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Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
Sathish hrm
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Sathish hrm

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it is modern techniques of HRM

it is modern techniques of HRM

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  • 1. ASSIGNMENT ON PROCESS OF HUMAN RESOURCE PLANNING SUBJECT : HUMAN RESOURCE MANAGEMENT ROLL NO: 10H011 BY SATHISH RAJ.M.P
  • 2. INTRODUCTION <ul><li>Human resource planning is a series of activities consist of forecasting a future manpower requirements. Inventorying present manpower resources, anticipating manpower problems by projecting present resources into the future and comparing them with the forecast of requirements. To determine their adequacy, both quantitatively and qualitatively. </li></ul>
  • 3. RECRUITMENT <ul><li>Edwin.B.Flippo defined recruitment a “the process of searching for prospective employees and stimulating them to apply for jobs in the organization” </li></ul><ul><li>In general recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce </li></ul>
  • 4. FACTORS AFFECTING RECRUITMENT <ul><li>Company’s package </li></ul><ul><li>Quality of work life </li></ul><ul><li>Organizational culture </li></ul><ul><li>Career planning and growth </li></ul><ul><li>Company’s size </li></ul><ul><li>Company’s product/services </li></ul><ul><li>Company’s growth rate </li></ul><ul><li>Role of trade union </li></ul><ul><li>Cost of recruitment </li></ul><ul><li>Company’s name fame </li></ul><ul><li>Socio-economic </li></ul><ul><li>Supply and demand </li></ul><ul><li>Employment rate </li></ul><ul><li>Labour market condition </li></ul><ul><li>Political and legal </li></ul><ul><li>Information system </li></ul><ul><li>INTERNAL FACTORS </li></ul><ul><li>EXTERNAL FACTORS </li></ul>
  • 5. SOURCES OF RECRUITMENT <ul><li>Transfer </li></ul><ul><li>Promotion </li></ul><ul><li>Direct recruitment </li></ul><ul><li>Casual callers </li></ul><ul><li>Media advertisement </li></ul><ul><li>Employment agencies </li></ul><ul><li>Management consultants </li></ul><ul><li>Campus recruitment </li></ul><ul><li>Recommendations </li></ul><ul><li>Labour contractors </li></ul><ul><li>telecasting </li></ul><ul><li>INTERNAL FACTORS </li></ul><ul><li>EXTERNAL FACORS </li></ul>
  • 6. MODERN TECHNIQUES OF RECRUITMENT <ul><li>WALK –IN </li></ul><ul><li>CONSULT-IN </li></ul><ul><li>HEAD-HUNTING </li></ul><ul><li>BODY SHOPPING </li></ul><ul><li>BUSINESS ALLIANCES </li></ul><ul><li>TELE-RECRUITMENT </li></ul>
  • 7. SELECTION <ul><li>According to Dale Yoder “selection is the process in which candidates for employment are divided into two classes, those who are to be offered employment and those who are to be” </li></ul><ul><li>In general selection is the process of collecting and evaluating information about an individual in order to extend an offer of employment, such employment could be either a first position for a new employee or different position for a current employee. </li></ul>
  • 8. STAGES INVOLVED IN SLECTION OF CANDIDATES <ul><li>Receiving application forms </li></ul><ul><li>Scrutiny </li></ul><ul><li>Preliminary interview </li></ul><ul><li>Tests </li></ul><ul><li>Final interview </li></ul><ul><li>Checking references </li></ul><ul><li>Medical examination </li></ul><ul><li>Appointment </li></ul><ul><li>Probation </li></ul><ul><li>Confirmation of service </li></ul>
  • 9. JOB DESIGN <ul><li>The process of job design has been defined as “specification of the contents, methods and relationships of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holders” </li></ul><ul><li>Job design is the process of </li></ul><ul><li>Deciding the content of the job </li></ul><ul><li>Deciding methods to carry out the job </li></ul><ul><li>Deciding the relationship which exists in organization </li></ul>
