THIS IS THE NOTES OF HUMAN RESOUCE MANAGEMENT

1. HRM MEANING
HRM is a strategic and systematic mgt of an org. workforce. It involves the effective utilization of Human resources to achieve org. Objectives. HRM encompasses
various activities like recruitment, training, selection, performance, employee relation, compensation, etc. HRM’s primary goal is to develop and retain skilled and
motivated employees who contribute to org success. HRM plays a critical role in the positive work environment, fostering employee engagement, and aligning
the workforce with org overall strategy.
OBJECTIVES
 Organisational Objective: In an organisation, HRM’s objective is to
maintain a competent workforce. How? By planning, recruiting,
selecting, training, and developing the human resources for the
organisation’s growth, expansion, and survival. Another critical
organisational objective of HRM includes facilitating other
departments and helping them function smoothly. The action-
oriented nature of human resource management assists an
organisation in achieving its goals. As an HR manager, you should
ensure the effective utilisation of human resources to help the
organisation reach its goals.
 Functional Objective: Human resource management is responsible
for coordination within and among different functional departments
of the organisation. It organises and allocates the resources to
achieve business objectives effectively. The objective of HRM is to
provide every functional department with employees who possess
the required set of skills and knowledge. To fulfil this very nature of
human resource management, HR managers must ensure the timely
completion of functions by the workforce. Moreover, it is important
to continuously provide employees with opportunities and direct
them toward the organisation’s goals.
 Societal Objective: HRM is responsible for ensuring compliance with
society’s legal and ethical standards at every level of the
organisation. The activities of HRM should be socially responsible and
fulfil society’s needs, demands, and challenges. Therefore, HR
managers must ensure that the available resources are used for
society’s benefit. To achieve this objective, HR managers develop
programs that meet employees’ psychological, social, ethical, and
economic needs. Some examples of these programs include equal
opportunities, compensation and benefits, and community relations.
By fulfiling the societal objectives of employees, HRM aims to
motivate and retain productive employees.
 Personal Objective: Employees’ long-term association and
commitment with an organisation depend on their ability to achieve
personal goals. Therefore, HRM stresses the importance of fulfilling
employees’ personal objectives and increasing their contribution to
the organisation. To prevent employee performance deterioration,
HR managers must help the workforce create a work-life balance.
They should also be provided with adequate training and feedback
on their performance. Why? Because it helps employees identify
weak areas and rectify them.
HRM FUNCTIONS
 Managerial Function
o Planning: This function deals with the determination of the
future course of action to achieve desired results. Planning of
personnel today prevents crises of tomorrow. The personnel
manager is expected to determine the personnel program
regarding recruitment, selection, and training of employees.
o Organizing: This function is primarily concerned with the
proper grouping of personnel activities, assigning of different
groups of activities to different individuals, and delegation of
authority. The creation of a proper structural framework is his
primary task. Organizing, in fact, is considered to be the wool
of the entire management fabric and hence cannot afford to
be ignored.
o Directing: This involves supervising and guiding the
personnel. To execute plans, the direction is essential, for
without direction there is no destination. Many a time, the
success of the organization depends on the direction of things
rather than their design. Direction then consists of motivation

2. and leadership. The personnel manager must be an effective
leader who can create winning teams. While achieving
results, the personnel manager manner must, invariably, take
care of the concerns and expectations of employees at all
levels.
o Controlling: The controlling function of personnel
management comprises measuring the employee’s
performance, correcting negative deviations, and industrial
assuring an efficient accomplishment of plans. It makes
individuals aware of their performance through review
reports, records, and personnel audit programs. It ensures
that the activities are being carried out in accordance with
stated plans.
 Operative Management:
o Procurement Function: The first operative function of
personnel management is procurement. It is concerned with
procuring and employing people who possess the necessary
skills, knowledge, and aptitude. Under its purview, you
have job analysis, manpower planning, recruitment, selection,
placement, induction, and internal mobility.
o Developing of HRM: It is the process of improving, molding,
changing, and developing the skills, knowledge, creative
ability, aptitude, attitude, values, and commitment based on
present and future requirements both at the individual’s and
organization’s level. This include Training, CRD, HRD.
o Motivation and Compensation: Motivation and
compensation is a process that inspires people to give their
best to the organization through the use of intrinsic
(achievement, recognition, responsibility) and extrinsic (job
design, work schedules, appraisal-based incentives) rewards.
o Maintenance of HRM: Maintenance aims at protecting and
preserving the physical and psychological health of employees
through various welfare measures:
 Health and Safety
 Employee Welfare
 Social Security Measures
ROLES OF HRM
Role 1: Recruitment and Hiring
Recruitment and Hiring is perhaps the most popular role associated with human resource managers. It involves finding, reviewing credentials, screening, and
selecting candidates for a company. An effective recruitment process results in the hiring of employees who are tailor-fit for the position and not just candidates
who have the best credentials.
Popular Recruitment Methods
An HR manager can employ a variety of recruitment methods to cast a broader net to lure potential candidates. These methods include:
Employee referrals
Advertising on social networking sites (LinkedIn, Facebook)
Dedicated online job portal

