The Personnel Manager’s part’ in dealing with –. Human resource management process 155,990 views. (iii) Interests tests, i.e., tests to determine the preferences of an applicant for occupations of different kinds. But there is also the human side, the face-to-face contact with the employee by the Personnel Manager or his deputy. Merit): Now arises the question of a suitable criterion for promoting employees within the organisation. Human Resource Department is an integral part of any organization. To take an example, psychologists may find a young man well suited for an engineering job. His performance on the task is evaluated relative to that of the other candidates. An explanation of the discrepancy will probably throw some light on this character and personality. These documents consist of all the details regarding the treatment to be given to the employees in the organization and help the employees in recognizing the culture of the organization. Each position should be filled by one who wants it. It is not intended to imply that all the methods are useless, but they must not be regarded as anything like a complete and fool proof solution to the problem of selection. 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. A promotion is the transfer of an employee to a job that pays more money or one that enjoys some preferred status. In fact, the quality of work done by him may not be up to the mark for lack of proper training. There are two general approaches to instruction: i. Instruction by absorption leaves men on their own to sink or swim. Employee Selection:. Job evaluation is the rating of jobs according to specific planned procedure in order to determine the relative worth of each job. It is suited for teaching relatively simple production and clerical operations to new employees. ii. We use primary data for collecting the relevant information for our report through the Senior Manager of HR department Mehwish Hasan. When an employee is demoted, his pride suffers a more severe jolt than it does when he is superseded by his junior. A person suffering from any disease may spread it amongst other workers. In highly emotional cases, including drunkenness, it is wise never to make a decision on the day the incident happens, but to wait until the next day. Personnel transfers are, on the other hand, those movements of the workers which are made primarily to meet the needs of employees. The Human Resource Management System. Undoubtedly, doors should not be barred to outsiders, who may bring valuable new ideas, and save the firm they join from going to sleep, but the “discards” of the other plants should be avoided. To ensure the selection of the right type of persons for various jobs, the techniques of psychology may be applied in a systematic manner. 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. Recruitment:. Employees are the biggest asset of every organisation as their productivity levels are directly proportional to the organisation’s success. This is the essence of a sound policy of personnel employment. He is unknowingly losing at least the same amount of money as would be required in conducting a training programme without deriving its positive advantages. Employment Ex­changes have been set up under this service. This is obviously important from the point of view of the employer. Untrained workers may develop a feeling of dissatisfaction towards their jobs and may leave the concern quite frequently and in large numbers, making for a high percentage of labour turnover with its attendant evils. This entails to the process of officially offering the job to the ideal candidate and giving them … If you would like to know more about how HR management adds value to an organisation, you can watch the video below for further insight. But quite often, the exchanges are not able to supply all the requirements of a concern and consequently a concern may be forced to resort to other methods of recruitment. Recommendations of the Existing Employees: In order to encourage existing employees, some concerns have made it a policy to recruit further staff only from the relatives of their existing employees. This method of training refers to a joint programme of training in which the technical institutions and business houses co-operate. If this register is used to recruit casual workers in place of the regular workers who happen to be absent, the badli workers would go to the factory gate almost every morning to find out whether their services are required for the day or not. On the other hand, an employee may want to leave either because he is dissatisfied with the conditions of service or unfair treatment, or because he is getting married and leaving the district or for some other genuine reason. For this purpose, the character of an industrial operation may be analysed by the job analysts and a detailed description of the job (called job description) may be prepared. At this stage, the candidate’s own preferences may also be ascertained. Besides, some other factors may be a marginal wage rise with increased responsibility, frequent transfers or tours on the new job. Before publishing your Articles on this site, please read the following pages: 1. The weaknesses of human resource management include time, cost and standardized policies that aren't right for every employee. It’s likely that employees will feel valued and want to stay with a company that places a premium on employee retention and engagement. Responsibility involved and initiative required. Misfit and dissatisfied men are burdens. v. It acts as a criterion to be used by the employment office to judge the effectiveness of its own selection. The top management will, however, be well advised to consult the Personnel Department on this point. as a penalty for insubordination or misconduct) should be a last resort decision since it is a severe penalty just short of discharge. Such a feeling of dissatisfaction