Human Resource.

1. What is the nature & scope of HRM? What are the career options in HRM?
Why according to you one should take HRM as a career option?

Ans:

Human Resource Management has come to be recognized as an inherent part of

management, which is concerned with the human resources of an organization. Its
objective is the maintenance of better human relations in the organization by the
development, application and evaluation of policies, procedures and programmes
relating to human resources to optimize their contribution towards the realization of
organizational objectives.

Human Resource Management: Nature

Human Resource Management is a process of bringing people and organizations together so
that the goals of each are met. The various features of HRM include:
• It is pervasive in nature as it is present in all enterprises.
• Its focus is on results rather than on rules.
• It tries to help employees develop their potential fully.
• It encourages employees to give their best to the organization.
• It is all about people at work, both as individuals and groups.
• It tries to put people on assigned jobs in order to produce good results.
• It helps an organization meet its goals in the future by providing for competent and well-
motivated employees.
• It tries to build and maintain cordial relations between people working at various levels in
the organization.
• It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology,
economics, etc.
Human Resource Management: Scope
The scope of HRM is very wide:
1. Personnel aspect-This is concerned with manpower planning, recruitment, selection,
placement, transfer, promotion, training and development, layoff and retrenchment,
remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and amenities such as canteens, creches,
rest and lunch rooms, housing, transport, medical assistance, education, health and safety,
recreation facilities, etc.
3. Industrial relations aspect-This covers union-management relations, joint consultation,
collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.
Paths to Careers in Human Resources
People take many paths on their way to careers in Human Resources. Everyone has a story about how
they planned for or transitioned into careers in Human Resources.

Job Prospectus and Career Options : Human resource/ personal

management graduates have a lot of potential as every industry/
organisation need these professional for maintaining their labour force.
Starting from merely collecting employee details to maintaining the human
resource information (HRI) systems, HR managers job has now extended to
 that of a recruiter manager, compensation manager, employer relation
manager, strategic manager and much more

• human resources manager

• policy development and planning
• workplace training and development
• management consultant
• project manager
• strategic human resource management
• industrial relations practitioner
• recruitment/selection consultant
• data analysis
• research
• international HR practitioner
• change management professional
• OH&S practitioner
• EEO practitioner
• administrative services management
• risk management
• employee relations adviser
Human Resources, as it is a fast-growing career field with many lucrative opportunities. Career
analysts expect the number of Human Resources jobs to increase in the future and the median
annual income for careers in Human Resources is above the national average.
The HR function can be the last bastion of bureaucracy. Traditionally, the role of the Human
Resource professional in many organizations has been to serve as the systematizing, policing
arm of management.
They try to lessen and prevent social problems caused by factors such as
poverty, unemployment, alcoholism, lack of health services, family
maladjustments, physical, mental and emotional handicaps, anti-social
behaviour and poor housing.
Other than development issue, through hrm other supportive generic skills
can be lerned.

1. Explain external & internal environment of HRM?

External
When most people think of Human Resource Planning, the first thing that
usually comes to mind is the internal environment of the organization.
 The external environment consists of governmental policies, condition of the
economy, demographics, technology, international influences, competitors,
and a changing labor force
Neglecting the external environment can have devastating effects on an
organization. Entire civilizations have vanished for failing to address external
environmental factors and the need to adapt in an ever-changing
environment.
A great example of this is Easter Island. Mismanaging their natural resources,
the forests in this case, left the island unable to sustain life. No one knows
exactly what happened to the inhabitants, but we do know why their culture
became extinct. The same thing can happen to any organization that
neglects the external environment.
Environmental Scanning.
The most important part of HR planning regarding the external environment
is environmental scanning, a means to study the environmental climate to
identify opportunity or potential dangers to an organization

Pixar Human Resource Managemente

Internal environment – The IE of an organization helps determine unique orga responses to external factors. Such
factors include the characteristics of the current workforce & established hrm practices. Organizational structure &
size are other imp factors impacting upon hrm. Irish organization are generally smaller in scale and employment
numbers than is the case in most of the more industrialized EU states. The are key variables in interpreting
developments in the external environment & developing “appropriate” organizational responses in areas such as hrm.

(b) What is role of hrm in strategic management/

What is strategic management? Strategic management can be used to determine mission, vision, values, goals,
objectives, roles and responsibilities, timelines, etc.
The human resource function has gone from the traditional hire and fire role to a
strategic partner at the table with finance, operations and other business centers
that are not centers of profit for the organization. The job of HR, as is the job of all
such departments, is to ensure that the business gets the most out of its
employees. Another way to put this is that the human resource management needs
to provide a high return on the business's investment in its people. This makes it a
highly complex function - because it deals with not just management issues but
human ones as well.

In today’s organizations, to guarantee their viability and ability to contribute, HR managers need to
think of themselves as strategic partners. In this role, the HR person contributes to the development
of and the accomplishment of the organization-wide business plan and objectives.

