A brief view of operations of Human Resource Management in an Organisation

1. Human Resource
Management

2. Contents…
• Introduction to HRM
• Functions of HRM
• Staffing
• Selection and Recruitment
• Orientation Career Development
• Training
• Performance Appraisal

3. Introduction
Human Resource Management(HRM) is a strategic approach to the
management of an organisations most valuable assets and the
people working, who individually and collectively contribute for
achieving its objectives.

4. HRM
RECRUITMENT
STAFFING
SELECTION
TRAINING
PERFOMANCE
APPRAISALS
CAREER
STAGES

5. Recruitment

6. Recruitment
• It is defined as the process of
searching for prospective employees
and stimulating them to apply for
jobs in concern.
• One of the challenging activities of
personnel managers.
• Involves attraction of sufficient and
suitable potential employees.

8. Sources Of Recruitment
• Once recruiting is decided the source has to be decided.
• Cost effective and appropriate.
• Can be classified as,
A. Internal Sources
B. External Sources

9. Types of Sources
Internal Sources
• Promotion.
• Transfer.
External Sources
• Employment Agencies.
• Advertisements.
• Campus Recruitments.
• Trade Unions.
• Intermediaries.

10. Staffing

11. Staffing
• Staffing can be defined as fulfilling the manpower needs of the
organisation in an efficient manner.
• Skilled staff must be identified.
• Proper utilization of available skills.
1.Manpower
planning
Recruitment Selection Training

12. Selection

13. Selection
• Selection is a process of making
choice of individuals possessing the
required qualifications and skills
necessary to perform the job
successfully.
• Satisfactory service and
performance in long term.
• Procedure may vary for
organisations.

14. Steps in Selection Process
•Curriculum
vitae and
Application form
Short listing Testing
Interviewing
Medical
Examination
Offering the
Position

15. Curriculum vitae and Application form
• Universal scheme used to screen the applications to be called for
interview.
• Curriculum vitae includes,
I. Personal Information.
II. Educational Information.
III. Extracurricular Activities.
IV. Work Experience and Training

16. Short-Listing
• Accessing the details on the individual application form against
the requirements of the job.
• Used for reducing the number of applicants.
• The short-listing varies with the ratio of applications to number of
posts.
• The reduction process has two approaches
I. Screening approach.
II. Inclusion method.

17. Testing
•Aptitude
Test
Ability Test
Assessment
centres
Management
skills test
Personality
test
Performance
test
Applicant

18. Interviewing
• Face to face conversation between an applicant and the employer.
• It is a relatively low cost exercise.
• For an effective and successful interviewing, a planed structure is
necessary. Interviewing techniques can be categorised as
A. Structured interview
B. Directed interview
C. Stress interview

19. a)Behaviour Attitude Opinions Maturity
Emotional
stability
Enthusiasm
Confidence
and response
Interview involves evaluation of information like

20. Offering the Position
• After evaluating the selection process the offer of the employee
can be made to the successful candidate
• The offer of the employment should contain the following details
1. Job title
2. Starting date
3. Starting salary
4. Reporting authority
5. Name of the department/section placed
6. Details of confirmation
7. Other terms and conditions

21. Training

22. Training
• It is a process of developing skills, knowledge and changing
attitudes so as to increase individual as well as organisational
effectiveness.
• This process of training is done through the following three steps
a) Education
b) Training
c) development

23. Objectives of training
Functional results
Knowledge and
skill possessed
Actual
performance of
individuals
Functional
Standards
Knowledge and
skill required
Standards of
performance
What is. What should be…

24. The specific training objectives can be categorised as
1. Competencies and performance
2. Future human resource requirements
3. Less learning time
4. Economy
5. Uniformity

25. Advantages of training
• A well trained employee will produce more hence productivity
increases.
• The product quality improves.
• Less supervision is required for the trained employee.
• Less wastage of raw materials and other damages.
• Future requirements of human resource is fulfilled.
• The employee turnover will be reduced considerably.
• The hazard and the accidents will be reduced.

26. Performance appraisal

27. Performance appraisal
• It is a systematic mechanism to access the contribution of employee
during a specific period of time.
• It is an integral part of any organisation which is carried out by human
resource department.
• Various factors are considered such as
1. Technical skill
2. Professional skill
3. Competence
4. Ability
5. Knowledge
6. Creativity
7. Decision making

28. Objectives of performance appraisal
• Communication
• Motivation
• Reward
• Training and development
• Planning
• Record keeping
• Staff retention

29. Problems of performance appraisals
• Time
• Paperwork and resistance
• Structure
• Ability

30. Performance standards
•Outstanding
Very good
Satisfactory
Marginal
Unsatisfactory

31. Performance appraiasal
CATEGORY RATING METHODS COMPARITIVE METHODS
BEHAVIOURAL METHODS NARRATIVE METHODS
PERFORMANCE
APPRAISAL METHODS
1. Graphic rating scale
2. Check list
1. Ranking
2. Paired comparison
3. Forced distribution
1. Behavioural rating
2. Management by objectives
1. Critical incident
2. Essay
3. Field review

32. Queries ?

33. Thank you!