Human resource management.

Human Resources
Management
Submitted by –
Chetna Bhatt
En. No. -
04522106617
IVth Year
Submitted to :
Subhashini Ma’am
Presented on :
20 Jun 2021
UNIT – 2 & 3 (III)

CONTENTS
● Human Resource Management
● Human Resource Planning
● Recruitment
● Selection
● Deployment
● Retaining
● Promotion
● Superannuation
2

Introduction
People are the main resource of all productive efforts in
every organization.
A detailed study of people is the main function of human
resource management (HRM).
HRM means the process of accomplishing organizational
objectives by acquiring retaining, terminating,
developing and properly using the human resources in
the organization.
4
Ref. Management Of Nursing Services and Education CLEMENT(Page no. 57)

Definition
E.F.L. French
Personnel management is the recruitment, selection,
development, utilization of and accommodation to human
resources by organizations. The human resources of an
organization consist of all individuals regardless of their
role, who are engaged in any of the organization's
activities
5

6
Prof. Thomas G. Spates
HR administration in a code of the ways of organizing and
treating individuals at work so that they will each get
the greatest possible realization of their intrinsic
abilities, thus attaining maximum efficiency for
themselves and their group, and thereby giving to the
enterprise of which they are a part its determining
competitive advantage and its optimum results

OBJECTIVES OF HRM
7
1.To make the personnel acquire power to perform the
different types of work that may come in their way at
present or in future
2.To develop hidden talent of individual workers that may
be used for the development of the organization.
3. To develop teamwork among the workers and an
organization culture that helps the organization grow and

8
make individual workers dynamic.
4. To provide an opportunity for employees to grow and to
strengthen the management and professional teams in all the
areas of the organization
5. To develop employee capabilities according to the needs
and areas of the organization.
6. To train new employees to the level required by the
organization to perform their tasks effectively

9
7. To train employees to take up more responsibilities
8. To increase cooperation and trust and involve employees
actively in the company's affairs
9. To adopt problem-solving techniques for the problems
relating to disciplinary cases and grievances
10.To make the organization dynamic and vibrant, so that it
will adjust to competitive and fast changing environment.

10
11. Subsidiary objectives are as follows:
a. Manpower planning
b. Recruitment
c. Promotion
d. Career planning e. Job and salary administration
f. Training counseling performance feedback and
organizational development
g. Industrial relations and welfare of workers

Introduction
12
The first step in HRM is human resources planning (HRP)
HRP estimates the requirement of human resources of the
entire firm for a given period.
HRP is a plan of action for the future to select and train the
required people, it gives a direction to HRM.

13
G.Stanier: Manpower planning is a strategy for the
acquisition, utilization, improvement and preservation of an
enterprise's human resources. It relates the establishing job
specifications or the quantitative requirements of jobs,
determining the number of personnel required and
developing sources of manpower
Bruce Colemn: The process of determining manpower
requirements and the means for meeting those requirements
in order to carry out the integrated plan of the organization.

Functions of HRP
14
1.It establishes healthy relationships between management
and workers and between the workers themselves
2. It is a reciprocal activity whereby the management in turn
understands the workers through the HRM process
3. It creates a congenial work environment to motivate
workers to work in a released way

15
4. It increases the organizational efficiency and worker's
productivity by adopting, motivating and instituting
welfare measures for employees.
5. It makes employees identify themselves with the
organization and get a sense of accomplishment through
their work.
6. It maintains the morale of employees on a high plane.

