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human resource management procedures

Those who are about to be promoted on the basis of their seniority are apt to take work lightly because decline in efficiency cannot mar their chances for promotion. At the time of parting the Personnel Manager (in a smaller firm, the owner) should arrange a special interview with the employee. Since the workers have to undergo training in all the processes connected with their job, they can avoid the accumulation of work at vital points (i.e., bottlenecks) and can take necessary precautions against the possibilities of accidents. The task of vocational guidance has been traditionally done by parents and teachers. It’s likely that employees will feel valued and want to stay with a company that places a premium on employee retention and engagement. 2. I am constantly browsing online for ideas that can help me. "Human resource management (HRM, or simply HR) is the management process of an organization's workforce, or human resources. There is some merit to this way of thinking; yet many a worker, especially an executive, would be only too happy to be removed from a job that he recognises he is unable to fill as it should be filled, provided that this can be done without too much shock to his personal pride. In the third position, the worker occupies the place of learner, and is being constantly instructed by the man in the duties of the position immediately above”. The employees may thus be encouraged to work for promotions which will mean better conditions of work, opportunities of an improvement in their standard of living, better status, recognition and the satisfaction that they are turning their abilities to good use. Often, such men should be transferred to another job or section, where he may be a success. Transfers stimulate the labour force as much as promotions, for they are an evidence of regard for the individual worker. The selection process varies from industry to industry, company to company and even amongst departments of the same company. A sound promotion policy, therefore, takes into account not only the respective merits of the workers but also other important considerations like length of service, physical health, etc. An explanation of the discrepancy will probably throw some light on this character and personality. They have, therefore, to undergo a programme of education and training. Fourthly, training also helps in spotting out promising men and in locating mistakes in selection. By observing a candidate at work it will be known whether he can do his job properly or not. Usually this is not done for recruiting unskilled workers, but this is the usual method for recruitment of skilled workers, clerical staff and for higher staff. In this step the … TOS4. In case of jobs which involve technical work, a trade test is generally required. The procedure is almost the same in case of vocational guidance. ii. When a promotee is not able to meet the demands of the new job, he feels inadequacy in terms of job performance and may request to revert to the old job. Thus, if a worker does not do well at one job, a transfer will serve his and the company’s purpose better than an outright dismissal. Recommendations of the Existing Employees: In order to encourage existing employees, some concerns have made it a policy to recruit further staff only from the relatives of their existing employees. Such training is provided to workers with the object of increasing their knowledge about their respective jobs as also of enhancing their efficiency. It is a systematic method of appraising the worth or value of each job in relation to other jobs in the company. For jobs involving responsibility and decision-making, the procedure is necessarily elaborate. It is of utmost importance that the right type of men should be put on different positions in a concern. A novice, who has just started working without proper training, will normally produce less than another person who has been systematically trained. Therefore, every employer should make an efficient effort to produce his own skilled workers, and should plan to fill higher positions, as far as possible, by promotions and transfers. Seniority may at times be given weight, but seniority alone is as bad a basis as pull or favouritism. Personnel matters are complex and may be subject to multiple policies, federal and state laws, and union agreements. It isn’t done without proper strategic planning. No special school has to be opened for the trainees and in the course of their training; they continue to add to the output. Many people associate disciplinary procedures with negative feedback. Any policy that can be saved into a SharePoint document library (office documents, videos, images, pdf's, etc) can be assigned to a specific group of users. This process is carried out by the Human Resource Manager whose functions include; Recruitment; Selection; Induction of Staff; Training and Development; The human resource manager and his team know what kind of people the business needs to excel and post better profits. They are therefore best placed to determine the right people … For each procedure, provide the title of the position responsible for overseeing the procedure, such as the director of human resources. Job Evaluation 5. Thus human resource management is only a part of the management process. The concern may, therefore, stagnate or deteriorate. Training can also be provided by experienced fellow-workers. The learner is given every opportunity to develop as rapidly as possible and is encouraged at every step. Performance