community  To expand deep relations with the stakeholder and community  To enhance the dignity of one’s organization.
  4. 4. Features  Resources identification  Identification of resource provider  Right use of resource  Expansion of relations with the resource provider  Seeking out new resources  Lower financial risk.
  5. 5. Identify objectives Prepare RM plan Agreement/approval Implement Monitor and evaluation Resource mobilization
  6. 6. Manpower planning  Manpower planning is an important type of resource mobilization.  Manpower planning involves employing the right people in the right positions at the right time for the right kind of the work. This is essential for any organization to achieve its goal.
  7. 7.  Under manpower planning, the management needs to ask itself two basic questions of:  1.What kinds of people do we need?  2.How many people we need? It includes:  Job requirements  Recruitment  Selection  Training and development
  8. 8. Job Requirements The job requirements must be identified before an enterprise select employees for itself.  Conducting Job Analysis  Job Description  Job Specification
  9. 9. Recruitment  Recruitment refers to the overall process of identifying, attracting, screening, shortlisting, and interviewing, suitable candidates for jobs within an organization.  Sources of recruitment 1. Internal sources 2. External sources
  10. 10. Internal Sources : External Sources : • Promotions • Retirements • Former Employees • Transfers • Internal Advertisements • Employees Referrals • Recommendations • Unsolicited Applications • Advertisements
  11. 11. Selection  Selection is the process of picking or choosing the right candidate, who is most suitable for a vacant job position in an organization.  Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job
  12. 12. Selection Process Preliminary Interview Application Blank Selection Test Employment Interview Medical Examination Reference and Background Analysis Selection Decision Job Offer Employment Contract Evaluation
  13. 13. Training and Development  Training may be defined as any procedure, initiated by an enterprise, which intends to foster and enhance learning among the employees working in the enterprise. The owner himself takes the responsibility for developing and conducting the training program with an objective to enhance the employee’s job related skills and knowledge.
  14. 14. Importance of Training to organization  Better quality of work  Higher productivity  Cost reduction  High morale  Reduced supervision  Less learning period  Personal growth  Fewer accidents  Brings loyalty
  15. 15. Objectives of Training:  To improve job performance by enhancing employee's knowledge and skill.  To prepare employee's well competent to discharge the new responsibilities.  To impart skill how to operate the new machinery and equipments.  To reduce the wastages and accidents.  To build a second line for more responsible position at a later stage.
  16. 16. Reasons for the requirement  In order to continue with its work and achieve the works and targets  In order to begin or plan for new work  In order to maintain relationship with the community, individuals, government organizations, private organizations.  For the development of the various conditions of the organization.
  17. 17. Methods of Training On-the-job Training Methods: Off-the-Job Training Methods  Coaching  Mentoring  Job Rotation  Understudy  Lectures and Conferences  Simulation Exercises  Sensitivity Training  Transactional Training
  18. 18. Conclusion  A resource mobilization plan becomes effective when the organization analysis the existing resources at its disposal and run programs on the basis of a plan on the type and quantity of resources essential to achieve the strategic objectives(mission).
  19. 19. Reference  Kairala,Deepak.(2002) Resource mobilization  www.managementstudyguide.com  Wiredspace.wits.ac.za

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