Professional Documents
Culture Documents
Human Resource Management
Human Resource Management
Management
HRM Meaning and Definition
Prospects Procurement
HRM
Industrial
Remuneration
Relations
Maintenance Motivation
Difference Between HRM and PM - 1
HR is all encompassing
HR includes HRD and more
HR goes far beyond the traditional Personnel function
HR is more proactive and change oriented
HR needs competencies of a different nature from
what the traditional personnel function required
Importance of HRM
Human Resource Management is important to all
managers despite their various functions because
of the following reasons-
Hire the right person for the job
Low attrition rate
Ensure people do their best
Time saved in not conducting useless interviews
Avoid legal action for any discrimination
Safety laws are not ignored
Equity towards employee in relation to salary etc.
Effective training
Avoid unfair labour practices
HUMAN RESOURCE PLANNING
Human Resource Planning
Job Specification
Job Description
• Education
• Job Title • Experience
• Location
• Training
• Job summary
• Initiative
• Duties
• Physical effort
• Machine tools etc
• Responsibilities
• Material etc
• Communication skills
• Supervision
• Emotional characteristics
• Working condition
• Unusual sensory sight etc.
• Hazards
Use of Job Analysis Information
External factors
Supply and demand
Internal factors
Unemployment rate Recruitment policy
INTERNAL EXTERNAL
SOURCES OF RECRUITMENT
INTERNAL EXTERNAL
Current Employee • Advertising
References from present • Employment agencies
employee • Temporary help
Databank of former • Executive recruiters
applicants • Referrals and walk-ins
Retired Employee • College recruiting
Former employee • Company’s web site
• Free and fee-paying
Website services
Recruiting Yield Pyramid
50 New hires
External environment
Supply and demand of specific skill
Unemployment rate
Legal and political considerations
Company’s Image
Factors affecting selection
Internal environment
Company’s policy
HRP
Cost of hiring
Process of selection
Preliminary Interview Selection tests
R Employment Interview
E
J Reference & background
C
T Selection Decision
E
Medical Examination
D
Job Offer
Employment Contract
Evaluation
Basic Testing Concepts
Ability tests
Aptitude tests
Helps to determine a persons potential
to learn in a given area
Basic Testing Concepts
Personality tests
To measure a prospective
employee’s motivation to function in
a particular working environment
Basic Testing Concepts
Interest tests
Tests Description
Thomas Identifying behavioural requirement
Profiling for the job
MBTI Understanding personality type
Absence of reliability
Lack of validity
Biases
Preparing for the Interview
Abundant research exists that reliability and
validity of the selection interview are higher when
an interview is structured, planned and
standardized in form. This approach fosters a
comprehensive investigation of the applicant's
background, precludes personal and non-job-
related questions, and increases impartiality in
qualification assessment. Therefore, an interview
plan is strongly recommended.
Prior to developing the interview plan, it is critical
to be clear about the job requirements and stick
to them throughout the hiring process. This
ensures that you “don’t fall in love with each
candidate and redefine the job to fit”.
Types of Interview
Interview may be
1 2 3
Formal
Objectives of Interview