Human Resource Planning Ethics in Human Resource Management

Human Resource Planning Ethics in Human Resource Management

• 1.
  HUMAN RESOURCE PLANNING •According to Geisler- • “ Man power planning is the process which includes forecasting, developing implementing, and controlling by which a firm ensures that it has the right number of people and the right kind of peop the right place, at the right time doing work for which they are • economically most useful”
• 2.
  Objectives of Humanresource planning 1) Forecast personnel requirement 2) To ensure optimum utilization of resource 3) Use of existing manpower productively 4) Cope with changes(training about technological changes) 5) To provide control measures(ensure resource availability when required) 6) Promote employees in systematic manner(promotions, pay scale) 7) To provide a basis for Management Development Programmes. 8) To assist productivity bargaining(good deal) 9) To assess the cost of man power
• 3.
  Importance of HR Planning A.Reservoir of talent- retain skilled people B. Prepare people for future- motivated& developed to meet future needs C. Expand or contract-continuous supply of people to handle challenging jobs D. Cut cost-Hr budget E. Succession planning- stars are picked for challenging projects EFFECTIVE HUMAN RESOURCE PLANNING: set efficient objective, top mg support, Employee skill inventory, HR Information system, Coordination
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  HUMAN RESOURCE PLANNING Organizationalobjectives Human resource planning Identification of human resource gap Action plans for bridging gap Forecasting human needs Forecasting supply of human resource Surplus human resource Shortage of human resource
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  HRP Process (A) Deciding the objectiveof HRP (B) Estimating future organizational structure & manpower requirement ( c) Manpower Audit (d) Job Analysis (e) Developing human resource plan
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  A. Objective ofHRP- fitting employee abilities to enterprise requirements B. Estimating future organizational structure & manpower requirement- The mg must estimate the number & types of employees (age, experience, qualification, salary range)required in future by analyzing growth, expansion, structural changes . C. Manpower Audit- Skill inventory E.Developing human resource plan-Implementation of findings PERSONAL FACTORS Name Age Marital status EDUCATION & TRAINING School Degree Academic excellence Training achieved EXPERIENCE & SKILLS Job areas Job titles Special skills Lang known Reason for leaving ADD INF Salary grade Disciplinary record Career plans Appraisal data Test results job description-job summary, Duties performed, Machine , tools ,materials , working conditions Job specification- what kind of person to recruit & for what qualities that person should be tested. Physical character, Psychological character, personal character, responsibility, demographic nature D. Job Analysis: Training, Job evaluation, Performance App, Career Dev, Induction, Counseling, labor relat
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  Recruitment • Acc toEdwin B.Flippo defined recruitment as “ the process of searching for prospective employees and stimulating them to apply for jobs in the organization”
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  Factors affecting Recruitment INTERNALFACTORS • Company’s pay package • QWL • Organizational Culture • Career planning • Company’s size • Company’s products • Company’s Growth rate • Cost of recruitment EXTERNAL FACTORS • Socio-economic factors • Supply & demand factors • Employment rate • Labour market condition • Reservation for SC/ST • Information system
• 9.
  Sources of Recruitment Internal source Transfer- job rotationshifting from one job to another Promotion- shifting an employee to higher position Employee referrals- recommendation from current employees External source Direct recruitment- (factory gate) Unsolicited application Media Advertisement Employment Exchange Mg consultants(data bank) Campus recruitment Recommendations Labour contractors Modern technique Walk- in Consult-in-(encourage to approach personally ) Head Hunting-(professional org search senior executives and advise co. to fill the position) Body shopping- training institution develop pool of HR. Business Alliances- acquisition, mergers, share HR Tele-recruitment
• 10.
  Advantages of Internalsource • Employees are motivated, Employee morale(self confident) is increased, Cheaper process, Chain of promotion improves performance, Tool for training, Disadvantages of Internal source • Scope for fresh talent reduced, Employees become lethargic(lazy), Spirit of competition is hampered, Frequent transfers reduce productivity. Advantages of External source • Attract Qualified personnel, Wider choice, Fresh talent, Competitive spirit Disadvantages of External source • Dissatisfaction among existing staff, Lengthy time consuming process, Costly process, Uncertain response
• 11.