The HR business objectives are established to support the attainment of the overall strategic business
plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work
systems in which people succeed and contribute. This strategic partnership impacts HR services such
as the design of work positions; hiring; reward, recognition and strategic pay; performance
development and appraisal systems; career and succession planning; and employee development.

2. (a) describe hr planning with illustration?

Human Resource Planning : Human resource planning is the term used to describe how
companies ensure that their staff are the right staff to do the jobs. Sub topics include planning for
staff retention, planning for candidate search, training and skills analysis and much more.

Human resources planning is often overlooked by small businesses. Happy

employees are a valuable asset to helping a business succeed. Planning
employee recruitment and development can go a long way towards the quality
of your business. Here are some resources to help put a good plan together
HUMAN RESOURCE PLANNING IN HEALTH CARE
B. Ray*
Human beings are the most important
resources in health care. Machines and gadgets
which are integral parts of health care require
the human touch, expertise, and commitment
for their full utility and application in delivery
of health care. Therefore planning of human
resources is the key to any health care
provision. The objective of human resource
(HR) policy is to a) attract, recruit, retain and
develop competent personnel and b) create a
continuously learning health care organisation.
I. TARGET HUMAN RESOURCES
IN HEALTH CARE
The patient unquestionably is the focus
of all health care personnel. While doctors,
nurses, hospital attendants, technologists,
clinical assistants and pharmacists are directly
involved in providing OPD and ward care,
administration, public relation, security,
catering, laundry, electronics, civil, electrical
and air conditioning maintenance are involved
in supporting the former for providing safe
health care. Planning needs to be done for all
these personnel and not only for the direct care
givers.
II. IMPROVEMENT OF HUMAN
RESOURCES
This is done through three ways such as
a) Work system, b) employee education,
training and development, and c) employee
well being and satisfaction.
a) Work system :
The aim of work system improvement
is to get co-operation and collaboration among
all employees. Health care employees look for
good systems in place so that their endeavours
would yield favourable results without any
wasteful activities. They would like to
participate and feel important in laying down
these systems. A system that is thrust on them
often breeds cynicism as they do not own it.
In order to own the system they have to actively
participate in designing it. While doing so a
cross functional team across various sections
brings about greater effectivity and cohesion
than an intra departmental team. Some of the
examples of such teams are given under the
following headings :
(i) Design/organise formal/informal,
temporary or long term units (teams).
Infection control team, waste
management team and quality improvement
(QIP) team are some of the examples that have
been doing good quality work in Tata Main
Hospital.
(ii) Encourage and motivate innovation
through quality circle (QC), value
engineering (VE) and suggestions.
There are over 104 quality circles actively
functioning in TMH. These are small circles of
five members picked up from supervisors and
workers who take small local problems and
solve them with organisation’s support.
Employees are encouraged to do cost savings
without affecting the quality through intra or
inter departmental teams. Suggestions are
encouraged from the employees and wherever
appropriate those are implemented.
(iii) Encourage higher learning, give them
higher responsibilities and help them
identify their training needs.
(iv) Encourage multi skilling and rotate their
jobs wherever possible so that there is no
boredom with the repeatitive type of job.
This has been implemented amongst the
hospital attendants who rotate in
various areas with different job
specifications in the hospital.
(v) Performance management system:
Every level of employees must work
with a purpose and their work must be

