Concept of HRM

Basic Skills of Human Resource Management

Human resource (HR) management is a vital part of your company. To
be truly effective, your human resource team must be experts in a
number of important areas. The HR team is responsible for diverse
aspects of each employee's career, from recruitment to hiring to
various aspects of their job while employed at your company. An
effective human resource team effectively executes your policies and
procedures and keeps your workforce motivated and productive.
Hiring and Recruitment
Your human resource manager must be adept at hiring and recruiting
new employees. Identifying, recruiting, interviewing and hiring highperforming employees is essential for the long term success of your
company. Creating policies and procedures for the hiring and recruiting
process and teaching these skills to all of your managers is also critical
for the future of your organization.
Compensation and Benefits
Human resource managers must also create, administer and improve
your compensation and benefit structures. Retaining excellent
associates depends on many factors. Outstanding pay and benefits are
two critical factors that will ultimately determine how well your
employees feel about your organization and the likelihood that they
will remain with your company in the future. Crafting an effective
compensation system and determining the best benefits package for

all of your employees are skills that are mandatory for your HR
manager.
Training and Development
Training and development skills are also vital assets for your human
resource manager. The ability to create training programs that solve
human performance problems will yield important benefits for your
organization. Instructional design skills, as well as outstanding
facilitation and presentation abilities, result in training programs that
produce tangible results for your company. Talents in program
evaluation and employee feedback are also needed to constantly
improve the quality of all of your training programs.
Performance Management
The ability to effectively manage the performances of your employees
is an integral part of your human resource manager's job duties.
Establishing and implementing a complete performance improvement
process is an essential skill. Designing your performance review
process, maintaining it and effectively monitoring its implementation
are challenging tasks. Coaching your managers on how to use your
performance management program is also an important function of
your HR team.
HUMAN RESOURCES CERTIFICATION & DEGREE
Human resource management is centered on the resources. The human resource
management will help a company to employ and deploy employees easily and to plan,
monitor and control them effectively. In simple words, human resource management is all
about the employees in an organization. MNCs and other high organizations will call

HRs as people managers and people enablers. The HR manager will deal with
management of employees expectations, ensures employees fulfillments and more.
Importance of HRM
The New Role in Human Resource Management
More and more companies seek the outsourcing services of HR recruitment companies.
The focus on HRM is now moved to the strategic utilisation of employees and the
measurable impact of employee programs over business.
Nowadays successful companies need to be adaptive, resilient, quick to change direction
and customer-centered. Within such an environment the effectiveness of HRM is crucial
to business success. HR professionals establish systems for performance development,
career succession planning and employee development. This keeps people motivated,
HRM helps in Hiring and Training the Workforce
Manpower planning is one of the most important responsibility of the HR department.
HR managers devise hiring strategies for bringing in the right kind of people in their
organization. They prepare their Job Descriptions which is best suited for the role in the
company. After hiring they also plan for the employees induction with a well laid out
training and development plans for them.
HRM takes care of the Performance Management System
HR is responsible for keeping people feel motivated for their work. First comes the task
of defining an individuals role. Thereby an effective feedback mechanism from time to
time helps the employees to improve their skills. This helps in alignment of the
organizational objectives with their own personal goals. An effective PMS helps in
recognition and rewarding people's performance.

HR helps in building culture and values in the organization

Performance of an individual is dependent on the work atmosphere or culture that
prevails in an organization. Creating a good conducive working environment is expected
from the HR department. A safe and clean work culture helps in bringing the best of an
employee and creates a higher job satisfaction.
Conflict Management is also an important responsibility of HR
There can be many occasions where there is a disagreement between the employee and
the employer. You cannot avoid conflicts from happening. But you can surely try and
manage them. Here comes the role of the human resource department in acting as a
counsellor and a mediator to sort the issues in an effective manner. The HR takes timely
action so that thing does not go out of hands.

DIFFERENCE BETWEEN SELECTION AND RECRUITMENT

Recruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organization WHEREAS selection involves
the series of steps by which the candidates are screened for choosing the most
suitable persons for vacant posts.

