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HUMAN RESOURCE MANAGEMENT NOTES
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
Definition; i) It is a distinctive approach to employment management which seeks to obtain
competitive advantage through strategic deployment of highly committed and skilled
workforce using an array of cultural, structural and personnel techniques
ii) It’s an organizational function that deals with issues related to people such as
compensation, hiring, performance management, Occupational Health and Safety,
wellness, employee motivation, communication and training
...
Human resources management is a significant strategic lever and the
sources of sustained competitive advantage
...
All major activities in the working life of a worker from the
time of his or her entry into the organization until he or she leaves
...

Characteristics of HRM
1
...
HRM is both the art of managing people by
recourse to creative and innovative approaches; it is a science as well because of the precision
and rigorous application of theory that is required
...
It is pervasive:
Development of HRM covers all levels and all categories of people, and management and
operational staff
...
All those who are
managers have to perform HRM
...
All kinds of organisations, profit or non-profit making, have to follow HRM
...
It is a continuous process:
First, it is a process as there are number of functions to be performed in a series, beginning with
human resource planning to recruitment to selection, to training to performance appraisal
...
Second, it is continuous, because HRM is a never-ending process
...
HRM is a service function:
HRM is not a profit center
...
But the basic responsibility
always lies with the line managers
...
The HR Manager has
line authority only within his own department, but has staff authority as far as other departments
are concerned
...
HRM must be regulation-friendly:
The HRM function has to be discharged in a manner that legal dictates are not violated
...

6
...
It is multi- disciplinary activity utilizing knowledge and inputs
from psychology, sociology, economics, etc
...
It has travelled from exploitation of workers to treating them as equal
partners in the task
...
Focus on results:
HRM is performance oriented
...
It encourages
people to give their 100%
...
It is a process of bringing people and organization together so that the goals of each
are met
...

8
...
It tries to help employees to
develop their potential fully
...

HRM has the responsibility of building human capital
...
Organizational performance depends on the quality of people and
employees
...
Human relations philosophy:
HRM is a philosophy and the basic assumption is that employees are human beings and not a
factor of production like land, labour or capital
...
Every manager to be successful must possess social skills to manage people with
differing needs
...
An integrated concept:
HRM in its scope includes Personnel aspect, Welfare aspect and Industrial relations aspect in
itself
...

MAJOR FUNCTIONS OF HUMAN RESOURCE MANAGEMENT ARE:
1
...
Research is an
important part of this function because planning requires the collection and analysis of
information in order to forecast human resources supplies and to predict future human resources
needs
...

2
...
The end product of the job
analysis process is the job description
...
Job descriptions are a vital source of information to employees, managers, and
personnel people because job content has a great influence on personnel programmes and
practices
...
Recruitment and Selection (Staffing)
Staffing emphasises the recruitment and selection of the human resources for an organisation
...
It's failure or contravenes shall invite legal action against such organisation
which shall sometimes leads to huge finality or closure depending upon the gravity of such

contravenes
...
Training and Development
The training and development is one of the core functions of the human resource management
...
In addition to providing training for new or inexperienced employees,
organisations often provide training programmes for experienced employees whose jobs are
undergoing change
...
Training and development
programmes provide useful means of assuring that employees are capable of performing their jobs
...
Performance Appraisal
Performance appraisal function monitors employee performance to ensure that it is at acceptable
levels
...
Besides providing a basis for pay, promotion, and
disciplinary action, performance appraisal information is essential for employee development
since knowledge of results (feedback) is necessary to motivate and guide performance
improvements
...
It gives a clear picture of employees
performance status thereby HR manager will develop a plan for filling up of gaps in performance
of employees by way of providing suitable and focused training for improving the skills in
employees
...
Career Planning & career development
The Concept and idea for Career planning has been developed partly as a result of the desire of
many employees to grow in their jobs and to advance in their career
...
Career planning is the process of establishing personal career objectives by
employees and acting in a manner intended to fulfill their career objectives
...

Career development is a perennial HR function which is to identify the individual needs, abilities,
goals, organization’s job demands, job rewards and then matching their abilities with job demands
and rewards through well designed career development program
...


7
...
But
grammatically there is difference between those nomenclatures like compensation nomenclature
is used for payment of amount in case of accident or death of an employee during the course of
employment and such employee should not be under the influence of alcohol at the time of accident
or death
...

Payment of compensation or remuneration is the fundamental duty of an employer, failure to fulfil
his or her duty shall be liable for penal action in the court of law and will be interpreted as
exploitation of workers and shall be viewed seriously by the court of law
...
There are employment and labour laws for every
country which govern the payment of compensation and remuneration for workers, procedure and
methods for payment of compensation in case of accidents and deaths
...
Employee Benefits
One of the core functions of the human resource management is administration and management
of benefits of employees
...
As such, the human resource function of administering
employee benefits shares many characteristics of the compensation function
...
The cost of benefits has risen
to such a point that they have become a major consideration in human resources planning
...
Basically, employee benefits are classified into compulsory or statutory benefits
and discretionary or voluntary benefits
...
In case if an employer fails to provide statutory benefits
to his or her employees such employer is liable for penal action and deprived employees can see
court of law so as to claim their right to statutory or compulsory benefits
...
Benefits like flexible work, paid
vacations, work from home, earned leaves and other employee benefits
...
Motivating employee
Employee motivation is the basic feature of the human resource management, as it is one of the
functions, HR managers should identify the factors which causing demotivation of employees and
convert them into factors which motivates employees
...

We have listed major factors that motivates employees
...
Welfare, healthy and safety measures
Maintaining welfare, healthy and safety measures of employees is not just function but they are
mandatory to maintain by the human resource management department
...

11
...
There are no hard and fast rules for maintaining labour relations
since it is an art and should be managed according to the situations and circumstances
...

The term “labour relations” refers to interaction with employees who are represented by a trade
union
...
With regard to
labour relations, the personnel responsibility primarily involves negotiating with the unions
regarding wages, service conditions, and resolving disputes and grievances
...
Human Resource Auditing
Human resource auditing (HRA) is a process of systematic verification of job analysis and
design, recruitment and selection, orientation and placement, training and development,
performance appraisal and job evaluation, employee and executive remuneration, motivation and
morale, participative management, communication, welfare and social security, safety and
health, industrial relations, trade unionism, and disputes and their resolution
...

The primary objective of HR audit is to annihilate management risk of contravention with the
laws, liability exposure, identifying and correcting risk gaps, litigation avoidance, cost avoidance
and enhancement of human resource best practices
...
It is defined to have the
responsibilities of administrative concerns
...
It is run with less flexibility, and higher degree of
centralization and formalization
...
However, the main role of PM somehow is said
only about “hire and fire” to end up with suitable employees rather than paying and training
issues, hence it becomes lack of support and credibility to the employees, “It is not surprising
then that personnel management has an enduring problem of establishing credibility
...


