HUMAN RESOURSE MANAGEMENT: Recruiting, selecting, deployment, retaining, promoting, superannuation

1. HUMAN RESOURCE
MANAGEMENT
MR. PRADEEP ABOTHU M.SC.,(N)
ASSOCIATE PROFESSOR
DEPT OF CHILD HEALTH NURSING

2. HUMAN RESOURCE MANAGEMENT
Is the strategic and operational process of managing an
organization’s workforce, including tasks such as recruitment,
training, compensation, performance management, and
employee relations.
Human resource management (HRM) is the practice of
managing and organizing the people who work for a company
or organization. It involves tasks like hiring, training, and
taking care of employees to help the organization succeed.

3. OBJECTIVES OF HRM
The objectives of Human Resource Management (HRM) are
multifaceted and revolve around effectively managing an
organization’s workforce to achieve its strategic goals and ensure the
well-being of employees. Some of the key objectives of HRM include:
Recruitment and Selection: To attract and hire the right individuals
with the appropriate skills, qualifications, and experience to meet the
organization’s workforce needs.
Training and Development: To provide employees with
opportunities for learning and growth to enhance their skills and
capabilities, leading to improved job performance and career
advancement.

4. Performance Management: To establish a fair and transparent system
for evaluating employee performance, setting performance goals,
providing feedback, and recognizing and rewarding achievements.
Employee Engagement and Satisfaction: To create a positive work
environment that fosters high employee morale, job satisfaction, and
commitment to the organization.
Compensation and Benefits: To design competitive and equitable
compensation packages and benefits to attract and retain talent while
ensuring that employees are fairly rewarded for their contributions.

5. Employee Relations: To maintain good relationships between
employees and management, resolve conflicts, and address
workplace issues to promote a harmonious work environment.
HR Planning and Succession: To forecast future workforce
needs and develop strategies for acquiring and developing the talent
required to meet organizational objectives.
Diversity and Inclusion: To promote a diverse and inclusive
workplace that values individual differences and ensures equal
opportunities for all employees.

6. Compliance with Labor Laws: To ensure that the
organization adheres to relevant labor laws and regulations to
protect the rights of employees and the company.
Strategic Alignment: To align HR practices and initiatives
with the overall business strategy, contributing to the
organization’s success and competitiveness.
Talent Retention: To implement retention strategies that
help retain key employees and reduce turnover, thereby
minimizing the costs and disruptions associated with
employee turnover.
Employee health and safety: To prioritize employee health
and safety by establishing policies and practices that create a
safe working environment and promote employee well-being.

7. PROCESS OF HRM:
1. Job Analysis
- Gather information on job roles and requirements
2. Recruitment and Selection
- Create job postings
- Advertise job openings
- Screen resumes
- Conduct interviews
- Select and hire candidates

8. 3. On boarding and Orientation
- Provide orientation programs
- Complete paperwork and administrative tasks
4. Training and Development
- Identify training needs
- Design and deliver training programs
- Implement mentoring or coaching initiatives
- Offer opportunities for professional growth

9. 5. Performance Management
- Set performance goals
- Provide regular feedback
- Conduct performance appraisals
- Identify areas for improvement
- Recognize and reward exceptional performance
6. Compensation and Benefits
- Determine salary structures
- Administer employee benefits
- Manage payroll

10. 7. Employee Relations
- Address workplace conflicts
- Resolve grievances
- Promote open communication
- Ensure compliance with employment laws
8. Employee Engagement and Retention
-Conduct employee surveys
- Implement recognition and reward programs
- Promote work-life balance
- Address employee concerns

11. 9. HR Information Systems
- Utilize HR technology and systems
- Maintain employee records
- Manage payroll and benefits information
10. HR Planning
- Forecast future workforce needs
- Identify skills gaps
- Plan for succession
- Develop talent strategies

12. 11. Legal Compliance
- Stay updated on employment laws
-Manage employee records in compliance with privacy laws
- Ensure fair and equitable treatment of employees
12. Continuous Improvement
- Evaluate HR processes, policies, and practices
- Seek feedback from employees and stakeholders
- Make adjustments for improvement

13. HUMAN RESOURCE PLANNING
(HRP)
Definition: Human Resource Planning (HRP) refers to the
systematic process of forecasting an organization’s future
human resource needs and ensuring that the right people with
the right skills are available in the right positions at the right
time.

