The document discusses various aspects of human resource management including objectives, planning, recruitment, selection, orientation, training, promotion, deployment and superannuation. It defines key terms and describes processes. The objectives of HRM are to utilize human resources effectively, increase employee satisfaction and foster a sense of belongingness. Recruitment aims to attract qualified candidates while selection involves choosing the best applicants. Training enhances employee skills and productivity. Promotion and deployment aim to reward and motivate employees. Superannuation refers to retirement savings and pensions.
CHAPTER FIVE
STAFFING FUNCTION
After jobs are identified, grouped & organizational structure is created, then comes the other managerial task- staffing. Organizations possess & utilize different kinds of resources. Among these resources, human resources is the most important one. Without human resource other resources remain futile. Due to this fact organizations are said to be life less without human resource. "Human resource is the most important resource of an organization which deserves special treatment, respect & dignity" (Robert Own). Accordingly, staffing serves to obtain essential resources to an organization. It is the process of identifying human resource needs, procuring the necessary employee, training, utilizing and separation of these employees. The major objective of staffing function is enabling an organization to attract, to maintain, and to utilize efficient and effective workforce.
4.1. An overview of staffing
Staffing is the process of obtaining & maintaining capable & competent people to fill positions in organizational structure.
Earlier staffing was considered to be a part of organization function of management. It is now recognized as a separate management function. The reason for separating the staffing from organizing is to give proper emphasis to the actual meaning of managerial roles. The enterprise has to give due importance to human resource planning. It is the tendency in modern enterprises to create a separate department. It is for this purpose medium and large organizations have separate department known as personnel department or human resource department to perform staffing function.
The organization structure spells out various positions of the organization. Filling and keeping these positions with right people is the staffing phase of the management function. Staffing involves the determination of manpower requirements of the enterprise and providing it with adequate competent people at all levels.
Organizations require people who have different knowledge, skills & experiences to fill various positions to attain organizational objectives. Hence selection of the right person & placement in the right position are the main aspects of staffing.
4.2. The Staffing Process/Under taken by Human Resource Department
Staffing involves a series of steps. They are
1. HR planning (manpower planning)
2. Recruitment/pooling or attracting a potential candidates and selection
3. placement & Employment decision
4. Induction & orientation (socialization)
5. Training and development
6. Compensation & performance appraisal (PA)
7. Separation, Promotion, Transfer & Layoffs
1. Human Resource (HR) Planning/Man power planning
HR planning is the starting point in the process of staff procurement; and refers to the determination in advance the number & quality of people to be employed.
It the process of translating the overall organizational objectives, plans & programs to achieve specific performance into workforce
Organizational activities that provide a pool of applicants for the purpose of filling job openings.Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.
CHAPTER FIVE
STAFFING FUNCTION
After jobs are identified, grouped & organizational structure is created, then comes the other managerial task- staffing. Organizations possess & utilize different kinds of resources. Among these resources, human resources is the most important one. Without human resource other resources remain futile. Due to this fact organizations are said to be life less without human resource. "Human resource is the most important resource of an organization which deserves special treatment, respect & dignity" (Robert Own). Accordingly, staffing serves to obtain essential resources to an organization. It is the process of identifying human resource needs, procuring the necessary employee, training, utilizing and separation of these employees. The major objective of staffing function is enabling an organization to attract, to maintain, and to utilize efficient and effective workforce.
4.1. An overview of staffing
Staffing is the process of obtaining & maintaining capable & competent people to fill positions in organizational structure.
Earlier staffing was considered to be a part of organization function of management. It is now recognized as a separate management function. The reason for separating the staffing from organizing is to give proper emphasis to the actual meaning of managerial roles. The enterprise has to give due importance to human resource planning. It is the tendency in modern enterprises to create a separate department. It is for this purpose medium and large organizations have separate department known as personnel department or human resource department to perform staffing function.
The organization structure spells out various positions of the organization. Filling and keeping these positions with right people is the staffing phase of the management function. Staffing involves the determination of manpower requirements of the enterprise and providing it with adequate competent people at all levels.
Organizations require people who have different knowledge, skills & experiences to fill various positions to attain organizational objectives. Hence selection of the right person & placement in the right position are the main aspects of staffing.
