The shop stewards (foremen or head jobbers) should be taken into confidence, and reasons for retirement explained at the outset. It will be helpful if employment exchanges make their own arrangements for assessing the qualities and capacities of the candidates, so that the employers find some advantage in using their services. Separations can be of the following types: (i) Quits refer to workers leaving on their own accord. Preliminary Interview. There should be an understanding between the workers and the management that promotions will be made on the basis of ability and seniority considered together. Hearing the facts on both sides, the Personnel Manager will have the final word, but it is much better to get agreement from the worker that he has been unsatisfactory and that it is a logical thing for him to be discharged as he has not improved. The Human Resource Management Procedures Manual offers details and guidance on personnel policies, procedures, and forms. In vestibule training, therefore, the “workers are trained on specific jobs in a special part of the plant.” An attempt is made to create working conditions which are similar to the actual workshop conditions. Promotion should be made for trial periods. The man, who has failed, is not always solely responsible for his failures. vii. Such training is provided to workers with the object of increasing their knowledge about their respective jobs as also of enhancing their efficiency. This method of training refers to a joint programme of training in which the technical institutions and business houses co-operate. Recruitment should be conducted in an organised manner preferably by the personnel department. They are therefore best placed to determine the right people … Here at MITSDE, we entail all our candidates with requisite skills so that they can follow as these processes effectively. This fact is recognised under scientific vocational selection and an attempt is made to find out whether the candidate is suitable for the job concerned or not. To take an example, psychologists may find a young man well suited for an engineering job. The sole purpose of job evaluation is to divide up any given pay roll so that all jobs are paid according to their relative difficulties. The fact that he has not been successful in one company is no criterion that he will not be an outstanding success in the next. It tries to secure the best from people by winning their whole-hearted cooperation. The following are the broad headings under which the qualities desirable for a suitable candidate may be grouped: 1. The following training methods have enjoyed widespread use namely: ii. It is a downgrading process and is insulting to an employee. A novice, who has just started working without proper training, will normally produce less than another person who has been systematically trained. It does not intervene when there is no reason. Undoubtedly, doors should not be barred to outsiders, who may bring valuable new ideas, and save the firm they join from going to sleep, but the “discards” of the other plants should be avoided. Selection is quite a necessary process in HRM. These days, when it is difficult to get rid of surplus labour owing to the operation of various labour laws, it is necessary that no surplus worker is recruited in the first instance. ii. Key Human Resource Management Policies & Procedures. This process is carried out by the Human Resource Manager whose functions include; Recruitment; Selection; Induction of Staff; Training and Development; The human resource manager and his team know what kind of people the business needs to excel and post better profits. For example, if a worker is required to handle heavy materials, he must possess sufficient physical strength to do that. Under it, a worker learns from the man above him and teaches the man below him. Suggested Videos Identify Sources of Competitive Advantage: The next step in the strategic human resource management process is to identify the parameters of competitive advantage that could stem from diverse sources as product quality, price, customer service, brand positioning, delivery, etc. The right type of guidance in such a case would also take into account the financial position of the candidate. The task of matching the man to the requirements of the job becomes very difficult. Upgrading may be described as an increase of pay on the same job. Thus, if a worker does not do well at one job, a transfer will serve his and the company’s purpose better than an outright dismissal. 4. Transfers of employees may also be made for reasons of health or because of general personal difficulties owing to which the employee is not well adjusted to the organisation. They therefore … In any case, it should be made clear to the employee that the company is still interested in him and always ready to help him. So far, the employment interview is considered to be the most satisfactory way of judging temperamental qualities of the candidates. Usually, the experienced workers acting as instructors have neither the time or inclination nor the competence to provide suitable instruction to the trainees. On the other hand, an employee may want to leave either because he is dissatisfied with the conditions of service or unfair treatment, or because he is getting married and leaving the district or for some other genuine reason. Some concerns have the practice of asking candidates to come for interview and fill up ‘blanks’ then and there. They define the philosophies and values of the organisation on how people should be treated. But with the passage of time, many of the methods and instructions may be lost sight of, or forgotten. A promotion is the transfer of an employee to a job that pays more money or one that enjoys some preferred status. This entails to the process of officially offering the job to the ideal candidate and giving them … By observing a candidate at work it will be known whether he can do his job properly or not. Sometimes a second interview may be necessary to properly appraise a candidate. The processes are stated below: These core processes should go in a step by step manner starting from planning of Human Resource Management (HRM) to Employee relations. For each procedure, provide the title of the position responsible for overseeing the procedure, such as the director of human resources. If that is done, the organisation would be shutting itself out to the new ideas which the fresh blood from outside may bring along with it. At the interview, questions should better be asked on the basis of job specifications, although questions arising out of the candidate’s answers should not be ruled out. The psychologists may, then give psychological tests to the candidates. The resources cannot achieve the objectives themselves, human resources need to collect, coordinate and utilize them properly and for this effective human resource management is also important. Ordinarily, the demand made upon the outside labour market should be for beginners only, unless some specially qualified outsider fits better than any of the insiders. Every interview should be conducted frankly in a straight forward manner. This type of training is particularly adaptable where experienced workmen need helpers. 