3. Participate in job fairs (community, organizations, universities, colleges)
Post job openings on online job boards
Advertising in print media (newspapers, magazines)
Working with or outsourcing recruitment services to a dedicated recruitment company
Role 5: Training Employees
Even with the most experienced candidate, joining a new company requires training. The purpose of employee training is to equip them with the necessary skills
and knowledge to perform their role effectively. Employers must be prepared to commit a significant amount of investment in their employee's training. This is
not only beneficial for the company but also helps in the employee's self-development.
The quality of training provided goes a long way in retaining employees. When employees feel that they can grow, they are more likely to stay in their jobs. The
opportunity for employees to enhance their skills improves overall satisfaction and morale.
Role 3: Organization Development
Organizational development is the process in which an organization implements a plan to improve its current workforce to meet its current and projected
requirements. It involves increasing organization effectiveness by improving processes and systems. Organizational development plays a vital role in
strengthening the existing workforce, enhancing its effectiveness, and promoting positive workplace conditions.
Role 4: Communication in the workplace environment
Human resources play a critical role in managing the workplace environment. They are the first responders for any workplace-related issues among employees.
Effective communication makes it easier for employees to work for a single objective, the company's success. It is the role of the human resource department to
promote better communication among individuals in the company.
Role 5: Employee Information and Benefits
Human resource managers are involved in disseminating information on employee benefits, assistance programs, and leaves of absence. This information is
usually included in the HR manual. Human resource managers are tasked with orienting new employees about the several benefits offered by the company. They
also play a role during employee benefit disputes.
Role 6: Managerial and Operational Responsibilities
More than just hiring new employees, HR managers are also involved in managerial and operational responsibilities. To be an effective human resource
managers, they must also perform leadership roles in the ongoing training of employees and maintain a solid understanding of the company’s brand and
objectives. A good HR strategy also employs manpower planning, hiring, and promotion as part of their managerial and operational responsibilities.
Role 7: HR Managers Are Advisors to the different departments
The human resource manager should be able to function as an advisor to the different departments on matters related to human resources. This includes
working with the department head in formulating policies and procedures.

4. First and foremost, HR managers must give expert advice on how to create stronger employee relationship and morale.
Role 8: Aligning human resources to current and projected needs
Human resource strategies also include aligning human resources to current and projected needs. This is to maintain the company's competitive advantage and
enable it to respond more quickly to changing customer needs.
Role 9: The role of human resource management in managing organizational change
Human resource management plays a critical role in managing organizational change. Change is constant, even in business. To ensure continued success, a
company must be able to adapt to shifting markets and customer needs.
This is only possible when management is able to communicate its objectives with employees effectively. Human resource management makes this possible by
creating an environment where team members can freely communicate thoughts and ideas, especially during periods of change.
HUMAN RESOURCE PLANNING
Human Resource Planning is the process by which management determines how an organization should move from its current manpower position to its desired
manpower position. Through it, the management strives to have the right number and the right kind of people at the right place, at the right time to do things
that result in both the organization and the individual receiving the maximum long-range benefit.
Human resource planning is the process of identifying the correct person for the job that has to be done at the right time and at the right cost. In it, Human
Resource Planning tries to estimate the future manpower needs of the organization and includes the strategies that could be adopted by them to meet this
requirement.
HRP NEEDS
Helps In Finding Replacement of Person: As a large number of employees are to be replaced in the organization due to reasons such as retirement, old age,
death, or any such reasons, a constant need for human resources is required in the organization. Human Resource Planning plays an important role in finding
people who can take up vacant positions in a way that the working of the organization is not adversely affected.
Reduce Labour Turnover: One of the problems which an organization has to face includes labor turnover from the organization. But this problem cannot be
eliminated. Due to this, an organization is constantly facing the need of recruiting new employees. Human Resource Planning helps the management forecast the
labor turnover in an organization which would help them to fill in the vacancies as soon as they arise.
Expansions Plans: Many a time, as an organization is growing, plans are formulated to diversify the business of the organization. Such schemes of the
organization require manpower resources as employees would have to take up these new positions which would be created. Human Resource Planning helps
the management to forecast such requirements and find outsources from which these employees can be procured.

