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Introduction to HRM
HRM
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The success of any organization depends upon how it manages its resources
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Human Resource (HR) refers to all the people who work in an organization called personnel
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It focuses on people in the organisation
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HRM defines a strategic approach to managing people, as well as the work culture and
environment
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Importance of HRM
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Companies provide compensation, benefits, and rewards to recognize their employees
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It also improves employee morale and gives
employees new energy to perform better
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Maximizing profit and productivity
HRM helps to ensure how much personnel are required in which department
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Such employees who work to achieve their personal growth are directly
related to the growth of the organization
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HR managers along with HR generalists and recruiters
shortlist candidates for the organization who are eligible for the designated posts and make hires to
ensure the continual workflow of business processes without any hindrance due to under-staffing
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Employee Retention
Retaining top talents in the organization is difficult, which requires well focused and strategic
approaches that can be achieved by engaging employee in productive tasks and framing policies that
would enhance and maintain work-life balance
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Employee development can help retain employees, as it would
provide them with career progression along with confidence to perform efficiently
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Performance management
HRM is in charge of overseeing worker’s performance through performance reviews, comments and
rewards
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It is also a medium of deciding with regards to
promotions, appraisals, transfers, etc
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Conflict Resolution
An employee spends the majority of their time in the workplace, so it is essential for their mental as
well as professional well-being to work in a positive and enthusiastic work culture
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Therefore, HRM provides appropriate compensations and incentives to the employees to
enhance their efficiency and productivity
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Meaning of HRP
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Coleman has defined HRP as “the process of determining manpower requirements and the means
for meeting those requirements in order to carry the integrated plan of the organisation
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Job design and job analysis are the basis of human resource planning
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Accordingly, efforts are taken to make
available the requirements with recruitment and selection function
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Human resource planning (HRP) is a strategy used by a company to maintain a steady stream of
skilled employees while avoiding employee shortages or surpluses
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Anticipating Future Workforce Needs
One of the primary objectives of HRP is to anticipate the future demand for human resources within
an organization
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By accurately predicting workforce needs, organizations can avoid
shortages or surpluses of labor, which can disrupt operations and hinder performance
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Aligning HR with Organizational Objectives
By understanding the business goals and priorities, HR professionals can develop HR strategies and
initiatives that contribute to the achievement of organizational objectives
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Another objective of HRP is to identify existing skill gaps within
the organization and anticipate future skill requirements
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HRP allows the organisation, to
identify the particular type of employees needed by the organisation, with the required skills to fill in
the skill gaps
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Promoting Diversity and Inclusion
HRP contributes to promoting diversity and inclusion within the organization by ensuring that the
workforce reflects a diverse range of backgrounds, perspectives, and experiences
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It facilitates the
preparation of the budget for meeting these expenses by estimating the cost of each and every human
resource working in the organisation
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Human resource planning as a tool enables an
organisation to cope up with such changes Hence, it brings flexibility in the organisation
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Effective Utilisation of Human Resources
The right men at the right place are must to achieve higher productivity and efficiency
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Job positions are
properly analysed before appointing the persons and it is checked whether a person is capable of
delivering roles or not
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Importance of HRP
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HRP enables
organizations to anticipate and adapt to these changes effectively
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This allows them to stay ahead of the curve
and remain competitive in the market
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Strategic Workforce Alignment
HRP ensures that the organization's workforce is aligned with its strategic goals and objectives
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By aligning the workforce with the organization's strategy, HR planning enables better resource
allocation, improved decision-making, and enhanced overall performance
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Efficient Talent Acquisition
An effective HRP process facilitates efficient talent acquisition
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They can attract and hire
candidates with the right qualifications, experience, and cultural fit
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This helps in making informed decisions regarding workforce restructuring,
reassignments, or training and development initiatives
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By anticipating future
workforce needs and skill requirements, organizations can avoid last-minute hiring or external
recruitment, which can be expensive and time-consuming
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It helps the organisation identify the areas of improvement for the
employees and provide necessary assistance regarding the same
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A diverse workforce brings fresh ideas to problem-solving
processes while fostering innovation
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The regulatory
norms are changed and updated frequently
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Job analysis
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Job analysis is the process to study in detail the various aspects of a job, such as duties,
responsibilities, accountability, etc
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It serves as a base for job evaluation
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ii) Job specification are human qualities required for acceptable performance, such as skills, abilities,
experience, personality traits, educational qualifications, vision, voice, alertness, judgement, etc
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Job analysis is an outline of a job where nature of job is studied in detail, along with type of
candidate with essential qualities and qualifications required to perform that particular job
effectively
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Strategy/ Plan
It is crucial that the job analysis process be planned before beginning the gathering of data
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Maybe it is just to
update job descriptions, revise compensation programs or redesign the jobs in a department or
division of the organization
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For example, are
the jobs to be analysed hourly jobs, clerical jobs, all jobs in one division, or all jobs in the entire
organization?