evaluated against their target from time to

time so that they achieve their target at the
year end. In TMH, this is done by giving targets
to all doctors and officers in the form of key
result areas ( KRAs) which are reviewed twice a
year. The annual appraisal identifies the
“super” achievers who are recognised as fast
trackers. They move aggressively and groom
rapidly.
(vi) Compensation, recognition and
reward practices
This could be non monetary or
monetary. Non monetary recognition could be
formal by a letter or informal by a pat on the
back in front of other employees. Monetary
recognitions are through promotions, special
increment, joint department council (JDC)
award or long service awards after 20 yrs, 25
yrs, 35 yrs and 40 yrs of service.
(vii) Communication meetings at all levels
Communication upward and down-ward
helps inculcate among the employees a sense of
oneness in the organisation. This is done at a
pre-decided interval regularly in TMH.
(viii) Recruiting and hiring new employees
While recruiting employees, the
hospital must first identify the job requirement
and while interviewing, an attitudinal and
aptitudinal survey of the candidate must be
done. Transparency must be practiced while
explaining to the candidate his/her future
growth in the organisation. The new employee
should be made familiar to the working of the
hospital through ‘induction’ to various areas
before he/she is finally posted to his/her place
of work.
(b) Employee education, training
and development
Employees’ education, training and
development should be a continuous process.
Their training needs in terms of technical,
managerial and behavioural aspects should be
identified. Short term goals of training need to
be directed towards customer satisfaction and
reduction of cycle time and long term goals
should be towards better technology. The
important thing is to link their training with
the patients’ need in the hospital they are
working in. In
TMH, the deployment of training has
been done through regular continuing medical
education (CME) for doctors, nurses and
technologists, bed side teaching for doctors &
nurses, training through joint departmental
councils (JDC) for hospital attendants in
subjects such as waste management and oxygen
therapy.
Communication with patients (or
relatives) was identified through periodic
surveys as one of the weakest links with our
employees at all levels. This was repeatedly
addressed through “motivation, attitude and
time management (MAT)” programme which
was designed by a group of highly motivated
employees drawn from all sections in TMH.
Having a training programme in place
is not enough. There has to be an evaluation
system in place for monitoring the effectiveness
of training. The parameters which need to be
monitored should be directly related to “patient
well-being.” Some such parameters could be
catheter induced infection rates, mortality and
morbidity parameters, feed back from patients
and relatives, number of re-admissions for the
same ailment and above all “retaining the
customer.”
(C ) Employee well being and satisfaction
Employee satisfaction is essential for a
motivated work force. It will do what a state of
the art technology cannot do in health care. This
issue could be addressed under three heads
such as i) work environment ii) work climate
and iii) employee's satisfaction.
(i) Work environment: A healthy work
environment needs to be created where
employees feel safe to work. Universal
precautions need to be enforced; proper
disposal of waste should be implemented;
periodic health checkup for all the employees
need to be done and hepatitis B vaccination
should be compulsorily given to all the
employees. The organisation needs to identify
and safeguard against unsafe practices. Serious
efforts have been made in the past two years in
TMH to achieve the desired goals for all the
employees in the aforesaid areas.
(ii) Work climate : Every employee needs to be
provided with certain awareness programmes
and facilities for him or her to feel “proud and
being looked after” by the organisation. AIDS
awareness programme, cooperative society,
injury on duty (IOD) facility, subsidised (no
profit - no loss) canteen facility, academic
activity and library are some of the measures
TMH has provided to improve the work
climate.
(iii) Employee’s satisfaction: This is not an easy
area to tackle. There are few hospitals where
most of the employees are satisfied. Human
mind is not satisfied with what it has achieved
and therefore to expect that employees will
be satisfied with certain facilities is far from
being true; however the organisation must
collect feedbacks through formal/informal
assessment methods and relate these findings to
identify improvement priorities. This will at
least make the employees feel that
management is sincere
about its concern for them. DNB course was
started in TMH after identifying a long
standing need of the graduate doctors in TMH.
III. CONCLUSION
A satisfied human resource is valuable
and has no alternative. Human beings’ needs
are dynamic and therefore to satisfy those the
health care organisation has to be dynamically
thinking. Only then our most important
customer, the patient, can get his just need
fulfilled. Employee's growth and development
should be the result of both the employer’s
responsibility and the employee’s initiative.
Appropriate timely rewards and recognition go a
long way in retaining a motivated employee.
Inspite of providing all the help and resources if
certain human resources can’t be moulded to
fit into the organisation’s needs, the
organisation should not hesitate to leave them
behind. Tata’s H.R philosophy “attract good
people, retain the better people and advance
the best people” is a right step in this direction.
It may appear a bit harsh but at present it
appears to be the only scope for a fast changing
health care organisation.
16

Benefits –
A clear hr development plan can include benefits like-
1. Highlighting opportunities for strategic partnerships that allow communities
and other parhners to share the benefits,risks & training coss on track
2.
3. Providing for the small success that encouraging & motivational for the
community members & others that the program its.
4. Making it easier to evaluate progess & to present funders,partners &
community members with effective info about thatprogress.
Or

Human Resource Planning (example)