4.2. The Staffing Process/Under taken by Human Resource Department
Staffing involves a series of steps. They are
1. HR planning (manpower planning)
2. Recruitment/pooling or attracting a potential candidates and selection
3. placement & Employment decision
4. Induction & orientation (socialization)
5. Training and development
6. Compensation & performance appraisal (PA)
7. Separation, Promotion, Transfer & Layoffs
1. Human Resource (HR) Planning/Man power planning
HR planning is the starting point in the process of staff procurement; and refers to the determination in advance the number & quality of people to be employed.
It the process of translating the overall organizational objectives, plans & programs to achieve specific performance into workforce
Organizational activities that provide a pool of applicants for the purpose of filling job openings.Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.
Tom Selleck Health: A Comprehensive Look at the Iconic Actor’s Wellness Journeygreendigital
Tom Selleck, an enduring figure in Hollywood. has captivated audiences for decades with his rugged charm, iconic moustache. and memorable roles in television and film. From his breakout role as Thomas Magnum in Magnum P.I. to his current portrayal of Frank Reagan in Blue Bloods. Selleck's career has spanned over 50 years. But beyond his professional achievements. fans have often been curious about Tom Selleck Health. especially as he has aged in the public eye.
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Introduction
Many have been interested in Tom Selleck health. not only because of his enduring presence on screen but also because of the challenges. and lifestyle choices he has faced and made over the years. This article delves into the various aspects of Tom Selleck health. exploring his fitness regimen, diet, mental health. and the challenges he has encountered as he ages. We'll look at how he maintains his well-being. the health issues he has faced, and his approach to ageing .
Early Life and Career
Childhood and Athletic Beginnings
Tom Selleck was born on January 29, 1945, in Detroit, Michigan, and grew up in Sherman Oaks, California. From an early age, he was involved in sports, particularly basketball. which played a significant role in his physical development. His athletic pursuits continued into college. where he attended the University of Southern California (USC) on a basketball scholarship. This early involvement in sports laid a strong foundation for his physical health and disciplined lifestyle.
Transition to Acting
Selleck's transition from an athlete to an actor came with its physical demands. His first significant role in "Magnum P.I." required him to perform various stunts and maintain a fit appearance. This role, which he played from 1980 to 1988. necessitated a rigorous fitness routine to meet the show's demands. setting the stage for his long-term commitment to health and wellness.
Fitness Regimen
Workout Routine
Tom Selleck health and fitness regimen has evolved. adapting to his changing roles and age. During his "Magnum, P.I." days. Selleck's workouts were intense and focused on building and maintaining muscle mass. His routine included weightlifting, cardiovascular exercises. and specific training for the stunts he performed on the show.
Selleck adjusted his fitness routine as he aged to suit his body's needs. Today, his workouts focus on maintaining flexibility, strength, and cardiovascular health. He incorporates low-impact exercises such as swimming, walking, and light weightlifting. This balanced approach helps him stay fit without putting undue strain on his joints and muscles.
Importance of Flexibility and Mobility
In recent years, Selleck has emphasized the importance of flexibility and mobility in his fitness regimen. Understanding the natural decline in muscle mass and joint flexibility with age. he includes stretching and yoga in his routine. These practices help prevent injuries, improve posture, and maintain mobilit
micro teaching on communication m.sc nursing.pdfAnurag Sharma
Microteaching is a unique model of practice teaching. It is a viable instrument for the. desired change in the teaching behavior or the behavior potential which, in specified types of real. classroom situations, tends to facilitate the achievement of specified types of objectives.
Title: Sense of Taste
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the structure and function of taste buds.
Describe the relationship between the taste threshold and taste index of common substances.
Explain the chemical basis and signal transduction of taste perception for each type of primary taste sensation.
Recognize different abnormalities of taste perception and their causes.
