human resource management LLB notes

Human Resource Management

Definition;-

“Human Resources management mean the policy,Procedure and system that are used to influence the employees behavior and performance”.

Or

“Human resources management is a process of recruitment and selection orientation, training and development, performance management, rewards and benefits and carrier development” 

Function / Component /Ingredient / Practices / Of HR;-

Recruitment

Definition;-

Recruitment means the process of searching and attracting the potential applicant for filling any vacant position,

Toll of recruitment;-

Toll of recruitment is job advertisement

Steps;-

I) Job Advertisement;-

The company give the job advertisement to attract the potential candidate to fill the vacancy.

II) Receiving the application;-

The company receive an application in response of advertisement from applicant.

III) Scrutiny

Company to check weather the person who apply for job is eligible or not when eligibility is determine selection is start.     


                         

Selection

Definition;-

The process of discovering the applicant KSA’s. In order to establish the stability for job.

Tool of selection;-

Tolls of selection are test and interview

Steps;-

I. Issue call letters for test

II. Issue the call letter for interview

III. Medical And physical test

IV. Background investigation

A) Reference

B) Character certificate from last educational institution

C) Chareter certificate from police station

v) job offer

Vi) employment contract;-

Orientation

Definition ;-

The introduction of new employee with the organization culture and people on vary first day of job.it is one time activity it may be formal and informal.

The object of orientation is to socialized the new person with the organizational people and culture.it will be held by the head of the organization .but is the size of organization is to large then the head of department is responsible for orientation.

Component

The main component of any orientation session may be as follow .

1. Vision and mission statement of the organization.

2. History of organization

3. Product and services of an organization

4. Basic organization structure

5. Basic market structure

6. Basic roles and regulation

7. HR Policies

8. Meeting with follow employees

Training and development

Definition;-

Training is planed effort of any organization to develop desiring KSA’s(Knowledge skill and ability) In to their employee in order to improve their performance.

Difference between training and development

To enhance KSA’s for future job is training and to enhance the KSA’s for future job is development

Parties

I)Trainer;- 

Trainer is the person who give the training to employee

Ii)Trainee

trainee is the person who take the training from a trainer

Method of training;-

Coaching	Monitoring
I)It is formal way of training	It is informal way of training
ii)In Coaching there  may be a one trainer and multiple trainee	In monitoring there is only one trainer and one trainee
iii)it is done by a coach Who is a professional trainer	It is done by monitor who is the not a professional trainer
iv)The couch identify the weak area of the employees & Develop system to over come those areas
V)Couch is provided by Organization	Some time arrange by own cost
Its purpose is long term skill development.	Its purpose is skill development.

Performance management/appraisal

It is the process of evaluating the performance of the employee after a specific period of time.

ACR (annual confidential Report)

Reward and benefits 

Definition;-

Any thing that is given in recognition of any effort served is called reward.

Types of Reward

I)Financial

Any thing that is in the form of money is called financial reward

Eg.Salary,Bonus,

Ii)Non Financial

Any thing other then money is called non financial reward

Eg.house ,car,medical facilities

Features of reward;-

Reward system should be fair reasonable and satisfactory.Reward should be determine on the basis 
of cost of living work assigned ,financial position of the business market rate.

                carrier development

Definition of carrier;-

A career is a sequence of positions held by a person during the course of his working life.

Definition of carrier development;-

Carrier development means to develop the  KSA’s of employees in order to develop their job positions.Employee development is mandatory or prerequisite For carrier development

Stages of carrier development;-

Definition:- Career Stages

Career stages are the various phases which an employee or a business professional goes through.

stages of career development

Development of career of an individual undergoes through a number of stages these stages are;

1) Exploration:-

 it is the pre employment stage. It ends for most of the individuals in their mid 
twenties when they make the transition from college to work. It is the period when a number of expectations are made about one’s career.

2) Establishment:-

 this stage takes 10 years from the age of 25 years onwards. In this stage person tries to settle in the job he is doing. In the early years of this stage the individual is designated as junior and at the end of this stage he becomes the senior member of the organization.

3) Mid career:- 

mid-career starts with the age of individual when he is 35 and ends with when he is 45. At this stage person is no longer learner. This stage is most stressful. The person wants advancement at this stage and search for new goal in the life. Those who make successful transition at this stage get rewards in their late career.

4) Late career:-

 this stage starts from 40’s and ends at the age of 60. For those who continue to grow in their mid-career for them this period is most pleasant one. It is the stage when one enjoys the status of a statesman.

5) Decline:- 

this is the stage when the person is forced to step out from the limelight. This is the stage of frustration for the high achievers because they are in the habit of doing something and but a pleasant time for mediocre. Towards the end of this stage the person is forced to get retired from the organization. This stage brings a major change in the person’s life because now the life structure of the individual is totally changed.

Human resource planing;

Human resource planning is The Process of predicting the demand and supply of labour / human resources / worker, in order to establish the shortage or surplus of employees / labour.

l when demand exceed from supply it is called Shortage

l when supply exceed from demand it is called surplus,

These are both unfavourable situation the manager try to equal the demand supply .

Tool for HR Management is forecasting;-

Forecasting mean Future prediction.

Types of forecasting;-

1) Statistical forecasting

2) Judgment forecasting

Statistical forecasting;- 

Future prediction on the basis of facts and figure or Future prediction by using any data or past history is called statistical forecasting.It is more reliable because you have an evidence behind it.

E.g . In Ramadan the price rate increased,

Judgment forecasting;-

Future prediction without using any facts and figure is called judgemental forecasting. In this types you have no data no past history no fact and figure.but you predict the future on the basis of your gut felling.

Objective of HR Planing;-

There are 2 objectives

1) Need Assessment;-

After assessing the need or by watching the shortage and surplus the manager has to take a decision for recruitment or decruitment .

l Recruitment is the process of hiring an employs

l Decruitment id the process of firing the employees.

2) Job design;-

HR Manager deign or redesign the job.job design is the combination of job description and job specification. It mean being a HR Manager you has to design job specification and job decision.    

I) Job description;-

A written statement which define the task and duties of a specific post /positions not a person.

Ii) job specification;-

A written statement which define the minimum acceptable criteria for getting a job in sense of qualification ,experience or any other condition like age limit.

 Job description determine the suitability for job and job specification determine the eligibility for job.

Strategies for managing the shortage of the employees;-

 (hiring strategies )

1) over time;-

2) Out sources

3) Redesigning the job

4) Offer incentives to pospond the retirement

5) Rehire retire persons  

Strategies for managing the surplus;-(firing strategies)  

1) down siding;-

2) Reduce or eliminate the over time policy;-

3) Reduction or eliminate the outsources

4) Golden handshake

5) Expand the business