5. Technological Changes: The technology which is used in an organization is ever-changing and it constantly forces the organization to upgrade the skills of the
employees of the organization. Moreover, many times, new employees with the required skills might have to be appointed. In such a situation, Human Resource
Planning helps the management in devising the necessary training programs and sources from where the employees with the required skills can be appointed.
Assessing Needs (Maintaining Balance): Human Resource Planning also ensures that the right numbers of employees are available in the organization. In case
there is a shortage of workers, then the working of the organization would slow down and it would adversely affect the whole organization.On the other hand, if
the excess number of employees there, then it would lead to an increase in labor cost as the optimum level of work cannot be achieved.
HRP PROCESS
1. Determining the Objectives of Human Resource Planning: The foremost step in every process is the determination of the objectives for which the
process is to be carried on. The objective for which the manpower planning is to be done should be defined precisely, so as to ensure that a right number
of people for the right kind of job are selected.
The objectives can vary across the several departments in the organization such as the personnel demand may differ in marketing, finance, production,
HR department, based on their roles or functions.
2. Analyzing Current Manpower Inventory: The next step is to analyze the current manpower supply in the organization through the stored information
about the employees in terms of their experience, proficiency, skills, etc. required to perform a particular job.
Also, the future vacancies can be estimated, so as to plan for the manpower from both the internal (within the current employees) and the external
(hiring candidates from outside) sources. Thus, it is to be ensured that reservoir of talent is maintained to meet any vacancy arising in the near future.
3. Forecasting Demand and Supply of Human Resources: Once the inventory of talented manpower is maintained; the next step is to match the demand
for the manpower arising in the future with the supply or available resources with the organization.
Here, the required skills of personnel for a particular job are matched with the job description and specification.
4. Analyzing the Manpower Gaps: After forecasting the demand and supply, the manpower gaps can be easily evaluated. In case the demand is more than
the supply of human resources, that means there is a deficit, and thus, new candidates are to be hired.
Whereas, if the Demand is less than supply, there arises a surplus in the human resources, and hence, the employees have to be removed either in the
form of termination, retirement, layoff, transfer, etc.
5. Employment Plan/Action Plan: Once the manpower gaps are evaluated, the action plan is to be formulated accordingly. In a case of a deficit, the firm
may go either for recruitment, training, interdepartmental transfer plans whereas in the case of a surplus, the voluntary retirement schemes,
redeployment, transfer, layoff, could be followed.
6. Training and Development: The training is not only for the new joinees but also for the existing employees who are required to update their skills from
time to time.

6. After the employment plan, the training programmes are conducted to equip the new employees as well as the old ones with the requisite skills to be
performed on a particular job.
7. Appraisal of Manpower Planning: Finally, the effectiveness of the manpower planning process is to be evaluated. Here the human resource plan is
compared with its actual implementation to ensure the availability of a number of employees for several jobs.
At this stage, the firm has to decide the success of the plan and control the deficiencies, if any.
Thus, human resource planning is a continuous process that begins with the objectives of Human Resource planning and ends with the appraisal or feedback and
control of the planning process.
JOB ANALYSIS
Job analysis refers to the process of collecting information related to roles, responsibilities, and operations of a particular job and such information is very crucial
for the preparation of job description and job specification.
Analysis of Jobs is concerned with examining and understanding the role or position itself and employee performance. The complete study of the job not only
helps in understanding what activities are performed, and what skills are required for performing the job but also helps in creating new standards for job roles.
METHODS OF JOB ANALYSIS
Observation Method
The observation method is a very common method that job analysts used very often. In this method job, analysts carefully observe the job holder’s work and try
to identify what and how he or she does his or her task, how much time he or she takes to complete his or her task, and record finding which help in job analysis.
Interview Method
It is one of the important and most widely used methods of job analysis. In this, the job analyst interviews the job holder and his or her superior so that they get
detailed aspect of information related to the job’s nature, responsibilities, duties, tasks, and accountability. The interviewer records the answer given by the
interview.
Questionnaire Method
In this method of J.A., the job analyst prepares a structured questionnaire with question-related about all aspects of a particular job and when the job holder
filled the questionnaire, it provides enough data for the purpose of job analysis.
Checklist Method
The checklist method is also similar to a questionnaire but in the checklist, all question has two option “yes” or “No” and the checklist should contain all those
questions which offer relevant information related to the concerned job.

