Speed of Decision Making. The interview should also supply information about the job and the company for which the applicant is to work. For recruitment of a stenographer in an office, a test can be given to check up his speed both at dictation and typing. Each position should be filled by one who wants it. HRM is often referred to simply as human resources (HR). The site is read by a world-wide audience and employment laws and regulations vary from state to state and country to country. Training by supervisors provides the trainees opportunities for getting acquainted with their bosses and the supervisors have good chances to judge the abilities and possibilities of trainees from the job performance point of view. But if the employee protests and challenges certain facts as incorrect, the person who made the allegations must be asked to repeat them in the presence of the employee. The rate of labour turnover, therefore, indicates the extent to which the composition of the labour force undergoes changes. Termination of service of one employee or another for some reason may have to be made at one time or other – This involves a task with two distinct phases. Before companies recruit, they must implement proper staffing plans and forecasting to determine how many people they will need. I am constantly browsing online for ideas that can help me. The sole purpose of job evaluation is to divide up any given pay roll so that all jobs are paid according to their relative difficulties. All legal obligations to him may have ceased, but where a man has given a major portion of his working life to a firm, they have a moral duty to extend a considerate and helping hand to him. On receipt of applications from candidates or names from the employment exchange, the recruitment office should eliminate the candidates who are obviously unqualified for the job and prepare a list of candidates who are eligible for the job. Since the workers have to undergo training in all the processes connected with their job, they can avoid the accumulation of work at vital points (i.e., bottlenecks) and can take necessary precautions against the possibilities of accidents. Strategic Human Resource Management Process. TOS4. This will show whether this candidate is of a type who sticks to one job or is one likely to give up a job on a flimsy ground. Demotion is the opposite of promotion. (iv) Increased selection costs – The management will have to spend afresh on the selection and training of new employees to replace those who leave it. This will naturally give the employees a hope and faith in their prospects in the organisation. Fourthly, training also helps in spotting out promising men and in locating mistakes in selection. This type of training is particularly adaptable where experienced workmen need helpers. A requisition should state clearly the number of workers required and should be accompanied by the relevant job specification. Direct Recruitment from Colleges and Universities: This practice is prevalent for the recruitment of higher staff in western countries where there is a great shortage of highly qualified administrative and technical personnel. When workers are selected for vocations or jobs in an industrial concern after a careful weighing of the requirements of jobs on the one hand and assessment and evaluation of the abilities and aptitudes of men on the other, it is referred to as Scientific Vocational Selection. A vestibule is a fore-court or entrance hall through which one has to pass before entering the main rooms in a house. If a promoted person is found below the mark during the period of probation, he should be reverted to his previous job. As has been mentioned above, the job specification will be based on job description so as to give the interviewer an understanding of the job and the qualities necessary for its performance when a prospective worker is before him. He must also see that the employee leaves with a sense of justice done rather than injustice suffered, and that his former mates do not bear a self-justified resentment. The task of filling jobs with the right sort of people is known as vocational selection. After employ­ment the new employee should be courteously and intelligently dealt with in the matter of placement. v. It acts as a criterion to be used by the employment office to judge the effectiveness of its own selection. In forward-thinking companies today, Human Resource Management focuses on the recruitment, direction, and management of human assets, and making strategic plans for the future. They have, therefore, to undergo a programme of education and training. It is an expensive method of training. If implemented properly, these procedures will positively affect the relationship between a manager and their employees. The fact that he has not been successful in one company is no criterion that he will not be an outstanding success in the next. … The rewards not just includes salaries, but it also includes incentives and fringe benefits. The apprentices are paid their remuneration according to the apprenticeship agreements. Managing human resources involves recruiting people, developing people, maintaining the right mix of people, and creating conditions that will result in high motivation of individuals. Lastly, training will create a feeling among the workers that they are being properly cared for, and that the employer is sincere to them. Job evaluation is the rating of jobs according to specific planned procedure in order to determine the relative worth of each job. At this stage, the candidate’s own preferences may also be ascertained. Human Resource Management