  SELECTION-choose • “Selection isthe process of picking individuals who have relevant qualifications to fill jobs in an organization”. • The basic purpose is to choose the individual who can most successfully perform the job, from the pool (collection) of qualified candidates.
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  SELECTION STEPS- seriesof hurdles STEP 1 • Reception-(a co. create favorable impression from stage of reception) STEP 2 • Screening Interview-(Preliminary interview cuts the cost, allow only eligible candidates to go through further stages) STEP 3 • Application Blank- (brief history sheet of employees background) STEP 4 • Selection Tests-1.Intelligent test 2. Aptitude, 3.Personality 4.Achievement Tests 5. Simulation test 6.Assessment centre 7. Graphology test 8. Polygraph (lie detector) 9.Integrity test STEP 5 STEP 6 • Selection Interview- oral examination • Medical Examination- reveals Physical fitness STEP 7 • Reference checks-personnel department check applicants previous job performance through references given. STEP 8 • Hiring Decision- final decision whether to select or reject a candidate.
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  1.Intelligent test [mentalability]- numerical ability 2.Aptitude tests[potential to learn skills]- mathematical 3.Personality tests- (a)Projective tests[interpret problem], (b)Interest tests[idea to know peoples area of interest], ( c)Preference test[people differ in preference for achievement] 4.Achievement Tests[ proficiency know-how test]-short hand 5. Simulation test[assess potential of employees by making them solve problem] 6.Assessment centre[in a separate room employees are assessed through multiple assessors] (a)The in-basket [candidates are asked to act in limited periods with the files & notes given] (b)Leaderless group discussion[to examine interaction as a group] (c )Business game[how to advertise, market, penetrate market] (d)Individual presentation[ plan, organize on assigned topic] (e)Structured Interview[series of questions aimed at participant] 7. Graphology test[to examine lines, trend , curves understanding ability, flourishes persons handwriting and emotional make-up ] 8. Polygraph (lie detector)- [rubber tube around chest , arms , fingers to examine physical changes, blood pressure etc. This establishes truth about applicants behavior] 9.Integrity test – measure employees honesty. By asking more “yes” or “No” questions SELECTION TEST
• 14.
  KINDS OF INTERVIEW 1.Preliminary interview- screening of applicants this afford him freedom to decide whether the job will suit him. 2. The non directive interview- recruiter asks questions that comes to mind. This allows applicant to talk freely. 3. The directive or structured interview- recruiters use predetermined set of questions & comparison are made among applicants. 4. The situational interview- Applicant is given a hypothetical (imaginary) incident and asked to respond to it 5. The behavioral interview-focuses on actual work incidents. The applicant must reveal what he/she do in given situation. 6. Stress interview- Interviewer attempts to find out how applicant respond to aggressive, embarrassing, rude & insulting questions. 7. Panel interview- the applicant meets 3-5 interviewers who takes turns in asking questions. The panel members can ask new & incisive (penetrating) question based on their expertise & experience and elicit (draw out) deeper & meaningful responses from candidates.
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  ERRORS IN INTERVIEWING •The Halo effect- The interview should assess the whole of candidate’s personality and should not be led away by any one trait or achievement. • Leniency (mercy)- When a candidate is rated by 2 raters, their rating may be different. One with high score & other with low score which results in error. • Projection- interviewer expects his own qualities , skills, opinions, values as he resembles his age , voice & background. • Stereotyping- This error arises when interviewer have already forms mental association between particular community, culture, origin. This is an undesirable quality of an interviewer.
• 16.
  PLACEMENT • Placement isan important human resource activity • Placement is the actual posting of an employee to a specific job • It involves assigning a specific task and responsibility to an employee. • Placement decision are taken after matching requirement of job with qualification of candidates. • Organization put new recruits on probation period & closely monitored.