Human resource management full

1.  Presentation by –
Mayank Patel

2.  Employment or Personnel Planning: The
process of deciding what positions the firm will
have to fill and how to fill them.
 For executives the term used is ‘succession
planning’.

3.  Trend analysis
◦ The study of a firm’s past employment needs over a
period of years to predict future needs.
 Ratio analysis
◦ A forecasting technique for determining future staff
needs by using ratios between a causal factor and
the number of employees needed.
◦ Assumes that the relationship between the causal
factor and staffing needs is constant

4.  Scatter plot
◦ A graphical method used to help identify the
relationship between two variables.
Size of Hospital Number of
(Number of Beds) Registered Nurses
200 240
300 260
400 470
500 500
600 620
700 660
800 820
900 860

5. Figure 5–3

6.  Computerized forecasting: Determination of
future staff needs by projecting sales, volume
of production and personnel required to
maintain this volume of output, using software
packages.
 Which ever method you use Managerial
Judgment will play a big role.

7.  Qualification inventory: manual or computerized
record listing employee’s education, career and
development interest, languages, special skills
and so on to be used in selecting inside
candidates for promotion.

8.  Personnel replacement Chart: Company
records showing present performance and
promotability of inside candidates for the most
important position.
 Position replacement card: A card prepared for
each position in a company to show possible
replacement candidates and their qualification.

9.  Central Recruitment office Vs Decentralize
recruiting
 Recruitment Effectiveness
50 - New hires
100- Offers made (2:1)
150- Candidates interviewed (3:2)
200- Candidates invited (4:3)
1200- Leads generated (6:1)

10.  Job Posting: Publicizing an open job to employees
(often by literally posting it on bulletin boards) and
listing its attributes, like qualifications, supervisor,
working schedule and pay rate.
 Rehiring
 Succession Planning: The ongoing process of
systematically identifying, assessing and
developing organizational leadership to enhance
performance.

11.  Advertising: media, construction (aida)
 Employment agencies: Government, Private
 Outsourcing white collar & other jobs
 Executive recruiters
 On demand Recruiting services (charges on
the bases of working hour)
 College Recruiting
 Employee referral
 Online

12.  The Media
(a) News paper
 Times
 Appointment
 Employment news,
 Sandesh, Divya Bhaskar, Gujarat
Samachar
 Classified, appointment

13. (b) TV & Radio
 For TV ( Local Channel advertisement
ex. Angel Broking on in cable net)
 For Radio (Military officers, Insurance
agent, Radio jockey)
(C) Journals and Technical
Magazines

14.  Compiling Headline
 Name of organization;
 The job;
 The person required qualifications experience
etc.;
 The pay and benefits offered;
 The Location;
 The action to be taken.
(Note : from

15.  AIDA model
◦ Attention
◦ Interest
◦ Desire
◦ Action

16. EMPLOYMENT AGENCIES
Government
Agencies
Private
Agencies

17.  Every state has a public, state run employment
service agency.
 These agencies are an important source of Blue-
collar and White-collar workers.
 Applicants for unemployment are required to
register and to make themselves available for job
interviews.

18.  Just go and register your name.
 No charge taken from Government agencies.
 Company will contact you through Letters or mail.

19.  Private employment agencies are important
sources of clerical, white-collar and managerial
personnel.

20. SOURCES OF REVENUE FOR
PRIVATE AGENCIES
• TAKE CHARGES FROM CLIENT COMPANY
• TAKE CHARGES FROM CANDIDATES.
• TAKE CHARGES FROM CLIENT COMPANY AND CANDIDATES BOTH.
Sources : United Consultants

22.  Executive recruiters are special kind of
Employment consulting agency who provides
the work force to the Firms.
 For the Executive recruitment, which includes
crucial Executive and Technical position so for
the Executive recruitment headhunters may be
the only option

23.  For this activity the clients of Executive recruiters
are getting their fees.

24.  They have many contacts, sufficient data of
Previous and current Employees, who working in
different fields, so any firm can ask any kind of
candidates who suits for their firms and Executive
recruiters will find that particular candidates.
 To hire Executive through Headhunter that will save
time of company and as a same time this activity will
reduce the cost of Advertisement for job.
 Executive recruiters will test all candidates before
placing them on job so because of that Employee
will perform properly in field and reduce the rate of
Employee turnover .