7. When a checklist is prepared by a job analyst or specialist then it is sent to the job holder who will answer these questions.
Technical Conference Method
In this method, a conference is conducted to which superiors and experts are invited. These experts have a lot of knowledge about the concerned job and
discussions with them provide various kinds of details about the job.
JOB DESCRIPTION AND JOB SPECIFICATION
Job Description
Job description includes basic job-related data that is useful to advertise a specific job and attract a pool of talent.
It includes information such as job title, job location, reporting to and of employees, job summary, nature and objectives of a job, tasks and duties to be
performed, working conditions, machines, tools and equipments to be used by a prospective worker and hazards involved in it.
Purpose of Job Description
The main purpose of job description is to collect job-related data in order to advertise for a particular job. It helps in attracting, targeting, recruiting and selecting
the right candidate for the right job.
It is done to determine what needs to be delivered in a particular job. It clarifies what employees are supposed to do if selected for that particular job opening.
It gives recruiting staff a clear view what kind of candidate is required by a particular department or division to perform a specific task or job.
It also clarifies who will report to whom.
Job Specification
Also known as employee specifications, a job specification is a written statement of educational qualifications, specific qualities, level of experience, physical,
emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands. It also includes
general health, mental health, intelligence, aptitude, memory, judgment, leadership skills, emotional ability, adaptability, flexibility, values and ethics, manners
and creativity, etc.
Purpose of Job Specification
Described on the basis of job description, job specification helps candidates analyze whether are eligible to apply for a particular job vacancy or not.
It helps recruiting team of an organization understand what level of qualifications, qualities and set of characteristics should be present in a candidate to make
him or her eligible for the job opening.

8. Job Specification gives detailed information about any job including job responsibilities, desired technical and physical skills, conversational ability and much
more.
It helps in selecting the most appropriate candidate for a particular job.
Job description and job specification are two integral parts of job analysis. They define a job fully and guide both employer and employee on how to go about the
whole process of recruitment and selection. Both data sets are extremely relevant for creating a right fit between job and talent, evaluate performance and
analyze training needs and measuring the worth of a particular job.

10. PROCESS OF JOB ANALYSIS
Organizational analysis
The first step in the job analysis process is to determine its purpose. This will help determine what kind of data to collect and how to collect it. The necessary
background information for this step can be collected by using organization charts, process charts and job descriptions.
Select representative positions
It will be time consuming and costly to analyse all jobs in an organization. So, it is essential to select a representative sample of jobs for detail job analysis.
Collect data
The next step is to collect job-related data such as educational qualification, duties, responsibilities, working conditions, employee behaviour, skills and abilities.
Data is collected by using methods such as observation, interviews and questionnaire.
Review collected data
A job analysis report is prepared by using the gathered data. The information is then verified with the worker performing the job and their supervisor.
Developing job description
The information collected is used to develop a written statement known as job description. Job description is a document that describes the responsibilities,
working conditions, locations, risks and tasks required for effective job performance.
Developing job specification
The final step in the process is to develop job specification. Job specification and job descriptions are two tangible products of the job analysis process. Job
specification is a statement of personal traits, educational qualification, experience, background and skills needed to perform a job
1. Organizational Job Analysis
The pertinent information regarding the job is obtained at the organizational level. It is critical to know what is the performance level organization is looking
forward from the job holder and the contribution of the job to the goal attainment of the organization. The job-related information is then used to create an
organizational chart. It consists of different job classes, flow charts, the flow of job activities, and sharing points of different job profiles.
2. Selecting Representative Jobs for Analysis
It is important to understand that the analysis of jobs of the organization is a bit time-consuming and costly affair. Thus, only some sample jobs are selected in
order to carry out a detailed job analysis.
3. Collection of Data for Job Analysis