Key Topics:
Significance of Taste Sensation:
Differentiation between pleasant and harmful food
Influence on behavior
Selection of food based on metabolic needs
Receptors of Taste:
Taste buds on the tongue
Influence of sense of smell, texture of food, and pain stimulation (e.g., by pepper)
Primary and Secondary Taste Sensations:
Primary taste sensations: Sweet, Sour, Salty, Bitter, Umami
Chemical basis and signal transduction mechanisms for each taste
Taste Threshold and Index:
Taste threshold values for Sweet (sucrose), Salty (NaCl), Sour (HCl), and Bitter (Quinine)
Taste index relationship: Inversely proportional to taste threshold
Taste Blindness:
Inability to taste certain substances, particularly thiourea compounds
Example: Phenylthiocarbamide
Structure and Function of Taste Buds:
Composition: Epithelial cells, Sustentacular/Supporting cells, Taste cells, Basal cells
Features: Taste pores, Taste hairs/microvilli, and Taste nerve fibers
Location of Taste Buds:
Found in papillae of the tongue (Fungiform, Circumvallate, Foliate)
Also present on the palate, tonsillar pillars, epiglottis, and proximal esophagus
Mechanism of Taste Stimulation:
Interaction of taste substances with receptors on microvilli
Signal transduction pathways for Umami, Sweet, Bitter, Sour, and Salty tastes
Taste Sensitivity and Adaptation:
Decrease in sensitivity with age
Rapid adaptation of taste sensation
Role of Saliva in Taste:
Dissolution of tastants to reach receptors
Washing away the stimulus
Taste Preferences and Aversions:
Mechanisms behind taste preference and aversion
Influence of receptors and neural pathways
Impact of Sensory Nerve Damage:
Degeneration of taste buds if the sensory nerve fiber is cut
Abnormalities of Taste Detection:
Conditions: Ageusia, Hypogeusia, Dysgeusia (parageusia)
Causes: Nerve damage, neurological disorders, infections, poor oral hygiene, adverse drug effects, deficiencies, aging, tobacco use, altered neurotransmitter levels
Neurotransmitters and Taste Threshold:
Effects of serotonin (5-HT) and norepinephrine (NE) on taste sensitivity
Supertasters:
25% of the population with heightened sensitivity to taste, especially bitterness
Increased number of fungiform papillae
These simplified slides by Dr. Sidra Arshad present an overview of the non-respiratory functions of the respiratory tract.
Learning objectives:
1. Enlist the non-respiratory functions of the respiratory tract
2. Briefly explain how these functions are carried out
3. Discuss the significance of dead space
4. Differentiate between minute ventilation and alveolar ventilation
5. Describe the cough and sneeze reflexes
Study Resources:
1. Chapter 39, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 34, Ganong’s Review of Medical Physiology, 26th edition
3. Chapter 17, Human Physiology by Lauralee Sherwood, 9th edition
4. Non-respiratory functions of the lungs https://academic.oup.com/bjaed/article/13/3/98/278874
Ozempic: Preoperative Management of Patients on GLP-1 Receptor Agonists Saeid Safari
Preoperative Management of Patients on GLP-1 Receptor Agonists like Ozempic and Semiglutide
ASA GUIDELINE
NYSORA Guideline
2 Case Reports of Gastric Ultrasound
These lecture slides, by Dr Sidra Arshad, offer a quick overview of physiological basis of a normal electrocardiogram.
Learning objectives:
1. Define an electrocardiogram (ECG) and electrocardiography
2. Describe how dipoles generated by the heart produce the waveforms of the ECG
3. Describe the components of a normal electrocardiogram of a typical bipolar leads (limb II)
4. Differentiate between intervals and segments
5. Enlist some common indications for obtaining an ECG
Study Resources:
1. Chapter 11, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 9, Human Physiology - From Cells to Systems, Lauralee Sherwood, 9th edition
3. Chapter 29, Ganong’s Review of Medical Physiology, 26th edition
4. Electrocardiogram, StatPearls - https://www.ncbi.nlm.nih.gov/books/NBK549803/
5. ECG in Medical Practice by ABM Abdullah, 4th edition
6. ECG Basics, http://www.nataliescasebook.com/tag/e-c-g-basics
Ethanol (CH3CH2OH), or beverage alcohol, is a two-carbon alcohol
that is rapidly distributed in the body and brain. Ethanol alters many
neurochemical systems and has rewarding and addictive properties. It
is the oldest recreational drug and likely contributes to more morbidity,
mortality, and public health costs than all illicit drugs combined. The
5th edition of the Diagnostic and Statistical Manual of Mental Disorders
(DSM-5) integrates alcohol abuse and alcohol dependence into a single
disorder called alcohol use disorder (AUD), with mild, moderate,
and severe subclassifications (American Psychiatric Association, 2013).
In the DSM-5, all types of substance abuse and dependence have been
combined into a single substance use disorder (SUD) on a continuum
from mild to severe. A diagnosis of AUD requires that at least two of
the 11 DSM-5 behaviors be present within a 12-month period (mild
AUD: 2–3 criteria; moderate AUD: 4–5 criteria; severe AUD: 6–11 criteria).
