A.

HR Management Cycle:
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Hire to Retire.............A concept
1. Recruitment and selection
2. Training and development
3. Performance Management
4. Reward management
5. Career Management
Above Five point revolve around HR strategy and
Business Strategy become the input to HR strategy and then outcome is Business R
esult.
B. Man Power Planning & recruitment
===================================================
1. Asses the Job Requirement
2. Asses existing employee avilability and ability for new job req.
3. If existing employee can't fulfill then go for external recruitement.
4. But before recruiting We should judge available budget for new recruitment.

C. Forcasting Manpower Need:

===================================================
1. Resignation Trend in a organization
2. Quality and Nature of your employee (in relation to what you see as a changin
g need of orgnization.
3. Finnancial Budget avialable to your organization
D. Recruitment of External Resource
===================================================
1. Supply Evaluation in a Region:
e.g. IT people availability is higher in Pune but lower in Agra.
2. Skill set Type: Rare or General :
eg. Java Developer are easily available but Telecom Domain Expert are not easilt
y available.
3.Company Reputation:
eg. It is easier to recruit for big name org but difficult to recruit for small
org.
1.1 Recruitment Yield Pyramid
Leads Generated :1000
Resume Selected/ Candidate Invited: : 800
Cadidate Interviewed : 200
Offer Made : 60
New Hires or Employeed come : 45
1.2 Recruitment Sorces
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5. Employee Recruitment
===============================================
Cognitive Ability Test
Personality Test
Interview
Note Here : Advantage and definition are given in PPT at Page 19.
6. Training and Development
==============================================
Training Process Cycle:
Traning Need >> Training Obvjective >> Training Delivery >> Training Evaluation
Effectivness of Training
--------------------------
1. Meaningful Material
2. Good Knowledge Transfer
3. Motivate Trainee
All above point brings Training effectiveness
Please refer PPT for details of three point mentioned above at 35.

7. Type of Training
===================================================
1. Off the Job Training
>> Formal Course
>> Simulation of work env
>> Wilderbess Trip :i.e. Build Teams Build Self Esteem.
2. On the Job Training
>> Job Instruction training
>> Does not interfere with real job performance
i.e. Perfomance here do not become the part of employee appraisal.
>> Job Rotation
>> Mentoring
8. Evaulation of Trainee:
===================================================
1. Reaction: Ask reaction of Trainee : are they happy wioth the Training
2. Learning: Test Trainees
3. Behaviour Application on Job: Asses change in behaviour on job after trainee.
4. Business Impact: What is the impact on business afte trainee . Does defect c
ount decreased after training.

9. Perfomance Management System.

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