Sushil S Mundada

Agenda My Introduction

Introduction to Business Applications (BA)

Introduction to HRMS

Recruitment – Technique

Employee Appraisal

Employee Training

Leave Accounting and Payroll

Case study on Recruitment

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Success in the IT Industry

Technology (Software or

Programming skills)

Domain (Application or System knowledge)

Communication (Verbal, Written,

Interpersonal, etc)

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Introduction to BA Applications to satisfy business needs

Simplifies and supports the business

Examples:

Human Resource Management System

Sales and Distribution Management System

Production Planning Control System

Banking System

Customer Relationship Management System

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The Story begins… Three young guys named Raj, Rahul and Rajiv are

studying in IIT, Mumbai. In their final year they come up with a idea to develop mobile based software applications for health services.

All three of them decide to form a company “HealthSoft Application Services Pvt. Ltd.” setup in Pune

They work hard and come up with their first product which becomes a hit in the market.

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After few years Initially the three friends are only ones working for

the company

After few years the company adds few more products and also the number of employees go up to 150

With growth come newer challenges – there are interpersonal issues, it is difficult to track the responsibility areas of the employees as well as the three owners, the recruitment cost keeps increasing, employees keep complaining of low salaries

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The bigger challenges In midst of all this chaos, the company does well but

its growth rate slows down. The three friends keep wondering what is wrong since they seem to do everything right.

The sales team is bringing in the projects, the development team executes the project with perfection, the testing team does great work as well.

So what exactly is missing…???

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Nailing the challenge After a lot of deliberation, the three friends

understand what needs to be corrected…They had not really planned for the most important resource of their organization – the HUMAN RESOURCE

They decide to hire an experienced Human Resource Manager – Sam, to create the HRMS (Human Resource Management System) for their organization

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Introduction of HRMS Sam explains HRM is the organizational function that deals

with issues related to people such as compensation

hiring

performance management

organization development

safety and wellness

benefits

employee motivation,

communication

administration

training and development

HRMS provide a link between human resource management and information technology

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Recruitment Raj informs Sam that they have successfully bid for a

new project and they will need to hire 25 more resources within next 2 months

Sam decides to design the recruitment process which is the process of

attracting,

screening, and

selecting

qualified people for a job at an organization or firm.

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Internal Sources Transfers: From one department to another

Promotions: The employees are promoted from one department to other (or same) based on experience

Upgrading and Demotion of present employees

Retired and Retrenched employees

The dependents and relatives of Deceased employees and Disabled employees

Advantage: Recruitment from internal sources save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures

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External Sources Source Advantage

Press Advertisements Wide reach

Educational Institutes - Campus Recruitment

Increases employment

Placement Agencies Wide options and short turn around time

Government employment exchanges Cheaper

Labour contractors Source manual labour

Unsolicited applicants Create talent pool or database

Employee referrals/Recommendations Increase loyalty of existing employees

E-portals Increased reach

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Recruitment Process

Factors Affecting Recruitment

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Employee Appraisal Performance appraisal rates the employees in terms of

their performance

It defines and measures the performance of the employees and the organization as a whole

It is a tool for accessing the performance of the organization

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Need for Appraisal Review the performance over a given period of time

Judge the gap between actual and desired performance

Diagnose the training and development needs

Provide information for promotions, transfers etc.

Provide clarity of the expectations and responsibilities of the functions

Reduce the grievances of the employees

Strengthen the relationship and communication between superior – subordinates

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Appraisal Methods Top-Down Employee Performance Evaluations

Peer-to-Peer Employee Performance Evaluations

Self-Assessment Performance Reviews

360 Degree Appraisal

Team Performance Appraisal

Rank and Yank Strategy

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Problems or Limitations while conducting appraisals Halo effect

Horn effect

Central tendency

Leniency and strictness

Spill over effect

Fear of loosing subordinates and spoiling relations

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Employee Training Objectives of Training - availability of a skilled and willing

workforce to an organization

Individual Objectives – help employees in achieving their personal goals

Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness

Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs

Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society

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Training methods

On-the-job (OTJ) Training

• Job Rotation

• Mentoring

• Coaching

Off-the-job (OTJ) Training

• Computer Based Training

• Lectures

• Labs

• Distant Learning

• E-Books

• Coaching

• Seminars/Workshops

• Group Study

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Training Benefits Increased job satisfaction and morale

Increased efficiencies in processes, resulting in financial gain

Increased capacity to adopt new technologies and methods

Increased innovation in strategies and products

Reduced employee turnover

Enhanced company image

Risk management, e.g., training about sexual harassment, diversity training 21

Case study HealthSoft has decided to expand operations further

Its managers know that they have to expand its employment from 175 to 500 in next 1 year. In addition, the company branch at Nasik, needs to be closed, due to low performance.

But then there are a few employees, employed at Nasik office, who have very good management skills; and a few who are technically skilled. These employees are the company’s assets & wouldn’t want to lay them off.

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Case Study (contd.) The H.R managers are in a fix , in deciding the techniques

to be used to increase employee strength in Pune, from 175 to 500.

Suggest suitable business process that can be used for recruitment in Pune. Specify the different input documents(detailed documents) that are necessary for your specified business process & also suggest any supporting reports that can be obtained from your specified business process.

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Solution Approach – First collect the direct stated facts The company decided to expand its operation

Now the second part of the case study says - the company decides to close operations in Nasik. There are a few heads in Nasik, the company wish to retain, as assets.

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Solution Approach – Second collect the unstated facts

Indications of a hiring process.

The HR co ordinates with different departments fo0r their demands of filling new employees. All the respective department heads fill their requirements in the ERP system, under HR - Recruitment module.

HR decides to have a policy of Internal Hire for such potential candidates and shift its potential good candidates from Nasik location to Pune location

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Different input documents The input data is: An employee requisition form from various

departments stating the requests for hiring respective positions needed.

The company HR may also use ERP - HR module to find suitable candidates to shift from Nasik to Pune, using the following search/report criterion.

Reports required for hiring processes:

No of vacancies

Job descriptions - requirement of experience, skills, age, salary, position etc.

Interview dates - Recruitment drives

Resume bank - application pools

Specify details about external and internal sources, recruitment process, and new trends in recruitment 26

Supporting reports The reports used for Inputs from any ERP software:

Employee details - personal and official like name, address, family details, age, official such as - department details, reporting structure, etc.

Employee Skills

Employee Experience summary.

Employee’s performance rating, based on their appraisal score.

Employee salary structure

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Important questions 1. What is HRM (Human Resource Management)? In HRM,

which policies and practices carried out by management?

2. What is recruitment? What are the internal and external factors for recruitment?

3. What are the different methods of recruitments? Explain with example. Differentiate between external and internal recruitment? Advantages and Disadvantages of each.

4. What is purpose of recruitment?

5. Discuss stages of recruitment process? Explain the process of recruitment with diagram?

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Important questions What are the different types of leaves?

Define appraisal process. List any four objectives of Employee Appraisal

List any four Traditional methods of Appraisal.

What are the problems appear in appraisal?

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Important questions Which are methods and technique of training?

What is on job training and off job training?

What are inputs in training and development?

What are the objectives of Employee Training?

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