Stages of the

Employment Cycle
 3 Stages of the Employment Cycle
1. Pre-Hiring Stage
o Human Resource Planning - helps managers identify the right number and type of
people they need to successfully execute their overall plan within a predetermined
period of time
7 Steps of Human Resource Planning
1. Analyze Objectives
2. Inventory Current Human Resources
3. Forecast Demand
4. Estimate Gaps
5. Formulate Plan
6. Implement Plan
7. Monitor, Control and Feedback
o Job Analysis - a process used to collect information about the duties,
responsibilities, necessary skills, outcomes, and work environment of a particular job
Job Analysis Process and Steps

Organizational Job Analysis Information related to job is gathered at

organizational level.
Selection of Sample Job A sample job is selected for detailed job analysis.
Data Collection All job related data is collected using methods like
interview, survey and observation.
Job Description All the job related information which reforms the way
job is performed.
Job Specification All employee related information determining who is
the best fit for the job.

Benefits and Importance of Job Analysis

1. Human Resource Planning – It helps to determine the no. of employees to be
hired.
2. Recruitment and Selection – It directs the hiring process by suggesting employee
specification.
3. Training and Development – It helps to determine the training need of
employees.
4. Placement and Orientation – It supports the orientation program.
5. Job Evaluation – Job analysis is often linked to compensation.
 6. Performance Appraisal – It helps to design job standards and rewards linked
with it.
7. Personnel Information – It provides all the information related to employees.
8. Health and Safety – It suggests the ideal work conditions for the employees.

2. Hiring Stage
o It deals with policies and procedures used by the organizations to fill an open
position due to resignation, retirement, job abandonment, promotion, or transfer.

a. Recruitment - Serves as a tool to locate and entice job seekers who are eligible
for the job
b. Selection - a process of picking the right candidate with prerequisite
qualifications and capabilities to fill the jobs in the organization.

Steps in the Selection Process

1. Preliminary Interview
2. Receiving Applications
3. Screening of Applications
4. Employment Test
5. Interview
6. Reference Checking
7. Medical Examination
8. Final Selection

3. Post-Hiring Stage
a. Training and Development
Training - a process of upgrading an individual’s knowledge, skills and
competencies in his/her current job.
Development - has a long-term view. It is all about preparing the employee for
the current as well as future jobs, by providing them with learning opportunities
to increase their capacities, to undertake more challenging and complex tasks.
 TRAINING
Training is meant for operatives.
It is a reactive process.
AIM: To develop additional skills.
It is a short-term process.
OBJECTIVE: To meet the present need of an
employee.
Initiative is taken by the management.
DEVELOPMENT
Development is meant for executives.
It is a proactive process.
AIM: To develop the total personality.
It is a continuous process.
OBJECTIVE: To meet the future need of an
employee.
Initiative is taken by an individual.

5 Step Training and Development Process

1. Needs Analysis
2. Instructional Design
3. Validation
4. Implement the program
5. Evaluation and follow-up
Importance of Training and Development
For Organization For Employees
1. Better utilization of 1. Better career opportunities
resources 2. Motivation
2. Less Wastage 3. Face Challenges
3. Increased Profitability 4. Industrial Safety
4. Increases Competitiveness 5. Up-to-date with newest
5. Reduced employee turnover technology
6. Develops positive attitude 6. Boosts employee morale

b. Appraising and managing performance

o It involves assessing employee’s past and present performance levels relative to
certain performance measures
o Performance Appraisal – tool used to provide the employee with
1. Performance feedback
2. Improved employee development
3. Increased employee productivity
 Objectives of Appraisal
o Set methods and performance criteria for appraisal.