16
7. Is respects individual workers by acknowledging their
good work and thus giving them confidence.
8. It provides a base for employees to become
knowledgeable and positive in their work self.
9. It reduces militancy and harsh thinking among
workers and promotes industrial peace

Introduction
18
 Recruitment is a positive process of searching the
prospective employees and selection negative process
because it involves rejection of unsuitable candidates.
 Recruitment, being the at phase, envisages taking
decisions on the choice Selection is the second phase
which involves giving various types of tests to the
candidates and interviewing them in order to select the
most suitable candidates.
Ref. PV Management Of Nursing Services and Education (Page no. 50)

19
 According to Dr.White, "The word recruitment is
limited to specific steps taken attract suitable candidates
to apply for examination".
 According to Flippo: "Recruitment is the process of
searching the candidates for employment and
stimulating them to apply for jobs in the organization.“

Purpose of Recruitment
20
The main purpose of recruitment function is to seek out,
evaluate and obtain commitment from an employee, and
to place and orient to fill positions required for the
successful conduct of work in an organization.
Ref. IGNOU BLOCK-1 BNSL-110 Practical 6 (Page no. 70)

Sources
21
 Before an organization, activity begins recruiting
applicants, it should consider the most likely sources of
the type of employee it needs.
 These sources, accordingly, may be termed as internal
and external.

22
 Internal Sources
Whenever any vacancy occur somebody from within the
organisation is upgraded, transferred promoted or some
times demoted
1. Transfer: It involves shifting of an employee from one
job to another. At the time of transfer, it is ensured that
the employee to be transferred to the new job is capable
of performing it.

23
2. Promotion: It leads to shifting an employee to a higher
position carrying higher responsibilities facilities,
status and pay.

Merits of Promotion :
24
 Employees are motivated to improve their performance.
 Morale of the employees is increased.
 Industrial peace prevails in the enterprise.
 Filling of jobs internally is cheaper as compared to
getting candidates from external sources.

Demerits of Recruitment:
25
 When vacancies are filled through internal promotions, the
scope for fresh talents is reduced.
 The employees may become lethargic if they are sure of
time bound promotions
 The spirit of competition among the employees may be
hampered.
 Frequent transfers may reduce the overall productivity of
the organisation.

External sources
26
 These sources lie outside the organization.
 They include:
•Direct recruitment
•Unsolicited Applications
•Educational Institutions
•Labour contractors
•Recommendations

Merits
27
1. External source i.e. Direct recruitment widens the field
of recruitment
2. It provides a chance to more and more people with
broad eye view
3. Directly recruited are free from departmental
shortcomings and it attracts young personnel on job.
4. Direct recruitment system is democratic & impartial
5. It is more suitable for technical & professional

Demerits
28
1. The employees lose enthusiasm because of decreased
opportunities for progress.
2. Direct recruitment, sometimes makes the person
puppet in hands of their subordinates because of
experience.
3. Direct recruitment when based on written test, then it
is difficult to decide the efficient worker based on
good scores.

Factors Determining Recruitment
29
1. Size of the business
2. Employment conditions in the locality of recruitment
3. The past recruiting policy of the organization
4.Working environment and compensation
5. Cost of recruitment

Recruitment Policy
30
 This provides a framework for recruitment and contains
aspects such as :
(1) organizational objectives.
(2) identification of the recruitment needs.
(3) preferred sources of recruitment (internal or external).
(4) criterion of selection and preferences and
(5) the cost of recruitment and financial implementations
of the same

Manpower Forecasting
31
 The process is as follows
1. Receive employee indent from line staff which contains
vacant positions, tenure of employment, salary offered,
etc.
2. Check the indent against the allotted posts of each
department.

32
3. Check financial implications for proposed recruitment
4. Find out whether the recruitment is within the
budgetary sanctions of the departments
5. Authorize the proposed recruitment with job
specifications and salary details.

Methods of Recruitment
33
1.Transfer: A transfer denotes the changing of an employee
from one job to the other without a measure modification
in the status and responsibilities of the employee.
2. Promotion: This involves shifting an employee to a higher
position with higher responsibilities higher status and more
pay

34
3. Advertisements: Another very popular source of
recruitment is advertising in trade and professional journals
or newspapers
4. Employment agencies: The Government of India has set
up a network of employment exchanges throughout the
country. These exchanges maintain detailed records of job
seekers and refer appropriate candidates to the relevant
employers.

