Human Resource Management

Unit 1: Introduction to Human Resource

Management
Instructor: Swapna ma’am
___

By Vibhavari M.

INTRODUCTION

HRM is concerned with managing the people resources of an organization. In fact, managing
human resources is the most crucial and challenging task that management has to perform,
crucial because it is the key to sustainability in the present competitive world and challenging
because no two individuals are the same–they have different sets of needs, ambitions,
aspirations,mental make-up, backgrounds.

MEANING AND DEFINITIONS:

● Human Resource Management is a process of bringing people and organization together

so that the goals of each are met. It is that part of the management process which is
concerned with the management of human resources in an organization. It tries to
secure the best from people by winning their whole hearted cooperation.
● It may be defined as the art of processing, developing and maintaining a competent
workforce to achieve the goals of an organization in an effective and efficient manner.
● It is concerned with the most effective use of people to achieve organizational and
individual goals.
● Human Resource Management is the process of managing the vibrating human resource
in an organization, so that the employee and employer will be able to achieve the
irrespective objectives.In fact, human resource management is the most important asset
for an organization. The quality of human resources will determine its fate.

Nature of Human Resource Management

1. HRM is based on certain principles and policies contribute to the achievement of

organizational objectives.
 2

2. HRM is a pervasive function – Human resource management is not specific to an individual

department, rather it is a broader function and spread throughout the organization, it manages
all type of people from lower level to top level departments of the organization.

3. HRM is people oriented – People or human resource is the core of all the activities of human
resource management. Human resource management works with and for people. It brings
people and organization together to achieve individual and organizational goals.

4. HRM is continuous activity – All factors of production are required to be continuously

updated and improved to cope up with the changes and increased competition. Similarly,
human resource also continuously trained, developed, or replaced to face the next level of
competition. Hence, it is a continuous activity.

5. HRM is a part of management function.

6. HRM aims at securing maximum contribution.

7. HRM aims at optimum use of personnel power.

Scope of Human Resource Management

1. Personnel Aspect

● Human Resource Planning – It is the process by which the organization identifies the
number of jobs vacant.
● Job Analysis and Job Design – Job analysis is the systematic process for gathering,
documenting, and analyzing data about the work required for a job. Job analysis is the
procedure for identifying those duties or behaviour that define a job.
● Recruitment and Selection – Recruitment is the process of preparing advertisements on
the basis of information collected from job analysis and publishing it in newspaper.
Selection is the process of choosing the best candidate among the candidates applied for
the job.
● Orientation and Induction – Making the selected candidate informed about the
organization’s background, culture, values, and work ethics.
● Training and Development – Training is provided to both new and existing employees to
improve their performance.
 3

● Performance Appraisal – Performance check is done of every employee by Human

Resource Management. Promotions, transfers, incentives, and salary increments are
decided on the basis of employee performance appraisal.
● Compensation Planning and Remuneration – It is the job of Human Resource
Management to plan compensation and remunerate.
● Motivation – Human Resource Management tries to keep employees motivated so that
employees put their maximum efforts in work.

2. Welfare Aspect – Human Resource Management have to follow certain health and safety
regulations for the benefit of employees. It deals with working conditions, and amenities like -
canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education,
health and safety, recreation facilities, etc.

3. Industrial Relation Aspect – HRM works to maintain co-ordinal relation with the union
members to avoid strikes or lockouts to ensure smooth functioning of the organization. It also
covers - joint consultation, collective bargaining, grievance and disciplinary procedures, and
dispute settlement.

Significance of HRM:

● Objective :- Human Resource Management helps a company to achieve its objective

from time to time by creating a positive attitude among workers. Reducing wastage and
making maximum use of resources etc.
● Facilitates professional growth :- Due to proper Human Resource policies employees are
trained well and this makes them ready for future promotions. Their talent can be
utilized not only in the company in which they are currently working but also in other
companies which the employees may join in the future.
● Better relations between union and management :- Healthy Human Resource
Management practices can help the organization to maintain co-ordinal relationship
with the unions. Union members start realizing that the company is also interested in
the workers and will not go against them therefore chances of going on strike are greatly
reduced.
● Helps an individual to work in a team/group :- Effective Human Resource practices teach
individuals team work and adjustment. The individuals are now very comfortable while
working in team thus team work improves.
● Identifies person for the future :- Since employees are constantly trained, they are ready
to meet the job requirements. The company is also able to identify potential employees
 4

who can be promoted in the future for the top level jobs. Thus one of the advantages of
HRM is preparing people for the future.
● Allocating the jobs to the right person :- If proper recruitment and selection methods
are followed, the company will be able to select the right people for the right job. When
this happens the number of people leaving the job will reduce as the will be satisfied
with their job leading to decrease in labour turnover.
● Improves the economy :- Effective Human Resource practices lead to higher profits and
better performance by companies due to this the company achieves a chance to enter
into new business and start new ventured thus industrial development increases and the
economy improves.

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

The main functions of human resource management are classified into two categories:

1. Managerial Functions. 2. Operative functions.

1. Managerial Functions.

Following are the managerial functions of Human Resource Management

1. Planning:

The planning function of the human resource department pertains to the steps taken in
determining in advance personnel requirements, personnel programmes, policies etc.
After determining how many and what type of people are required, a personnel manager
has to devise ways and means to motivate them.

2. Organisation:

Under organisation, the human resource manager has to organise the operative
functions by designing structure of relationship among jobs, personnel and physical
factors in such a way so as to have maximum contribution towards organisational
objectives. In this way a personnel manager performs following functions:

● Preparation of task force;

● Allocation of work to individuals;
● Integration of the efforts of the task force;
● Coordination of work of individuals with that of the department
3. Directing
 5

Directing is concerned with initiation of organised action and stimulating the people to
work. The personnel manager directs the activities of people of the organisation to get
its function performed properly. A personnel manager guides and motivates the staff of
the organisation to follow the path laid down in advance.

4. Controlling:

It provides basic data for establishing standards, makes job analysis and performance
appraisal, etc. All these techniques assist in effective control of the qualities, time and
efforts of workers.

2. Operative Functions

The following are the Operative Functions of Human Resource Management:

1. Procurement of Personnel:

It is concerned with the obtaining of the proper kind and number of personnel
necessary to accomplish organisational goals. It deals specifically with such subjects as
the determination of manpower requirements, their recruitment, selecting, placement
and orientation, etc.

2. Development of Personnel:

Development has to do with the increase through training, skill that is necessary for
proper job performance. In this process various techniques of training are used to
develop the employees. Framing a sound promotion policy, determination of the basis of
promotion and making performance appraisal are the elements of personnel
development function.

3. Compensation to Personnel:

Compensation means determination of adequate and equitable remuneration of

personnel for their contribution to organisation objectives. Determining monetary
compensation for various jobs is one of the most difficult and important functions of
personnel management. A number of decisions are taken into the function, viz.,
job-evaluation, remuneration, policy, inventive and premium plans, bonus policy and
co-partnership, etc. It also assists the organisation in adopting the suitable wages and
salaries, policy and payment of wages and salaries in the right time.
 6

4. Maintaining Good Industrial Relation:

Human Resource Management covers a wide field. It is intended to reduce strifies,

promote industrial peace, provide fair deals to workers and establish industrial
democracy. If the personnel manager is unable to make harmonious relations between
management and labour industrial unrest will take place and millions of man-days will
be lost. If labour management relations are not good the moral and physical condition of
the employee will suffer, and it will be a loss to an organisation vis-a-vis a nation.
Hence, the personnel manager must create harmonious relations with the help of
sufficient communication system and co-partnership.

5. Record Keeping:

In record-keeping the personnel manager collects and maintains information concerned

with the staff of the organisation. It is essential for every organisation because it assists
the management in decision making such as in promotions.

6. Personnel Planning and Evaluation :

Under this system different types of activities are evaluated such as evaluation of
performance, personnel policy of an organisation and its practices, personnel audit,
morale, survey and performance appraisal, etc.