Summary: planning for a new company

Introduction
Toto Company was established in 2002, they provided logistic service for
domestic company. Headquarter of Toto company is Shanghai; they have more
than ten branches in important trade cities. Nowadays, they have totally 450
people working in Toto Company. In first operation year, they have got a million
RMB net profits. But last year, their net profits decreased to 300,000 RMB,
although their total profit has increased more than 40%. From the annual
report, the CEO of Toto Company found their administration cost and other cost
increase more than 100%. So in order to solve the new threats, Toto Company
has decided to plan a new human resource planning for next year company
developing.
Background information
China has entry into the World Trade Organization (WTO), more and more
foreign corporations have decided to invest money to China, and they believe
China has a large potential market. From the government report, we can find
the domestic and international trade has increased slightly. Under these
environments, Toto Company decided to provide a perfect logistic service from
domestic market. In logistic area, on time and safety is the most important.
Also, new company face many challenges, such as find new customers, recruit
experiential manager, competition with strong competitors. There are three
main competitors. COSCO, which provided logistic service for companies; FedEx
and UPS, they provided service for both companies and individuals.
According to the research result, 95% customers' satisfied FedEx and UPS
services, 42% companies satisfied UPS, 34% companies satisfied COSCO, and
17% companies satisfied FedEx. Although there have many other competitors in
domestic logistics, they only hold 5% market shares totally.
Strategic planning
The purpose of Toto is to provide a vase services for company and to become a
strong logistic company for business customer (company). In order to achieve
goal, Toto should have at least 10% market share in domestic market.
In order to achieve10% market share, company should establish a good
reputation in society, and pass the ISO standards; also, we should let more
than 80% companies know our brand and services. For future strategic
planning, Toto also decide to establish more local agencies in different cities,
especially in western of China. Moreover, to let more stakeholders join is also
an important task for future developing.
Human Resource Planning
Identify needs
From beginning we have found that Toto Company has face a new problem from
internal area, on the other hand, for company future developing, Toto human
resource department has do a new plans for next year.
According to the company annual report last year, next year, Toto Company
should reduce administration cost. Toto Company is not a manufacture
company; they needn't any raw materials for company, so all the costs are
made by staffs. Only two reasons to explain why the administration costs
increases faster, which are resources wasting and staff working inefficiency.
In 2005 human resource planning, Toto Company will fire some staffs, who
working inefficiency and recruit more people from university in order to instead
of fired people. On the other hand, seven departments will remix into four
departments. The Finance department responsible for company daily expense
and financial evaluation. The Human Resources department responsible for
position exchange and some conflicts. Also, the Customer Service department
and Marketing department will still remain, but company will cancel Computer
department and Transportation department.
Evaluate needs
The main reason to cancel the Computer department is this department's daily
expense is the highest, and it is not useful for company's main business.
Transportation department has the similar task with Customer service, so from
2005, Customer service will also responsible for keep touch with transport
company.
After combine each other, the company structure in 2005 become above picture
For 2005 human planning, Human Resource department has divided into two
areas to plan, one is from external recruitment, and another is from internal
supervising.
Objective of 2005 human resource planning
For 2005 planning, we should have more efficiency staffs, which came from
university or other logistic companies, also, to establish an internal supervising
system for all the people. To get high-degree people can influence other staff
work more efficiency, to establish an internal supervising system is for reduce
administration costs and resources wasting.
Part One: Recruit new staff
The main purpose of recruitment and training is to deliver a competent
workforce. This section deals with all aspects of the recruitment of staff and
support staff from the placing of external advertisements and the organizing of
recruitment drives, to the management of the staff selection process. The head
of this section is also responsible for managing the Training Centre, which
delivers classroom based training under the two broad headings of negotiation
skill, communication skill.
Recruitment process
The recruitment task will be an important planning for next year. Therefore, we
have planned the recruitment from four aspects: search plan, selection
techniques, timetable and recruitment budget.
Search plan: in order to let the suitable people know our company and be
interested in the job position, we plan to use society media to make
advertisement. In addition, we will make advertisement on some big job
exhibitions and university in order to catch our suitable staff and managers.
Selection techniques: after advertisement for two months, we will begin
selection stage and finish our search plan. In order to find suitable people, we
will design the selection techniques. First are the Shortlist candidates, and then
we will have interview, presentation and test for the applications. Then, we will
conduct referee checks. After that, we will recommend successful candidates
and give thanks to unsuccessful candidates. Attention is that, the selection
decision will come from area manager, only the mangers agree, that we can
select.
Timetable: we plan this recruitment process into five months.
January: prepare for recruitment.
January to February: make advertisement.
March: select suitable candidates and let the successful candidates sign the
contract with our company.
April: write final report to top manager.
Recruitment budget:
1. advertising on public media(100,000-120,000RMB)
1. employment interviews(2,000-5,000RMB)
1. assessing employment applications(500-1,200RMB)
1. applicant reference checking(800-2,200RMB)
Total cost of recruitment will be 103,300-128,400RMB.
Part Two: Training current staff
From last two years result, we found that staff does not have enough
professional knowledge on logistic, so present staff will have an opportunity to
increase their competition power; the training courses will give them more
knowledge that is professional.
Select trainer: The trainer is select by the exam-failed staff, which means all the
failed staff in the knowledge test will train in 2005.
Training process
Next year, our human resource department will design a professional knowledge
test; all the staff allows to take part in. the exam results prepare give to every
one at the end of January. If the mark of exam is lower than 60, the staff
should join to have a training course. The teacher will come from the university;
company will provide free books and equipment. The training course will begin
from February, finish at March. During training time, no staff wills loss their
salary. At the end of March, the course exam will be hold. If staff still not
passes the exam, he wills loss his job opportunity and sacked. The purpose to
train staff is want to every staff have more knowledge that is professional,
company not want to see any staff sacked in the end.
Training budget
1. recruit teachers (1,500-3,000RMB)
1. necessary equipment, such as books and classroom(2,000-4,000RMB)
1. other cost, such as lunch (1,500-3,500RMB)
Total cost of training will be 5000-10,500RMB
Part Three: Establish internal supervising system
This supervising system will focus on the resources wasting. Toto Company
does not have any products to production, so all the costs are from the
administration costs. For example, some people like carry company printer
paper to his house, also, pens, books, folders, are disappeared all the time. In
2003, we bought 4000 folders from outside, but at the end of year, plus 1500
folders we have not use, the company only have 2300 folders, other 1700
folders disappeared in company. So for supervising system, the supervisors will
focus on the official resources. All the supervisors will come from human
resource department, and the department managers will supervise human
resource department. all departments will give a budget administration cost
based on the number of people.
Part Four:Allocate budget
Official resource will depend on the staff number in every department.
Top management: each people will have 2,000RMB budget administration cost,
it will get 20,000RMB for administration budget (10 people)
HR department: each staff will have 500RMB budget administration cost, the
department will get 25,000RMB. (50 people)
Finance department: each people will have 500RMB budget administration cost,
the department will get 35,000RMB (70 people)
Customer Service department: each people will have 500RMB budget
administration cost, the department will get 82,500RMB f (165 people)
Marketing department: each people will have 500RMB budget administration
cost, the department will get 87,500RMB (175 people)
Part Five:Other human resource planning
1. Reducing sickness absence
2. Staff retention
3. Measures to improve leadership
4. The Gender Agenda
5. Implementation of Pay Reforms
Human Resource Policy
Staffs not allow commit and replace other employee to record the working
card, if this kind of action find, the company will reduce 30RMB in salary.
If the staff absent more than five days in one month, the company will⊄
discharge the staff.
Staff not allows disclosing any company information to the media.⊄
Manager should turn off all communication tools (e.g., mobile phone etc), also
not allow shouting and whisper in the meeting time.
Staff must take care of company property, equipment and production⊄ facilities.
The company not allowed the staff to do the part-time job if the staff is⊄ not
approved.
Conclusion
Toto company operation business only two years, many challenges we will face
to the future. For 2005 human resources plan, the purpose is to find more
suitable staff and mangers to help company to be stronger. In addition, to
establish an internal supervising system for company is an important task in
2005. After design a systematic human resource plan, we believe our company
can get a higher net profit in 2005.
Or

