Category: Human Resource Management

Human Resource Management Content, Performance, and Productivity! HRM or HR is the management of human resources. It designing to maximize employee performance in service of an employer’s strategic objectives. HR primarily concerning with the management of people within organizations, focusing on policies and on systems.

HRM departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefits systems). HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws.

Also learn, Human resources focus on maximizing employee productivity. HRM professionals manage the human capital of an organization and focus on implementing policies and processes. They can specialize in recruiting, training, employee relations, or benefits. Recruiting specialists find and hire top talent. Also, Training and development professionals ensure that employees train and have continuous development.

This is done through training programs, performance evaluations, and reward programs. Employee relations deals with concerns of employees when policies are defective, such as in cases involving harassment or discrimination. Someone in benefits develops compensation structures, family-leave programs, discounts, and other benefits that employees can get.

  • What is the External Sources of Recruitment?

    What is the External Sources of Recruitment?

    Learn, What is the External Sources of Recruitment? Explaining!

    External sources of recruitment seek applicants for positions from sources outside the company. External employees already worked for major companies or competitors have the better understanding of business strategy and competitive market. Though recruiting external candidates might be tougher it has some positive effect on business. Also learn, Internal Sources, What is the External Sources of Recruitment?

    They have outnumbered the internal sources of recruitment. The various external sources include:

    Professional or Trade Associations!

    Many associations provide placement service to its members. It consists of compiling job seeker’s lists and providing access to members during regional or national conventions. Also, the publications of these associations carry classified advertisements from employers interested in recruiting their members. These are particularly useful for attracting highly educated, experienced or skilled personnel. Also, the recruiters can zero on on specific job seekers, especially for hard-to-fill technical posts.

    Advertisements!

    It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Want ads to describe the job benefits, identify the employer and tell those interested how to apply. The newspaper is the most common medium but for high specialize recruits, advertisements may place in professional or business journals. Advertisements must contain proper information like the job content, working conditions, the location of the job, compensation including fringe benefits, job specifications, growth aspects, etc. The advertisement has to sell the idea that the company and job are perfect for the candidate. Recruitment advertisements can also serve as corporate advertisements to build company’ image. It also cost effective.

    Employment Exchanges!

    Employment Exchanges have been set up all over the country in deference to the provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. The Act applies to all industrial establishments having 25 workers or more each. The Act requires all the industrial establishments to notify the vacancies before they are filling. The major functions of the exchanges are to increase the pool of possible applicants and to do the preliminary screening. Thus, employment exchanges act as a link between the employers and the prospective employees. These offices are particularly useful to in recruiting blue-collar, white collar and technical workers.

    Campus Recruitments!

    Colleges, universities, research laboratories, sports fields, and institutes are fertile ground for recruiters, particularly the institutes. Campus Recruitment is going global with companies like HLL, Citibank, HCL-HP, ANZ Grindlays, L&T, Motorola and Reliance looking for global markets. Some companies recruit a given number of candidates from these institutes every year. Campus recruitment is so much sought after that each college; university department or institute will have a placement officer to handle recruitment functions. However, it is often an expensive process, even if recruiting process produces job offers and acceptances eventually. A majority leave the organization within the first five years of their employment. Yet, it is a major source of recruitment for prestigious companies.

    Walk-ins, Write-ins, and Talk-ins!

    The most common and least expensive approach for candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications can also provide a pool of potential employees to meet future needs. From employees’ viewpoint, walk-ins are preferable as they are free from the hassles associated with other methods of recruitment. While direct applications are particularly effective in filling entry-level and unskilled vacancies, some organizations compile pools of potential employees from direct applications for skilled positions. Write-ins are those who send written inquiries. These job seekers are asking to complete application forms for further processing. Talk-ins involves the job aspirants meeting the recruiter for details talks. No application is requiring to submit to the recruiter.

    Contractors!

    They are used to recruit casual workers. The names of the workers are not entered in the company records and, to this extent; difficulties experiencing in maintaining permanent workers are avoiding. Also learn, The Corporate Entrepreneurship Categories and Organizational Thinking!

    Consultants!

    They are in the profession for recruiting and selecting managerial and executive personnel. Useful as they have nationwide contacts and lend professionalism to the hiring process. They also, keep prospective employer and employee anonymous. However, the cost can be a deterrent factor.

    Head Hunters!

    They are useful in specialize and skill candidate working in a particular company. An agent is sent to represent the recruiting company and offer is made to the candidate. This is a useful source when both the companies involving are in the same field and the employee is reluctant to take the offer since he fears, that his company is testing his loyalty.

    Recommendations and External Referrals!

    There are certain people who have experience in a particular area. They enjoy goodwill and a stand in the company. There are certain vacancies which are filling by recommendations of such people. The biggest drawback of this source is that the company has to rely totally on such people which can, later on, prove to be inefficient. Also learn, Different Critiques of Scientific Management by Workers and Employees!

    Casual Callers!

    This method of recruitment is concerned with using previously applying candidates as a source of recruitment. The applications already available in the employment office are using as sources of prospective candidates. In other words, applications from individuals who are already recording in the employment list can refer as new applicants and the best-suited candidates are selecting for the job. This method avoids the costs of recruiting people from other sources.

