3. Key concepts:
• Human resource planning.
• Hiring.
– How to recruit?
• Induction.
• Performance measurement/ Appraisal.
4. Human resource planning
• Objective:
– Identify bride for your loved one.
– To manage crunch of manpower and achieve
desired/decided goals.
5. Human resource planning
• What is Planning:
– Analyze our Organization.
• For Current Problem Solutions: (SW)
• For Expansion: (OT)
• Clear job profile based on customer profile (Whom you
want to Hire?)
– Skills, education, experience, age, Results Expected , Salary etc..
• Planning is required.
– Promoting current manpower?
• Check capabilities.
– Going to recruit someone new?
• Hiring.
6. Importance of Hiring
• Selecting right bride.
• Getting
– Right manpower
– On right place
– At right time.
8. How to recruit?
• Share company profile with candidates.
• Take minimum two round of interviews
– Technical or skill based interview(Must be taken
by functional head/Owner OR expert of this field)
– Key things need to be check
• Field related technical know how and knowledge
• Experience is real or not
• Provide clarity of work he/she has to do and how
• Background check.
9. • Attitude related interview
– Family (earning, Members, who is doing what)
– Why left/leaving previous company (Check his
work attitude and ethics)
– Why our company/ what you know about our
company (Check his preparation for interview and
seriousness)
– Personal strengths and weaknesses.
• Habits.
10. Induction
• Objective: welcome new bride in family and
assist in settling down.
• Minimize training and adjustment time of
employee in organization.
11. Induction
• Introduction of new joinee.
– His work area/department and expertise
– Other department/ same department employees with
whom he need to be in communication while performing
his work
• Individually sharing information
– Company profile and products
– His job profile in detail and touch points (whom to meet
for what)
– Company expectations
– Trainings need to be taken
– Terms of employment (Rules and regulations)
• Growth opportunities (After Probation)
12. Training:- For current job and future
job
• Skill based training:- (Through expert or functions head)
– Product training (company broacher, product detail
catalogs and other product related material, show actual
product and share technical specifications)
– Product of our and competitors product knowledge
– Market opportunities (Untapped, Major selling etc..)
– Future planning of our company
• Sales training/ In house training:-
– Key objections by customers and minimum 3 answer for
one objection
13. Coaching
• On job training through:-
– I do you see
– You do I see if needed assist or come in between
– You do I see (if face any problem will not solve on the
spot)
– You do I don’t see (if face any problem ask for solution)
– You update me (if got new ways of doing your job teach
me)
• Motivational training.
• Mentoring (Guidance for faster Growth)
15. Measure the right things
• An ideal performance management system is one
that energizes the people in an organization to
focus effort on
• Improving things that really matter –
• One that gives people the information and
freedom that they need to realize
• Their potential within their own roles and that
aligns their contribution with the success of the
enterprise.
• Activity.
16. Separation
• Exit interview:
– Why want to leave
– Areas of improvement in his work and over all
organization
– Good things about our company
• Out placement
• Appreciation letter for whatever contribution
he/she given to our company
17. Thank You !
Connect with us:
www.mastermindindia.in | info@Mastermindindia.in
Consulting | Training | Staff Training | Placement Services
