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Human Resource Management Module 2

The document discusses the recruitment and selection process in organizations. It outlines the stages in the recruitment process which include defining job vacancies, advertising positions, receiving and screening applications, conducting interviews, making job offers, and conducting an induction program for new employees. It also discusses performance management which involves setting goals, communicating, observing, and evaluating employee performance to support development. Finally, it discusses the importance of training and development in organizations and compares the differences between training and development. It outlines the training process which includes analyzing training needs, setting objectives, designing training methods, implementing training, evaluating training, and measuring training results.

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Dale Romero
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22 views

Human Resource Management Module 2

The document discusses the recruitment and selection process in organizations. It outlines the stages in the recruitment process which include defining job vacancies, advertising positions, receiving and screening applications, conducting interviews, making job offers, and conducting an induction program for new employees. It also discusses performance management which involves setting goals, communicating, observing, and evaluating employee performance to support development. Finally, it discusses the importance of training and development in organizations and compares the differences between training and development. It outlines the training process which includes analyzing training needs, setting objectives, designing training methods, implementing training, evaluating training, and measuring training results.

Uploaded by

Dale Romero
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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HUMAN RESOURCE

MANAGEMENT

MODULE II
Recruitment and Selection

 Recruitment- involve the attraction of appropriate candidates to vacant


positions from both inside and outside the organization.

Selection- involves the choosing of appropriate candidates means of the


recruitment process.
Recruitment/Selection Process

Recruitment in organizations can be viewed as a systematic process. It has a


number of stages, each of which needs to be completed for the process to be
success. This process is outlined below in figure 1.
Figure 1.
• Defining Job Vacancy
• Advertise on Suitable Recruitment Channel
• Receive Application and Resume Screening
• Hold Interviews and Finalize Candidates
• Make a Job Offer
• Conduct an Induction Program
Defining a job vacancy
Job vacancy in a department may arise due to a new project requirement or
due to retirement/firing/resignation of an employee. In this case Department
manager will send job requisition and job description to HR Department.
Advertise on Suitable Recruitment
Channel
After receiving job requisition from Department Head, HR department will
advertise job suitable recruitment channel

1. Internal Recruitment Channels


2. External Recruitment Channels
Receive Application and Resume
Screening
HR Department will receive job applications and Resume from candidates.
After that HR department will screen resume and shortlist candidates
according to the job description of the vacancy.
Hold Interviews and Finalize Candidates
HR department will hold interviews after completing resume screening
process.

1. Initial Interview
2. Final Interview
Make a Job Offer
After the final interview successful candidate will be given a job offer letter.
Job Offer letter contains salary package and other benefits which an
employee will get after joining the company.
Conduct an Induction Program
A new employee induction is a means of communicating important
information to new employee about the company and their job in order to
give them the best possible start in business.
1. Induction to Company Department
2. Introduction to other employees of the same department
3. Explaining Job Duties
PERFORMANCE MANAGEMENT

• Performance Management- includes activities that goals are consistently


being met in effective and efficient manner.

• Performance management focuses on the performance of an organization,


a department, employee, or even the processes to build a product or
service or any other areas in an organization.
PERFORMANCE MANAGEMENT
• An iterative process of goal setting, communication, observation and
evaluation to support, retain and develop exceptional employees for
organizational success.
Set Goals

Evaluate
PM Communic
ate

Observe
Contributions of Performance management
to an organization
• Managers gain insight about subordinates
• Employees become more competent
• Increases self esteem
Purpose of Performance Management
 Strategic Purpose
 Administrative Purpose
 Informational
 Developmental
 Organizational maintenance
 Documentational
Disadvantages of Performance Management

• Increased Turnover
• Use of misleading information
• Lowered self esteem
• Waste time and money
PM Process
• Prerequisities
• Performance Planning
• Performance Execution
• Performance Assessment
• Performance Review
• Performance Renewal and Re-contracting
Training and Development

• Training and development is continuous process in an organization to


achieve its organizational goals by improving the skills and knowledge of the
employees.

• The training and development function in organization has gained a lot of


importance due to advancement in technology and changes in market force.
Difference Between Training and
Development
Training Development
Understood information concepts and
Learn specific behaviors and actions
context; develop judgement; expand
demonstrate techniques and process
capacities for assignment

Long term
Short term

Qualified people available when needed;


Performance appraisals, cost benefits promotion from within possible; HR based
analysis, passing test, or certification competitive advantage
The Training Process
1. Training Needs Analysis- to determine what training is required, thus assessing the training needs of
the new employee is important.
2. Developing Training Objectives- A description of performance you want learners to be able exhibit
before you consider them competent.
3. Design and Select Training Methods-It involves the movement of the trainee from one job to another
4. Implement Training- Increase an individual's motivation to perform their job well.
5. Evaluate Training- It is the most important and often the most neglected or least adequately carried
out part of the training process.
6. Measure Training results- measures the impact of training on the trainee's knowledge, skills,
performance, and the company.
“Remember, Training is not what ultimately important…
performance is.”

Marc Rosenberg

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