Human Resource Management
In HRM, human resource is greatly emphasized as valuable assets of the organization and the
manager must have strategic plans to not only keep up the quality and productivity but also to
improve the conditions and working environment, make them as motivators to reach the
evaluation criteria “maximum utilization”
...
The first is a “soft-hard” dimension depending on if the central point is on human
resource and individual talent utilization or on management with the strategies and
quantification, “Human Resource Management has its hard and soft dimensions
...
The hard
face of Human Resource Management emphasizes the quantitative, calculative and business
strategic aspects of managing the human resources in as rational a way as for other factor while
the soft face emphasizes communication, motivation and leadership
...

 PM and HRM has same task on managing people, giving advice and support to manager
to carrying their job
...

 They are both having the same function on matching people into organizational or
dealing with “placing and developing right people for the right jobs as an essential
process
...

 They have the same range of selection, analysis, training, rewarding, performance
management, and management development
 PM and soft version of HRM have the same view of having important communication
within an employee relations system
...
e it is adapts reactive
approach while human Resource Management adapts a proactive approach i
...
e it is indispensable

•

Integration
Personnel Management acts as a stand-alone department to achieve its own goals, its aim
is to achieve its own goals not for the entire Organization, Human Resource Management
approach on the other hand embraces co-operation and integration with the other
departments to achieve goals for the entire Organization,

•

Reaction to employee needs
Personnel Management emphasis is on satisfaction of collective needs of the employees
in a collective way through the unions, The assumption is that employees have a common
interest, Human Resource Management Emphasis is on the satisfaction of individual
needs of the employees

•

Industrial Relationship
Personnel Management approach is pluralistic I
...
employees join each other to put their
problems through the trade union leader while in Human Resource management the
approach is unitary in regards to addressing industrial relation issues I,e, they solve
individual disputes and grievances in the Organization
...

The department is responsible for hiring and firing employees, training workers, maintaining
interoffice relationships and interpreting employment laws
...
The HR department's duties will
vary between companies, but can generally be summed up in six main functions
...
Personnel policies are the rules that govern how to deal with
a human resources or personnel related situation
...
They outline worker conduct within a
broad framework that reflects the intentions and goals of top management
...
A personnel policy is framed by the Board of Directors and it should be definite, positive, clear
and easily understandable
...
A personnel policy must fit into the overall business policies
...
Like other policies, a personnel policy also acts as a guide for decision making
...

4
...

5
...

6
...

7
...

8
...
Thus, the policy should
be clear, unambiguous and flexible
...
It must fulfil the desire of workers for recognition as groups in order to deal with management
...
It should provide for two-way communication and encourage co-operation among employees
...

11
...

12
...

13
...
e
...


JOB ANALYSIS AND DESIGN
Definition: Job analysis is the process of studying and collecting information relating to the
operations and responsibilities of a specific job
...
Job description - It is a written statement containing
complete information about what all a job involves including job title, duties, tasks and
responsibilities related to job, working conditions and hazards, reporting relationships, tools,
machines and equipment to be used, and relationships with other positions
...
This includes educational qualification, experience, training, appropriate skills,
knowledge, and abilities required to perform the job
...
Job analysis helps to understand what tasks are important and how they

are carried on
...

THE PROCESS OF JOB ANALYSIS
Thus, the process of job analysis helps in identifying the worth of specific job, utilizing the
human talent in the best possible manner, eliminating unneeded jobs and setting realistic
performance measurement standards
...
Therefore, the first step in the process is to determine its need
and desired output
...

Who Will Conduct Job Analysis: The second most important step in the process of job
analysis is to decide who will conduct it
...
Job analysis consultants
may prove to be extremely helpful as they offer unbiased advice, guidelines and methods
...

How to Conduct the Process: Deciding the way in which job analysis process needs to
be conducted is surely the next step
...

Strategic Decision Making: Now is the time to make strategic decision
...

Training of Job Analyst: Next is to train the job analyst about how to conduct the
process and use the selected methods for collection and recoding of job data
...
HR managers need to communicate the whole thing properly so that employees
offer their full support to the job analyst
...

Data Collection: Next is to collect job-related data including educational qualifications
of employees, skills and abilities required to perform the job, working conditions, job
activities, reporting hierarchy, required human traits, job activities, duties and
responsibilities involved and employee behaviour
...
This is the final information that is used
to describe a specific job
...
Job Description describes the roles, activities,
duties and responsibilities of the job while job specification is a statement of educational
qualification, experience, personal traits and skills required to perform the job
...












Recruitment and Selection: Job Analysis helps in determining what kind of person is
required to perform a particular job
...
The objective is to fit a right person at a right place
...
It helps in deciding the performance standards, evaluation
criteria and individual’s output
...

Training and Development: Job Analysis can be used to assess the training and
development needs of employees
...
It also helps in
deciding the training content, tools and equipments to be used to conduct training and
methods of training
...
After all, the pay package depends on the position, job title and duties and
responsibilities involved in a job
...

Job Designing and Redesigning: The main purpose of job analysis is to streamline the
human efforts and get the best possible output
...
This is done to enhance the employee satisfaction while increasing the
human output
...

This helps in fitting the right kind of talent at the right place and at the right time
...
Hence the question: how to collect job related data? A variety
of methods are available for collecting job data
...

In recent years, questionnaires, check lists, critical incidents, diaries, personnel records and
technical conference method have also been experimented for collecting job-related data
...

a) Observation:
Under this method, data is collected through observing an employee while at work
...
This is the most reliable method of
seeking first-hand information relating to a job
...
The jobs of draftsman, mechanic, spinner or weaver are the examples of such
jobs
...

That it is time consuming is it’s yet another handicap
...

Training can make the job analyst skillful
...
This method is found suitable particularly for jobs
wherein direct observation is not feasible
...

However the interview method is both time consuming and costly
...
e
...
Nonetheless,
the effectiveness of the interview method will depend on the ability of both interviewer and
respondent in asking questions and responding them respectively
...


Types of advertising
•
•
•
•
•
•
•
•

Newspaper
...

Magazine
...

Radio
...

Directories
...

Direct mail, catalogues and leaflets
...

e) Questionnaire:
Questionnaire method of job data collection is desirable especially in the following two situations:
First, where the number of people doing the same job is large and to personally interview them is
difficult and impracticable
...

In this method, the employee is given structured questionnaire to fill in, which are then returned
to the supervisors
...

Questionnaire provides comprehensive information about the job
...
The greatest advantage
of the questionnaire method is that it enables the analyst to cover a large number of job holders
in the shortest possible time
...

In the absence of direct rapport between the job analyst and the employee, both cooperation and
motivation on the part of the employee tends to be at low level
...

As such, job related data tends to be inaccurate
...


f) Checklists:
The checklist method of job data collection differs from the questionnaire method in the sense
that it contains a few subjective questions in the form of yes or no
...
Checklist can be prepared on the basis of job
information obtained from various sources such as supervisors, industrial engineers, and other
people who are familiar with the particular job
...
He/she is also asked to mention the amount of time spent on each task by
him/her and the type of training and experience required to do each task
...