14. OBJECTIVES
1. Forecasting HR Needs:
- Determine future human resource requirements
- Based on strategic goals and anticipated changes
2. Talent Acquisition:
- Identify gaps between current and future workforce
- Develop strategies for recruitment, selection, and hiring
- Fill gaps with skilled individuals
3. Employee Development and Training:
- Assess skills and knowledge required for future roles
- Plan employee development and training programs
- Enhance capabilities for future challenges

15. 4. Succession Planning:
- Identify potential leaders and successors
- Ensure smooth transition of key positions
- Maintain continuity in leadership
5. Restructuring and Downsizing:
- Assess impact on the workforce
- Plan necessary changes
- Implement in a fair and effective manner
6. Cost Control:
-Align staffing levels with organizational needs
- Optimize allocation of human resources
- Control labor costs

16. Steps of Human Resource Planning (HRP):
1. Environmental Scanning:
 Analyze internal and external factors
Identify technology, industry trends, economic conditions, and demographic
shifts
2.Demand Forecasting:
 Analyze strategic plans and environmental factors
 Estimate future HR demand (quantity and quality)
3. Supply Forecasting:
Assess current workforce capabilities
 Analyze attrition rates, retirements, promotions, and external hiring

17. 4. Gap Analysis:
Compare demand and supply forecasts
 Identify gaps or surpluses in the workforce
5. Developing HR Strategies:
 Develop strategies and action plans
Address gaps identified in the gap analysis
 Plan recruitment, training, development, succession, or
restructuring

18. 6. Implementation:
- Execute planned strategies
- Implement recruitment, training, and development programs
- Revise organizational structure if required
- Monitor progress and outcomes
7. Evaluation and Adjustment:
- Evaluate effectiveness of implemented strategies
- Gather feedback and assess organizational needs
- Make adjustments for ongoing alignment
- Ensure HR practices support organizational goals

19. COMPONENTS OF HUMAN
RESOURCE MANAGEMENT
Recruitment and selection
Training and development
Performance appraisal and feed back
Pay and benefits
Labour relations
The components of Human Resource Management (HRM)
encompass various aspects of managing the workforce within
an organization. The components you mentioned are as
follows:

20. Recruitment and Selection:
 Attracting and sourcing qualified candidates for job openings.
Screening and evaluating candidates to select the best fit for the
organization.
Conducting interviews, assessments, and background checks.
Making job offers and negotiating employment terms.
Training and Development:
Identifying skill gaps and training needs within the organization.
Designing and implementing training programs to enhance employee skills
and competencies.
Providing on-the-job training, workshops, seminars, and e-learning
opportunities.
Supporting career development and fostering a learning culture.

21. Performance Appraisal and Feedback:
 Setting performance goals and expectations for employees.
Conducting periodic performance evaluations and assessments.
Providing constructive feedback on strengths and areas for improvement.
Recognizing and rewarding exceptional performance.
Pay and Benefits:
 Determining and administering compensation structures and salary scales.
Managing payroll processes and ensuring timely and accurate payment.
Designing and implementing employee benefits packages, such as health
insurance, retirement plans, and paid time off.
Addressing compensation-related issues and ensuring compliance with
labor laws.

22.  Labor Relations:
 Managing employee relations and maintaining a positive work
environment.
Promoting effective communication between management and
employees.
Handling employee grievances, disputes, and conflicts.
Ensuring compliance with labor laws and regulations.

24. RECRUITMENT

25. INTRODUCTION
Recruitment is the process of identifying, attracting, and
hiring qualified individuals to fill job vacancies within an
organization. It involves various activities, from creating
job advertisements to conducting interviews and making
job offers.

26. DEFINITION
Recruitment refers to the process of searching for and
attracting potential candidates for job openings within an
organization.

27. TYPES OF RECRUITMENT
Internal Recruitment: This type of recruitment involves
filling job positions with existing employees from within the
organization. It can include promotions, transfers, or internal
job postings.
External Recruitment: External recruitment involves
seeking candidates from outside the organization. It can be
done through various methods such as job advertisements,
job portals, recruitment agencies, career fairs, and campus
placements.