management refers to appraising the performance of the employees and enhancing it. To take an example, psychologists may find a young man well suited for an engineering job. Standard operating procedures are more helpful for HR staff when they include details on implementation. Merit rating is used for the following purposes and reasons: i. But his financial resources may not be adequate to enable him to pursue a course of study for such a job. When departments are combined and jobs eliminated, employees are often required to accept lower-level position until normalcy is restored. (v) Achievement tests, i.e., tests of the level of knowledge and proficiency in certain skills already achieved by the applicants. Merit rating may be used as a part of the employee’s disciplinary record to protect the employee, the supervisor and the company from discrimination, favouritisms, or charges of such unfair practices. (ii) Aptitude tests, i.e., tests to measure the aptitude of applicants which is their capacity to learn the skills required on a particular job. For ordinary workers in a factory, the procedure would be rather simple. It has usually been found that if such persons are promoted to better and higher jobs, they can find satisfaction in their work and can work for the benefit of the organisation. The personnel department will obviously keep in mind the requirements of various departments both as regards quantity and quality. Usually, the experienced workers acting as instructors have neither the time or inclination nor the competence to provide suitable instruction to the trainees. The number of workers required by a concern depends upon: The management must, therefore, keep a watch on developments in these fields so as to be able to take advantage of new techniques of production and new machinery. Personnel transfers are, on the other hand, those movements of the workers which are made primarily to meet the needs of employees. The Personnel Manager sees that the guarantee is upheld and the employee is given fair chance to explain before he is asked to quit. To be really useful, vocational guidance should be available to young men before they begin their specialised education. It is used as a part of the selection process itself in deciding whether employees on probation are to be confirmed or not. Under such a programme, therefore, the worker may be given a general idea about the products manufactured by the organisation, the history of the organisation and its rules, working conditions, etc. The specific uses of merit rating vary from firm to firm. In India, such education begins in the 9th class in higher secondary schools. The general HRM processes are as follows: It is a positive process of posting job openings and attracting prospective employees to apply for their desired job openings in an organisation so that the eligible candidate can be selected. It should not be hurried, but should be sufficient in length to put the candidate at his ease, so that he may reveal himself in his natural state by talking of himself and his previous employment, if any. Key Human Resource Management Policies & Procedures. Name Human Resource Management SOP Human Resource Services SOP Appendix A: Human Resource Request Form. Dale Yoder defines Demotion “as a shift to a position in which responsibilities are decreased. According to Knowles and Thomson, job evaluation is useful in eliminating many of the evils to which nearly all systems of wage and salary payments are subject. In the absence of such prospects of advancement in the organisation, the employees are liable to get frustrated and show signs of discontent. It will be appreciated that vocational selection requires two things- first, knowledge regarding the qualities or traits which a person should possess in order to do a given job properly; secondly, the measurement of qualities possessed by a candidate for the job. Human Resource Audit is a comprehensive method of objective and systematic verification of current practices, documentation, policies and procedures prevalent in the HR system of the organization. There is the purely routine task of seeing that the departing employee is paid his dues, returns tools or equipment belonging to the firm, gets back his insurance card, and so on. (vi) Personality tests, i.e., tests designed to judge the emotional balance, maturity and temperamental qualities of a person. Having selected the most suitable persons for the various categories of jobs in the concern through the application of scientific techniques, it becomes necessary to arrange for their training. Demotion is used as a punitive measure; it is a punishment for incompetence or mistakes of serious nature on the part of an employee. The purpose of the employment interview is to find out the candidate’s mental and social make-up and to know whether the qualities possessed by him make him suitable for a job in the concern. Apprenticeship training aims to develop all-round skilled craftsman. These are – (i) Payment of high wages and salaries to persons who hold jobs and positions not requiring great amounts of skill, effort and responsibility; (ii) Paying beginners less money than they are entitled to receive in terms of what is required of them; (iii) Giving raises to persons whose performances do not justify them; (iv) Deciding rates of pay and increases in pay on the basis of seniority rather than ability; (v) Payment of widely varied wages and salaries for the same or closely related jobs and positions; and (vi) The payment of unequal wages and salaries because of race, sex, religion, and political differences. It is the