Human resources

HUMAN RESOURCES
Mr.Vikas Anil Ghadge
RJS College of Nursing

DEFINITION
 Human resources management is defined as the activity
in there management that is concerned with the
intelligent utilization of human recourses to achieve goal
of management.
Yoder

DEFINITION
 Human resources management means seeking,
identifying, selecting, appointing, training and
utilizing selected worker to manage the resources
to meet the goals of management.
F.F.I.French

DEFINITION
 Human resources management is defined as forecasting
and developing planning strategies to solve the issues
about the activities that have occurred and to prevent
such issue in future by effective utilization of human
recourses.

OBJECTIVE OF HUMAN RESOURCE
MANAGEMENT
 To make personal acquire power to perform the
different types of work that may come in there way at
present or in future.
 To develop hidden talent of individual workers that
may be used for the development of the organization.
 To provide and opportunity for employee to grow and
to strengthen the management and professional team in
all the areas of the organization.

OBJECTIVE OF HUMAN RESOURCE
MANAGEMENT
 To develop employee capabilities according to the need and
areas of the organization.
 To train new employee to level required by the organization to
perform their tasks effectively.
 To train employee to take up more responsibilities.
 To increase cooperation and trust and involve employee
actively in the company affairs.
 To make organization dynamic and vibrant so that it will
adjust to competitive and fast changing environment.

 Subsidiary objectives are:-
 Manpower planning
 Recruitment
 Promotion
 Career planning
 Job and salary administration
 Training, counseling and performance feedback
 Industrial relation and welfare of worker

HUMAN RECOURSES PLANNING
 Human resource planning is the act of deciding on the
required number of worker to meet the requirements in
order to carry out the incorporated plans of the
institutions.
P.Bruce Colemn

FUNCTIONS OF HUMAN RESOURCE PLANNING
 It establishes healthy relationship between
management and workers and between the
workers themselves.
 It is a reciprocal activity whereby the management
in turn understands the workers through the HRM
processes.
 It creates a congenial work environment to motivate
workers to work in a relaxed way.
 It provides a base for employee to become
knowledgeable and positive in their work.

CONT…
 It increases the organizational efficiency and workers
productivity by adopting motivating and instituting
welfare measure for employees.
 It makes employees identify themselves with the
organization and get a senses of accomplishment
through their work.
 It maintains the morale of employee on a high plane.
 It reduces militancy and harsh thinking among workers
and promotes industrial peace.

RECRUITMENT
Meaning
Recruitment is as the art of identifying the
processes start by acquiring candidate for the job
and scrutinizing the right candidate and ends once
the candidate are identified.

DEFINITION
Recruitment is defined as the processes of
searching for prospective employee and stimulating
them to apply for job in the orientation.

TYPES OF RECRUITMENT
There are three types of recruitment
1. Planned arise from changes in organization and
recruitment policy.
2. Anticipated by studying trends in the internal and
external organization.
3. Unexpected arise due to accidents, transfer and
illness.

SOURCES OF RECRUITMENT
1. Internal sources/direct sources
Internal sources include present employee,
employee referrals, former employee and former
applications.

2. External sources/indirect source
Sources external to an organization are
professional or trade associations, advertisements,
employment exchange, college/university /institute
placement service, walk in and writer, consultants,
contractors.

RECRUITMENT PROCESSES/STEPS
Recruitment
Processes/Steps
Planning
strategy
developm
ent
SearchingScreening
Evaluation
And
Control

IMPORTANCE OF RECRUITMENT
 Recruiting the right candidate who will work for a given
period of time and may exit the institution if their
performance is not good, or may be retained if their
performance is good.
 Selecting candidates based on the social and legal
obligation framed by the organization selecting
component candidates from the pool candidate.
 Identifying the competency status of differently recruiting
sources and procedure to find the right candidate.

 Helping in the prevention of overlapping of highly
qualified candidate with those with below per
qualification.
 Enabling to analyze the needs for recruitment of
candidates for future requirement.
 Handling a group of candidate at low expenditure.
 Achieving the institutional goals in short and long
term by recruiting right number of candidates.

FACTORS DETERMINING RECRUITMENT
 Size of the business.
 Employment condition in the locality of recruitment.
 The past recruiting policy of the organization in retuning
good workers.
 The rate of growth of the organization, future, cultural,
legal; and economic factors.