  • 10. FACTORS AFFECTING JOB DESIGN <ul><li>Task characteristics </li></ul><ul><li>The process of work in the organization </li></ul><ul><li>Ergonomics </li></ul><ul><li>Work practices </li></ul><ul><li>Feedback </li></ul><ul><li>Autonomy </li></ul><ul><li>variety </li></ul><ul><li>ORGANISATIONAL FACTORS </li></ul><ul><li>BEHAVIUORAL FACOTRS </li></ul>
  • 11. ENVIRONMENTAL FACTORS <ul><li>Employee availability and ability </li></ul><ul><li>Social and cultural expectation </li></ul>
  • 12. JOB ANALYSIS <ul><li>The process of determining the nature and contents of a particular job analysis. Such an analysis will bring out the following </li></ul><ul><li>The task to be performed in a given job </li></ul><ul><li>The conditions under which the job has to be performed </li></ul><ul><li>The skills and capabilities required to perform the job </li></ul>
  • 13. JOB DESCRIPTION <ul><li>Job description is a written statement of the nature and content of a particular job. It is prepared on the basis of information obtained through job analysis. </li></ul>
  • 14. JOB DESCRIPTION STATEMENT FOR ACCOUNTANT <ul><li>Name of the job : Accounting </li></ul><ul><li>Designation : Accounting </li></ul><ul><li>Department : Accounts Dept </li></ul><ul><li>Duties and responsibilities : should be able to prepare independently the following journal, ledger, </li></ul><ul><li> trail balance, final accounts, BRS </li></ul><ul><li>Working condition : 8 hrs / day and 6 days in a week </li></ul><ul><li>Accountability : the accountant will answer the accounts manager directly </li></ul>
  • 15. JOB CLASSIFICATION <ul><li>Job classification is a system for objectively and accurately defining and evaluating the duties, responsibilities, tasks and authority level of a job. </li></ul><ul><li>DEFINITION: </li></ul><ul><li>Job classification may defined as “the process of describing job listed in various groups” </li></ul><ul><li>it is most frequently, formally performed in large companies, civil service and government employment. </li></ul>
  • 16. JOB EVALUATION <ul><li>Job evaluation is an attempts to consider and measure the inputs required of employees(skill, effort, responsibility) for minimum job performance and to translate such measures into specific monetary returns. </li></ul><ul><li>METHODS OF JOB EVALUATION </li></ul><ul><li>Ranking method </li></ul><ul><li>Classification method </li></ul><ul><li>Point method </li></ul><ul><li>Factor comparison method </li></ul>
  • 17. INDUCTION <ul><li>Induction is concerned with the problem of introducing or orienting a new employee to the organization. Induction has gained added importance now a days and is important both for the supervisor and his new sub ordinates. </li></ul><ul><li>It is a last stage in the selection process. Induction or orientation is part of the socialization process which enables the new recruits to adopt themselves to their respective organizations and their cultures. </li></ul>
  • 18. <ul><li>OBJECTIVES OF INDUCTION </li></ul><ul><li>Putting the new employees at his ease </li></ul><ul><li>Creating interest in his job and the company </li></ul><ul><li>Providing basic information about working arrangements </li></ul><ul><li>Indicating the standards of performance and behavior expected of him. Making the employee free. </li></ul><ul><li>Informing him about training facilities </li></ul><ul><li>Creating the feeling of social security </li></ul>
  • 19. PLACEMENT <ul><li>Placement is a process of assigning a specific job to each of the selected candidate. It involves assigning a specific rank and responsibility to an individual. It implies matching the requirements of a job with the qualifications of the candidate </li></ul>
  • 20. <ul><li>SIGNIFICANCE OF PLACEMENT </li></ul><ul><li>It improves employee morale </li></ul><ul><li>It helps in reducing employee turnover </li></ul><ul><li>It helps reducing absenteeism </li></ul><ul><li>It helps in reducing accident rate </li></ul><ul><li>It avoids misfits between the candidate and the job </li></ul><ul><li>It helps the candidate to work as per the pre determined objectives of the organization </li></ul>
  • 21. THANK YOU

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