    Radio, Television, and Internet!

    The Radio and television are using to reach certain types of job applicants such as skilled workers. A Radio and television are using but sparingly, and that too, by government departments only. Companies in the private sector are hesitant to use the media because of high costs and also because they fear that such advertising will make the companies look desperate and damage their conservative image. However, there is nothing inherently desperate about using radio and television. It depends upon what is said and how it is delivering. The Internet is becoming a popular option for recruitment today. There are specializing sites like naukri.com. Also, websites of companies have a separate section wherein; aspirants can submit their resumes and applications. This provides a wider reach.

    Employment at Factory Level!

    This a source of external recruitment in which the applications for vacancies are presenting on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to appoint. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as “BADLI” workers.

    Competitors!

    This method is popularly known as “poaching” or “raiding” which involves identifying the right people in rival companies, offering them better terms and luring them away. For instance, several executives of HMT left to join Titan Watch Company. There are legal and ethical issues involving in raiding rival firms for potential candidates. From the legal point of view, an employee is expecting to join a new organization only after obtaining a ‘no objection certificate’ from his/ her present employer. Violating this requirement shall bind the employee to pay a few months’ salaries to his/ her present employer as a punishment. However, there are many ethical issues attach to it.

    Mergers and Acquisitions!

    When organizations combine, they have a pool of employees, out of whom some may not be necessary any longer. As a result, the new organization has, in effect, a pool of qualified job applicants. As a result, new jobs may create. Both new and old jobs may readily staff by drawing the best-qualified applicants from this employee pool. This method facilitates the immediate implementation of an organization’s strategic plan.

    Internships!

    A special form of recruiting that involves placing an employee in a temporary job. There is no obligation on the part of the company to permanently hire the employee and no obligation on the part of the employee to accept a permanent position with the firm. Hiring college students to work as student interns are typically viewing as training activity rather than as a recruiting activity. However, organizations that sponsor internship programs have found that such programs represent an excellent means of recruiting outstanding employees.

    Unsolicited Applicants!

    Many job seekers visit the office of well-known companies on their own. Such callers are considering the nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization.

    Evaluation of External Sources of Recruitment!

    The merits of external sources of recruitment are;

    • The organization will have the benefit of new skills, new talents, and new experiences if people are hiring from external sources.
    • The management will be able to fulfill reservation requirements in favor of the disadvantaged sections of the society.
    • Scope for resentment, heartburn, and jealousy can avoid by recruiting from outside.

    The demerits of external sources of recruitment are;

    • Better motivation and increase morale associated with promoting own employees re lost to the organization.
    • External recruitment is costly.
    • If recruitment and selection processes are not properly carrying out, chances of right candidates are rejecting and wrong applicants being select occur.
    • High training time is associating with external recruitment.

    What is the External Sources of Recruitment - ilearnlot

  • What is the Internal Sources of Recruitment?

    What is the Internal Sources of Recruitment?

    Learn, What is the Internal Sources of Recruitment? Explaining!

    Internal sources of recruitment seek applicants for positions from within the company. In deciding requirement of employees, initial consideration should give to a company’s current employees. Which is concerned with internal recruitment. They include those who are already available on the payroll of the company. This is the important source of recruitment as it provides opportunities for better development and utilization of existing human resources in the organization. Also learn, the Principles of Learning in Training, What is the Internal Sources of Recruitment?

    The various internal sources of recruitment include:

    Promotions and Transfers!

    Promotion is an effective means using job posting and personnel records. Job posting requires notifying vacant positions by posting notices. Circulating publications or announcing at staff meetings and inviting employees to apply. Personnel records help discover employees who are doing jobs below their educational qualifications or skill levels. Promotions have many advantages like it is good public relations, builds morale, encourages competent individuals who are ambitious, improves the probability of good selection. Since information on the individual’s performance is readily available, is cheaper than going outside to recruit. Those chosen internally are familiar with the organization thus reducing the orientation time and energy and also acts as a training device for developing middle-level and top-level managers.

    However, promotions restrict the field of selection preventing fresh blood & ideas from entering the organization. It also leads to inbreeding in the organization. Transfers are also important in providing employees with a broad-based view of the organization, necessary for future promotions.

    Employee Referrals!

    Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with the introduction and encouraging them to apply. This is a very effective means as many qualified people can reach a very low cost to the company. The other advantages are that the employees would bring only those referrals that they feel would be able to fit in the organization based on their own experience. The organization can be assured of the reliability and the character of the referrals. In this way, the organization can also fulfill social obligations and create goodwill.

    Former Employees!

    These include retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again. The advantage here is that the people are already known to the organization and there is no need to find out their past performance and character. Also, there is no need for an orientation programme for them, since they are familiar with the organization.

    Dependents of deceased employees!

    Usually, banks follow this policy. If an employee dies, his / her spouse or son or daughter is recruited in their place. This is usually an effective way to fulfill the social obligation and create goodwill.

    Recalls!

    When management faces a problem, which can solve only by a manager who has proceeded on long leave, it may decide to recall that persons after the problem are solving, his leave may extend.

