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Unit - II. THE CONCEPT OF BEST FIT EMPLOYEE. - I. Arul Edison Anthony Raj, MBA, M.Phil., PGDIB , ADHRM(UK). Assistant Professor E.G.S. Pillay Engineering College, Nagapattinam. HR PLANNING. - PowerPoint PPT Presentation
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THE CONCEPT OF BEST FIT
EMPLOYEE
Unit - II
-I. Arul Edison Anthony Raj,MBA, M.Phil., PGDIB, ADHRM(UK).Assistant ProfessorE.G.S. Pillay Engineering College, Nagapattinam.
HR PLANNINGHuman resource planning (HRP):
The Process of systematically
reviewing human resource
requirements to ensure that the
required numbers of employees, with
the required skills, are available
when and where they are needed.
Definition of HR Planning
According to Leon C. Megginson, human resource planning is “an integrated approach to performing the planning aspects of the personnel function in order to have a sufficient supply of adequately developed and motivated people to perform the duties and tasks required to meet organizational objectives and satisfy the individual needs and goals of organizational members.”
Objectives of HR Planning
The important obj., of manpower planning in an org., are:
To recruit & retain the human resources of required quantity and quality.
To foresee the employee turnover and make the arrangements for minimizing turnover and filling up of consequent vacancies.
To foresee the impact of technology on work, existing employees & future human resource requirements.
Cont.,
To improve the standard, skill, knowledge, ability,
discipline, etc.
To minimize imbalances caused due to non-
availability of human resources of the right kind,
right number in right time and right place.
HUMAN RESOURCE PLANNING PROCESSHuman Resource
Planning
Forecasting Human
Resource Requirements
Comparing Requirements & Availability
Forecasting Human
Resource Availability
Demand=
Supply
No Action
Surplus of
Workers
Restricted Hiring, Reduced Hours,
Early Retirement, Layoffs,
Downsizing
Recruitment
Shortage of Workers
Selection
Cont.,
Process of HRP consists of the following steps: Analyzing the corporate & unit level strategies.
Demand Forecasting: Forecasting the overall human resource
requirements in accordance with the organizational plans.
Supply Forecasting: Obtaining the data & information about
the present inventory of human resource and forecast the
future changes in the human resource inventory.
HUMAN RESOURCE FORECASTING
Human resource forecasting is the process by which an organization estimates it future human resource needs.
ForecastingForecasting
Human Resource human humanForecasting resource
resourcedemands supplies
Ranges of HR Forecasting
Human resource forecasting may be categorized
into three based on the time frame, as:
Short range forecasting (0 – 2 years),
Intermediate range forecasting (2 – 5 years), and
Long range forecasting (beyond 5 years).
Human Resource Forecasting Techniques
Zero-base forecasting: A method for estimating future employment needs
using the organization’s current level of employment as the starting point.
Bottom – up approach: A forecasting method beginning with the lowest
organizational units and progressing upward through an organization ultimately to provide an aggregate forecast of employment needs.
Cont.,
Simulation: A technique for experimenting with a real –
world situation by means of a mathematical model that represents the actual situation.▪ What would happen if we put 10 percent of the
present workforce on overtime?▪ What would happen if the plant utilized two shifts?
Three shifts?
Forecasting Human Resource Requirements
An estimate of the number and kinds
of employees an organization will
need at future dates to realize its
stated objectives.
Demand forecasting of the overall HR Requirements
Managerial Judgment:
Under this method, managers decide the
number of employees required future
operations based on their past
experience.
Cont.,
Statistical techniques include:
Regression analysis, Ratio-trend analysis
and econometric models
Cont.,
Work study techniques:
Under this method, total production & activities in term
of clear units are estimated in a year.
Then man-hours required to produce each unit is
calculated.
Later, the required number of employees is calculated.
SUPPLY FORECASTING
The future supply of human resources is to obtain the data and information about the present human resources inventory. Existing Inventory: The data relating to present
human resources inventory in terms of human resources components, number, designation-wise and department-wise should be obtained.
