It is very important for an employer to design a recruitment process for hiring the best professionals within a given time frame. Though the process of recruitment may differ from organization to organization, it has more or less similar steps. Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The recruitment process comprises five interrelated stages, viz, Planning. Strategy development. Searching. Screening. Evaluation and control. The ideal recruitment programme is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organisation, when offered. Recruitment programmes can miss the ideal in many ways i.e. by failing to attract an adequate applicant pool, by under/over selling the organisation or by inadequate screening applicants before they enter the selection process. Thus, to approach the ideal, individuals responsible for the Continue reading
Human Resource Management
Human Resource Management (HRM) is branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities.
Recruitment â Definition, Process, Need and Purpose
People are integral part of any organization today. No organization can run without its human resources. In todayâs highly complex and competitive situation, choice of right person at the right place has far reaching implications for an organizationâs functioning. Employee well selected and well placed would not only contribute to the efficient running of the organization but offer significant potential for future replacement.  Recruitment comes at this point of time in the picture. Recruitment is a strategic function for HR department. Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. A formal definition states, âIt is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when Continue reading
360-degree Performance Appraisal
Traditional performance appraisals, as discussed above, can be both subjective and simplistic. At times, they can also be deemed to be âpoliticalâ. In an attempt to improve this methodology, some companies have turned to 360-degree appraisals. 360 appraisals pool feedback from a departmentâs internal and external customers to ensure a broader, more accurate perspective of an employeeâs performance. 360-degree performance appraisal is an attempt to answer the question: âHow can a supervisor evaluate an employee he or she sees only a few hours each week?â Using internal and external clients 360-degree performance appraisals offer an alternative by which organizations may gain more useful performance information about employees. Because all clients/customers an employee comes into contact with can conceivably have input into the performance appraisal, this methodology can also makes them more accountable to their customers. Using a courtroom metaphor, one could say that, rather than having a single person play Continue reading
External Recruitment
The sources of recruitment can be classified into two types, internal and external. Filling a job opening from within the firm has the advantages of stimulating preparation for possible transfer of promotion, increasing the general level of morale, and providing more information about job candidates through analysis of work histories within the organization. A job posting has a number of advantages. From the view point of the employee, it provides flexibility and greater control over career progress. For the employer, it should result in better matches of employee and job. In most instances, the jobs are posted on notice boards, though some carry listings in the company newspapers. The posting period is commonly one week, with the final decision for hiring being completed within four weeks. Internal applications are often restricted to certain employees, the guidelines for one company including (1) âgoodâ or âbetterâ on most recent performance review; (2)Â Continue reading
Different Theories for Managing Compensation
The basic purpose of wage and salary administration is to establish and maintain an equitable wage and salary structure. Its secondary objective is the establishment and maintenance of an equitable labor-cost structure i.e., an optimal balancing of conflicting personnel interests so that the satisfaction of employees and employers is maximized and conflicts are minimized. The wage and salary administration is concerned with the financial aspects of needs, motivation and rewards. Managers, therefore, analyze and interpret the needs of their employees so that reward can be individually designed to satisfy these needs. The word âsalaryâ is defined in the Oxford Dictionary as âfixed periodical payment to a person doing other than manual or mechanical workâ. The payment towards manual or mechanical work is referred to as wages. The word pay refers to the payment for services done which would include salary as well as wages. Wages are commonly understood as price Continue reading
Job Training Techniques â Different Methods of Training Employees
The aim of training and development programs is to improve organizational capabilities and employee ability. When the organization invests in improving the skills and knowledge for its employees, the investment will lead to more productive and effective employees. Successful Training and development programme focuses on employee performance or team performance. Training and development programmes should be based on training needs identified by their analysis, that money and time invested in training and development should be related or linked to the mission or core business strategy of the organization. Training and development can be classified as external and internal. Externally training and development can be provided by private training organizations and co-workers, while Internal training can be on-the-job or off-the-job. On-the-job training is a training being instructed by another trainer, fellow worker or supervisor while off-the-job training provided by the organization in the form of demonstrations and lectures, but far away Continue reading