HUMAN RESOURCE

MANAGEMENT REVIEWER Staffing 

• Human resources departments are
I. Introduction to HRM mainly known for their
responsibility of recruiting
What is HRM? employees.
• Human Resource Management is • This includes creating position
the strategic approach to the announcements which involve
effective management of people in identifying job duties and
a company or organization such that determining the skill level and
they help their business gain a requirements that are needed for a
competitive advantage. position.
• It is designed to maximize employee • Personnel screen applicants by
performance in service of an completing reference checks,
employer's strategic objectives. administering tests, and
interviewing potential candidates.
What is the task of HR?
• Human resources managers plan, Compensation
coordinate, and direct the • Fair payment is a huge concern for
administrative functions of an employees.
organization. • Human resources department
• They oversee the recruiting, personnel evaluate and make
interviewing, and hiring of new staff. changes to an organization’s pay
• Consult with top executives on structure by researching
strategic planning; and serve as a compensation trends with the aim
link between an organization's of providing employees with
management and its employees. industry-acceptable pay.

Importance of HRM Benefits

• Human Resource Management deals  Developing and effectively
with the following sorts and has its administrating an employee benefits
share of important roles and mission program is a great recruitment and
to accomplish. retention tool that organizations
• Recruitment and Selection use.
• Training  Common benefits of a job include
• Performance Appraisal health insurance, dental insurance,
• Trade Unions and a retirement plan.
• Development

II. Human Resources Department Performance Appraisal

Functions
 •
Human resources departments work •Recruitment and selection process
in conjunction with individual involve the HR’s efforts to
department managers to evaluate effectively screen through the list of
employee performance. candidates to find an individual that
Law Compliance fulfill the requirements of the job
• Companies are responsible for the description and whose skills and
safety and equitable treatment of vision matches with that of the
their employees. Laws exist to position the company advertises.
protect employees in a variety of Evaluating staff
areas. • The big part of the HR work and a
Role of human resource development major concern for employees of any
• Its functions are to improve the company is performance evaluation.
overall performance and ability of • This tool is used to provide
employees in the jobs they are feedback and document
doing and in future positions. employee’s performance through a
certain period and can clearly
III. Core Elements of Human Resource communicate job goals.
Management System Motivation and Rewards
• A motivated workforce is amongst
HR framework the strongest assets an organization
• The ultimate objective of human has that translates into greater
resource management involves success and revenue for it.
integrating all programs and • Motivation and rewards are two
policies related to the business of positive reinforcement tools that
managing employees within the generally have a favorable impact on
framework of a firm’s strategy. people’s behavior and performance.
HR cycle
• The human resources life cycle (also IV. JOB ANALYSIS AND DESIGN
called the employee life cycle) refers
to the various stages of an Job Analysis and Design
employees’ time at a particular firm • Job analysis is the term used to
and the varied roles that the human describe the process of analyzing a
resources function plays at each of job or occupation into its various
these stages. components, that is, organizational
HR communications structure, work activities, and
• Employee communications are one informational content.
of the most significant elements for
the smooth functioning of an Organizational Structure
organization, increasing • An organizational structure is a
organizational productivity and good system that outlines how certain
company culture. activities are directed in order to
achieve the goals of
an organization. 
Recruitment and selection
A job analysis will show: Some theoretical framework within which
• 1. Job oriented activities, which is job design can be approached are
the description of the exact activities mentioned below:
to be performed such as teaching,  1.The classical approach- Based on
coaching, facilitating, mentoring and the scientific management theory in
so on. which the management takes all
• 2. Who a worker is to report to as the decision and the workers
well as the relationship of a worker responsibility is to perform the
with others which include superiors, instructions received from the
colleagues and subordinates. management.
• 3. Behaviors performed during the  2. The Behavioral approach- Unlike
work such as coordinating, checking, the classical approach, the
auditing and various decision behavioral approach to job design is
makings. not only concern with the technical
• 4.Equipment, materials, tools to be aspects of jobs but also takes care
used in performing the work such as of the social aspects of jobs. 
software, machines etc.
• 5. Job context like the physical 5 Peripheral Approaches to Job Design
working conditions, work schedule, • Job rotation: movement of
organizational context, social employees from one task to
context, incentives etc. another.
• 6. Personal data related to the job • Job enlargement: combining
such as technical skills, training, previously fragmented tasks into
work experience etc. one job.
• 7. Personal attribute like aptitude, • Job enrichment: Add greater
physical characteristics, personality, autonomy and responsibility to a job
interest, passion, values etc. • Self-managing Teams: self-
regulating teams who work largely
Some uses and reason for job analysis are without
 1 Determination of Labor direct supervision.
2. Recruitment and selection • High performance work design:
3. Wage and salary administration setting up working groups in
4. Job Re-engineering environments where high levels of
5. Industrial engineering activity performance are required.
6. Human engineering activity
7. Employee training & management V. ADVANTAGES OF JOB ANALYSIS
development
8. Performance Appraisal Provides First Hand Job-Related
9. Health and safety Information: 
• The job analysis process provides
with valuable job-related data that
helps managers and job analyst the
duties and responsibilities of a
particular job, risks and hazards
 involved in it, skills and abilities
required to perform the job and Helps in Deciding Compensation Package
other related info. for a Specific Job: 
• A genuine and unbiased process of
Helps in Creating Right Job-Employee Fit:  job analysis helps managers in
 This is one of the most determining the appropriate
crucial management activities. compensation package and benefits
Filling the right person in a right and allowances for a particular job.
job vacancy is a test of skills,
understanding and VI. DISADVANTAGES OF JOB ANALYSIS
competencies of HR managers.
Time Consuming
Helps in Establishing Effective Hiring • The biggest disadvantage of Job
Practices: Analysis process is that it is very
• Who is to be filled where and time consuming.
when? Who to target and how for a • It is a major limitation especially
specific job opening? Job analysis when jobs change frequently.
process gives answers to all these
questions and helps managers in Involves Personal Biasness
creating, establishing and • If the observer or job analyst is an
maintaining effective hiring employee of the same organization,
practices. the process may involve his or her
personal likes and dislikes. 
Guides through Performance Evaluation
and Appraisal Processes: Involves Lots of Human Efforts
 Job Analysis helps managers • The process involves lots of human
evaluating the performance of efforts.
employees by comparing the • As every job carries different
standard or desired output with information and there is no set
delivered or actual output. On pattern, customized information is
these bases, they appraise their to be collected for different jobs.
performances. 
Job Analyst May Not Possess Appropriate
Helps in Analyzing Training & Development Skills
Needs:  • If job analyst is not aware of the
The process of job analysis gives objective of job analysis process or
answer to following questions: does not possess appropriate skills
• Who to impart training to conduct the process, it is a sheer
• When to impart training wastage of company’s resources.
• What should be the content of He or she needs to be trained in
training order to get authentic data.
• What should be the type of training:
behavioural or technical
• Who will conduct training
Mental Abilities cannot be Directly
Observed
 Mental abilities such as intellect,
emotional characteristics,
knowledge, aptitude, psychic
and endurance are intangible
things that cannot be observed
or measured directly

