Field of HRD – Concepts, Goals, Challenges
1. Byers & Rue: “HRM is the function facilitating the most effective use of people to achieve both organisational and individual goals”
2. Michael Jucious: “HRM is that field of management which deals with planning, organising & controlling the functions of procuring, developing, maintaining and utilising a labour force such that organisational & individual goals are fulfilled”
HRM is process of acquiring, training, appraising and compensating employees such that they are motivated to achieve both the organisational and individual goals
Importance of Human Resources can be discussed at four levels:
– Corporate
• HRM can help an enterprise in the following ways:
• Attracting talent through effective HRP
• Developing necessary skills & attitude with training
• Securing cooperation through motivation
• Retaining talent through the right policies
– Professional
• HRM helps improve quality of work life and contributes to growth in the following ways:
• Opportunities for personal development
• Motivating work environment
• Proper allocation of work
• Healthy relationships between individuals & groups
– Social
• Society benefits from good HRM in many ways:
• Good employment opportunities
• Development of human capital
• Generation of income & consumption
• Better lifestyles
– National
• Drivers of development of a country
• Deliver economic growth
HR Functions
Functions of HR Professionals - The process of HRD consists of 4 basic functions:
– Acquisition of human resources
• Process of identifying and employing people possessing required level of skills
• Job Analysis
• HRP
• Recruitment
• Selection
– Development of human resources
• Process of improving, moulding and changing the skills, knowledge and ability of an employee
• Employee Training
• Management Development
• Career Development
– Motivation of human resources
• Process of integrating people into a work situation in a way that it encourages them to perform / deliver to the best of their ability
• Understanding needs
• Designing motivators
• Monitoring
– Maintenance of human resources
• Process of providing employees the working conditions
that help maintain their motivation and commitment to
the organisation
• Satisfaction Levels
• Retention
Staffing
Staffing Action For New recruit
Before You Recruit
• Review the organization’s recruitment and selection policy and/or practices
• Review the strategic and operational plans to determine if the position should be filled
• Confirm that funding exists to recruit for and staff the
position
• Obtain the necessary approvals to staff the position
• Develop a job description if the position is new
• Review and update the job description for an existing
position
• Decide on the type of employment (full-time; part-time;
permanent; contract; short-term; etc)
• Identify constraints that will have an impact on the
staffing process (need someone soon; specialized skills;
supply/demand, etc)
Establish the recruitment and selection criteria
• Develop recruitment and selection criteria based on the job description
• Establish the minimum qualification for the position
• Review all recruitment and selection criteria to ensure they are job-related and measurable
• Ensure that all recruitment and selection criteria comply with Human Rights Legislation
Recruitment process
• Determine the best method for recruiting for the position
• Draft the job announcement using the job description, minimum qualifications and selection criteria
• Include the following in the job announcement:
o Application deadline
o Request for references
o Start date
o Salary range
o Contact information
o Format for submission
• Ensure that the job announcement complies with Human
Rights Legislation
Selection process
Before the Interview:
• Plan the interview process:
• Number of rounds of interviews
• Number of interviewers
• Length of the interview
• Location of the interview
• Date of the interviews
• Any materials the candidate should bring to the interview
o Ask colleagues to sit on the interview panel
o Give the interview panel the logistical information
about the interviews
o Develop the interview questions
o Prepare an interview rating guide
o Develop a reference check guide
o Prepare a reference release form
o Ensure that the interview questions, reference questions
and other selection criteria comply with Human Rights Legislation
o Prescreen applications using the selection criteria
o Set up the interviews with the selected candidates
o Forward the applications of those candidates being interviewed to the interview panel
o Forward the interview questions and interview rating guide to the interview panel
o Meet with the interview panel to brief them on the interview process
Conduct the Interview
• Review the candidate’s application before each interview
• Welcome the candidate to the interview
• Introduce the interview panel
• Explain the interview process
• Rate the candidate’s responses to the questions
• Give the candidate an opportunity to ask questions
• Close the interview by explaining the next step and
thanking the candidate for coming to the interview
• Ensure that the discussion and the note taking during the
interview complies with Human Rights Legislation
After the Interview
• Finalize your interview notes
Select the right candidate
• Use other selection methods as appropriate
• Telephone the references
• Use the reference checking guide to document the conversation
Conclude the staffing process
• Make your decision and review it
• Make a verbal offer of the position to the selected
candidate
• Follow-up the verbal offer in writing
• Prepare the job contract and have it signed before the new staff member starts work
• Send out rejection letters to the other candidates that were interviewed
• Set up a competition file
• Complete the paperwork necessary for the new staff member to start work