Induction and orientation in HRM

The document discusses employee turnover and retention management. It defines employee turnover as movement across an organization's boundaries and discusses types of turnover like voluntary, involuntary, avoidable and unavoidable. High turnover can negatively impact organizations through costs of recruitment, training and operational disruption. However, turnover can also have positive impacts like increased performance. The document then discusses strategies organizations can use to improve employee retention like competitive pay, training opportunities, work-life balance and career development programs.

This document discusses job analysis and job design. It defines a job and explains that job analysis is the systematic process of collecting information about a job such as duties, responsibilities, skills required, and work conditions. The key components of job analysis are the job description, which provides details of what the job entails, and the job specification, which outlines the qualifications needed. Job design involves configuring jobs to meet organizational needs while satisfying employees. Different techniques of job design discussed are job simplification, enlargement, enrichment, and rotation.

The challenge for HR managers is to keep up to date with the latest HR innovations -technological, legal, and otherwise. How HR managers can anticipate and address some of the most challenging HR issues.

The document discusses key aspects of the human resource recruitment process, including: 1. It defines recruitment as the process of finding and encouraging potential job applicants, and distinguishes it from selection which is the process of choosing suitable candidates. 2. The recruitment process involves planning needs, developing strategies, searching sources, selling opportunities to candidates, and screening and evaluating applicants to create a pool of candidates. 3. Factors that affect recruitment include internal factors like company policies and external factors like laws, labor market conditions, and competition. 4. Sources of recruitment can be internal like referrals or transfers, or external like job boards, agencies, or campus recruiting. The document compares merits and limitations of internal and

This document defines and describes different types of employee separation. There are two main categories of separation - voluntary and involuntary. Voluntary separation includes resignations and retirements. Involuntary separation includes dismissal for reasons like absenteeism or misconduct, as well as temporary layoffs due to lack of work or materials. Layoffs require compensation and recall of senior employees first. Retrenchment is termination due to replacement of labor by machines or department closure. Downsizing reduces workforce size during losses or restructuring. Exit interviews and succession planning can help minimize turnover.

This document provides an overview of training and development. It discusses how training and development has evolved from transferring knowledge through signs and actions to more formal programs to help workers use new machines. It also explains that employees are now seen as assets that can be developed to benefit the organization. The document outlines different training and development methods, both on-the-job and off-the-job, and discusses the objectives and process of training and development programs.

The document discusses components of compensation systems including internal equity, external equity, and individual equity. It covers job evaluation methods like job ranking, grading, factor comparison, and point method. Key aspects of designing compensation for internal equity are discussed like job analysis, job description, job specification, and job evaluation process. External equity is established through compensation surveys. Individual equity considers pay ranges, broadbanding, and setting individual pay based on seniority, merit and skills.

Job rotation involves moving employees between different jobs or departments within an organization. It has several objectives, including broadening employees' knowledge, preparing them for career advancement, providing cross-training, and succession planning. There are two main types: task rotation moves employees between similar jobs for a break from stress, while process rotation moves employees to different locations or departments. Effective job rotation requires advance planning, training, and ensuring employees have the right skills to perform new roles. Potential advantages include increased knowledge, satisfaction, and talent identification, while disadvantages can include reduced quality, stress, and time needed for adjustment.

The document discusses recruitment, including defining it as the process of searching for prospective employees and stimulating them to apply. It outlines the objectives of recruitment such as attracting skilled candidates and developing an attractive organizational culture. The recruitment process, factors affecting recruitment, sources of recruitment (internal and external), methods of recruitment, and modern recruitment techniques and sources are also summarized.

The document discusses the functions of human resource management (HRM). It outlines managerial functions such as planning, organizing, staffing, directing, and controlling. It also describes operative functions including employment, development, compensation, maintenance, motivation, personnel records, employee relations, and separation. Finally, it notes the advisory functions of HRM which involve advising top management and departmental heads. The overall purpose of HRM is to acquire, develop, manage, motivate, and gain commitment from employees to achieve organizational goals.

1.Globalization and its implications 2.Work-force Diversity 3.Changing skill requirements 4.Corporate downsizing 5.Continuous improvement programs 6.Re-engineering work processes for improved productivity 7. Contingent workforce 8.Decentralized work sites 9. Employee involvement

This ppt. includes in brief about "Placement and Induction" topics of HRM :- 1.Introduction and meaning about placement 2.Importance of placement and induction 3.objectives of placement and induction 4.Procedure of placement and induction 5. Socialization concept in HRM