Qualities of HR Manager:

● Knowledge and Expertise In HR: A successful HR manager should always have a proper
or strong educational foundation regarding the functions of human resources. In
addition to their qualifications, like having a bachelor’s degree and a master’s degree, an
HR manager must always display a willingness to remain alongside the latest trends,
ethics, and best practices in their profession, which requires discipline and dedication.
Learn hr management course and enhance your knowledge and expertise in Human
resources.
● The Ability to Multitask: On an average workday, a Human Resource manager must deal
with many different problems such as employee’s personal complaints or answering
maternity leave questions. Then he should also develop an effective recruiting strategy
for a difficult position to fill the vacant job positions. In human resources, if it is not one
problem they are dealing with, then it is another problem that has to be dealt with
 7

simultaneously. Every employee has issues that are most important to them. A
business’s priorities are constantly shifting and evolving every day.
● Strong Sense of Ethics: Similarly, HR managers often serve as the conscious for their
organization. When it comes to following their company policies and maintaining
confidential information, they must have a strong sense of ethics. To effectively do their
job, they must earn the trust of both employees and also managers. Discretion and
honesty are always the two main critical components of any successful Human Resource
manager.
● Strong Communication Skills: A key skill that is required by all HR managers must have
been the ability to communicate with both employers and also employees. Both their
written and oral communication skills must be clear, concise, and also effective to the
individuals on all levels of the organization. Effective communication will sometimes
include negotiation. When conflicts arise between co-workers or with the management
and their employees in the organization, an HR manager must always assist both sides
in finding their middle ground so that a compromise is always reached between them.
● Leadership Abilities: As an HR director, they are said to be a leader, not a business
partner. HR must be at the forefront of all that your company does. However, there is no
instruction booklet, and there are no other benchmarks to measure yourself against any
others. If the organization is the first to be trying something new in the industry, it will
always be difficult, and also there will be a certain amount of risk involved.
● Ability to Motivate Others: The only effective workforce is said to be the motivated one.
HR must understand what does and does not motivate the employees in the
organization. Motivation is not about just offering incentives but creating sustainable
reasons to maintain a quality of work and fostering employees’ belief in the
organization’s cause and team.
● Sympathetic Attitude : A good personnel manager must have a very good approach to
human resource problems. Regardless of the problems faced by all the employees, they
must have a sympathetic attitude while dealing with other employees.
● Patience: HR Manager should be an extremely patient person and not lose his temper
easily on others. When dealing with other employees, he should have a skill that is
important to be a good listener, especially when an employee is voicing his concerns or
problems.
● Good Communication Skills: One more essential quality of a human resource manager
that everyone must possess is good communication skills. However, since a major part of
the Human Resource Manager role involves interacting with different employees,
unions, and management, being a good communicator is necessary for every HR.
 8

Role and Responsibilities of HR Manager:

1. Hiring and recruitment

One of a human resources manager's primary roles is locating and hiring new talent for their
company. This process can include locating talent through online sources, recruitment agencies
and physical ads. After locating potential hires, the HR manager may screen resumes and read
cover letters to determine which candidates are most viable. They then interview or delegate
interviews to other human resources specialists to gather more information about the
candidates. At the end of the hiring process, the manager collaborates with other professionals
to develop compensation and benefits packages that can influence talented individuals to accept
employment offers.

2. Creating job description and design

Job description and design is the process of determining which professional roles are necessary
for a team or department and defining those roles. To develop cohesive and efficient teams of
professionals, the HR manager determines the skills, qualifications and education for each
person, along with what their responsibilities include. During this process, the HR manager may
consider the leadership structure and how the team can collaborate to produce quality work and
value for the company. For example, the human resources manager may determine that a
department functions best with several teams, each of which contains a team leader.

3. Planning and schedules

Another role that HR managers manage is planning for company events and creating schedules.
Depending on the size of the company, the nature of the work and how many employees there
are in each department, the HR manager may determine when each staff member works, or they
may delegate that task to other leaders within the company. If hours are consistent or the
company primarily employs salaried individuals, the HR manager may not design a weekly
schedule but plan for company holidays and inform staff members about their time off from
work.