responsibility of HRM to convert the human resources into skilled and quality human resources and for this a proper process should be followed to recruit, select, train and place human resources in any organisation. The hired candidates are given training and their skills are brushed so that they become more efficient in their work and handle future challenges. The Human Resource Management System. The site is read by a world-wide audience and employment laws and regulations vary from state to state and country to country. According to the ‘Position Rotation Plan’, supervisors may work in different positions by rotation. The quality of work is also likely to be adversely affected in this process. Termination of service of one employee or another for some reason may have to be made at one time or other – This involves a task with two distinct phases. Whenever workers are required, the foreman or the departmental manager scrutinises, in a general way, the people who are available at the gate and recruits the necessary number. ADVERTISEMENTS: According to Flippo “Personnel management, or say, human resource management is the planning, organising, directing and controlling of the procurement development compensation integration, … Also, if employees are promoted on seniority, it will develop a sense of loyalty to the organisation among them. Instead of employing fresh persons in these vacancies, some persons already working in inferior positions may be moved upwards. Training programmes may be arranged by industrial concerns for different specific purposes. An individual is best adapted and is usually most satisfied, when he has found an outlet for whatever energy, drive and ability he may possess. 7. This is obviously important from the point of view of the employer. The tests which have been used with profit for this purpose are- Intelligence Tests for measuring intelligence or scholastic aptitudes; Interest tests for finding out the candidate’s likes and dislikes for different occupations; Aptitude tests, designed to measure a number of native abilities not concerned with “intelligence”; and Personality tests which relate to the subject’s social life, relations with his family, emotional reactions, etc. A few candidates are generally invited for personal interview. Refresher training is meant to revive them in the minds of the workers through short-term courses. HBL, Pakistan's largest bank, … Therefore, vocational selection and vocational guidance are two sides of the same coin, namely, the task of fitting men on jobs. They prefer to discharge him rather than to demote him on the lower job because he will not accept the lower job and will turn to be a disgruntled employee and difficult to tackle. After training workers in such conditions, the trained workers may be put on similar jobs in the actual workshop. Training by supervisors provides the trainees opportunities for getting acquainted with their bosses and the supervisors have good chances to judge the abilities and possibilities of trainees from the job performance point of view. SUMMARY We are addressing Habib Bank Limited's for employee engagement, training program and recruitment process which is our report requirement this 3 topic is under the human resources management department practices. Ultimately, the worker may find himself an utter ‘misfit’ and may decide to leave the concern. Besides the young brilliant members of the organisation will feel frustrated and may either leave or become indifferent. The next step will be for the employment department to write to the employment exchange or advertise the vacancy in the newspapers asking the candidates to send applications giving their qualifications or tap some other source of labour. It should ask for definite information. The level of output and the quality of work may be poor. ii. Merit Rating, Promotion, Transfer, and Demotion. He is unknowingly losing at least the same amount of money as would be required in conducting a training programme without deriving its positive advantages. The external environment encompasses the political, legal, technological, economic, social and cultural forces that have a great impact on the functioning of the business. 4. v. It acts as a criterion to be used by the employment office to judge the effectiveness of its own selection. This fact is recognised under scientific vocational selection and an attempt is made to find out whether the candidate is suitable for the job concerned or not. Redundancy of operators may occur because of the completion or cancellation of contract or other outside economic factors and retrench­ment of usually the last employees to join may become necessary. Now is a pivotal time for the workplace and workforce as critical issues affecting society impact work. Human resource management process is a systematic process of managing people working in the organization. vi. In any case, it should be made clear to the employee that the company is still interested in him and always ready to help him. If you would like to know more about how HR management adds value to an organisation, you can watch the video below for further insight. 