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Examining current job descriptions and organizational charts will supply you with the foundational
knowledge you'll need to get started on the job analysis
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Selection of sample jobs
Firstly, job classifications need to be done where similar jobs are clustered in one group
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Hence, it is necessary to select a representative sample of jobs for the purposes of
analysis
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Collection of job analysis data and its processing
In this step, the jobs are studied in detail about their tasks, physical ability and mental ability needed
to perform those tasks, time period to complete each task, hazards, challenges, any special skill
requirements, etc
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Once job analysis information has been collected, the next step is to sort the information, process it
using various tools and interpret the data
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Formulate job description
Based on job analysis data, the analyst prepares the job description
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The job analysis is made with the help of
these description forms
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Therefore, as per the job
description, the analyst determines the required qualities needed to perform the job
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Therefore, such reports are submitted to concern authority responsible for
selection process
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Methods of Data Collection
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While observing, the

analyst takes detailed notes about the role, including what tools they use, how long they spend on
tasks and who they interact with to complete their jobs
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Interview technique
Here there is a conversation between the analyst and the employee who is performing the job
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Also, inputs can be obtained from the supervisor or manager of the concerned
department
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However, it is time
consuming method
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Functional job analysis
This method collects the specific data about the job
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Such analysis reveals data about
the job roles and the ability of the employee to perform such roles
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Questionnaire
The questionnaire method is when analysts create a series of questions for employees to answer about
their jobs
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These
questions can include asking employees about how they spend each day, what their priorities are and
how they effectively perform their duties
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This usually comes from a role's job description or management expectation
to ensure they're performing certain duties or using certain tools
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This might mean they answer emails, perform physical tasks and interact
with colleagues or systems to learn what an employee experiences
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It is time consuming for employees
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This input is important for the analyst to develop better understanding of the job
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It reveals the successful and unsuccessful behaviours
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Thus, job design is an attempt to
create a match between the job requirements and available human resource attributes
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Organisational goals, employee aspirations, performance standards, and work environment are
some of the major factors that need to be taken into consideration in job design
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Further jobs can be redesigned to adapt to new requirements with the help of techniques of job
design, such as job simplification, job enrichment, job enlargement and job rotation
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Organizational Factors:
(a) Work Nature- There are various elements/tasks of a job and job design is required to classify
various tasks into a job or a coherent set of jobs
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and all these are to be taken into consideration while designing a job
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(c) Workflow- Product and service type often determines the sequence of work flow
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(d) Culture- Organizational culture determines the way tasks are carried out at the work places
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These practices often affect
the job design especially when the practices are not aligned to the interests of the union
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Environmental Factors:
Environmental factors include social and cultural expectations, and employee ability and avail-ability
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The above-mentioned factors of employees who will actually
perform the job are taken into consideration
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(b) Socio economic and cultural expectations- Jobs are nowadays becoming more employee centred
rather than process centred
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addition, the literacy level among the employees is also on the rise
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(a) Autonomy- Employees should work in an open environment rather than one that contains fear
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(b) Feedback- Feedback should be an integral part of work
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(c) Diversity- Repetitive jobs often make work monotonous which leads to boredom
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Job
variety/diversity should be given due importance while designing a job
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Though due
emphasis needs to be given to the latter but jobs should be designed in a manner such that an
employee is able to make full use of his abilities and perform the job effectively
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Job Simplification
In job design this simplification technique means simplifying or specializing the job
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And then each part is assigned to individual employee as a whole
job
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The basic purpose of job simplification is to provide few
easy tasks to the employee so that they do not face any difficulty in performing such tasks
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Ex: In the assembly of smartphones, workers are typically tasked with multiple steps, including
attaching components, soldering connections, and testing the finished product
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Job enlargement
Job Enlargement is a job design technique in which the number of tasks associated with a job is
