Hrm dilip


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Hrm dilip

  2. 2. 1. List the various steps involved in Selection Process. Selection Process In HRM The selection process consists of various steps. At each stage facts may come to light which may lead to rejection of the applicant. Steps involved in the selection are: - 1. Application 2. Preliminary interview: - Initial screening is done to weed out totally undesirable/unqualified candidates at the outset. It is essentially a sorting process in which prospective candidates are given necessary information about the nature of the job and the organization. 3. Application blank: - Application form is a traditional and widely used device for collecting information from candidates. The application form should provide all the information relevant to selection. 4. Selection test: - Psychological are being increasingly used in employee selection. A test is sample of some aspects of an individual’s attitude, behavior and performance. It also provides systematic basis fro comparing the behavior, performance and attitudes of two persons. 5. Employment interview: - An interview is a conversation between two persons. In selection it involves a personal, observational and face to face appraisal of candidates for employment. 6. Medical examination: - Applicants who have crossed the above stages are sent for a physical examination either to the company’s physician or to a medical officer approved for the purpose. 7. Reference checks: - The applicant is asked to mention in his application form the names and addresses of two or three persons who know him well. 8. Final approval: - The shortlisted candidates by the department are finally approved by the executives of the concerned department. Employment is offered in the form of appointment letter mentioning the post, the rank, the grade, the date by which the candidate should join and other terms and conditions in brief. HRM Assignment-02;Dilip Singh;DFT-06 Page 2
  3. 3. 2. List various sources of Recruitment and Factors affecting Recruitment. Explain theRecruitment process being adopted in any organization you are familiar with.Sources of Recruitment: 1.Present Permanent Employees: Organizations consider the candidates from this source for higher level of jobs due to availability of most suitable candidates for jobs relatively or equally to external sources, to meet the trade union demands and due to the policy of the organization to motivate the present employees. 2. Present temporary/casual Employees: Organizations find this source to fill the vacancies relatively at the lower level owing to the availability of suitable candidates or trade union pressures or in order to motivate them on present job. 3. Retrenched or Retired Employees: Employees retrenched due to lack of work are given employment by the organization due to obligation, trade union pressure etc. Sometimes they are re-employed by the organization as a token of their loyalty to the organization or to postpone some interpersonal conflicts for promotion. 4. Dependents of Deceased, Disabled, retired and present employees: Some organizations function with a view to developing the commitment and loyalty of not only the employee but also his family members. 5. Employee Referrals: Present employees are well aware of the qualifications, attitudes, experience and emotions of their friends and relatives. They are also aware of the job requirements and organizational culture of their company. As such they can make preliminary judgment regarding the match between the job and their friends and relatives. 6. Campus Recruitment: These candidates are directly recruited by the Company from their college/educational institution. They are inexperienced as far as work experience is concerned. 7. Private Employment Agencies/Consultants: Public employment agencies or consultants like ABC Consultants in India perform recruitment functions on behalf of a client company by charging fees. Line managers are relieved from recruitment functions and can concentrate on operational activities.HRM Assignment-02;Dilip Singh;DFT-06 Page 3
  4. 4. 8. Public Employment Exchanges: The Government set up Public Employment Exchanges in the country to provide information about vacancies to the candidates and to help the organization in finding out suitable candidates. As per the Employment Exchange act 1959, makes it obligatory for public sector and private sector enterprises in India to fill certain types of vacancies through public employment exchanges. 9. Professional Organizations: Professional organizations or associations maintain complete bio-data of their members and provide the same to various organizations on requisition. They act as an exchange between their members and recruiting firm. 10. Data Banks: The management can collect the bio-data of the candidates from different sources like Employment Exchange, Educational Training Institutes, candidates etc and feed them in the computer. It will become another source and the co can get the particulars as and when required. 11. Casual Applicants: Depending on the image of the organization its prompt response participation of the organization in the local activities, level of unemployment, candidates apply casually for jobs through mail or handover the application in the Personnel dept. This would be a suitable source for temporary and lower level jobs. 12. Similar Organizations: Generally experienced candidates are available in organizations producing similar products or are engaged in similar business. The Management can get potential candidates from this source. 