4. Onboarding and training

Onboarding is preparing a new hire for integration into the company atmosphere and workflow.
HR managers prepare and plan for onboarding, either creating the material themselves or
overseeing the process. Training is important for new employees, as it ensures they understand
 9

policies and procedures within the organisation. HR managers can prepare documents, schedule
training sessions and determine what each new hire learns during their onboarding and
training. Effective onboarding and training can ready employees and help them reach peak
production faster, which provides the company with more value.

5. Documenting rules and regulations

HR managers create documentation for rules and regulations, communicate this important
information to employees and create procedures for training employees on these policies. An
HR manager may work with other professionals to create an employee handbook and ensure
each employee receives and signs a copy before beginning work with the company. They may
also update and improve rules and regulations as the company grows and develops. For
example, an HR manager may create or oversee the creation of activities involving regulation
review and the production of new materials.

6. Performance management

Performance management allows companies and teams to ensure each of their staff members is
producing value for the company that equals their compensation. To use performance
management, the HR manager may implement systems for monitoring productivity, suggesting
solutions for issues and offering potential improvements in workflow. The HR manager may
gather employee feedback on how to improve performance and use incentives and other
methods for increasing productivity. For example, an HR manager may design a reward system
for the highest performing staff member each month or quarter.

7. Developing workplace atmosphere

HR managers understand that developing a welcoming and conducive workplace atmosphere is

important for improving productivity, employee satisfaction and staff engagement levels. To do
this, they may collaborate with designers to create more open and inspiring layouts for rooms,
offer refreshments and improve communication within the workplace. For example, they may
promote an open layout and plan events for team members to get to know one another and
develop professional relationships. The HR manager may also focus on diversity and inclusion
to create an effective workplace atmosphere.

8. Conflict resolution

Conflict resolution is necessary when employees have disputes and disagreements. The HR
manager can develop a standard procedure for settling problems and providing conflict
resolution. They may also supervise HR specialists as they meet with staff members to solve
 10

disputes, acting as mediators during discussions. HR managers ensure their department

responds quickly to conflict and supports the rights of the employees.

9. Ensuring employee health and safety

HR managers support employee health and safety by assessing potential risks and supplying
staff members with protection, depending on the organisation and industry. The manager may
take action to address potential risks by reducing or eliminating them. To promote health
among team members, HR managers may arrange health goals and benefits like gym
memberships, relays or friendly competitions.

10. Positive reinforcement

An HR manager affects positive reinforcement by working directly with staff members and
advising their leaders. Positive reinforcement is the act of providing a reward when a staff
member shows good behaviour or contributes to excellent work. To do this, HR managers can
use employee of the month awards, supply positive verbal feedback or give small rewards like
gift cards or meals to employees.

11. Recording and reporting

Successful HR managers record and report the performance of their department, metrics for
staff productivity and satisfaction, risk analysis and accidents or incidents. Recording and
reporting is an important part of the HR manager's position, as it allows them to protect
themselves and the company in sensitive situations by documenting meetings and incidents.
Tracking performance metrics is also important for HR managers because they can use them to
assess their team and develop goals for improvement.

12. Specialist management

HR managers provide guidance and direction to the specialists within their department. This
can vary depending on the size of the company, but HR managers may lead a team of HR
specialists to complete daily HR tasks. Their management role means HR managers must have
excellent leadership abilities, along with a thorough understanding of human resources topics.
 11

UNIT-2: HUMAN RESOURCE

PLANNING

Human resource planning (HRP) is the continuous process of systematic planning to achieve
optimum use of an organization's most valuable asset—quality employees. Human resources
planning ensures the best fit between employees and jobs while avoiding manpower shortages
or surpluses.

Human resource planning (HRP) is a strategy used by a company to maintain a steady stream of
skilled employees while avoiding employee shortages or surpluses.

Having a good HRP strategy in place can mean productivity and profitability for a company.

Steps / Process
Forecasting the organization’s demand for and supply of human resources is done through the
planning process.

1. Choosing the Goals:

Determining the goals for which the process will be carried out is the first step in every
cycle. For example, to choose the correct number of people for the right job, it is
essential to identify the goal for which workforce planning is to be done.

