Human Resource Management

&
Staffing

Lavena Tina D’souza

 Presentation Covers
Human Resource Management (HRM)
Phases of HRM
HRM Process
Types of Recruitment
Recruitment Process
Selection Process
Socialization Process
 Why Human Resource
Management ?
According to Peter Drucker

Man, of all Resources

available to man can
grow and develop
 Phases of Human Resource
Management
It all began with, role of personnel manager being:
Clerk – Managing Dues
Record Keeper – Managing Time Keeping
Channel of Communication between Employees
+ Management, Recruitment & Selection
Industrial Relations – Union
Labour Laws– Eg. Min. Wages, PF, ESIC
Welfare Officer – Recreation
Training & Development
 Human Resource Management
Process
The organized function of
1) Planning of HR needs &
2) Recruitment
3) Selection
4) Development
5) Compensation
6)Evaluation of performance
To fill those needs
Human Resource Management Process
 Forecasting Manpower Demand
Future Needs of the
organization

Long Term Plan

 TERM 5 years
Growth & Expansion
New Factory

Short Term Plan

TERM 1- 2 years
Adding New Shift
Replacement
Forecasting Manpower Supply
Internal Labour Supply
Skills Inventory
Employee’s Database
Replacement Planning -
Manager Inventory Chart
Identifies potential candidates to fill specific
managerial jobs
Succession Planning
Identifies and trains the potential candidates
Manager Inventory Chart
HR Actions Based on Demand & Supply Forecasting
No MP MP HR ACTION
Demand Supply

1 Selection, Placement,
Offer Competitive Pay Package
2 Special Attention on Internal
Staff - Training & Development

3 Removal of Excess Employees

VRS, Early Retirement, layoffs
Growth & Expansion
4 Recruitment, Internal Promotion
Training & Development
Training & Development

TRAINING
Training – Top Level
Training – Lower
Level
&

DEVELOPMENT
 Staffing
Aimed at attracting and selecting individuals
for different positions that facilitate the
achievement of organizational goals
Under-Staffing: Loses Business +
Specialization
Over-Staffing: Wasteful, Expensive & even
expensive to eliminate excess staff
Process Includes :
1) RECRUITMENT 2) SELECTION
 Performance Appraisal
Key Points
Evaluation
Comparison
Actual v/s. Standards
Results
Rewards
Corrective Action
 Compensation
MONETARY
Cash, Gift Cheques,
Performance Incentive,
Bonus

NON MONETARY
Stock Options,
Insurance, Car,
Accommodation, etc.
 RECRUITMENT
Types of Recruitment Sources
INTERNAL SOURCE EXTERNAL SOURCE
Transfers Advertisement
Promotion Education Institutions
Up gradating Employment Agencies
Dependent of deceased Voluntary Application
family member Word of Mouth
Rec. at factory gate
Job Portals
Acquisitions & Mergers
Head Hunting & Poaching
Contractor/ Outsourcing
 Internal Recruitment
ADVANTAGES DISADVANTAGES
Familiarity of Candidate Lack of New Ideas
Available information & Expensive Training
observation Programs
Selection & Socialization Political & Personal Bias
– less expensive Ripple Effect
Enhances Employee Some Unhappy
Morale Employees
Retention of Employees
 External Recruitment
ADVANTAGES DISADVANTAGES
New Ideas Lack of Reliability
Valuable Information – Committing Mistakes
Competitors Moves & Expensive Process
Strategies Orientation Process –
Diverse Skills & Vast Time Consuming
Experience
De-motivates
Internal Employees
The Recruitment Process
 Job Analysis
JOB DESCRIPTION JOB SPECIFICATION
(EMPHASIS IS ON JOB) (EMPHASIS ON INDIVIDUAL)

Objectives of the Job Minimum qualification

Work to be Performed Listing of Skills, Education &
Skills Needed Work Experience
Responsibility Involved
Relationship of the Job to
other Jobs
Working Conditions
 Job Analysis for
Head – Strategic marketing
JOB DESCRIPTION JOB SPECIFICATION
(EMPHASIS IS ON JOB) (EMPHASIS ON INDIVIDUAL)
Forecasting, business A BE preferably with an
plan formulation, and MBA (marketing), must
market potential posses excellent
estimation for analytical ability, be
existing as well as action-oriented and
new product markets possess excellent
communication skills
Steps in Selection Process
 Socialization Process
Initial Process – Recruitment & Selection
Extended Process – Polices of organization,
Introduction to superior, peers and related
departments, Familiar with Work Culture, Job
Description, Proper Training
__________________________________________
A well planned induction helps the employee
to become integrated into the organization,
maximizing morale through early success and
quickly raising the level of performance.
Recruitment is not complete until the
individual is effective in the job and has
adopted the values of the organization.
 Recap of what we understood
About Human Resource or Manpower
Various Phase of Human Resource
Human resource management process – planning,
staffing, training and development, performance
appraisal and compensation.
Recruitment – internal and external sources. 
Recruitment process – job analysis, job description, job
specification, attract pool of recruits and selection.
Selection process – preliminary screening, application
blank, tests, interviews, reference checks, physical
examination and selection.
Socialization of new recruits – initial and extended
socialization 
Question & Answer
 CONCLUDE
An organizations
performance &
resulting
productivity are
directly
proportionate to
Quality + Quantity
of its Human
Resource.
Thank You !!!