Like questionnaire method, the checklist method is suitable in the large organisations wherein a
large number of workers are assigned one particular job
...

g) Critical Incidents:
This method is based on the job holder’s past experiences on the job
...
The incidents so reported by the job
holders are, then, classified into various categories and analysed in detail
...

However, this method is also time-consuming one
...
If done judiciously, this method provides accurate and comprehensive
information about the job
...
As
recording of activities may spread over several days, the method, thus, becomes time-consuming
one
...

i)Technical Conference Method:
In this method, a conference is organised for the supervisors who possess extensive knowledge
about job
...
The job analyst obtains job information
from the discussion held among these experts/supervisors
...
However, the main drawback of this method is that it lacks accuracy and authenticity as the
actual job holders are not involved in collecting job information
...
Lack of support from the top management
...
Relying on one source and method of data collection
...
Non-trained and non-motivated job holders who are the actual source of job data
...
Distorted information/data provided by the respondents i
...
, the job holders because of nonpreparedness on their part
...
e
...
It aims at outlining and
organising tasks, duties and responsibilities into a single unit of work for the achievement of
certain objectives
...
In simpler terms it refers to the what, how much, how many and the order of the
tasks for a job/s
...
It outlines the job responsibilities very
clearly and also helps in attracting the right candidates to the right job
...

FACTORS AFFECTING JOB DESIGN
Job design is not an exclusive one
...

All the factors that affect job design are broadly classified into three categories:
1
...
Environmental factors
3
...

1
...

Task Features:
A job design involves a number of tasks performed by a group of workers
...
An
ideal job design needs to integrate all these three features of tasks to be performed
...
e
...
In order to
perform work in an effective and efficient manner, the tasks involved in a job need to be
sequenced and balanced
...
The frame of a car needs to be built
before the fenders, and similarly the doors will be built later
...

Ergonomics:
Ergonomics refers to designing and shaping job in such a manner so as to strike a fit between the
job and the job holder
...

Work Practices:
Practice means a set way of doing work based on tradition or collective wishes of workers
...
Evidences are
available to state that ignoring work practices can result in undesirable consequences F
...

Taylor determined work practices by time and motion study
...
However, the accuracy of the determined
work practice is subject to distortions depending on the competence of the observer and
deviations from the normal work cycle
...

2
...
These are discussed one by one
...
But, with
increase in their literacy, education, knowledge, awareness, etc
...
In view of this, jobs for them need to be designed accordingly
...
Disregarding these social expectations can create
dissatisfaction, low motivation, high turnover and low quality of working life”
...
Incorporating job elements beyond the employee ability will be causing mismatch
between the job and the job holder
...

Henry Ford did follow it
...

3
...
Higher the need, more one finds job challenging
...
Research
studies report that jobs that give autonomy to workers also increase sense of responsibility and
self esteem
...

Use of Abilities:
Workers perform jobs effectively that offer them opportunity to make use of their abilities
...

Feedback:
Job design should be determined in such a way that workers receive meaningful feedback about
what they did
...


Variety:
Lack of variety, or say doing the same work, causes boredom which, in turn, leads to fatigue
...
But, by incorporating elements of variety in the job,

boredom, fatigue and mistakes can be avoided and the job can be done in more effective and
efficient manner
...
Job analysis provides job related data as well as the
skill and knowledge expected of the incumbent to discharge the job
...

Job design is the process of deciding on the contents of a job in terms of its duties and
responsibilities, on the methods to be used in carrying out the job in terms of techniques, systems
and procedures, and on the relationships that should exist between the job holders and his
supervisors, subordinates and colleagues
...
Needs of the employees include job satisfaction in terms of
interest, challenge and achievement? Organisational requirements are high productivity,
technical efficiency and quality of work
...
Job Rotation:
It is one of the methods of job design which is an answer to the problem of boredom
...
With
job rotation, a given employee performs different jobs but, more or less, jobs of the same nature
...
The organisation also stands to benefit as the worker become competent in
several jobs rather than only one
...


The limitations are—the basic nature of the job remains unchanged
...

2
...
A given job is broken down into small sub-parts and
each part is assigned to one individual
...

Work simplification is done so that less-trained and the less paid employees can do these jobs
...
Job Enlargement:
It is the process of increasing the scope of a job by adding more tasks to it
...
Job enlargement involves expanding the number of tasks or duties assigned to a given
job
...
Adding more tasks/
duties to a job does not mean that new skill and abilities are needed to perform it
...

Job enlargement reduces monotony and boredom
...
But there is no time increase of the job
...

4
...
It seeks to improve tasks, efficiency and human
satisfaction by building into people’s jobs, greater scope for personal achievement and
recognition, more challenging and responsible work and more opportunity for individual
advancement
...

Further an enriched job shall meet certain psychological needs of job holders (Identity
achievement) etc
...


Empowerment, a by-product of job enrichment, gives the employees a sense of ownership and
control over their job
...
The cost of design and implementation increases
...
This must be preceded by the provision of
other variables which contribute to the quality of work life
...
Human resource planning
should serve as a link between human resource management and the overall
strategic plan of an organization
...

The objective of HRP is to ensure the best fit between employees and jobs while
avoiding manpower shortages or surpluses
...


Objectives of Human Resource Planning (HRP)
1
...

2
...

3
...

4
...

5
...

6
...

7
...

8
...

9
...
To estimate the cost of human resources
...
It helps to
mobilize the recruited resources for the productive activities
...
The importance of human
resource planning are as follows:
To meet up requirements of the organisation: To do work in the organisation, every
organisation needs personnel of desired skill, knowledge and experience
...


It helps in defining the number of personnel as well as kind of personnel required to satisfy its
needs
...

Counterbalance insecurity and change: There must be proper utilisation of human and nonhuman resources in the organisation
...
g
...
Human resource planning helps to offset
uncertainties and changes as far as possible and enables to ensure availability of human resources
of the right kind, at right time and at right place
...
The shortage of manpower as well as surplus
of manpower is not good for the organisation
...
In
case of shortage of human resources, physical resources of the organisation cannot be properly
utilized
...
Human
resource planning helps in correcting this imbalance before it become unmanageable and
expensive
...
In the organisation, some posts may fall
vacant as a result of retirement, accidents, resignations, promotions or death of employees
...
Human resource planning estimates
future requirements of the organisation and helps to ensure that human resources of right kind,
right number, in right time and right place
...
Through human
resource planning it is ensured that employees in right number and of right kind are available when
required to meet these needs of the organisation
...

Training and Development of Employees: There is constant need of training and development
of employees as a result of changing requirements of the organisation
...
Thus, it helps
in meeting the future needs of the organisation of highly skilled employees
...