Recent Trends in HRP
Outsourcing: Most of the org., started to plan for
outsourcing human resources rather than HRP in
order to
Reduce the cost of human resources
Avoid the difficulties in human resources mgt., &
Reduce the negative implications of overstaffing.
JOB ANALYSIS Job analysis is a systematic
process of gathering and making certain judgments about all of the important information related to the nature of the job.
Job analysis is a systematic way to gather and analyze information about the content of jobs, human requirements, and the context in which job are performed.
Cont.,Job Analysis
A process for obtaining all pertinent job facts
Job DescriptionA statement containing items such as• Job title• Job code• Location• Job summary• Job duties• Working conditions• Approvals
Job SpecificationA statement of the human qualifications necessary to do the job. Usually contains items such as• Education & Experience• Aptitudes• Physical efforts• Physical skills• Communication skills• Emotional characteristics
DefinitionJob analysis may be defined as the process of studying and collecting information relating to the operations and responsibilities of a specific job.
Cont.,
Job analysis provides answers of the following aspects of the job:
What a worker does? (Worker functions)
How a worker does it? (methods and techniques)
What aids are necessary? (machines, tools, equipment's)
What is accomplished? (products/services produced)
What knowledge, skills, abilities are involved?
(qualifications required)
Job Analysis Terminology
Job element: It is the smallest unit into which work can be divided.
Task: It is a distinct work activity carried out for a distinct purpose.
Duty: Its defined area of work (duty in a number of tasks).
Position: It is the set of tasks & duties performed (each person in an org., has a position).
Cont.,
Job: Duties and responsibilities. Job family: A group of two or more
jobs that have similar job duties.Occupation: It refers to a general
class of jobs.Career: Sequence of jobs that an
individual has held throughout his or her working life.
Job description*: Statement of duties & responsibilities of a specific job.
Cont.,
Job Specification: It is a statement of min acceptable human qualities necessary to preform a job properly.
Job Classification: Specified basic such as kind of work or pay.
Job evaluation: Determining the worth of a job in relation to other jobs.
Purpose of Job Analysis
Preparation of job descriptions Writing job specification Legal compliance Job design Recruitment
Cont.,
Selection Performance appraisal Training and development Career planning and development Compensation and benefits Safety and health
Job Analysis Techniques Observation method Interview method Structured questionnaires method Employee diary / log method Technical conference method Structured analysis
Position analysis questionnaire (PAQ) Functional job analysis (FJA)
Combination method.
JOB DESCRIPTIONS
Job description is a written description of what the job entails.
It is a written statement of the content of a job which is derived from he job analysis. It states what the job holder does, how it is done, under what conditions it is done and why it is done.
JOB SPECIFICATIONS
A job specification is a document which states the minimum acceptable human qualities necessary to perform the job successfully.
Actually, the job specification evolves from the job description.
RECRUITMENT
The process of attracting individuals on a timely basis, in sufficient number, and with appropriate qualifications, and encouraging them to apply for jobs with an organization.
Some people use the term ‘recruitment’ for employment.
Definition
According to Edwin B. Flippo defined recruitment as “the process of searching for prospective employees and stimulating them to apply for jobs in the organization”
Objectives To infuse fresh blood at all levels of the org., To induct outsiders with a new perspective
to lead the company, To search or head hunt / head pouch people
whose skills fit the company’s values, To search for talent globally and not just
within the company,
RECRUITMENT PROCESSEXTERNAL ENVIRONMENTINTERNAL ENVIRONMENT
Human Resource Planning
Alternatives to Recruitment
Recruitment
Internal Sources
Internal Methods
External Sources
External Methods
Recruited Individuals
ALTERNATIVES TO RECRUITMENT
Outsourcing: Transferring responsibility for an area of service and its objectives to an external provider.
