Human Resource Management: Prof. Debasish Dutta
Human Resource Management: Prof. Debasish Dutta
Human Resource Management: Prof. Debasish Dutta
Management
Prospects Procurement
HRM
Industrial
Remuneration
Relations
Maintenance Motivation
Difference Between HRM and PM - 1
HR is all encompassing
HR includes HRD and more
HR goes far beyond the traditional Personnel function
HR is more proactive and change oriented
HR needs competencies of a different nature from
what the traditional personnel function required
Importance of HRM
Human Resource Management is important to all
managers despite their various functions because
of the following reasons-
Hire the right person for the job
Low attrition rate
Ensure people do their best
Time saved in not conducting useless interviews
Avoid legal action for any discrimination
Safety laws are not ignored
Equity towards employee in relation to salary etc.
Effective training
Avoid unfair labour practices
HUMAN RESOURCE PLANNING
Human Resource Planning
External factors
Supply and demand Internal factors
Unemployment rate Recruitment policy
Labour Market HRP
Recruitment Size of the firm
Political
Social Cost
Sons of soil Growth
Image Expansion
Building Pool of Candidate
INTERNAL EXTERNAL
SOURCES OF RECRUITMENT
INTERNAL EXTERNAL
50 New hires
100
Offers made (2:1)
150
Candidates interviewed (3:2)
200
Candidates invited (4:3)
1200
Leads generated (6:1)
Internal
versus
External
Recruitment
Advantages & Disadvantages
Internal Recruitment
Advantages Disadvantages
1. It is less costly 1. It perpetuates the old
concept of doing things
2. Candidates are already 2. It abets raiding (make a
oriented toward organisation person provide something)
3. Organisation have better 3. Candidate’s current work
knowledge about the may be affected
internal candidates
4. Enhancement of employee 4. Politics play greater role
morale and motivation
5. Good performance is 5. Morale problem for those
rewarded not promoted
External Recruitment
Advantages Disadvantages
1. Benefits of new skill, new 1. Better morale and
talent and experiences to motivation associated
organisation with internal recruiting is
denied to the
organisation
2. Compliance with 2. It is costly
reservation policy becomes
easy
3. Scope of resentment, 3. Chances of creeping in
jealousies and heartburn false positive or false
are avoided negative error
SELECTION
Selection
Selection is the process of
differentiating between applicants in
order to identify those with a
greater likelihood of success in a
job.
Selection
The selection of a candidate with
the right combination of education,
work experience, attitude, and
creativity will not only increase the
quality and stability of the
workforce, it will also play a large
role in bringing management
strategies and planning to fruition.
Factors affecting selection
External environment
Supply and demand of specific skill
Unemployment rate
Legal and political considerations
Company’s Image
Factors affecting selection
Internal environment
Company’s policy
HRP
Cost of hiring
Process of selection
Preliminary Interview
R Selection tests
E
J Employment Interview
C
Reference & background
T
E Selection Decision
D
Medical Examination
Job Offer
Employment Contract
Evaluation
Basic Testing Concepts
Generally tests are administered to
determine the applicant’s –
Ability
Aptitude
Personality
Interest
Basic Testing Concepts
Ability tests
Lack of validity
Biases
Preparing for the Interview
Abundant research exists that reliability and
validity of the selection interview are higher when
an interview is structured, planned and
standardized in form. This approach fosters a
comprehensive investigation of the applicant's
background, precludes personal and non-job-
related questions, and increases impartiality in
qualification assessment. Therefore, an interview
plan is strongly recommended.
1 2 3
Formal
Objectives of Interview
Helps obtain additional information
from applicant