28. PURPOSE AND IMPORTANCE
Attracting talent: Recruitment helps organizations attract a pool of
qualified candidates who can contribute to their success.
Meeting organizational needs: It ensures that there is a suitable
workforce available to fulfill current and future job requirements.
Enhancing diversity: Effective recruitment practices promote
diversity and inclusion within the organization.
Improving employee retention: A well-planned recruitment process
helps find candidates who are a good fit for the organization,
increasing the likelihood of employee satisfaction and retention.

29. SOURCES OF RECRUITMENT
Internal Sources: These include current employees who may be
considered for promotions or transfers within the organization.
External Sources: These involve seeking candidates from outside the
organization, such as job seekers, fresh graduates, or experienced
professionals.
Modern Sources of Recruitment: These include online job portals,
social media platforms, professional networking sites, and recruitment
agencies.

30. PROCESS OF RECRUITMENT
Identifying job vacancies and requirements.
Creating job descriptions and specifications.
Advertising and promoting the job openings through various channels.
Receiving and screening applications and resumes.
Conducting interviews and assessments.
Selecting the most suitable candidates.
Making job offers and negotiating employment terms.
On boarding and integrating new hires into the organization.

31. FACTORS AFFECTING RECRUITMENT
Organizational policies and practices.
Economic conditions and labor market trends.
Competitor actions and industry dynamics.
Government regulations and labor laws.
Employer brand and reputation.
Recruitment budget and resources.
Technological advancements and recruitment trends.

32. SELECTION

33. INTRODUCTION
Selection is a crucial component of the recruitment and
staffing process. It involves assessing and choosing the most
suitable candidates from a pool of applicants who have
applied for job openings within an organization.

34. DEFINITION
Selection refers to the process of evaluating and choosing
the best-fit candidates for specific job roles based on their
qualifications, skills, experience, and other relevant factors.
PLACEMENT: Placement, in the context of selection,
refers to the final decision of assigning a selected candidate
to a specific job position within the organization.

35. SELECTION PROCESS
Preliminary Screening: Initial review of applications and
resumes to shortlist candidates who meet the basic qualifications
and requirements.
Selection Tests: Conducting various tests, such as aptitude tests,
skill assessments, personality assessments, or technical tests, to
evaluate candidates’ abilities and suitability for the job.
Interviews: Conducting interviews, which can include multiple
rounds, to assess candidates’ communication skills, problem-
solving abilities, cultural fit, and overall suitability for the job.
Background Checks: Verifying the information provided by
candidates, such as employment history, educational
qualifications, and references.

36. Reference Checks: Contacting provided references to gather
additional insights and validate the candidate’s qualifications and
experience.
Decision Making: Evaluating the results of the selection process
and making a final decision on which candidate(s) to hire.

37. IMPORTANCE OF SELECTION AND
PLACEMENT
Placement: Assigning the selected candidate to a specific job role
or position within the organization.
1) Finding the Right Fit: Effective selection ensures that the
organization hires candidates who possess the required skills,
competencies, and qualifications for the job, increasing the
likelihood of success in the role.
2) Enhanced Performance and Productivity: Selecting
candidates who are well-suited for the job contributes to
improved job performance and increased productivity.
3) Reduced Employee Turnover: Proper selection reduces the
risk of hiring candidates who may not fit well within the
organization or the job role, leading to lower turnover rates.

38. 3) Cost Savings: Selecting the right candidates reduces recruitment and
training costs associated with high turnover rates.
4) Cultural Fit: Selecting candidates who align with the organization’s
values, culture, and work environment fosters a positive and cohesive
workplace.
5) Succession Planning: Effective selection and placement processes
help identify candidates with potential for growth and advancement,
facilitating succession planning within the organization.
 Selection and placement are critical in ensuring that the organization
hires the best-suited candidates for its job roles, leading to improved
performance, reduced turnover, and overall organizational success.

39. Difference between selection and recruitment:
S.NO
RECRUITMENT SELECTION
1 Recruitment is the process of attracting
and sourcing potential candidates for a
job vacancy.
Selection is the process of
choosing the most suitable
candidate among the pool of
applicants.
2 It involves creating awareness about job
openings, advertising, and reaching out
to potential candidates
It involves assessing and
evaluating candidates’
qualifications, skills, and
suitability for the job.
3 The goal is to generate a pool of
qualified candidates for further
consideration.
The goal is to identify the best
fit candidate who meets the job
requirements and organizational
needs.