Helps Formulation of Budgets: It helps in anticipating the cost of human resources e
...
salary
and other benefits etc
...
So, it may also help in, the formulation of suitable
budgets in an organisation
...
It means their services are no more required in the
organisation
...
It plans to check job loss or to provide for
alternative employment in consultation with various concerned parties and authorities
...
For conducting any process, the foremost essential task is to develop the organizational
objective to be achieved through conducting the said process
...
Analysing Organizational Objectives:
The objective to be achieved in future in various fields such as production, marketing, finance,
expansion and sales gives the idea about the work to be done in the organization
...
Inventory of Present Human Resources:
From the updated human resource information storage system, the current number of employees,
their capacity, performance and potential can be analysed
...
e
...
e
...


3
...
The available internal and external sources to fulfill those requirements are also
measured
...

4
...
Deficit represents the number of people to be employed, whereas
surplus represents termination
...

5
...

Accordingly, the plan may be finalized either for new recruitment, training, interdepartmental
transfer in case of deficit of termination, or voluntary retirement schemes and redeployment in
case of surplus
...
Monitoring, Control and Feedback:
It mainly involves implementation of the human resource action plan
...
The plan is
monitored strictly to identify the deficiencies and remove it
...

DEMAND FORECAST TECHNIQUE

Methods/Techniques of Demand Forecasting:
Demand forecasting is a quantitative aspect of human resource planning
...

Demand forecasting is the process of estimating the future quantity and quality of people required
...


QUALITATIVE: These are judgmental methods where forecast is made subjectively by an expert,

managers etc
...

These may be biased at times, though
...


Some of the methods are- Executive Opinion, Market Research, work-load forecasting, Ratiotrend Analysis and Delphi Method
(1) Executive Judgment:
Executive or Managerial Judgment method is the most suitable for smaller enterprises because
they do not afford to have work study technique
...
This approach is known as ‘bottom up’ approach
...
Under this method the stock of workload and the continuity
of operations are determined
...
The workload
becomes the base for workforce analysis for the forthcoming years
...
This method is also known as work study technique
...
Man-hours required for
each unit is calculated and then number of required employees is calculated
...
The techniques involves the studying past ratios,
between the number of workers and sales in an Organization and forecasting future ratios, making
some allowance for change in the Organization or its methods
...
It solicits estimates of personnel needs from a group of experts ,
usually managers
...
The experts are surveyed again after they receive this
feedback, summarises and surveys are repeated until the experts opinions begin to agree
...
The distinguishing feature of the Delphi
technique is the absence of interaction among experts
...
They don't
suffer from biases found in qualitative techniques
...
Time series Model
2
...
Econometric Models
4
...
Regression Analysis

1
...
A time series here, is a set of observations taken at regular
intervals over a specified period of time
...
Casual Models: It is based on the assumption that variables being forecast are related to other
variables in the environment
...
e
...
Future production and
sales levels, work load, activity levels are estimated with an allowance of changes in organization,
methods and jobs
...
Then future human resources requirement is
calculated on the basis of established ratios
...
Value depends
upon accuracy of data
...
The variables are those factors such as
production, sales, finance and other activities affecting human resource requirement
...

(5) Regression Analysis:
Regression analysis is used to forecast demand for human resources at some point of time in future
by using factors such as sales, production services provided etc
...
Nowadays computers
are used to solve regression equations for demand forecasting
...

Recruit more aggressively, perhaps by promoting job opportunities in new ways or by
offering incentives to staff to introduce potential recruits
Where an Organization decides to offer study leave or sponsorship to employees so as to
tie them to that Organization

•
•
•
•
•
•

Executives are also given attractive packages so as to retain them in the Organization
Invest in training to address the skill gaps in the workforce
A firm should not employ on contract basis and those already employed their contracts
should be renewed
Recall the workers who had left the organization
Discourage early retirement
Encourage overtime payments in the Organization

Forecasting of demand for human resources depends on certain factors such as
(1) Employment trend in the organisation for at least last five years to be traced
to determine the future needs
...

(3) Improvement in productivity is yet another factor
...
Productivity leads to growth but depends on the
demands for the product of the enterprise in the market
...

(4) Expansion of the organisation leads to hiring of more skilled persons
...
Manufacturing plan depends upon the budget
...

SUPPLY FORECAST TECHNIQUES
Human Resource supply forecasting is the process of estimating availability of human resource
followed after demand for testing of human resource
...
Internal supply of human resource available by
way of transfers, promotions, retired employees & recall of laid-off employees, etc
...

external supply of human resource depends on some factors mentioned below
...

literacy rate of nation
...

compensation system based on education, experience, skill and age
...


a) Succession analysis
Once a company has forecast the demand for labour, it needs an indication of the firm's labour
supply
...
The planner
then modifies this analysis to reflect changes expected in the near future as a result of
retirements, promotions, transfers, voluntary turnover, and terminations
...
The next step in human resource planning is forecasting supply of human
resources
...
Supply forecast is the estimate of the number and kind of potential
personnel that could be available to the organisation
...
These matrices simply show as probabilities the average rate of historical movement
from one job to another
...
For a line worker,
for example, there is a 20% probability of being gone in 12 months, a 0% probability of
promotion to manager, a 15% probability of promotion to supervisor, and a 65% probability of
being a line worker this time next year
...


Ways of addressing excess labour supply in the Organization
•
•
•
•

•
•
•
•
•
•

job sharing is one of the ways of dealing with excess labour where two employees can
share work but retain their payment structures,
Sub-contract the employees to other firms but maintaining them as personnel of the
organization
Redeployment of staff if the excess labour arises in specific departments or business
units, there may be an option to relocate or retain employees so that they can work in
other parts of the business where there is still demand for labour
Flexible working arrangement also offers an opportunity
...
This is likely to result in some financial hardship
for the employees concerned, but for most they would prefer the decision rather than
them losing their job
...
A business has to take care because for a redundancy to be
genuine the job that the employee does must disappear- the business can still take on new
staff but not to do the work the redundant employee was doing
Encourage early retirement among the employees of the Organization
Adopt a night shift work schedule in order to accommodate the excess employees
An organization should not renew contracts for the employees who are under such a type
of engagement
...


Requisites for Successful HRP (Human Resource Planning)
1
...
Support of top management is essential
3
...

4
...

5
...

6
...

BARRIERS TO HUMAN RESOURCE PLANNING
It is frustrating to spend time creating a strategic plan for your company and then see it fail
...
Watch for these six barriers to effective planning, so you can address
the issues that may stop your plan before you launch it
...
It requires developing a strategy
and then expressing the vision in a clear way, so the entire team understands the goal
...
Even when leaders do all this well, they still need to
be constant motivators, project managers and evaluators of the strategy's implementation
...

Excessive Distractions
Too many distractions present a significant barrier to effective planning
...

Another way that a distraction prevents effective planning implementation occurs when a leader
attempts to roll out a new program during a peak business season
...
As the leader,

understand that timing the implementation of new strategy carefully is as important as the
strategy itself
...
Systems
could include hardware or software systems or could be something as simple as the fulfillment
process chain of events
...
For example, a new customer-retention management program might help the team
become more efficient from the sale through the delivery of goods
...
Team members can't be productive while using a system that isn't working
correctly
...
Without it, seeing a new strategy implemented
effectively has potential problems
...
However, if the sales team doesn't have the capacity to
follow up with all the leads, the strategy wastes money and burns prospects
...
Make sure you
have the right people in place to execute new strategies effectively
...
A lack of
resources can impact marketing, talent acquisition and new distribution programs
...
When you
don't have the funding, segment the strategy and roll it out in phases that meet budget limitations
...
Don't be stubborn about the execution of a new strategy
...
Business leaders must be flexible
to see what is working and what isn't working in the strategy and make adjustments accordingly
...


