MANGALAYATAN UNIVERSITY

Presentation of > Business Communication

Presented by- Group B

Presented to> Mr. Gaurav Saxena

Topic

Essentials of

Introduction• The success of an organization depends on the ability,

quality, experience and qualification of the employees working in that organization.

• There is an special department known as H.R. department which deals with all the employee oriented services.

• This department performs various processes like recruitment & selection; Remuneration; Training and development of employees; and other sorts of things.

• This cell also responsible for the Promotion-Demotion-Transfer, and maintains the accounts of all personnel working in the organization…

Main sectors of working of Human Resources Management

RECRUITMNTSELECTIONMOTIVATIONTRAININGREWARD SYSTEMSPRODUCTIVITYDISCIPLINEDEVELOPEMENT

Recruitment

• “The process by which a job vacancy is identified and potential employees are notified.”

• Ex- if any other department of organisation needs some workers, then accordingly we take the help of some media and inform all the interested persons about the job vacancy.

• The nature of the recruitment process is regulated and subject to employment law.

• Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.

Recruitment

• Job description – outline of the role of the job holder

• Person specification – outline of the skills and qualities required of the post holder

• Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)

Selection

• “The process of assessing candidates and appointing a post holder.”

• The process of selection starts after Recruitment. Here we short list the applicants according to our needs and wants, and choose the most suitable candidates for the job specified.

• Selection process – varies according to organisation:

Selection

• Interview – most common method

• Psychometric testing – assessing the personality of the applicants – will they fit in?

• Aptitude testing – assessing the skills of applicants

• In-tray exercise – activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customer

• Presentation – looking for different skills as well as the ideas of the candidate

Discipline

• Firms cannot just ‘sack’ workers.

Every organisation seeks for the discipline of their workers. It is the most important thing that every organisation needs.

If we have disciplined workers then there are much less chances of disputes.

Discipline• Wide range of procedures and steps are taken to

check the discipline of the workers. Like-– Informal meetings

– Formal meetings

– Verbal warnings

– Written warnings

– Grievance procedures

– Working with external agencies

Rewards Systems• “The system of pay and benefits used by the

firm to reward workers ”• It has been experienced that man ordinarily

works only 70 to 75% of his capacity to work, but if he is given some inducement, he may work to his capacity or in some cases higher than that.

• The reward systems are used by the firms to encourage all the workers to work more effectively.

Types of Rewards• Positive incentives like-

» Bonus, Profit sharing scheme, Prize schemes, Promotion appreciation, etc.

• Individual and collective incentives-» Co-partnership schemes, Departmental prize, holiday

packages, promotion etc.

• Financial and non financial incentives-» Increase in salary, bonus, assuring safety and security

of job, providing good status, etc.

Training• According to its name we train the workers for what they suits..

• “Training is the act of increasing the knowledge & skills of an employee for a particular job.”

• It is Similar to development:– Here we Provides new skills for the employee

– Keeps the employee up to date with changes in the field

– Aims to improve efficiency

– Can be external or ‘in-house’

Need for Training• To increase productivity

• To improve organizational climate.

• It helps a firm to achieve its predetermined goals.

• To improve quality.

• For utilization of resources.

• It also helps the firm to maintain stability and hence results in growth

Development

• The development of executive talent is one of the most important and complex task of personnel management.

• “Any activity designed to improve the performance of existing managers and to provide for a planned growth of managers to meet future organizational requirements is management development”

Need for development• Technological and social changes.

• Professionally managed enterprises.

• Emerging profession.

• Research orientation.

• Recognition of social and public responsibilities.

•

Motivation• “Motivation can be defined as a willingness

to expand energy to achieve a goal or a reward”

• By motivation the employees will do their best to carry out the plans in accordance with the policies and programmes laid down by the organization.

Advantages of motivation• Increasing the productivity and efficiency of

operation.

• Decreasing the friction between workers themselves and between the management and workers.

• It improves the relations.

• Increasing all round efficiency.

• Increasing the possibility of reduced production and distribution costs.

• Decreasing the wastage.

CONCLUSION

• Human resource i.e. workers are important constituent in every modern production processes. Now a days this is very necessary that every firm must pay attention towards the workers, who is instrumental in the monumental growth and progress of industries…..

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