Study material for management students

1. UNIT 2
ACQUISITION OF HUMAN RESOURCE MANAGEMENT
BY PROF. KANCHAN KUMARI

2. What is human resource planning?
• Human resource planning definition: Human resource planning is a
technique company uses to balance its flow of employees and
prevent situations such as team member shortages or surpluses.
This also ensures that the business has the right people with the
appropriate skills and ability to build a strong workforce.
• Human Resource Planning (HRP) is the process of forecasting the
future human resource requirements of the organization and
determining as to how the existing human resource capacity of the
organization can be utilized to fulfill these requirements. It, thus,
focuses on the basic economic concept of demand and supply in
context to the human resource capacity of the organization.

3. PROCESS OF HUMAN RESOURCE PLANNING
• Seven Steps to Human Resource Planning
• Step One: Analyze Organizational Objectives. ...
• Step Two: Inventory Current Human Resources. ...
• Step Three: Forecast Demand. ...
• Step Four: Estimate Gaps. ...
• Step Five: Formulate the Human Resource Action Plan. ...
• Step Six: Integrating/Implementing the Plan. ...
• Step Seven: Monitoring, Control, and Feedback.

4. Seven Steps to ProcessHuman Resource Planning

5. Recruitment and Selection
• Recruitment and selection are both famous terms related to the
hiring process. Recruitment is a process which entails searching for
candidates, and selection is a process of picking the candidates from
the shortlisted ones.

6. Difference between Recruitment and Selection

7. Source of Recruitment and Selection

8. Stages in Selection Process
• The selection process consists of five distinct aspects:
• Criteria development. ...
• Application and résumé review. ...
• Interviewing. ...
• Test administration. ...
• Making the offer.

9. Placement
• Placement refers to the process of connecting the selected person
and the employer in order to establish an ongoing employment
relationship. In this step the employee is given the activities he/she
needs to perform and is told about his/her duties. Placement is
usually followed by the orientation process.
• Placement is the process of assigning specific jobs and work places to
the selected candidates. It involves putting square pegs in to square
holes i.e. matching the individual and the job. Correct placement is in
no way less important than accurate selection. Even a competent
employee maybe inefficient and dissatisfied if put on a wrong job.

10. Goals Analysis
• The Goal Analysis. The Goal Analysis involves an examination of the
steps taken by an expert when he is performing the actions stated in
the goal. We have to remember that we are looking at the steps
taken in the performance environment. We are not looking at what
we want our learners to do in the learning environment.

11. Goals Analysis Example

12. Job Description and.
• A job description is a document that states an overview of the duties,
responsibilities, and functions of a specific job in an organisation. A job
specification is a statement of the qualifications, personality traits, skills,
etc. required by an individual to perform the job.
• A job description is a tool that explains the tasks, duties, function and
responsibilities of a position. It details who performs a specific type of
work, how that work is to be completed, and the frequency and the
purpose of the work as it relates to the organization's mission and goals.
• Example: A job description includes an overview, role summary, catalog of
responsibilities, and the qualifications and experience required for a
particular role. It also defines the soft skills and business skills required for
success in the role

13. Job Specification
• A job specification is the list of recommended qualities for a person to
qualify for and succeed in a position
• A job specification is an official document which describes the
duties, required knowledge, skills and abilities, and minimum
qualifications of State jobs
• Example: Entry-level positions, for example, might specify they
don't require any experience, but a director job might want seven
years of experience in managerial roles

14. Thank You !
Prof. Kanchan Kumari