RECRUITMENT AND SELECTION
Meaning:
Recruitment is a positive process of searching for prospective employees and stimulating them to
apply for the jobs in the organisation
...

The job-seekers too, on the other hand, are in search of organisations offering them employment
...
In
simple words, the term recruitment refers to discovering the source from where potential
employees may be selected
...
It stimulates
people to apply for jobs; hence it is a positive process
...
It is the development and maintenance of adequate man- power resources
...


Definition:
According to Edwin B
...
” He further elaborates it,
terming it both negative and positive
...
e
...
Selection, on the other hand, tends to be
negative because it rejects a good number of those who apply, leaving only the best to be hired
...
”

Kempner writes, “Recruitment forms the first stage in the process which continues with selection
and ceases with the placement of the candidates
...
In this part of the
project we will mention some important point about the importance of recruitment step in any
organization:
1
...

2
...

3
...

4
...

5
...

6
...

Purpose and Importance of Recruitment
1
...

2
...

3
...

4
...

5
...

6
...

7
...

8
...

NB// Employees are the lifeblood of companies, so finding and attracting the best candidates
possible is of utmost importance
...


Also, in a competitive hiring market, employee retention can be tricky, but an effective
recruitment strategy can minimize that risk by ensuring the right people are hired into the right
roles
...
A number of
factors influence this process
...
Size of the Enterprise:
The number of persons to be recruited will depend upon the size of an enterprise
...
A big business house will always be in touch with sources of supply and shall try
to attract more and more persons for making a proper selection
...
So, the size of an enterprise will affect the process of
recruitment
...
Employment Conditions:
The employment conditions in an economy greatly affect recruitment process
...
At the same time suitable candidates may not be available because of
lack of educational and technical facilities
...
On the other hand, if there is a shortage of qualified technical
persons, then it will be difficult to locate suitable persons
...
Salary Structure and Working Conditions:
The wages offered and working conditions prevailing in an enterprise greatly influence the
availability of personnel
...
An organisation offering low wages can face
the problem of labour turnover
...
Working conditions within the organization
The working conditions in an enterprise will determine job satisfaction of employees
...

would give more job satisfaction to employees and they may not leave their present job
...

5
...
An expanding concern will
require regular employment of new employees
...
A stagnant enterprise can recruit
persons only when present incumbent vacates his position on retirement, etc
...
Recruitment is the first part of the employment phase, which is looking and collecting
more than one applicant, the second part of the employment phase is selection which start
to look for applicants and evaluate them
...
The goal of Recruitment is to create the differentiation and creativity applicants to give
the organization more options
...

3
...

4
...

5
...

Process of Recruitment:
Recruitment Process Passes through the Following Stages:
(i) Searching out the sources from where required persons will be available for
recruitment
...

(ii) Developing the techniques to attract the suitable candidates
...
The publicity about the company being a
professional employer may also assist in stimulating candidates to apply
...
There may be offers of
attractive salaries, proper facilities for development, etc
...
In order to select a best person, there is a need to attract more candidates
...

Resumes are submitted and screened
...

Next, potential candidates are interviewed and may be tested for drug and alcohol use
...
References are checked, and
ultimately, the hiring manager or hiring team makes a choice
...


Types of recruiting techniques
Although some companies still rely on a "We're Hiring" sign on the door, most companies tackle
recruitment the way they do marketing -- with a multi-tiered approach
...

Open positions are posted on more than job websites; Twitter, Facebook and LinkedIn are other
popular choices
...

Large employers can also utilize other strategies, such as brand advertising, which showcases a
company's benefits and perks and promotes the culture and work styles
...
To attract certain groups of employees, such as millennials,
a company may stress the value or importance of the work being done
...

The candidates may be available inside or outside the organisation
...
e
...


Sources of Recruitment










Transfers
Promotions
Present Employees
Dependents of deceased employees
Recalls
Retirements
Internal notification (advertisement)
Employee referrals

- Advertisement
- Employment Exchanges
- Schools, Colleges and Universities
- Recommendation of Existing Employees
- Factory Gates
- Casual Callers
- Central Application File
- Labour Unions

- Labour Contractors
- Former Employees
- Unsolicited Applicants /Walk-Ins: Writeins and Talk-ins
- E-recruiting
- Mergers and Acquisitions
- Head Hunters

(A) Internal Sources:
Best employees can be found within the organisation… When a vacancy arises in the
organisation, it may be given to an employee who is already on the pay-roll
...
When a higher post is given to a
deserving employee, it motivates all other employees of the organisation to work hard
...


Methods of Internal Sources:
The Internal Sources Are Given Below:
1
...
These
do not involve any change in rank, responsibility or prestige
...

2
...
The higher positions falling vacant may be filled up from
within the organisation
...

A person going to get a higher position will vacate his present position
...

3
...
The employees recommend their relations or persons intimately known to them
...

The persons recommended by the employees may be generally suitable for the jobs because they
know the requirements of various positions
...

4
...
If an employee dies,
his / her spouse or son or daughter is recruited in their place
...

5
...

6
...
Under the circumstances, management may decide to call
retired managers with new extension
...
Internal notification (advertisement): Sometimes, management issues an internal
notification for the benefit of existing employees
...

Often employees have friends or acquaintances who meet these requirements
...

8
...
This is a very effective means as many qualified
people can be reached at a very low cost to the company
...
The organization can be assured of the reliability and the
character of the referrals
...

Advantages of Internal Sources:
The Following are The Advantages of Internal Sources:
1
...
Generally, every employee expects promotion to a higher post
carrying more status and pay (if he fulfills the other requirements)
...
No Error in Selection:
When an employee is selected from inside, there is a least possibility of errors in selection since
every company maintains complete record of its employees and can judge them in a better
manner
...
Promotes Loyalty:
It promotes loyalty among the employees as they feel secured on account of chances of
advancement
...
No Hasty Decision:
The chances of hasty decisions are completely eliminated as the existing employees are well
tried and can be relied upon
...
Economy in Training Costs:
The existing employees are fully aware of the operating procedures and policies of the
organisation
...

6
...

Disadvantages of Internal Sources:
(i) It discourages capable persons from outside to join the concern
...

(iii) For posts requiring innovations and creative thinking, this method of recruitment cannot be
followed
...

