The trainees serve as apprentices to experts for long periods, say, seven years. Charts showing job requirements in terms of ability, experience, education, etc., should be drawn up on the basis of job analysis. Before publishing your Articles on this site, please read the following pages: 1. Demotion becomes necessary due to several factors, both organizational and employee-oriented: i. The establishment of the National Employment Service in 1945 has helped in improving the methods of recruitment. In any Human Resource Planning model there are three key elements which the management should adhere to: Forecasting recruitment needs: There are a number of ways in forecasting your business needs, to know the exact number of employees required to run the business. It is important for the management of an industrial organisation to recognise the two methods of filling up vacancies, namely- (i) promotions within the organisation, and (ii) recruitment and selection of suitable persons from outside. It is not intended to imply that all the methods are useless, but they must not be regarded as anything like a complete and fool proof solution to the problem of selection. Training is a corner-stone of sound management. Thus human resource management is only a part of the management process. Thus, if a worker does not do well at one job, a transfer will serve his and the company’s purpose better than an outright dismissal. iii. Human resource management executes your company's policies and responsibilities toward its employees, including hiring and firing and providing benefits. The job description includes- (i) what the worker does in a particular job, (ii) duties and responsibilities of the worker, (iii) location of work and equipment used, (iv) working conditions, (v) training and education needed, (vi) hours of work, and (vii) opportunities for promotion. Merit rating is used for the following purposes and reasons: i. The human resource management process ensures that the organisation leads by example and the firm’s actions fall in line with its vision. They define the philosophies and values of the organisation on how people should be treated. Dale Yoder defines Demotion “as a shift to a position in which responsibilities are decreased. For each procedure, provide the title of the position responsible for overseeing the procedure, such as the director of human resources. Scientific plans of rating the workers, i.e., assessing their relative worth on the basis of an evaluation of their performance, should be devised to consider the claims of workers for promotion. The employers must ensure all these factors to build employee relationships that in turn garner better employee retention. ii. If an unsuitable person is made permanent, it will be a cause of dissatisfaction both to the management and to the employee for all time to come. We use primary data for collecting the relevant information for our report through the Senior Manager of HR department Mehwish Hasan. 5 of the most commonly used models to … In a country like India which suffers from large-scale unemployment in urban areas and under-employment in rural areas, numbers may not pose a big problem; but it will surely take some time and attention to find out persons who are not merely willing to work but are also suitable for the positions lying vacant. Our mission is to provide an online platform to help students to discuss anything and everything about Economics. The Personnel Manager’s part’ in dealing with –. Share Your PPT File, Human Resource Management Process: Recruitment, Selection, Training, Placement, Promotion, Transfer and Demotion, Human Resource Management Process – Top 4 Steps Involved in the Process of Managing Human Resource. 5. If the candidate receives a warm and cordial welcome, it will leave a lasting impression on his mind. ADVERTISEMENTS: According to Flippo “Personnel management, or say, human resource management is the planning, organising, directing and controlling of the procurement development compensation integration, … Certain forms and certain procedures aid in securing uniformity in evaluation. The recruitment process is an important part of human resource management (HRM). When workers are selected for vocations or jobs in an industrial concern after a careful weighing of the requirements of jobs on the one hand and assessment and evaluation of the abilities and aptitudes of men on the other, it is referred to as Scientific Vocational Selection. (ii) Aptitude tests, i.e., tests to measure the aptitude of applicants which is their capacity to learn the skills required on a particular job. (iv) Dexterity tests, i.e., to determine an individual’s capacity to use his fingers and hands in industrial work. HR Planning process simply involves the following four broad steps 1. Human resource management (HRM) policies are continuing guidelines on the approach an organisation intends to adopt in managing its employees. Therefore, every employer should make an efficient effort to produce his own skilled workers, and should plan to fill higher positions, as far as possible, by promotions and transfers. When employees are trained on the job they get the feel of actual production conditions and requirements. Having selected the most suitable persons for the various categories of jobs in the concern through the application of scientific techniques, it becomes necessary to arrange for their training. It is also used when job methods are significantly changed or when an employee is transferred to a different job. It is the responsibility of HRM to convert the human resources into skilled and quality human resources and for this a proper process should be followed to recruit, select, train and place human resources in any organisation. The management will be dissatisfied because the person cannot do his job well and the employee will be dissatisfied because he will not get any further promotion. There should be proper management of the work done and the future goals. coc hack no survey says: July 10, 2019 at 3:45 am. Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization's employees. Refresher training is meant to revive them in the minds of the workers through short-term courses. Performance management refers to appraising the performance of the employees and enhancing it. If this is so, obviously such a worker is a misfit and needs to be put to some other Job. The overall process of HRM includes the following steps:- 1. The method can, therefore, be successful only if the trainers are well qualified and show enough interest in the trainees. Acknowledging the Objectives of Human Resource Planning. After employment the new employee should be courteously and intelligently dealt with in the matter of placement. Therefore, a promotion programme must be kept alive by promoting men for merit, and never for pull or favouritism. Naturally then a worker who makes a better and more substantial contribution to the output deserves a better place in the organisation. 