Human Resource Planning (example)

Summary: planning for a new company

Introduction
Toto Company was established in 2002, they provided logistic service for
domestic company. Headquarter of Toto company is Shanghai; they have more
than ten branches in important trade cities. Nowadays, they have totally 450
people working in Toto Company. In first operation year, they have got a million
RMB net profits. But last year, their net profits decreased to 300,000 RMB,
although their total profit has increased more than 40%. From the annual
report, the CEO of Toto Company found their administration cost and other cost
increase more than 100%. So in order to solve the new threats, Toto Company
has decided to plan a new human resource planning for next year company
developing.
Background information
China has entry into the World Trade Organization (WTO), more and more
foreign corporations have decided to invest money to China, and they believe
China has a large potential market. From the government report, we can find
the domestic and international trade has increased slightly. Under these
environments, Toto Company decided to provide a perfect logistic service from
domestic market. In logistic area, on time and safety is the most important.
Also, new company face many challenges, such as find new customers, recruit
experiential manager, competition with strong competitors. There are three
main competitors. COSCO, which provided logistic service for companies; FedEx
and UPS, they provided service for both companies and individuals.
According to the research result, 95% customers' satisfied FedEx and UPS
services, 42% companies satisfied UPS, 34% companies satisfied COSCO, and
17% companies satisfied FedEx. Although there have many other competitors in
domestic logistics, they only hold 5% market shares totally.
Strategic planning
The purpose of Toto is to provide a vase services for company and to become a
strong logistic company for business customer (company). In order to achieve
goal, Toto should have at least 10% market share in domestic market.
In order to achieve10% market share, company should establish a good
reputation in society, and pass the ISO standards; also, we should let more
than 80% companies know our brand and services. For future strategic
planning, Toto also decide to establish more local agencies in different cities,
especially in western of China. Moreover, to let more stakeholders join is also
an important task for future developing.
Human Resource Planning
Identify needs
From beginning we have found that Toto Company has face a new problem from
internal area, on the other hand, for company future developing, Toto human
resource department has do a new plans for next year.
According to the company annual report last year, next year, Toto Company
should reduce administration cost. Toto Company is not a manufacture
company; they needn't any raw materials for company, so all the costs are
made by staffs. Only two reasons to explain why the administration costs
increases faster, which are resources wasting and staff working inefficiency.
In 2005 human resource planning, Toto Company will fire some staffs, who
working inefficiency and recruit more people from university in order to instead
of fired people. On the other hand, seven departments will remix into four
departments. The Finance department responsible for company daily expense
and financial evaluation. The Human Resources department responsible for
position exchange and some conflicts. Also, the Customer Service department
and Marketing department will still remain, but company will cancel Computer
department and Transportation department.
Evaluate needs
The main reason to cancel the Computer department is this department's daily
expense is the highest, and it is not useful for company's main business.
Transportation department has the similar task with Customer service, so from
2005, Customer service will also responsible for keep touch with transport
company.
After combine each other, the company structure in 2005 become above picture
For 2005 human planning, Human Resource department has divided into two
areas to plan, one is from external recruitment, and another is from internal
supervising.
Objective of 2005 human resource planning
For 2005 planning, we should have more efficiency staffs, which came from
university or other logistic companies, also, to establish an internal supervising
system for all the people. To get high-degree people can influence other staff
work more efficiency, to establish an internal supervising system is for reduce
administration costs and resources wasting.
Part One: Recruit new staff
The main purpose of recruitment and training is to deliver a competent
workforce. This section deals with all aspects of the recruitment of staff and
support staff from the placing of external advertisements and the organizing of
recruitment drives, to the management of the staff selection process. The head
of this section is also responsible for managing the Training Centre, which
delivers classroom based training under the two broad headings of negotiation
skill, communication skill.
Recruitment process
The recruitment task will be an important planning for next year. Therefore, we
have planned the recruitment from four aspects: search plan, selection
techniques, timetable and recruitment budget.
Search plan: in order to let the suitable people know our company and be
interested in the job position, we plan to use society media to make
