Professional Documents
Culture Documents
Human Resource Planning HR planning involves job analysis and forecasting the demand for and supply of labor. Job Analysis Systematic analysis of jobs in an organization Job Description Systematic evaluation of the duties, working conditions,tools, materials, and equipment related to the performance of a job Job Specification Description of the skills, abilities, and other credentials Dr.C.Vijaya Banu required by a job
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HR Planning
We have found the gap, how do we fill this void? How much time should we spend on identifying the right person? Lets follow the trail of what it takes to hire a new team member in an oganization.
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Internal Staffing
The process of promoting staff from within the company
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Internal Searches
School Placement
Employee Referrals
Employee Leasing
Recruitment Sources
Temp Services
Employment Agencies
Advertisements
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Internal Recruiting
Practice of considering present employees as candidates for job openings
External Recruiting
Practice of attracting people outside an organization to Dr.C.Vijaya Banu 10 apply for jobs
Validation
Process of determining the predictive value of Dr.C.Vijaya Banu 11 information
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Reliability
Degree to which selection tool measures the same thing consistently Can be a test or an interview Same questions need to be asked.
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Validity
Relationship between selection tool and appropriate criterion What a selection technique measures and how well it measures Must be proven and relevant to job
Eg: keyboarding skills for data entry clerk.
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Recruitment and Attraction when forming its recruitment plans and choice of media.These might include: Cost Time taken to recruit and select Labour market focus, for example: skills, profession or occupation Mobility of labour geographic and occupational Legislation on sex discrimination, race discrimination and disability
Job description
Personnel description
Performance Feedback
The process through which managers share performance appraisal information, give subordinates and opportunity to reflect on their own performance, and develop, with subordinates, plans for the future.
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Subjective appraisals
Assessments based on a managers perceptions of traits, behavior, or results.
Graphic rating scales Behaviorally anchored rating scales (BARS) Behavior observation scales (BOS) Forced ranking systems
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Figure 12.6
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Information Sources
Objective Production Data Personnel Data Absenteeism Turnover Judgement Data Rating Scales Comparison Methods
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Methods
Rating Scales Graphic Rating Scale Employee Comparison Rank Order Paired Comparison Forced Distribution Behavioural Checklists
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BEHAVIOURAL CHECKLISTS
Written essays Critical incidents Graphic rating scales Behaviorally anchored rating scales (BARS) Multiperson comparisons Management By Objectives (MBO) 360 Degree feedback
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Rater Biases
The halo effect The error of central tendency The leniency and strictness biases
Personal prejudice
The recency effect
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Review performance formally at least annually and more frequently for new employees or those who are performing poorly
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Development
Building the knowledge and skills of organizational members to enable them to take on new duties and challenges.
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Figure 12.4
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Types of training
Interpersonal skills Technical Business Mandatory Performance management Problem solving/Decision making Personal
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Types of Training
Classroom Instruction
Employees acquire skills in a classroom setting.
Includes use of videos, role-playing, and simulations.
On-the-Job Training
Employee learning occurs in the work setting as new worker does the job.
Training is given by co-workers and can be done continuously to update the skills of current employees.
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Types of Development
Varied Work Experiences
Top managers have need to and must build expertise in many areas.
Employees identified as possible top managers are assigned different tasks and a variety of positions in an organization.
Formal Education
Tuition reimbursement is common for managers taking classes for MBA or job-related degrees.
Long-distance learning can also be used to reduce travel and other expenses for managerial training.
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Technology-BasedTraining Methods
CDROM/ DVD/Videotapes/ Audiotapes Videoconferencing/ teleconferencing/ Satellite TV E-learning or other interactive modules.
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Definition
Effective
Career Planning
is about finding a job that works for you, matching who you are to the life you are going to lead. John Lees
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You are
Qualifications & Experience
And more
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Career development Career defined The sequence of positions held by a person during his or her lifetime. Career development Provides for information, assessment, and training, Helps to attract and retain highly talented people Boundary less career A career in which individuals, not organisations, define career progression and organisational loyalty Dr.C.Vijaya Banu 40
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2. Glass ceiling
3. Work/Nonwork issues
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Job Evaluation
Methods for determining the relative worth of jobs in order to set compensation levels
Performance-Based Compensation
Merit Pay Plan
Performance-based pay plan basing part of compensation on employee merit
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Profit Sharing
Group-based incentive plan in which employees are paid a share of company profits
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REFERENCE BOOKS
1. Gary dessler,Human Resource management,Pearson education. 2. K.Aswathappa, Human Resource and Personnel Management-Text and cases,Tata McGraw hill, 3. C.B.Mamaoria and S.V .Gankar, Personnel Management and Industrial relations,Himalaya publications
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