4. The process by which a job vacancy
is identified and potential employees are notified.
The nature of the recruitment process
is regulated and subject
to employment law.
Main forms of recruitment through advertising in
newspapers, magazines, trade papers and internal
vacancy lists.
5. Job description – outline of the role
of the job holder
Person specification – outline
of the skills and qualities required
of the post holder
Applicants may demonstrate their suitability
through application form, letter or curriculum
vitae (CV)
6.
7. The process of assessing candidates and appointing a
post holder
Applicants short listed –
most suitable candidates selected
Selection process –
varies according to organisation:
8. Interview – most common method
Psychometric testing – assessing the personality of the
applicants – will they fit in?
Aptitude testing – assessing the skills
of applicants
In-tray exercise – activity based around what the applicant
will be doing, e.g. writing a letter to a disgruntled customer
Presentation – looking for different skills
as well as the ideas of the candidate
9.
10. Increasingly important
aspect of the HRM role
Wide range
of areas for attention
Adds to the cost of the
business
Even in a small business, the legislation
relating to employees is important –
chemicals used in a hairdressing salon for
example have to be carefully stored and
handled to protect employees.
11. Crucial aspects
of employment legislation:
Race
Gender
Disability
Disability is no longer an issue for employers
to ignore, they must take reasonable steps
to accommodate and recruit disabled workers.
12.
13. Firms cannot just ‘sack’ workers
Wide range of procedures and steps
in dealing with workplace conflict
Informal meetings
Formal meetings
Verbal warnings
Written warnings
Grievance procedures
Working with external agencies
14.
15. Developing the employee
can be regarded as investing
in a valuable asset
A source of motivation
A source of helping the employee fulfil potential
16.
17. Similar to development:
Provides new skills for the employee
Keeps the employee up to date
with changes in the field
Aims to improve efficiency
Can be external or ‘in-house’
18.
19. The system of pay and benefits used by the firm to
reward workers
Money not the only method
Fringe benefits
Flexibility at work
Holidays, etc.
20.
21.
22.
23.
24. “One now reads of six varieties of leadership, four
approaches to negotiation, and thirty-four personality
types that the shrewd practitioner of human resources
should discern.”
Gardner (2006)
“The days of simply maintaining personnel files and
advising on hiring, firing and compensation are long
gone for HR professionals. Today they fulfill a variety of
roles that require knowledge and competencies in areas
that were foreign to them in the past.”
Salvatore et al. (2005)
25.
26. Caring, Show respect, Compassion & Humanity for
colleagues
Work cohesively with colleagues across the groups
Encourage self sufficiency
27. Executive Selection Scheme (ESS).
It is a fast track programme for accelerated
growth of high potentials professionals.
Selected candidates join high level in terms of
promotion & learning.
Project based training programme.
4 months training at IIM.
Rewarded with golden peacock national training
award.
28. Hiring practices
Reorganizing structure
Maintaining the morale to work hard
No salary cut
Reducing incentives
29. Going Through The Subject Of Human Resource
Management I Came To The Conclusion That For
Achieving Greater Success An Organization Must Hire
Professional Hr Executive And Managers Along With
A Great Method Of Utilizing Human Resource.
The More Complicated The Method, Lesser Will Be The
Scope Of Success.