advertisement. In addition, we will make advertisement on some big job
exhibitions and university in order to catch our suitable staff and managers.
Selection techniques: after advertisement for two months, we will begin
selection stage and finish our search plan. In order to find suitable people, we
will design the selection techniques. First are the Shortlist candidates, and then
we will have interview, presentation and test for the applications. Then, we will
conduct referee checks. After that, we will recommend successful candidates
and give thanks to unsuccessful candidates. Attention is that, the selection
decision will come from area manager, only the mangers agree, that we can
select.
Timetable: we plan this recruitment process into five months.
January: prepare for recruitment.
January to February: make advertisement.
March: select suitable candidates and let the successful candidates sign the
contract with our company.
April: write final report to top manager.
Recruitment budget:
1. advertising on public media(100,000-120,000RMB)
1. employment interviews(2,000-5,000RMB)
1. assessing employment applications(500-1,200RMB)
1. applicant reference checking(800-2,200RMB)
Total cost of recruitment will be 103,300-128,400RMB.
Part Two: Training current staff
From last two years result, we found that staff does not have enough
professional knowledge on logistic, so present staff will have an opportunity to
increase their competition power; the training courses will give them more
knowledge that is professional.
Select trainer: The trainer is select by the exam-failed staff, which means all the
failed staff in the knowledge test will train in 2005.
Training process
Next year, our human resource department will design a professional knowledge
test; all the staff allows to take part in. the exam results prepare give to every
one at the end of January. If the mark of exam is lower than 60, the staff
should join to have a training course. The teacher will come from the university;
company will provide free books and equipment. The training course will begin
from February, finish at March. During training time, no staff wills loss their
salary. At the end of March, the course exam will be hold. If staff still not
passes the exam, he wills loss his job opportunity and sacked. The purpose to
train staff is want to every staff have more knowledge that is professional,
company not want to see any staff sacked in the end.
Training budget
1. recruit teachers (1,500-3,000RMB)
1. necessary equipment, such as books and classroom(2,000-4,000RMB)
1. other cost, such as lunch (1,500-3,500RMB)
Total cost of training will be 5000-10,500RMB
Part Three: Establish internal supervising system
This supervising system will focus on the resources wasting. Toto Company
does not have any products to production, so all the costs are from the
administration costs. For example, some people like carry company printer
paper to his house, also, pens, books, folders, are disappeared all the time. In
2003, we bought 4000 folders from outside, but at the end of year, plus 1500
folders we have not use, the company only have 2300 folders, other 1700
folders disappeared in company. So for supervising system, the supervisors will
focus on the official resources. All the supervisors will come from human
resource department, and the department managers will supervise human
resource department. all departments will give a budget administration cost
based on the number of people.
Part Four:Allocate budget
Official resource will depend on the staff number in every department.
Top management: each people will have 2,000RMB budget administration cost,
it will get 20,000RMB for administration budget (10 people)
HR department: each staff will have 500RMB budget administration cost, the
department will get 25,000RMB. (50 people)
Finance department: each people will have 500RMB budget administration cost,
the department will get 35,000RMB (70 people)
Customer Service department: each people will have 500RMB budget
administration cost, the department will get 82,500RMB f (165 people)
Marketing department: each people will have 500RMB budget administration
cost, the department will get 87,500RMB (175 people)
Part Five:Other human resource planning
1. Reducing sickness absence
2. Staff retention
3. Measures to improve leadership
4. The Gender Agenda
5. Implementation of Pay Reforms
Human Resource Policy
Staffs not allow commit and replace other employee to record the working
card, if this kind of action find, the company will reduce 30RMB in salary.
If the staff absent more than five days in one month, the company will
discharge the staff.
Staff not allows disclosing any company information to the media.
Manager should turn off all communication tools (e.g., mobile phone etc),⊄ also
not allow shouting and whisper in the meeting time.
Staff must take care of company property, equipment and production⊄ facilities.
The company not allowed the staff to do the part-time job if the staff is⊄ not
approved.
Conclusion
Toto company operation business only two years, many challenges we will face
to the future. For 2005 human resources plan, the purpose is to find more
suitable staff and mangers to help company to be stronger. In addition, to
establish an internal supervising system for company is an important task in
2005. After design a systematic human resource plan, we believe our company
can get a higher net profit in 2005.