11. The information related to different features of the job and the abilities required to execute the job is collected from the organization. The job analysis
tools such as observation, interviews, and questionnaires are used for the collection of data.
4. Preparing Job Description
Based on the collected data the HR team prepares a job description by defining the tasks, duties, and responsibilities which are discharged for effective
performance.
5. Preparing Job Specification
The job specification is prepared which consist of the personal traits, skills, qualities, and qualification which are required to perform the job properly.
RECRUITMENT
Recruitment is the process of searching/ locating and enccouring potential applicants to apply for existing or anticipated job opening. It is a linked function, joning
together with jobs to fill and those seeking jobs. Recruitment is discovering the source from where potential employees may be selected. Recruitment is a
positive process of searching for prospective employees and stimulating them to apply for the jobs in the organisation. When more persons apply for jobs then
there will be a scope for recruiting better persons. The job-seekers too, on the other hand, are in search of organisations offering them employment. Recruitment
is a linkage activity bringing together those with jobs and those seeking jobs. In simple words, the term recruitment refers to discovering the source from where
potential employees may be selected. The scientific recruitment process leads to higher productivity, better wages, high morale, reduction in labour turnover and
enhanced reputation. It stimulates people to apply for jobs; hence it is a positive process.
PROCESS OF RECRUITMENT
1. Identify Staffing Needs: The first step in the recruitment process is to identify the organization's staffing needs. This involves determining the specific job
roles, responsibilities, and qualifications required for each position.
2. Job Analysis and Description: A job analysis is conducted to gather information about the tasks, skills, and competencies associated with the job. Based on
the analysis, a comprehensive job description is created, outlining the key responsibilities, qualifications, experience, and any other relevant details.
3. Sourcing Candidates: a. Internal Sources: Internal sources, such as employee referrals, internal job postings, talent pools, and promotions, are explored to
identify potential candidates within the organization. b. External Sources: External sources, such as job advertisements, recruitment agencies, campus
recruitment, professional associations, job fairs, online job portals, and social media platforms, are utilized to attract candidates from outside the
organization.
4. Resume Screening: The received resumes and applications are screened to shortlist candidates who meet the minimum requirements stated in the job
description. This step helps in identifying the most suitable candidates for further evaluation.

12. 5. Preliminary Evaluation: The shortlisted candidates are often subjected to a preliminary evaluation, which may include phone or video interviews. This
helps in assessing their communication skills, basic qualifications, and general fit for the position.
6. Interviews: a. Technical Interviews: Candidates who pass the preliminary evaluation may be invited for technical interviews to assess their knowledge,
skills, and expertise related to the job role. These interviews may involve practical tests, case studies, or simulations. b. Behavioral Interviews: Behavioral
interviews are conducted to evaluate a candidate's behavior, problem-solving abilities, decision-making skills, teamwork, and other competencies
relevant to the job. This can be done through structured interviews or competency-based assessments.
7. Assessments and Tests: Depending on the nature of the job, candidates may be required to undergo additional assessments or tests, such as
psychometric tests, aptitude tests, personality assessments, or work samples. These assessments provide a more in-depth understanding of a candidate's
suitability for the position.
8. Background Checks: Before making a final decision, background checks are conducted to verify the information provided by the candidate, such as
educational qualifications, employment history, references, and any relevant certifications or licenses.
9. Decision-Making: Based on the evaluation, assessments, interviews, and background checks, the hiring team makes a decision regarding the candidate's
suitability for the job. The chosen candidate is typically extended a job offer, which includes details about the position, compensation, benefits, and other
relevant terms and conditions.
10. Onboarding: Once the candidate accepts the job offer, the onboarding process begins. This involves completing necessary paperwork, conducting
orientation sessions, and integrating the new employee into the organization.
11. Candidate Relationship Management: Throughout the recruitment process, maintaining positive and transparent communication with all candidates,
including those who were not selected, is important. This helps in fostering a positive employer brand and ensures a positive candidate experience.
Recruitment Planning
First Step of Recruitment Process is Recruitment planning, where the unfilled positions are evaluated and described. Recruitment planning includes job
specifications, nature of the job, experience of candidates, qualifications and skills obligatory for the job, etc.
Strategy Development
Second Step of the Recruitment process is Strategy Development, where a strategy is planned for hiring the resources. After finishing the preparation of job
specifications and descriptions, the next step is to determine which strategy to adopt for recruiting the potential applicants for the organization.
Searching
Third step of Recruitment Process is Searching, where the resources are sourced depending upon the demand of the job. When the recruitment strategy is
completed, the searching of applicants will be initialized. Searching of applicants consists of two steps, which are
 Source activation: When the line manager verifies and grants the existence of the vacancy, the search for applicants starts.
 Selling: In selling, the organization selects the media through which the communication of jobs reaches the expected applicants.
Background Screening
Fourth Step of Recruitment process is Screening, which starts after completion of the process of searching the applicants. Background Screening is the process of
filtering the applications of the job seekers for further selection process. Background screening is an essential part of the recruitment process that helps the
agency in removing irrelevant or unqualified applicants, which were received through searching.