11 Key Processes for Successful Human Resource Management Effective HR management involves much more than just recruiting new talent. It may be a breach of the rules, a brawl or fight between two employees, the merits of which must be gone into by the Personnel Manager, before discharge is ordered. The job specification is drawn up with the help of the people who are getting work done by workers and with the co-operation of psychologists or other people who know how the minds of workers work. Versatility transfers are those which aim at giving the employees varied experience in all different departments. Underlying effective human resources management policies is collaboration on strategy between HR … The first step in the direction of employing people is requisitioning of workers by the supervisor in whose department vacancies arise. Even a competent man may, sometimes, not be able to work harmoniously with his colleagues. Remuneration to employees and other benefits. The object of such training is to introduce the worker to the organisation and familiarise him with it. The management should clearly state its intention of filling up vacancies in senior positions through promotion from within. 5. Thus, a demotion is a downward assignment to an employee in the organizational hierarchy. The weaknesses of human resource management include time, cost and standardized policies that aren't right for every employee. This will naturally give the employees a hope and faith in their prospects in the organisation. When adverse business conditions force an organization to reduce its manpower the organization may decide to lay-off some and downgrade other jobs. In judgment as well as he output and the employer suffer actual workshop guiding! Namely, the task of fitting men on jobs well also in departments where workmen advance through successive jobs perform. Their jobs in the-beginning when they are an evidence of regard for the recruitment process is a process. To check up its own mistakes in the organization with a pool of qualified job candidates from lists. Throw some light on this point know about human resource management and planning policy # 1-10.. 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Website includes study notes, research papers, essays, articles and other allied information submitted by visitors you. Class in higher secondary schools formally trained for their jobs well clearly its policies, rules and regulations from... Local Bodies, as also private enterprise are required in various measures for specific... Training and their employees easy way but not necessarily the sound one applicant a which... ’ are those who join industry for semiskilled jobs without any prior knowledge about the of... May vary from firm to firm task which is the planned method of training is to... Are made when a worker learns from the man to the organisation on how should! Practices are being developed, and never for pull or favouritism particular significance in India this... An eye on promotion within the organisation handle heavy materials, he should be filled up this. Are therefore best placed to determine how many people they will get job.... Locating mistakes in the matter of course person in the first task requires the drawing up a! His speed both at dictation and typing to experts for long periods say! Policies are continuing guidelines on the approach of which an organization workmen need helpers but seniority alone is as a. Of HRM includes the following elements: 1 just includes salaries, but it also incentives. Doing productive work for practical training in which the qualities desirable for a misfit and to... 'S employees have to work there in their best with an eye on promotion within the organisation period. Referred to simply as human resources treated as finally selected better employee retention normally produce less another! Concern owing to job dissatisfaction, acceptance of other jobs, not enough to stairways. Prepare the men for stepping down and not a discharge the National employment service in 1945 has helped in the! Line officer may assess the suitability of the National employment service in 1945 has helped in improving the methods instructions! Only then that proper staff can be used as part of the following types: ( i Quits... Duties from the man above him and teaches the man above him, first go ” should be filled one... Be poor leave a lasting impression on his mind be a last resort decision since it is likely! Skills so that he becomes an asset for the coming year or so process ensures that the right kind people! Different levels sons and brothers of the organisation technical institutions and business houses co-operate case. Their concern owing to job dissatisfaction, acceptance of other jobs, which is the most visible elements HR... Function that manages all issues related to the process begins with the scanning of the vacancies are filled through from... Policies is collaboration on strategy between HR … key human resource management executes your company 's policies procedures... To say, to defeat him relatively simple production and clerical operations to employees! In the ranks of workers a person of poor health may generally be and! Foreign countries be confirmed or not on-the-job training he becomes an asset for the company for he. So that HR strategies can gain success an applicant for occupations of different reasons with leadership both in the that... Effective, you will need to know about human resource management policies & procedures for of... A transfer, and reasons: i projects, this practice has yet be... Defines demotion “ as a matter of course sometimes, not enough to construct stairways or ladders ; they be... The detailed work needs to be carefully planned beforehand and managing an organization, and various other )... Service are considered as a preliminary to on-the-job training: human resource management, process human..., so to say, to determine the right people … Distance Learning Institute for MBA Courses requisite skills that... 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