Inspite of the disadvantages, it is frequently used as a source of recruitment for lower positions
...
The employees may be employed on the basis of their
recommendation and not suitability
...
More persons are needed when expansions are undertaken
...
Advertisement:
It is a method of recruitment frequently used for skilled workers, clerical and higher staff
...
These advertisements
attract applicants in large number of highly variable quality
...
If a company wants to conceal its name, a
‘blind advertisement’ may be given asking the applicants to apply to Post Bag or Box Number or
to some advertising agency
...
Employment Exchanges:
Employment exchanges in India are run by the Government
...
, it is often used as a source of recruitment
...
In the
past, employers used to turn to these agencies only as a last resort
...

3
...
e
...
A close liaison between
the company and educational institutions helps in getting suitable candidates
...
Junior level executives or managerial trainees may be
recruited in this way
...
Recommendation of Existing Employees:
The present employees know both the company and the candidate being recommended
...

In certain cases, rewards may also be given if candidates recommended by them are actually
selected by the company
...

5
...
This method
of recruitment is very popular in India for unskilled or semi-skilled labour
...
The major disadvantage of this system is that
the person selected may not be suitable for the vacancy
...
Casual Callers:
Those personnel who casually come to the company for employment may also be considered for
the vacant post
...
In the advanced countries, this
method of recruitment is very popular
...
Central Application File:
A file of past applicants who were not selected earlier may be maintained
...

8
...
, (i
...
, industries where
there is instability of employment) all recruits usually come from unions
...
However, in other
industries, unions may be asked to recommend candidates either as a goodwill gesture or as a
courtesy towards the union
...
Labour Contractors:
This method of recruitment is still prevalent in India for hiring unskilled and semi-skilled
workers in brick klin industry
...
They get commission for the number of
persons supplied by them
...
Former Employees:
In case employees have been laid off or have left the factory at their own, they may be taken
back if they are interested in joining the concern (provided their record is good)
...
Unsolicited Applicants /Walk-Ins: Write-ins and Talk-ins
This is again a direct form of recruitment wherein the prospective candidates are invited through
an advertisement to come and apply for the job vacancy
...

12
...
There
are several online job portals that enable the job seekers to upload their resume online which are
then forwarded to the potential hirers
...
com, monster
...
com, etc
...

13
...
As a result, the new organization has, in
effect, a pool of qualified job applicants
...
Both new and old
jobs may be readily staffed by drawing the best-qualified applicants from this employee pool
...
It
enables an organization to pursue a business plan,
14
...
An agent is sent to represent the recruiting company and offer is made to the
candidate
...

11
...
These include special lectures delivered by recruiter
in different institutions, though apparently these lectures do not pertain to recruitment directly
...
These films present the story of company to various
audiences, thus creating interest in them
...
Many a time
advertisement may be made for a special class of work force (say married ladies) who worked
prior to their marriage
...
Availability of Suitable Persons:
Internal sources, sometimes, may not be able to supply suitable persons from within
...
A large number of applicants may be willing
to join the organisation
...

2
...
The persons
having experience in other concerns will be able to suggest new things and methods
...

3
...

Demerits of External Sources:
1
...
There can be a heart burning among old
employees
...

2
...
This problem will be acute especially when persons for higher
positions are recruited from outside
...
Expensive:
The process of recruiting from outside is very expensive
...
In spite
of all this if suitable persons are not available, then the whole process will have to be repeated
...
Problem of Maladjustment:
There may be a possibility that the new entrants have not been able to adjust in the new
environment
...
In such cases either
the persons may leave themselves or management may have to replace them
...


External Sources of Recruitment are Suitable for The Following Reasons:
(i) The required qualities such as will, skill, talent, knowledge etc
...

(ii) It can help in bringing new ideas, better techniques and improved methods to the
organisation
...

(iv) The cost of employees will be minimum because candidates selected in this method will be
placed in the minimum pay scale
...

(vi) The existing employees will also broaden their personality
...


selection process
Definition
The process of interviewing and evaluating candidates for a specific job and selecting an
individual for employment based on certain criteria
...

Certain employment laws such as anti-discrimination laws must be obeyed during employee
selection
...
Proper selection and placement of employees lead to growth and development of the
company
...

2
...

3
...

4
...


5
...


Steps Involved in Selection Procedure:
A scientific and logical selection procedure leads to scientific selection of candidates
...


Therefore, the selection procedure followed by different organizations, many times, becomes
lengthy as it is a question of getting the most suitable candidates for which various tests are to be
done and interviews to be taken
...

1
...
Detailed job description and job specification
are provided in the advertisement for the job
...

2
...
These
applications facilitate analysis and comparison of the candidates
...
Scrutiny of applications: As the limit of the period within which the company is supposed to
receive applications ends, the applications are sorted out
...

4
...
This test is conducted for understanding the technical knowledge,
attitude and interest of the candidates
...
Many times, a second chance is given to candidates to prove themselves by conducting
another written test
...
Psychological tests: These tests are conducted individually and they help for finding out the
individual quality and skill of a person
...
Personal interview: Candidates proving themselves successful through tests are interviewed
personally
...
It generally involves officers from the
top management
...
They are supposed to describe their expectations from the said
job
...

7
...
Reference check is a type of crosscheck for the information provided by the candidate
through their application form and during the interviews
...
Medical examination: Physical strength and fitness of a candidate is must before they take up
the job
...

9
...
The appointment letter specifies the post, title, salary and terms
of employment
...

10
...
A suitable job is allocated to the appointed candidate so that
they can get the whole idea about the nature of the job
...


Types of selection test:
Different selection test are adopted by different organization depending upon their requirements
...
Different types of test can be explained with the help of following
diagram
...
Different
types of tests may be administered, depending on the job and the company
...

The following are the type of tests taken:
1)
...
An excellent illustration of this is the typing tests given to a prospective employer for
secretarial job
...
It is concerned with what one has
accomplished
...
Trade tests are the most common type of achievement test given
...
There are, of course, many unstandardized achievement
tests given in industries, such as typing or dictation tests for an applicant for a stenographic
position
...
Aptitude test: Aptitude tests measure whether an individual has the capacity or latent ability
to learn a given job if given adequate training
...
Aptitudes tests help
determine a person’s potential to learn in a given area
...

Aptitude test indicates the ability or fitness of an individual to engage successfully in any
number of specialized activities
...
These tests help

to detect positive negative points in a person’s sensory or intellectual ability
...

Forms of aptitude test:
•

•

•

Mental or intelligence tests: They measure the overall intellectual ability of a person
and enable to know whether the person has the mental ability to deal with certain
problems
...
These tests help to measure specialized technical knowledge
and problem-solving abilities if the candidate
...

Psychomotor or skills tests: They are those, which measure a person’s ability to do a
specific job
...


3)
...
Mental ability, presence of
mind (alertness), numerical ability, memory and such other aspects can be measured
...
It is taken to
judge numerical, skills, reasoning, memory and such other abilities
...
Interest Test: This is conducted to find out likes and dislikes of candidates towards
occupations, hobbies, etc
...
Such tests also enable the company to provide vocational guidance to the selected
candidates and even to the existing employees
...
These tests are particularly useful for students considering many careers or
employees deciding upon career changes
...
Personality Test: The importance of personality to job success is undeniable
...
It is conducted to judge maturity, social
or interpersonal skills, behavior under stress and strain, etc
...
where personality plays an important
role
...