 The basic purpose of recruitments is to create a talent pool of candidates to enable

the selection of best candidates for the organization, by attracting more and more
employees to apply in the organization WHEREAS the basic purpose of selection
process is to choose the right candidate to fill the various positions in the
organization.
Recruitment is a positive process i.e. encouraging more and more employees to
apply WHEREAS selection is a negative process as it involves rejection of the
unsuitable candidates.
Recruitment is concerned with tapping the sources of human resources
WHEREAS selection is concerned with selecting the most suitable candidate
through various interviews and tests.
There is no contract of recruitment established in recruitment WHEREAS
selection results in a contract of service between the employer and the selected
employee.
Due to increase in population, getting a good job is not an easy task. Employers want the
right candidate for the concerned position,. The large supply of workforce has given them
the opportunity to select the best talent. Nowadays, there is a very long procedure for
appointment of an employee for a post. There are two major stages which may be heard
by you hundreds and hundreds of times, they are recruitment and selection. Most of us
view them as the same thing. But, they are quite different in meaning and behaviour.
Lets understand the difference between recruitment and selection in details.
Recruitment is a process of searching out the potential applicants and inspiring them to
apply for the actual or anticipated vacancy. On the other hand, Selection is a process of
hiring employees among the shortlisted candidates.

Recruitment and Important

What is Recruitment?

Recruitment is the process of having the right person, in the right place, at the right time.
It is crucial to organisational performance. Recruitment is a critical activity, not just for
the HR team but also for line managers who are increasingly involved in the selection
process. All those involved in recruitment activities should be equipped with the
appropriate knowledge and skills.
The importance of diversity should be taken into account at each stage of the recruitment
process. Processes and systems should be regularly reviewed to ensure hidden bias is
removed and to make certain talent is not being blocked from entering an organisation.
Everyone taking part in activities such as short-listing and interviewing should be aware
of relevant legislation.

Screening and Interview Process

Your screening process provides a vital opportunity for you to focus on what candidates
can offer your company. It is important that you screen heavily, either by using your own
judgment or by enlisting the help of managers you trust. The interviewer must know what
the job is and what will be required for a new hire to perform well. The interview process
also allows you the opportunity to express your companys vision, goals and needs. It is
vital that the interview elicits responses from applicants that can be measured against

your expectations for the position. If you dont use the interview to effectively eliminate
applicants who dont fit into your company culture, you might find yourself dealing with
turnover, confusion and disgruntled employees.

DIFFERENT TYPES OF RECRUITMENT

A Best Practices Approach to Recruitment Process

Were passionate about best practices. Were constantly exploring, codifying,
andsharing new ones: best practices for generating recruitment results, best
practices for becoming more productive in our work, best practices for offering a
higher level of RPO service to our clients.
Seven Step's process is an evolving playbook of recruitment's best practices, a
playbook that has seven chapters.

Recruitment Process or Recruitment Framework?

Maybe the word process doesnt even apply. If process makes you think of a
series of defined procedures carried out in a strictly regimented order, well, we
dont have one of those. What we do have is an extremely reliable, extremely
flexible framework for delivering state-of-the-art service and results across the
breadth of the recruitment spectrum.
Custom Application for Each RPO Client
Because we work from a recruiting framework and not a rigid process, we can
be flexible in crafting for our clients. One clients solution might involve all seven
of the framework steps. Anothers might involve just one or two of them.
The flexibility that's inherent in Seven Steps recruitment framework means we
can be super-efficient in solving each clients unique challenges. We can react
and scale rapidly as their needs evolve.
Explore the Seven Steps
Here's a taste of the sort of work involved in each of our framework's seven
steps. For a detailed look at how Seven Step's recruitment framework could be
applied to yourhiring needs, just talk to us.

Step 1 Setup

Step 2 Source

Step 3 Screen

Step 4 Schedule

Step 5 Feedback

Step 6 Offer

Step 7 Onboard

Advantages & Disadvantages of Internal Recruitment

Recruiting employees can be a somewhat precarious process. With the exorbitant cost of
hiring and training an employee with job and soft skills matching the job description,
making a mistake in this arena can substantially harm net profit for the entire year. One
major consideration in recruitment is whether to hire externally or promote from within
your organization. There are advantages to either method of filling openings.

Internal Recruitment
An internal recruitment strategy is characterized by promoting employees from within an
organization to fill upcoming positions. Many firms use such devices as job posting
boards, email flashes, intranet posts and fliers to advise existing employees of positions
they may vie for. This recruitment may be in the form of creating and shuffling temporary
teams to fill certain tasks or may be permanent changes. Internal recruitment may be
primarily horizontal or it may be for promotions in which the promoted employee's
former position may not be filled.

