Beruflich Dokumente
Kultur Dokumente
H RM
Planning,
organizing,
directing and controlling of
the
procurement,
development, compensation,
integration, maintenance and
reproduction
of
human
resources.
s
t
p
e
c
n
o
C
R
H
c
i
s
a
B
Hiring the right people for
the
right
jobs
and
motivating, appraising, and
developing them
Getting results
E
P
O
C
S
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.
S
N
O
I
T
FUN C
g
n
i
n
n
a
l
P
e
c
r
u
o
s
Re
n
a
m
u
H
s
i
s
y
l
a
n
A
b
Jo
Systematic
process
of
determining skills, duties,
and knowledge required for
performing
jobs
in
organization.
Process of collecting and
studying information relating
t
n
e
m
t
i
u
r
c
Re
The process of seeking and
attracting a pool of people from
which qualified candidates for
job vacancies can be chosen.
The
process
of
discovering
potential candidates.
The
process
of
attracting
individuals in sufficient numbers
n
o
i
t
c
e
Se l
Hire or No Hire decision
regarding each applicant for
a job.
Choosing
qualified
individuals who are available
to
fill
the
positions
in
organization.
Selection Process
Initial or preliminary Screening
Application blank or blanks
Psychological Test
Employment interview
Check of references
Approval by the supervisor
Physical examination
Induction or orientation
G
N
I
N
E
E
R
C
S
y
r
a
Prelimin
Used
to
eliminate
unqualified candidates.
Generally,
there
is
no
paper work at this stage.
If the applicant looks like
he can qualify for existing
job openings, he or she is
k
n
a
l
B
n
o
i
t
a
c
i
l
App
Application blank is used to get information
from
prospective
applicant
to
help
management to make a proper selection.
It quickly collects the basic data about a
candidate.
It is also useful to store information for
future use.
An application forms consists of
Biographical data
Educational achievements
Salary and work experience
Personal items
Names and addresses of previous employers, references, etc.
t
s
e
T
l
a
c
i
g
o
l
o
h
c
y
s
P
Most
organizations
do
not
use
psychological tests for selection.
But larger the size of the firm, more are
the chances of using psychological
tests.
Larger companies that can afford to
conduct psychological tests do so to
have a more detailed and accurate
selection procedure.
Smaller companies are more dependent
on interviews.
17
w
e
i
v
r
e
t
n
I
t
n
e
m
Employ
s
w
e
i
v
r
e
t
n
I
f
o
Types
Preliminary interview These interviews are used for initial
screening of applicants to know whether to proceed for a
detailed interview or not. The applicant is given job details
during the interview.
Stress interview Pressure is created on the applicants to
know how they handle stress. It helps to get an insight into
the personality of the applicant which would not be
possible in tension free situations.
Depth interview These interviews cover the complete life
history of the applicant like work experience, academic
qualifications, health interest, hobbies, etc. It is good for
executive selection.
Patterned interview These interviews are a combination
of direct and indirect questioning of the applicant. The
interviewer knows which areas should be queried in detail
and he also encourages the candidate to talk freely.
19
s
e
c
n
e
r
e
f
e
R
f
o
Check
e
h
t
y
b
l
a
v
o
r
App
r
o
s
i
v
r
Supe
21
Congrats!!
You have
been
selected
l
a
c
i
s
Phy
n
o
i
t
a
n
i
m
a
x
E
Physical examination is done to
check whether the applicants
physical capabilities match with
the job requirements or not.
N
O
I
T
C
INDU
It is a systematic and
planned
introduction
of
employees to their jobs,
their co- workers and the
organization.
It
is
the
introducing
process
of
the
new
t
n
e
m
p
o
el
v
e
D
&
Training
nt
e
m
p
o
l
e
v
e
D
.
s
V
g
n
i
n
i
a
r
T
e
c
n
a
m
r
Perfo
ls
a
s
i
a
r
p
Ap
ds
o
h
t
e
m
ts
n
e
d
i
c
n
i
Critical
d
n
a
g
n
i
n
n
a
l
P
r
t
n
Caree
e
m
p
o
l
e
v
e
D
r
Caree
Career Planning
The
process
of
managing
career goals and individual
capabilities with opportunities
for their fulfillment.
Career Development
Manages how a person grows
n
o
i
t
a
s
n
e
p
m
Co
Monetary and non-monetary pay
provided to an employee by an
employer Financial
in
return
for Non Financial
work
performed as required.
Wages and
Salary
Hourly
wages and
monthly
rates salary
Incentives
Individual
plans
Group plans
Fringe
benefits
CPF
Gratuity
Medical etc.
Perquisites
Job content
Company
car
Club
membership
Furnished
house
etc.
Challenging job
responsibilities
Supervision
Growth
prospects
Working
conditions
Etc.
n
o
i
t
a
l
e
R
e
e
y
Emplo
Employee and employer relations describes
the relationship between workers and
employers in business.
n
o
i
s
u
l
Conc
THANK YOU