35
5. Educational institutions: For managerial and technical
professional jobs, institutes and colleges of management
and technology have become a popular source of
recruitment.
6. Recommendations: Applicants introduced by present
employees or their friends and relatives may prove to be a
good source of recruitment.
7. Casual callers: Many well-reputed business organizations
draw a steady stream of unsolicited applicants in their

36
offices Such job seekers can be a valuable source of
manpower
8. Direct recruitment: Under this source of recruitment a
notice is placed on the notice board of the enterprise
specifying the details of the jobs available.
9. Labour contracts: they can provide the required number
of workers at short notice.

37
Recruitment of Nursing Personnel from Internal Source
•As vacant position occur within the nursing service
department, it must be determined whether they will be
filled from within the department or whether the new
personnel will be recruited from outside.
•As one moves into higher level position, this results in a
succession of advancement for other employees. Of course
promotion may prevent the introduction of new ideas and
knowledge within, an organization and perhaps perpetuate
outdated practices.

38
•If the internal recruitment is a policy of the institution, the
nursing Director/ Superintendent announces the vacancy
position on bulletin boards and the employees who feel
qualified and eligible are invited to apply.
•If the recruitment is controlled by the State Government, it
is the responsibility of the Director of nursing services
working at the state level to take care of recruitment
procedures. A master plan for 5 years is to be prepared as
well, inviting quarterly statement of no. of nursing
personnel working in hospitals under state Government.

39
Recruitment of Nursing Personnel from External Source
•Whether the hospital is governed by state government or
private management, the appointing authority or the
personnel department determines and notifies to the
employment exchange in accordance with the rules and
orders for the time being in force, the number of
vacancies to be filled during the course of the year as also
number of vacancies to be reserved for candidates
belonging to scheduled castes and scheduled tribes and
other categories.

Introduction
41
 After recruitment, a selection procedure has to be
implemented.
 Selection implies matching people with the right job.
 Selection process is the sorting out or elimination of those
judged unqualified to meet the job and organizational
requirement .

Steps of Selection Procedures
42
1. Receipt of Application: Everyone who applies for job in
an enterprise may not be qualified for the job.
Those who do not possess adequate experience and
qualifications should not be included in the list of
candidates to be called for a preliminary interview.
If this is done, even candidates with inadequate experience
and qualifications will be called for preliminary
interviews.

43
2. Preliminary Interview: In the preliminary interview, the
employer tries to find out whether the candidate is
physically and mentally fit for the job. In general, the
candidates are asked about their qualifications, experience
interests, residence, age, etc. Employers should not take
much time for conducting.
3. Selection Test: Those candidates who have passed the
preliminary interview will be asked to appear for the
selection tests. Tests serve as an important device in the

44
process of selection. Tests aim at discovering and
measuring selected qualities, abilities and skills of a
candidate in terms of job specifications.
The following types of tests have gained popularity these
days
1. Intelligence tests
2. Aptitude tests.
3. Proficiency tests.
4. Interest tests
5. Personality tests

45
4. Employment Interview:
Interview is a face to face observational and personal
appraisal method to evaluate a candidate's fitness for the
job.
Every person who is selected by a company for interview
is interviewed by one or more persons.
This system helps the employer to assess the prospective
employee's motivation, personality, smartness
intelligence and his overall attitude

Types of Interviews
46
1.Direct interview: This is a straightforward face-to-face
question-answer session between the interviewer and the
interviewee. In this, the interviewer tries to assess the
candidate's knowledge of the job, attitude, motivation and
other personal characteristics.
2. Non-direct interview: No direct questions are asked,
the candidate is asked to express his views on any topic
of his liking The interviewer mainly listens without

47
interrupting the candidate
3.Patterned interview: Under this method, a number of
standard questions to be asked of a candidate are framed in
advance. Even the answers to these questions are determined
beforehand. The answers given by the candidate are
compared with the answers determined beforehand in order
to find out the suitability of the candidate for the job for
which he is being interviewed
4. Stress interview: In this, the interviewer puts such

48
questions as can make the candidate lose his temper or make
him angry or irritated. For example, the interviewer may
ask: "Did your previous employer sack you from the job
because he was not satisfied with your performance?
5. Board or panel interview: Here, a panel of members
interviews the candidate. Each member may ask questions in
the particular area that is assigned to him.
6. Group interview: Here, a group of candidates is observed
in a group discussion on a specific problem

