2. By HUMAN RESOURCES, we mean?
Human Resources is the set of working professionals who
make up the workforce of an organization or any other
business body.
They are hired for a certain job to perform certain tasks and to
lift certain responsibilities.
They are one of the most important assets for an organization
as they are responsible for the united efforts needed for
running the organization successfully.
3. Staffing
It is a process of selection, development, training and appraisal
of the personnel for the specified jobs.
It is a complete managerial function that looks after all the
important parameters of management like planning,
organizing, navigating and controlling.
It is carried out by the employees (or managers) of all levels in
an organization throughout its life.
4. Selecting Human Resources
After the successful completion of recruitment process, next
challenge that an organization would be facing is hiring from
those recruitments.
The prime purpose of selection process is to gather relevant
information from the aspirants that will predict their job
success and hiring the aspirants likely to be successful.
This act of gathering valuable information and determining its
futuristic value is called Validation.
Predictive Validation and Content Validation are the two
basic approaches to validation.
5. In predictive validation, aspirants are scored and their
scores are used to validate a device enabling it to predict
the job performance.
In content validation, the selection device, by using the
job analysis data, measures the skills and abilities
required to perform specified job successfully.
There are four basic steps of selection process:
Application Blanks
Tests
Interviews
Assessment Centers
6. Application Blanks are needed to be filled by the candidates. They
efficiently collect the formal information like previous work
experiences and educational backgrounds.
Tests predict the job success to the finest possible level by testing
the skill, ability or knowledge that is relevant for the defined job.
Interviews seems to be the good predictors of one’s job success, but
they are not so effective as they may involve possibility of inherent
biases. Structured interviews, however, have put an end to such
possibilities by providing same set of questions to all candidates.
They provide an ease to organizations to validate the questions and
maintain consistency.
Assessment Centers have gained appreciation with time as they
have provided favorable environment to the candidates to be
assessed.
7. Developing Human Resources
Development never loses its scope no matter how effective
selection process an organization is having.
Periodic evaluation of the performance and continuous
feedback are the two essentials.
Developing employees means making them fit for both present
and future job opportunities by teaching them skills and
abilities they would be requiring.
When the employees are trained in their respective jobs, then
only we can expect effective development in them.
A good training program is needed to train the employees so
as to seek development in them.
8. Need gives birth to invention. Before developing a training program,
the organization has to justify its need.
A training program is a tool to teach employees how to perform a
particular task. It cannot make them work good or bad.
There could be various training methods. But those involving
factual material and good content proves to be most effective. For
example, interactive video sessions, presentations, interpersonal
contacts, etc.
Evaluation of the training program is also an important task to
perform as it gives organization an idea about the effectiveness of a
particular training program. Best evaluation is done by making the
trained employees to work under actual working conditions.
Appraising the performance of the employees when they are
trained and settled into their jobs is the final task for the manager.
This gives him the idea about how well employees are doing their
job.