13. The Background screening procedure of the Recruitment process consists of following steps.
 Reviewing Resumes & Cover Letters of the applicants.
 Organising Telephonic or Video Interviews.
 Identifying the Top Candidates from the list.
Evaluation
Last Step of Recruitment Process is Evaluation of the selected candidates. In this process, the capability and the validity of the process and methods are
determined. Recruitment is a quite costly process, hence it is essential that the overall performance of the recruitment process is efficiently evaluated.
SOURCES OF RECRUITMENT
Internal Recruitment
Internal Recruitment refers to hiring employees within the organization internally. We can explain this in other words, applicants seeking for the different
positions are those who are presently employed within the organization.
At the time of recruiting employees, the first consideration should be given to those employees who are presently working within the organization. This is a
significant source of recruitment, which provides the opportunities for the development of organization.
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We can also utilize the existing resources within the organization for better results.
As performance of the employees is already known to the organization, so internal recruitment is the best and easiest way of selecting existing resources. Now
we will discuss various internal sources of recruitment.
Promotions
Promotion refers to upgrading the position of the employees by checking their performance in the organization. Promotion is the procedure of shifting an
employee from a lower position to a higher position with more job responsibilities, facilities and status. Most organizations fill the higher unfilled positions
internally with the help of the process of promotions.
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14. Transfers
Transfer is the process of interchanging employees from one job to another without any changing the rank and responsibilities. It can also be the shifting of
employees from one department to another or one location to another location. Transfer is depending upon the demand of the position.
We can understand the concept from this example. Let’s suppose there is a company named as XYZ Ltd. XYZ Ltd having two branches B1 and B2 and an
employee from B1 resigned from his job. Now this position has to be filled for continuation of the Project.
So instead of searching for new persons, XYZ Ltd shifts an employee from B2 to B1 (Depending on the requirements and capabilities of the respective employee).
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This type of internal shifting of an employee from one branch to another is called Transfer.
Internal Advertisements
Internal Advertisements is a process of posting or advertising jobs within the organization. This posting is an open invitation to all the employees inside the
organization, where they can apply for the unfilled positions. It gives equal opportunities to all the employees working in the company.
Hence, the recruitment will be done within the organization and it is the cost effective process.
Former Employees
Former employees is another source of this type of recruitment, where the ex employees are called back depending upon the demand of the position. Former
Employees is a cost effective process and saves plenty of time.
The other major advantage of recruiting former employees is that they are well versed with the responsibilities of the job and the organization needs to pay less
attention to their training and development.
Previous Applications
The HR team checks the profiles of previous applicants from the recruitment database of the organization. These applicants are those who have applied for
different seats in the past in the organization. These resources are very helpful and can be easily approached. In most of the cases the response is positive. It is
also an inexpensive way of filling up the unemployed seats.
Employee Referrals
Employee referrals is an efficient way of sourcing the right applicants at a low cost. It is the process of hiring new resources through the references of employees
(who are currently working with the company). In Employee Referrals, the current employees can refer their friends and relatives for hiring unfilled seats.
Companies encourage employee referrals, because it is a cost effective process and saves time as compared to hiring applicants from external sources. Most
companies, in order to encourage their employees, go ahead and compensate them with a referral bonus for a successful hire.

15. Pros & Cons of Internal Recruitment
All sources of Internal recruitment have its own set of Pros and Cons.
The Pros of Internal Recruitment are as follows:
 It is very simple, quick, easy and cost-effective.
 There is no need for induction and training, as the applicants already know their roles and job responsibilities.
 It encourages the employees to work hard, and increases the work production within the system.
 It helps in advancing the employee loyalty towards the organization.
The Cons of hiring candidates through internal sources of Internal Recruitment are as follows:
 It stops new hiring of potential candidates. Sometimes, new candidates bring creative ideas and new thinking.
 Its scope is limited because all the vacant positions cannot be filled.
 There could be problems in between the employees, who are promoted and who are not promoted.
 If an internal resource is promoted or transferred then that position will remain unfilled. So an organization needs external resources to fill up those
positions.
 Those Employees who are not promoted, may end up being unhappy and unmotivated.
External Recruitment
External Recruitment refers to hiring employees from outside the organization. Only those candidates seek job opportunities who are not connected to the
organization internally.
External employees bring creativeness and fresh thoughts to the organization. Although hiring through external sources is a little bit expensive and tough as
compared to internal recruitment, it has amazing potential of driving the organization forward in achieving its objectives and aims .
Now we are going to discuss major resources of External Recruitment which are as follows.
Direct Recruitment
Direct recruitment refers to the source of external recruitment where the recruitment of qualified candidates is done by putting a notice of vacancy on the
notice-board in the organization. This method is also called Factory-gate Recruitment, all technical workers are hired through this process.
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16. Employment Agencies
Employment agencies are a good source of External Recruitment. Employment agencies are run by different sectors like public, private or government. It
provides un-skilled, semi skilled and skilled candidates as per the demands of the organization. These Employment agencies hold a database of qualified
candidates and organizations can use their services at a pre-defined cost.
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Employment Exchanges
As per the law,it is mandatory that the organization provides details to the employment exchange for certain job vacancies. Employment exchange is an entity of
government, where the details of the job seekers are stored and given to the employers for filling the unfilled positions. This external recruitment is helpful in
hiring for unskilled and skilled workers.
Professional Associations
Professional associations are a major source in External Recruitment, these Associations can help an organization in hiring technical, professional and managerial
candidates. They specialize in sourcing mid-level and top-level resources. There are many professional associations that act as a medium between the
organizations and the job seekers.
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Advertisements
Advertisements are the most popular and preferred source in External Recruitment. The job vacancy is circulated through different print and electronic media
with a specific job specification and description of the demands.
Use of advertisements is the best way to source applicants in a short period of time and it offers an efficient way of screening the candidates according to the
specific requirements.
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Advertisement is the best suitable procedure for External Recruitment, because a large volume of hiring in a short period of time can only be done through
Advertisement.
Advertisement is one of the valuable ways to hire candidates, but when time and numbers are necessary, then advertisement is the choice for recruitment.
Campus Recruitment
Campus recruitment is another source of external recruitment, where educational institutions such as colleges and universities offer opportunities to hire
students. In this type of recruitment, the organizations visit management, technical and professional institutions for recruiting students directly for the new
seats.