25.  The main thing which, as Employer we have to know is
fee charges of recruitment of employees.
 Generally in Every firms charges of recruitment is pre
decided. It is always base on the designation of
Employee.
 Ex ;- In career mosaic consulting service, the charges of
fee is already decided like,
 up to 1,00,000 salary 10%
 Up to 2,00,000 salary 20%
 Above 3,00,000 salary 30%

26.  Talk to some other firm’s clients. Get the name of two to
three companies for whom the firm has recently
completed recruitment. And ask such question as “
Placement was good or not?’’

27.  Generally in time of Executive recruitment Every
companies want to hire competitors current or previous
Executive or they can go for lower level companies
Executive.
 For this Executive Recruiters are the best way and this
activity can be done through two way
 formal recruitment
 Informal recruitment

29.  Online recruitment is the only medium through which an
employer can post a job listing in a few minutes.
Responses received are rapid and detailed too.
 Hence, the time spent on hiring is reduced by as much
as 65%.
 one survey found that on a typical day,more that 4
million people turn to the web looking for the jobs.

30.  Using web recruitment systems like recruitment
websites or job sites also play a role in simplifying
the recruitment process.
 Such websites have facilities where prospective
candidates can upload their CVs and apply for jobs
suited to them.
 Such sites also make it possible for recruiters and
companies to post their staffing requirements and
view profiles of interested candidates.

31.  Search and respond to resume postings online.
 Constantly monitor resume postings.
 Use criteria builders.
 Find resumes to match specifications.
 Setup interviews.
 Add graphics (like company logos) and active
hyperlinks to your corporate web site.

32.  Send mass e-mail to candidates direct from your
desk top.
 enhance newspaper advertisements by providing
candidates with an online application facility.
 Provide facts about company culture,
environment, practices and recruitment
processes, thus giving the company a higher
visibility.
 Receive, sort and shortlist online resumes.

33.  The term Campus Recruitment refers to the
system where various organizations visit to the
college (campuses) to recruit bright youngsters
to work for them.
 Students, who are keen on beginning their
professional career as soon as they finish studies,
find the opportunity knocking at their doors.
 They can thus get the training and acquire
professional skills immediately after college. This
is good opportunity to enter the job market as
entry otherwise becomes difficult.

34.  The various stages of the selection process remain
generally the same for these companies, with
some slight variations. This could be in the form of
an additional or fewer number of stages for some
companies.
The following are the stages that students
normally go through as a part of Campus
Recruitment:
(i) Aptitude Test (ii) GD (iii) Interviews

35.  Sending an employer’s representatives to
college campuses to prescreen applications
and create an applicant pool from the
graduating class is an important source of
trainees.
 But on campus recruiting is expensive and
time consuming.

36.  The campus recruiter has two primary goals:
◦ The main one is to determine whether a candidate is
worthy of further consideration.
◦ The other aim is to attract a good candidates.
 Employers naturally look among their employees
for those who can do the best job of identifying
top applicants and filling vacancies.

37.  Many college students get their jobs through
college internships.
 Internships can be a win-win situation for both
student and employers.
 Employer can use the interns to make useful
contributions while evaluating them as possible
full-time employees.

39. It is one kind of Agreement between Company and
Agency where Agency is bound to provide
manpower (employee) to the company as and when
required at the responsibility of the Agency.
MEANING OF CONTRACT

40. As agency is responsible for all its
recruitment so they proceed in the
following way.
Sources :M/s AP Security(pvt) ltd

41. TAKE THE INTERVIEW
Told rules and regulations of agency
and company.
Guide him regarding the work which he
has to do in the company.
Sources :M/s AP Security(pvt) ltd

42.  Address proof of the Candidates.
 Police clearance certificate.
 Two photographs.
Sources :M/s AP Security(pvt) ltd

43. After this all procedure if the Candidate is
perfect for the job then Agency give letter to
the Candidate which he has to present in that
company.
He receive I-card from the Agency as
well as from the company..
Sources :M/s AP Security(pvt) ltd

44. Company Contract Agency
Appoint
different
Candidates
Sources :M/s AP Security(pvt) ltd

45. Authority: The right to make decision,
direct others work and give orders.
Line Manager: A manager who is
authorized to direct the work of subordinates
and responsible for accomplishing the
organization goals.
Staff Manager: A manager who assists
and advise line managers.
HR managers are generally staff managers.
They are responsible for assist and advice
other line managers in issues related to HR.

