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Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
Ethical  Issues In  Accounting And  Corporate  Governance
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Ethical Issues In Accounting And Corporate Governance

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  • 1. Human Resource Management
    Staffing
  • 2. Staffing: Definition
    Staffing is," filling positions in the organisation structure through identifying workforce requirements, inventorying the people available, recruitment, selection, placement, promotion, appraisal, compensation and training of needed people”
    - Harold Koontz and Cyril O’ Donnel
  • 3. Importance of Staffing
    Key Factor
    Complexities of Administration
    Scarcity of Personnel
    Cost of Developing for Conformity
    Training & Development
    Reduction of Employee Turnover
    Vital Assets
    Competitive Advantage
  • 4. Staff Selection Process/Sub-Functions of Staffing
    I Manpower Planning
    II Recruitment
    III Staff Selection Process
    IV Training & Development
    V Performance Appraisal
  • 5. I Manpower Planning
    Forecasting the requirement for personnel or employees in order to fulfill the objectives of the organisation like capacity expansion, entry into new markets and product extension including Mergers & Acquisitions programme
    Planning is needed as a lot of time is needed in identifying and recruiting people with the required competence
  • 6. II Recruitment
    The process of identifying sources from where the personnel can be employed and inducing them to offer themselves as candidates
  • 7. Sources of Recruitment
    A. Internal Sources
    B. External Sources
  • 8. A. Internal Sources
    Recruiting people
    -by way of transferring them from the other departments or
    -by way of promoting them from lower jobs or
    -by way of reemploying former employees who took retirement, voluntary or by superannuation
  • 9. Advantages of Internal Sources
    1.Job Satisfaction
    2.High Morale
    3.Sense of Security
    4.Preparation for promotion
    5.Building Loyalty
    6.Incentive for Hard Work
    7.Improving Efficiency
    8.Improving Co-ordination
    9.Less labour Turnover
    10.Attracting Efficient Personnel
    11.Simple Selection & Placement
    12.Employee Knowledge
    13.Lesser Training Expenses
  • 10. Limitations of Internal Sources
    Limited Applicability
    Less Choice
    Favouritism
    Stopping New Ideas
  • 11. B. External Sources
    Advertisement
    Employment/Placement Agencies
    Campus Recruitment
    Deputation
    Employee Referral
    Trade Unions
    Trade Associations/Chamber of Commerce
    Self-Offer
  • 12. III Staff Selection Process
    A. Screening the Applications
    B. Conduct of Selection Tests
    C. Conduct of Interviews
    D. Checking References
    E. Physical Examination
    F. Placement & Induction
  • 13. A. Screening the Applications
    Selecting the best
    Rejection of Incomplete Applications
    Fixing the criterion for acceptance or rejection of applications
  • 14. B. Selection Tests
    For evaluating performance, conducting aptitude test, personality test, and psychological test
    Advantages of Selection Tests
    1. impartial Selection
    2. objective and reliable
    3. evaluating mental ability
    4. comparison of candidates
    5. knowing their attitude
    6. measures potential abilities
    7. determining suitability of candidates
    8. rejection of unsuitable candidates
  • 15. Limitations of Selection Tests
    Not Providing Total Picture
    Not an Accurate Measure of Motivation
    Disliked by Executives
    Competent People are needed to conduct the tests
    Purpose Defeated when Dishonest people conduct
    Suitable only when large number of Applicants are there
  • 16. C. Interview
    Personal and Oral Examination
    Opportunity to Study the Candidate
    Testing of Communication Ability
    Additional Information can be collected
    Personality, Manners, Responsiveness etc., can be tested
  • 17. D. Checking References
    Testimonials from Academic Institutions
    References from the Previous Employer
    References from Distinguished Personalities
  • 18. E.Physical Examination
    By Qualified Physicians
    General Fitness
    Fitness for the Job
    Free from Chronic Diseases
  • 19. F. Placement and Induction
    Placement is the process of assigning the position and duties to the recruited personnel
    Induction is the process of familiarising the newly recruited personnel with their immediate superiors, their team members and the organisation structure and the ethos of the organisation
  • 20. Training & Development
    Training is, "a short-term process utilising a systematic and organised procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose”-Lawrence L. Steinmetz
    Development is," a long-term educational process utilising a systematic and organised procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose”-Lawrence L. Steinmetz
  • 21. Advantages/Importance of Training & Development
    Efficiency
    Untapped Potential
    Morale
    Knowledge
    Human Relation
    Supervision Cost
    Responsibility
    Human Assets
    Labour Turnover
    Productivity
    Learning Time
    Standardisation
    Wastages
    Confidence
    Rewards
    Promotion
    Individual Growth
  • 22. Limitations
    Many a Training Programme is a Waste with Poor Trainers
    Bad Trainers create a Negative Impact
    Dislocation of Work
    Bad & Non-Participative Leadership can defeat the Purpose of Training
    Organisations crippled by Favouritism and Nepotism can not be Improved by Training
    Confusion in Recognising Skill Sets
  • 23. Methods of Training
    On the Job Training
    Apprenticeship
    Job Rotation
    Vestibule Training
    Internship Training
    Off the Job Training
    Role Playing
    Case Study
    Sensitivity Training
  • 24. V. Performance Appraisal
    Salary Hike
    Promotion
    Designing Training & Development
    Making the Employees aware of their
    Potential
    Extracting Better Performance
  • 25. THANK YOU

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