The four main behavioral effects of AUD are impaired control over
drinking, negative social consequences, risky use, and altered physiological
effects (tolerance, withdrawal). This chapter presents an overview
of the prevalence and harmful consequences of AUD in the U.S.,
the systemic nature of the disease, neurocircuitry and stages of AUD,
comorbidities, fetal alcohol spectrum disorders, genetic risk factors, and
pharmacotherapies for AUD.
Flu Vaccine Alert in Bangalore Karnatakaaddon Scans
As flu season approaches, health officials in Bangalore, Karnataka, are urging residents to get their flu vaccinations. The seasonal flu, while common, can lead to severe health complications, particularly for vulnerable populations such as young children, the elderly, and those with underlying health conditions.
Dr. Vidisha Kumari, a leading epidemiologist in Bangalore, emphasizes the importance of getting vaccinated. "The flu vaccine is our best defense against the influenza virus. It not only protects individuals but also helps prevent the spread of the virus in our communities," he says.
This year, the flu season is expected to coincide with a potential increase in other respiratory illnesses. The Karnataka Health Department has launched an awareness campaign highlighting the significance of flu vaccinations. They have set up multiple vaccination centers across Bangalore, making it convenient for residents to receive their shots.
To encourage widespread vaccination, the government is also collaborating with local schools, workplaces, and community centers to facilitate vaccination drives. Special attention is being given to ensuring that the vaccine is accessible to all, including marginalized communities who may have limited access to healthcare.
Residents are reminded that the flu vaccine is safe and effective. Common side effects are mild and may include soreness at the injection site, mild fever, or muscle aches. These side effects are generally short-lived and far less severe than the flu itself.
Healthcare providers are also stressing the importance of continuing COVID-19 precautions. Wearing masks, practicing good hand hygiene, and maintaining social distancing are still crucial, especially in crowded places.
Protect yourself and your loved ones by getting vaccinated. Together, we can help keep Bangalore healthy and safe this flu season. For more information on vaccination centers and schedules, residents can visit the Karnataka Health Department’s official website or follow their social media pages.
Stay informed, stay safe, and get your flu shot today!
- Video recording of this lecture in English language: https://youtu.be/lK81BzxMqdo
- Video recording of this lecture in Arabic language: https://youtu.be/Ve4P0COk9OI
- Link to download the book free: https://nephrotube.blogspot.com/p/nephrotube-nephrology-books.html
- Link to NephroTube website: www.NephroTube.com
- Link to NephroTube social media accounts: https://nephrotube.blogspot.com/p/join-nephrotube-on-social-media.html
Pulmonary Thromboembolism - etilogy, types, medical- Surgical and nursing man...VarunMahajani
Disruption of blood supply to lung alveoli due to blockage of one or more pulmonary blood vessels is called as Pulmonary thromboembolism. In this presentation we will discuss its causes, types and its management in depth.
Anti ulcer drugs and their Advance pharmacology ||
Anti-ulcer drugs are medications used to prevent and treat ulcers in the stomach and upper part of the small intestine (duodenal ulcers). These ulcers are often caused by an imbalance between stomach acid and the mucosal lining, which protects the stomach lining.
||Scope: Overview of various classes of anti-ulcer drugs, their mechanisms of action, indications, side effects, and clinical considerations.
Couples presenting to the infertility clinic- Do they really have infertility...Sujoy Dasgupta
Dr Sujoy Dasgupta presented the study on "Couples presenting to the infertility clinic- Do they really have infertility? – The unexplored stories of non-consummation" in the 13th Congress of the Asia Pacific Initiative on Reproduction (ASPIRE 2024) at Manila on 24 May, 2024.
Prix Galien International 2024 Forum ProgramLevi Shapiro
June 20, 2024, Prix Galien International and Jerusalem Ethics Forum in ROME. Detailed agenda including panels:
- ADVANCES IN CARDIOLOGY: A NEW PARADIGM IS COMING
- WOMEN’S HEALTH: FERTILITY PRESERVATION
- WHAT’S NEW IN THE TREATMENT OF INFECTIOUS,
ONCOLOGICAL AND INFLAMMATORY SKIN DISEASES?