49
Ref. IGNOU BLOCK-1
BNSL-110 Practical 6
(Page no. 75)

Steps in Selection Procedure
50
1.Reception
Reception of the candidate in employment office: Usually it
is arranged in personnel department or nursing
superintendent office.
2.Preliminary Interview
It include checking of original certificates with application
form and attached attested documents. It is also useful for
casual talk with the applicant about her interest, job

51
expectation, attitude and other things for the suitability of
the job.
3) Selection Test
It may be a written test on nursing or an attitude or
personality test which the selection committee prepares
to know the applicants knowledge and attitude towards
nursing care and nursing.
4) Actual Interview
The selection committee holds the interview and the

52
interviewer is in a unique position of being able to
evaluate information obtained from the application form
preliminary interview test and background investigation.
5) Medical Examination
Candidate selected provisionally are required to undergo a
medical test. It is very important in the sense to reject
those whose physical qualifications are insufficient to
meet the requirement in nursing. It is also useful to
obtain a record of physical condition of the candidate.

53
Following, you may find an outline of contents to be
included in the Medical Examination Performa:
i) Identification data- Name, Age, Sex, Marital Status,
Address, Tel. No. if any.
ii)Past Medical history.
iii)Physical measurement-Height, weight.
iv) General examination including skin musculature, and
joints.
v) Examination of all system.
vi) Examination of special senses (Visual and auditory)
vii) Clinical examination of eyes, ENT and tooth.

54
viii) Blood pressure.
ix) Laboratory tests-urine, blood or any other as indicated.
x) Gynecological examination (for married nurses).
The physician should certify the applicant is fit for taking up
the job or not. At the end of the medical form his
signature and official seal to be obtained to avoid legal
implications.
6) Rejecting Applicants
It is very awkward to inform the applicant directly that she
did not come up to the standard that she is unsuitable.

55
The chairman of selection committee may make decision
and make such statement that. "Perhaps at another time,
we will be able to call you. We will keep your
application on file and call you if we need you." This
may be a good approach to the applicant is case of
rejection. A letter of rejection may be sent to the
applicant later.

Introduction
57
 Deployment means arrange, manage or give position to
their employees
 Deployment in Nursing : Staff nurses having the
qualification of B.Sc.(N), M.Sc.(N) being deployed in
school and colleges in nursing as sister tutor means
redesignation staff nurse to sister tutor. High position is
given to them.

Benefits of Deploying Staff
58
1. Staff are given work to which their skills and
aptitudes are best suited.
2. Teachers are able to concentrate more on the core task
of educating children
3. There is no unnecessary duplication of effort and the
school operates more efficiently

59
4. Disruption caused by staff absence or departure is kept
to a minimum.
5. Staff have higher levels of morale and work better
together as a team
6. Overspending on staff and consequent financial crisis
is avoided

Effectiveness of Staff Deployment and
Management
60
•IPF has developed a self-evaluation checklist that schools
can use to assess aspects of their structures, systems,
procedures, etc., and identify ways of improving the
management and deployment of staff. The checklist covers
1. Staffing policies and procedures:
Highlighting key policies that are needed and making links
to other issues such as planning

61
2. Staffing performance management and appraisal:
Deciding how to deploy staff is merely the beginning,
managing, supporting and appraising of ongoing
performance
3. The role of governors: Identifying the critical friend role
as particularly important
4. Strategic and curriculum planning: Showing how staffing
issues should be central to all planning activity in the
school due to the financial and operational impact of staff

RETAINING
62
 Retaining mean “Possession” of employees by employer. It
is necessary to every organization to retain their employees
to achieve the laid down objectives of the institution.
 Otherwise, choas will be there and institution will fail. It will
lead to high turnover of the employees.
 For "Retaining" of the employees, every organisation

63
has own policies, so that skilled managers and competent workers
be retained. For this, certain avenues are:
1. Promotion of the employees.
2. Good living and working conditions.
3. Employees welfare services.
4. Motivation
5 Incentives
6. Fair and equitable wages
7. Effective supervision
8. Fair system of performance appraisal
9. Loan facilities

PROMOTION
64
 The word 'Promote' is derived from Latin words
Promovere meaning to move for ward. The dictionary
meaning of Promote is to exalt in situation, rank honor, to
elevate, to advance.
 According to Flippo, "Promotion involves a change from
one job to another that is better in terms
of status and responsibilities".

