3. Aspects of Human Resources Managment
Business Strategy
Manpower Planning
Recruitment
Training and development
Performance management
Reward management
Leadership Development
Safety
Regulations
4. Skill set Analysis :
What are the skills required? What is job description?
Is there a match with the available skill set?
Can the skill set be trained in-house or external?
If it is to be recruited, should it be full time or part
time?
What is the Job Specification ?
Can it be outsourced?
If yes, payoff between the savings and the risk?
6. Selection
Preliminary Interview
Psychological Test –
Aptitude Test - http://www.onetest.com.au/home/Cognitive-Ability
(a) Performance Test - http://www.kualitatem.com/learning-
performance-testing-tools
(b) Personality Test -- http://www.mapmytalent.in/
References
Second/Final Interview
Placement
Orientation
7. Training and Development
Objective of Training
(a) Impart a skill and knowledge
(b) Increase efficiency
(c) New responsibility
(d) Succession
Characteristics of Successful Training
(a) Clearly defined objective and scope of the training
(b) It is closure to actual job requirements
(c) The language and methods of training should be
acceptable to the trainee.
8. Methods of Training
1. On The Job Training
(a) Demonstration
(b) Trainees Perform
(c) Inspection
2. Apprenticeship
3. Job Rotation
4. Outside Training
9. Remuneration and Benefits
Remuneration :
(1) Piece-rate
(2) Fixed
(3) Bonus
(4) Incentives
(5) Cost to Company
Employee Benefits :
(1) Transport
(2) Subsidized/free food
(3) Medical allowance
(4) Accommodation
(5) School fees and books
10. Performance Appraisal :
Need for Appraisal :
(1) Salary revision
(2) Promotion
(3) Training requirements
(4) Career plan and future move
11. Two factors of appraisal
:
Competencies
Performance result
12. Performance Appraisal Process
(1) Set performance target
(2) Regular review and monitor
(3) Retrain and review
(4) Salary revision, Bonus, promotion, training and
career development
13. Problems in the appraisal
Lack of measurable standard
Poor feedback to employees
Poor measures of performance
Subjective opinions
Negative communications
Halo effect
Bias
14. We need Leader
Organization is like a Pyramid - it is as strong as the
base is. The strength moves from the bottom to top ,
whereas the weakness is like a waterfall moves from
the top to bottom .
A pride of lion headed by Sheep loses while herd of
sheep headed by lion wins.
15. Leader’s are like lions
Carnegie Mellon university conducted a research in
1976 on the most successful CEO of America from
WWII till late 60’s .
The published results reveals that only 15% of the
CEOs who were successful had any technical
background and 85% were successful only because
they knew how to manage the people.
16. To be a Leader
Dr. James Kouzes and Barry Posner
“Team members will follow willingly
Show favorable work attitude
Feel greater pride in the organization
Stronger spirit of co-operation and teamwork
More feelings of ownership and personal responsibility
…………. If the manager is CREDIBLE!!!!”
17. “Be a safety net for your team and they will perform
wonders” Dhirubahi Ambani
18. Characteristics of the Leader
Leaders Channel their ego away from themselves and focus
on their company.
“You can achieve anything in life, provided you do not care
who gets the credit”. Harry Truman
Leaders have Disciplined thoughts, Disciplined actions.
They are humble but fearless.
They are not charismatic but effective.
They are plough horse and not show horse.
19. Leadership Accountability
Leadership Accountability should be seen in Six “A”s
A =Attend to the complaint immediately
A = Accept the responsibility
A = Analyze the details
A = Admit error, if any
A = Amend the process, if required
A = Act quickly to redress.
20. Difference between Boss and The
Leader
The boss drives the workers; the leader coaches them
The boss depends on the authority; the leader depends
on the goodwill
The boss inspires fear; the leader inspires enthusiasm
The boss says “I”; the leader says “We”.
The boss fixes the blame for breakdown; the leader
fixes the breakdown.
The leader is great not because of his power but
because of his ability to empower.
21. Difference between Managers and Leaders
Level 1 Managers: Performs through his talent, knowledge,
skills and good work habits.
Level 2 Managers: Contributes his individual capabilities
and works through others effectively.
Level 3 Managers : Organize people and resources towards
achieving the predetermined goal, with or without his own
skill and knowledge.
Level 4 Managers : Forces everyone to perform , follows up
vigorously with a aim to achieve personal glory.
Level 5 Leaders : Works as team in order to achieve the
organizational glory and the teams’ growth.
22. People is the asset
People’s mind changed more by persuasion than by
arguments.
The people are the most valuable asset for the
organisation.
“Nobody can go back and start a brand new beginning;
but we all can start now and make a brand new end”
23. Why they do not do it?
Four reasons why team members do not perform :
They do not know what they need do
They do not know how they need to do
They do not know why they need to do
They are facing obstacle which are beyond their
control.
24. How to develop the people
Give credit for their good work
Address grievances impartially
Motivate by praise and reward
Ask their opinion, when you are not sure.
Give feedback on their work objectively.
25. “I believe that the success of Reliance can not be
attributed to qualities and achievements of one
individual or even a group of individuals, but has to be
viewed as triumph of a process and that of spirit that
binds the entire Reliance family” .
Dhirubhai Ambhani
26. SAFETY RULES
All safety rules must be obeyed. Failure to do so should result in strict
disciplinary action:
All injuries must be reported as soon as possible.
No horseplay, alcohol, or drugs allowed on premises.
No alcohol usage allowed during lunch break.
PPE must be worn as prescribed by management.
All tools/equipment must be maintained in good condition.
Only appropriate tools shall be used for specific jobs.
All guards must be kept in place.
No spliced electrical cords/wiring allowed.
Only authorized personnel can operate forklift/cranes etc.
Smoking NOT allowed.
27. Regulations
The Factories Act 1948 – Adequate safety measures and
promote health and welfare of the workers.
Industrial Dispute Act 1947 – To ensure cordial and
harmonious relation between workers and management
and to avoid industrial disputes.
The Minimum Wage 1948 – Stipulates the minimum wages
to be paid to unorganized, non-unionized, casual labors.
The Employees’ Provident Fund Act, 1952 -It provides for
old age security for the workers.
The Workmen’s Compensation Act 1923 – Securing the
compensation from the employers for the injuries
sustained during or out of work.