Ethical Issues In Accounting And Corporate Governance


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Ethical Issues In Accounting And Corporate Governance

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