    Retirements!

    At times, management may not find suitable candidates in place of the one who had retired, after meritorious service. Under the circumstances, management may decide to call retired managers with the new extension. Also learn, The Theory of Human Relationship Management!

    Internal Notification (Advertisement)!

    Sometimes, management issues an internal notification for the benefit of existing employees. Most employees know from their own experience about the requirement of the job and what sort of person the company is looking for. Often employees have friends or acquaintances who meet these requirements. Suitable persons are appointed at the vacant posts.

    Previous Applicants!

    This is considered as an internal source in the sense that applications from the potential candidates are already lying with an organization. Sometimes the organization contacts through mail or messengers these applicants to fill up the vacancies particularly for unskilled or semiskilled jobs.

    Advantages and Disadvantages of Internal Sources of Recruitment

    The advantages of the internal sources of recruitment include the following:

    • Familiarity with own employees: The organization has more knowledge and familiarity with the strengths and weaknesses of its own employees than of strange to unknown outsiders.
    • Better use of the talents: The policy of internal recruitment also provides an opportunity to the organization to make a better use of talents internally available and to develop them further and further.
    • Economical recruitment: In case of internal recruitment, the organization does not need to spend much money, time and effort to locate and attract the potential candidates. Thus, internal recruitment proves to be economical, or say, inexpensive.
    • Improves morale: This method makes employees sure that they would prefer over the outsiders as and when they filled up in the organization vacancies.
    • A motivator: The promotion through internal recruitment serves as a source of motivation for the employees to improve their carrier and income. The employees feel that organization feel that organization is a place where they can build up their life-long career. Besides, internal recruitment also serves as a means of attracting and retaining employees in the organization.

    The main drawbacks associated with the internal sources of recruitment is as follows:

    • Limited choice: Internal recruitment limits its choice to the talents available within the organization. Thus, it denies the tapping of talents available in the vast labor market outside the organization. Moreover, internal recruitment serves as a means for “inbreeding”, which is never healthy for the future organizations.
    • Discourage competition: In this system, the internal candidates are protecting from the competition by not giving. The opportunity to otherwise competent candidates from outside the organization. This, in turn, develops a tendency among the employees to take the promotion without showing extra performance.
    • Stagnation of skills: With the feeling that internal candidates will surely get promoting. Their skill, in the long run, may become stagnant or obsolete. If so, productivity and sufficiency of the organization, in turn, decreases.
    • Creates conflicts: Conflicts and controversies surface among the internal candidates, whether or not they deserve the promotion.
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  • What are the Types of test taking in the Selection Process?

    What are the Types of test taking in the Selection Process?

    Learn, What are the Types of test taking in the selection process? Explaining!

    Job seekers who pass the screening and the preliminary interview are called for tests. Different types of tests may be administered, depending on the job and the company. Generally, tests are used to determine the applicant’s ability, aptitude, and personality. Also learn, Successful Writing at Work, What are the Types of test taking in the selection process?

    Selection activities usually follow a standard pattern, beginning with an initial screening interview and concluding with the final employment decision. It is very important for human resources management because this process helps human resources personnel to identify the candidate with the necessary qualification to perform successfully on the job.

    The following are the type of tests:

    1). Ability tests!

    Assist in determining how well an individual can perform tasks related to the job. An excellent illustration of this is the typing tests given to a prospective employer for the secretarial job. Also called ‘ACHEIVEMENT TESTS’. It is concerned with what one has accomplished. When applicant claims to know something, an achievement test is taken to measure how well they know it. Trade tests are the most common type of achievement test given. Questions have to prepare and test for such trades as the asbestos worker, punch-press operators, electricians, and machinists. There are, of course, many unstandardized achievement tests given in industries, such as typing or dictation tests for an applicant for a stenographic position.

    2). Aptitude test!

    Aptitude tests measure whether an individual has the capacity or latent ability to learn a given job if given adequate training. The use of aptitude test is advisable when an applicant has had little or no experience along the line of the job opening. Also, aptitudes tests help determine a person’s potential to learn in a given area. An example of such test is the general management aptitude tests (GMAT), which many business students take prior to gaining admission to a graduate business school programme.

    Aptitude test indicates the ability or fitness of an individual to engage successfully in any number of specialized activities. They cover such areas clerical aptitude, numerical aptitude, mechanical aptitude, motor coordination, finger dexterity and manual dexterity. These tests help to detect positive negative points in a person’s sensory or intellectual ability. They focus attention on a particular type of talent such as learning or reasoning in respect of a particular field of work.

    Forms of aptitude test:

    • Mental or intelligence tests: They measure the overall intellectual ability of a person and enable to know whether the person has the mental ability to deal with certain problems.
    • Mechanical aptitude tests: They measure the ability of a person to learn a particular type of mechanical work. These tests help to measure specialized technical knowledge and problem-solving abilities if the candidate. They are useful in selection of mechanics, maintenance workers, etc.
    • Psychomotor or skills tests: They are those, which measure a person’s ability to do a specific job. Such tests are conducting in respect of semi-skilled and repetitive jobs such as packing, testing, and inspection, etc.

    3). Intelligence test!

