Define HRM?
HRM is the practice of recruiting, hiring, assigning, and managing personnel is known as human resource
management (HRM). Frequently, HRM is referred to as just "human resources" (HR). The HR
department of a business or organization is often in charge of developing, implementing, and monitoring
the firm's policies regarding employees and its interaction with them. The main technical advancement
that sets human resources apart from personnel management is access to employee information and
improved communications. A term used in contemporary HR technology, has become more popular than
HRM. Large and midsize businesses, as well as other organizations that use software to manage various
HR responsibilities, have widely adopted the term HRM.
HRM Policies?
Ans: HRM policies and procedures serve as a guide for managers and supervisors when it comes to
managing their personnel. They specify what is permitted and prohibited for employees. These policies
and procedures are established by you, the owner or management, and they are subject to all applicable
federal, state, and local employment laws. This does not imply that you must start over. Online resources
include examples and templates for HRM policies and processes. If your business is expanding quickly,
you might consider hiring an HR consultant to create your rules and procedures. If you want to do this,
make sure to have an electronic copy so you can update it as needed.
Principles of HRM?
Recruitment and Selection: One of the main responsibilities of HR is to find candidates and choose the
finest ones to work for the organization. The best prospects must be found because the organization
depends on its people.
Performance Management: Employees typically have a certain set of duties that they must do.
Employees can receive feedback on their performance through performance management, enabling them
to give their best effort.
Learning and Development: Employee retraining and skill improvement are made possible by learning
and development. HR is the driving force behind learning and development (L&D), and effective policies
can help the organization get closer to its long-term objectives.
Succession Planning: The act of creating backup plans for the departure of important individuals from
the firm is known as succession planning. Having a replacement in place in the event of, say, the
departure of a key senior management will maintain continuity and can save the organization a lot of
money.
Human Resource Data and Analysis: The organization's past and present states are the main subjects of
this reporting. HR may also predict things using HR analytics. For example, workforce needs, turnover
intentions, the impact of the candidate (recruitment) experience on customer satisfaction, and many more.
HR can make decisions based on more data. These choices are frequently more objective, which makes it
simpler to win management approval.
Define Selection?
The act of selecting a candidate who will be the best fit for a position that has to be filled in an
organization is known as selection. In other words, selection can be defined as the procedure of
interviewing candidates, assessing their qualifications for a particular job, and then selecting the best
candidate for the job. The process of selection is crucial since bringing in qualified personnel can improve
an organization's performance as a whole. On the other hand, if a bad recruit results from a poor hiring
procedure, the work will be impacted and the expense of replacing that bad resource would be expensive.
Steps of Selection:1. Receiving applications and reviewing or screening them to make sure that candidates meet the
requirements is the first and most important step in the selection process. In all respect and
applicants who fulfill all the conditions are called for preliminary interview.
2. Typically, a junior executive or assistant from the personnel department conducts the preliminary
interview. Some job applicants may not be eligible due to their age, physical unfitness, lack of
requisite education, and lack of experience. Therefore, a preliminary interview is held to evaluate
the candidate's suitability and employability.
3. Those who successfully complete the preliminary interview will be handed a blank application.
4. There are standardized exams available to evaluate a candidate's attitude, behavior, aptitude, and
interest. Depending on the nature and type of the profession, many tests are undertaken for this
purpose, including aptitude tests, IQ tests, skill tests, knowledge tests, personality tests, interest
tests, etc.
5. Group discussions are a tool or method for evaluating applicants' social skills and leadership
potential. Therefore, when choosing a candidate for a position that demands teamwork and
cooperation from multiple people, a group discussion is a beneficial tool.
6. In practically all firms, interviews are a popular and regularly utilized method of choosing an
employee. An interview is a method used to learn more about an applicant, learn more about the
firm, and assess the individual's suitability for a certain position.
7. If a candidate passes the selection process, he is declared the winner and may receive an
appointment letter outlining the position for which he has been chosen, the terms of the
appointment, the pay scales, the deadline for joining, etc. The initial position will be temporary.
What is Job Analysis?
Job analysis is the process of acquiring and examining data regarding the subject matter, human
requirements, and environment in which a job is performed. This method is used to decide where to
position employees. Units and Human Resources together make decisions in this area in accordance
with NU Values.
Process of Job Analysis?
