Human resource management

Syllabus• Manpower Planning, Job Analysis, Job Description, Scientific

Recruitment and Selection Methods.

• Motivating Employees Motivational Strategies, Incentive Scheme, Job-enrichment, Empowerment Job satisfaction, Morale, Personnel Turnover.

• Performance Appraisal Systems MBO Approach, Performance Counseling, Career Planning.

• Training and Development Identification or Training Needs, Training Methods, Management Development Programmes.

• Organisational Change and Development

Reference Text

• Human Resource Management P. Subba Rao• Personnel Management C. B. Mammoria• Dessler : Human Resource Management (Prentice Hall India)• Personnel / Human Resource Management : DeCenzo &

Robbins (Prentice Hall India)• D. K. Bhattacharya Human Resource Management (Excel)

• VSP Rao Human Resource Management (Excel)• Gomez : Managing Human Resource (Prentice Hall India)

Manpower Planning & Employee Recruitment

Definition of Manpower Planning

Process by which an organization ensures that it has the right number & kind of people at the right place and at the right time, capable of

effectively and efficiently completing those tasks that help the organization achieve its overall

objectives.

Manpower Planning

Company Strategy

What staff do we need to do the job?

What staff is available within our organization?

Job Analysis

What is the impact on Wage and Salary program

Is there a match??

If not, what type of people do we need, and how should we recruit them?

• Performance Appraisal•Company Databanks• Training•Employee Management and Development

Environmental Scanning

Job Analysis Job analysis is a formal and systematic process used for obtaining

information about the job. It is an investigation of duties and responsibilities necessary to do

a job Determination of tasks which comprise the job and of skills,

knowledge, abilities and responsibilities required of the worker for a successful performance and which differentiates one job from all others.

Job Analysis

Job Description

Job Specification

Uses of Job Analysis

• Planning• Recruitment and Selection• Training• Performance Appraisal• Job Evaluation

Methods of collecting Job analysis data

Personal Observation Interview of Employee and Supervisors

Put the worker at ease Make the purpose of interview clear Phrase question in such a way that the answer will be in YES

or NO Summarize the information obtained before closing the

interview Panel of Experts Diary Method Questionnaire Method

Impact of behavioural factors on Job analysis

• Exaggerate the Facts• Employee Anxieties• Resistance to change

Job description It defines the purpose and scope of a job. Describes what job is all about, what are job content, environment

and conditions of employment. Contents: A job description usually covers the following

information:

Designation Corporate Grade Reporting To Position Reporting to this Position

Qualifications Experience Job Summary Main Responsibilities

Sample Job Description 1Sample Job Description 2

Problems with job description

It is not easy to reduce all the essential components of the job in the form of a clear and precise document.

Job description are sometimes not updated as the job duties change

The can limit the scope of activities of the job holder, reducing organizational flexibility.

Job specification Job specification summarizes the characteristics needed for

completing a job. It spells out the important attributes of a person in terms of

education, experience, skills, knowledge and abilities to perform a particular job.

This helps the organization to determine what kind of persons are needed to take up specific jobs.

Job specifications can be classified into three categories: Essential Attributes Desirable Attributes Contra-Indicators

Job evaluation Job analysis also helps in finding the relative worth of a job based

on criteria such as:

Degree of difficulty in the work Type of work done by the employee Skills and knowledge needed

This, in turn, assists in designing proper wage policies, with

internal pay equity between jobs.

Importance of Manpower planningTalent pool

Prepare people for future

Smooth transition during expansion

Succession Planning

Support to overall business strategy

Process of HRP

Forecasting the demand for Human Resources•Organisational Decisions•Workforce Factors

Supply Forecasting•Internal Labor Supply•External Labour Supply

Determining Manpower Gaps and Formulating HR Plans

Factors of Manpower Planning

Factors in forecasting Personnel Requirements

Projected Turnovers (as a

result of resignation and terminations)

Quality and Nature of your Employees (in

relation to what you see as the

changing needs of your

organisation)

The financial resources

available to your

organisation

Techniques to determine no. of recruits

Bottom – Up Approach: Line managers submit departmental proposals

Top – Down Approach: Top management prepares company and departmental approached

Based on Volume of Operations and Work Efficiency of personnel

Managerial Judgement

Work Study

Techniques to determine no. of recruits

Study of a firm’s past employment needs over a period of years to predict future

needs.

