Ch. 4-HRM.

Human resource
management
Functions of Personnel
Management
1. Manpower Planning
2. Training
3. Employee
4. Health
5. Safety
6. Welfare
7. Record keeping
1. Manpower planning
 Manpower requirement
 Advt. for interview
 Conducting interview
 Testing
 Induction training
 Placement
 Employee appraisal
…
 Promotion for suitable

 Dismissal of not suitable
 Transfer
 Employment records
 New recruitments
2. Educating & training
 Induction training
 Training plans: operative training,
supervisory training, executive
training
 Skill enhancement training
 Training materials & audio-visual
training aids
…
 Reading rooms and libraries

 On job training
 Seminars and conferences
 Visits and tours
3. Employee relationship
 Job analysis, job specification

 Wages & rewards
 Keeping records and statistics
 Labor audit
 Handling grievances
 Appreciation of employees
 Suggestion schemes
 Moral studies
4. Employees’ health
 Health standards
 Proper sanitation
 Medical check-ups
 Medical facilities
 Health awareness
 Rest periods, recreation
 Record keeping for health
5. Employees’ Safety
 Safety standards
 Safety procedures
 Safety awareness
 Safety guards
 Safety programs, safety rules &
contest
 Awards to safe workers
 Safety records
6. Welfare
 Credit unions
 Pension schemes
 Insurance plans
 Housing schemes
 Counseling
 Company stores & restaurants
 Plans for children
7. Record keeping
 Record of each employee

 Application forms, resume/ C.V.
 Appraisal forms
 Memos
 Pay details
Staffing
 Function of mgt
 Filling and keeping filled positions in
the organization structure
 “staffing pertains to recruitment,
selection, development and
compensation of employees”
HR and HRM
HR
 People that staffed and operate
 Essential and used in particular way
HRM
 Mgt function devoted acquiring,
training, appraising, Compensating
employees
 Matching process
 It mould co. workforce into motivated
team
HR Planning
Aspects important for planning

in staffing are as follows
 How many people are required?
 What kind of people are required?
 When are they required?
 Is it economical?
 Growth of individual
 flexibility
HR planning procedure
 Analyzing business n organization

plans
 Decide objective for staffing
 Analyze factors for manpower
requirement
 Development of employment plans
 Developing human resource plans
Recruitment Procedure
 It is defined as ‘any practice or

activity carried out by the
organization for attracting potential
employees’.
 It is one of the main functions of HR
 It is the process of searching for
prospective employees and
stimulating them to apply for jobs
…
 Steps for performing HR functions:

 Planning
 Recruitment
 Selection
 It is buffer between staff planning &
staff selection
 Supervisor are recruited by the
same procedure
Sources of recruitment
 Internal Sources:-
-They are within the organization
- e.g. transfer, promotions, re-
employment of ex-employees
 External Sources:-
-They are external to the organization

-e.g. advt. in newspaper, employment
exchanges, suppliers, educational
institute, business friends
Recruitment Procedure
1. Generation of recruitment/vacancy
2. Applications of candidates
3. Scrutiny of applications
4. Call for recruitment
5. Initial interview
…
6. Employment tests
7. Final interviews
8. Checking references
9. Medical/physical tests
10. Selection and Induction

Recruitment strategies
 Advt. in newspaper
 Internet employment sites
 Private, public or temporary
employment agencies
 Executive recruiters
 Union
 Employee referrals
 Internship programs
SELECTION
 Last step of recruitment

 Main aim is to select person best
suited to job recruitment
 Recruitment contains following items:
 No. of post reqd.
 Reqd academic qualification
 Age
 Grade of the post
 Future prospects
STAGES FOR SELECTION OPERATION
1) First Stage
 Advt.
 Receipt of appl.
 Scrutiny of appl.
 Fixing dates for interview
 Issue of calls for interview

…
2) Second Stage
 Preliminary interview
 Gen. written test
 Knowledge test
 Trade test
 History of candidate
…
3) Third Stage
 Interview
 Employment test
 Reference verification
 Medical examination
…
4)Final Stage
 Overall review of the process
 Final decision
 Appointment
Personnel-Training & Development
 HR, prime imp. Input

 Education increases knowledge &
understanding
 Training increases skill
 Technology, machinery system-run
by workforce
 Excellent HR accelerates
organization growth
Significance of training &
development
 It gives knowledge & improve skills

 It develops the attitude of workforce
 It moulds people as per requirement
 It develops sense of responsibility
 It improves quality with less
provision
Objectives of training
 To increase production
 To provide advanced skill to worker
 To create first line supervisor
 To provide higher wages
 To teach them to reduce wastage
 To build up confidence among
workers
Advantages of training
 It increases the working efficiency

 It reduces wastage at all levels
 It reduces absenteeism
 It reduces accidents
 It reduces cost of production
 It reduces mistakes done by workers
THANK YOU…

Ch. 4-HRM.

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Ch. 4-HRM.

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Human resource

 Promotion for suitable

 Reading rooms and libraries

 Job analysis, job specification

 Record of each employee

Aspects important for planning

 Analyzing business n organization

 It is defined as ‘any practice or

 Steps for performing HR functions:

-They are external to the organization

10. Selection and Induction

 Last step of recruitment

 Fixing dates for interview

 Issue of calls for interview

 Gen. written test

 HR, prime imp. Input

 It gives knowledge & improve skills

 It increases the working efficiency

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