The document discusses the staffing function of human resource management. It describes strategic HR planning which involves forecasting workforce needs, job analysis to understand job requirements, and developing job descriptions and specifications. It also discusses recruiting through internal and external sources, and selection which involves screening applications, testing candidates, interviews, background checks, and making job offers. The goal is to attract and hire qualified people to fill organizational roles.
I’m a young Pakistani Blogger, Academic Writer, Freelancer, Quaidian & MPhil Scholar, Quote Lover, Co-Founder at Essar Student Fund & Blueprism Academia, belonging from Mehdiabad, Skardu, Gilgit Baltistan, Pakistan.
I am an academic writer & freelancer! I can work on Research Paper, Thesis Writing, Academic Research, Research Project, Proposals, Assignments, Business Plans, and Case study research.
Expertise:
Management Sciences, Business Management, Marketing, HRM, Banking, Business Marketing, Corporate Finance, International Business Management
For Order Online:
Whatsapp: +923452502478
Portfolio Link: https://blueprismacademia.wordpress.com/
Email: arguni.hasnain@gmail.com
Follow Me:
Linkedin: arguni_hasnain
Instagram : arguni.hasnain
Facebook: arguni.hasnain
CHAPTER5: HUMAN RESOURCE PLANNING AND RECRUITMENT having the right technical and soft skills to optimize their function within the company. It also allows managers to better train the workforce and help them develop the required skills.
Human resource planning (HRP) allows a business to better maintain and target the right kind of talent to employ
Human resource planning identifies the present and foreseeable demands of human resources that an organization will require to reach its objectives.
As Human Resource Management is such a job in an organization in which an organization's future depends. So how to select a suitable employee in an organization is very responsible for HR manager. Here in this slide we have discuss that what type of procedures are mostly used in an organization for hiring an employee.
I’m a young Pakistani Blogger, Academic Writer, Freelancer, Quaidian & MPhil Scholar, Quote Lover, Co-Founder at Essar Student Fund & Blueprism Academia, belonging from Mehdiabad, Skardu, Gilgit Baltistan, Pakistan.
I am an academic writer & freelancer! I can work on Research Paper, Thesis Writing, Academic Research, Research Project, Proposals, Assignments, Business Plans, and Case study research.
Expertise:
Management Sciences, Business Management, Marketing, HRM, Banking, Business Marketing, Corporate Finance, International Business Management
For Order Online:
Whatsapp: +923452502478
Portfolio Link: https://blueprismacademia.wordpress.com/
Email: arguni.hasnain@gmail.com
Follow Me:
Linkedin: arguni_hasnain
Instagram : arguni.hasnain
Facebook: arguni.hasnain
CHAPTER5: HUMAN RESOURCE PLANNING AND RECRUITMENT having the right technical and soft skills to optimize their function within the company. It also allows managers to better train the workforce and help them develop the required skills.
Human resource planning (HRP) allows a business to better maintain and target the right kind of talent to employ
Human resource planning identifies the present and foreseeable demands of human resources that an organization will require to reach its objectives.
As Human Resource Management is such a job in an organization in which an organization's future depends. So how to select a suitable employee in an organization is very responsible for HR manager. Here in this slide we have discuss that what type of procedures are mostly used in an organization for hiring an employee.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
2. Basic functions of HRM
HRM
Goals
Staffing
Training
And
Development
Motivation
Maintenance
3. The Staffing Function
• Activities in HRM
related with seeking,
attracting and hiring
qualified people
• It is made of several
factors like:
– Strategic HR planning
– Recruiting
– selection
4. 1. Strategic HR planning
• Strategic HR planning is forecasting the
future work force needs of an organization
• It is a process by which an organization
ensures that it has the right number and kind
of people, capable of effectively and
efficiently completing the organizational tasks
5. Forecasting the Workforce
Goals and
Objectives
Mission
Strategy
Structure/
Design
People
•Determining the business type
•Setting goals and objectives
•How goals will be achieved
•What jobs to be done and by whom
•Matching knowledge, skills, and
abilities to required job
6. 1. Strategic HR planning
• The number of managers required in any
organization depends upon its:
– Size : how big or small the organization is
• more people needed in big organizations and
comparatively less people in small
organizations
– Nature: simple or complex
• more people in complex and less people in
simple organization
7. 1. Strategic HR planning
–Plans for expansion
• more people are needed to run new units and
branches
–Turnover rate of managerial employees
• more people needed if turnover rate is high
–Number of managers retiring in near future
• People needed in their replacement
–Technological changes in the organization
requiring new hiring
8. Job Analysis
• Job analysis is a systematic way of finding
activities within a job
• Similar activities are placed in one group
• Also, the necessary knowledge and skills
are identified required for the job
• The purpose of job analysis is to find and
make job description, job specifications
and job evaluation
9. Outcomes of Job Analysis
Job Description Job Specification Job Evaluation
Job Analysis
Activities to be done Importance of the job
Qualification required
10. Job Description
• Also called as the Term of Reference
• A job description is a written statement of what the job
holder is expected to do, how it is done, under what
condition and why
• It includes the job title, duties to be performed, and the
authority and responsibilities of the jobholder
• Example
Job title: Benefits Manager
Reports to: Director, Human Resource
Functions: Manages employee benefits program
Duties and Responsibilities: Details of the tasks
11. Job Specification
• Job specification refers to the minimum qualification a
candidate must possess to perform the job successfully
• May include information on education, skills, experience,
abilities, and some personal characteristics like weight and
height (as in Army)
• It is also in written form
• The purpose of this is to encourage potential job candidates
to apply
• Also, to discourage non-qualifying candidates
12. Job Evaluation
• Job evaluation specifies the relative value of
each job in the organization
• Provides basis for comparison for having an
equal compensation program i.e. jobs requiring
similar level of skills, knowledge, and abilities
should be equally paid
• The information is for the use of HR Department
only
13. 2. Recruiting (1)
• It is the process of seeking sources for job candidates
• Its objectives are to inform the job candidates about the
vacancy and to receive as many applications as possible
• The more applications received, the better the chances for
finding a suitable candidate.
Recruitment sources are:
• Internal Search:
– The Internal data base of the company
– Employees referral and recommendations
• External Sources:
– Advertisement in the newspaper, company website and internet
• Colleges and Universities:
• Professional Organizations in HR services
• Previous applications, lay-offs, part time workers
14. 2. Recruiting (2)
Where to look for potential job candidates?
– From inside the organization :
• The development function enables an organization to have
the right number of people when they are needed
• Job positions are advertised through inter office memos,
internal communication and on the company notice board
• Some organizations maintain a Human Resource
Information System [HRIS]
– From outside the organization:
• Attracting potential job candidates through job
advertisement in the newspaper, company website and on
the internet
15. 3. Selection (1)
Once we have short listed the candidates, the selection
process starts, that consists of:
1. The initial screening interview: to eliminate the unmatched
candidates
2. Completing the application form: company specific
application form to get specific information
3. Employment tests: assignments to test the skills and
abilities of the potential candidates
4. Comprehensive interview: to get in-depth information
about the candidate
16. 3. Selection (2)
5. Background investigation: the process of verifying
information candidate has provided
6. Conditional job offer: a job offer with some conditions
7. Medical or physical examination: a check-up to
determine an applicant’s physical fitness for job
performance
8. Permanent job offer: a formal letter offering job to the
finalized candidate