RECRUITMENT POLICY
 This provides a framework for recruitment and contains
aspect such as:-
 Organizational objective
 Identification of the recruitment needs
 Preferred sources of recruitment
 Criterion of selection and preference
 The cost of recruitment and financial implementation

MANPOWER FORECASTING
This process is as follow:-
 Receive employee indent from line staff which
contain vacant positions tenure of employment
salary offered etc.
 Check the indent against the allotted posts of each
department
 Check financial implications for proposed
recruitment
 Find out whether the recruitment is within the
budgetary sanctions of the concerned departments.
 Authorize the proposed recruitment with job
specifications and salary details.

METHODS OF RECRUITMENT
 Transfer: the transfer denotes the changing of an employee
from one job to another with measure modifications in the
status and responsibilities of the employee.
 Promotion: this includes shifting of an employee to a higher
position with higher responsibilities higher status and money
pay.
 Advertisements: another very popular source of recruitment
is advertising in trade and professional journals or news paper.

 Employment agencies: the government of India has set up
network of employment exchanges throughout the country
.These exchange maintain details record job seekers and refer
appropriate candidates to the relevant employers.
 Educational institutions: for marginal and technical
professional’s job, institutions and colleges of management
and technology have become a popular source of recruitment.
 Recommendations: applicants introduced by present
employee or their friends and relatives may prove good source
of recruitment.

 Causal callers: many well ruptured business
organization draw a study stream of unsolicited
applications in their offices.
 Direct recruitment: under these sources of recruitment
a notice is placed on the notice board of the enterprise
specifying the details of the job available.
 Labor contracts: maintain close contracts with labors
and they can provide the require number of worker at
short notice.

PLACEMENT
Placement may be defined as the determination of the job to
which an accepted candidate is to be assigned and his/her
assignment to that job. It is a matching of how the supervision
has reason to think a candidate can handle the job demands it
is matching of what he/she imposes and what he/she offers in
the form of payroll, companionship with others, promotional
possibilities, etc. a proper placement of workers reduce
employee turnover, absenteeism and accident rates, and
improves morale.

EFFECTIVE PLACEMENT
 Placement can be defined in following ways:-
1.Job rotation: this enables an employee to satisfy his/her
aptitude for challenging work.
2.Teamwork: this allow employee to use their skills, knowledge,
etc. thereby minimizing the problems in placement.
3.Training and development: continuous training and
development program help employee to acquire new skills
and knowledge.

CONT…
4.Job enrichment: this gives the opportunity of utilizing
the varied skills of the employee and minimizing
problems in management.
5.Empowerment: empowering employee’s makes the
employee makes the employer exploit their potentialities
and most effectively make use of them.

ORIENTATION OF NEW STAFF
The orientation program usually includes a tour of the
physical setting as well as information on the philosophy,
goal, and structure of the overall hospital and the
department of the nursing team. Under normal
circumstances it takes only a few days to orient new
employee to the work situation and setting.

OBJECTIVE OF ORIENTATION
 To support the new employee during the traction period
of the assigned area.
 To assist the new employee in identifying individual
strength and weakness.
 To furnish and introduction retrospections of basic skills
and picked out learning experiences on the basis of
individual requirement.
 To act as channel of communication between the staff
and the employee helping and supporting the staff to take
part in educating the new employee.
 To furnish current assessment of the new employee
performance during orientation via the regular planned
meetings.

COMPONENTS OF ORIENTATION PROGRAMME
 Aims and principal underlying the hospital and its
units.
 Organizational policies.
 Personnel policies.
 Clinical policies.
 Administrative policies
 Relationship between various department and
personal.
 Standard of nursing practice
 Physical facilities
 Records
 Educational opportunities.

 Legal and ethical responsibilities.
 Infection control policies.
 Emergency response procedures.
 Evaluating procedures.

TRAINING
 Training is an activity which involves the development
of hidden talent of an individual and using it for the
organization .it is directed towards maintaining and
improving current jobs and developing skills in
employee for future job .after the candidates are selected
for various job, there is a need for the management to
provide for the training and development which is
essential for the efficiency of an organization.

REASON FOR TRAINING
 To increase the use of technology
 To minimize labor turnover.
 To increase the productivity of an employee.
 To enable employee to keep abreast of the changing
method, technique and use of sophisticated tools and
equipment.
 To manage time efficiency.
 To raise the morale of an employee.