13. Trade Unions: Generally unemployed or underemployed persons or employees seeking change in employment put a word to the trade union leaders with a view to getting suitable employment due to latter rapport with the management. 14. Walk In: The busy organization and rapid changing companies do not find time to perform various functions of recruitment. Therefore they advise the potential candidates to attend for an interview directly and without a prior application on a specified date, time and at a specified place. 15. Consult In: The busy and dynamic companies encourage the potential job seekers to approach them personally and consult them regarding the jobs. The companies select the suitable candidates and advise the company regarding the filling up of the positions.HRM Assignment-02;Dilip Singh;DFT-06 Page 4
  5. 5. 16. Body Shopping: Professional organizations and the hi-tech training develop the pool of human resource for the possible employment. The prospective employers contact these organizations to recruit the candidates. Otherwise the organizations themselves approach the prospective employers to place their human resources. These professional and training institutions are called body shoppers and these activities are known as body shopping. The body shopping is used mostly for computer professionals. Body shopping is also known as employee leasing activity. 17. Mergers and Acquisitions: Business alliances like acquisitions, mergers and take over help in getting human resources. In addition the companies do also alliances in sharing their human resource on adhoc basis. 18. E_recruitment: The technological revolution in telecommunications helped the organizations to use internet as a source of recruitment. Organizations advertise the job vacancies through the worldwide wed (www). The job seekers send their applications through e-mail using the Internet. 19. Outsourcing: Some organizations recently started developing human resource pool by employing the candidates for them. These organizations do not utilize the human resources; instead they supply HRs to various companies based on their needs on temporary or ad-hoc basis.Factors governing recruitment:A. External Factors:• Demand and Supply (Specific Skills)• Unemployment Rate (Area-wise)• Labor Market Conditions• Political and Legal Environment (Reservations, Labor laws)• ImageB. Internal Factors• Recruitment Policy (Internal Hiring or External Hiring?)• Human Resource Planning (Planning of resources required)• Size of the Organization (Bigger the size lesser the recruitment problems)• Cost• Growth and Expansion PlansHRM Assignment-02;Dilip Singh;DFT-06 Page 5
  6. 6. Recruitment Process in Ford Motor Company, U.S.A.Ford pays attention on diversity in working place Ford gives opportunity to differentemployees, no matter what kinds of race, ethnicity, gender, age, and so on. Ford believes thatdiversity proves company values and diversity team can have better performance. Ford valueand respect each individual. Ford’s recruiting is a two-step process: First step- Selecting potential people from the information candidates provideSecond step-Candidates are invited to the talent management conference, where candidatesand Ford’s managers and employees can meet each other and have depth understanding ofeach other. It is meet what Ford emphasizes- Employee Involvement.The employees that Ford looks for are the people who can meet company mission-Consumer- focused company. The qualities that employees should have can be grouped inthree clusters- Integrity, Flawless Execution and Relationship.HRM Assignment-02;Dilip Singh;DFT-06 Page 6
  7. 7. 3. What do these acts enforce and what are their benefits?The Factory Act 1948 (Sections 44 to 49)44. FACILITIES FOR SITTING.(1) In every factory suitable arrangements for sitting shall be provided and maintained for allworkers obliged to work in a standing position, in order that they may take advantage of anyopportunities for rest which may occur in the course of their work.(2) If, in the opinion of the Chief Inspector, the workers in any factory engaged in a particularmanufacturing process or working in a particular room are able to do their work efficiently ina sitting position, he may, by order in writing, require the occupier of the factory to providebefore a specified date such seating arrangements as may be practicable for all workers soengaged or working.(3) The State Government may, by notification in the Official Gazette, declare that theprovisions of sub-section (1) shall not apply to any specified factory or class or description offactories or to any specified manufacturing process.45. FIRST AID APPLIANCES.(1) There shall in every factory be provided and maintained so as to be readily accessibleduring all working hours first-aid boxes or cupboards equipped with the prescribed contents,and the number of such boxes or cupboards to be provided and maintained shall not be lessthan one for every one hundred and fifty workers ordinarily employed at any one time in thefactory.(2) Nothing except the prescribed contents shall be kept in a first-aid box or cupboard.(3) Each first-aid box or cupboard shall be kept in the charge of a separate responsible personwho holds a certificate in first-aid treatment recognized by State Government and who shallalways be readily available during the working hours of the factory.(4) In every factory wherein more than five hundred workers are ordinarily employed thereshall be provided and maintained an ambulance room of the prescribed size, containing theprescribed equipment and in the charge of such medical and nursing staff as may beprescribed and those facilities shall always be made readily available during the workinghours of the factory.HRM Assignment-02;Dilip Singh;DFT-06 Page 7