46.  Line authority: direct his own department & other
service area.
 Implied authority: authority because of virtue of
others. Ex: direct access with top mgt.
 Functional Control: as a coordinator of personnel
services.
 Employee advocacy

47.  “Interrelated components working together to
collect, process, store and disseminate
information to support decision making,
coordination, control, analysis and visualization of
an organizational human resource management
activities.”

48.  “The procedure for determine the duties and skills
requirement of a job and the kind of person who
should be hired for it.”
 Means Job description & Job specification

49.  “ A list of a job’s duties, responsibilities, reporting
relation ship, working condition and supervisory
responsibilities- one product of a job analysis.”
Such as- Job title, Location, Job summary, Duties,
Machines, tools and equipments, material and
forms used, supervision given or received,
working condition, hazards.

50.  A list of job’s human requirement that is the
requisite education, skills, personality and so on
another product of a job analysis.”
Such as- education, experience, training, initiative,
physical efforts & skills, communication skills etc.

51.  Recruitment & Selection
 Compensation
 Performance appraisal
 Training
 Discovering Unassigned Duties

52. Strategic Choice- (Determine the data needed &
collection method for it)
Review Relevant back Ground
(Organization chart & Process Chart)
Select Representative Position
Collect the job related data & analyze it
Verify the information with worker or supervisor
Job Description & Job Specification

53. Input from
Plant manager
In put from
Suppliers
Job under Study
Inventory Control clerk
Information Out put
to Plant manager
Inventory Out put
to Plant Manager

54.  Interview
 Questionnaire
 Observation
 Participant Dairy

55.  Information sources
◦ Individual employees
◦ Groups of employees
◦ Supervisors with
knowledge of the job
 Advantages
◦ Quick, direct way to
find overlooked
information.
 Disadvantages
◦ Distorted information
 Interview formats
◦ Structured (Checklist)
◦ Unstructured

56.  Information source
◦ Have employees fill out
questionnaires to
describe their job-
related duties and
responsibilities.
 Questionnaire
formats
◦ Structured checklists
◦ Opened-ended
questions
 Advantages
◦ Quick and efficient way
to gather information
from large numbers of
employees
 Disadvantages
◦ Expense and time
consumed in preparing
and testing the
questionnaire

57.  Information source
◦ Observing and noting the
physical activities of
employees as they go
about their jobs.
 Advantages
◦ Provides first-hand
information
◦ Reduces distortion of
information
 Disadvantages
◦ Time consuming
◦ Difficulty in capturing entire
job cycle
◦ Of little use if job involves a
high level of mental activity.

58.  Information source
◦ Workers keep a
chronological diary/ log of
what they do and the time
spent in each activity.
 Advantages
◦ Produces a more
complete picture of the
job
◦ Employee participation
 Disadvantages
◦ Distortion of information
◦ Depends upon
employees to accurately
recall their activities

59.  Job identification
 Job summary
 Responsibility and duties
 Authority of incumbent
 Standard of performance
 Working Condition
 Job Specification

60.  Specification for Trained Personnel : Focus on
traits like length of previous service, quality of
relevant training, and previous job performance.
 Specification for Untrained personnel: Focus on
physical traits, personality, interests, or sensory
skills that imply some potential for performing or
for being trained to do the job.
 Specification based on Judgment
 Specification based on statistical analysis

61.  Job enlargement: Assigning workers same
level activities thus increasing the number of
activities they perform.
 Job enrichment: Redesigning jobs in a way that
increasing the opportunity for the worker to
experience feeling or responsibility, achievement,
growth & recognition.
 Job Rotation: Systematically moving workers
from one job to another.
Techniques of Job design

62.  Dejobbing:Broadening the responsibilities of
company’s job & encouraging the employees not
to limit them selves to what's on their job
description.