increased to add greater variety to activities, thus reducing monotony
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Job enlargement
may also result in greater workforce flexibility
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It increases the scope of the
job
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Ex: For example, a team member who works on an assembly line may work on assembling more parts
of the whole product before passing their work along to the next phase of development
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Job rotation
Job rotation implies the systematic movement of employees from one job to the other
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With job rotation,
an employee is given an opportunity to perform different jobs, which enriches his skills, experience,
and ability to perform different jobs
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For example, an employee may spend two weeks attaching bumpers to vehicles and the following two
weeks making final checks of the chassis
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Therefore, it is called vertical enlargement
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Job enrichment
means adding duties and responsibilities that will provide for skill variety, task identity, task
significance, autonomy and feedback on job performance
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Ex: A barista at starbucks is given multiple tasks
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Recruitment
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Success of any organisation depends on the type of people hired
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Higher the number of applicants makes better choice of candidates
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According to Edwin Flippo, “Recruitment is the process of searching for prospective employees
and stimulating them to apply for jobs in the organisation
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Recruitment function takes care of all above situations by filling up the candidates on the basis of
the principle, ‘Right men for Right job’
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Sources of Recruitment
Internal Sources
When companies fill up their vacancies from within the organisation, it is called as internal source
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Promotions
Promotions involve the advancement of employees to higher positions within the organizational
hierarchy
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By promoting existing
employees, organizations demonstrate their commitment to talent development and succession
planning, which can enhance employee morale and motivation
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Transfers
Transfers involve the movement of employees from one department, location, or job role to another
within the organization
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Internal
transfers allow organizations to retain valuable talent, make optimum use of the workforce and
provide employees with opportunities for skill enhancement and career diversification
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Internal Job Postings
Internal job postings enable employees to apply for vacant positions within the organization through
an internal recruitment portal or communication channel
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Internal job postings
also facilitate talent mobility, knowledge sharing, and cross-functional collaboration within the
organization
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Employee Referrals
Employee referrals involve the recommendation of candidates for job openings within the
organization by current employees
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Employee referral programs
encourages employees to participate in the recruitment process and contribute to the organization's
effective talent acquisition
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Internal Talent Pools
Internal talent pools consist of a database or repository of existing employees' profiles, skills,
qualifications, and career aspirations maintained by the organization
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By managing internal talent pools,
organizations can simplify the recruitment process, reduce time-to-fill, and lessen the risk of talent
shortages
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Succession Planning Programs
Succession planning programs involve the identification and development of high-potential
employees to fill key leadership and critical roles within the organization
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Performance reviews help in identifying the better performers of the organisation whose
names are further recommended for a higher job position
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And those employees who are continuously improving and hardworking are selected
to fill the vacant senior posts
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Job advertisements provide detailed information about job roles,
responsibilities, qualifications, and application procedures, allowing organizations to reach a diverse
audience of potential candidates and attract individuals with the required skills and experience
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Recruitment Agencies
Recruitment agencies, also known as staffing firms or employment agencies, specialize in sourcing,
screening, and placing candidates for job vacancies on behalf of client organizations
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Recruitment agencies help streamline the
recruitment process, reduce time-to-fill, and ensure a high calibre of candidates for vacant positions
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Campus Recruitment
Campus recruitment involves the active engagement of colleges, universities, and educational
institutions to identify and recruit talented graduates and entry-level candidates for job opportunities
within the organization
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Campus recruitment programs enable organizations to tap into a pool of
young talent and build a talent pipeline for the future
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Job Portals and Online Platforms
Job portals, online job boards, and professional networking platforms such as LinkedIn, Indeed,
Glassdoor, and CareerBuilder are valuable external sources of recruitment
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Job portals and online platforms

provide organizations with access to a vast pool of active and passive job seekers, facilitating effective
recruitment and enhancing their reach and visibility
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Professional Associations and Networks
Professional associations, industry groups, and networking events provide opportunities for
organizations to connect with professionals and experts in specific fields or industries
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Professional
associations and networks serve as valuable external sources of recruitment for specialized and niche
roles that require specific skills and expertise
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Walk-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