17. 
Word-of-Mouth Advertising
Word of mouth is a way of sourcing the candidates for filling up the unemployed positions. There are many well reputed organizations with good reputation in
the market. Such organizations only require a word-of-mouth advertising regarding a job vacancy to fascinate a large number of candidates.

Pros & Cons of External Recruitment
Various sources of external recruitment have both its Pros and Cons.
The Pros of External Recruitment are as follows.
 It encourages new and fresh candidates who have innovative ideas and skills for the organization.
 Branding of the organizations increases through external sources of Recruitment.
 There will be no problems or partiality between the employees of the organization.
 The scope for selecting the right applicants is more, because of the appearance of a large number of applicants.
The Cons of recruiting through external sources are as follows:
 The selection process of different sources of External Recruitment is lengthy, So it consumes more time to complete.
 The recruitment cost of External sources is very high as compared to recruiting through internal sources.
 The candidates who are selected through external sources demand more remuneration and benefits as compared to internal sources.
SELECTION MEANING
selection refers to the process of choosing the most suitable candidates from a pool of applicants to fill job vacancies within an organization. It is a critical step in
the overall recruitment process.
The Selection is a process of picking the right candidate with prerequisite qualifications and capabilities to fill the jobs in the organization.
The selection process is quite lengthy and complex as it involves a series of steps before making the final selection. The procedure of selection may vary from
industry to industry, company to company and even from department to department. Every organization designs its selection process, keeping in mind the
urgency of hiring people and the prerequisites for the job vacancy.

18. 1. Preliminary Interview: The preliminary interview is also called as a screening interview wherein those candidates are eliminated from the further
selection process who do not meet the minimum eligibility criteria as required by the organization.
Here, the individuals are checked for their academic qualifications, skill sets, family backgrounds and their interest in working with the firm. The
preliminary interview is less formal and is basically done to weed out the unsuitable candidates very much before proceeding with a full-fledged selection
process.
2. Receiving Applications: Once the individual qualifies the preliminary interview he is required to fill in the application form in the prescribed format. This
application contains the candidate data such as age, qualification, experience, etc. This information helps the interviewer to get the fair idea about the
candidate and formulate questions to get more information about him.
3. Screening Applications: Once the applications are received, these are screened by the screening committee, who then prepare a list of those applicants
whom they find suitable for the interviews. The shortlisting criteria could be the age, sex, qualification, experience of an individual. Once the list is
prepared, the qualified candidates are called for the interview either through a registered mail or e-mails.
4. Employment Tests: In order to check the mental ability and skill set of an individual, several tests are conducted. Such as intelligence tests, aptitude tests,
interest tests, psychological tests, personality tests, etc. These tests are conducted to judge the suitability of the candidate for the job.
5. Employment Interview: The one on one session with the candidate is conducted to gain more insights about him. Here, the interviewer asks questions
from the applicant to discover more about him and to give him the accurate picture of the kind of a job he is required to perform.
Also, the briefing of certain organizational policies is done, which is crucial in the performance of the job. Through an interview, it is easier for the
employer to understand the candidate’s expectations from the job and also his communication skills along with the confidence level can be checked at
this stage.
6. Checking References: The firms usually ask for the references from the candidate to cross check the authenticity of the information provided by him.
These references could be from the education institute from where the candidate has completed his studies or from his previous employment where he
was formerly engaged. These references are checked to know the conduct and behavior of an individual and also his potential of learning new jobs.
7. Medical Examination: Here the physical and mental fitness of the candidate are checked to ensure that he is capable of performing the job. In some
organizations, the medical examination is done at the very beginning of the selection process while in some cases it is done after the final selection.
Thus, this stage is not rigid and can take place anywhere in the process. The medical examination is an important step in the selection process as it helps
in ascertaining the applicant’s physical ability to fulfill the job requirements.
8. Final Selection: Finally, the candidate who qualifies all the rounds of a selection process is given the appointment letter to join the firm.
Thus, the selection is complex and a lengthy process as it involves several stages than an individual has to qualify before getting finally selected for the job.