VII. Organizational Charts

 Organization charts visually
depict the line/staff
relationships and
responsibilities of
departments/units and
individuals working in an
organization. 
VIII. Job Descriptions/Job Titles
 A job description is a narrative
statement defining a job, that is,
what the employer expects of
the employee in terms of on-the-
job performance. 
IX. Job Classification
 A job classification is used to
group occupations by function
level or ability. To classify jobs
by function means to categorize
them by similarity of function or
activity. 
Organization Charts the job notification. You should be
Organization charts visually depict the able to clearly communicate job
line/staff relationships and responsibilities requirements and how one can
of departments/units and individuals benefit from this profile. 
working in an organization.   There are many ways to craft a job
post that will stand out. State your
Job Descriptions/Job Titles company’s culture mentioning how
A job description is a narrative statement the employees have that life-work
defining a job, that is, what the employer balance in your company and the
expects of the employee in terms of on-the- perks they are entitled to. A
job performance.  short video or a link to the
company's career blog is a good
Job Classification idea to express these plus points.
A job classification is used to group
occupations by function level or ability. To Recruitment strategy #2: Campus
classify jobs by function means to recruiting
categorize them by similarity of function or  Campus recruiting is a great way to
activity.  recruit students and recent
graduates. 
RECRUITMENT:
Attracting the Right Talent  The best ways to attract these young
8 Recruitment Strategies to Attract the talents are:
Best Talent  Get featured in campus newspapers
 Conduct workshops and seminars in
 A strong recruitment strategy can different colleges to showcase your
help you attract the best talent company and the career
opportunities you have
 The market is full of talents and a  Sponsor college festivals and other
wrong move can let you lose a cultural events   
suitable candidate.  Invite students for an industry
Building a strong and planned tour to learn about the company
employer branding strategy can help structure and functioning and make
you stand out from this competition. them interact with a few of the
eminent stakeholders of your
 The niche of hiring the best talents is company
to make a different move and assure  Offer internship programs where
the aspirants of long-term career interested students can intern with
growth in your company.  your company
 Have a different recruitment team
Recruitment strategy #1: A broader job for these fresher’s who themselves
vacancy are young professionals and
understand the budding minds.
 A smart recruiter provides a clear
picture of every required detail in
Recruitment strategy #3: Be flexible  the competition. Such competitions
enable seekers to know the
 Employees look for companies company and recognize the brand.
where work pressure doesn't affect  They are let to live a professional life
their personal life. A modern-day realizing responsibilities before even
company offers so much to their becoming professionals. This way
employees. you give them a taste of your
company's style and format of
 The work conditions should working.
be balanced and it shouldn't become
monotonous to work all day.  Recruitment strategy #6: Social media
recruiting
Recruitment strategy #4: Add perks
 The Human Resource team should
 Big shots like Google and Facebook be active enough on social media to
are dream companies for every job attract the best talent. They
seeker. Why? Their work should search for potential
environment makes them an all- candidates and encourage them to
time favorite. A buffet meal to offer, apply to their company. Build
both side cab facilities, health a reputation and a
insurance policies, bonuses and strong connection through social
allowances, family holidays and media recruiting. Learn how to
much more to attract talents. effectively promote your employer
brand on social media
 A well-maintained and
beautiful office area is also one way Recruitment strategy #7: Employee
to add positivity and constant referral program
energy flow.  Setting up an employee referral
program is a great way to hire
promising candidates and also make
Recruitment strategy #5: Organize your current employees happy. Use
competitions your own employees as brand
 Digital media has become the main ambassadors for the company. 
source for finding jobs today.  Ask them to refer their qualified
Organize online talent hunt friends and family and earn
programs for students and rewards. Motivate them by offering
professionals to participate and appealing employee referral
display their skills.  rewards 