External Recruitment
An external recruitment strategy is one which a human resources department will
systematically search the employee pool outside its own employees to fill positions.
Many firms will use advertisements in newspapers, job search websites, job fairs and
referrals from current employees to fill positions. Some companies will utilize a
temporary employee agency to fill positions that can be completed quickly and with less
company-specific skill required to complete the desired task. Other firms will use
headhunters or hiring consultants to seek, screen and deliver employees for a fee.
Advantages of External Recruitment
External recruitment also has some substantial advantages. Unlike internal recruits, you
are getting an inflow of often completely new ideas with an employee who has not been
exposed or overexposed to your corporate culture. An outside prospect often yields new
ideas. She may bring information or methodologies from her former employer that can be
integrated into your best practices. Internal job pools may cause problems with a larger
company's diversity mix, and lead to problems with the Equal Employment Opportunity
Commission in terms of promoting a diverse workplace. External job recruiting allows
for rebalancing in this realm if needed. External recruiting may lead to team stability, as
teams may remain intact when hiring externally.
Disadvantages:
Longer process
More expensive process due to advertising and interviews required
Selection process may not be effective enough to reveal the best candidate

Advantages of Internal Recruitment

Internal recruitment has some natural advantages. You do not have to "reinvent the
wheel" with an internal recruit. He will likely understand your business model, your
culture and your processes before assuming the new position. The resulting outcome is
that he will assimilate into the new position faster than a new employee who will need to
be trained on the many formalities of your firm from benefits to where your fire exits are
before he can begin job-specific training. These employees take longer to find, longer to
train, more money to prepare for the job and may not fully integrate into your culture
after all of the training process. Often, the opportunity to advance provides a strong
motivation in a firm that employs a strong internal recruitment strategy.
Disadvantages:
Limits the number of potential applicants
No new ideas can be introduced from outside
May cause resentment amongst candidates not appointed
Creates another vacancy which needs to be filled

JOB ANALYSIS
INTRODUCTION OF JOB ANALYSIS
When completed , job analysis result in a written report summarizing the
information obtain from the analysis of twenty or thirty individual job tasks or activities.
The ultimate purpose of job analysis is to improve organizational performance and
productivity.
DEFINATION OF JOB ANALYSIS

The U.S. Department of labour defined defined job analysis as, the process of
determining ,by observation and reporting pertinent information relating to the nature of
specific job. It is the determination of tasks which comprise the job and of the skills,
knowledge , abilities and responsibilities required of the worker of the successful
performance and which differentiate one job from all others.
CONCEPTS OF JOB ANALYSIS
Jobs have their own terminology. It is necessary to understand this terminology before
discussing job analysis in detail.
1)

Job :It is group of positions involving same duties , responsibilities , knowledge and skills .
Each job has definite title and is different from other jobs. For examples, peon, typist,
mail clerk, salesman, are jobs.

2)

Position :It implies a collection of tasks and duties regularly assigned to one person. Several
persons may be classified under the same job but each may perform different work.

3)

Occupation :An occupation implies a group of jobs which are similar as to the type of work and which
contain common characteristics.

4.)

Duty :-

It means a related sequence of tasks.

5) Task :It refers to a distinct work activity with an identifiable beginning and end.
6) Job family :It implies job of similar nature example: clerical jobs.
7) Job classification:It means grouping of jobs into certain categories on some specified basis.
Importance of Job Analysis in an Organization

Analysis of jobs in the organization is a primary task for setting a baseline that enables
human resources (HR) professionals to effectively manage job-related activities. Job
analysis consists of two components: job description and job specification ("HRD &
Marketing"). The job description "states job related details such as duties and
responsibilities, salary and incentives, working conditions and facilities, etc.," whereas
the job specification "gives the related details like qualifications and qualities required by
job holders, experience and training required, etc." ("HRD & Marketing"). A job analysis
is an efficient way to gather useful information about a job, and its cost-effectiveness
makes it affordable for any organization (Adams).
Any attempt to apply HR resources and talent to the organization's jobs will be more
effective if those jobs are clearly specified in terms of their variables. An effective
training program for a particular job cannot be developed unless information about what
the job entails is elucidated, for example. Details about the job's content, systems,
standards, and demands can be used to choose or develop a training program that
specifically meets the needs of the employees (Adams).

A job analysis is useful for many reasons. It can facilitate employee performance
evaluations and promotions by identifying the level of work the employee has been
accomplishing well and specifying the level of work required for the new job at the
promoted level ("HRD & Marketing"). Job analysis enables job candidates to make
informed decisions about new jobs that they are offered, as well, because the analysis
provides detail about the job's duties and responsibilities, salary, and other incentives, as
well as other variables pertinent to the job ("HRD & Marketing"). In recruiting for jobs
and selecting candidates for them, job analysis provides similar benefits, enabling HR to
properly convey what the job ent...