A SYSTEMATIC STUDY ON HUMAN RESOURCE

MANAGEMENT AND RECRUITMENT PROCESS ON

ORGANIZATIONS AND IT SECTORS

J E C I N D H A A N T O N Y. A
I I I B C O M PA ( A )
17BCO522
 INTRODUCTION

HUMAN RESOURCE MANAGEMENT

Human Resource Management(HRM or HR) is the management of human resource.It is designed by HR Department to
maximize employee performance in service of an employer’s strategic objectives.HR Departments are responsible for
overseeing benefits design, employee recruitment, training and development, performance appraisal and rewarding.

IMPORTANCE OF HUMAN RESOURCE

Human Resource management as it is currently perceived, represents the extension rather than the rejection of the
traditional requirements for managing personnel effectively .An understanding of human behavior and skill in applying
that understanding are still required.
ROLE OF HR DEPARTMENT
In the process of managing human resources, increasing attention is being given to the needs of the employees. The
HRM Department activities influence both the individual and society.
 Recruitment and Training

 Performance Appraisals

 Maintaining Work Atmosphere

 Managing Disputes
 OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

 To identify the training and development program.

 To identify compensation salary increment policy.

 To identify the present performance of an employee being appraised through career advancement.

 To provide better employee health, safety,welfare facilities as per their standard policies.

 To understand the quality circle is beneficial for solving problems.

 To understand the reason of employee turnover.

DEFINING THE SCOPE OF STUDY

The scope of HRM is very wide: Personnel aspect-this is concerned with manpower

planning,recruitment,selection,placement,transfer,promotion,training and development, layoff and retrenchment,

remuneration, incentives, productivity etc.

 LITERATURE REVIEW

 According to Blau (1964), social exchanges involve 3 unspecified obligations, in which an individual does
another a favour for an expectation of some future return, although the time of occurrence of return and the
form of return is often unclear. A social exchange is based on undeclared obligations and trust (Tansky and
Cohen, 2001). Social exchanges may also involve reciprocity (Blau, 1964).

 Gouldner (1960) defined reciprocity as the norm which obligates the recipient of benefit to repay the donor in
some way. Therefore, employee-employer relationship might be viewed as social exchange. An employer may
acknowledge an employee’s efforts by offering opportunities and benefits, and in return for these opportunities
and benefits, employees may feel obligated to reciprocate and may become more committed to the organization.

 Johnson , (1978) explained that Quality of work life (QWL) consists of opportunities for active involvement in
group working arrangements or problem solving that are of mutual benefit to employees and employer. It
requires employee commitment to the organization and an environment in which this commitment can flourish.
Part of the commitment to the organization is the various attitudes or value judgements of people to their jobs
and to their total work environment.
USEFULLNESS OF STUDY

Provides information about the performance ranks, basis on which decision regarding salary fixation,
confirmation, promotion, transfer and demotion are taken.30 Provide feedback information about the level of
achievement and behaviour of employees this information helps to review the performance of the employees,
rectifying performance deficiencies and to set new standards of work, if necessary .Provide information to
diagnose deficiency in employee regarding skill, knowledge, determine training and developmental needs and
to prescribe the means for employee growth provides information for correcting placement.

LIMITATIONS OF STUDY
 Lack of support of top management
 Improper actualisation
 Inadequate development programmes
 Inadequate information
 METHODOLOGY OF STUDY

Research Methodology
Research Design - Descriptive Research
Collection of Data
 Primary Data

The questionnaire is prepared in such a way that it is taken into consideration of all possible ways of getting
maximum information from the employees.

Secondary Data

The secondary data is collected from company profile, office records.

 Sampling design

Sample frame - Permanent employees.

Sample size - To 80 employees, works in manufacturing unit.

Sample design - Census sampling.

 Statistical Tools used for Analysis

• Correlation

• Multiple Regression

• Mean
 CHI SQUARE ANALYSIS

 A chi square (X2) statistic is used to investigate whether distributions of categorical variables

differ from one another. Basically categorical variable yield data in the categories and
numerical variables yield data in numerical form.
 We can interpret the test statistic in the context of the chi-squared distribution with the

requisite number of degress of freedom.

 If Statistic >= Critical Value: significant result, reject null hypothesis (H0), dependent.

 If Statistic < Critical Value: not significant result, fail to reject null hypothesis (H0),

independent.
 The degrees of freedom for the chi-squared distribution is calculated based on the size of the

contingency table as:

 Degrees of freedom: (rows - 1) * (columns - 1)
 Calculate the chi square by completing the following
steps:

• For each observed number in the table subtract the corresponding expected number (O — E).

• Square the difference [ (O —E)2 ].
• Divide the squares obtained for each cell in the table by the expected number for that cell [ (O -
E)2 / E ].
• Sum all the values for (O - E)2 / E. This is the chi square statistic.
 O stands for the Observed frequency. 

 E stands for the Expected frequency

THANK YOU