This document discusses the processes of human resource management, including its managerial and operative functions. It covers topics such as human resource planning, recruitment, selection, training and development. The key parts of the recruitment process discussed are sourcing candidates from internal and external sources, while the selection process outlined includes steps like job analysis, screening applications, interviews and medical examinations.

2.  It is the part of the management process
which is primarily concerned with human
constituent of an organisation.

3. Human Resource Management functions can be classified in
following two categories.
 The Managerial Functions of Human Resource Management are as
follows:
1. Human Resource Planning
2. Organising
3. Directing
4. Controlling
 The Operative Functions of Human Resource Management are as
follows:
1. Recruitment and Selection
2. Job Analysis and Design
3. Performance Appraisal
4. Training and Development
5. Wage and Salary Administration
6. Employee Welfare
7. Maintenance
8. Labour Relations
9. Personnel Research
10. Personnel Record

4.  It is the process by which management
determine how the organisation should move
from its current manpower position to its
desire manpower position.

5.  Forecast the manpower requirement
 Cope up with change
 Use of existing manpower productively
 Provide employee with career path
 Formation of talent pool.
 Reduction in Cost
 Succession Planning: Identifies & prepares
employees to take up future challenges.

6.  It is of two types
1. Short-Term Manpower Planning:
 Matching the present employees to the present
job.
 Filling the present vacancies with the available
staff.
2. Long-Term Manpower Planning:
 In future a situation to create where there is a
complete coordination among the different
jobs & persons.
 To arrange for the personal before the position
is vacant.

7. There are mainly four steps
1. Analysing the current manpower inventory
2. Making future manpower forecasts
3. Developing employment programmes
4. Design training programmes

8.  Before a manager makes forecast of future
manpower, the current manpower status has
to be analysed.
 For this the following things have to be noted-
 Type of organization
 Number of departments
 Employees in these work units
 Once these factors are registered by a
manager, he goes for the future forecasting.

9.  Once the factors affecting the future
manpower forecasts are known, planning can
be done for the future manpower
requirements in several work units.
 The Manpower forecasting techniques
commonly employed by the organizations are
as follows:
 Expert Forecasts: This includes informal decisions,
formal expert surveys etc..
 Work Load Analysis: It is dependent upon the
nature of work load in a department, in a branch
or in a division.

10.  Once the current inventory is compared with
future forecasts, the employment
programmes can be framed and developed
accordingly, which will include recruitment,
selection procedures and placement plans.

11.  These will be based upon extent of
diversification, expansion plans,
development programmes etc.
 Training programmes depend upon the extent
of improvement in technology and
advancement to take place.
 It is also done to improve upon the skills,
capabilities, knowledge of the workers.

12.  Recruitment is the process of searching for
prospective employees and stimulating them
to apply for the jobs in the organization.
- EDWIN. B. FLIPPO

13.  To attract people with multi dimensional skills
and experiences that suits the present and
future organizational strategies.
 To induct the outsiders with a new perspective
to lead the company
 To infuse fresh blood at all levels of the
organization.
 To develop an organizational culture that
attracts competent people to the company.
 To anticipate and find people for positions that
does not exist.

14.  The sources of recruitment are broadly
divided into two types
1. Internal Sources
2. External Sources.

15.  Present permanent employees
 Present temporary or casual employees
 Retired employees
 Dependents of present and retired
employees.

16. a) Campus recruitment:
 Different types of organizations like industries,
business firms, service organizations ,social
organizations can get inexperienced candidates of
different types from various educational institutions
like colleges and universities.
b) Private employee agencies:
 Consultants in India perform the recruitment functions
on behalf of a client company by charging fee.
c) Public employee 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.
d) Professional Organizations:
 They act as an exchange between their members and
recruiting firms in exchanging information, clarifying
doubts etc.

17. e) Data banks:
 The management can collect the bio-data of the
candidates from different sources like employee
exchange, educational training institutes, candidates
etc and feed them in the computer.
f) Casual applicants:
 Candidates apply casually for jobs through mail or
handover the applications in the personnel
department.
g) Similar organizations:
 Generally experienced candidates are available in
organizations producing similar products or are
engaged in similar business.
h) Trade unions:
 In order to satisfy the trade union leaders,
management depends on trade unions for suitable
candidates.

18.  Selection is the process of putting right men
on right job.
 It is a procedure of matching organizational
requirements with the skills and
qualifications of people.

19. The process of selection is different in different companies;
however a general procedure of selection can be framed.
Job analysis
Advertisement
Application blank/form
Written test
Interview
Medical examination
Initial job offer
Acceptance/rejection letter
Final offer/letter of appointment
Induction

20.  The very first step in the selection procedure
is the job analysis.
 The HR department prepares the job
description and specification for the jobs
which are vacant.
 This gives details for the jobs which are
vacant.
 This gives details about the name of the job,
qualification, qualities required and work
conditions etc.

21.  Based on the information collected in step 1,
the HR department prepares an
advertisement and publishes it in a leading
news papers.
 The advertisement conveys details about the
last date for application, the address to
which the application must be sent etc.

22.  Application blank is the application form to
be filled by the candidate when he applies
for a job in the company.
 The application blank collects information
consisting of 4 parts- 1) Personal details 2)
Educational details 3) Work experience 4)
Family background.

23.  The application which have been received
are screened by the HR department and
those applications which are incomplete are
rejected.
 The other candidates are called for the
written test.
 Arrangement for the written test is looked
after the HR department i.e. question
papers, answer papers, examination centers
and hall tickets etc.

24.  Candidates who have successfully cleared the
test are called for an interview.
 The entire responsibility for conducting the
interview lies with the HR department i.e.
they look after the panel of interviewers,
refreshments, informing candidates etc.

25.  The candidates who have successfully
cleared the interview are asked to take a
medical exam.
 This medical exam may be conducted by the
organization itself (army).
 The organization may have a tie up with the
hospital or the candidate may be asked to
get a certificate from his family doctor.

26.  Candidates who successfully clear the
medical exam are given an initial job offer
by the company stating the details regarding
salary, terms of employment, employment
bond if any etc.
 The candidate is given some time to think
over the offer and to accept or reject.
.

27.  Candidates who are happy with the offer
send their acceptance within a specified
time limit to show that they are ready to
work with the company.

28.  Candidates who send their acceptance are given
the letter of appointment.
 The letter will state the name of the job.
 The salary and other benefits, number of
medical leaves and casual leaves, details of
employment bond if any etc.
 It will also state the date on which the
employee is required to start duty in the
company.

29.  On the date of joining the employee is
introduced to the company and other
employees through an induction program.