    This test helps to evaluate traits of intelligence. Mental ability, the presence of mind (alertness), numerical ability, memory and such other aspects can measure. The intelligence is probably the most widely administered standardized test in the industry. It is taken to judge numerical, skills, reasoning, memory and such other abilities.

    4). Interest Test!

    This is conducting to find out likes and dislikes of candidates towards occupations, hobbies, etc. such tests indicate which occupations are more in line with a person’s interest. Such tests also enable the company to provide vocational guidance to the selected candidates and even to the existing employees. These tests are using to measure an individual’s activity preferences. These tests are particularly useful for students considering many careers or employees deciding upon career changes.

    5). Personality Test!

    The importance of personality to job success is undeniable. Often an individual who possesses the intelligence, aptitude, and experience for certain has failed because of inability to get along with and motivate other people. It is conducted to judge maturity, social or interpersonal skills, behavior under stress and strain, etc. this test is very much essential in case of selection of sales force, public relation staff, etc. where personality plays an important role. Personality tests are similar to interest tests in that they, also, involve a serious problem of obtaining an honest answer.

    6). Projective Test!

    This test requires interpretation of problems or situations. A psychological test in which words, images, or situations are presenting to a person and the responses analyzing for unconscious expression of elements of personality that they reveal. For example, a photograph or a picture can show to the candidates and they are asking to give their views, and opinions about the picture. Also Understand, the Selection Process in HRM!

    7). General knowledge Test!

    Nowadays G.K. Tests are very common to find general awareness of the candidates in the field of sports, politics, world affairs, current affairs. As well as, General knowledge has been defining in differential psychology as “culturally valued knowledge communicated by a range of non-specialist media” and encompassing a wide subject range. Also, this definition excludes highly specializing learning that can only obtain with extensive training and information confined to a single medium. General knowledge is an important component of crystallized intelligence and is strongly associated with general intelligence, and with openness to experience.

    8). Perception Test!

    At times perception tests can conduct to find out beliefs, attitudes, and mental sharpness.etc. Perception references how individuals understand and view a stimulus or an event. As such, a perception test measures an individual’s understanding or responsiveness to different things. Many types of perception exist, and most have at least one available test. These may include sensory perception tests, cultural or worldview perception tests, and self-perception tests.

    9). Graphology Test!

    It is designing to analyze the handwriting of the individual. It has been saying that an individual’s handwriting can suggest the degree of energy, inhibition, and spontaneity, as well as disclose the idiosyncrasies and elements of balance and control. For example, big letters and emphasis on capital letters indicate a tendency towards domination and competitiveness. A slant to the right, moderate pressure and good legibility show leadership potential.

    10). Polygraph Test!

    The polygraph is a lie detector, which is designing to ensure the accuracy of the information given in the applications. Department store, banks, treasury offices and jewelry shops, that is, those highly vulnerable to theft or swindling may find polygraph tests useful.

    11). Medical Test!

    It reveals physical fitness of a candidate. With the development of technology, medical tests have become diversified. Also, Medical servicing helps measure and monitor a candidate’s physical resilience upon exposure to hazardous chemicals.

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  • What are the Principles of Learning in Training?

    What are the Principles of Learning in Training?

    Learning principles in training and development. Since training is a form of education some of the principles that emerge from learning theory can logically apply to training. Learning is the human process by which skills, knowledge, habits, and attitudes acquiring and utilizing in such a way that behavior modifying. Also, Discussion of the main Nature of Planning! The principles of learning in training provide additional insight into what makes people learn most effectively. The principles have been discovered, tested, and used in practical situations. Also learn, the Principles of Scientific Management, What are the Principles of Learning in Training?

    Learn and Explain, learning principles in training and development

    Meaning of Training: Organize an activity aimed at imparting information and/or instructions to improve the recipient’s performance or to help him or she attain a required level of knowledge or skill. Training is teaching or developing in oneself or others, any skills and knowledge that relate to specific useful competencies. Training has specific goals of improving one’s capability, capacity, productivity, and performance. It forms the core of apprenticeships and provides the backbone of content at institutes of technology.

    The following learning principles in training and development should satisfy by a good training program:
    • Practice – Employees learn faster when theory and practice go hand in hand. Employees under training should allow to participate in actual work performance. 
    • Active Process – The individual learns better when more of his senses are utilized in the efforts and he becomes more involved in the process of learning.
    • Guidance – Learning is more efficient if it is not by trial and error but by guidance from the expert. Guidance can speed the learning process and provide feedback as well.
    • Trainee Readiness – People who are not ready to learn will not learn. Consequently, an effective training program must comprise individuals who are ready to learn the skill at hand. Determining trainee readiness involves examining certain important issues.
    • Motivation – The trainee must motivate to improve his skills or knowledge by increasing compensation, promotion, recognition, etc.
    • Relevance – Most trainees quickly develop the perception of whether training is relevant. If trainee perceives that the instruction will help them on the job, they are much more likely to be receptive to the training. If they do not perceive they are more likely to demonstrate active or passive resistance in the training.
    • Reinforcement – Reinforcement is another critical principle of learning. It involves the process of providing financial rewards or non-financial incentives such as praise or recognition. Reinforcement can often encourage trainees to become more interested and involved in the training.
    • Standard of performance – The standard of performance must be set for the learner. The standard provides goals and gives a feeling of accomplishment when the employees achieve them.
    • Feedback – To understand the potentialities and limits of improvement of an employee the progress of his training must receive from time to time.
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  • The Selection Process in HRM (Human Resource Management)!

