human resource management procedures

Employees are the biggest asset of every organisation as their productivity levels are directly proportional to the organisation’s success. Owing to the personal character of the judgment about the relative merits of individual workers, however, it will not be fair to adopt merit as the sole criterion of promotion. Demotion of an employee for disciplinary reasons (e.g. This will enable the workers to know how a job would lead to a superior job. This acts as a satisfying recognition of the logical claim that the opportunities within an establishment belong to those who are members of its labour family rather than to outsiders. Suggested Videos. A variation of the system is to maintain a register of what are known as ‘badli’ workers. Therefore, it must be conducted in a friendly atmosphere and the candidate must be made to feel at ease. No special school has to be opened for the trainees and in the course of their training; they continue to add to the output. The following methods are usually adopted by industrial concerns to provide training to their employees: Under this method, the worker is put on a machine or a specific job in the factory. The task of matching the man to the requirements of the job becomes very difficult. If transfers are made to meet the need of the company, they may be termed as production transfers. The learner is given every opportunity to develop as rapidly as possible and is encouraged at every step. Ample opportunity must be given to the employee to explain his side of the case. It is the responsibility of HRM to convert the human resources into skilled and quality human resources and for this a proper process should be followed to recruit, select, train and place human resources in any organisation. The object of such training is to make the trainees all-round craftsmen. It is a systematic method of appraising the worth or value of each job in relation to other jobs in the company. There should be a sound relation between the employee and the organisation. The promising trainee will naturally be discovered from his quick understanding of instruction. When it is essential to take disciplinary action against erring employees, demotion may be a useful tool. Further, the exchanges are not yet equipped to screen various candidates and, therefore, the employer has himself to find out whether the candidate recommended by the employment exchange would be suitable for work. OMB/HRM revised 5.13 2 Human Resources Procedures Manual . The overall process of HRM includes the following steps:- 1. They therefore … This process is illustrated in Figure 3. ii. coc hack no survey says: July 10, 2019 at 3:45 am. It starts with the recruitment and goes until the proper training of the employee so that he becomes an asset for the company. Correcting employee performance issues is a procedure. Merit rating may be used as a part of the employee’s disciplinary record to protect the employee, the supervisor and the company from discrimination, favouritisms, or charges of such unfair practices. Ability to work in the conditions in which the job is performed. This can be done by providing them with fair rewards so that they work in their optimum productivity levels. The recruitment process is an important part of human resource management (HRM). In spite of its usefulness, merit rating is opposed by many employees. Preface and disclaimer This manual is designed to:-Provide a basic overview and summary of the human resource procedures of the State of Delaware.-Serve as a first source of information as questions arise. (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. Human Resource Management Process. Redundancy of operators may occur because of the completion or cancellation of contract or other outside economic factors and retrench­ment of usually the last employees to join may become necessary. Job evaluation rates the jobs, not mm, or women on the jobs, which is the task of employee rating. But with the passage of time, many of the methods and instructions may be lost sight of, or forgotten. In any case even if a person does not suffer from any disease, the requirements of a job may be so exacting that a person of poor physique may not be able to handle it properly. An important aim of vocational guidance is to direct the candidate to a job at which he can make the best possible use of his talents and which does not require any particular quality or qualification which he does not possess. It does not intervene when there is no reason. If the job is given to a person who is not properly qualified for it, it may not be done well and again there will be a loss for the employer. Hiring. Training is imparted to supervisors also through conferences, seminars, lectures and discussions on problems of supervision. The purpose of the interview is definitely not to confuse the candidate and, so to say, to defeat him. It is even regarded as a technique for improving communication and building esprit de corps. Very often, because of certain pressures, a man is appointed but then no one knows what to do with him. Share Your PPT File, Human Resource Management Process: Recruitment, Selection, Training, Placement, Promotion, Transfer and Demotion, Human Resource Management Process – Top 4 Steps Involved in the Process of Managing Human Resource. Sometimes an older employee may be assigned to take an interest in the new employee, but usually left to learn himself by trial and error, by watching others and asking questions. He described this plan thus “The three positions are as follows; first and lowest, the position that the man has last occupied in the organisation; second, the position that the man is occupying at present in the organisation; third, and highest, the position that the man will next occupy. For this purpose, the character of an industrial operation may be analysed by the job analysts and a detailed description of the job (called job description) may be prepared. This method, however, suffers from two chief drawbacks- (i) some abilities and qualities cannot be assessed through an interview; (ii) it banks too much on the personal judgment of the interviewer. Human Resource Management is central to any organization, and it’s about far more than just hiring and firing employees. 