40. S.NO RECRUITMENT SELECTION
4 It focuses on building a pipeline of
potential candidates for current or
future job openings.
It focuses on making a final decision
and offering employment to the most
suitable candidate.
5 Recruitment activities include job
posting, resume screening, and
initial interviews.
Selection activities include interviews,
tests, assessments, reference checks,
and final interviews.
6 It is a broader process that
precedes selection.
It is a specific process that follows
recruitment.
7 Recruitment is a proactive process
to attract candidates.
Selection is a reactive process to
evaluate and choose candidates.
8 It involves creating a positive
employer brand and promoting the
organization as an employer of
choice.
It involves evaluating candidates based
on their qualifications, skills,
experience, and fit with the
organization’s values and culture.

41. S.NO RECRUITMENT SELECTION
9 The outcome of recruitment is a pool
of potential candidates for further
consideration in the selection process.
The outcome of selection is the
identification of the most suitable
candidate for the job.

42. TRAINING

43. INTRODUCTION
Training is a systematic process of acquiring knowledge,
skills, and competencies through instruction, practice, and
experience. It aims to improve employee performance and
enhance their capabilities to meet the organization’s goals
and objectives.

44. DEFINITION
Training refers to the process of providing employees with
specific knowledge, skills, and competencies required to
perform their job effectively and efficiently.

45. PURPOSES OF TRAINING
Enhancing Job Performance: Training equips employees with the
necessary skills and knowledge to perform their job roles competently,
leading to improved job performance and productivity.
Skill Development: Training helps employees develop new skills and
refine existing ones, enabling them to take on new responsibilities and
challenges.
Adapting to Technological Changes: Training helps employees stay
updated with advancements in technology and acquire the skills needed
to use new tools and systems.
Addressing Performance Gaps: Training can target specific areas
where employees need improvement, addressing performance gaps and
enhancing overall performance.

46. AREAS OF TRAINING
Technical Skills: Training focuses on developing technical skills
related to specific job roles, such as operating machinery, using
software applications, or understanding industry-specific
processes.
Soft Skills: Training can include enhancing communication
skills, teamwork, leadership abilities, problem-solving, and
decision-making skills.
Compliance and Regulatory Training: This training ensures
employees are aware of and comply with legal and regulatory
requirements relevant to their job roles.

47. CHARACTERISTICS OF TRAINING
o Systematic and Planned: Training is designed and
implemented in a structured manner, following a planned
approach to address specific objectives and goals.
o Continuous and Ongoing: Training is not a one-time event but
a continuous process, with opportunities for learning and
development throughout an employee’s career.
o Customized and Tailored: Training is customized to meet the
specific needs of employees and the organization, considering
job roles, skills gaps, and developmental requirements.

48. o Practical and Application-Oriented: Training emphasizes
practical application of knowledge and skills, providing
opportunities for practice, feedback, and real-life scenarios.
o Evaluation and Feedback: Training programs include
mechanisms to assess the effectiveness of training, gather
feedback, and make improvements as needed.
o Training plays a vital role in developing employees’ skills,
improving performance, and enabling them to adapt to changing
work environments. It contributes to the overall growth and
success of both employees and the organization.

49. DEPLOYMENT

50. DEFINITION
Deployment in the context of nursing refers to the strategic
assignment and utilization of nursing personnel within
healthcare organizations to meet patient care needs
effectively.

51. OBJECTIVES
 Optimal Patient Care: The primary objective of staff deployment in
nursing is to ensure that nurses are deployed in a manner that allows
them to provide high-quality patient care. This involves assigning
nurses to patient care units where their skills and expertise match the
needs of the patients being served.
Workload Balancing: Staff deployment aims to distribute the workload
among nurses evenly, considering factors such as patient acuity, nurse-to-
patient ratios, and the complexity of care required. It helps prevent
excessive workload on individual nurses, thereby promoting better
patient safety and nurse well-being.

