This document discusses various aspects of human resource management for entrepreneurship development, including business strategy, manpower planning, recruitment, training and development, performance management, reward management, and leadership development. It addresses skill set analysis, recruitment sources, the selection process, training objectives and methods, remuneration, performance appraisal, and safety regulations. Leadership characteristics like being credible, accountable, and focusing on empowering others are emphasized.

2. Entrepreneurship Development

3. Aspects of Human Resources Managment
 Business Strategy
 Manpower Planning
 Recruitment
 Training and development
 Performance management
 Reward management
 Leadership Development
 Safety
 Regulations

4. Skill set Analysis :
 What are the skills required? What is job description?
 Is there a match with the available skill set?
 Can the skill set be trained in-house or external?
 If it is to be recruited, should it be full time or part
time?
 What is the Job Specification ?
 Can it be outsourced?
 If yes, payoff between the savings and the risk?

5. Manpower Planning and Recruitment
Recruitment :
Internal source
External source
(a) Employee referrals
(b) Recommendations
(c) Unsolicited Applications
(d) Advertisements

6. Selection
Preliminary Interview
Psychological Test –
Aptitude Test - http://www.onetest.com.au/home/Cognitive-Ability
(a) Performance Test - http://www.kualitatem.com/learning-
performance-testing-tools
(b) Personality Test -- http://www.mapmytalent.in/
References
Second/Final Interview
Placement
Orientation

7. Training and Development
Objective of Training
(a) Impart a skill and knowledge
(b) Increase efficiency
(c) New responsibility
(d) Succession
Characteristics of Successful Training
(a) Clearly defined objective and scope of the training
(b) It is closure to actual job requirements
(c) The language and methods of training should be
acceptable to the trainee.

8. Methods of Training
1. On The Job Training
(a) Demonstration
(b) Trainees Perform
(c) Inspection
2. Apprenticeship
3. Job Rotation
4. Outside Training

9. Remuneration and Benefits
 Remuneration :
(1) Piece-rate
(2) Fixed
(3) Bonus
(4) Incentives
(5) Cost to Company
Employee Benefits :
(1) Transport
(2) Subsidized/free food
(3) Medical allowance
(4) Accommodation
(5) School fees and books

10. Performance Appraisal :
 Need for Appraisal :
(1) Salary revision
(2) Promotion
(3) Training requirements
(4) Career plan and future move

11. Two factors of appraisal
:
 Competencies
 Performance result

12. Performance Appraisal Process
(1) Set performance target
(2) Regular review and monitor
(3) Retrain and review
(4) Salary revision, Bonus, promotion, training and
career development

13. Problems in the appraisal
 Lack of measurable standard
 Poor feedback to employees
 Poor measures of performance
 Subjective opinions
 Negative communications
 Halo effect
 Bias

14. We need Leader
 Organization is like a Pyramid - it is as strong as the
base is. The strength moves from the bottom to top ,
whereas the weakness is like a waterfall moves from
the top to bottom .
 A pride of lion headed by Sheep loses while herd of
sheep headed by lion wins.

15. Leader’s are like lions
 Carnegie Mellon university conducted a research in
1976 on the most successful CEO of America from
WWII till late 60’s .
 The published results reveals that only 15% of the
CEOs who were successful had any technical
background and 85% were successful only because
they knew how to manage the people.

16. To be a Leader
 Dr. James Kouzes and Barry Posner
 “Team members will follow willingly
 Show favorable work attitude
 Feel greater pride in the organization
 Stronger spirit of co-operation and teamwork
 More feelings of ownership and personal responsibility
…………. If the manager is CREDIBLE!!!!”

17. “Be a safety net for your team and they will perform
wonders” Dhirubahi Ambani

18. Characteristics of the Leader
 Leaders Channel their ego away from themselves and focus
on their company.
 “You can achieve anything in life, provided you do not care
who gets the credit”. Harry Truman
 Leaders have Disciplined thoughts, Disciplined actions.
 They are humble but fearless.
 They are not charismatic but effective.
 They are plough horse and not show horse.

19. Leadership Accountability
 Leadership Accountability should be seen in Six “A”s
 A =Attend to the complaint immediately
 A = Accept the responsibility
 A = Analyze the details
 A = Admit error, if any
 A = Amend the process, if required
 A = Act quickly to redress.

20. Difference between Boss and The
Leader
 The boss drives the workers; the leader coaches them
 The boss depends on the authority; the leader depends
on the goodwill
 The boss inspires fear; the leader inspires enthusiasm
 The boss says “I”; the leader says “We”.
 The boss fixes the blame for breakdown; the leader
fixes the breakdown.
 The leader is great not because of his power but
because of his ability to empower.

21. Difference between Managers and Leaders
 Level 1 Managers: Performs through his talent, knowledge,
skills and good work habits.
 Level 2 Managers: Contributes his individual capabilities
and works through others effectively.
 Level 3 Managers : Organize people and resources towards
achieving the predetermined goal, with or without his own
skill and knowledge.
 Level 4 Managers : Forces everyone to perform , follows up
vigorously with a aim to achieve personal glory.
 Level 5 Leaders : Works as team in order to achieve the
organizational glory and the teams’ growth.

22. People is the asset
 People’s mind changed more by persuasion than by
arguments.
 The people are the most valuable asset for the
organisation.
 “Nobody can go back and start a brand new beginning;
but we all can start now and make a brand new end”

23. Why they do not do it?
 Four reasons why team members do not perform :
 They do not know what they need do
 They do not know how they need to do
 They do not know why they need to do
 They are facing obstacle which are beyond their
control.

24. How to develop the people
 Give credit for their good work
 Address grievances impartially
 Motivate by praise and reward
 Ask their opinion, when you are not sure.
 Give feedback on their work objectively.

25.  “I believe that the success of Reliance can not be
attributed to qualities and achievements of one
individual or even a group of individuals, but has to be
viewed as triumph of a process and that of spirit that
binds the entire Reliance family” .
Dhirubhai Ambhani

26. SAFETY RULES
 All safety rules must be obeyed. Failure to do so should result in strict
 disciplinary action:
 All injuries must be reported as soon as possible.
 No horseplay, alcohol, or drugs allowed on premises.
 No alcohol usage allowed during lunch break.
 PPE must be worn as prescribed by management.
 All tools/equipment must be maintained in good condition.
 Only appropriate tools shall be used for specific jobs.
 All guards must be kept in place.
 No spliced electrical cords/wiring allowed.
 Only authorized personnel can operate forklift/cranes etc.
 Smoking NOT allowed.

27. Regulations
 The Factories Act 1948 – Adequate safety measures and
promote health and welfare of the workers.
 Industrial Dispute Act 1947 – To ensure cordial and
harmonious relation between workers and management
and to avoid industrial disputes.
 The Minimum Wage 1948 – Stipulates the minimum wages
to be paid to unorganized, non-unionized, casual labors.
 The Employees’ Provident Fund Act, 1952 -It provides for
old age security for the workers.
 The Workmen’s Compensation Act 1923 – Securing the
compensation from the employers for the injuries
sustained during or out of work.