Or

1.HRM= People Dimension in management

HRM has 4 steps:ATMM(Acquisition,Training& development,motivation &
Maintenance)
Getting & keeping good people is critical to the success of every organization
whether it be public or private.

(b) Eassy on Recrutiment

Human Resource Management theories focus on methods of recruitment and selection and highlight the
advantages of interviews, general assessment and psychometric testing as employee selection
processes. The recruitment process could be internal or external or could also be online and involves the
stages of recruitment policies, advertising, job description, job application process, interviews,
assessment, decision making, legislation selection and training (Korsten 2003, Jones et al, 2006).
Examples of recruitment policies within healthcare sector and business or industrial sectors could provide
insights on how recruitment policies are set and managerial objectives are defined.

Successful recruitment methods include a thorough analysis of the job and the labor market conditions
and interviews as well as psychometric tests to determine the potentialities of applicants. Small and
medium sized enterprises (SMEs) also focus on interviews and assessment with emphasis on job
analysis, emotional intelligence in new or inexperienced applicants and corporate social responsibility
(CSR). Other techniques of selection that have been described include various types of interviews, in tray
exercise, role play, group activity, etc.

Recruitment is almost central to any management process and failure in recruitment can create difficulties
for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills.
Inadequate recruitment can lead to labor shortages, or problems in management decision making and the
recruitment process could itself be improved by following management theories. The recruitment process
could be improved in sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading
system, psychological tests, personal interviews, etc. Recommendations for specific and differentiated
selection systems for different professions and specializations have been given. A new national selection
system for psychiatrists, anesthetists and dental surgeons has been proposed within the UK health
sector.

Recruitment is however not just a simple selection process and requires management decision making
and extensive planning to employ the most suitable manpower. Competition among business
organisations for recruiting the best potential has increased focus on innovation, and management
decision making and the selectors aim to recruit only the best candidates who would suit the corporate
culture, ethics and climate specific to the organisation (Terpstra, 1994). This would mean that the
management would specifically look for potential candidates capable of team work as being a team player
would be crucial in any junior management position. Human Management resource approaches within
any business organisation are focused on meeting corporate objectives and realization of strategic plans
through training of personnel to ultimately improve company performance and profits (Korsten, 2003). The
process of recruitment does not however end with application and selection of the right people but
involves maintaining and retaining the employees chosen. Despite a well drawn plan on recruitment and
selection and involvement of qualified management team, recruitment processes followed by companies
can face significant obstacles in implementation. Theories of HRM may provide insights on the best
approaches to recruitment although companies will have to use their in house management skills to apply
generic theories within specific organizational contexts.

Or

The Purpose and Importance of Recruitment are given below:

 Attract and encourage more and more candidates to apply in the organisation.

 Create a talent pool of candidates to enable the selection of best candidates for the organisation.

 Determine present and future requirements of the organization in conjunction with its personnel
planning and job analysis activities.

 recruitment is the process which links the employers with the employees.

 Increase the pool of job candidates at minimum cost.

 Help increase the success rate of selection process by decreasing number of visibly under
qualified or overqualified job applicants.

 Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.

 Meet the organizations legal and social obligations regarding the composition of its workforce.

 Begin identifying and preparing potential job applicants who will be appropriate candidates.

 Increase organization and individual effectiveness of various recruiting techniques and sources
for all types of job applicants

Sources Of Recruitment
Every organisation has the option of choosing the candidates for its recruitment processes from
two kinds of sources: internal and external sources. The sources within the organisation itself (like
transfer of employees from one department to other, promotions) to fill a position are known as the
internal sources of recruitment. Recruitment candidates from all the other sources (like
outsourcing agencies etc.) are known as the external sources of The recruitment.
 SOURCES OF RECRUITMENT

Methods-
There are two types of Recruitment.
1. Internal Recruitment:-fill the vacancy by promotion of
employee.