among the employees is fatal to the organisation. If the employees get rewards for their best performance, they will get job satisfaction. Promotions are transfers to higher pay and better work for the merit; the making of them stimulates employees to earn merit. Redundancy of operators may occur because of the completion or cancellation of contract or other outside economic factors and retrench­ment of usually the last employees to join may become necessary. It is of utmost importance that the right type of men should be put on different positions in a concern. coc hack no survey says: July 10, 2019 at 3:45 am. In fact, it was used during World War II to train a large number of unskilled and semi-skilled workers quickly. (a) For disorderly conduct, or (b) for unsatis­factory work, is the complement of his tasks in recruitment, training and promotion. The recruitment process is an important part of human resource management (HRM). 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 forward-thinking companies today, Human Resource Management focuses on the recruitment, direction, and management of human assets, and making strategic plans for the future. Human Resource Management procedure categories Human resource planning (Recruitment, Selecting, Hiring, Training, and various other processes). Key Human Resource Management Policies & Procedures. Workers for a factory can be given similar tests (i.e., trade tests) to find out their capabilities for the type of job for which they are being considered. The personnel man plays a more important role to see that the person selected will fit in the group in which he is expected to work, has the ability to get along with others and to ensure that the rules and regulations prescribing the standards for recruitment are uniformly and meticulously observed. They can put in their best with an eye on promotion within the organisation. Here at MITSDE, we entail all our candidates with requisite skills so that they can follow as these processes effectively. The chief drawback of such training consists in the fact that it usually lasts over a long period of time. If that is done, the organisation would be shutting itself out to the new ideas which the fresh blood from outside may bring along with it. Demotion becomes necessary due to several factors, both organizational and employee-oriented: i. 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. Educational and technical qualifications. Human Resource Management Process – 6 Step Process: Recruitment, Selection, , Training, Promotion & Transfer and Demotion, Step # 3. Human Resource Management Initial Issue March 2005 Last Update May 2013 . It is not compulsory yet for the private employers to use the employment exchanges for recruitment of their workers, but the Government is considering a proposal to make it compulsory for them to do so. Perhaps a job is created or modified to fit him. 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. Human resources is the building block of progress and is responsible for technology and its implications in the business world. I am constantly browsing online for ideas that can help me. Where a worker’s leaving reflects discontentment, the Personnel Officer should see to it that the weakness in organisation or supervision is removed, and if possible, the good employee is retained. Design recruitment and training: They are significant because they cull the right kind of people … The rate of labour turnover, therefore, indicates the extent to which the composition of the labour force undergoes changes. The concern may, therefore, stagnate or deteriorate. The form must be designed to elicit full information about the candidate particularly with regard to his educational qualifications, his experience, his interests, etc. Recruitment should be conducted in an organised manner preferably by the personnel department. The rate of separations will be found as follows: It should be noted that a high rate of labour turnover means a heavy drain on a concern. But with the passage of time, many of the methods and instructions may be lost sight of, or forgotten. Disciplinary procedures are a critical tool for management to succeed. Reply. It has usually been found that if such persons are promoted to better and higher jobs, they can find satisfaction in their work and can work for the benefit of the organisation. From these flow the principles upon which managers are expected to act when approaching HR matters. The employers must ensure all these factors to build employee relationships that in turn garner better employee retention. (iii) Under-utilisation and mishandling of equipment – The newly employed worker may not be able to utilise the equipment to the fullest extent, and may be responsible for breakage of equipment and wastage of materials during the training period. Those involved in human resource management does more than hiring and firing, they make sure that every type of external influence is listened to and proper procedures are followed to avoid lawsuits and sanctions. At the same time, it must be recognised that human resource management is inherent in the process of management… In most of the organisations, at least some of the vacancies are filled through promotion from amongst existing workers. This can be done by providing them with fair rewards so that they work in their optimum productivity levels. For this purpose, a form is sent to the candidates who are qualified. In both cases, both the employee and the employer suffer. There should be an understanding between the workers and the management that promotions will be made on the basis of ability and seniority considered together. Having selected the most suitable persons for the various categories of jobs in the concern through the application of scientific techniques, it becomes necessary to arrange for their training. For each procedure, provide the title of the position responsible for overseeing the procedure, such as the director of human resources. A person, however capable and competent, cannot do his best at a job unless he is systematically trained in the correct methods of work. If the job is given to a person who is not properly qualified for it, it may not be done well and again there will be a loss for the employer. The apprentices are paid their remuneration according to the apprenticeship agreements. The selection process can be defined as the process of selection and shortlisting of the right candidates with the necessary qualifications and skill set to fill the vacancies in an organisation. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and … Analyze your current HR capacity in light of your goals. Training and Development 3. Thus, if an employer thinks that he is saving some money by dispensing with a training programme for workers, he is highly mistaken. If there is a permanent vacancy, recruitment may be made from amongst the badli workers. 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. Both of these are types of production transfers. HBL, Pakistan's largest bank, … But it should not be taken to mean that all vacancies occurring in an organisation should be filled up through promotions. Human Resource Audit is a comprehensive method of objective and systematic verification of current practices, documentation, policies and procedures prevalent in the HR system of the organization. A promotion by leaving a position vacant creates an opportunity for a stimulating series of promotions below it. If a man, who has reached a position, after successfully filling various positions over a period of 20 years, and finds himself incapable of handling the job fully successfully, he may ask to be permitted to revert to his old job; provided the situation is properly handled. Very frequently, however, the knowledge of the firm and its methods possessed by “insiders” will make them more suitable for the higher posts than any outsider could be. Employees must be systematically trained if they are to do their jobs well. Seniority is an objective basis for promotion. A job specification may be defined as a catalogue of various qualities which a person doing a job should possess. Demotion is used as a punitive measure; it is a punishment for incompetence or mistakes of serious nature on the part of an employee. (v) Added overtime – Regular workers may have to be paid overtime in order to make up the deficiency caused by the new, inexperienced worker under training. From the point of view of the employer also, it will not be worthwhile to employ such a worker because he will tend to be inefficient for want of interest. Strategic Human Resource Management Process. HR professionals must also be prepared to handle a variety of processes including onboarding, training, compensation and benefits, employee relations, and performance evaluation. It will be appreciated that vocational selection requires two things- first, knowledge regarding the qualities or traits which a person should possess in order to do a given job properly; secondly, the measurement of qualities possessed by a candidate for the job. He is instructed by an experienced employee or a special supervisor. The object of such training is to make the trainees all-round craftsmen. The management is usually inclined to place a premium on ability of the person under consideration while unions appear to favour seniority or length of service as the sole basis for promotion. In India, the employment exchanges were established only after the Second World War for the resettlement of Ex-Servicemen. Accordingly, training of workers may be of the following types: Induction refers to the initial training provided to workers on their admission to an organisation. An assessment of your HR capacity will help … Thus, if a worker does not do well at one job, a transfer will serve his and the company’s purpose better than an outright dismissal. 2. Standard Operating Procedures TABLE OF CONTENTS SECTION 1: HUMAN RESOURCE MANAGEMENT AND PLANNING Policy # 1-10 1-20. Promotion should be made for trial periods. Recruitment, Selection and Placement 2. Human resource management process is a systematic process of managing people working in the organization. However, Performance Management System may vary from one organisation to another. Further, important issues are identified for inclusion in the form… The task of filling jobs with the right sort of people is known as vocational selection. (ii) Discharges, i.e., the dismissal of workers from service by the employer on account of violation of rules, dishonesty, disobedience, laziness, habitual absenteeism, etc.. (iii) Lay-offs, i.e., suspension of workers owing to lack of adequate work or shortage of materials. If promotion depends upon merit, it will be the endeavour of everybody in the organisation to work for it. It should ask for definite information. The HR policies and procedures manual and employee handbook form the backbone of an organization. The management will be dissatisfied because the person cannot do his job well and the employee will be dissatisfied because he will not get any further promotion. The right type of guidance in such a case would also take into account the financial position of the candidate. Recruitment is defined as a process that provides the organization with a pool of qualified job candidates from which to choose. Another aspect of selection is the extent of participation of the Personnel and Line Officers in the selection procedure. Promotions are the proper answer to the argument that an employee must not do his present work conspicuously well or he will always be held upon it. It is the responsibility of HRM to convert the human resources into skilled and quality human resources and for this a proper process should be followed to recruit, select, train and place human resources in any organisation. When