65
According to Scott and Clothict, “A promotion is the
transfer of an employee to a job that pays more money,
or one that carries some preferred status.”
According to Prof Pigor and Myres, "Promotion is the
advancement of an employee to better job, better in
terms of greater responsibilities, more prestige, or status,
greater skill and specially increased rate of pay or salary"

66
The main factors that are considered during promotion are
1: An increase in wages/salary.
2. An increase in job prestige
3. An upward movement in the hierarchy
4. Additional supervisory responsibilities.
5. Better perspective.

Purposes Of Promotion
67
 As per Watkins, Dodd and others, followings are the
purposes of promotion:
1. To maintain proved training, skill and ability
2. To propose legitimate training for progression
3. To provide an effective incentive for enterprise,
initiative and ambition.
4. To pull in competent and suitable workers
5. To cut down unrest and discontent

Principles Of Promotion
68
1. Principle of Seniority
2. Principle of Merit
1. Principle of Seniority
According to seniority of job, employees are promoted to
higher ranks. It is also a method of promotion in most of
the countries.

69
Merits of Principle of Seniority
1. Senior man is more experienced.
2. Everyone in organisation gets an opportunity of promotion
3. It is objective because it is very easy to find the seniority
of the employees
4. Less political interference and High turnover.

70
5. Morale of the employees is expected to high.
6. The principle of seniority gives certainty of promotion to
employees, thus competent persons are attracted.
Demerits of Principle of Seniority
1. There is no guarantee that a senior employee is more
competent
2. Unskilled and incompetent gets opportunity.
3. Low morale of competent employees
4. It will lead to low productivity

71
2. The Principle of Merit
•According to this principle, promotions are given to
competent, skilled persons
Merits of Principle of Merit
1. Only competent employees get promotion.
2 Enhance morale of junior and competent employees.
3. Increase in productibility & Recognition of organisation.
4. Retaining of junior employees & Good quality achieved.

72
Ref. IGNOU BLOCK-1
BNSL-110 Practical 6
(Page no. 78)

SUPERANNUATION
73
 Superannuation means pension given to the employees
after retirement
 Pension: A pension is a steady income given to a
person usually after retirement.
 Superannuation can be optional.

74
 Superannuation is claimed whenever you leave the
company.
 Pensions are the payments made in the form of a
guaranteed annuity to a retired or disabled employee
 Superannuation is 15% of basic and gratuity is 4.81%
of the basic.

75
 In some cases, a pension is created by an employer
for the benefit of an employee is commonly referred to
as an occupational or employer pension.
 Labor unions, the govt. or other organizations may
also fund pensions. Many pensions also contain an
insurance aspect, since they often pay benefits to
survivors

CONCLUSION
76
In this presentation you have learnt about Human Resource
Management under which Human Resource Planning,
recruitment, selection, deployment, retaining, promotion
and superannuation are been discussed. A system approach
to personnel policies is essential to develop an effective
nursing work force in hospital organization. The nursing
service administrator require expert knowledge in all the
discussed area.

77
Skillful recruitment provides a number of reasonably
satisfactory job applicants, from which application are
select for job. Selection process is the sorting out or
elimination of those judged unqualified to meet the job
and organizational requirement Promotion within the
organization is discussed in detail in this practical.
Seniority and merit are the two criteria for promotion.
Superannuation means pension given to the employees
after retirement.

QUESTIONS
78
Q1. Define Human Resource Management. (2009)
Q2. What are the objectives of Human Resource
Management?(2012)
Q3. List the functions of Human Resource Planning?
Q4. What are the benefits of Deploying staff?
Q5. Enumerate Superannuation.(2009)

Human resource management.

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