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HRM Model
1. Training and Development
2. Organisation Function
3. Organisation / Job Design
4. Human Resource planning
5. Selection and Staffing
• Importance and Need for proper staffing
6. PERSONAL research and information system
7. Compensation and Benefit: Determine salary and wages and other benefit
8. Employee Assistance
9. Union/Labour Relation
Environmental Influence on HRM
1. Technological Innovation
2. Economic factor
3. Employees Organisations
4. Labour Market
5. Changing Demand of Employees
6. Legal Factors
7. Human Resources in the country
Objective of HRM
Is HRM a Profession?
National Institute of Personnel Management
Importance of HRM
1. Corporate
2. Professional
3. Social
4. National
Limitation of HR planning
1. Inaccuracy
2. Uncertainties
3. Lack of support
4. Numbers Game
5. Employees Resistance
6. Lack of purpose
7. Time and Expenses
8. Inefficient information system
Guidelines for making HR planning effective
1. Objective
2. Top management support
3. Appropriate time management
4. manpower inventory
5. Human Resources information system
6. Adequate Organisation and co-ordination
Elements of HR Planning
Human Resources Information system (HRIS)
1. Inputs
2. Transportation
3. Outputs
4. feedback and controls
Advantage of HRIS
• Give accurate information
• Fast processing
• Work effectively
• Works as design support system
• Time efficient
• Establish strong management control
• Cheap
Definition of recruitment
Recruitment is a process of searching for prospective employees and stim
ulating and encouraging them to apply for jobs an Organisation.
Source of recruitment
1. Internal sources
• Promotions
• Transfer and
• Response of employees to a notified vacancy
2. External sources
• Advertisement
• Employment exchange
• Campus recruitment
• Unsolicited applicants
• Labour contractors
• Employee referrals
• Field trips
Merits/demerits of internal and external sources
Recruitment policy
Conditions necessary for a good recruitment policy
1. Organisations objective
2. Identification of the recruitment needs
3. ensure long term employment opportunities for the employees
4. preferred sources of recruitment
Definition of selection
Steps in the selection procedure
1. Application Bank
• Biographic data
• Education and past experience
• Personal items
• Reference
2. Initial Interview
3. Employment test
• Aptitude test
• Interest test
• Intelligence test
• Performance or achievement test
• Personality test
4. Interviews
• Preliminary Interview
• Extensive interview
• Stress interview
• Discussion interview
• Structural interview
• Non-structural interview
• Group interview
• Final interview
The interview process
1. Reviewing background information
2. preparation a question plan
3. creating helpful setting
4. conducting interview
• Establishment Rapport
• Getting complete and accurate information
• Recording of impressions
• Conducting the interview
5. checking references
6. physical / medical examination
7. Final interview and induction
Types of induction programme
1. General induction training
2. specific orientation programme
3. Follow-up induction programme
Traditional Method
1. Un structured Method
2. Straight ranking Method
3. Paired comparison method
4. man to man comparison method
5. Grading Method
6. graphic rating method
7. Forced choice method