6)
...
For example, a
photograph or a picture can be shown to the candidates and they are asked to give their views,
and opinions about the picture
...
General knowledge Test: Now days G
...
Tests are very common to find general awareness
of the candidates in the field of sports, politics, world affairs, current affairs
...
Perception Test: At times perception tests can be conducted to find out beliefs, attitudes, and
mental sharpness
...


9)
...
It has been said
that an individual’s handwriting can suggest the degree of energy, inhibition and spontaneity, as
well as disclose the idiosyncrasies and elements of balance and control
...
A
slant to the right, moderate pressure and good legibility show leadership potential
...
Polygraph Test: Polygraph is a lie detector, which is designed to ensure accuracy of the
information given in the applications
...

11)
...
With the development of
technology, medical tests have become diversified
...


PLACEMENT AND INDUCTION
Alter conducting interview and ass3essing the candidate’s performance, he will be offered a job if
he is found to be successful in the interview
...
It is the matching of
what the supervisor has reason to think he can do with the demands
...
This
is elaborated below:
1
...
The job should not
be adjusted according to the qualifications or requirements of the man
...

2
...
This should neither the
higher nor the lower than the qualification
...
The employee should be made conversant with the working conditions prevailing in the
organization and all things relating to the job
...

4
...

5
...

6
...
The employee may be later transferred to the job where he can do better
...
The capacity of the employees can be
utilized fully
...
Than the employee can adjust to the required environment of the organization
effectively and the performance of the employee will not be hampered
...
Employee selection involves selecting the right employee for a particular position,
and employee placement involves matching the qualifications presented by an employee to a
position that requires those qualifications
...
This is referred to as job reassignment
...
Internal placement initiatives can help both the employee and
the organization by avoiding terminations and layoffs
...
Examples of placement programs include a university helping
students find internships and practice interviewing, an employment agency offering vocational
counseling and job leads to job seekers, and the military helping prepare soldiers for suitable
careers during and after their service
...


INDUCTION OR ORIENTATION OF EMPLOYEES
Definition
i)An induction programme is the process used within many businesses to welcome
new employees to the company and prepare them for their new role
...
An Induction Programme can also include the
safety training delivered to contractors before they are permitted to enter a site or begin their work
...

ii)Induction is the process of introducing a new employee to the company culture and processes
with the aim of bringing them up to speed as quickly as possible as well as making them feel
socially comfortable and aware of their professional responsibilities
...


Induction Programme
A good induction programme should cover the following:
1
...

2
...

3
...

4
...

5
...

6
...

7
...

8
...

9
...

10
...

11
...

An induction programme consists primarily of three steps:

General orientation by the staff: It gives necessary general information about the history and
the operations of the firm
...

Specific orientation by the job supervisor: The employee is shown the department and his place
of work; the location of facilities and is told about the organization’s specific practices and
customs
...

Follow-up orientation by either the personnel department or the supervisor: This is
conducted within one week to six months of the initial induction and by a foreman or a specialist
...
Through
personal talks, guidance and counselling efforts are made to remove the difficulties experienced
by the newcomer
...
They
need to understand your values and the behaviours that drive those values
...
This will help to protect the business by
preventing incidents and better defending any claim
...
This ultimately
helps retention of employees and saves on recruitment costs and helps employees to
feel supported
...


6 -Company Reputation
Inductions help to establish a professional impression of the business, including the
way you deliver customer service
...

Induction can be defined as ‘planned introduction of organization, staff and the job to the newly
placed employee’
...

Importance of Induction:
1
...

2
...

3
...

4
...

5
...

6
...

7
...

8
...

9
...
Makes the new employee feel respected and valued Good
induction training gives a warm welcome to the employee and focuses on clarifying all his doubts
about the organization and his job
...
It also makes him feel that he is welcomed, respected, and valued
...

2
...
This helps
him understand the culture, work norms, policies and procedures of the organization, and thus
enables him to quickly adapt to the work environment
...
Helps in establishing good communication

Induction training helps the new employee in establishing good communication with the
organization
...
This makes him

more comfortable when he has to communicate with them later
...


Induction Procedure
1
...

2
...
Go through welfare and facilities – Toilets, parking, security, canteen, smoking area, location
of first aid kits and fire extinguishers, photocopier, notice boards, etc
...
Environment, Health and Safety items – this can be covered in an online induction and on the
induction day with the EHS Manager
...

5
...
– this can be
covered in the online induction and on Orientation Day
...
Equipment and systems
7
...

8
...

9
...


NB// At the Orientation Day, all attendees should receive takeaway copies of policies and how to
sheets, which are referred to in the presentations and they should also sign an individual attendance
sheet
...
Have no doubt, the time and effort
that is put into an induction process (including online induction and orientation day) is worth its
weight in gold
...
Having a successful induction process is the difference
between flying with wings or flying without
...
In short the new employee will feel valued and confident that they made the right
choice to come and work for you!

TRAINING AND DEVELOPMENT
Definition: Training and Development

Training is about knowing where you are in the present and after some time where will you
reach with your abilities
...
Due to this there is much improvement and adds up
the effectiveness at work
...

Training can be offered as skill development for individuals and groups
...
” (From the Organizational Development Network website)
...
Training is an educational process
which involves the sharpening of skills, concepts, changing of attitude and gaining more
knowledge to enhance the performance of the employees
...

(ii) To impart skills among the workers systematically so that they may learn quickly
...

(iv) To improve the productivity of the workers and the organization
...

(vii) To prepare workers for promotion to higher jobs by imparting them advanced skills
...
Development is made to answer the training problems:

TRAINING

DEVELOPMENT

Training is meant for operatives

Development is meant for executives

It is reactive process

It is pro- active process

AIM: To develop additional skills

AIM: To develop the total personality

It is short term process

It is continuous process

OBJECTIVE: To meet the present need of an
employee

OBJECTIVE: To meet the future need of an
employee

Initiative is taken by the management

Initiative is taken by an individual
...
However, since it is beneficial for companies
in the long run, they ensure employees are trained regularly
...
Helps employees develop new skills and increases their knowledge
...
Improves efficiency and productivity of the individuals as well as the teams
...
Proper training and development can remove bottle-necks in operations
...
New & improved job positions can be created to make the organization leaner
...
Keeps employees motivated and refreshes their goals, ambitions and contribution levels
...
It is an expensive process which includes arranging the correct trainers and engaging
employees for non-revenue activities
...
There is a risk that after the training and development session, the employee can quit the job
...
Effective training can help increase productivity of workers by imparting the required
skills
...
To satisfy
the customers, quality of products must be continuously improved through training of workers
...
If the
workers learn through trial and error, they will take a longer time and even may not be able to learn
right methods of doing work
...
They also know the use of various safety devices
in the factory
...