63.  Internal factors
leading to dejobbing
◦ Flatter organizations
◦ Work teams
 External factors
leading to dejobbing.
◦ Rapid product and
technological change
◦ Global competition
◦ Deregulation,
◦ Political instability,
◦ Demographic changes

64. Strategic Human
Resource Management

65.  Strategy is a way of doing something.
 Strategy includes formulation of goal and set of
action plans for accomplishment of that goal.
 So, strategy includes both planning and action.

66.  “ Strategic Management is the set of managerial
decisions and actions that determines the long
term performance of a corporation. It includes
environmental scanning, strategy formulation,
strategy Implementation, evaluation and control.
The study of strategic management, therefore,
emphasis monitoring and evaluating
environment opportunities & threats in the light
of corporations strength & weaknesses.”

67. Programmers
Budgets
Procedures
Corporate
_________
Business Unit
_________
Functional
External
Internal
Strategic
Control
Process &
Performance
Environmental
Scanning Strategy
Formulation
Strategy
Implementation
Evaluation
& Control
Strategic Management ProcessStrategic Management Process

68.  Area includes market standing, innovation,
productivity, physical & financial resources,
profitability, managerial performance &
development, work performance & attitude and
social responsibility.

69. Growth Strategies
(1) Internal growth
(2) Horizontal Integration
(3) Horizontal related diversification
(4) Conglomerate diversification
Un related diversification
(5) Vertical integration in related or unrelated
business
(7) Strategic alliance

70. Stability Strategy
Retrenchment Strategies:
Rid from specific business situation.
 Turnaround: GNFC
 Liquidation

71.  Business Level Strategy
◦ In what industries or businesses should we be
operating?
◦ How should we compete in chosen industry or
business?
 Functional Level Strategy

72. Stra. FormulationStra. Formulation Stra. ImplementationStra. Implementation
Is positioning forceIs positioning force
before actionbefore action
Is managing forceIs managing force
during the actionduring the action
Focus on effectivenessFocus on effectiveness It focus of efficiencyIt focus of efficiency
It is a Primary anIt is a Primary an
intellectual processintellectual process
It is a Primary anIt is a Primary an
operational processoperational process
It require goodIt require good
initiative & analyticalinitiative & analytical
skillskill
It requires specialIt requires special
motivation & leadershipmotivation & leadership
skillskill
It requires co-It requires co-
ordination among a fewordination among a few
individualindividual
It requires co-It requires co-
ordination among manyordination among many
personspersons

73. I. Establish target & standards
II. Measure the performance in relation to target
III. Analyze the deviation from acceptable
tolerance limit
IV. Execute modification where necessary and are
feasible

74. Role In Strategy Formulation
 HRM is unique position to supply competitive
intelligence
 The strength & weaknesses of company’s human
resources can have a determining effect on the
viability of company’s strategic option

75. Role in Strategy Implementation
 HRM supplies the workforce for executing the
strategy
 Role in down sizing & restructuring

76. Environment of Human Resource
Management

77. External Environment
 Political & Legal
 Economic
 Technological
 Cultural
Internal Environment
 Unions
 Organization Culture & conflicts
 Professional Bodies

78.  The legislature
 The executive
 The judiciary

79.  Suppliers
 Competitors
 Customers
 Industrial labor
Commitment to industry
Protective Legislation
Status
Employment pattern
Unionization
 Impact of Globalization

80.  Jobs tends to become more intellectual or
upgraded
 Increase obligation of training
 For technologically upgraded employees jobs are
rewarding
 Technology has impact on human relationship
 Jobs holder become highly professional and
knowledgeable

81.  Culture create the type of people who become
member of the organization
 The attitude of worker to word work is the result of
cultural background
 Time dimension has its roll in culture
 Work ethics, achievement needs & effort reward
expectation are result of culture

82.  Personal activities are influenced by union
 Wage agreement is signed by union
 Few organization has one union, few has more
than one. Ex: in Calcutta Corporation has about
100
 Most union have political linkages

