PERSONNEL MANAGEMENT

PERSONNEL MANAGEMENT - IES MCRC, Bandra.

Recruitment, Induction, Placement & Development, Personnel Budget - Lecture 2

Opening Case • Mr. Rao is in-charge of a printing press factory in Andhra Pradesh. • 5 people work in this factory. • 3 run machines, • 1 supervises & • 1 moves the blank paper & finished print by handcar • Employee job position in point iii. needs to be filled • 3 candidates A, B, C apply – Whom to appoint? Why? • A – 35yrs, unmarried, Navy veteran, poor work record, seasonal & odd jobs held, drove a forklift in the navy, has a strong build • B – 22yrs, recent migrant from Punjab, farm labour, assembly-line work, poor English, good Telegu, resides with his mum • C – local boy, finished school, 2 yrs back, works in a transport company, character references are excellent, is small, quick & track star in high school.

Recruitment Is a process of – • Searching for Prospective employees & • Stimulating them to apply for jobs

SOURCES OF RECRUITMENT • Internal : • Sources within an organizational pursuit. • External • Sources outside organizational pursuits.

Internal Sources of Recruitment • Present Permanent Employees • Present Temporary or Casual Employees • Retrenched or Retired Employees • Dependants of Deceased, Disabled, Retired & Present employees

Campus Recruitment Private Employment Agencies / Consultants Public Employment Exchanges Professional Associations Data banks Casual Applicants Similar organizations Trade Unions External Sources of Recruitment

Recruitment Techniques • Promotions & Transfers : • Internal candidates are stimulated to work. • Recommendation of the present employees • Management contacts the outsiders recommended by present employees • Scouting : • Send organization’s representative to various sources of recruitment • Advertising : • (AIDA) attract Attention, develop Interest, create Desire, instigate Action

Walk – In Consult – In Head – Hunting Body Shopping GNIIT,SAP Business Alliances mergers, acquisitions Tele – Recruitment internet telecommunication based Modern recruitment techniques

Selection • According to Dale Yoder – • "Selection is the process in which candidates for employment are divided into 2 classes - those who are to be offered employment and those who are not."

Selection Process Application form Written Exam Preliminary Interview Group Discussion Tests Final Interview Medical Examination Reference Checks Line Manager’s Decision

Selection of Sales Employees • Applications received from various sources are scrutinized and irrelevant ones are discarded • A candidate who passes the preliminary interview and is found to be eligible for the job is asked to fill in a formal application form.

Selection of Sales Employees • personal interview helps in interacting with the candidate and judging his communication abilities, his ease of handling pressure etc. • former employer, former customers, business references, reputable persons & such references are contacted to get a feedback on the person in question including his behaviour, skills, conduct etc.

Selection of Sales Employees • Many Companies check the financial condition of a prospective employee. • Different types of tests are conducted to evaluate the capabilities of an applicant, his behaviour, special qualities etc

Induction Induction is designed to provide a new employee with the information he or she needs to function comfortably & effectively in the organization. It provides • General information about the daily work routine • A review of the firm’s history, founding fathers, objectives, operations, and products or services, as well as how the employee’s job contributes to the organization’s needs • A detailed presentation, perhaps in a brochure, of the organization’s policies, work rules and employee benefits

Requisites of an Effective Programme • Prepare for new employees • Determine information new employees want to know • Determine how to present information • Completion of paperwork

Difference between Induction & Orientation • Induction Comes first and is followed By Orientation. • Induction is for shorter duration and Orientation is for longer duration. • Induction means introduction of the company as in the overall preview of company it's more in the form of presentations. • Orientation is the practical overview of the company that is it includes introducing employee to different people of the organization making him more familiar with everyone so that he get the idea that what kind of company he will be working for and generating a level of comfort within the organization.

New Employee: Mr. Niraj Mittal, MBA-HR, BangaloreUniversity,2008 Job Title: Human Resource Executive Department: HR Development Reporting Date: 1st June 2008, 8a.m. report to Ms. Roopa (HRD Chief) SCHEDULE 8 to 9a.m.- Co. history, products, philosophy, structure, authority within HRD deptt., HRM Policies & Practices 9.30 to 10.30.a.m. – Mr. R will explain co. benefits, fill health, tax & other relevant forms 10.30 to 11.30 a.m. – Tour to main bldg 11.30 – 12.30 pm – Lunch with HR Manager & Ms. Roopa 12.30 to 3 pm. – Provide detailed tour of production, mktg deptt 3 to 5 pm. – New worker on his own to familiarize himself with the job Induction Process

PLACEMENT • Refers to the allocation of people to jobs, • It includes • initial assignment of new employees • And promotion, • Transfer, or • Demotion of present employees

Collect details about the employee Construct his or her profile Which subgroup profile does the individual’s profile best fit Compare subgroup profile to job family profiles Which job family profile does subgroup profile best fit? Assign the individual to job family Assign the individual to specific job after further counselling and assessment Assessment-classification Model & Employee Placement

Management Development IS AN ACTIVITY DESIGNED TO • improve the performance of existing managers, • provide a supply of managers to meet the need of organizations in future and • extend the understanding of the management activity by drawing from the following three resource areas: • Knowledge, skills and teaching abilities manifested by the academic world. • Experience, expertise and resources provided by the organization within which the trainee operates. • Trainee himself.

Essential Ingredients of MDP • Analysis of Organizational Present & Development Needs • Appraisal of present management talent • Inventory of Management power • Planning of Individual Development Programme • Establishment of Development programme • Evaluation of the programme

Personnel Budget • Due to increasing budget bottlenecks in the public sector, the largest expenditure blocks have to be planned in great detail. • Personnel costs are often the dominating cost factor in a public organization. • Managing and forecasting this budget accurately will enable an organization to come up with a very close projection of its overall budget requirements. • Personnel Budget Planning will support this process both for a centralist as well as for a decentralist planning approach.

1. The Internal Sources of recruitment are: Present temporary or casual employees Public employment exchanges None of the above 2. Requisites of an Effective Induction Programme: Prepare for new employees Determine information new employees want to know All the above Pick the most appropriate one

Recruitment Placement Induction It Refers to the allocation of people to jobs, It includes initial assignment of new employees And promotion, Transfer, or Demotion of present employees It is designed to provide a new employee with the information he or she needs to function comfortably & effectively in the organization. It is a process of searching for Prospective employees & Stimulating them to apply for jobs. Match the term with its definition

Creating Effective Recruitment Ads • Write a recruitment ad for a job you have held • Explain where you would place this ad • To improve its appeal • To get qualified response • Re-write the ad to appeal to • Older workers • Disabled people • How would you go about finding such candidates?

Simulation Exercise of Induction The job position is of an ‘Accounts Executive’ Form 4 teams of: • New employees • Superiors • Subordinates • Personnel Manager

Role of Personnel Manager Introduces the team of new employees to • Co. policy, practice & tradition • Job duties, responsibilities • Superiors • Sub-ordinates Explains & clarifies • Doubts of new employees

Superiors Formal items Informal items Subordinates Formal items Informal items Role of: New Employees Clarify & get explanations of personnel department from superiors & sub-ordinates

Thank You

PERSONNEL MANAGEMENT