1. By:- Urmilesh. C. Tiwari
B.Com(P)
3032

4.  The process by which a job vacancy
is identified and potential employees are notified.
 The nature of the recruitment process
is regulated and subject
to employment law.
 Main forms of recruitment through advertising in
newspapers, magazines, trade papers and internal
vacancy lists.

5.  Job description – outline of the role
of the job holder
 Person specification – outline
of the skills and qualities required
of the post holder
 Applicants may demonstrate their suitability
through application form, letter or curriculum
vitae (CV)

7.  The process of assessing candidates and appointing a
post holder
 Applicants short listed –
most suitable candidates selected
 Selection process –
varies according to organisation:

8.  Interview – most common method
 Psychometric testing – assessing the personality of the
applicants – will they fit in?
 Aptitude testing – assessing the skills
of applicants
 In-tray exercise – activity based around what the applicant
will be doing, e.g. writing a letter to a disgruntled customer
 Presentation – looking for different skills
as well as the ideas of the candidate

10.  Increasingly important
aspect of the HRM role
 Wide range
of areas for attention
 Adds to the cost of the
business
Even in a small business, the legislation
relating to employees is important –
chemicals used in a hairdressing salon for
example have to be carefully stored and
handled to protect employees.

11.  Crucial aspects
of employment legislation:
 Race
 Gender
 Disability
Disability is no longer an issue for employers
to ignore, they must take reasonable steps
to accommodate and recruit disabled workers.

13.  Firms cannot just ‘sack’ workers
 Wide range of procedures and steps
in dealing with workplace conflict
 Informal meetings
 Formal meetings
 Verbal warnings
 Written warnings
 Grievance procedures
 Working with external agencies

15.  Developing the employee
can be regarded as investing
in a valuable asset
 A source of motivation
 A source of helping the employee fulfil potential

17.  Similar to development:
 Provides new skills for the employee
 Keeps the employee up to date
with changes in the field
 Aims to improve efficiency
 Can be external or ‘in-house’

19.  The system of pay and benefits used by the firm to
reward workers
 Money not the only method
 Fringe benefits
 Flexibility at work
 Holidays, etc.

24. “One now reads of six varieties of leadership, four
approaches to negotiation, and thirty-four personality
types that the shrewd practitioner of human resources
should discern.”
Gardner (2006)
“The days of simply maintaining personnel files and
advising on hiring, firing and compensation are long
gone for HR professionals. Today they fulfill a variety of
roles that require knowledge and competencies in areas
that were foreign to them in the past.”
Salvatore et al. (2005)

26.  Caring, Show respect, Compassion & Humanity for
colleagues
 Work cohesively with colleagues across the groups
 Encourage self sufficiency

27.  Executive Selection Scheme (ESS).
 It is a fast track programme for accelerated
growth of high potentials professionals.
 Selected candidates join high level in terms of
promotion & learning.
 Project based training programme.
 4 months training at IIM.
 Rewarded with golden peacock national training
award.

28.  Hiring practices
 Reorganizing structure
 Maintaining the morale to work hard
 No salary cut
 Reducing incentives

29. Going Through The Subject Of Human Resource
Management I Came To The Conclusion That For
Achieving Greater Success An Organization Must Hire
Professional Hr Executive And Managers Along With
A Great Method Of Utilizing Human Resource.
The More Complicated The Method, Lesser Will Be The
Scope Of Success.