Explanation of Human Resource Management - What is Human Resource Planning and Method of Recruitment

Human Resource Management (HRM)

Human resource management is the organizational function that manages all of the issues related to the people or connected with individuals in an organization.
HRM is the process of the management which develops and manages the human element of an enterprise.
It is not only or just the management of abilities but also the attitudes and aspiration of people.
HRM may be defined as a set of policies, practices and programmer designed to maximize both personal and organizational goals.

Feature of Human Resource Management:

1. Development of human resource.
2. Management of human resource.
3. Management of human relation.
4. Departmental existence.
5. Opportunities to greats ability.
6. Availability of human Force.
7. Help to High level Management.
8. Continuous process.
9. Best Results from Employees.
10. Development of co-operation feeling.
11. Definite Principles and practices.
Importance:
1. Establishing good Industrial Relations.
2. Control in Cost.
3. Effective Recruitment Programme.
4. Decision Related to Promotion and Demotion.
5. Solution to Employees Problems.
6. Optimum utilisation of Resources.
7. Increase in production and profit.
8. Balance in needs and objectives of organization and workforce.

Challenge in HRM:

1. Technical change.
2. Political Environment.
3. Legal Environment.
4. Psychological system • financial • non financial.
5. Desires of employees.
6. Size of workforce.
7. Education level.
8. CBIS –> Computer Based information systems.
9. Turnover of professional Personnel.
10. Changing phase og HRM.
Measure to Impediment:
1. Providing Purposeful direction.
2. Increasing care ability.
3. Changeable behavior.
4. Management of human resources Directly.
5. Development of Work related Ethics and culture.
6. Empowerment of human resources.
7. Total Quality management.

Objectives of HRM:

Primary:
1. Motivation.
2. Effective work group.
3. Selection and placement of employees.
4. Manufacturing and Distribution of product and services.
Secondary:
1. Discipline Approach.
2. Creation of Team Spirit.
3. Establishment of Human Relations.
4. Objectives related to Human Factor.
5. Development as Employee's Efficiency.
6. Formation of Effective Organization.

Function of HRM:

Managerial Function:
1. Planning
2. Organizing
3. Staffing
4. Directing
5. Controlling
Operative Function:
1. To Give Employment
2. Compensation
3. Work related to human Resource Development.
4. Other functions • Relation • Personal and family problems • Advisory centre

Scape of HRM:

1. Administration of Organization.
2. Manpower Planning.
3. Work related to Training and Development.
4. Determination of wages and salaries.
5. Administration of employees Related Benefits and Services.
6. Research related to Human Resource.
7. Record related to Human Resource.
8. Maintain Labour Relations.

Qualifications, Quality and Skill of HR manager:

1. Organization and managerial Ability.
2. Latest technique knowledge.
3. Knowledge about employees.
4. Social Responsibility.
5. Professional experience.
6. Ability of Prediction.
7. Co-operative.
8. Sympathy.
9. Unbiased.
10. Will power.
11. Other • Good health • Politeness • Being humorous • Sound-mind • Physique

Different jobs/ careers in HRM:

1. HR Specialist.
2. HR Manager.
3. HR Executive.

Human Resource Planning

Subject matter of HR Planning:
1. Estimation of Manpower.
2. Sources of Manpower.
3. Evolution of Manpower.
Features of HR Planning:
1. Determination of need, number and types of Manpower.
2. Determination of Training and Development requirements.
3. Characteristics related to Human Resource function.
4. Co-ordination between demand and supply of human.
5. Reduction in Costs.
Importance:
1. Helpful in control.
2. Helpful in Establishment of Co-ordination.
3. Helpful in Encouragement of employees.
4. Helpful in Developing Incentive.
5. Base of Corrective Action.
6. Effective Evolution.
7. Availability of Effective employees in Organization.
8. Important in Product planning.
9. Formation of profitable Organization.

Need/Necessarily of HR Planning:

1. Estimation of Manpower requirements.
2. Effective Manpower Management.
3. Effective Recruitment and Selection Policy.
4. Necessary for Industrial Relations.
5. Stability of Production level.
6. Decrease in Labour Cost.
7. Freedom from Problem of Under Employment or over Employment.

Process of HR Planning:

1. Determination of objectives.
2. Knowledge of Current Human Resource.
3. Estimation of Requirement of Human Resource.
4. Expectation Related in Jobs.
5. Formation of Plans Related to Employment.
6. Determination of programmes related to Training and Development.
7. Implementation of Human Resource Planning.
8. Evolution of Human Resource Planning.

Essential of a Sound HR Planning:

1. Objectives
2. Co-ordination
3. Top - Management Support
4. Complete
5. Integral part
6. Well Conersant

Methods / Types of HR Planning:

1. Short-term • Training • Promotion
2. Medium
3. Long

Challenge/Problems of Human Resource Planning:

1. Problem related to Accuracy.
2. Problem related to Uncertaining.
3. Problem of co-operation lack.
4. Problem of Insufficient data.
5. Expensive Procedure.
6. Long process.
7. Insufficient Initial Efforts.