1. Determining the analysis's primary goal is the first stage in the job analysis process. One of the
following two possibilities could be the goal:
Overhaul the job description
Update the compensation scheme
Organizational structure changes
2. Following the establishment of a target, the types of occupations that will be examined are
chosen, including administrative, management, division-specific, etc. employment. A thorough
analysis of the current job description is conducted in order to gain a thorough understanding of
the duties, responsibilities, organizational structure, working conditions, risks, etc.
3. Perform or start the job analysis as the next step in the job analysis process. Here, it is important
to provide enough time for the personnel to provide information about their jobs.
4. At this point, the job analyst draughts the job description and its requirements. The adjustments
that need to be made to the jobs are determined once the information has been sorted and are
documented on paper. The managers, supervisors, and staff are informed after the draught has
been completed.
5. The final stage of the job analysis process involves checking and updating the job descriptions
and specifications as needed to reflect the organization's shifting needs.
Management for Managerial Success?
Successful managers are aware of the requirements that workers must meet in order to perform well,
remain productive, delight clients, and foster a positive work environment. They are aware that it is
important for workers to understand how their efforts affect the achievement of the objectives of the
company. Being someone who people desire to follow, however, is the most crucial factor in managing
success. People follow for logical reasons including achieving financial goals, power aspirations, and
career goals. Their irrational motivations "arise from the intense pictures and emotions in our unconscious
that we project onto our interactions with leaders" are another trait of followers. Successful managers
create goals, monitor staff performance, and document it. They also have a solid understanding of the
financial aspects of the firm. This enables the team to feel like they are making progress and have a
purpose, that they are meeting expectations and accomplishing goals. People are curious about how they
are doing at work in relation to expectations. Employees believe that their management is concerned
about their professional development. One of the most important things that employees require from their
jobs is this. As Gallup said earlier, "Make your No. 1 job the development of new stars."
Company Determine that its recruitment process is working effectively?
The method' efficacy is determined by a number of factors. Time to hire (from the company's
perspective), Time in the recruiting process (from the viewpoint of the candidates), Cost of hire
(including time spent by the recruiter and hiring managers, cost of job boards, etc.), and many other
factors. Breaking down your hiring process and tracking how long it takes to move candidates from stage
to stage is the best method to optimize your time to hire. You can take action by determining precisely
where your hiring team is devoting excessive time or effort. Building a talent pipeline, allowing employee
referrals, using social media to build a strong employer brand, and using an applicant tracking system
(ATS) to streamline and expedite your recruitment process are just a few of the strategies you can use to
lower your cost per hire and optimize the hiring process. There are many ways to locate applicants,
therefore it's crucial to test them all to see which ones work best. You can begin examining which sources
produce the highest caliber applicants after learning which ones produce the most candidates. Alignment
with leadership is necessary to identify the elements of a quality hire for your business and to establish the
tactics that will assist you in selecting the best candidates.
Define Training?
One of the key responsibilities of the human resource management division is training and development.
A structured setting where individuals are instructed and taught technical knowledge relevant to their
professions is referred to as training. While development is a long-term proactive process intended for
leaders, training is a short-term reactive procedure for workers. Employees' goals in training and
development are to acquire new skills and fully develop as people. The individual takes the initiative in
development with the goal of satisfying the future need of fan employees.
Kinds of Training with Illustration:
1. This kind of training is focused on the challenge of introducing a new employee to the company's
policies, procedures, and guidelines. The purpose of this training is to acquaint the new employee
with the company.
2. To familiarize new employees with the tasks they will be performing, job training is required.
The goal of on-the-job training is to give employees the opportunity to pick up new knowledge,
abilities, and skills, to spark enthusiasm in their work, and to reduce accidents.
3. The primary approach used for this form of training is apprenticeship. This sort of training entails
preparing students for craftsmanship, not only for one job but for a variety of related tasks that
can be given to a skilled craftsman.
4. Internship training is typically used for these professions where advanced theoretical knowledge
must be supported by on-the-job experience. Due to the appropriate coordination between
employers and professional and vocational institutions, internship training is now fairly common.
This training typically lasts between six months and two years.
5. The constant changes in technology, production methods, and the introduction of new machinery,
etc., this training is essential. In order to manage a corporate organisation successfully, efficiently
, and financially, refresher training is crucial.