HRM Archives - Management Notes

Human Resources Diagram – Human Resource Management (HRM) | Management Notes

July 5, 2022May 10, 2022 by Smirti

Human Resources Diagram

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Human resource diagrams are visual representations of human resource functions and processes. Human resource diagrams are helpful for planning processes, collaborating with teams, and assigning tasks. You will be able to better delegate tasks, tackle issues, and utilize employees’ skills if you are familiar with HR’s needs and demands.Since diagrams can provide architectural solutions to their managers, they are more valuable than designs themselves.

Among other things, the diagram outlines resource requirements, selecting the appropriate talent, training and development, performance, feedback, succession, career planning, compensation and benefits, organizing/details of work and processes, among other things. The diagram maximizes the employees’ performance throughout the company where they work. Companies can benefit from human resource diagrams in a variety of ways. Here are some of its primary applications:

Collaboration with colleagues on planning HR processes and strategies.
Identifying inefficiencies in existing processes and optimizing them.
Clarifying and instructing employees on what tasks they need to perform.

Recruitment – Meaning, Objectives, Importance, Factors, Strategies and Checklist of Recruitment | Human Resource Management

July 5, 2022April 16, 2022 by Smirti

Recruitment

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Recruitment is the process of actively searching for, finding, and hiring candidates for a specific position or job. In recruitment, the entire hiring process is considered, from finding a candidate to integrating them into the company. As a result of recruitment, the organization looks for qualified candidates and encourages them to apply for jobs. This creates a pool of job seekers, facilitating the recruitment of better candidates.

Recruiting brings together potential employees and organizations looking for qualified candidates. In an organization, a properly implemented recruitment process results in the hiring and selection of suitable personnel.

Hiring talent is a systematic process in HRM. The process includes identifying, attracting, screening, shortlisting, interviewing, selecting, and finally hiring the most qualified candidate to fill in vacant positions in an organization. Employees are considered the biggest asset of any company, and their HR department is responsible for managing their People Management. Among the primary duties of Human Resource Management (HRM) is to keep building the pool of Human Capital for the organization so as to select the right candidate for the right job. In recruiting, the goal is to choose and hire the right person for the right job at the right time. Generally, the Human Resource Management Department considers two of the main sources of recruitment: internal and external. It is the objective of the recruitment process to gather information about talented and qualified individuals who may be interested in working for the organization.

Definitions related to Recruitment by Renowned Authors

Some of the definitions related to recruitment by renowned authors are as follows:

As defined by Edwin B. Flippo, “It is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.” He further elaborates it, terming it both negative and positive.
As per DeCenzo and Robbins, it is the process to discover potential candidates for future actual or anticipated job vacancies. Another perspective is that it is a linking activity which brings together organizations those with jobs to fill and people those are seeking jobs.
As per the definition of Dale Yoder, It is way through which the manpower requirements of the organization can be fulfilled. It employs effective procedure to attract the people in ample amount to make sure a suitable person is recruited on the available job profile.
Kempner says that Recruitment is identified as a first step of the process which persists with selection and ends with the joining of the suitable candidate in the organization.
Plumbley describes recruitment as a process to match the capacities of candidates with the demands of the organization. The inclination of qualified candidates should also match with the rewards and benefits the organizations are willing to provide in the job.

Sources of Recruitment – Internal and External Sources of Recruitment | Human Resource Management

July 5, 2022April 16, 2022 by Smirti

Sources of Recruitment

Recruiting begins with finding suitable candidates and informing them about the openings in the company. Candidates may be available within or outside of the organization. Recruitment is the process of actively searching for, finding, and hiring candidates for a specific position or job. In recruitment, the entire hiring process is considered, from finding a candidate to integrating them into the company.

The two main sources of recruitment are internal and external.

Job Analysis – Features, Trends and Goals of Job Analysis | Human Resource Management

December 12, 2022November 16, 2021 by Smirti

Job Analysis in HRM

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What is Job Analysis ?

An organization’s human resource management depends on a job analysis. Job analysis is the process of determining what information is relevant to a particular job. A job description describes the tasks involved in a job and the factors affecting the performance of that job. Human resource management can benefit greatly from this process as a process. It is applicable to nearly every aspect of HR in an organization. A human resource plan is used to develop human resource strategies, recruit and select staff, train and develop staff, determine compensation, evaluate staff performance, manage career development, and ensure employee health.

