System

integration
team

HR Life Cycle

KUMARSAURABH
REKHA MISHRA
BARKHA GUPTA
MANISHA KUMARI
VARUN GROVER
SUPREET SALUJA
 THE HRP PROCESS
2

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3 JOB ANALYSIS

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 ORIENTATION/INDUCTION PROCESS
4

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 PLANNING-

5
PURPOSE,DETERMINE
INFORMATIONS TO BE
GIVEN

STRATEGIC CHOICES
OF ORIENTATION

INTRODUCTION

ACQUANTING WITH
JOB DUTIES

COMPLETION OF
PAPER WORKS

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EVALUATION OF
 4 Recruitment process
6
PERSONNEL
PLANNING JOB ANALYSIS EMPLOYEE
REQUISITION
To selection

JOB SEARCHING ACTIVATION APPLICANT POTENTIAL

RECRUITMENT “SELLING” SCREENING
VACANCIES POOL HIRES
PALNNING -MESSAGE
-NUMBERS -MEDIA
-TYPES

STRATEGY
DEVELOPMENT
-WHERE APPLICANT
-HOW POPULATION EVALUATION &
-WHEN CONTROL

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 SELECTION PROCESS
7 EXTERNAL
ENVIRONMENT

INTERNAL
ENVIRONMENT

PRELIMINARY R
INTERVIEW E
J
EVALUATION
E
SELECTION C
TESTS
T
EMPLOYMENT
E
CONTRACT D
EMPLOYMENT
INTERVIEW

A
JOB OFFER REFERENCE & P
BACKGROUND
ANALYSIS
P
L
I
SELECTION C
DESIGN A
N
T
S
PHYSICAL
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 TRAINING PROCESS
8
Needs assessment
(A)Organizational support
(B)Organizational analysis
(C)task & KSA analysis
(D)Person analysis

Development of Training validity

Instructuctional objectives criteria

Selection &
design of
instructional Transfer
programs validity

training
Use of inter- &
evaluation intraorganisationa
models l validity

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 THE PERFORMANCE APPRAISAL
9 PROCESS
OBJECTIVES OF PERFORMANCE
APPRAISAL

ESTABLISH JOB EXPECTAQTIONS

F
E
E
DESIGN AN APPRAISAL D
PROGRAMME B
A
C
K
APPRAISE PERFORMANCE

PERFORMANCE INTERVIEW
PERFORMANCE
MANAGEMENT

ARCHIVE APPRAISAL DATA

USE APPRAISAL DATA FOR

APPROPRIATE PURPOSES
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10 COMPENSATION PROCESS

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 SEPARATION PROCESS
11
1.TYPE OF SEPARATION
2.GENERATION OF PINK SLIP
3.COMPENSATION
4.EXIT INTERVIEW/COUNSELLING

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12 THAT’S ALL FROM
OUR SIDE

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