1.

Recruitment and selection

 Recruitment is a process of identifying, screening, shortlisting and hiring potential
resources for filling up the vacant positions in an organization. It is a core function of
Human Resource Management. Recruitment is the process of choosing the right person
for the right position and at the right time. Recruitment also refers to the process of
attracting, selecting, and appointing potential candidates to meet the organization’s
resource requirements. Recruitment is called as a positive process with its approach of
attracting as many candidates as possible for the vacant jobs
Recruitment Process
 The hiring manager submits a completed requisition to the HR
department.
 The HR department will assign a requisition number to assist in tracking
and reporting.
 The HR department will meet with the hiring manager to discuss the
position and determine the most effective recruitment and selection
process
 Selection is the process of picking or choosing the right candidate, who is most suitable
for a vacant job position in an organization. In other words, selection can also be
explained as the process of interviewing the candidates and evaluating their qualities,
which are required for a specific job and then choosing the suitable candidate for the
position. Selection is called as a negative process with its elimination or rejection of as
many candidates as possible for identifying the right candidate for the position 
Selection process
 Hiring managers are responsible for conducting timely, effective
interviews of qualified candidates.
 The HR department will conduct reference checks and background checks
on the selected final candidate.
 A candidate evaluation form will be completed for each candidate
interviewed and will be used to make a final candidate selection.

2. HR Planning
 HR Planning  is the process of forecasting the future human resource requirements of the
organization and determining how the existing human resource capacity of the
organization can be utilized to fulfill these requirements. It, thus, focuses on the basic
economic concept of demand and supply in context to the human resource capacity of the
organization.It is the HRP process which helps the management of the organization in
meeting the future demand of human resource in the organization with the supply of the
appropriate people in appropriate numbers at the appropriate time and place. Further, it is
only after proper analysis of the HR requirements can the process of recruitment and
selection be initiated by the management. Also, HRP is essential in successfully
achieving the strategies and objectives of organization. In fact, with the element of
strategies and long term objectives of the organization being widely associated with
human resource planning these days, HR Planning has now become Strategic HR
Planning.
                 Process of HR Planning
 Forecasting of HR
 Goal setting and strategic planning
 Implementing and evaluating HR planning plan
 Applying HR plan to affirmative action

3. Motivation Concept
 Motivation is the internal and external factors that stimulate desire and energy in people
to be continually interested and committed to a job, role or subject, or to make an effort
to attain a goal. In most workplaces, when a specific employee is unmotivated, his or her
performance has suffered. This is why firms spend a lot of money on training sessions
and recreational activities to keep their personnel motivated. Motivation can be defined
as an individual's desire or drive to complete their tasks. When faced with a task, for
example, it is a person's motivation to do it that determines whether or not they will
complete it according to the requirements. Furthermore, a lack of motivation leads to
underperformance and a loss of competitiveness, resulting in a reduction in the
organization's productive resources. As a result, HR managers place a premium on
employees who are highly motivated to complete their tasks. Employee motivation is
critical to a company's long-term success. Employees can only offer their best when they
are suitably motivated. As a technique to inspire employees, most organizations focus on
wages, incentives, and benefits. Employees are motivated by things other than salary, as
we have shown in this essay, and the HRD function must recognize this fact and proceed
appropriately. This indicates that in order for employees to attain their full potential, they
must also be satisfied and fulfilled at work.

4. Equal Employment Opportunity

 Equal Employment Opportunity is the concept of equal opportunity in an organization to
achieve or maintain fair employment. The core EEO definition (or equal opportunity for
employment) is that all employees should be fairly treated when regarded in different
decisions on employment, such as hiring, promotion, termination, compensation, etc. 
 Equal Employment Opportunity is the principle that everyone has equal way to pursue a
job that is based on merit regardless of characteristics such as race, sex or sexual
orientation. Equal Opportunity for Employment (EEO) law makes it illegally possible for
employers to discriminate under certain features. That means employees are entitled to free
themselves from race, color, religion, national origin and gender discrimination.  
Any potential employee, who protects his interests during all decisions on employment,
shall have a right to equal opportunities or EEO. This includes:  

 Hiring and recruitment  

 Compensation and pay scale
 Termination
 Employment requests  
  Benefits, bonus and incentives
 Conditions of employment
 Demotions
 Promotions/Transfers

What are the benefits of equal employment opportunity?

 Improves overall recruitment funnel

 Boosts customer satisfaction
 Promotes employee engagement

5. Labor Relation and Trade union

 Labor relations are the term used to define the process between employers and
employees, management and unions in order to make decisions in organizations. The
decisions taken refer to wages, working conditions, hours of work, and safety at work,
security and grievances.the interrelationship between workers, employers, government
and other social authorities.

Purpose of labour relation

  Institutionalization of relationship
 Industrial peace
 Open communication
  Change management
  Productivity
 
 A trade union often simply referred to as a union, is an organization of workers who have
come together to achieve common goals, such as protecting the integrity of their trade,
improving safety standards, and attaining better wages, benefits (such as vacation, health
care, and retirement), and working conditions through the increased bargaining power
wielded by solidarity among workers. Trade unions typically fund the formal
organization, head office, and legal team functions of the trade union through regular fees
or union dues. The delegate staff of the trade union representation in the workforce are
made up of workplace volunteers who are appointed by members in democratic elections.
 
 
 
Objective of trade union
 Collective bargaining
 Safeguard jobs
 Cooperate with employers
 Political Activities
 Social activities