Nhân sự

Chia sẻ: Vanvancaca | Ngày: | Loại File: PPT | Số trang:26

Thêm vào BST

Báo xấu

194
lượt xem 42
download

Download Vui lòng tải xuống để xem tài liệu đầy đủ

uy trình xã hội hóa Quy trình ban đầu - Tuyển dụng và lựa chọn Quá trình mở rộng - Các chính sách của tổ chức, Giới thiệu với cấp trên, đồng nghiệp và có liên quan sở, ban, quen thuộc với việc Văn hoá, việc làm Mô tả, thích hợp đào tạo Một cảm ứng lên kế hoạch tốt giúp nhân viên trở nên tích hợp vào các tổ chức, tối đa hóa tinh thần thông qua thành công ban đầu và nhanh chóng nâng cao mức độ thực hiện....

Chủ đề:

Bình luận(0) Đăng nhập để gửi bình luận!

Lưu

Nội dung Text: Nhân sự

Human Resource Management Human Resource Management & Staffing Lavena Tina D’souza Lavena Tina D’souza
Presentation Covers Presentation Covers Human Resource Management (HRM) Phases of HRM HRM Process Types of Recruitment Recruitment Process Selection Process Socialization Process
Why Human Resource Why Human Resource Management ? According to Peter Drucker Man, of all Resources available to man can grow and develop
Phases of Human Resource Phases of Human Resource Management It all began with, role of personnel manager being: It all began with, role of personnel manager being: Clerk – Managing Dues Record Keeper – Managing Time Keeping Channel of Communication between Employees + Management, Recruitment & Selection Industrial Relations – Union Labour Laws– Eg. Min. Wages, PF, ESIC Welfare Officer – Recreation Training & Development
Human Resource Management Human Resource Management Process The organized function of 1) Planning of HR needs & 2) Recruitment 3) Selection 4) Development 5) Compensation 6)Evaluation of performance To fill those needs
Human Resource Management Process Human Resource Management Process
Forecasting Manpower Demand Forecasting Manpower Demand Future Needs of the organization Long Term Plan  TERM 5 years Growth & Expansion New Factory Short Term Plan TERM 1 2 years Adding New Shift Replacement
Forecasting Manpower Supply Forecasting Manpower Supply Internal Labour Supply Skills Inventory Employee’s Database Replacement Planning Manager Inventory Chart Identifies potential candidates to fill specific managerial jobs Succession Planning Identifies and trains the potential candidates
Manager Inventory Chart Manager Inventory Chart
HR Actions Based on Demand & Supply Forecasting No MP MP HR ACTION No Demand Supply 1 Selection, Placement, Offer Competitive Pay Package 2 Special Attention on Internal Staff Training & Development 3 Removal of Excess Employees VRS, Early Retirement, layoffs Growth & Expansion 4 Recruitment, Internal Promotion Training & Development
Training & Development Training & Development TRAINING Training – Top Level Training – Lower Level & DEVELOPMENT
Staffing Staffing Aimed at attracting and selecting individuals for different positions that facilitate the achievement of organizational goals UnderStaffing: Loses Business + Specialization OverStaffing: Wasteful, Expensive & even expensive to eliminate excess staff Process Includes : 1) RECRUITMENT 2) SELECTION
Performance Appraisal Performance Key Points Evaluation Comparison Actual v/s. Standards Results Rewards Corrective Action
Compensation Compensation MONETARY Cash, Gift Cheques, Performance Incentive, Bonus NON MONETARY Stock Options, Insurance, Car, Accommodation, etc.
RECRUITMENT RECRUITMENT Types of Recruitment Sources EXTERNAL SOURCE INTERNAL SOURCE INTERNAL SOURCE Advertisement Transfers Education Institutions Promotion Employment Agencies Up gradating Voluntary Application Dependent of deceased family member Word of Mouth Rec. at factory gate Job Portals Acquisitions & Mergers Head Hunting & Poaching Contractor/ Outsourcing
Internal Recruitment Internal Recruitment ADVANTAGES DISADVANTAGES Familiarity of Candidate Lack of New Ideas Available information & Expensive Training observation Programs Selection & Socialization – Political & Personal Bias less expensive Ripple Effect Enhances Employee Morale Some Unhappy Employees Retention of Employees
External Recruitment External Recruitment ADVANTAGES DISADVANTAGES New Ideas Lack of Reliability Valuable Information – Committing Mistakes Competitors Moves & Expensive Process Strategies Orientation Process – Diverse Skills & Vast Time Consuming Experience Demotivates Internal Employees
The Recruitment Process The Recruitment Process
Job Analysis Job Analysis JOB DESCRIPTION JOB SPECIFICATION (EMPHASIS IS ON JOB) (EMPHASIS ON INDIVIDUAL) Objectives of the Job Minimum qualification Work to be Performed Listing of Skills, Education & Work Experience Skills Needed Responsibility Involved Relationship of the Job to other Jobs Working Conditions
Job Analysis for Job Analysis for Head – Strategic marketing JOB DESCRIPTION JOB SPECIFICATION JOB SPECIFICATION (EMPHASIS IS ON JOB) (EMPHASIS ON INDIVIDUAL) Forecasting, business A BE preferably with an plan formulation, and MBA (marketing), must market potential posses excellent analytical estimation for existing ability, be actionoriented as well as new product and possess excellent markets communication skills