    The Selection Process in HRM (Human Resource Management)!

    Learn, Explain are the Selection Process in HRM (Human Resource Management)?

    Selection Process: Selection activities usually follow a standard pattern, beginning with an initial screening interview and concluding with the final employment decision. It is very important for human resources management because of this process help human resources personnel to identify the candidate with the necessary qualification to perform successfully on the job. Also learn, International and Comparative Human Resource Management, Explain are the Selection Process in HRM (Human Resource Management)?

    The selection process has several steps which are as follows:

    Initial Screening!

    To further proceed with recruiting efforts, human resources management has to initiate a preliminary review of the potentially acceptable candidates. There are two steps for this screening procedure. (1)The screening of inquiries and (2)The provision of screening interviews. Once the screening process is successful, an organization will have a pool of potential candidate. On the basis of the job description and job specification, many of the candidates have been removed from the potential list. These occur due to irrelevant experience or inadequate qualification and education.

    The provision of screening interviews is also important for human resources management of the organization because it gives a base to the candidates to make their mind for the particular job that whether they wish to do the job or not. Screening interview gives brief information about the job. The sharing of job description information with the individual can frequently encourage the unqualified or marginally qualified candidate to withdraw voluntarily. Another important aspect is to identify salary range. It also gives a clear view of the salary range which human resources management has decided for the particular job.

    Employment testing!

    Another step in selection process after initial screening of the candidate is employment testing. In this step potential candidate may have to give some test related to the requirement of the job. Through these test, human resources management would be able to measure intelligence, aptitude, ability, and interest of the candidate for the particular job. These tests can be verbal or written. And it helps human resources management to recognize characteristics of candidate’s personality. These tests have found to be the most valuable tool for the selection process.

    Selection Interview!

    Applicants who are found potential after initial screening, application form and tests which are required by the organization are given selection interview. This interview is being taken by anyone of them: personnel department interviewers, executives within the organization, a potential supervisor, potential colleagues, or some combination of these. The selection interview usually highlights or focus on the areas where are not mentioned in an application form or in tests. These areas are the motivation of candidate, their ability to work under pressure and their suitability which fits them into an organization. This information is job-related and the questions which are asked and the topic. Which is covered must be somewhere reflect the necessity of the position required.

    Background and reference checks!

    Once selection interview is being over, the next step is background check of the candidate. Who appears to offer potential as employees. These may include contacting candidate’s former employers or by contacting his/her personal references to know candidate’s behavior, performance at the workplace and the information about candidate’s educational qualification. The background check of the candidate may do by personnel administrator, department head or by the senior executive. Sometimes personnel administrator may approach more than one or two persons for the background check or reference check. By doing this, the administrator can eliminate the possibility of accepting an individual based on the employee’s current employer’s glowing recommendation when the motivation for such a positive recommendation we not get rid of the employee.

    Physical examination!

    Next step is having the physical examination of the candidate who so ever is found positive in the background check. In many of jobs, it is using as the screening device in the selection process. The intention behind physical examination is to screen out those candidates. Who are unable to comply physically with the requirements of the job and the organization. Majority of physical examination are currently requiring the organization to meet the minimum standard for the organization’s group life and medical insurance programs and to provide base data in case of future worker’s compensation claims.

    Decision to hire/ Final employment decision!

    Candidates who have successfully pass an employment test, selection interview, background check and physical examination are considering as eligible candidates of the offer of employment in the organization. In many organization offer letter for the employment is being given by the administrator of the organization, in some organization. It is given by the department head, where the position is requiring. Every organization has the different policy for the offer of employment. Do you know, What is Recruitment?

    #Cost of Selection!

    Human resources management always focuses on the cost of the selection of the candidate. To select a person for a particular position, human resources management has to keep it in their budget. Cost of selection is considering for those who don’t contribute anything to the organization. There are some of these kinds of people. They don’t work so efficiently and not only efficiently but they don’t even wish to work properly. Also, They are mainly concerned with their salary not for the effort made by them toward an organization.

    They think about how much organizational benefit they can get, they do not result oriented. Cost of selection is based on employees’ survival in the organization. If an employee will work in the organization for a long time than the cost of the selection of that employee is adjusting. Because during every selection process, human resources management has to give there valuable time. They have to spend time for the search of the good candidate.

    #Factor Affecting Selection Process!

    The selection process is also affecting by certain factors these factors can be good for selection of the candidate and can be bad for the selection of the candidate. Human resource management has to go through these factors, so if they need any changes they can make it at a time. Know about, The Objectives of Human Resource Management!

    There are following factors which are affecting selection process:

    Relevant Experience!