IMPORTANT OBJECTIVE OF TRAINING
 To provide basic knowledge and skills to new employee
to perform the task designed by the organization.
 To develop the capabilities of existing employee by
exposing them to latest concept information and
technique and thereby strengthen their skills.
 To develop second and third line executive to strengthen
there working links and level so that they can occupy
higher position.

CONT…
 To improve the outlook of senior level managers and
other policy makers enabling them to look to future
prospects for the organization.
 To make employee more effective and productive
thereby increasing their earning power and ensuring job
security.
 To mould employee attitudes with the purpose of
achieving better cooperation with the company and
develop loyalty to organizations.

CHARACTERISTICS OF TRAINING PROGRAM
 Allowance for individual difference.
 Relevance for job difference.
 Determination of training needs.
 Training program should be result oriented.

STAGES OF TRAINING
Discovering or identifying training
need
Getting Ready For the Job
Preparation of the Learner
Presentation Of Operations And
Knowledge
Performance Tryout
Follow Up

STAGES OF TRAINING
TRAINING
CYCLE
IDENTIFY
NEEDS
DESIGN
TRAINING
DELIVER
TRAINING
EVALUATE
TRAINING

BENEFITS O TRAINING
 If an individual is trained there will be a natural increase in
skills which will show in both the quality and quantity of
output.
 Training heightens the morale of the employee by imparting
confidence and motivation to attempt new tasks.
 Trained employee can perform their work with little or no
supervision. It makes the job easier and gives the employee
and the supervisor great independence.
 Many accidents occur because of the deference in people
rather than deficiencies in equipment and working condition.
 Trained employee will always be careful while performing
their job

CONT…
 Trained employee can relate the present to future
requirements of a task to maintain quality performance.
 Training facilities a deeper and better conceptual
understanding and built cohesiveness in a group.
 Training makes better communication between
individual and groups.
 Training provides information on government
legislations and other administrations.

STAFF DEVELOPMENT
 Staff development is a systemic and organized way
of introducing the staff member into an activity
processes or into a particular working area in an
organization.

THE OBJECTIVE OF DEVELOPMENT IN NURSING
 To become familiar with policies standards and protocols
of an institutions.
 To install confidence to carry out the duties and
responsibilities.
 To maintain smooth and systematic functioning of the
working unit.
 To provide quality nursing care to patient.

 To maintain professional standard in the workplace.
 To manage emergency situations.
 To keep the nurses equipped with optimum knowledge
and skills
 To make use of available resources to provide the best
care to the patients.
 To deliver the patient care equally and uniformly.

EFFECTIVE DEVELOPMENT OF STAFF
 The staff distribution in the any school or any firm
should be as per the rules and regulations.
 Effective development increases virtuousness among the
worker which leads to good output and increases profits
in an organization.
 It provide a competitive edge for attracting and retaining
highly efficient staff.,

CONT…
 Right distribution of staff in right place reduces higher
level of stress and conflict among the staff and the
management.
 It provides higher level of productivity and output,
thereby promoting the social status of the staff
organization.

ADVANTAGES OF STAFF DEVELOPMENT
 The area of the development should be selected based on
the competency of the staff.
 The worker gives good work output since their skills are
matched as per their interest and ability.
 No duplications of the work is possible.

CONT…
 There will be no interruption in work mode by staff in
any case.
 Staff has a since of belonging and a right mind to work
with team spirit.
 Unnecessary expenditure is avoided.

EFFICIENT MODE OF STAFF DEVELOPMENT
 Framing the staff policies, rules and regulations.
 Evaluation of staff activity and performance
 Identifying the area of excellence where the staff
distribution can be done effectively.
 Staff oriented activities are planned since the out of the
organization depends on the staff performance.

CHECKLIST FOR EFFECTIVE DEVELOPMENT
 Total number of current staff.
 Find the performance level of the staff deployed.
 Delayed the highly efficient staff in the challenging work
environment.
 Adequate supplies and fulfilling other requirements ensure
good working environment the staff.
 Motivate them by rewarding the best performance.
 Pullout the weed that affects the outputs there should be
continuous evaluation of the staff performance in order to
have efficient development.

RETAINING STAFF
 The quality of care depends on the quality staff members
present in the unit retaining staff is very important for the
smooth functioning of an organization.

VARIOUS WAYS TO RETAINING STAFF
 Salary increment.
 Appreciation for their outstanding work.
 Contests and incentives.
 Motivating conversation and good communication.
 Promoting from within.
 Fostering employee and management relationship.
 Participative leadership.
 Employee ownership.
 Compelling corporate purpose and mission
statement.