  8. 8. 46. CANTEENS.(1) The State Government may make rules requiring that in any specified factory whereinmore than two hundred and, fifty workers are ordinarily employed, a canteen or canteensshall be provided and maintained by the occupier for the use of the workers.(2) Without prejudice to the generality of the foregoing power, such rules may provide for -(a) the date by which such canteen shall be provided;(b) the standards in respect of construction, accommodation, furniture and other equipment ofthe canteen;(c) the foodstuffs to be served therein and the charges which may be made therefor;(d) the constitution of a managing committee for the canteen and representation of theworkers in the management of the canteen the items of expenditure in the running of thecanteen which are not to be taken into account in fixing the cost of foodstuffs and which shallbe borne by the employer.(e) the delegation to the Chief Inspector, subject to such conditions as may be prescribed, ofthe power to make rules under clause (c).47. SHELTERS, REST ROOMS AND LUNCH ROOMS.(1) In every factory wherein more than one hundred and fifty workers are ordinarilyemployed, adequate and suitable shelters or rest rooms and a suitable lunch room, withprovision for drinking water, where workers can eat meals brought by them, shall be providedand maintained for the use of the workers : Provided that any canteen maintained inaccordance with the provisions of section 46 shall be regarded as part of the requirements ofthis sub-section : Provided further that where a lunch room exists no workers shall eat anyfood in the work room.(2) The shelters or rest rooms or lunch rooms to be provided under sub-section (1) shall besufficiently lighted and ventilated and shall be maintained in a cool and clean condition.(3) The State Government may - (a) prescribe the standards in respect of construction,accommodation, furniture and other equipment of shelters, rest rooms and lunch rooms to beprovided under this section;(b) by notification in the Official Gazette, exempt any factory or class or description offactories from the requirements of this section.HRM Assignment-02;Dilip Singh;DFT-06 Page 8
  9. 9. 48. CRECHES.(1) In every factory wherein more than thirty women workers are ordinarily employed thereshall be provided and maintained a suitable room or rooms for the use of children under theage of six years of such women.(2) Such rooms shall provide adequate accommodation, shall be adequately lighted andventilated, shall be maintained in a clean and sanitary condition and shall be under the chargeof women trained in the care of children and infants.(3) The State Government may make rules - (a) prescribing the location and the standards inrespect of construction, accommodation, furniture and other equipment of rooms to beprovided, under this section;(b) requiring the provision in factories to which this section applies of additional facilities forthe care of children belonging to women workers, including suitable provision of facilities forwashing and changing their clothing;(c) requiring the provision in any factory of free milk or refreshment or both for suchchildren;(d) requiring that facilities shall be given in any factory for the mothers of such children tofeed them at the necessary intervals.49. WELFARE OFFICERS.(1) In every factory wherein five hundred or more workers are ordinarily employed theoccupier shall employ in the factory such number of Welfare officers as may be prescribed.(2) The State Government may prescribe the duties, qualifications and Conditions of serviceof officers employed under sub-section (1).HRM Assignment-02;Dilip Singh;DFT-06 Page 9
  10. 10. Payment of Wages Act 1936ApplicabilityIt applies in the first instance to the payment of wages to persons employed in any factory, topersons employed (otherwise than in a factory) upon any railway by a railway administrationor, either directly or through a subcontractor, by a person fulfilling a contract with a railwayadministration, and to persons employed in an industrial or other establishment specified.Responsibility for payment of wagesEvery employer shall be responsible for the payment to persons employed by him of allwages required to be paid under this Act:Provided that, in the case of persons employed (otherwise than by a contractor)-in factories, if a person has been named as the manager of the factoryin industrial or other establishments, if there is a person responsible to the employer for thesupervision and control of the industrial or other establishmentsupon railways (otherwise than in factories), if the employer is the railway administration andthe railway administration has nominated a person in