- ARTIFICIAL INTELLIGENCE AND ETHICS
- GENE THERAPY
- BEYOND BORDERS: GLOBAL INITIATIVES FOR DEMOCRATIZING LIFE SCIENCE TECHNOLOGIES AND PROMOTING ACCESS TO HEALTHCARE
- ETHICAL CHALLENGES IN LIFE SCIENCES
- Prix Galien International Awards Ceremony
2. Human Resource Management
12-2
• The process of planning, organizing,
directing, and controlling the procurement,
development, compensation, integration,
maintenance, and separation of
organizational human resources to the end
that organizational, individual, and societal
needs are satisfied.
3. Objectives of HRM
• To provide, utilize and motivate employees to
accomplish organizational goals.
• To secure integration of individual and groups in
securing organizational effectiveness.
• To utilize human resources effectively.
• To increase to the fullest the employee’s job
satisfaction and self actualization.
• To create a sense and feeling of belongingness –team
spirit and encourage suggestions from employees.
4. • To help
behaviour
maintain
inside
ethical
and
policies and
outside the
organisation.
• To maintain high moral and good human
relation within the organisation.
• To manage change to the mutual advantage
of individuals, groups, the organisation and
5. 12-5
Human Resource Planning
• Human Resource Planning (HRP)
– Activities that managers engage in to forecast
their current and future needs for human
resources.
6. Human Resource Planning
• HRP is the act of deciding on the
required number of workers to meet the
requirements in order to carry out the
incorporated plans of the institution.
• P. Bruce Colemn
7. Human Resource Management
Human Resource Management includes all
activities used to attract & retain employees and
to ensure they perform at a high level in
meeting organizational goals.
These activities are made up of
1. Recruitment & selection.
2. Training and development.
3. Performance appraisal and feedback.
4. Pay and benefits.
5. Labor relations.
9. HRP- Objectives
• Assessing manpower needs for future and making
plans for recruitment and selection.
• Assessing skill requirement in future for the
organization.
• Determining training and the development needs
of the organization.
• Anticipating surplus or shortage of staff and
avoiding unnecessary detentions or dismissals.
• Controlling wage and salary costs.
10. • Ensuring optimum use of human resources
in the organization.
• Helping the organization to cope with the
technological development and
modernization.
• Ensuring career planning of every
employee of the organization and making
succession programmes.
• Ensuring higher labor productivity
11.
12.
13. HRM Components
• Recruitment and Selection
– Used to attract and hire new employees who have the
abilities, skills, and experiences.
– Training and Development
– Ensures that organizational members develop the skills
and abilities that will enable them to perform their jobs
effectively in the present and the future
• Performance Appraisal and Feedback
– Provides managers with the information they need to
make good human resources decisions about how to
train, motivate, and reward organizational members
14. • Pay and Benefits
–Rewarding high performing organizational
members with raises, bonuses and recognition.
• Increased pay provides additional incentive.
• Benefits, such as
membership in firm.
• Labor relations
health insurance, reward
– Steps that managers take to develop and
maintain good working relationships with the
labor unions that may represent their
employees’ interests
15.
16. Recruitment Meaning
In a simple term, recruitment is
understood as the process of searching
for and obtaining applicants for job,
from among whom the right people can
be selected.
17. Recruitment- Definition
• “Recruitment is defined as the process
of searching for prospective employees
and stimulating them to apply for job
in the organization”.
• B Flippo
• “It is a process in which the right
person for the right post is procured”.
18. Types Of Recruitment
organization
• Arise from changes in
and
recruitment policy
Planned
• By studying trends in the
internal and external
organization.
Anticipated
• Arise due to accidents,
transfer and illness.
Unexpected
19. Purposes And Importance
• Determine the present and future requirements of the
organization in conjunction with the personnel planning and
job analysis activities
• Increase the pool of job candidates with minimum cost
• Help increase the success rate of the selection process
reducing the number of obviously under qualified or over
qualified job applicants.
• Help reduce the probability that the job applicants, once
recruited and selected will leave the organization only after
short period of time.
• Meet the organization’s legal and social obligations regarding
the composition of its work force
20. • Start identifying and preparing potential job
applicants who will be appropriate candidates
• Increase organizational and individual
effectiveness in the short and long term.
• Evaluate the effectiveness of various recruiting
techniques and sources for all types of job
applicants.
21. Objectives of Recruitment
• To attract people with multi-dimensional skills and
experiences that suit the present and future
organizational strategies
• To induct outsiders with new perspective to lead the
company
• To infuse fresh blood at all levels of organization
• To develop an organizational culture that attracts
competent people to the company
• To search or heat hunt/ head pouch people whose
skills fit the company’s values
22. • To devise methodologies for assessing
psychological traits
• To seek out non-conventional development
grounds of talent
• To search for talent globally and not just within
the company
• To design entry pay that competes on quality
but not on quantum
• To anticipate and find people for positions that
does not exist yet.
