hrm & staffing

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  • 1. Human Resource ManagementHuman Resource Management && StaffingStaffing Prof. Smita.VermaProf. Smita.Verma
  • 2. Human Resource Management ProcessHuman Resource Management Process
  • 3. Forecasting Manpower DemandForecasting Manpower Demand Future Needs of theFuture Needs of the organizationorganization Long Term PlanLong Term Plan TERM 5 yearsTERM 5 years Growth & ExpansionGrowth & Expansion New FactoryNew Factory Short Term PlanShort Term Plan TERM 1- 2 yearsTERM 1- 2 years Adding New ShiftAdding New Shift ReplacementReplacement
  • 4. Forecasting Manpower SupplyForecasting Manpower Supply Internal Labour SupplyInternal Labour Supply Skills Inventory-Skills Inventory- Employees DatabaseEmployees Database Replacement PlanningReplacement Planning -- Manager Inventory ChartManager Inventory Chart Identifies potential candidates to fill specificIdentifies potential candidates to fill specific managerial jobs .managerial jobs . Succession PlanningSuccession Planning -- Identifies and trains the potential candidatesIdentifies and trains the potential candidates
  • 5. StaffingStaffing Staffing is a function of management which includes recruiting,Staffing is a function of management which includes recruiting, training, developing and maintaining competent managers andtraining, developing and maintaining competent managers and operatives for performing organizational tasks in an effectiveoperatives for performing organizational tasks in an effective and efficient manner. It is a continuous process consisting ofand efficient manner. It is a continuous process consisting of several activities such as estimating manpower needs, recruitment,several activities such as estimating manpower needs, recruitment, selection, training and development, deciding on remunerationselection, training and development, deciding on remuneration for work to be performed, transfer, promotion and performancefor work to be performed, transfer, promotion and performance Process Includes :Process Includes : 1) RECRUITMENT 2) SELECTION1) RECRUITMENT 2) SELECTION
  • 6. RECRUITMENTRECRUITMENT Types of Recruitment SourcesTypes of Recruitment Sources INTERNAL SOURCEINTERNAL SOURCE TransfersTransfers PromotionPromotion Up gradatingUp gradating Dependent of deceasedDependent of deceased family memberfamily member EXTERNAL SOURCEEXTERNAL SOURCE AdvertisementAdvertisement Education InstitutionsEducation Institutions Employment AgenciesEmployment Agencies Voluntary ApplicationVoluntary Application Word of MouthWord of Mouth Rec. at factory gateRec. at factory gate Job PortalsJob Portals Acquisitions & MergersAcquisitions & Mergers Head Hunting & PoachingHead Hunting & Poaching Contractor/ OutsourcingContractor/ Outsourcing
  • 7. Internal RecruitmentInternal Recruitment ADVANTAGESADVANTAGES Familiarity of CandidateFamiliarity of Candidate Available information &Available information & observationobservation Selection & SocializationSelection & Socialization less expensive less expensive Enhances EmployeeEnhances Employee MoraleMorale Retention of EmployeesRetention of Employees DISADVANTAGESDISADVANTAGES Lack of New IdeasLack of New Ideas Expensive TrainingExpensive Training ProgramsPrograms Political & Personal BiasPolitical & Personal Bias Ripple EffectRipple Effect Some UnhappySome Unhappy EmployeesEmployees
  • 8. External RecruitmentExternal Recruitment ADVANTAGESADVANTAGES New IdeasNew Ideas Valuable Information Valuable Information Competitors Moves &Competitors Moves & StrategiesStrategies Diverse Skills & VastDiverse Skills & Vast ExperienceExperience DISADVANTAGESDISADVANTAGES Lack of ReliabilityLack of Reliability Committing MistakesCommitting Mistakes Expensive ProcessExpensive Process Orientation Process Orientation Process Time ConsumingTime Consuming De-motivatesDe-motivates Internal EmployeesInternal Employees
  • 9. The Recruitment ProcessThe Recruitment Process
  • 10. Job AnalysisJob Analysis JOB DESCRIPTIONJOB DESCRIPTION (EMPHASIS IS ON JOB)(EMPHASIS IS ON JOB) Objectives of the JobObjectives of the Job Work to be PerformedWork to be Performed Skills NeededSkills Needed Responsibility InvolvedResponsibility Involved Relationship of the Job toRelationship of the Job to other Jobsother Jobs Working ConditionsWorking Conditions JOB SPECIFICATIONJOB SPECIFICATION (EMPHASIS ON INDIVIDUAL)(EMPHASIS ON INDIVIDUAL) Minimum qualificationMinimum qualification Listing of Skills, Education &Listing of Skills, Education & Work ExperienceWork Experience
  • 11. Job Analysis forJob Analysis for Head Strategic marketingHead Strategic marketing JOB DESCRIPTIONJOB DESCRIPTION (EMPHASIS IS ON JOB)(EMPHASIS IS ON JOB) Forecasting, businessForecasting, business plan formulation, andplan formulation, and market potentialmarket potential estimation forestimation for existing as well asexisting as well as new product marketsnew product markets JOB SPECIFICATIONJOB SPECIFICATION (EMPHASIS ON INDIVIDUAL)(EMPHASIS ON INDIVIDUAL) A BE preferably with anA BE preferably with an MBA (marketing), mustMBA (marketing), must posses excellentposses excellent analytical ability, beanalytical ability, be action-oriented andaction-oriented and possess excellentpossess excellent communication skillscommunication skills
  • 12. Steps in Selection ProcessSteps in Selection Process
  • 13. Socialization ProcessSocialization Process Initial Process Recruitment & SelectionInitial Process Recruitment & Selection Extended Process Polices of organization,Extended Process Polices of organization, Introduction to superior, peers and relatedIntroduction to superior, peers and related departments, Familiar with Work Culture,departments, Familiar with Work Culture, Job Description, Proper TrainingJob Description, Proper Training ____________________________________________________________________________________ A well planned induction helps the employeeA well planned induction helps the employee to become integrated into the organization,to become integrated into the organization, maximizing morale through early successmaximizing morale through early success and quickly raising the level of performance.and quickly raising the level of performance. Recruitment is not complete until theRecruitment is not complete until the individual is effective in the job and hasindividual is effective in the job and has adopted the values of the organization.adopted the values of the organization.
  • 14. knowledge workerknowledge worker EmployeesEmployees such assuch as DataData analystsanalysts,, ProductProduct developersdevelopers,, PlannersPlanners,, PProgrammersrogrammers,, RResearchersesearchers who are engaged primarily inwho are engaged primarily in AAcquisitioncquisition,, AAnalysisnalysis,, Manipulation of Information in production of goodsManipulation of Information in production of goods or services.or services.
  • 15. knowledge workerknowledge worker A knowledge worker is anyone who works for a living atA knowledge worker is anyone who works for a living at the tasks of developing or using knowledge.the tasks of developing or using knowledge. For example, a knowledge worker might be someone whoFor example, a knowledge worker might be someone who works at any of the tasks ofworks at any of the tasks of Planning,Planning, Acquiring,Acquiring, Searching,Searching, Analyzing,Analyzing, Organizing,Organizing, Storing,Storing, Programming,Programming, Distributing,Distributing, Marketing,Marketing, or otherwise contributing to the transformation and commerce ofor otherwise contributing to the transformation and commerce of information and those (often the same people) who work at usinginformation and those (often the same people) who work at using the knowledge so produced.the knowledge so produced.

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