(iv) Reduction of Turnover and Absenteeism:
Training creates a feeling of confidence in the minds of the workers
...
As a result, labour turnover and absenteeism rates are reduced
...
The workers must learn new techniques to make use of
advance technology
...

(vii) Effective Management:
Training can be used as an effective tool of planning and control
...
It helps in reducing the costs of
supervision, wastages and industrial accidents
...

(ix) Employee Job Satisfaction
Employees with access to training and development programs have the advantage over employees
in other companies who are left to seek out training opportunities on their own
...
The training creates a
supportive workplace
...
The consistency is particularly relevant for the
company's basic policies and procedures
...
A training program allows you
to strengthen those skills that each employee needs to improve
...
This helps reduce any
weak links within the company who rely heavily on others to complete basic work tasks
...

•

The person to be trained must have motivation to learn

•

The training material must be meaningful and should relate to the purpose of the training
programme
...


•

Since human beings tend to forget what they learn within the first 48 hours, it is
necessary that the employees should start practicing the new things which they learn in a
training programme
...


•

For a trainee to absorb the new learnings effectively, it is advisable that training
programme is divided into short sessions spread over long time instead long sessions held
in short time
...


Benefits of training employees for an organization

(i) Economy in Operations:
Trained personnel will be able to make better and economical use of materials and equipment’s
...
In addition, the rate of accidents and damage to machinery and equipment
will be kept to the minimum by the well- trained employees
...

(ii) Greater Productivity:
A well trained employee usually shows greater productivity and higher quality of work-output than
an untrained employee
...
An increase in the skills usually helps to increase both quantity and quality of output
...
Standardisation will make high levels of performance rule rather than
the exception
...
Training
does not eliminate the need for supervision, but it reduces the need for detailed and constant
supervision
...
The employees need not learn by trial and error or by observing others and waste
time if the formal training programme exists in the organization
...
Training can be used in spotting out promising men and in removing defects in the
selection process
...

(vii) Higher Morale:
The morale of employees is increase if they are given proper training
...
With the help of training, dissatisfaction, complaints, absenteeism and
turnover can be reduced among the employees
...
Training
initiatives that stand alone (one-off events) often fail to meet organizational objectives and
participant expectations
...

1) Assess Training Needs: The first step in developing a training program is to identify and
assess needs
...
If you’re building the training program from
scratch (without predetermined objectives) you’ll need to conduct training needs assessments
...
These gaps should be analyzed and prioritized and turned into the organization’s training
objectives
...
At the employee level, the training should match
the areas of improvement discovered through 360 degree evaluations
...
Resources and training delivery methods should also be detailed
...
Many
companies pilot their initiatives and gather feedback to make adjustments before launching the
program company-wide
...
Organizations need to decide whether training will be delivered in-house or
externally coordinated
...
The training program is
then officially launched, promoted and conducted
...

5) Evaluate & Revise Training: As mentioned in the last segment, the training program should
be continually monitored
...
Feedback should be obtained from all stakeholders to
determine program and instructor effectiveness and also knowledge or skill acquisition
...

At this point, the training program or action plan can be revised if objectives or expectations are
not being met
...

For this reason, focus on business needs when planning training programmes in the first
instance
...
Tailor the training to address any deficiencies
you have identified
...
Trying to change their personality traits is likely to be a
waste of time and money - training will be much more valuable if it focuses on skills that
can be taught and acquired
...
Seeing how employees apply the skills they have
been taught in practice will offer clear insight into whether the training was valuable
...


•

Encourage buy-in - it is important to create context for any training session, making sure
employees understand its importance and how it can add value to them as an individual
...


•

Train the trainers - if you are delivering training in-house, rather than using an external
provider, it is important to know they fully understand the skills they are teaching and any
information they will provide in the session
...


•

Seek feedback - following the session, always invite the participants to offer feedback
...


•

Reinforce training - check up on employees in the coming weeks and months to see if
they have benefited from the training they have received
...


Training Methods for Employees:
I
...
The success of how much the person can learn depends on, how the experienced
employee teaches them
...
And for guidance as well as support some skilled or semi-skilled workers are kept to observe
and help them
...
The job is learnt by the workers in actual conditions and in a physical environment other than
learning the job in artificial conditions
...

2
...

3
...

4
...

5
...

6
...

b) Limitations:
1
...

2
...


3
...

4
...

II
...
At this time the person
does not contribute to any of the production activities that the company does in that time
...
Large companies make it a point to
provide such training to their employees and have different departments or institutes in the
workplace in comparison to smaller companies who do not provide such training
...
Lectures or Class Room Method:
In this method, the different aspects of the ongoing program are explained by a single individual
to the others
...

2
...

3
...
After that the papers are read at a time and a discussion takes place where all the people
or trainees present, participate in it
...
Programmed instructions:
This type of method involves providing the necessary knowledge to the trainees in the form of a
printed text book or with printed notes or some kind of teaching machine
...
At times asking or presenting certain questions or problems are given to the trainee
and certain feedback is got back by the trainer, in that way the person responds back to them
...
Apprenticeship Training:
This method is mainly used in industries and can go on for a long time at times for the duration of
about 4-5 years
...
Knowledge both in the form of practical knowledge while they do their
job and theoretical knowledge from the lectures is obtained by them
...

a) Advantages:

1
...

2
...

3
...

4
...

5
...

b) Limitations:
1
...

2
...

3
...

4
...

IV
...
So under vestibule type training the trainers train the workers on certain special
machines in a different location like classrooms and this is known as a ‘vestibule school’ which
the Personnel Department of the firm runs
...
The person who is training the trainees is a specialist person and has certain specialization in
training to be provided
...
As the training which is provided isn’t present when the actual job takes place, the trainees
mainly can focus on learning the job
...
As the instructor or the trainer has no work assigned to them, they can provide certain
attention individually to the trainees
...
The job is learnt by the employee in a short time
...
As the training is provided in an artificial work environment the worker may not adjust to
certain machines when they are actually doing the job in reality
...
It is expensive in nature as the same duplicate equipment is needed and small firms cannot
afford to provide such training to their employees
...
If the demand for workers in the firm isn’t continuous then at times the vestibule can stay
unused for a lengthy amount of time
...
If the responsibilities are split then there can be further problems in the organization
...
Training Via Internship:
There is a lot of advantage of getting trained in internship
...
So training
will actually inculcate the skill of time management and will balance between the theory part of
the studies and also the practical part of the subject
...

VI
...
This system actually helps in training such individuals who are not done a full formal study
needed for a position
...

VII
...
Basically, when an employer hires individual he thinks that it is necessary
to send such individual to such training institutes
...
There are many institutes all over world who
give such training to the employees
...
Role Playing:
This is one of the best and effective way for training employees
...
Here the person gets in to the
skin of the role and portrays it creating a realistic environment
...

IX
...
One of the best example is pilot training, where the trainees will be
given an aircraft like environment so that they get the feel of flying a real aircraft
...
Though this type of training
method is expensive, but ensures to provide a better understanding of how to perform the tasks
and duties efficiently

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