 Performance review
 Review of potential and development need
 Reward review
Appraisal Process Model
1. Establishing Standards
2. Communicating Standards and Expectation
3. Measuring Actual Performance
4. Comparing with Standards
5. Providing Feedback
6. Corrective Actions
Reasons for Appraisal Failure
o Employee dissatisfaction and disengagement leads to appraisal failure in organizations.
1. Unstructured performance management process
2. Unfair manager’s favoritism towards few employees in the team
3. Absence of reliable communication channels
4. No sense of ownership of manager in the employee appraisal system
5. Lack of reward and training opportunities
Approaches to Performance Appraisal
o Every approach has its own pros and cons, so organizations adopt suitable methods for their
evaluation.
Traditional Approaches
a. Ranking method f. Critical Incidents method
b. Paired comparison g. Graphic Rating Scale
c. Grading h. Essay method
d. Forced choice method i. Confidential Report
e. Checklist method
Modern Approaches
a. Management by objectives
b. Behaviorally Anchored Rating Scales (BARS)
c. Assessment Centers
d. 360 degree appraisal
 Employees Motivation Mechanism
a. Inaccurate Performance + Increased Salary = De-motivated employee
b. Accurate Performance Review + Increased Salary = De-motivated employee
c. Accurate Performance Review + Increased Salary = Highly Motivated Employee

c. Compensation and benefits

Compensation – covers people’s direct pay, their salary in return for their service
Benefits – cover employees’ indirect pay, things like health insurance and stock
options but also social benefits such as parental leave.

* Compensation and benefits are important for two reasons. First, people won’t
work for you without pay. Second, benefits are a significant expense with a clear
goal and thus not something businesses can overlook.

d. Employee safety and health

o To protect the organization and its employees from danger and illness, the
company should create and strictly impose health and safety policies to
guarantee that every employee is aware of his or her responsibilities in
preventing and fostering a safe and healthy work environment.
o Employers are responsible for ensuring a healthy and safe work environment.
o Employees are required to follow instructions and any legal requirements.
Occupational Safety and Health Standards
- The Occupational Safety and Health Standards, as amended, is the body
of rules and regulations that protect every worker against the dangers of
injury, sickness or death through safe and healthful working conditions.

e. Separation
Means of employee separation
 Resignation – a voluntary act initiated by the employee to terminate employment with
organization
 Termination – an employee’s departure from a job and the end of an employee’s duration
with an employer. It may be voluntary on the employee’s part, or it may be at the hands of
the employer, often in the form of dismissal or layoff.
 Retirement – when a person stops working after service of a certain period of time.
 Dismissal – the termination of the services of an employee to give him punishment for his
misconduct in the organization.
 Discharged - involves permanent separation of an employee from the payroll for violation
of company rules or for inadequate performance
 Retrenchment – involuntary separation of an employee due to the replacement of labor by
machines or close of the department
 CURRENT TRENDS IN HUMAN RESOURCE MANAGEMENT
a. An increasing workplace cultural diversity.
b. An emphasis on work and family issues.
c. The tremendous growth of part-time and temporary employees.
d. The dynamic upgrading of technology.

HR: GENERALIST VS. SPECIALIST

• Generalist - They perform all HRM activities such as human resource planning,
preparation of a job analysis including job description and specification, recruitment,
and selection among others.
• Specialist - They are more focused on a specific HRM task.

HRM Traditional and New Specialty Areas

 ORGANIZATIONAL ETHICS
o Workplace ethics are statements or rules that determine right or wrong conduct in the
workplace.
o HR professionals and practitioners should be the main players and model of ethical
behavior.
EXAMPLE OF ORGANIZATIONAL ETHICS
 Uniform Treatment of All Employees
 Corporate Social Responsibility
 Financial and Business Ethics
 Taking Care of Employees

Sources:
Lauron, Doris. Resource Guide-Human Resource Management Principles & Practices
1st Edition 2019
https://www.smartsheet.com/human-resources-planning-process
https://www.thebalancecareers.com/recruitment-and-hiring-process-2062875
https://businessjargons.com/selection-process.html
https://businessjargons.com/training-and-development.html
https://pt.slideshare.net/SunilGangwani1/employee-appraisal-72249291/7
https://www.digitalhrtech.com/compensation-and-benefits/
https://www.selecthub.com/hris/future-of-hr-software-trends/
https://www.forbes.com/sites/forbescoachescouncil/2020/02/10/three-hr-trends-
likely-to-impact-your-organization-in-the-coming-decade/