Factor Affecting HR Planning:

• Environmental Certainties
• Type and Quality of Information
• Time Horizons
• Type and strategy of information organization.
• Outsourcing
• Nature of Jobs filled
• Organizational growth cycle and planning

Objectives of HR Planning:

1. To deal with changes.
2. To forecast personnel Requirements.
3. To utilize the existing Resources More Judiciously.

Level of which HR Planning:

• National level
• Sectoral level
• Industrial / unit level
• Department / Job level

Method of Recruitment

Recruitment

It is a process to search for prospecting employees. It stimulates and courage prospective employees to apply for the job.
Link between job provider and job seekers.

Source of Recruitment

Internal source:

1. Present Employees:
• Transfer: 
Transfer –> persons –> present job –> similar places. No change –> Rank, Responsibility, Prestige. Number of person –> increase. Vacant places –> Fill.
• Promotions:
Transfer –> persons –> higher position. Change –> Rank, Responsibility, Prestige.
Number of person –> increase. Promotion –> Position Vacant. Motivate –> Improve Performance.
Seniority Based:
• Cheap.
• Simple to operate.
• Future prospect of job.
• Respect –> senior.
• Peace in organization –> acceptable.
• Existing –> optimum –> training for higher job.
Merit Based:
• Recognizes and Rewards –> competence, knowledge, initiative.
• Better performance –> rewards motivates.
• Logical and scientific way.
• Stay –> competent and able.
Limitations of Promotion:
1. Inbreeding
2. Qualified/skilled outsiders –> ingored.
2. Employee Referrals:
• Effective method.
• Qualified People –> at low cost.
• Large number of employees in Organization –> chance of more potential employees.
• Existing persons –> Know the requirement of job. what sort of persons –> looking.
• Existing persons –> know person (friends) those requirements.
Limitation:
1. New employees –> same as old ones.
2. Informal groups –> race, cast, religion, gender.
3. Former Employees:
• Retired.
• willing fully left the job for other job.
• Now wishes come again.
• Benefits –> already knowledge of their performance.
4. Pervious Applicant:
• BTW not internal.
• Those who have applied in past.
• In emergency / unexpected vacancy –> quick / cheap professional openings.

Benefits of Internal Source:

1. Improves Morale –> promotion.
2. Proper Evolution. • existing –> management • new –> interview.
3. Economical • selection cost x • training cost x.
4. Promotes loyalty. Promotion –>parts –> loyal.
5. Motivation technique.
6. Social Responsibility.
7. Trade Union's support.
8. stability of employees. • Better opportunities –> suitable employees.
Limitations:
1. Management likes/dislike/ biasness.
2. Inbreeding.
3. Discourages New bl00d.

External Resources:

1. Advertisement:
• Best method –> higher / experienced jobs.
• Local / National press, professional journals.
• Requirements of jobs –> persons evaluate themselves with requirements before application.
• Lots of applications receive.
2. Employment Exchanges:
Seeker –> exchanges –> giver.
• Unemployed register.
• List.
• Contact with Co.
• vacancy –> list of qualified.
• Unskilled, Semi, skilled, operative posts.
3. Unsolicited Applicants:
• Those –> who apply for job without Advertisment and Requirements.
• Seeker –> Company website's. Finding contact information. of who works at Co. Send them resume.
• Personnel department –> Record.
• Suitable job vacant –> Consider these applicant.
4. Professional Organizations:
• Middle / Upper level.
• Complete bio-data.
• Company details provides.
• Clear Doubt.
5.Similar Organization:
Newly established / diversified / Expanded organization.
6. Casual Callers:
• Short time
• Economical
• Teachers in government schools.
7. Labour Contractors:
• Unskilled person.
• Short time.
• Cost contractor bear.
8. Trade Unions
9. Gate Recruitment:
• Unskilled.
• Short time.
• Vacant post –> gate notice.
• Direct Recruitment.
10. Recruiting Agencies:
• Executive, Specialist.
• Recruitment selection.
• There cost –> high.
11. Campus Recruitment:
• Campus of colleges, universities, research laboratories –> Ground for Recruitment.
• IIM's / IIT's –> Top list.
12. Displaced Persons
13. competitors:
• Poaching / Raiding.
14. Data bank:
• Recruiting terms –> collect information.
Educational Institute
Employment Exchanges
Professional Organization
15. Walkin:
• Advertisement in Newspaper –> people –> interview.
• Interviewers –> tough challenge don't know.
• Employees –> easy 
Writing: Form filling
Talking: meet the recruiter, No application.
suitability:
• Skilled, able, knowledged.
• New ideas, better technology.
• Minimized pay scale.
• Variety Talent –> Help –> Human resource Mix.
• Existing –> Improve Personality.
Disadvantages:

• Time consuming.

• Expensive.

• Training (unfamiliar).

• Motivation if existing staff if higher post.