    Human Resource management has to check the experience which they are looking for from the candidate for the particular position. Relevant experience, for example, there is an organization and they need to hire for the there marketing department. The organization needs a candidate with five years of experience in marketing i.e. direct marketing. They post an ad in the newspaper and other modes like. Their own website and other job posting website that they need the candidate with at least five years of experience in direct marketing. They receive some applications and then they came to know that there are some applicants who have five years of experience but not all in the direct market. In such situation, they have to take out the application of those candidates who don’t how relevant experience, Because they are looking for the relevant experience for the position, not the total experience.

    Industry type!

    Industry type is one of the factors which are influencing the selection process. Human resources management faces problem while they have to identify that the candidate has correct industry type. Sometimes they are looking for the candidate from the particular industry. If an organization is a pharmaceutical industry not from banking industry or marketing industry. Here human resources management has to consider the candidate where it was working most have same industry type, not another kind. The relevant industry is one factor which is influencing the selection process. Human resources management has to consider this factor to get the right candidate for the right position.

    Relocation!

    Sometimes organization didn’t find the suitable candidate from the area where they are located. In such situation, they have to hire someone from the different area. Sometime during the selection process, they ask candidates that whether they are ready to relocate themselves or not. And candidates deny the offer because they don’t want to relocate themselves from the current area. In such situation, it becomes a hurdle for human resources management department. Relocation is also a factor which influences the selection process.

    Sometimes human resource management person has to offer some extra benefits to the person whom they want to relocate. They may have to offer house rent, food compensation and something more. Sometimes candidate gets ready to relocate themselves because they find good money or more salary than what they are currently getting. They may get ready to relocate because they get the higher position than what they are working currently or for future prospects. Human resource management has to ready to negotiate with the candidate if they want them to relocate.

    Made of education!

    Mode of education is also factors which influence the selection process. While scrutinizing the applications of the applicants, it is hard to know what mode of education they have done for the qualification which they are applying for these days many students are going for online education, where they don’t get any direct class. They just home to study online. They have to study by themselves and if they any problem with the books and reading material, they have to discuss it online or through email.

    In such condition, they don’t get any direct physical contact with teacher or professors. And they don’t get any practical knowledge about what they are studying. For example, there is an organization that is looking for the candidate, who should have the educational qualification in marketing and has practical knowledge in marketing but the candidate has gone through online education. They have theoretical knowledge about marketing but they don’t have Practical experience. And human resources management has come to know at the time of interview. In such situation, it is hard to select such candidates.

    Salary Budget!

    Salary budget is one of the major factors which influences the selection process. There is a fix salary budget for any position. Human resources management can’t go beyond the budget which they have planned for the position. In any situation, human resources management face the problem when candidate demands the salary which doesn’t fin in the budget of required position. Then they have to negotiate with the candidate. Sometimes candidate didn’t agree with the offer and refuse the offer. It is hard to convince candidate of they are demanding more than salary budget. To convince those human resources management offers certain benefits other than salary.

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  • What is Recruitment?

    What is Recruitment?

    Learned, What is Recruitment? Meaning and Definition!

    People are an integral part of any organization today. No organization can run without its human resources. In today’s highly complex and competitive situation, choice of the right person at the right place has far-reaching implications for an organization’s functioning. Employee well selected and well placed would not only contribute to the efficient running of the organization but offer significant potential for future replacement. A Recruitment comes at this point in time in the picture. The Recruitment is a strategic function for HR department. Also learn, The Theory of Human Relationship Management, What is Recruitment?

    Recruitment: means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understanding the process of searching for and obtaining applicants for the jobs, from among whom the right people can select. Also read, Partnership: How Does it work in Business?

    Meaning of Recruitment!

    Recruitment (hiring) is a core function of human resource management. It is the first step of appointment. Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid positions. Such as voluntary roles or unpaid trainee roles. Managers, human resource generalists, and recruitment specialists may task with carrying out recruitment. But, in some cases, public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies are using to undertake parts of the process. Internet-based technologies to support all aspects of recruitment have become widespread.

    A formal definition states, “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selecting”.

    In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit. The applications so as to have a pool of eligible candidates for scientific selection. Also, in recruitment, information is collecting from interest candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc. are using. Also learn, What is the Deductive Method of Economics?

    Definitions of Recruitment by Different Authors!

    The process of finding and hiring the best-qualified candidate for a job opening, in a timely and cost-effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee into the organization.

    According to Yoder “ Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.”

    According to Edwin Flippo, “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.”

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  • How to Development of Human Resource in an Organization?

    How to Development of Human Resource in an Organization?

    Learned, explaining, the Development of Human Resource in an Organization!

    What is Development? The systematic use of scientific and technical knowledge to meet specific objectives or requirements. As well as, An extension of the theoretical or practical aspects of a concept, design, discovery, or invention. The process of economic and social transformation that is based on complex cultural and environmental factors and their interactions. Also, The process of adding improvements to a parcel of land, such as grading, subdivisions, drainage, access, roads, utilities. Also learn, the Inductive Method of Economics, How to Development of Human Resource in an Organization?