4. A variation of the system is to maintain a register of what are known as ‘badli’ workers. After training workers in such conditions, the trained workers may be put on similar jobs in the actual workshop. It enables the workers to know the correct methods of handling the equipment and materials at their jobs. In the first position the worker occupies the place of the teacher, this position being at the same time occupied by two other men, that is, by the worker doing the work who receives little or no instruction in the duties of that position except in an emergency, and by the worker below who is learning the work. It is axiomatic that selection should be on the basis of merit without any other consideration, but a number of pressures are often applied from within and outside the organisation. Standard Operating Procedures TABLE OF CONTENTS SECTION 1: HUMAN RESOURCE MANAGEMENT AND PLANNING Policy # 1-10 1-20. He is unknowingly losing at least the same amount of money as would be required in conducting a training programme without deriving its positive advantages. (iv) Increased selection costs – The management will have to spend afresh on the selection and training of new employees to replace those who leave it. Modern industry is becoming increasingly aware of the importance of placing on every job an individual who is not only able to do the job well but who, in addition, is temperamentally adapted to the job in question. The candidate may give information which is contrary to what he gave in his original application. 6. Accordingly, there are different types of transfers. This will enable the workers to know how a job would lead to a superior job. In actual practice, a sound promotion policy should include the following elements: 1. If a person is not found suitable, the management may transfer him to some other job to which he may be expected to do better justice, but, if the organisation cannot offer him a job which he can do well, the management will do well to sack him promptly. Retirement of a worker is an important event in his life; and from the company’s standpoint it turns on the morale value. Fair salary or remuneration plays a very important role in motivating an employee to accomplish organisational goals. A person, however capable and competent, cannot do his best at a job unless he is systematically trained in the correct methods of work. Recruitment:. It is on the basis of the results of these various tests that the candidate would be finally selected but before he is given a job on permanent basis it would be better to try him out for a few weeks in the factory itself. Thus there is not only a movement of labour out of individual concerns but also a corresponding number of new persons joining them. Analyze your current HR capacity in light of your goals. Underlying effective human resources management policies is collaboration on strategy between HR … When there is a mismatch between the promotee’s ability / interests and the new job requirements, alternative job could be provided through demotion. It can be used as part of a seniority system for layoff purposes. This will show whether this candidate is of a type who sticks to one job or is one likely to give up a job on a flimsy ground. 4. They prefer to discharge him rather than to demote him on the lower job because he will not accept the lower job and will turn to be a disgruntled employee and difficult to tackle. This process is illustrated in Figure 3. The usual ‘trouble makers’ among the employees are those who are discontented and cannot find enough scope for the use of their talents. In vestibule training, therefore, the “workers are trained on specific jobs in a special part of the plant.” An attempt is made to create working conditions which are similar to the actual workshop conditions. Recruitment and selection of a new employee is an important personnel function. The management of the organization should use legally defensive selection tools in the selection process. vi. Some managers hesitate to demote a man on the theory that he will not be satisfied to take the lower job and it is therefore better to discharge him than to have a disgruntled employee. Merit rating is, thus, used to give employees an idea of how they are doing, identify promotable employees, award wage adjustments, improve supervision, discover training needs, guide selection and placement, and comply with union contracts. Promotion is, in a sense, an increase in rank and demotion is decrease in rank.”. For any organization to achieve the goals, there should be effective functioning and management of the human resources. They are therefore best placed to determine the right people … A human resource management audit is a comprehensive review of HR policies, procedures and systems to determine what areas need to be improved.An HR audit also ensures that your company is compliant with the ever … To acquire, retain and develop potential human resources, companies must carry out a series of human resource management processes starting from the HR planning stage, recruitment, selection, work agreements, orientation and placement, employee training and development, performance appraisal, remuneration … It fits in well also in departments where workmen advance through successive jobs to perform a series of operations. It varies from organisation to organisation. Separations can be of the following types: (i) Quits refer to workers leaving on their own accord. Filling up the application blank provides fair opportunity to those who do not feel at ease in the interview but can write down their answers without any hesitation. As a field, HRM has undergone many changes over the last twenty years, giving it an even more important role in today’s organizations. Workers may themselves decide to leave their concern owing to job dissatisfaction, acceptance of other jobs, ill-health or some other personal reasons. It is based on an analysis of the character of an industrial operation known as ‘job analysis’ or ‘occupational analysis’. The HR policies and procedures manual and employee handbook form the backbone of an organization. It is not compulsory yet for the private employers to use the employment exchanges for recruitment of their workers, but the Government is considering a proposal to make it compulsory for them to do so. TOS4. Success of any organization depends on the management of human resources. ii. 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