2. Examine the present personnel supply:

use the data saved about the staff’s expertise, competency, abilities, etc., to carry out a
specific job. Additionally, it is possible to predict future openings to plan for the
workforce from internal (inside the current employees) and external (hiring applicants
from outside) sources. I

3. Estimating Demand and Supply:

After maintaining an inventory of skilled employees, the next stage is to match

anticipated future demand for employees with the organization’s current supply of
resources.
 12

4. Action plan:

Once the staffing shortfalls have been assessed, an employment or action plan should be
created. If there is a shortfall, the company may pursue recruitment, training, or
interdepartmental transfer plans; if there is a surplus, the company may pursue
voluntary retirement plans, redeployment, transfer, or layoffs.

5. Training and Development:

Training is provided for both current personnel and new hires, as both groups must
periodically upgrade their skill sets.

Job Analysis:

Job analysis refers to a systematic process of collecting all information about a specific job,
including skill requirements, roles, responsibilities and processes in order to create a valid job
description. Job analysis also gives an overview of the physical, emotional & related human
qualities required to execute the job successfully.

Job analysis is an important step in ensuring that the right candidate is selected. Job analysis
helps the employer in recruitment and selection, performance management, choosing
compensation and benefits, etc. It helps the employees to have a clear picture of what is
actually required of them.

Process:

Gather information about a position

Observe and interview employees who are currently employed. Encourage employees to perform
their duties and be as specific as possible when defining responsibilities. Read the manual or
document that explains your current position. Compare your current job description with what
your employees are actually saying and doing. Record results by department or individual
position. Create an account for all the tasks and skills involved in the job.

Evaluate the importance of each task and competency

Once you understand what skills are needed to perform each task, you can rate the difficulty of
each task and skill. Determine the top-level skills for each location. Note which skills require
entry level and more experience. You may think differently from this job as you thought it was
an important part of the job.
 13

Research industry standards

Find status data in your job analysis to make sure you're tied to your current workforce. Test
your results using information from government literature and corporate organizations. Seek
expert advice on the subject that can explain the tasks you need to do your job. Compare your
network and data with other businesses.

Revise job descriptions and standards

Once you've identified and discovered the most important qualifications needed to do the job,
make a list for each job and skill. Use this to edit an existing job description or create a new one
to suit your analysis. Create a set of criteria for each position that matches your employees'
feedback and your own work observations. Include expectations that you may not have met, but
are based on professional guidelines from your research.

Use data to make changes

Look at the entire organization. Based on the analysis, determine if the right task is assigned to
the right task. If you find that a job in one department is suitable for another team, move these
tasks to another job. You may also find that some departments handle more than others. You
can use job analysis data to find ways to transfer job responsibilities based on the capabilities of
each job.

Components of job analysis

Job Position

The position of the job and the employee holding that position in the organization are known
as the position of the job. Job status serves as the basis of the compensation system in the
organization. Highly placed jobs as well as job holders get higher returns than lower returns.

Job Description

Each situation is different from each other because each situation requires different tasks and
responsibilities, e.g. Experience, expertise and level of knowledge. These tasks, duties, roles,
and responsibilities are detailed in how to perform this job.

Job Worth

Work value refers to the calculation of the value of work in the organization. In other words, job
value is an estimate of how much the job contributes to the overall goal of the organization.
 14

What methods can you use to conduct a job analysis?

1. Interviews : Asking an employee to give details about their job is one way to create an
accurate job description. Employers will ask questions about specific tasks and also
request a breakdown of the duties performed by those in a certain position.
2. Observations :An employer may also choose to watch as employees complete their jobs,
noting the tasks they complete and the skills needed for those tasks. Observations work
well for processes related to physical task and product related outcomes.
3. Surveys :Survey are tools used to find out how often a certain task is completed or how
much a skill set is used. These surveys can be highly structured forms where employees
use a scale to answer questions about the job. Surveys can also be used more informally
for employees to answer open-ended questions.
4. Work logs: Employers may request a written account of daily work for a certain period of
time. This allows an employee to give a clear description of the regular duties of their
job and the timeframe required for each task.

