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HRM Complete (HRM structure, Recruitment, Selection, Orientation, Training & Development etc, )
The document summarizes the recruitment and selection process at Interloop Textile Mill. It discusses the various stages including recruitment both internally and externally, the selection process involving application forms, references, tests and interviews. It also outlines the orientation and training provided to new employees to help them adjust and develop their skills. The performance management and career development processes are also summarized.
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HRM Complete (HRM structure, Recruitment, Selection, Orientation, Training & Development etc, )
- 1. Recruitment & SelectionProcess OF Interloop Textile Mill, Pvt. Ltd. Created By:- SUFYAN SATTAR, UOS Lyallpur Campus, Fsd, Pakistan, Contact #: +92-300-025-4016
- 2. Group Member`s Name • SufyanSattar • Zubair Ali • Abdul Rehman • Abu Baker • Talha Nasir Registration # • 15-uglc-935 • 15-uglc-909 • 15-uglc-963 • 15-uglc-962 • 15-uglc-941
- 3. Objectives • Introduction • HRM •Recruitment • Selection • Orientation & Socialization • Training & Development • Performance Management • Career Management
- 4. Introduction • Interloop -one of the world's largest hosiery manufacturers with Hosiery being its core business - has an annual Company turnover exceeding $250 million. • They Manufacture two type of Products: Socks & Yarns • It has three Units. • Reg Office:- Interloop Limited, Al-Sadiq Plaza P-157, Railway Road, Faisalabad.
- 5. HRM • The processof hiring and developing employees so that they become more valuable to the organization. • In short, HRM is concerned with the management of employees from recruitment to retirement. • Human Resource Management have 5 main functions.
- 6. Function 0f HRM •Recruitment and selection • Orientation • Maintaining good working conditions • Managing Employee relations • Training and development
- 8. Recruitment • Definition • Types •Internal • External • Job Advertisement • Analysis
- 9. Recruitment • It isprocess of attracting suitable people to apply for a job vacancy, known Recruitment. • Offering existing employees the opportunities to change jobs within the organization helps retain the best and most versatile workers, known as Internal Recruitment. • The labor market is the poll of employees from an employer can recruit workers, known as External Recruitment. • A job advertisement is a paid announcement in a newspaper or other medium about a job vacancy.
- 10. Analysis • Prefer toInternal Recruitment. • Department do Internal Recruitment. • If they have no employee in organization then they do External Recruitment. • Personal Manager do External Recruitment. (Recruitment team). • For External Recruitment they do Job Advertisement of different types like TV adds, Social advertisement and News Paper, etc.
- 11. Selection • Definition • SelectionStep • Application Form & Curriculum Vitae • Reference • Test • Interview • Analysis
- 12. Selection • Selection isa process of choosing a suitable applicant to fill an available job vacancy, known as Selection. • Employers spend a lot of time and energy before choosing which piece of industrial machine should be purchased. The same care should be made when choosing a new recruit. • To increase the accuracy of the selection process, a variety of selection tools should be used.
- 13. Application Form &CV • Personal Details • Educational Qualification • Working Experience • Specific field • Interest or recreational activities. Application form should be customized for different jobs and include only question relevant to determining whether the applicant is suitable for the job.
- 14. Reference • The backgroundof applicant should be thoroughly checked when they are applying for sensitive jobs. • Reference are so little value that they should only be used when an essential requirement for the job is an honest, non-criminal record or background.
- 15. Selection Test • Selectiontest must be both valid and reliable. • Types 0f types: • Performance Test • Aptitude Test • Personality Test • Intelligence Test • Medical Test
- 16. Selection Interview Applicant shouldbe able to best display his talents. • Planning the interview • Timing • Venue • Topics for discussion • Conducting the interview • Avoid Stress • Establish Report • Ask the right question
- 17. Analysis • They organizeTest for hiring and take interview at the same day. But the good practice is to take test first and then organize an Interview. • Merit matter • Reference matter but a little. • References are used for hiring an employees. But mostly hiring an employees Merit based system is used. Reference is not more acceptable
- 18. Orientation & Socialization •Definition • Orientation Goals • Supervisor • Coworkers • How employees adjust to a new organization
- 19. Orientation & Socialization •Organisational Socialisation… is a process through which a new employee learns to adopt to an organisational culture. Orientation programs are designed to reduce the stress that employee fell while beginning new job. • Orientation Goals • Reduce newcomer stress • Enhance adjustment to work group and norms • Encourage positive attitude • Information about company as a whole • Job-specific information
- 20. Orientation Roles • Supervisor •Information source • Guide for new employees • Coworkers • Socialize into organization • Help learn norms of the work group and organization
- 21. Organizational Socialization • Howemployees adjust to a new organization • What is at stake: • Employee satisfaction, commitment, and performance • Work group satisfaction and performance • Start-up costs for new employee • Likelihood of retention • Replacement costs • Two Approaches to Socialization Realistic Job Preview (RJP) Employee Orientation
- 22. Training & Development •Definition • Initial Training • On the Job Training • OFF the Job Training • Training and Development Process • Benefits • Analysis
- 23. Training & Development •HRM regards training and development as a function concerned with organizational activity aimed at bettering the job performance of individuals and groups in organizational settings. • General or vocational education and training carried out in the initial education system, usually before entering working life.
- 24. Training & Development Twotypes of Initial Training: • On-the-Job • On the job training refers to a form of training which is provided at the work place during the performance of the actual job. • Off-the-Job • When the employees are given training outside the actual work location, such a type of training is termed as off the job training.
- 25. Training & DevelopmentProcess
- 26. Training & Development Benefits: •Increased job satisfaction and morale among employees. • Increased employee motivation. • Increased efficiencies in processes, resulting in financial gain. • Increased capacity to adopt new technologies and methods. • Increased innovation in strategies and products. • Reduced employee turnover.
- 27. Analysis • Train throughsome special courses. • Mostly train the employees at the time of orientation process. • If internal hire the job then other department train the person day by day. • They do On-the-Job training.
- 28. Performance Management • Definition •Methods used for Check PM. • Analysis
- 29. Performance Management • Performancemanagement is a process by which managers and employees work together to plan, monitor and review an employee's work objectives and overall contribution to the organization. • The performance management system is a ongoing process. It consists from several sub-processes during the year: • Goal Setting Process • Personal Development Plan • Performance Appraisal • Succession Planning and Talent Management
- 30. Analysis • EMS (EnvironmentManagement System). • Methods for checking performance • Performance 360 degree evolution. • Ensuring Work Quality. • Time Management.
- 31. Career Management • Definition •Planning of employee’s carrier • Elements include in CM.
- 32. Career Management • Careercan be defined as a general course of action a person chooses to pursue throughout his or her working life. • The following classification system with minor variations is widely used: • Development of overall goals and objectives, • Development of a strategy (a general means to accomplish the selected goals/objectives), • Development of the specific means (policies, rules, procedures and activities) to implement the strategy, and • Systematic evaluation of the progress toward the achievement of the selected goals/objectives to modify the strategy.
- 33. Career Management(Cont…) • Elementsinclude: • Career planning • Process of career planning • Self-assessment • A thorough research self-development • Come up with action form • Action
- 34. Analysis • Provide Shieldand Certificate. • Bonus • Hospitality • Scholarship, if employee have 3 years in an organization. • Children Education. • Marriage Ceremony.