Module-1

INTRODUCTION: Evolution of HRM, Objectives, Functions and Policies.

HUMAN RESOURCE PLANNING: Uses and benefits, Man Power Inventory, Man
Power Forecasting, Methods of Man Power Forecasting, job Description, Job
Specification.
Evolution of HRM
From 19th Century till Recent Times: Different Eras of Human Resource Management.

From industrial revolution era to the present era, various stages to development of management of
human resource practices may be classified as follows:
1. Industrial revolution era— 19th century

2. Trade union movement era — close to the 19th century

3. Social responsibility era — beginning of the 20th century

4. Scientific management era— 1900-1920s

5. Human relations era— 1930s-1950s

6. Behavioural science era— 1950s-1960s

7. Systems and contingency approach era – 1960 onwards

8. Human resource management era — 1980 onwards
 Objectives of HRM
The primary objective of HRM is to ensure the availability of competent and willing workforce to an
organization. The specific objectives include the following:

1) Human capital: assisting the organization in obtaining the right number and types of employees to
fulfill its strategic and operational goals

2) Developing organizational climate: helping to create a climate in which employees are

encouraged to develop and utilize their skills to the fullest and to employ the skills and abilities of the
workforce efficiently

3) Helping to maintain performance standards and increase productivity through effective job
design; providing adequate orientation, training and development; providing performance-related
feedback; and ensuring effective two-way communication.

4) Helping to establish and maintain a harmonious employer/employee relationship

5) Helping to create and maintain a safe and healthy work environment.

6) Developing programs to meet the economic, psychological, and social needs of the employees and
helping the organization to retain the productive employees

7) Ensuring that the organization is in compliance with provincial /territorial and federal laws affecting
the workplace (such as human rights, employment equity, occupational health and safety,
employment standards, and labour relations legislation). To help the organization to reach its goals.

8) To provide organization with well-trained and well-motivated employees.

9) To increase the employees satisfaction and self-actualization

10) To develop and maintain the quality of work life

11) To communicate HR policies to all employees.

12) To help maintain ethical polices and behavior.

Functions of HRM:
1.Job design and job analysis 7. Labour relations

2.Employee hiring and selection 8. Employee engagement & communication

3.Employee training & development 9. Health and safety regulations

4.Compensation and Benefits 10. Personal support for employees

5.Employee performance management 11. Succession Planning

6.Managerial relations 12. Industrial Relations

Policies of HRM
• Code of conduct

• Recruitment policy

• Termination policy

• Working hours and overtime policy

• Attendance and remote work policy

• Performance evaluation and promotion policy

• Health and safety policy

• Expense policy

• Benefits and compensation policy

• Leave policy
 HUMAN RESOURCE PLANNING
Human Resource / Manpower planning involves having the right number and the right kinds of people at the right
places, at the right times, doing the right kind of tasks that result in long-run maximum individual and
organizational benefits.

Human resource planning (HRP) is a strategy used by a company to maintain a steady stream of skilled employees
while avoiding employee shortages or surpluses.

• Having a good HRP strategy in place can mean productivity and profitability for a company.

• There are general steps in the HRP process:

 Analysing the business objectives of your company

 Taking an inventory of your available human resources,

 Predicting human resource demand and supply requirements

 Undertaking gap analysis

 Creating a human resource action plan

Importance of Human Resource Planning
A holistic approach to HR planning is important for a number of reasons.
1. Assessing Future Personnel Needs
2. Foundation for Other HRM Functions
3. Investment Perspective
4. Expansion and Diversification Plans
5. Employee Turnover
6. Government/Legislative Changes
7. International Expansion Strategies
8. Having Highly Talented Manpower Inventory
9. Macro Risks Drive a Systematic Approach to Human Resource Planning
10. Technological Change and the New Generation
Features of Human Resource Planning
A successful human resource planning strategy may look different from organization to
organization. It should, however, have some common features.
Well Defined Objectives
Determining Human Resource Needs
Keeping Manpower Inventory
Adjusting Demand and Supply
Creating Proper Work Environment
Benefits of Human Resource Planning
A Better View to the business decision Improved Utilization
Retaining top talents Management Development
Addressing the organization’s manpower Information Base
needs Coordination
Minimum Cost Corporate Asset
Ensuring that the right people are hired Gradual Growth
Facilitating expansion programs Coping with change
Training employees Adjusting with the Rapid Technological
Managing employees Change
 Manpower Inventory
A manpower inventory is a list or database of information about the employees in an organization.

Benefits include:

• Identifying the skills and qualifications of the current workforce

• Planning for future staffing needs

• Facilitating communication and collaboration within the organisation

Manpower forecasting
Manpower forecasting is the process of estimating the future workforce needs of an organization,
based on a range of factors such as company growth projections, industry trends, and
demographic changes. Here are some common techniques/methods used for manpower
forecasting:
1. Trend analysis: This involves studying historical data on staffing levels, employee turnover rates,
and other relevant factors to identify patterns and trends. This information can help in making
predictions about future staffing needs.
2. Workforce analytics: By analyzing employee data, such as performance ratings, skills, and
demographics, organizations can identify gaps in the workforce and anticipate future hiring needs.
3. Expert opinion: Gathering insights from managers and other subject matter experts can provide
valuable information about industry trends and future business plans that can influence workforce
needs.
4. Workload analysis: Analyzing the workload and productivity levels of current employees can help
determine if there is a need to hire additional staff or if current staff can be reallocated to more
pressing needs.
5. Scenario planning: This involves developing multiple scenarios based on various future scenarios,
such as changes in technology or changes in the economy, to assess their impact on workforce
needs.
6. Delphi method: This involves gathering expert opinions from a panel of industry experts
anonymously, to ensure that personal biases do not influence the results.
7. Replacement charting: This technique involves identifying critical positions within the
organization and creating a list of potential candidates who could fill these roles in the future.
 Job Analysis
•Job Analysis is a primary tool to collect job-related data. The process results in collecting and
recording two data sets including job description and job specification.
 Module – 02
•RECRUITMENT: Sources of Man power, Advertisement, Short
Listing of Candidates calling Candidates for selection Process.
•SELECTION: Selection procedure – Written Test, Group Discussion.
Interview – Different methods, advantages and limitations,
Psychological testing – Advantages and limitations, Induction
procedure, transfers, promotion, exit interview, (Tutorial on written
test, Group Discussion, Interviews)
Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and
onboarding employees. In other words, it involves everything from the identification of a staffing
need to filling it. Depending on the size of an organization, recruitment is the responsibility of a range
of workers.
Sources of Manpower
Internal Recruitment (Internal sources are primarily three – Transfers, promotions and Re-
employment of ex-employees)
External Recruitment
Employment at Factory Level
Advertisement
Employment Exchanges
Employment Agencies
Educational Institutions
Recommendations
Labour Contractors
What is the Selection Process?
The selection process in organizations is directed towards finding the right talent for vacancies
within the organization. Typically, it is akin to filtering through a series of funnels to find the
solution via elimination.
More than 84% of the organizations in India have reported ill effects of wrong hiring! A core
function of Human Resource Management, the selection process, is crucial to creating a
holistic work environment. Just one bad hire could cost your company more expenses.
Steps In Selection Process:
Preliminary Interview (educational qualifications, required skill sets, proven certifications, and
experience)
Receiving Applications (bio-data, qualification, experience, background, and educational information)
Screening Applications (Screening can include multiple criteria, including educational prowess,
relevancy in terms of experience, etc. - shortlisting potential candidates via call/email).
Preliminary Tests (aptitude, IQ, emotional intelligence, proficiency, and personality of candidates)
Employment Interview (group discussions and other activities. In-person interviews allow employers to
judge the candidate’s calibre, personality, teamwork, and leadership skills.)
Checking References (
Medical Examination (medical fitness (both mental and physical) as a cost function. A healthy
employee would require fewer sick leaves and handle stress relatively quickly, allowing greater
productivity in dynamic, fast-paced environments)
Final Selection (candidates who have successfully qualified through all rounds of the recruitment and
selection in HRM receive an offer/appointment letter from the organization. Candidates receive a
temporary position with an assurance of permanency on completion of the probation period. The
appointment letter typically includes all such details, including salary and company policies. Candidates
may also be asked to sign an NDA (Non-Disclosure Agreement) that ensures the protection of company
data.)
Selection procedure:
Written tests

Types of written tests in job interviews

 Communication skills test
 Aptitude test
 Intelligence test
 Personality test
 Hard skills assessment test
 Creative thinking test
 Problem-solving test
Group discussion: Technique that helps business organisations, educational
institutions, and other companies to judge a candidate's soft skills.
Few steps in a GD:
1. Know about the current topics
2. Practice before the group discussion
3. Practice time management
4. Define the topic
5. Listen to what others are saying
6. Avoid deviating from the topic
7. Summarise the discussion
During a group discussion, an employer assesses various skills, such as:
• Interpersonal skills
• Communication skills
• Persuasive skills
• Leadership skills
Interview:
An interview is a question-and-answer type of round where a person asks
questions and the other person answers those questions. It can be a one-on-one
two-way conversation or it can be multiple interviewers and multiple participants.
Importance of Interviews
Is the candidate the right fit for the organization’s work culture?
Does the candidate have the required skillset?
Is the resume in alignment with the candidate’s profile?
Types of Interview Methods
two types of interview methods:
individual interview
group interviews

Methods of Interviewing
• One of four methods might be used to interview you:
• Live interviews (one-on-one and a panel type)
• Phone interviews (one-on-one and a panel type)
• Video or Skype interviews
• Taped interviews
Interview Venues
Knowing the four different types of interview venues
1. On campus
2. Off campus
3. In a corporate office or conference room
4. During a meal (breakfast, lunch, or dinner)

The different modes of Interview

• Telephonic Interview
• Face-to-Face Interview
• Video Interview
Types of interview:
1. Personal Interview
2. Panel Interview
3. Structured Interview
4. Unstructured Interview
5. Stress Interview
6. Case Interview
7. Off-site Interview
8. Informational Interview
9. Working Interview
10. Exit Interview
Psychological testing: are being increasingly used in modern days in selecting the employees. Since human
behaviour and abilities are complex and inter-related, a test of a single ability alone cannot be undertaken.
Therefore, different tests will have to be undertaken together to find out the suitability of the candidates.

Advantages Limitation
1. These tests provide a systematic procedure for measuring a 1. The psychological tests are not infallible or fully reliable
sample of human behaviour from which inference about future because they measure roughly only one of the various
behaviour and performance of the candidates are drawn. aspects of a human being.
2. They are used in vocational and professional colleges. 2. These tests are criticised on the ground that they tend to
3. They are also used in decisions relating to placement, invade the privacy of the candidates.
promotion, transfer, counselling and training of employees. 3. Such tests cannot make a hundred percent prediction of
4. They are very useful in selecting candidates for various jobs. a candidate’s on-the-job success. They can, at the most,
reveal that those who have scored above the cut-off point
5. They help in reducing personal bias and subjective judgment will be more successful than those who have scored below
in the process of selection. the cut-off point.
6. They help to identify talent which may otherwise be 4. Such tests can be used only when the number of
overlooked. candidates is large enough. But if the number of candidates
7. They enable the management to evaluate a large number of is small, then the administration of tests will not be
candidates through one test and collect considerable information economical.
about the candidates within a short period of time.