A forecasting technique for determining future needs by using ratios between sales volume and no. of Employee needed.

Trend Analysis

Ratio Analysis

Techniques to determine no. of recruits

Human Resource requirements given by group of experts.

Delphi Techniques

HR Supply forecastEmployee Promotions

Availability of required talent in external labour market

Availability of desired manpower in desired sector

Population movement trend

Macro Economic conditions

Company Reputation

recruitment

definition

Recruitment is a process of locating and encouraging potential applicants to apply for existing or anticipated job openings.

Recruitment aims at Attracting a large no. of qualified applicants who

are ready to take up the job if its offered Offering enough information for unqualified

persons to self-select themselves out

Constraints and challenges Poor image

Unattractive jobs

Limited budgetary support

Restrictive policies of government

Compensation not matching as per the industry standard

Economic Environment

Social Environment

Methods of Recruitment

Methods of

Recruitment

Methods

of Recruitment

Internal Method

Direct Method

Indirect

Method

Methods of recruitmentInternal Method Promotions and Transfers Job Posting Employee Referrals

Direct Method Campus Recruitment

Indirect Method Advertisement Private Employment Search firms Internet Recruitment

Effectiveness of recruitment process

Cost per hire

Time-lapse between recruitment and placement ratio

Applicant’s performance

Turnover

Selection

definitionTo select means to choose.

Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization.

The basic purpose is to choose the individual who can most successfully perform the job, from the pool of qualified candidates.

How well an employee is matched to a job is very important because it directly affects the amount and quality of the employee’s work.

Selection ProcessApplication / Resume

Screening Interview

Aptitude Test

Group Discussion

Selection Interview

Reference Checks

Basic Concept of selection testThe quality of an employee selection test is determined by the

three main factors:

Criterion Validity: A type of validity based on showing that scores on the test (predictors) are related to the job performance (criterion).

Content Validity: Test that contains fair sample of tasks and skills actually needed for the job.

Reliability: The consistency of scores obtained by same person when retested with identical or equivalent test.

Selection testing Intelligence Test / Aptitude Test

Personality Test Confidence, Emotional balance, behavioral pattern,

interpersonal skills, motivation level etc.

Simulation tests

Assessment Centre

Interview

Types of interview Several types of interviews are commonly used depending on the

nature and importance of the position to be filled: Non-directive / Unstructured Interview

Directive / Structured Interview

Situational Interview

Behavioural Interview – STAR Technique

Stress Interview

Panel Interview

Interviewing MistakesNot asking right question and hence not getting relevant

responsesSnap JudgmentsMay allow ratings to be influenced by his own likes and

dislikesMay have forgotten the interview’s content after its

conclusionUnduly influenced by person origin, cultural background etc.

Interviewing MistakesHalo Affect – PositiveHorn Affect – NegativeCandidate order in which you interview also affects how you

rate them.Non verbal behaviour Interviewer behaviourHave been under pressure to hire candidates at short notices

Induction

Meaning and Objective Meaning:

Induction means the task of introducing the new employees to the organization and is policies, procedures and rules.

Objective: Remove fears Creates good impression Acts as a valuable source of information

Information to be provided Explain about the company Show the department Introduce with the colleagues Introduction with the reporting heads Overview of the Job responsibilities, Seating place and

relationship with other job Give the company’s manual to the new recruits Company policies, rules and disciplinary procedure Give the details about pay, benefits, holidays, leave, etc. Idea about work culture Future training opportunities Career Path