25. Internal Sources
• Internal sources include present employees, employee
referrals, former employee and former applicants.
• Present employees: promotion and transfers from among
the present employees can be good source of recruitment.
Promotions to higher positions have several advantages.
They are:
– It is good public relations
– It builds morale
– It encourages competent individuals who are ambitious
– It improves the probability of a good selection, since
information of the candidate is readily available
– It is less costly
– Those chosen internally are familiar with the organization.
26. • Employee referrals: this is the good
source of internal recruitment.
Employees can develop good prospects
for their families and friends by
acquainting with the advantages of a
job with the company, furnishing cards
introduction and even encouraging
them to apply.
27. • Former employees: some retired employees
may be willing to come back to work on a part-
time basis or may recommend someone who
would be interested in working for the
company. An advantage with these sources is
that the performance of these people is already
known.
• Previous applicants: Although not truly an
internal source, those who have previously
applied for jobs can be contacted by mail, a
quick and inexpensive way to fill an unexpected
opening.
28. Advantages:
– It is less costly
– Organizations typically have a better knowledge of
the internal candidates.
– An organizational policy of promoting from within
can enhance employees’ morale, organizational
commitment and job satisfaction.
• Disadvantages:
– Creative problem solving may be hindered by the
lack of new talents.
– Divisions complete for the same people
– Politics probably has a greater impact on internal
recruiting and selection than does external recruiting.
29. External Sources
• Professional or trade associations: many
associations provide placement services for their
members. These services may consist of compiling
seekers’ lists and providing access to members
during regional or national conventions.
• Advertisements: these constitute a popular method
of seeking recruits as many recruiters; prefer
advertisements because of their wide reach. For
highly specialized recruits, advertisements may be
placed in professional/ business journals.
Newspaper is the most common medium.
30. • Campus recruitment: colleges, universities and
institutes are fertile ground for recruitment,
particularly the institutes.
• Walk-ins, write-ins and Talk-ins: write-ins those
who send written enquire. These job-seekers are
asked to complete applications forms for further
processing.
• Talk-in is becoming popular now-in days. Job
aspirants are required to meet the recruiter (on an
appropriated date) for detailed talks. No
applications are required to be submitted to the
recruiter.
31. • Consultants: ABC consultants, Ferguson
Association, Human Resources Consultants Head
Hunters, Consultancy Bureau, Aims Management
Consultants and The Search House are some among
the numerous recruiting agents. These and other
agencies in the profession are retained by
organizations for recruiting and selecting managerial
and executive personnel.
• Contractors: Contractors are used to recruit casual
workers. The names of the workers are not entered in
the company records and to this extent, difficulties
experienced in maintaining permanent workers are
avoided.
32. • International Recruiting: Recruitment in
foreign countries presents unique challenges
recruiters. In advanced industrial nations more
or less similar channels of recruitment are
available for recruiters.
33. MODERN SOURCES OF RECRUITMENT
–Walk-in
–Consult in
–Tele recruitment: Organizations advertise the
job vacancies through World Wide Web
(WWW)
35. FACTORS AFFCTING RECRUITMENT
• The size of the organization
• The employment conditions in the community where
the organization is located
• The effects of past recruiting efforts .
• Working conditions and salary and benefit packages
offered by the organization.
• The rate of growth of organization
• The level of seasonality of operations and future
expansion and production programs.
• Culture, economical and legal factors etc.
37. Selection Process
• It is the process of choosing from among
applicants the best qualified individuals.
• Selecting includes interviewing, the employer’s
offer, acceptance by the applicant, and signing of
a contract or written offer.
• Selection may be carried out centrally or locally,
but in either case certain policies or methods are
adopted.
38. STEPS IN SELECTION
• Interview by personnel department
• Pre-employment tests-written/oral/practical
• Interview by department head
• Decision of administrator to accept or reject
• Medical examination
• Check of references
• Issue of appointment letter.
39. Placement
• The determination of the job to which an
accepted candidate is to be assigned.