83.  Personal Goal Vs Organizational goal
 Personal ethics Vs organizational ethics
 Rights Vs duties
 Authority Vs accountability
 Discipline Vs Autonomy
 Obedience Vs self respect

84.  NIPM: National Institute if Personnel management
 NIPM supply academic input to HR professionals
 NIPM offers post graduate diploma in personnel
management
 It also laid down certain code of ethics for HR
professionals

85. Enacted Environment:
 Out of external environment the environment that
organization creates for it self is called enacted
environment
 The positive benefit of enacted environment is it
makes organization proactive

86. Domain and Domain Consensus:
 It is a part of environment which the organization
carves out for itself.
 It is an activity of defining territory out of
environment
 All stakeholders must be agree with domain
Task Environment:
 This significant portion has greatest impact on
domain
 It includes range of product offered, technology
employed & strategies against competitors.

87.  Organization are not bricks, machinery or
inventories. They are people…..

88. MANAGERIAL
FUNCTIONS
Planning
Organising
Directing
Controlling
OPERATIVE
FUNCTIONS
Staffing
Development
Compensation
Motivation
Maintenance
Integration
Emerging Issues

89. STAFFING Job analysis, HRP, Recruitment,
Selection, Placement, Induction,
Internal Mobility
DEVELOPMENT
Competency profiling, Training and
development, Performance &
potential management, Career
management, 360 degree feedback
COMPENSATION
& MOTIVATION
Job design, Work scheduling, Job
evaluation, Compensation
administration, Incentives and
benefits

90. MAINTENANCE
Health, Safety, Welfare,
Social security
INTEGRATION
Employment relations, Grievance,
Discipline, Trade unions,
Participation, Collective
bargaining
EMERGING
ISSUES
HRIS, HR audit, HR scorecard,
International HRM, Workforce
Diversity

91. “Human Resource Management is the planning,
organizing, directing and controlling of
procurement, development, compensation,
integration, maintenance and separation of human
resources to the end that individual, organizational
and social objectives are accomplished.”

92. Personal Management
• Viewed labor as tool.
• Personnel department was not treated with respect
• Personnel functions was treated as a routine activity
meant to hire new employee & maintain record.
• It was never considered as a part of strategic
management process

93. Human Resource Management
 HRM views people as an important source or
assets to be used for benefit of organization,
employee & society.
 Distinct philosophy of Mutual goal, Mutual respect,
Mutual reward & Mutual responsibility.
 In 1990 The American Society of Personal
Administration (ASPA) changed its name to
Society for Human Resource management
(SHRM).

94.  Societal Objectives: Be ethical & socially
responsible
 Organizational Objectives: Role of HRM in bring
about organizational effectiveness
 Functional Objectives: To maintain departments
contribution at a level appropriate to
organizational need.
 Personal Objectives: To assist employee in
achieving their personal goal.

95. Owner / manager
Production
Manager
Sales
Manager
Office
Manager
Accountant
Personnel
Assistant

96. Chairman/ MD
Director
Production
Director
Finance
Director
Personnel/HRM
Director
R & D
Director
Marketing

97. Director – Personnel/HRM
Manager
Personnel
Manager
Administration
Manager
HRD
Manager
IR
HRP
HIRING
Grievance
handling
Compensation
PR
Medical
Canteen
transport
Legal
Appraisal
Training &
Development

98.  Fairness & firmness
 Tact & resourcefulness
 Sympathy & consideration
 Knowledge of labor & other terms
 Broad Social outlook
 Academic qualification

99.  Policies ensure consistent treatment
 Policies promote stability
 Policy serves as standard of performance
 Sound policies help to build employee motivation
& loyalty
 Sound policy help to resolve interpersonal and
inter group conflicts.

100.  Past practices
 Prevailing practices in rival companies
 Attitude & philosophy of founder & top Mgt.
 Attitude & philosophy of middle & lower Mgt.
 The knowledge & experience gained by handling
day to day personal problem.

101.  Principle of individual development
 Principles of scientific selection
 Principle of free flow of communication
 Participation
 Principles of fair remuneration & Incentive
 Principle of dignity of labor
 Principle of labor Management cooperation
 Principle of team sprit
 Principle to contribution of National Prosperity