2. External Recruitment:-fill the vacancy by external source.

There are four popular method of External Recruitment.
a)Job Center
b)Job Advertisement
c)Recruitment Agency
d)Personal Recommendation
or

Recruitment means is the process of searching for prospective employees and

stimulating them to apply for jobs in the organisation.

The recruitment has two types of methods

1.Internal methods
2.External methods

Internal methods

1.present permanent employees

2.present temperary / casual employees
3.Retrenched/retired employees
4.Dependants of deceased disabled ,retired and present employees

External methods
1.Campus
2.Public employment exchange
3.private employment agencies
4.professional association
5.Data banks

2.1 OVERVIEW OF PROCESS

• Assess the need for the job and ensure there is adequate funding for it
• Review the job description to ensure that it meets the present and future requirements
• Review the person specification to ensure it meets the requirements of the job description
• Design the selection process
• Draft the advertisement and select the advertising media
• Short list using the person specification only
• Interview and test short-listed candidates
• Validate references, qualifications and security clearances
• Make appointment

Managers hold the responsibility for ensuring this framework is followed. HR is available
for advice and will assist in general administration of the recruitment process.
3.2 DESIGN SELECTION PROCESS
Managers need to design the selection process they will use, giving consideration to the
following points:
3.2.1 Panel Composition
All interviews for permanent posts must be conducted by a panel. The Manager is responsible
for selecting interview panel members – being mindful of:
• the requirement that the panel consist of at least two people, and if possible, be mixed in
terms of race and gender
• the requirement that at least one panel member has received training on recruitment and
equal opportunities, normally limited to that provided by the IPCC. If not IPCC trained,
the matter should be referred to Human Resources.
• The requirement that each panel member be familiar with anti-discrimination legislation
• The willingness and ability of potential panel members to attend all interviews for the
duration of the recruitment process, to maintain consistency and to ensure fair treatment
of all candidates.

Panel members must be satisfied that their relationship with any candidate:
• Will not improperly influence their decision
• Will not give rise to suspicion about their motives

3.2.2 Selection Tests

Where selection tests are a valid method of assessing a candidate (i.e. effectively measures the
job criteria, is relevant, reliable, fair and unbiased – also considering the predictive capacities of
tests), they are an extremely useful tool and are recommended for use. Managers should seek
advice from HR on the use of such tests.
All psychometric tests used in selection must be developed, administered and interpreted by
accredited people.
3.2.3 Interview Questions
Human Resources hold the IPCC Interview Guides that contain competency based interview
questions. Managers need to ensure they contact Human Resources prior to interview to obtain
copies of these guides.
3.3 ADVERTISING
3.3.1 Advertising of vacancies
The HR Team provides a centralised advertising service for the advertisement of vacancies and
will assist the Manager prepare an appropriate advertisement.
All permanent vacancies are advertised concurrently internally (on the intranet) and externally.
External advertisement is on the IPCC website, generally along with appropriate newspaper
publications and can include the use of agencies where appropriate.
Applications are to be forwarded to the HR Team in the first instance and not directly to the
Manager.
4
3.4 SHORT-LISTING
3.4.1 Short-listing
Short-listing must be completed based on the person specification. New criteria cannot be
introduced to assess the candidates at this stage as it would be unfair. It is the Manager’s
responsibility to complete the short-listing and to ensure the process remains free of unlawful
discrimination. It is desirable that a second person from the panel also participates in the short-
listing process.
Former employees who have been dismissed for misconduct cannot be considered for
appointment. Staff who have taken early retirement or redundancy may be considered on their
merits.
Short-listing notes must be returned to HR for filing and are retained for a period of 6 months.
3.5 INTERVIEWING
3.5.1 Arrangements for interviews
The manager is responsible for scheduling dates and times for interviews directly with the short
listed candidates and notifying the candidates of any selection tests that will be used. The
manager must then notify HR of these arrangements and HR will confirm via letter or email to
the short-listed candidates the following details:
• Date, time and place of the interview
• Instructions on how to find their way to the interview venue
• A request that they contact the author of the letter/message if they have any special
requirements in relation to the interview (related to access to the venue or any other
special need related to a disability)
• If appropriate, details of any test or presentation they will be required to take or anything
they should bring with them (e.g. examples of work or proof of qualifications that are
essential to the post).
\
OTHER REQUIREMENTS
3.8.1 Post interview feedback & notification to applicants
HR is responsible for providing all candidates with written notification of the outcome of their
application. If feedback is requested from an unsuccessful short-listed candidate, the manager
should provide a valid reason to the candidate for rejection together with constructive feedback.
Written feedback will not normally be provided.
3.9 MONITORING RECRUITMENT AND SELECTION (REPORTING)
HR will monitor the recruitment processes to ensure they are not discriminatory and will
provide statistical data to the Senior Executive Group on a regular basis.