this behalf for the local area concerned.The person so named, the person. so, responsible to the employer, or the person sonominated, as the case may be; [shall also be responsible] for such payment.Trade Union Act 1926Section 2(h) of the Trade Unions Act, 1926 has defined a trade union as“Any combination, whether temporary or permanent, formed primarily for the purpose ofregulating the relations between workmen and employers, or between workmen andworkmen, or between employers and employers, or for imposing restrictive conditions on theconduct of any trade or business, and includes any federation of two or more trade unions.”Then this definition talks about three relationships. They are relationship between the: Workmen and workmen Workmen and employers Employers and employers.HRM Assignment-02;Dilip Singh;DFT-06 Page 10
  11. 11. THE MINIMUM WAGES ACT, 1948 An Act to provide for fixing minimum rates of wages in certain employments, whereas it is expedient to provide for fixing minimum rates of wages in certain employments.1 Short Title and extent2 Interpretation3 Fixing of minimum rates of wages4 Minimum rate of wages5 Procedure for fixing and revising minimum wages6 Advisory committees and sub-committees7 Advisory Board8 Central Advisory Board9 Composition of committees etc.10 Correction of errors11 Wages in kind12 Payment of minimum rate of wages13 Fixing hours for normal working day etc.14 Overtime15 Wages of worker who works for less than normal working day16 Wages for two or more classes of work17 Minimum time rate wages for piece work18 Maintenance of registers and records HRM Assignment-02;Dilip Singh;DFT-06 Page 11
  12. 12. 19 Inspectors20 Claim21 Single application in respect of a number of employees.22 Penalties for certain offences22A General provision for punishment of other offences22B Cognizance of offences22C Offences by companies22D Payment of undisbursed amounts due to employees22E Protection against attachment of assets of employer with Government22F Application of Payment of Wages Act 1936 to scheduled employments23 Exemption of employer from liability in certain cases24 Bar of suits25 Contracting out26 Exemption and exceptions27 Power of State Government to add to Schedule28 Power to Central Government to give directions29 Power to Central Government to make rules30 Power of appropriate Government to make rules30A Rules made by Central Government to be laid before Parliament.31 Validation of fixation of certain minimum rates of wages HRM Assignment-02;Dilip Singh;DFT-06 Page 12
  13. 13. WORKMENS COMPENSATION (AMENDMENT) ACT, 1948. An act to amend the enhancement relating to compensation to women for injuries suffered in the course of their employment. [22nd December, 1948.] In this Act the expression “the Acts of 1897 and 1900” means the Workmens Compensation Acts, 1897 and 1900; the expression “the Act of 1906” means the Workmens Compensation Act, 1906; the expression “the Act of 1934” means the Workmens Compensation Act, 1934 (No. 9 of 1934); the references to a weekly payment by way of compensation under the Acts of 1897 and 1900 or the Act of 1906 include references to any sum payable under section 14 of the Act of 1934Sections1 Definitions.2 “The appointed day.”3 Supplementary allowance to workmen entitled to weekly payments under the Workmens Compensation Acts, 1897 and 1900, and the Workmens Compensation Act, 1906.4 Amendment of section 5 of the Act of 1934.5 Amendment of the Second Schedule to the Act of 1934.6 Amendment of the Third Schedule to the Act of 1934.7 Institution of proceedings to recover compensation under the Act of 1934 in non- fatal cases where workman in receipt of voluntary payment.8 Revocation of certain orders.9 Short title and collective citation. HRM Assignment-02;Dilip Singh;DFT-06 Page 13
  14. 14. MATERNITY BENEFIT ACT, 1961An Act to regulate the employment of women in certain establishment for certain periodbefore and after child-birth and to provide for maternity benefit and certain other benefits.BE it enacted by Parliament in the Twelfth Year of the Republic of India as follows:-1.Short title, extent and commencement.-(1) This Act may be called the Maternity Benefit Act, 1961.(2) It extends to the whole of India1(3) It shall come into force on such date2as may be notified in this behalf in the OfficialGazette,- o (a)in relation to mines and to any other establishment wherein persons are employed for the exhibition of equestrian, acrobatic and other performances, by the Central Government; and o (b) in relation to other establishments in a State, by the State Government.2.Application of Act.-1) It applies, in the first instance,-(a) to every establishment being a factory, mine or plantation including any suchestablishment belonging to Government and to every establishment wherein persons areemployed for the exhibition of equestrian, acrobatic and other performances;(b) to every shop or establishment within the meaning of any law for the time being in forcein relation to shops and establishments in a State, in which ten or more persons are employed,or were employed, on any day of the preceding twelve months:Provided that the State Government may, with the approval of the Central Government, aftergiving not less than two months notice of its intention of so doing, by notification in theOfficial Gazette, declare that all or any of the provisions of this Act shall apply also to anyother establishment or class of establishments, industrial, commercial, agricultural orotherwise.(2) Save as otherwise provided in sections 5A and 5B, nothing contained in this Act, shallapply to any factory or other establishment to which the provisions of the Employees, StateInsurance Act, 1948 (34 of 1948), apply for the time being.HRM Assignment-02;Dilip Singh;DFT-06 Page 14
