Presentation on

Manpower Resourcing
By KISHOR KUMAR SINGH
Human Resource Management

Definition:
HRM is strategic approach to the management of most valuable
assets of the organisation – “the people working there” who
individually and collectively contribute to the achievement of
organisation objective.

In other words, Human Resource Management is mainly focused

in best utilising the manpower by understanding their strength
and weaknesses and engaging them in different occupation so that
their productivity can be increased.

“It considers Manpower as a Resource and not as a variable

cost.”
Human Resource Cycle

 Human Resource Cycle:

1) Selection - matching human resource to jobs.

2) Appraisal
3) Rewards
4) Development – of its high quality employees.
 HRM Roles and Functions

HRM is basically revolve around following roles and functions:

 1) Strategy management
 2) Manpower Resourcing
 3) Human Resource development
 4) Reward Management
 5) Employee and Labour Relations.
 6) Health, Safety and Welfare Management (Risk management)
 7) HR services
MANPOWER RESOURCING
 DEFINIION
Manpower resourcing is a function of ensuring that the organization
obtains and retains the human capital it needs and employ’s them
productively.

Manpower Resourcing address two fundamental questions:

1. What kind of people do we need now and in the current future?
2. What do we have to do to “Attract, Develop and Retain” these people?
MANPOWER RESOURCE PROCESS:

 7 STEPS OF MANPOWER RESOURCING PROCESS:

1) Human Resource planning;
2) Talent management;
3) Recruitment process;
4) Selection interviewing;
5) Selection testing;
6) Introduction to the organization;
7) Release from the organization.
1) Human Resource Planning
Human resource planning determines the human resources required by the
organization to achieve its strategic goals.
It addresses human resource needs of organisation in quantitative and qualitative
terms, which means answering two basic questions:
How many people?
What sort of people?

 Human resource planning is said to consist of three clear steps:

● Forecasting future people needs (demand forecasting).
● Forecasting the future availability of people (supply forecasting).
● Drawing up plans to match demand with supply.

An organization then may have to formulate ‘Make or Buy’ policy decisions.

In practice, organizations tend to mix the two choices together.
2) Talent Management
Talent management is the set of activities to ensure that the organization
attracts, retains, motivates and develops the talented people it needs now
and in the future.

Main approaches of talent management:

 Attraction,
 Retention,
 Motivation and engagement,
 Development and succession planning.

For Internal Talent management, organisation have to be a ‘best place to

work’ and try to become an ‘employer of choice’.
 3) Recruitment Process:
 The aim of the recruitment process should be to obtain at minimum cost the number and quality of
employees required to satisfy the human resource needs of the company.
 The three stages of recruitment process are:
1)Defining requirements – numbers and category of people needed, preparing job descriptions and
specifications, Key result areas, deciding terms and conditions of employment, People specification in
technical, behaviour, qualification and experience competency.
2)Attracting candidates – identifying and evaluating alternative sources of applicants inside and outside
the company, advertising in press/radio/TV, through internet, own career sites, using agencies and
consultants, and colleges and training institutes.
3) Selecting candidates –
 Steps followed in selection of candidates:
A) Application forms collection-
B) Arranging Application, CV and electronic CV
C) Interviewing- Individual interview, Interview panel, Selection Boards.
D) Assessment Centre- several candidates interacting one time like Role play, Group Exercise, Tests.
E) Obtaining references and providing offers.
F) Final step- Confirming the offer, communication of contract of employment.
G) Follow up after Joining for smooth joining process.
4) Selection Interviewing

It is the process of obtaining and assessing the abilities of candidate to

perform the role for which he is going to be recruited.

Different types of Interviews:

 Biographical Interview- knowing biographical details of candidate like
Knowledge, skills and expertise, Personal qualities, Qualifications.
 Structured situation based interview- on given situation, response of
candidate recorded.
 Structured Behaviour Based interview- competency based interview.
 Open End interview- open ended questions interview.
5) Selection Testing Process:
Selection tests are used to provide more valid and reliable evidence of levels of intelligence,
personality characteristics, abilities, skills and aptitudes that cannot be obtained from an
interview.

It is Psychological Test of personality or intelligence.

These measuring instrument are also called “Psychometric Test” or “Mental Ability Test”.
These are objective means of measuring individual abilities and characteristic.

 Type of Selection Test:

1) Intelligence test (verbal or non-verbal test questions)
2) Personality test.
3) Ability test- Job related characteristic test
4) Aptitude test-Job Objective test
5) Attainment test- Test of abilities acquired by experience or training.
6) Introduction to organisation/ Induction:
Induction is the process of receiving and welcoming employees when they first join a company
and giving them the basic information they need to settle down quickly and happily and start
work.

It’s Purpose:
 To smooth out the preliminary joining process.
 To establish quickly a favourable attitude towards company.
 To obtain effective output of his work.
 To reduce the chance of employee early leaving the company.
 Why take care of employee after joining:
 Reducing the cost and inconvenience of early leaving
 Increasing commitment
 Socialising
 Documentation handover of policy, rules, employee book
 To accelerate the progress of learning curve
 Initial brief of company values, mission and objectives
 Introduction to workplace
 Introduction to different departments and its functions.
7) Release from the Organisation
HR has to play vital role while an employment relationship ends due to moving out or due to retirement.

Reason for release:

 Environmental factor- recession, downsizing, right sizing, global competition etc.
 Setting high performance standards and Termination due to Non-Performance.
 Voluntary release- for further carrier advancement, more pay package etc.
 Retirement.

HR Role to manage Organisational release:

 Should be Ethical and professional consideration while handling environmental release
 Manage fair dismissal – in case of dismissal due to contract termination by employee or employer.
 Outplacement- help in giving outgoing employee new work or start new carrier
 Exit interview for voluntary leavers
 Analyse reason of leaving.

Thank you.