    Benefits/ Advantages of Human Resource Development:

    • Development of current employees reduces the company’s dependence on hiring new workers.
    • If employees are developed, the job openings are more likely to fill internally.
    • Promotions and transfers also show employees that they have a career, not just a job.
    • The employer benefits from increased continuity in operations and from employees who feel the greater commitment to the firm.
    • Increase the productivity of employees.
    • It helps in the career development of organization and employees too.

    Human resource development is also an effective way to meet several challenges, includes:

    1. Employee obsolescence!

    • Obsolescence results when an employee no longer possesses the knowledge or abilities needed to perform successfully.Or
    • It may result from a person’s failure to adapt to new technology, new procedures, and other changes. Also, The more rapidly the environment changes, the more likely it is that employees will become obsolete.
    • Employers are reluctant to take strong action and fire an obsolete employee, particularly employees who have been with the company a long time.
    • Proactively assessing the needs of employees and giving them programs to develop new skills can avoid employee obsolescence.
    • If these programs are designed reactively, after obsolescence occurs, they are less effective and more costly.
    • When an employee reaches a career plateau, obsolescence may be more likely.
    • A career plateau occurs when an employee does well enough no to be demoted or fired but not so well that s/he is likely to promote.
    • Motivation to stay current may reduce when an employee realizes that s/he is a career plateau.

    2. International & Domestic Workforce Diversity:

    • Workforce diversity causes many organizations to redesign their development programs.
    • Role-playing and behavior modeling are more effective ways to train and develop employees for facing the challenges the workforce diversity.

    3. Technological change:

    • Rapid changes in technology require the firms to engage in nearly continuous improvement.
    • Technological changes having a profound impact on training and development increases the need to assess the developmental requirements of current and future managers, professional and technical peoples.

    4. Development, EEO and affirmative action:

    Training and development activities must conduct in such a way that they do not discriminate against protected classes. Also, How is important change Management the Success of a Business?

    5. Employee Turnover:

    • Turnover – the willingness of employees to leave one organization for another.
    • Departures are largely unpredictable, development activities must prepare employees to succeed those who leave.
    • Some employer with excellent development programs finds that training programs contribute to employee turnover. Therefore, they are reluctant to invest money in workers who may then take their new skills to a new job at a higher-paying competitor.
    • After evaluating the importance of training and development programs, the organizations realize that it is better to have some trained employee who may leave than to have an untrained workforce that says.

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  • The Theory of Human Relationship Management!

    The Theory of Human Relationship Management!

    Learned, The Theory of Human Relationship Management!

    It is important to separate the theory of human relations management from the broad concept of human resource management. The second word is different in every context in which it is using because it is difficult to explain. On the other hand, the principle of human relations is particularly focusing on the quality of relations between managers and subordinates in an organization. Also learn, The Objectives of Human Resource Management, The Theory of Human Relationship Management!

    Change the style of Management!

    Principles of Human Relations Management Today’s business organizations include important evidence of changing the style of management. Employees in the 21st century who are not managers occupy the important role. Also, they have more rights than line workers and non-managers of the past and because the number of managerial layers in one organization has decreased in this new century and also because the machines and computers used workers to perform. The performance part of consultation managers Without making decisions, to perform. Risk Management Definition!

    Management Theory!

    This principle is also a principle of management in itself. It is an organization, just paying attention to human dimensions of employees, rather than. Their benefits as human capital, or property. Managers value their relationships to their direct reports and place a high value on how they feel about their membership in organizational culture. To make a commitment to staff achievement, and to get a high level of worker morale for managers, the concern is concerned.

    Investment!

    Investment in human relations management staff is involving. Workers do not enjoy a high level of decision-making, empowerment and indulging in strong worker morale. They also get to improve as a professional and increase their value for the organization. Also, in the future – an employee in the form of managerial and technical expert roles – enough financial investment in employee training and professional development, the preparation of the staff makes it assume big roles. What are the Features of Sole Proprietorship?

    Stakeholders!

    Every employee is seen as an important stakeholder in the firm. The managers have to buy into the success of the firm. Because it focuses on getting the employees and employees as the entire organization. Every change that will affect employees will study for its effect on human relations. Therefore, managers will work with the staff, their support is getting so that in implementing the changes. Also, in order for the employees to become a part of every change in the organization. It is necessary to experience success.

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  • The Objectives of Human Resource Management!

    The Objectives of Human Resource Management!

    Learned, The Objectives of Human Resource Management!

    Successful human resource management enables a firm to flourish, but for the success of human resource management, the team must have a clear objective. Guide to three different types of objectives for human resource management. HR professionals should know how to understand and select these basic objectives. Also, How is important change Management the Success of a Business? The Objectives of Human Resource Management!

    Objectives for Employees!

    An essential component of human resource management involves establishing objectives for employees. When selecting objectives for employees, managers should consider whether the business is the most important. For example, if sales are important for businesses, increasing employee sales skills is an example of an intelligent purpose. According to “Managing Human Resources Through Strategic Partnerships,” Employees with the skills to activate employees to make. The advances of improvement in the process, to communicate effectively with the most important human resource objectives, to employees Training, and awareness of the employees and the understanding of the needs of the customers are increasing.

    Strategic Objective!