• State of being placed or arranged
40. IMPORTANCE OF SELECTION AND
PLACEMENT
• To evaluate job applicants in view of individual
differences and capabilities
• To select qualified and competent hands that can
meet the job requirement of the organization
• To help in human resources, man power planning
purposes in organization
• To reduce recruitment cost that may arise as a
result of poor selection & placement exercises.
41. Orientation
• “Orientation/ Induction is the process
of receiving and welcoming an
a
employee
company
when he first joins
and giving him basic
information he needs to settle down
quickly and happily and start work”.
42. Objectives of Orientation
• To reduce the initial anxiety all new employees.
• To familiarize the new employees with the job,
people, work-place, work environment and the
organisation.
• To facilitate outsider – insider transition in an
integrated manner.
• To assist the new employee in identifying
individual strengths and weakness.
• To reduce the cultural shock faced in the new
organisation.
43. Contents of Orientation Program
Informal Induction
• This is an unplanned induction programme. This
may be simply an introduction to the new entrant
about the job and organisation. Such type of
induction programme is generally carried out by
the medium and small-scale units.
• It is of two types;
• Supervisory System
• Buddy or sponsor system
44. Formal Orientation
• Formal induction is a planned programme carried
out to integrate the new entrant into the
organisation. This is usually carried out by the
large size organisation.
• It includes the following contents;
1. Brief history of the organisation.
2. Organizational mission, vision, objectives and
philosophies.
3. Policies and procedures of the organisation.
4. Rules and regulation of the organisation.
45. 5.Organisational structure and authority
relationship.
6.Terms and conditions of job including
remuneration, working hours, holidays,
promotional avenues, etc.
7.Welfare measures like subsidized canteen,
transport, health and recreation facilities, etc.
8. Safety measures.
46. Promotion
• A change for better prospects from one job to
another job is deemed by the employee as a
promotion.
47. Training
• Training is the process of teaching the new
and/or present employees the basic skills
they need to effectively perform their jobs.
• “Training is the act of increasing the
knowledge and skills of an employee for
doing a particular job.”
48. Reasons of Training
• Increase the use of technology
• To minimize labor turnover
• To increase the productivity
• To manage time effectively
• To raise the morale of employees
49. Areas of training
• Knowledge
• Technical skills
• Social skills
• Attitudes
• Experience
50. Characteristics Of Training Program
• Individual differences
• Relevance of job requirements
• Determination of training needs
• Should be result oriented
51. Importance Of Training
• Reduction in learning time
• Better performance
• Reduced supervision
• Increases Morale of the employees
• Facilitates organizational stability and flexibility
• Develops employees skills, talents, competency
• Decreased accidents
• Better use of raw material and other resources
• Increase in production
53. STAFF DEPLOYMENT
Staff deployment is a personnel
activity to ensure that the labor of the
organization would be continuously in an
optimal relation to the jobs and
organizational structure.
Deployment is the process of using
personnel in an effective and efficient way.
54. Objectives
• Become familiar with policies and protocols of
the institution
• To instill the confidence to carry out the duties
and responsibilities
• Maintain smooth functioning of the organization
• To provide quality nursing care to the patient
• To manage emergency situation
• To make use of available resources
• To deliver the patient care equally and
uniformally
55. Staff Promotion
• “A promotion is the transfer of an employee to a
job which pays more money or one that carries
some preferred status.” —Scott and Clothier
• “Promotion is the advancement of an employee
to a better job-better in terms of greater
responsibilities, more prestige or status, greater
skill and especially, increased rate of pay or
salary. —Pigors and Myers
56. Types of Promotion
1.Horizontal promotion: When an employee is
shifted in the same category, it is called ‘horizontal
promotion’.
2.Vertical Promotion: This is the kind of promotion
when an employee is promoted from a lower category
to lower category involving increase in salary, status,
authority and responsibility.
3.Dry Promotion: When promotion is made without
increase in salary, it is called ‘dry promotion’.
57. Purposes of Promotion
• To recognize an employee’s skill and knowledge and
utilize it to improve the organizational effectiveness.
• To reward and motivate employees to higher productivity.
• To develop competitive spirit
• Increase sense of belongingness.
• To retain skilled and talented people.
• To attract trained, competent and hard working people.
• To impress the other employees that opportunities are
available to them too if they also perform well.
• To improve morale
• To improve human relations
58. Superannuation
• Form of savings and investment → save during
working life to provide money in retirement
• ‘Pension’ in most countries = employment-
related retirement savings
• Every organization have a plan of superannuation
for their employee.