52.  Skill Utilization: By deploying nurses to appropriate units and patient
assignments, organizations can effectively utilize their skills and
competencies. Nurses with specialized training or experience can be
deployed to areas where their expertise is most valuable, ensuring
efficient and effective care delivery.
Staff Development and Growth: Staff deployment can provide
opportunities for nurses to enhance their skills and knowledge. By
assigning nurses to diverse patient populations or specialty areas,
organizations facilitate professional growth and development, contributing
to their career advancement and job satisfaction

53.  Adaptability and Flexibility: Staff deployment enables healthcare
organizations to respond to fluctuations in patient census, emergencies,
or other unforeseen circumstances. It allows for the redistribution of
nursing personnel to areas with increased patient needs or urgent
situations, ensuring adequate staffing and continuity of care.
 Succession Planning: Staff deployment can be aligned with succession
planning efforts in nursing. Nurses can be assigned to rotations or
opportunities that prepare them for leadership roles, specialized areas, or
advanced practice positions, ensuring a pipeline of qualified nursing
professionals for future organizational needs.

54. RETAINING

55. DEFINITION
Retaining refers to the strategies and efforts implemented by
organizations to retain talented employees and reduce
turnover

56. PURPOSE
 Talent Retention: Keeping top performers within the
organization.
 Cost Savings: Minimizing recruitment and training expenses.
 Knowledge and Expertise Retention: Preserving valuable
institutional knowledge.

57.  Continuity and Productivity: Ensuring stability and high
performance.
 Organizational Culture and Engagement: Fostering a
positive work environment.
 Employee Development and Growth: Providing opportunities
for advancement.

58. PROCESS
 Employee Engagement: Creating a supportive and engaging
work environment.
 Career Development: Offering growth opportunities and
promotions.
 Competitive Compensation and Benefits: Providing attractive
packages.

59.  Work-Life Balance: Promoting flexibility and wellness
programs.
 Feedback and Performance Management: Regular
assessments and recognition.
 Continuous Improvement: Analyzing feedback and making
necessary adjustments.

60. STAFF PROMOTION

61. DEFINITION
Staff promotion refers to the advancement of an employee to a
higher position or job level within an organization. It typically
involves increased responsibilities, authority, and often comes
with a higher salary or benefits

62. TYPES OF PROMOTION
 Vertical Promotion: This type of promotion involves moving
an employee to a higher-level position within the same job
hierarchy or career ladder. For example, a staff nurse being
promoted to a nurse manager.
 Horizontal Promotion: Horizontal promotion involves moving
an employee to a different position at the same job level but with
different responsibilities or within a different department. It
allows employees to gain new experiences and expand their skill
sets without necessarily moving up the organizational hierarchy.

63. Lateral Promotion: Lateral promotion refers to a promotion
where an employee is moved to a different position at the same
job level and with similar responsibilities. This type of promotion
may be based on factors such as seniority, performance, or special
projects.

64. PURPOSE
 Career Growth and Development: Promotion provides
employees with opportunities for advancement and progression
in their careers. It recognizes their skills, competencies, and
achievements, motivating them to further develop their abilities.
 Employee Retention and Engagement: Promotion helps in
retaining talented and high-performing employees within the
organization. It serves as a reward for their contributions and
commitment, enhancing their job satisfaction and loyalty.

65.  Succession Planning: Promotion plays a crucial role in
succession planning by identifying and preparing employees for
higher-level positions and leadership roles. It ensures a smooth
transition and continuity of operations when key positions
become vacant.
 Motivation and Morale Boost: Promotion recognizes and
rewards employees’ hard work and dedication, boosting their
motivation and morale. It encourages them to continue
performing at a high level and contributes to a positive work
environment.

66.  Talent Development and Retention: Promotion serves as
an incentive for employees to enhance their skills and
capabilities. It encourages them to pursue further training
and professional development, contributing to the
organization’s talent pool and long-term success.
 Organizational Performance: Effective promotion
practices align employee skills and competencies with job
requirements, resulting in improved performance and
productivity at both individual and organizational levels.
Promotion is an important tool for organizations to
recognize and reward employee performance, foster career
growth, and ensure the availability of qualified and motivated
individuals to meet current and future organizational needs.

67. SUPERANNUATION

68. DEFINITION
Superannuation refers to a pension or retirement savings
scheme that is designed to provide financial security to
individuals after they retire from the workforce. It involves
regular contributions made by employers and employees,
which are invested over time to accumulate a retirement
fund.

69. PURPOSE
 Retirement Income
 Financial Security
 Long-Term Savings
 Tax Advantages
 Employer Contributions
 Social Welfare and Dependency Reduction
 Estate Planning