The document discusses key concepts in human resource management including staffing, recruitment, selection, placement, orientation, performance appraisal, and direction. It defines these terms and describes common methods and objectives for each process. For example, it notes that staffing involves hiring suitable candidates based on their skills and placing them in the right jobs. Recruitment aims to attract potential employees through sources like advertising, agencies, and referrals. Selection evaluates applicants to choose the most suitable candidate.

1. •Meaning:
The process of hiring suitable candidates according to
their knowledge and skills in an organisation is termed as
staffing
•Concept:
1. important managerial function
2. pervasive activity
3. continuous activity
4. The basis of staffing function is efficient
management of personnel’s
5. placing right men at the right job.
6. Staffing is performed by all managers

2. Methods of Staffing
 Internal Recruiting
 External Recruiting:
i. Formal:
A. Advertising
B. Third-Party Recruiters
C. College/School Recruiting
D. Job Fairs
ii. Informal:
A. Employee Referrals
B. Walk-In Candidates/Unsolicited Resumes
C. Leased Employees

3. Manpower Planning
Meaning: is also know as personnel planning or human
resource planning.
 Estimating or projecting the number of personnel with
different skills required over time or for a project, and
detailing how and when they will be acquired.
 GETTING THE RIGHT PEOPLE AT THE RIGHT
PLACE ON THE RIGHT TIME

4. Objectives of Human resource
planning/ manpower planning:
1. To ensure proper utilization of human
resources.
2. To check the development of the employees
for the achievement of the organization
goal.
3. To ensure proper human resource policies.
4. To provide proper control measures
whenever required.

5. Methods in Manpower planning
 Workforce Analysis
 Seminars and Job Fairs
 Training Programs
 Retention Programs
 Comparing demand v/s Supply
 Approaches to forecasting:
1.Expert opinion
2.Bottom-up approach
 Supply analysis
1.Replacement chart
2.Succession plan

6. RECRUITMENT
Meaning:
 “The term recruitment applies to the process of
attracting potential employees of the company
 Recruitment is the process of searching prospective
employees and stimulating them to apply for the jobs
in the organization.”
Need:
1. Vacancies due to transfer, promotion, retirement,
permanent disability or death of worker.
2. Creation of vacancies due to expansion, diversification
or growth.

7. Methods and sources of
recruitment
Internal sources:
1.Promotion
2.Departmental exam
3.Transfer
4.Retirement
5.Internal advertisement
6.Employee Recommendation

8. External sources:
1.Management consultant
2.Employee Agency
3.Campus recruitment
4.Newspaper Advertisement
5.Internet Advertisemenent
6.Walk in interview

9. SELECTION
 Meaning: Selection means the taking up the different
workers by various acts from the application forms
invited through different sources of internal and
externals.
 Selection is the process of choosing the most suitable
person for the current position or for future position
from within the organization or from outside the
organization.

10. Selection Procedure
1)Receiving and screening the application
2)Sending the Blank application form
3)Preliminary Interview
4)Administering Tests:
i) Achievement Test
ii) Aptitude test
iii) Trade Test
iv) Interest Test
v) Intelligence Test etc.
5) Checking References on Investigation of Previous
History
6) Interviewing
7) Final Selection

11. WHAT IS PLACEMENT?
 Placement is a process of assigning a specific
job to each of the selected candidates. It
involves assigning a specific rank and
responsibility to an individual. It implies
matching the requirements of a job with the
qualifications of the candidate.
 Placement is understood as assigning jobs to
the selected candidates. Assigning jobs to
employees may involve a new job or different
job.

12. significance of placement?
* It improves employee morale.
* It helps in reducing employee turnover.
* It helps in reducing absenteeism.
* It helps in reducing accident rates.
* It avoids misfit between the candidate and the job.
* It helps the candidate to work as per the predetermined objectives
of the organization

13. ORIENTATION
Meaning:
“Orientation is a systematic and planned introduction of
employees to their jobs, their co-workers and the
organization.”
*Typically orientation conveys three types of
information
1)General information about daily work routine.
2) A review of the organization’s history
3)A detailed presentation, perhaps in a brochure of the
organization’s policies, work rules and employee
benefits.

14. OBJECTIVES
 To help new staff form positive first impressions, that
he/she belongs to the company, feels welcome and
supported
 To assist in understanding the culture and values
 To improve staff efficiency, work standards, revenue
and profits
 To improve staff morale

15. Types Of Orientation Programme:
Formal and Informal Orientation
 Individual and Collective Orientation
 Serial and Disjunctive Orientation
What to Induct/ Orient?
 A current organization chart of the company
 Map of facility
 Key terms unique to industry, company and the job
 A copy of company’s policy hand books
 List of benefits
 Telephone numbers and location of key people and
operations
 Sample copies of the company’s publications etc

16. PERFORMANCE APPRAISAL
Meaning:
 Performance appraisal is the judgment of an
employee’s performance in a job. It is also called as
merit rating. All managers’ are constantly forming
judgment of their subordinates and are continuously
making appraisals.
 It is the systematic evaluations of the individuals with
respect to his performance on the job and his potential
for development. The immediate superior is in-charge
of such appraisal.

17. Objectives of performance
appraisal:
1. To help a manager to decide the increase in pay on ground
of merits.
2. To determine the future use of an employee
3. To indicate training needs.
4. To motivate the employees to do better in his or her
present job.
5. To contribute the growth and development of an employee.
6. To identify employees for deputation to other
organizations
7. To help in creating a desirable culture and tradition in the
organization.
8. To nominate employees for training programmes.

18. Methods
 Traditional Methods:
1. Ranking Method
2. Paired Comparison
3. Grading Method
4. Check-List Method
5. Essay Method
 Modern Methods:
1. Management by Objectives (MBO)
2. Behaviourally Anchored Rating Scales (BARS)
3. Assessment Centres
4. 360 – Degree Appraisal

19. DIRECTION
Meaning:
 a course along which someone or something moves.
 the management or guidance of someone or
something
 According to Haimann:
“Directing consists of the process and techniques
utilized in issuing instructions and making certain
that operations are carried on as originally planned.”

20. PRINCIPLES OF DIRECTON
Principle of Harmony of objectives
Principle of efficiency
Principle of unity of command
Principle of direct supervision
Principle of communication
Principle of leadership

21. ELEMENTS OF DIRECTION
1. Motivation
2. Leadership
3. Communication
4. Co-ordination
5. Supervision

22. Direction has three main techniques:-
1. Consultative:
Before taking a decision the executive consults his
subordinates and get their opinion. This develops a
sense of responsibility among subordinates.
2. Let go:
Under this technique the superior remains wasteful to
see that the activities of the subordinates are directed
rightly to achieve the desired goals. He is - readily
available for consultation to his subordinates.
3. Autocratic:
The superior executive wields enormous powers under
this technique. His acts are dictatorial and he seldom
shares the views of his subordinates.