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In
some cases, the labour contractors are themselves the members of the companies concerned
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Recruitment Process
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This
involves assessing current workforce capabilities, projecting future requirements based on business
objectives, and determining the skills and expertise needed to achieve those goals
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Understanding these needs sets the foundation for crafting job descriptions
and job specifications
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Job analysis
Once you know exactly what you need in terms of knowledge, skills and experience, it is time to
determine the duties and responsibilities of the job
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More importantly, it provides your prospects with a checklist or a list that they can compare
themselves to before applying
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A job description must include all of the following and can be as comprehensive as you want: Title,
duties and responsibilities, qualification and skills, location, compensation, perks, benefits, etc
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Often, organisations use both internal and external sources to
recruit the best-fit candidate
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Many organisations use an employee
referral system for internal hiring
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External

recruitment sources may include campus recruiting, advertisement on recruitment agencies and direct
recruiting
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Among all the newspaper advertisements are most popularly used method
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Receipt of a greater
number of applications is a sign of successful recruitment process
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Advertisements provide the
contact details and mode of applications
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Once the applications are received by the concerned
recruitment authority, then they need to be handed over to the selection committee
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Therefore, lengthy selection process needs to be
followed to get right candidate
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David Decenzo defined it as, “Selection is a managerial decision-making process to predict which
job applicants will be successful if hired
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The basic idea is that selected candidates should be able to perform the job most efficiently, and
should also be right fit in the overall organisation culture
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Such information is then analysed on different parameters, and candidates are ranked in order
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Placement
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According to Dale Yoder, “The assignment of a particular job to a newly appointed employee is
the placement
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Once the candidate submits the joining report, the organisation has to place the new employee in
the position he or she got selected
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It
involves putting square pigs in to square holes i
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matching the individual and the job
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Wrong placement results in low performance, labour absenteeism or turnover
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Once the employee completes the probation successfully with satisfactory performance, then
permanent placement is given to the employee
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Therefore, a need
arises where organisations collaborate with external provider, where certain assignments are taken
care by the external provider
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It refers to the practice of contracting specific business processes or functions to external service
providers
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One of the primary benefits of BPO is cost savings, as companies can outsource the routine tasks,
and reduce the operational expenses significantly
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Front office: It deals with customer service, advertising, selling, etc
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Back office: It includes the services as billing, insurance claim processing, recruitment and
selection, etc
Need/ Benefits of BPO
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BPO has given rise to a talented pool of
employees available at low wages, results in huge cost reductions, which in turn results in better
revenues for the company
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Availability of Experienced Professionals
Recruiting new employees and training them involves a lot of hassle and is a huge cost to the
company
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Ability to Focus on Core Business
Since a considerable chunk of the business is outsourced to a service provider, the top management of
the company can focus their attention on core operational areas
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This
proposition is also risky, especially for small to medium-sized businesses who cannot afford to
dedicate a steady budget to buying the latest technologies
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Outsourcing to companies that already have
access to the technology and have the relevant expertise therefore proves to be more advantageous for
global organizations
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The main
company doesn’t have to take on this responsibility but can ensure customers are taken care of
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BPO enables companies to stay ahead of market trends,
anticipate customer needs, and innovate products, services, and business models to stay relevant in
dynamic business environments
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Employee Morale and Engagement
BPO allows organizations to reallocate employees from routine tasks to more strategic and valueadded activities
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They have a very good response time and the clients can focus on the core
activities
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HR Outsourcing Opportunities in India
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India offers abundant outsourcing opportunities across various industries including IT services,
software development, customer support, finance and accounting, digital marketing, and
healthcare
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Major cities like Bangalore, Hyderabad, Pune, and Chennai host numerous outsourcing firms,
fostering a favourable environment for collaboration and innovation
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Companies can make use of India's expertise to modernize operations, reduce costs, access
specialized talent, and focus on core business activities, thereby gaining a competitive edge in the
global market
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