 For Example: Recruitment strategy #8: Shorter

 Some company holds a marketing time to hire
competition ‘Brandstrom' for  Speed up your recruitment services
students where they can act as to avoid the risks of a delayed
managers in the making throughout recruitment process
  Many talents are lost because Research Report recently found that
recruitment agencies take too candidates want three primary things from
long to decide or contact. a hiring company:
Meanwhile, competitors are waiting
to hire your potential candidate. By  A clear understanding of the
the time you respond, either the company culture
person has bagged another job or
has lost interest in your company  Insight into the employee
due to the delay.  experience
 Value the time of others as you
value yours. Let the students,  A sense of connection with the
professionals not wait and contact employer brand
them instantly as you scan through
their profile and find them
deserving. 3. Emphasize Your Employee
Referral Program

Finding Talent in the External Labor Market Current employees can be your biggest
Tactics of External Recruiting advocates and cheerleaders. Get creative
with your employee referral bonus
Attracting, acquiring, and retaining talent is program. Gift cards, and even cash, are less
more challenging than ever before. The appealing to some than might be extra time
tight labour market demands that off.
companies adopt a recruiting strategy that
recognizes that engagement starts well Some other ideas to consider include tickets
before either the interview process or the to a local sporting event, or a quarterly
start date. lunch with the CEO for anyone who referred
Your “employment brand” speaks to your candidates who were successfully hired.
image and perception of what it is like to
work for you; and how you value the 4. Focus on Active and Passive Candidates
candidate experience as they are
considering affiliating with your company. Direct sourcing by recruiters and hiring
managers, along with materials that tell an
7 TIPS FOR RECRUITING TALENT IN A TIGHT engaging story to people who may not be
LABOR MARKET familiar with your company, can generate
interest among currently employed
1. Cater Your Hiring Process to the individuals, but not those who are actively
Candidate looking.
Consider your hiring process from the
candidate’s point of view. You want to find the best candidate, and
that candidate may be unemployed,
2. Market Your Organization employed but looking, or employed and not
looking. Each type of candidate will have a
different level of interest and motive, so
you’ll need to have recruitment strategies  Succession planning.
that appeal to each group. Posting
employment ads and searching job board Internal job posting.
databases for active candidates is not
enough. Many employers use internal job postings
to encourage employees to identify internal
5. Talk About Salary Early promotional opportunities and respond to
those openings for which they have skills
The recruiter may ask, “What are your and interest. 
salary expectations?” Or the candidate may
ask, “What is the salary range being offered Nomination by manager.
for the role?” to ensure compensation
compatibility before moving forward. Some companies have a more closed
approach to internal recruitment and may
6. Always Be Recruiting! ask managers to nominate high-performing
Continually recruit for a pipeline of talent individuals as candidates for internal roles.
and build a talent community to engage in
your brand. That way, when you do have Knowledge, skills and abilities database
job openings, you are not starting from
scratch and can save precious time. Human resource information systems are
commonly used to track various personnel-
7. Be Prepared for Counter Offers related issues. These may include a
database of employees' knowledge, skills
Companies know that replacing a key and abilities
employee can be time consuming and
costly, so they will get very creative to Succession planning
retain their best talent. Be prepared to be
creative on “sweetening the deal,” without Organizations can use succession planning
upsetting internal equity. Sign-on bonuses, strategies not only to identify the potential
extra PTO, a six-month review, etc., can talent in the organization, but also to
make a big impact in a candidate’s decision establish developmental plans to help
to say yes. prepare individuals for promotional roles. 

FINDING TALENT INTERNALLY

Internal Recruiting

-Internal recruiting typically consists of one

or more of the following approaches:

 Internal job posting.

 Nomination by manager.
 Knowledge, skills and abilities
database.