19. TRAINING IN HRM
Training constitutes a basic concept in human resource development. It is concerned with developing a particular skill
to a desired standard by instruction and practice. Training is a highly useful tool that can bring an employee into a
position where they can do their job correctly, effectively, and conscientiously. Training is the act of increasing the
knowledge and skill of an employee for doing a particular job. Training refers to the teaching and learning activities
carried on for the primary purpose of helping members of an organization acquire and apply the knowledge, skills,
abilities, and attitudes needed by a particular job and organization
NEED OF TRAINING
1. Environmental changes:
Mechanization, computerization, and automation have resulted in many changes that require trained staff possessing
enough skills. The organization should train the employees to enrich them with the latest technology and knowledge.
2. Organizational complexity:
With modern inventions, technological upgradation, and diversification most of the organizations have become very
complex. This has aggravated the problems of coordination. So, in order to cope up with the complexities, training has
become mandatory.
3. Human relations:
Every management has to maintain very good human relations, and this has made training as one of the basic
conditions to deal with human problems.
4. To match employee specifications with the job requirements and organizational needs:
An employee’s specification may not exactly suit to the requirements of the job and the organization, irrespective of
past experience and skills. There is always a gap between an employee’s present specifications and the organization’s
requirements. For filling this gap training is required.
5. Change in the job assignment:

20. Training is also necessary when the existing employee is promoted to the higher level or transferred to another
department. Training is also required to equip the old employees with new techniques and technologies.
METHODS OF TRAINING
On-the-job training methods
This type of training also known as job instruction training is most commonly used as a method. Under this method, the individual is
placed on a regular job & taught the skills necessary to perform the job.
Following are the job training methods.
1. Job Rotation
It involves the movement of the trainee from one job to another. The trainee receives job knowledge & gains experience from his supervisor
or trainer. This type of training gives an opportunity to the trainee to understand the problem of employees on other jobs & respect them.
2. Coaching
The trainee is placed under a particular supervisor who functions as a coach in training the individual. The supervisor provides feedback
to the trainee on his performance & offers him some suggestions for improvement.
3. Job Instruction
This method is also known as step-by-step training. Under this method, the trainer explains to the trainee the way of doing the jobs,
knowledge & skill and allows him to do the job. The trainer appraises the performance, provides information & corrects the trainees.

21. 4. Committee Assignment
Under this method, a group of trainees is given and asked to solve an actual organizational problem. The trainees solve the problem
jointly and develop teamwork.
Off-the-Job Methods
Under this method of training, the trainee is separated from the job situation and his attention is focused on learning the material related
to his future job performance.
1. Vestibule training
In this method, actual work conditions are simulated in a classroom. Material files and needed equipment are also used in training. This
type is used for training personnel for clerical and semi-skilled jobs.
2 Role-Playing
It is defined as a method of human interaction that involves realistic behavior in an imaginary situation. This method of training involves
action doing the practice. This method is mostly used for developing interpersonal interaction and relations.
3. Lecture Method
The lecture is a traditional & direct method of instruction. The instructor organizes the material & gives it to a group of trainees in the
form of a talk. This is beneficial to train a large group of trainees.
4. Conference

22. It is a method for clerical, professional & supervisory personnel. This involves a group of people who put forth ideas, examine & share
facts, ideas assumptions & draw a conclusion..the success of this method depends on the leadership qualities of the person who leads
the group.
5. Programmed Instructions
In recent years this method has become popular the subject matter to be learned is presented in a series of carefully planned sequential.
This method is expensive & time-consuming.