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. Share Your Word File 3. Human resource management process 155,990 views. Employees must be systematically trained if they are to do their jobs well. The employment department should be manned by psychologists and technical experts and should select workers and employees for all departments. But, what is equally important is that a person should also have the job which suits him. After a prospective candidate appears for employment, the second step, in selection by “sizing up” the candidate is taken by interviewing him and by reference to testimonials and recommendations, if any. For this purpose, it may become necessary to send them to vocational schools for some time for the study of arithmetic, workshop mathematics and learning operation of machines. Thus promotions create a sense of loyalty to the organisation among employees, and give the feeling that their work is receiving due appreciation from the management. Design recruitment and training: They are significant because they cull the right kind of people … In a country like India which suffers from large-scale unemployment in urban areas and under-employment in rural areas, numbers may not pose a big problem; but it will surely take some time and attention to find out persons who are not merely willing to work but are also suitable for the positions lying vacant. He may be enthused to work well for the concern if he gets a chance to work there. In case of jobs which involve technical work, a trade test is generally required. These factors include working environment, laboor law and relations, compensation, etc. Training is a corner-stone of sound management. It is very important for an industrial concern to be adequately staffed. When employees are trained on the job they get the feel of actual production conditions and requirements. Selection of right men for given tasks is only the first step in securing an efficient working force. Scanning the Environment: The process begins with the scanning of the environment, i.e. The right type of guidance in such a case would also take into account the financial position of the candidate. For reasons mentioned above, it is imperative for sound personnel policies to provide for promotion and upgrading of employees. Human resource policies are continuing guidelines on the approach of which an organization intends to adopt in managing its people. The proper remedy for a misfit is usually a transfer, and not a discharge. Each apprentice is given a programme of assignment according to a pre-determined schedule. It isn’t done without proper strategic planning. This will show whether this candidate is of a type who sticks to one job or is one likely to give up a job on a flimsy ground. The reports on the health and fitness of the candidates should also be considered. But quite often, the exchanges are not able to supply all the requirements of a concern and consequently a concern may be forced to resort to other methods of recruitment. The Human Resource Management Procedures Manual offers details and guidance on personnel policies, procedures, and forms. By observing a candidate at work it will be known whether he can do his job properly or not. Fair salary or remuneration plays a very important role in motivating an employee to accomplish organisational goals. Some concerns have the practice of asking candidates to come for interview and fill up ‘blanks’ then and there. The Personnel Manager’s part’ in dealing with –. In simple words, HRM is a process of making the efficient and effective use of human resources so that the set goals are achieved. 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. To ensure the selection of the right type of persons for various jobs, the techniques of psychology may be applied in a systematic manner. 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. If there is a permanent vacancy, recruitment may be made from amongst the badli workers. This entails to the process of officially offering the job to the ideal candidate and giving them … Whenever workers are required, the foreman or the departmental manager scrutinises, in a general way, the people who are available at the gate and recruits the necessary number. They prefer to discharge him rather than to demote him on the lower job because he will not accept the lower job and will turn to be a disgruntled employee and difficult to tackle. HUMAN RESOURCES PROCEDURES MANUAL. The apprentices are paid their remuneration according to the apprenticeship agreements. Training can also be provided by experienced fellow-workers. A person, however capable and competent, cannot do his best at a job unless he is systematically trained in the correct methods of work. Versatility transfers are those which aim at giving the employees varied experience in all different departments. The selection involves two basic steps – (i) the tapping of sources of supply, and (ii) the interviewing or picking out from among potential candidates. Each position should be filled by one who wants it. Therefore, the subject of merit rating covers more than wage and salary administration. People are often cited as the most valuable resource within an organization, especially when undertaking a project that requires some type of change. We use primary data for collecting the relevant information for our report through the Senior Manager of HR department Mehwish Hasan. Matters like hours of work, rest period, work on holidays and overtime should be carefully explained. The method can, therefore, be successful only if the trainers are well qualified and show enough interest in the trainees. If a man, who has reached a position, after successfully filling various positions over a period of 20 years, and finds himself incapable of handling the job fully successfully, he may ask to be permitted to revert to his old job; provided the situation is properly handled. This is the most significant and primary process for formulating appropriate strategy for the organisation. When forms are filled up in this way, they have one important advantage. Separations can be of the following types: (i) Quits refer to workers leaving on their own accord. Retirement of a worker is an important event in his life; and from the company’s standpoint it turns on the morale value. Every interview should be conducted frankly in a straight forward manner. The process is a method or systematic way of doing or handling an activity. Merit rating is most commonly used to justify wage increases, but it has many other industrial-relations uses. Thus human resource management is only a part of the management process. It designs processes and procedures for line managers. Disclaimer Copyright, Share Your Knowledge It is promotion on a relatively smaller scale. This method, too, was used to train a large number of workers in a short period of time during World War II. 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. There is the purely routine task of seeing that the departing employee is paid his dues, returns tools or equipment belonging to the firm, gets back his insurance card, and so on. After all, ambitious employees are anxious for promotional opportunities. On-the-job, training takes place in the department on the equipment where the employee will work. Promotions based upon merit awaken ambition; and each promoted person becomes a symbol of what may be attained by another. He has to decide which employee to recommend for promotion, for layoff, for wage increases, or for special training. Under it, a worker learns from the man above him and teaches the man below him. The next step will be for the employment department to write to the employment exchange or advertise the vacancy in the newspapers asking the candidates to send applications giving their qualifications or tap some other source of labour. 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