Process. Besides, there is no guarantee that the trained worker will continue to work in the same organisation after securing training. Others who are rather low in the seniority list will lose interest in their work because any amount of enthusiasm in work will not help them in securing promotion. Off-the-job or Training-Centre training is providing by schools or centres (the Americans call the Vestibule Schools) established by the young persons in specified trades. It helps in identifying employees who deserve promotion and those who should be transferred to some other job where he is likely to perform more efficiently. The Human Resource Management System. Recruitment & selection. (b) Separations, i.e., termination of employment, or the departure of workers. both the external and internal factors of the organization. Hiring. Opinions differ with regard to the demotion of an employee. The fundamental principle of employment, which every employer should keep in mind, is to put on a job the best possible man obtainable for the money he is prepared to spend, no matter where he comes from. Merit Rating, Promotion, Transfer, and Demotion. The tests which have been used with profit for this purpose are- Intelligence Tests for measuring intelligence or scholastic aptitudes; Interest tests for finding out the candidate’s likes and dislikes for different occupations; Aptitude tests, designed to measure a number of native abilities not concerned with “intelligence”; and Personality tests which relate to the subject’s social life, relations with his family, emotional reactions, etc. In a country like India which suffers from large-scale unemployment in urban areas and under-employment in rural areas, numbers may not pose a big problem; but it will surely take some time and attention to find out persons who are not merely willing to work but are also suitable for the positions lying vacant. This includes putting the right person in the right place according to his skills and achievements. Workers may be formally trained for their jobs in the-beginning when they are put to work. They represent specific guidelines to HR managers on various matters concerning employment and state the intent of the organization on different aspects of Human Resource management such as recruitment, promotion, compensation, training, selections etc. A variation of the system is to maintain a register of what are known as ‘badli’ workers. Finding the best way of using people to accomplish organizational goals 3. Job evaluation is useful in many ways; and with a job evaluation plan in operation, inconsistency in rates is minimised and the entire wage structure becomes unified. Ample opportunity must be given to the employee to explain his side of the case. Retirement of a worker is an important event in his life; and from the company’s standpoint it turns on the morale value. These are – (i) Payment of high wages and salaries to persons who hold jobs and positions not requiring great amounts of skill, effort and responsibility; (ii) Paying beginners less money than they are entitled to receive in terms of what is required of them; (iii) Giving raises to persons whose performances do not justify them; (iv) Deciding rates of pay and increases in pay on the basis of seniority rather than ability; (v) Payment of widely varied wages and salaries for the same or closely related jobs and positions; and (vi) The payment of unequal wages and salaries because of race, sex, religion, and political differences. Many people associate disciplinary procedures with negative feedback. Another aspect of selection is the extent of participation of the Personnel and Line Officers in the selection procedure. People who work in an organization are called the human resources. The ‘learners’ are those who join industry for semiskilled jobs without any prior knowledge about the elements of industrial engineering. It is suited for teaching relatively simple production and clerical operations to new employees. Whenever workers are required, the foreman or the departmental manager scrutinises, in a general way, the people who are available at the gate and recruits the necessary number. 7. Personnel matters are complex and may be subject to multiple policies, federal and state laws, and union agreements. He is instructed by an experienced employee or a special supervisor. It tries to secure the best from people by winning their whole-hearted cooperation. Human Resource Management, Process, Human Resource Management Process. Welcome to EconomicsDiscussion.net! Matters like hours of work, rest period, work on holidays and overtime should be carefully explained. HR policies are distinguished from proce… Human Resource Planning Process. Demotion is the reassignment of a lower level job to an employee with delegation of responsibilities and authority required to perform that lower level job and normally with lower level pay. Personnel matters are complex and may be subject to multiple policies, federal and state laws, and union agreements. All the processes should be cohesive and in conformity with each other so that HR strategies can gain success. Five Management Traits of an Operations Manager. A replacement transfer is the transfer of a senior employee to replace a junior employee when the latter is laid off (i.e., the company cannot provide work to him and temporarily sets him aside). The management, on the other hand, would usually prefer to base promotions on merit. For reasons mentioned above, it is imperative for sound personnel policies to provide for promotion and upgrading of employees. 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