Need Of Human Resource Planning

- —SURVIVE

- —OPERATE

- —GROW IN HIGH COMPETITIVE MARKET

- —COPE UP WITH CHANGE

Definition Of Human Resource Planning

— HRP IS THE PROCESS BY WHICH AN ORGANIZATION ENSURES THAT IT HAS THE RIGHT NUMBER AND KIND OF PEOPLE, AT THE RIGHT PLACE, AT THE RIGHT TIME, CAPABLE OF EFFECTIVELY AND EFFICIENTLY COMPLETING TASKS THAT WILL HELP THE ORGANIZATION ACHIEVE ITS OVERALL OBJECTIVE.

Interviewer Errors.

- HALO EFFECT

- —LEADING QUESTIONS

- —PERSONAL BIASES

- —INTERVIEWER DOMINATION.

Interviewee Errors.

- —PLAYING GAMES

- —TALKING TOO MUCH

- —BOASTING(BOLDNESS)

- —NOT LISTENING

- —BEING UNPREPARED

Interview Process

—- INTERVIEWER PREPARATION

- —CREATION OF RAPORT

- —INFORMATION EXCHANGE

- —TERMINATION

- —EVALUATION

Types of Interview

—- UNSTRUCTURED INTERVIEWS.

- —STRUCTURED INTERVIEWS

- —MIXED INTERVIEWS

- —BEHAVIORAL INTERVIEW

- —STRESS INTERVIEW

- —DEPTH INTERVIEW

- —GROUP INTERVIEW

Types of Test..

• PSYCHOLOGICAL TESTS:   MBIT Personality test
• —KNOWLEDGE TESTS:   Aptitude tests
• —PERFORMANCE TESTS:  Job Simulation, Clerical
• —GRAPHIC RESPONSE TEST:  Police, Retail
• —ATTITUDE TESTS:   Honesty, Work opinion Questionnaire.
• —MEDICAL TESTS:     Drug, Genetic Screening, Medical Screening.

Challenges of Selection Process

• MAINTENANCE

• TRAINING

• DEVELOPMENT

• CAREER PLANNING

• PERFORMANCE EVALUATION

• COMPENSATION

• JOB MANAGEMENT RELATIONS

• ASSESSMENT

Inputs Of Selection Process in HR

Selection process relies on 3 inputs:

—- JOB ANALYSIS

—- HUMAN RESOURCE PLANS

-— RECRUITS

Introduction of Selection Process in HR

Selection is the process of choosing the most suitable persons out of the applicants. In the selection process, the candidates are divided into two parts- Those who are suitable for the job and those who are not. It involves rejection of those applicants who are not fit for job and so sometimes it is described as “ NEGATIVE PROCESS”.

Selection starts with reference of job which indicates not only the immediate requirement of job but other qualities which may be desirable. The personal qualities which form the base of selections are skill, experience, education and training, age, physical characteristics and intelligence etc. The effective selection program is not random process because those who are selected are chosen on the  basis of assumption that they are better applicants than those who are rejected.

Sample Training Evaluation Form

 Training Evaluation Form                    

I am a:            ¦ Area Supervisor              ¦ Data collector            ¦ Data entry personnel

Please indicate your impressions of the items listed below.

	Strongly Agree	Agree	Neutral	Disagree	Strongly Disagree
1. The training met my expectations.	¦	¦	¦	¦	¦
2. I will be able to apply the knowledge learned.	¦	¦	¦	¦	¦
3. The training objectives for each topic were identified and followed.	¦	¦	¦	¦	¦
4. The content was organized and easy to follow.	¦	¦	¦	¦	¦
5. The materials distributed were pertinent and useful.	¦	¦	¦	¦	¦
6. The trainer was knowledgeable.	¦	¦	¦	¦	¦
7. The quality of instruction was good.	¦	¦	¦	¦	¦
8. The trainer met the training objectives.	¦	¦	¦	¦	¦
9. Class participation and interaction were encouraged.	¦	¦	¦	¦	¦
10. Adequate time was provided for questions and discussion.	¦	¦	¦	¦	¦

11. How do you rate the training overall?

Excellent                   Good                       Average                         Poor             Very poor

     ¦                              ¦                                ¦                                 ¦                        ¦

10.  What aspects of the training could be improved?

11.  Other comments?

THANK YOU FOR YOUR PARTICIPATION! 

Benefits of Ideal Compensation System

• An ideal compensation system will have positive impact on the efficiency and results produced by employees. It will encourage the employees to perform better and achieve the standards fixed.

• It will enhance the process of job evaluation. It will also help in setting up an ideal job evaluation and the set standards would be more realistic and achievable.

• Such a system should be well defined and uniform. It will be apply to all the levels of the organization as a general system.

• The system should be simple and flexible so that every employee would be able to compute his own compensation receivable.

• It should be easy to implement, should not result in exploitation of workers.

• It will raise the morale, efficiency and cooperation among the workers. It, being just and fair would provide satisfaction to the workers.

• Such system would help management in complying with the various labor acts.

• Such system should also solve disputes between the employee union and management.

• The system should follow the management principle of equal pay.

• It should motivate and encouragement those who perform better and should provide opportunities for those who wish to excel.

• Sound Compensation/Reward System brings peace in the relationship of employer and employees.

• It aims at creating a healthy competition among them and encourages employees to work hard and efficiently.

• The system provides growth and advancement opportunities to the deserving employees.

• The perfect compensation system provides platform for happy and satisfied workforce. This minimizes the labour turnover. The organization enjoys the stability.

• The organization is able to retain the best talent by providing them adequate compensation thereby stopping them from switching over to another job.

• The business organization can think of expansion and growth if it has the support of skillful, talented and happy workforce.

• The sound compensation system is hallmark of organization’s success and prosperity. The success and stability of organization is measured with pay-package it provides to its employees.