a promotee is not able to meet the demands of the new job, he feels inadequacy in terms of job performance and may request to revert to the old job. The task of matching the man to the requirements of the job becomes very difficult. "Human resource management (HRM, or simply HR) is the management process of an organization's workforce, or human resources. Such training is provided to workers with the object of increasing their knowledge about their respective jobs as also of enhancing their efficiency. Where ability and length of service are considered as a part of seniority, merit rating can be of great assistance. The people management is not a primary role of Human Resources; it just helps managers lead teams. It is better to have each position filled by a man who is barely competent to fill it than to have it filled by a man who should have a much better position. Usually this is not done for recruiting unskilled workers, but this is the usual method for recruitment of skilled workers, clerical staff and for higher staff. The task of guiding a person as to what sort of job he should have is known as vocational guidance. Discharge is the easy way but not necessarily the sound one. In the first place, training brings about an improvement of the quality and quantity of output by increasing the skill of the employees. Acknowledging the Objectives of Human Resource Planning. This acts as a satisfying recognition of the logical claim that the opportunities within an establishment belong to those who are members of its labour family rather than to outsiders. Human resource policies are continuing guidelines on the approach of which an organization intends to adopt in managing its people. The learner is given every opportunity to develop as rapidly as possible and is encouraged at every step. This is important because a person of poor health may generally be absent and the training given to him may go waste. Human Resources maximizes the performance and the potential of the organization. Some managers are reluctant to demote an individual. The processes are stated below: These core processes should go in a step by step manner starting from planning of Human Resource Management (HRM) to Employee relations. Ample opportunity must be given to the employee to explain his side of the case. According to the ‘Position Rotation Plan’, supervisors may work in different positions by rotation. Promotion is, in a sense, an increase in rank and demotion is decrease in rank.”. For this purpose, it may become necessary to send them to vocational schools for some time for the study of arithmetic, workshop mathematics and learning operation of machines. Promotion is a means of filling up vacancies which occur in any organisation from time to time. Nevertheless, the interview is positively useful if it is supplemented by other devices and techniques of selection. Separations can be of the following types: (i) Quits refer to workers leaving on their own accord. On-the-job, training takes place in the department on the equipment where the employee will work. If it is adopted, the manage­ment will enjoy no discretion in this matter and everybody in the organisation will know for definite his place in order of importance. Very often, because of certain pressures, a man is appointed but then no one knows what to do with him. HRM is often referred to simply as human resources (HR). Even a competent man may, sometimes, not be able to work harmoniously with his colleagues. The first step in the direction of employing people is requisitioning of workers by the supervisor in whose department vacancies arise. It is on the basis of the results of these various tests that the candidate would be finally selected but before he is given a job on permanent basis it would be better to try him out for a few weeks in the factory itself. The firm’s policy makes this the occasion for a souvenir presentation. Aptitude tests may be administered to find out the special mental and manipulative abilities of the candidates for the jobs for which their suitability is being considered. This provides encouragement to workers to work for promotion. It is very important for an industrial concern to be adequately staffed. Selection is quite a necessary process in HRM. Above all good will is generated, as in the final analysis, training programme is a reflection of management attitudes. The candidate may give information which is contrary to what he gave in his original application. Matters like hours of work, rest period, work on holidays and overtime should be carefully explained. This website includes study notes, research papers, essays, articles and other allied information submitted by visitors like YOU. A few candidates are generally invited for personal interview. The hired candidates are given training and their skills are brushed so that they become more efficient in their work and handle future challenges. 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 job evaluation, by means of analysis as to their requirements, and merit rating showing capacities of individual workers, will open natural lines of transfers and promotions. There are various methods of recruiting labour. 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 will improve relations between the employers and employees. Charts showing job requirements in terms of ability, experience, education, etc., should be drawn up on the basis of job analysis. So, these were the core processes of HRM. According to Paul Pigors and Charles Myers, “Seniority should be considered, but only when the qualifications of two candidates for a better job are, for partical purposes, substantially equal.”. Name Human Resource Management SOP Human Resource Services SOP Appendix A: Human Resource Request Form. In the ideal situation every step in learning the job by the new employee has been planned in advance. 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