Contingent Workers: Work as Part timers, temporaries, or independent contractors,
Professional employer organization (PEO): Employee Leasing
SOURCES OF RECRUITMENTSources of Recruitment
Traditional Sources
Modern Sources
Internal InternalExternal
External Job Posting Campus Employee Walk-in
Application Job Bidding Recruitment Referrals Consult in Re-trenched / Private Employment Head Hunting Retired Employees Agencies/Consultants Body shopping Dependents of Deceased Public Employment Mergers and Disabled, Retired Exchanges Acquisitions and present Professional Tele Employees AssociationsRecruitment
Data Banks OutsourcingCasual Applicants Job FairSimilar Advertisingorganizations / CompetitorsTrade Unions
SELECTION The process of choosing from a
group of applicants those individuals best suited for a particular position and organization.
Definition According to P Subba Rao defines, after
identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization, the management has to perform the function of selecting the right employees at the right time. The obvious guiding policy in selection is the intention to choose the best qualified and suitable job candidate for each unfilled job.
Essentials of Selection Procedure
Someone should have the authority to select. This authority comes from the employment requisition, as developed by an analysis of the work-load and work-force.
There must be a sufficient number of applicants from whom the required number of employees may be selected.
Organization for Selection
The manner in which tasks & responsibilities for accepting or rejecting candidates should be shared by line & staff executives must be laid down.
The personnel development should eliminate unsuccessful candidates.
Cont.,
Line executive is ultimately vested with the authority either to accept or to reject a candidates.
The personnel officer has a duty to see that the right types of personnel are selected and placement is done wisely.
SELECTION PROCEDURE
Selection procedure employs several methods of collecting information about the candidate’s qualifications, experience, physical & mental ability, nature and behaviour, knowledge, aptitude & the like of judging whether a given applicant is suitable or not for the job.
Cont.,
The selection procedure is not a single act but is essentially a series of methods or stages by which different types of information can be secured through various selection techniques.
Steps in Scientific Selection Process
Development of Bases for SelectionApplication / Resume / CV / Bio-data
Written ExaminationPreliminary Interview
Business GamesTests
Final InterviewMedical Examination
Reference ChecksLine Manager’s Decision
Job OfferEmployment
Job Analysis
Human Resource Plan
Assess the Fit b/w the Job & the Candidate
Recruitment
PLACEMENT When once the candidate reports for
duty, the organization has to place him initially in that job for which he is selected.
Immediately the candidate will be trained in various related jobs during the period of probation of training or trail.
Cont.,
The organization generally decides the final placement after the initial training is over on the basis of the candidate’s aptitude and performance during the training / probation period.
Probation period generally ranges between six months to two years.
Cont.,
If the performance is not satisfactory, the organization may extend the probation or ask the candidate to quit the job.
If the employee’s performance during the probation period is satisfactory, his services will be regularized & he will be placed permanently on a job.
Employee Placement Process
Collect details about the employee
Construct the employee’s profile
Match between sub-group profile & individual’s profile
Compare sub-group profile to job family profile
Match between job family profile and sub-group profile
Assign the individuals to the job family
Assign the individual to specific job after further counselling &
assessment.
Problems in Placement
Employee expectations Job expectation / description Change in technology Change in technology Changes in organizational structure Social and psychological factors
How to Make Placement Effective
Job rotation Teamwork Training and development Job enrichment Empowerment
INDUCTION / ORIENTATION
Introducing the new employee who is designated as a probationer to the job, job location, surroundings, organization, organizational surroundings and various employees is the final step of employment process.
Cont.,
“Induction is the process of receiving and welcoming an employee when he first joins a company and giving him the basic information he needs to settle down quickly and happily and start work”.
Purposes of Orientation
To create a favorable impression To reduce anxiety and hazing To develop realistic job expectations To reduce start-up costs To save time and effort To improve new worker productivity To reduce turnover To reduce conflict To strengthen organization culture
Orientation Process
General orientation (by the staff of the HR department)
Specific orientation (by the job supervisor) &
Follow-up orientation (by either the HR department or the supervisor)
SOCIALIZATION Socialization strategies is used for
orienting new employees Orientation is a narrow term (only a small
part of the overall socialization process). Socialization may be defined as a process
of adaptation to a new culture of the organization.
Cont.,
When one begins a new job, or accept a lateral transfer, or get a promotion, one is required to understand the new dynamics, new environment, different work activities, a new boss, etc., and adapt accordingly.
The socialization addresses these issues.
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