Qualities of an HR Manager – Human Resource Management | Management Notes

July 5, 2022November 16, 2021 by Smirti

Qualities of an HR Manager

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Managers of human resources must fulfill several responsibilities in order to fulfill their duties. Apart from being good counselors, they must also be recruiters, placement specialists, trainers, development specialists, human resources specialists, compensation and benefits specialists, and employment analysts. For example, Armstrong 13 states that HR professionals must serve as business partners, strategists, interventionists, innovators, internal consultants, monitors, and volunteers (proactive role). HR managers would require multidisciplinary knowledge in order to successfully perform the diverse HR tasks.In addition to business administration, law, behavioural sciences, industrial psychology, sociology, political science, economics, statistics, engineering, finance, and computers, it would be good for them to have a working knowledge of these areas as well. To become effective performers, they would also need the following personal qualities and skills.

Knowledge
Intelligence
Communication Skills
Objectivity and Fairness
Leadership and Motivational Qualities
Emotional Maturity
Empathy

Human Resource Planning (HRP) – Nature, Objectives, Need, Importance and Barriers | Human Resource Management

July 5, 2022October 26, 2021 by Smirti

Human Resource Planning (HRP)

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The Human Resource Planning Process describes how management determines how to move the organization from its current manpower position to its desired manpower position. By planning, management aims to improve both the organization and the individual’s long-term success, by putting in place the right actions at the right time. HRP simply refers to forecasting an organization’s future demand for and supply of the right type and number of people. The HRP process is therefore concerned with identifying manpower needs and formulating a plan to meet them.

Types of Interview – Employment Interview | Recruitment and Selection

July 5, 2022October 7, 2021 by Smirti

Types of Interview

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Employment Interview

Employment interviews are conducted to determine whether potential candidates are suitable for the job opening. During a job search, there is formal and direct face-to-face communication between the applicant and the employer. An employment interview’s primary goal is to determine a candidate’s suitability for a position.

Headhunting – External Sources of Recruitment | Human Resource Management

July 5, 2022October 6, 2021 by Smirti

Headhunting

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Executive search or headhunting is sometimes used to recruit very senior managers. Advocates of this philosophy believe the best candidates aren’t just those who answer advertisements or look for new jobs, but those who are successful in their current jobs and aren’t thinking about leaving.

When a headhunter receives a commission, he or she will search for potential candidates,

i) In the competitors’ businesses,

ii) Professional organizations, newspapers, magazine membership lists, etc.

iii) Utilizing a confidential network of headhunters

iv) A few of the selected candidates are introduced to our client firm discretely.

Raiding – External Sources of Recruitment | Human Resource Management

July 5, 2022October 6, 2021 by Smirti

Raiding

Raiding means attracting employees working elsewhere to join the organization. Although many recruiting companies believe it is un-ethical to contact employees of other organizations directly, many of them do such raiding. Especially in situations where recruitment is urgent, companies do this. Public and private sector organizations do this as well.

Critical Incident Method – Performance Evaluation Methods | Human Resource Management

July 5, 2022October 2, 2021 by Smirti

Critical Incident Method

In Critical Incident Method, first, people who have close knowledge of a broad group of jobs (such as sales, supervision, and tech support jobs) identify the important performance factors. Supervisors are then given notebooks with these performance categories. Supervisors must frequently observe and record examples of behavior showing effective or successful actions and ineffective or poor performance throughout the year.

To be able to write factually documented evaluations for each factor, the rater obtains many specific examples of behavior. There is no use of vague generalizations. In addition to providing feedback to the individual, this procedure is also useful for developing the individual. Using this method can risk a leader getting too close to his staff through overly close supervision. Employees may come away with the impression that their every action will be documented in the boss’ little black book.

To remember: The evaluator should also explain the cause, description, and outcome of a critical incident.

Rater’s feeling and perception of the situation.
Actions taken during the incident.
Changes (if any) in their future behavior.

Which of the following is true regarding the traditional peer review process:

December 29, 2022October 1, 2021 by Smirti

Which of the following is true regarding the traditional peer review process:

A) Under single-blind review, the identity of the reviewer is revealed to the author.
B) Under double-blind review, the identity of the reviewer is revealed to the author.
C) Under single-blind review, the identity of the author is revealed to the reviewer.
D) Under double-blind review, the identity of the author is revealed to the reviewer.

Which of the following statements best exemplifies the importance of mentoring?

February 25, 2023October 1, 2021 by Smirti

A) A mechanism to transmit values and standards of professional conduct. B) A narrowing of the circle of influence and learning. C) The primary way for senior researchers to recruit a trainee to complete projects for them. D) A mechanism to get additional grant support.

Which of the following statements best exemplifies the importance of mentoring?

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A) A mechanism to transmit values and standards of professional conduct.
B) A narrowing of the circle of influence and learning.
C) The primary way for senior researchers to recruit a trainee to complete projects for them.
D) A mechanism to get additional grant support.

The correct answer for the given question is Option A) A mechanism to transmit values and standards of professional conduct.