  15. 15. THE CONTRACT LABOUR (REGULATION AND ABOLITION) ACT, 1970 An Act to regulate the employment of contract labour in certain establishments and to provide for its abolition in certain circumstances and for matters connected therewith. Provision of the Act: The Act applies to every establishment/contractor in which 20 or more workmen are employed or were employed on any day in the preceding 12 months as contract labour and to every contractor who employs or who employed on any day of the preceding 12 months, 20 or more workmen. It does not apply to establishments where the work performed is of intermittent or seasonal nature. An establishment wherein work is of intermittent and seasonal nature will be covered by the Act if the work performed is more than 120 days and 60 days in a year respectively. The Act also applies to establishments of the Government and local authorities as well. THE INDUSTRIAL DISPUTES ACT, 1947 [11th March, 1947.] An Act to make provision for the investigation and settlement of industrial disputes, and for certain other purposes. WHEREAS it is expedient to make provision for the investigation and settlement of industrial disputes, and for certain other purposes hereinafter appearing. Salient Features of the Act: 1.Any industrial dispute may be referred to industrial tribunal where generally both parties to such dispute agree with each other. 2.Am award shall be binding on both parties to the dispute for a specified period not exceeding one year. It is enforced by government ( Award : judgment of Court) 3.Strikes and lock outs are prohibitedo aDuring pendency of conciliation and adjudication proceedings (pending compromise, final decision procedure)o During pendency of settlement during the course of conciliation proceedings. (strike is weapon of trade unions, loc out is weapon of management)o During pendency of awards of Industrial Tribunal 4.During emergency appropriate government declares the following industries to be public utility services for a maximum period of six months.o Transport of passengers or goods by land water or airo Coal HRM Assignment-02;Dilip Singh;DFT-06 Page 15
  16. 16. o Cotton textileo Food stuffso Iron and steel 5.In case of layoff or retrenchment of workmen employer is required to pay compensation to them (retrench : remove excess people permanently ) 6.Provision has also been made for payment of compensation to workmen in case of transfer or closure of an undertaking 7.Authorities under the Act :-o Works Committeeo Conciliation Officero Board of Conciliationo Court of Inquiryo Labour Courto Industrial Tribunalo National Tribunal Machinery for the settlement of dispute or Authorities under the Industrial Dispute Act, 1947 1.Works Committee : Section 3 provides that 1. In an establishment where 100 or more workmen are employed the appropriate government may constitute works committee (Works Committee) as described. The number of representatives of workmen and the employer must be same. Such representatives of workmen are selected from workmen in consultation with trade union, if any. 2.It is the duty of Works Committee to preserve amity and good relation between employer andworkmen to comment (discuss) upon matters of common interest and to find out an amicable solution (peaceful) towards the same. The main task of the Works Committee is to reduce friction between management and workmen in day to day work. The Works Committee does not supersede trade union for collective bargaining. They are not entitled to consider substantial changes in the conditions of service. HRM Assignment-02;Dilip Singh;DFT-06 Page 16
  17. 17. EQUAL REMUNERATION ACT, 1976An act to provide for the payment of equal remuneration to men and women workers and forthe prevention of discrimination, on the ground of sex, against women in the matter ofemployment and for matters connected therewith or incidental thereto.Be it enacted by Parliament in the Twenty-seventh Year of the Republic of India as follow: -Prefatory Note – Statement of Objects and Reasons. – Article 39 of Constitutionenvisages that the State shall direct its policy, among other things, towards securing that thereis equal pay for equal work for both men and women. To give effect to this constitutionalprovision, the President promulgated on the 26thSeptember, 1975, the Equal Remuneration Ordinance, 1975 so that the provisions of Article39 of the Constitution may be implemented in the year which is being celebrated as theInternational Women’s Year. The Ordinance provides for payment of equal remuneration tomen and women workers for the same work or work of similar nature and for the preventionof discrimination on grounds of sex.The Ordinance also ensures that there will be no discrimination against recruitment of womenand provides for the setting up of Advisory committees to promote employment opportunitiesfor women.The Bill seeks to replace the Ordinance.HRM Assignment-02;Dilip Singh;DFT-06 Page 17