ADVANTAGES
 It helps to save man, money, material and time.
 It helps to save the advertisement, recruitment,
orientation and training expenses.
 I increase the productivity of an organization.
 It maintains the smooth functioning in the working
environment.

STAFF PROMOTION
 Promotion is defined is an improvement in worker
position with more accountable better status and higher
pay along with increased responsibilities in the job
environment.

FACTORS IMPLYING PROMOTION
Factors
Implying
Promotion
Increase
In
Salary
Increase
In
Prestige
Upward
Movement
in Job
Superviso
ry
Responsib
ility
Better
Future

PURPOSE OF PROMOTION
 To groom the law abiding workers, instilling feelings of
virtuousness, belongingness and trust worthiness among
the employees so that they deserve.
 To encourage good working environment so as to
provide good job satisfaction and give them an
opportunity for succiveness service.
 To retain the competent workers in the organization.
 To encourage the selective socialization.

CONT…
 To recognize and appreciate the individual skill they
helps in giving quality output and which motivates the
employee to work harder.
 To create a feeling of satisfaction and success in the
organization.
 To improve the social status and image of the labor.
 To avoid transfer or terminations since all workers strive
for getting promotions

DIFFERENT KINDS OF PROMOTION
 This is multi promotional mode of getting a chance to
acquire higher position; it has a systemic connection
from entrance to exist with clearly defined guidelines.
 Another type is seeking either promotion or employment
elsewhere.
 Still another type gives dry promotion wherein instead of
increasing the wages of the personnel will be promoted
to higher position.

PURPOSE OF PROMOTION
 A promotion is the stepping up of an employee to a
position in which how she render effective service to
company.
 It s instrument that helps to appreciator and award the
employee service in the organization.
 It improves workers and the institions efficiency and
effectiveness.
 It built morale and belongings on the part of the
employee.
 It increases interest in training and in self development as
a necessary preparation for a promotion.

DEMOTION
 Demotion is a shift to a position in which
responsibilities are decreased.

CAUSES OF DEMOTION
 Inadequacy on the part of the employee in terms of job
performance attitude and capability.
 Demotion may also result due to organizational staff
reductions, because of adverse business conditions
occurring in an organization.

 Demotion is a disciplinary tool to regulate and control
the staff behavior in the workplace.
 Due to technological change, when an old hand is unable
to adjust or the employee encounter ill health or for some
personal reasons an employee cannot do his/her job
properly, demotion take place.

DEPLOYMENT POLICIES AND PROTOCOLS
 Every institution should have disciplinary protocols and
policies to regulate the employee behavior.
 Every institution should have a disciplinary committee to
formulate the disciplinary rules and regulations.
 The disciplinary committee should maintain discipline
and monitor the disciplinary condition and organizations.
 In case of any violation, through investigation needs to
be done before giving any punishment.
 There should be periodical revision and modification in
the disciplinary rules and regulations.

SUPERANNUATION
 Is a retirement fund or pension gives to the employee at
the time of retirement every organization has a plan of
superannuation for their employee. It is also a basic right
of the employee to be paid for by the employer or the
organization for their sincere hard work or service
rendered to the institution.

BENEFITS OF SUPERANNUATION
 It helps the employee to plan for their future life.
 It motivates the current working employees to work
efficiency.
 It the additional amount paid by the employee for the
sincere service rendered by the employee.
 It reflects the institutional or organizational image.

SUMMARY
 Till now we had discussed about human recourses
management, objectives of human recourses
management, human resource planning, functions of
human resource management, recruitment and explain
the purpose of recruitment, various methods and factor
used for recruitment, various steps used in selection
procedure, types of interviews, orientation, objectives
and components of orientation to the new staff, important
in management, characteristics of training programme,
performance appraisal, needs, objectives, rating criteria
and various methods of appraisal, supervision; explain
the functions, objectives and principal of supervision,
qualities and responsibilities of a supervisor.

CONCLUSION
 It is must to have an appropriate institutional
organization structure that has been retained by
successful recruitment of staff and scrutinizing them and
their talents. It is important to place them in right
position ,train them to sharpen their abilities motivates
them by promoting them and terminate the unskillful
staff if even after scalpers training there is no
improvement in them. If there is no good output the
existing staff should be transferred or terminated.

Human resources

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