5. Employment exchanges can obviously help in the recruitment of all sorts of workers and employees except perhaps the managerial staff. For this purpose, a form is sent to the candidates who are qualified. The trainees learn rules and regulations and procedures by observing their day-to-day application. The apprentices are paid their remuneration according to the apprenticeship agreements. Human Resource. A training programme gives management an opportunity to explain carefully and clearly its policies, rules and regulations. In actual practice, a sound promotion policy should include the following elements: 1. Fourthly, training also helps in spotting out promising men and in locating mistakes in selection. The main purpose of a proper procedure of recruitment and selection being to find the right man for each job, the exact procedure will depend upon the job for which appointment is to be made. Content Guidelines 2. For such a management, it is necessary to encourage the employees so as to raise their confidence levels. A part of this opposition arises from a basic distrust of anyone in authority, and a part of it arises from a sincere questioning of the ability of the supervisor to judge accurately the abilities and performance of the employees. The number of workers required by a concern depends upon: The management must, therefore, keep a watch on developments in these fields so as to be able to take advantage of new techniques of production and new machinery. Similar purpose can be achieved through an upgrading of workers. (ii) Discharges, i.e., the dismissal of workers from service by the employer on account of violation of rules, dishonesty, disobedience, laziness, habitual absenteeism, etc.. (iii) Lay-offs, i.e., suspension of workers owing to lack of adequate work or shortage of materials. The interview should also supply information about the job and the company for which the applicant is to work. It is not compulsory yet for the private employers to use the employment exchanges for recruitment of their workers, but the Government is considering a proposal to make it compulsory for them to do so. It has usually been found that if such persons are promoted to better and higher jobs, they can find satisfaction in their work and can work for the benefit of the organisation. Disciplinary procedures are a critical tool for management to succeed. Merit Rating, Promotion, Transfer, and Demotion. coc hack no survey says: July 10, 2019 at 3:45 am. The merit-rating systems are used by firms primarily because each supervisor must differentiate among his subordinates. When employees are trained on the job they get the feel of actual production conditions and requirements. They can put in their best with an eye on promotion within the organisation. Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. No worker should be selected without a medical test. The procedure is almost the same in case of vocational guidance. both the external and internal factors of the organization. It involves eliminating the unsuitable candidates through the process of tests or interviews and identifying the suitable ones, which are the best fit for the positions. Each apprentice is given a programme of assignment according to a pre-determined schedule. Employment bureaus or exchanges are quite common in foreign countries. It is important for the management of an industrial organisation to recognise the two methods of filling up vacancies, namely- (i) promotions within the organisation, and (ii) recruitment and selection of suitable persons from outside. Both of these are types of production transfers. Therefore, the subject of merit rating covers more than wage and salary administration. Charts showing job requirements in terms of ability, experience, education, etc., should be drawn up on the basis of job analysis. In forward-thinking companies today, Human Resource Management focuses on the recruitment, direction, and management of human assets, and making strategic plans for the future. In any Human Resource Planning model there are three key elements which the management should adhere to: Forecasting recruitment needs: There are a number of ways in forecasting your business needs, to know the exact number of employees required to run the business. In this step the … Merit rating is used for the following purposes and reasons: i. For recruitment of a stenographer in an office, a test can be given to check up his speed both at dictation and typing. In short, the management will do well to draw up a plan for the recruitment of labour for the coming year or so. Educational and technical qualifications. Future human resource needs are determined by org goals n strategies, demand for the employees acc to products, revenue by assessing current and future needs managers estimate HR shortages both in number and type and where org will be over and under staffed I am constantly browsing online for ideas that can help me. Also, the Human Resource Manager (HRM) is a member of the management. However, Performance Management System may vary from one organisation to another. It may be provided that other conditions being equal preference will be given to the sons and brothers of the existing employees. "Human resource management (HRM, or simply HR) is the management process of an organization's workforce, or human resources. To be really useful, vocational guidance should be available to young men before they begin their specialised education. Too much reliance in selection should not be placed on psychological techniques and tests which seem to be fast growing; and the majority of which are of questionable value. It is even regarded as a technique for improving communication and building esprit de corps. Recommendation regarding promotion should be made by the immediate supervisors of the workers or their departmental heads to the top management who should take the final decision in this regard. 7. When departments are combined and jobs eliminated, employees are often required to accept lower-level position until normalcy is restored. Welcome to EconomicsDiscussion.net! Each position should be filled by one who wants it. As a field, HRM has undergone many changes over the last twenty years, giving it an even more important role in today’s organizations. Human Resource Management Selection Process. There are various methods of recruiting labour. The sources of supply for procuring manpower are present and former employees, friends and colleagues, public and private employment agencies, advertising schools and colleges and casual applicants. It is an extreme step, not merely in terms of loss of pay and status for the employee, but more significantly, for its psychological effect on the employee in particular and others in general. Systematic steps have to be taken to ensure that the right types of persons are available to the concern in right numbers. If this is so, obviously such a worker is a misfit and needs to be put to some other Job. Adequate provision must be made for training for promotion. Some managers are reluctant to demote an individual. Strategic human resource management is key for the retention and development of quality staff. A word of caution is called for. If retrenchment is to be on a considerable scale, the detailed work needs to be carefully planned beforehand. Seniority may at times be given weight, but seniority alone is as bad a basis as pull or favouritism. Thus human resource management is only a part of the management process. It designs processes and procedures for line managers. Job evaluation is useful in many ways; and with a job evaluation plan in operation, inconsistency in rates is minimised and the entire wage structure becomes unified. In the first place, training brings about an improvement of the quality and quantity of output by increasing the skill of the employees. The ‘learners’ are those who join industry for semiskilled jobs without any prior knowledge about the elements of industrial engineering. One of the prominent features of the modern factory system is the shifting nature of the labour force. A variation of the system is to maintain a register of what are known as ‘badli’ workers. 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