Job Description

Job description refers to a written informative documentation that states the duties, tasks,
responsibilities and qualifications of a job, based on the findings of a job analysis. Job
description is used either in the recruitment process to inform the applicants of the job profile
and requirements or in the performance management process to evaluate the employee’s
performance.

A job description is a brief introduction to everything that a job entails. It is a window into:

● What the role expects of the applicant,

● Where the applicant is to work out of (job location), and
● How exactly they would fit into the organization offering the job if they were to join
them.
● Why is a job description important?

A job description is a pretty important piece of information for the applicant since this is the
only place from where they can take a reference of how their future would look like at the
particular organization.
 15

And, a JD is important for an organization because it helps them set clear expectations and be
transparent with their potential employees right from the start.

What is typically included in a Job description?

A job description typically constitutes of:

● A job title
● The duties included in the job
● The required or preferred qualifications
● An excerpt about how the title holder will fit into the org
● The location of the job

Job description example.

Job Title:

Accounting Assistant

Key Responsibilities:

Keep records of internal and external payments.

Prepare budget sheets.

Keep record of taxes and deductions.

Brief about the job:

We are looking for an accountant who would manage all financial payoffs, take record of all
payments, and manage bank deposits along with various budgets.

Requirements:

2 years of work experience as an accountant.

Computer skills with professional level expertise in MS Excel and Google Sheets.

Accounting experience with general ledger keeping.

Analytical and problem-solving skills.

Experience using FreshBooks and QuickBooks.

 16

Job Specification:

A job specification defines the knowledge, skills and abilities that are required to perform a job
in an organization. Job specification covers aspects like education, work-experience, managerial
experience etc. which can help accomplish the goals related to the job. Job specification helps in
the recruitment & selection process, evaluating the performance of employees and in their
appraisal & promotion. Job specification, along with job description, is actually derived from
job analysis. Collectively, job specification and job description help in giving a overview of the
job in terms of its title, position, roles, responsibilities, education, experience, workplace etc.

Components of Job Specification

There are many parameters which are considered while giving the job specification for a certain
profile.

1. Educational Qualification

This parameter gives an insight on how qualified a certain individual is. It covers their basic
school education, graduation, masters degree, other certifications etc.

2. Experience

Job specification clearly highlights the experience required in a particular domain for
completing a specific job. It includes work experience which can be from a specific industry,
position, duration or in a particular domain. Managerial experience in handling and managing a
team can also be a job specification criteria required for a particular position

3. Skills & Knowledge

This is an important parameter in job specification especially with knowledge and skill based
profiles. The higher the position in a company, the more niche the skills become and more is
the knowledge required to perform the job. Skills like leadership, communication management,
time management, team management etc. are mentioned.

4. Personality traits and characteristics

The way in which a person behaves in a particular situation, handles complex problems, generic
behaviour etc. are all covered in the characteristics of a job description. It also covers the
emotional intelligence of a person i.e how strong or weak a person is emotionally.
 17

Advantages of Job Specification

There are several benefits of having a comprehensive job specification. Some advantages are
listed below:

1. Job specification highlights all the specific details required to perform the job at its best

2. It gives the HR managers a threshold and a framework on the basis on which they can identify
the best prospects

3. Helps in screening of resumes and saves time when there are multiple applications by
choosing those who are closest to the job specification

4. HR managers can used job specification as a benchmark to evaluate employees and give them
required trainings

5. It also helps companies during performance appraisal and promotions

Disadvantages of Job Specification

There are certain limitations of job specification. Some of the disadvantages are mentioned
below:

1. It is a time consuming process as it has to be very thorough and complete

2. Job description is time bound and changes with changing technology and changing
knowledge & skill requirements

3. It can only give a framework of emotional characteristics and personality traits but cannot
specify the experience or forecast complex issues.

Job Enrichment

Job Enrichment is a job design technique that varies the concept of job enlargement. Job
enrichment adds new sources of job satisfaction by increasing the level of responsibility of the
employee in organization.