    Strategic objectives in human resources management are not related to individual employees, but in the form of a whole, with employees. Common strategic human resource objectives include reducing employee turnover, increasing employee morale and reducing employee absence. Also, in order to achieve these goals, human resource managers should implement specific measures aimed at fulfilling them. For example, to increase employee morale, a Human Resource Manager might increase employee profits, add financial incentives to reduce workloads or perform employee performance. Definition, Importance, and Affected Factors of Manpower Planning!

    Financial Objectives!

    Many financial objectives can measure human resource management. Common measures include HR return on investment, HR expenditure ratio, and HR revenue ratio. The Human Resources withdrawal benefit from the investment is made by the firm divided by the labor and profit costs. Also, Calculating the HR expense ratio by simply dividing HR expenditure by all operating expenses. Human Resource Revenue Ratio is a computation of total revenue divided by the number of employees. Each organization will have specific human resources finance aims that. This achievement will want to allow these metrics to assume higher management personnel against the actual realization of these goals.

    Selection of the Objective!

    The manager should select the human resource objectives according to the Smart Criteria. Which say that the objectives are specific, measurable, which action should be relevant and timely. For example, a firm not only aims to increase the employee’s performance. A better aim is to increase employee sales to 35 percent in the next six months. The objective is that the smart criteria are likely to be easy and more successful to keep an eye out. International and Comparative Human Resource Management!

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  • Definition Importance Affected Factors of Manpower Planning

    Definition Importance Affected Factors of Manpower Planning

    Factors of Manpower Planning with their Definition and Importance; According to Gorden MacBeath, manpower planning involves two stages. The first stage is concerned with the detailed; “Planning of manpower requirements for all types and levels of employees throughout the plan”; and, the second stage is concerned with; “Planning of manpower supplies to provide the organization with the right types of people from all sources to meet the planned requirements”. Also learn, What is the Process of Manpower Planning?

    Explaining, Definition, Importance, and Affected Factors of Manpower Planning!

    According to Vetter, the process by which management determines how the organization should move from its current manpower position to its desired manpower position. Through planning, management strives to have the right number and the right kinds of people, at the right places, at the right time, doing things that result in both the organization and the individual receiving the maximum long-run benefit.

    Stainer defines it as a “Strategy for the acquisition, utilization, improvement, and preservation of an enterprise’s human resources. It relates to establishing job specifications or the quantitative requirements of jobs determining the number of personnel required and developing sources of manpower”.

    According to Wickstrom, human resource planning consists of a series of activities, viz:

    1. Forecasting future manpower requirements, either in terms of mathematical projections of trends in the economic environment and development in industry, or in terms of judgmental estimates based upon the specific future plans of a company;  
    2. Making an inventory of present manpower resources and assessing the extent to which these resources are employed optimally;
    3. Anticipating manpower problems by projecting present resources into the future and comparing them with the forecast of requirements to determine their adequacy, both quantitatively and qualitatively; and
    4. Planning the necessary programmes of requirement, selection, training, development, utilization, transfer, promotion, motivation, and compensation to ensure that future manpower requirements are properly met.

    According to Geisler, it is the process—including forecasting, developing, and controlling—by which a firm ensures that it has the right number of people and the right kind of people at the right places at the right time doing work for which they are economically most useful.

    Importance of Manpower Planning!

    1. Key to managerial functions: The four managerial functions, i.e., planning, organizing, directing, and controlling are based on manpower. Human resources help in the implementation of all these managerial activities. Therefore, staffing becomes a key to all managerial functions.

    2. Efficient utilization: Efficient management of personnel becomes an important function in the industrialization world of today. The setting of large-scale enterprises requires the management of large-scale manpower. It can be effectively done through staffing functions.

    3. Motivation: Staffing function not only includes putting the right men on the right job; but it also comprises of motivational programs, i.e., incentive plans to be framed for further participation and employment of employees in a concern. Therefore, all types of incentive plans become an integral part of the staffing functions.

    4. Better human relations: A concern can stabilize itself if human relations develop and are strong. Human relations become strong through effective control, clear communication, effective supervision, and leadership in a concern. Staffing function also looks after training and development of the workforce which leads to co-operation and better human relations.

    5. Higher productivity: Productivity level increases when resources utilizing in the best possible manner; higher productivity is a result of minimum wastage of time, money, effort, and energy. This is possible through the staffing and its related activities ( Performance appraisal, training, and development, remuneration).

    Factors Affecting Manpower Planning!

    The exercise is not an easy tube because it imposing by various factors such as; what are the success factors of manpower planning below are :

    1. It suffers from inaccuracy because it is very difficult to forecast long-range requirements of personnel.  
    2. It depends basically on organization planning. Overall planning is itself is a difficult task because of changes in economic conditions, which make long-term it planning difficult.
    3. It is difficult to forecast about the personnel with the organization at a future date. While vacancies caused by retirements can predict accurately other factors like resignation, deaths are difficult to forecast.
    4. Lack of top management support also frustrates those in charge of planning; because, in the absence of top management support, the system does not work properly.
    5. The problem of forecast becomes more occur in the context of key personnel; because their replacement cannot arrange the short period of time.

    Moreover, any system that requires the support of top management and manpower planning is no exception to this.

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