PERSONNEL MANAGEMENT

- IES MCRC,

Bandra.

Recruitment, Induction, Placement & Development, Personnel Budget

- Lecture 2

Opening Case

Mr. Rao is in-charge of a printing press factory in Andhra Pradesh.

5 people work in this factory. i. 3 run machines, ii. 1 supervises & iii. 1 moves the blank paper & finished print by handcar

Employee job position in point iii. needs to be filled 3 candidates A, B, C apply – Whom to appoint? Why?

A – 35yrs, unmarried, Navy veteran, poor work record, seasonal & odd jobs held, drove a forklift in the navy, has a strong build

B – 22yrs, recent migrant from Punjab, farm labour, assembly-line work, poor English, good Telegu, resides with his mum

C – local boy, finished school, 2 yrs back, works in a transport company, character references are excellent, is small, quick & track star in high school.

Recruitment

Is a process of –

Searching for Prospective employees &

Stimulating them to apply for jobs

SOURCES OF RECRUITMENT

Internal : Sources within an organizational pursuit.

External Sources outside organizational pursuits.

Internal Sources of Recruitment

Present Permanent Employees

Present Temporary or Casual Employees

Retrenched or Retired Employees

Dependants of Deceased, Disabled, Retired & Present employees

External Sources of Recruitment

Campus Recruitment

Private Employment Agencies / Consultants

Public Employment Exchanges

Professional Associations

Data banks

Casual Applicants

Similar organizations

Trade Unions

Recruitment Techniques

Promotions & Transfers : Internal candidates are stimulated to work.

Recommendation of the present employees Management contacts the outsiders recommended by present

employees

Scouting : Send organization’s representative to various sources of

recruitment

Advertising : (AIDA) attract Attention, develop Interest, create Desire,

instigate Action

Modern recruitment techniques

Walk – In

Consult – In

Head – Hunting

Body Shopping GNIIT,SAP

Business Alliances mergers, acquisitions

Tele – Recruitment internet telecommunication based

Selection

According to Dale Yoder –

"Selection is the process in which candidates for employment are divided into 2 classes - those who are to be offered employment and those who are not."

Selection Process

Application formWritten ExamPreliminary InterviewGroup DiscussionTestsFinal InterviewMedical ExaminationReference ChecksLine Manager’s Decision

Selection of Sales Employees

Applications received from various sources are scrutinized and irrelevant ones are discarded

A candidate who passes the preliminary interview and is found to be eligible for the job is asked to fill in a formal application form.

personal interview helps in interacting with the candidate and judging his communication abilities, his ease of handling pressure etc.

former employer, former customers, business references, reputable persons & such references are contacted to get a feedback on the person in question including his behaviour, skills, conduct etc.

Selection of Sales Employees

Many Companies check the financial condition of a prospective employee.

Different types of tests are conducted to evaluate the capabilities of an applicant, his behaviour, special qualities etc

Selection of Sales Employees

Induction

Induction is designed to provide a new employee with the information he or she needs to function comfortably & effectively in the organization. It provides

General information about the daily work routine A review of the firm’s history, founding fathers,

objectives, operations, and products or services, as well as how the employee’s job contributes to the organization’s needs

A detailed presentation, perhaps in a brochure, of the organization’s policies, work rules and employee benefits

Requisites of an Effective Programme

Prepare for new employees Determine information new

employees want to know Determine how to present

information Completion of paperwork

Difference between Induction & Orientation

Induction Comes first and is followed By Orientation.

Induction is for shorter duration and Orientation is for longer duration.

Induction means introduction of the company as in the overall preview of company it's more in the form of presentations.

Orientation is the practical overview of the company that is it includes introducing employee to different people of the organization making him more familiar with everyone so that he get the idea that what kind of company he will be working for and generating a level of comfort within the organization.

Induction Process

New Employee: Mr. Niraj Mittal, MBA-HR, Bangalore University,2008

Job Title: Human Resource Executive

Department: HR Development

Reporting Date: 1st June 2008, 8a.m. report to Ms. Roopa (HRD Chief)

SCHEDULE 8 to 9a.m.- Co. history, products,

philosophy, structure, authority within HRD deptt., HRM Policies & Practices

9.30 to 10.30.a.m. – Mr. R will explain co. benefits, fill health, tax & other relevant forms

10.30 to 11.30 a.m. – Tour to main bldg

11.30 – 12.30 pm – Lunch with HR Manager & Ms. Roopa

12.30 to 3 pm. – Provide detailed tour of production, mktg deptt

3 to 5 pm. – New worker on his own to familiarize himself with the job

PLACEMENT

Refers to the allocation of people to jobs,

It includes initial assignment of new employees And promotion, Transfer, or Demotion

of present employees

Collect details about the employee

Construct his or her profile

Which subgroup profile does the individual’s profile best fit

Compare subgroup profile to job family profiles

Which job family profile does subgroup profile best fit?

Assign the individual to job family

Assign the individual to specific job after further counselling and assessment

Assessment-classification Model & Employee Placement

Management Development

IS AN ACTIVITY DESIGNED TO improve the performance of existing managers, provide a supply of managers to meet the need

of organizations in future and extend the understanding of the management

activity by drawing from the following three resource areas: Knowledge, skills and teaching abilities manifested

by the academic world. Experience, expertise and resources provided by the

organization within which the trainee operates. Trainee himself.

Essential Ingredients of MDP

Analysis of Organizational Present & Development Needs

Appraisal of present management talent Inventory of Management power Planning of Individual Development

Programme Establishment of Development programme Evaluation of the programme

Personnel Budget

Due to increasing budget bottlenecks in the public sector, the largest expenditure blocks have to be planned in great detail.

Personnel costs are often the dominating cost factor in a public organization.

Managing and forecasting this budget accurately will enable an organization to come up with a very close projection of its overall budget requirements.

Personnel Budget Planning will support this process both for a centralist as well as for a decentralist planning approach.

Pick the most appropriate one

1. The Internal Sources of recruitment are:

a) Present temporary or casual employees

b) Public employment exchanges

c) None of the above

2. Requisites of an Effective Induction Programme:

a) Prepare for new employees

b) Determine information new employees want to know

c) All the above

Match the term with its definition

A. Recruitment

B. Placement

C. Induction

1) It Refers to the allocation of people to jobs, It includes initial assignment of new employees And promotion, Transfer, or Demotion of present employees

2) It is designed to provide a new employee with the information he or she needs to function comfortably & effectively in the organization.

3) It is a process of searching for Prospective employees & Stimulating them to apply for jobs.

Creating Effective Recruitment Ads

Write a recruitment ad for a job you have held

Explain where you would place this ad To improve its appeal To get qualified response

Re-write the ad to appeal to1. Older workers2. Disabled people

How would you go about finding such candidates?

Simulation Exercise of Induction

The job position is of an ‘Accounts Executive’

Form 4 teams of: New employees Superiors Subordinates Personnel Manager

Role of Personnel Manager

Introduces the team of new employees to Co. policy, practice & tradition Job duties, responsibilities Superiors Sub-ordinates

Explains & clarifies Doubts of new employees

Role of:

Superiors

Formal items Informal items

Subordinates

Formal items Informal items

New Employees

Clarify & get explanations of personnel department from superiors & sub-ordinates

Thank You