While job enlargement is considered as horizontal restructuring method, job enrichment is

considered as vertical restructuring method of moral excellence of giving the employee
additional authority, autonomy, and control over the way the job is accomplished. Also called
job enhancement or vertical job expansion.
 18

Job enrichment is a way to motivate employees by giving them increased responsibility and
variety in their jobs. Many employers traditionally believed that money was the only true
motivating factor for employees and that if you wanted to get more work out of employees,
offering them more money was the only way to do it. While that may be true for a small group
of people, the majority of workers today like to work and to be appreciated for the work they do.
Job enrichment— allowing the employees to have more control in planning their work and
deciding how the work should be accomplished—is one way to tap into the natural desire most
employees have to do a good job, to be appreciated for their contributions to the company, and
to feel more a part of the company team.

Advantages of job enrichment

(1) It improves and enhances the basis relation between the person and his work.

(2) It attempts to change one’s behaviour positively while maintaining the change.

(3) It helps to convert monotonous work into a source of motivation.

(4) It offers a change to initiate and allow other organizational changes and alter the
management style.

(5) It helps organization in the long run in rehumanizing than dehumanizing their manpower.

(6) Job enrichment enables the employees and the organisation to be more flexible.

(7) It enables the employees to be more committed to their organisation.

(8) It checks the organisation from over staffing.

(9) It enables the organisation to get more competitive advantage from its employees.

(10) It becomes a powerful tool to create a learning organisation.

Disadvantages

1. Job enrichment may initially reduce productivity.

2. The management may not involve in supporting functions.

3. It may make attrition rates higher.

4. It requires large investment in terms of time and money,

 19

5. Managing people becomes difficult due to high empowerments.

Selection:

The selection process can be defined as shortlisting the right candidates with the required
qualifications to fill the vacancies in an organization. The process varies from company to
company hence need to be understood what type of process suits accordingly.

The Selection Process is quite a lengthy and complex process as it involves a series of steps
before making a final decision.

The selection process refers to selecting the right candidate with the required qualifications and
capabilities to fill the vacancy in the organization. The selection process is quite a lengthy one
and also complex. It involves a series of steps before the final selection. The procedure of
selecting the employees may vary from industry to industry according to their own needs. Every
organization designs their selection process while keeping in mind the urgency of hiring the
people and the requisites for the vacancy of the job.

Recruitment and Selection

Recruitment is the process where the potential applicants are searched for and are encouraged
to apply for a vacancy. While the selection is the process of hiring the employees from the
shortlisted candidates and providing them with a job in the organization. The success of any
organization depends on its employees because when an employee is well suited for their job
the entire company can enjoy the benefits of their success. Recruitment and selection help
organizations to choose the right candidates for the right positions in the business.

Steps in Selection Process

Popularly there are seven stages in the process of selection :

Application – After the job opening has been announced, the candidates apply for the
respective jobs which suit them.

Screening and Pre-selection – The goal of this second phase is to reduce the number of
candidates from a large group to a manageable group of between 3-10 people that can be
interviewed in person. The selection is based on their selection technique and according to the
company’s needs.
 20

Interview – The interview gives insight into a person’s verbal accuracy and how sociable they
are. This also provides the opportunity to ask the candidate job-related queries.

Assessment-The full assessment usually is more accurate as this helps the organization to check
the candidate well. Assessments include work sample tests, integrity tests, and related job
knowledge tests.

Reference And Background Check- An essential step is the reference check, which is to confirm
about the candidate. The candidates are asked to give references and he follows up on these.

Decision- The next step is to decide to choose the correct candidate who promises the greatest
future potentiality for the organization.

Job Offer and Contract – After the decision-making process, the candidate needs to accept the
offer which is known as the contract.

Types of Selection Process

Selection types differ according to different types of organizations. The types of the selection
process are -

Application forms and CVs Personality profiling

Online screening and shortlisting Presentations

Interviews Group exercises

Psychometric testing Assessment centers

Ability and aptitude tests References

Importance of Selection

It identifies the right candidates for the company.

Recruiting talented employees can help increase the overall performance of the organization.

Helps in avoiding false negatives and false positives of the candidates.

Above all, the process selection has all the way become more complicated. As the organizations
want to hire talented and effective employees, this can create a difference in the interest of the
organization, hence the organizations carefully have adopted different methods of recruiting a
candidate.