Employement (HRM) Ppt

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E MPLOYEMENT ??



CONTENTSCONTENTS

I.I. WhatWhat isis employmentemployment ??

II.II. Job Job AnalysisAnalysisIII.III. WhatWhatdoesdoes Job Job analysis helps us understand«.analysis helps us understand«.IV.IV. NatureNature of of Job Analysis Job AnalysisV.V. HumanHuman Resource Planning Resource Planning

VI.VI. RecruitmentRecruitmentVII.VII. SelectionSelectionVIII.VIII. PlacementPlacementIX.IX. InductionInductionX.X. BibliographyBibliography



WWHATHAT ISIS EMPLOYMENTEMPLOYMENT ??

Employment is a contract between two parties, one

being the employer and the other being theemployee.

An employee may be defined as: "A person in theservice of another under any contract of hire,

express or implied, oral or written, where theemployer has the power or right to control anddirect the employee in the material details of howthe work is to be performed.



J JOBOB AANALYSISNALYSIS

Job Analysis is the process of collecting,

analyzing, and setting out information aboutthe content of jobs in order to provide the

basis for a Job Description and data for

recruitment, training, job evaluation and

performance management.



WWHATHAT DOESDOES J JOBOB ANALYSISANALYSISHELPSHELPS USUS UNDERSTANDUNDERSTAND«.«.

1. Selection Procedures

2. Compensation

3. Training

4. Performance Review,etc.



NNATUREATURE OFOF J JOBOB AANALYSISNALYSIS

W hat Is a Job?

JOB DESCRIPTIONS

JOB SPECIFICATIONS

PROCESS OF JOB ANALYSIS



Human Resource Planning is the process of anticipating and

carrying out the movement of people into within and out of the

organization. Human resources planning is done to achieve the

optimum use of resources and to have the correct number and

types of employees needed to meet organizational goals.

HHUMANUMAN RRESOURCEESOURCE PPLANNINGLANNING

Uses of HRP

Importance of HRP

HR Planning Process

1.1. DEVELOPING THE HR PLAN DEVELOPING THE HR PLAN

2. EVALUATING HR PLANNING2. EVALUATING HR PLANNING

3. COMPONENTS OF ORGANIZATIONAL CAPABILITIES INVENTORY 3. COMPONENTS OF ORGANIZATIONAL CAPABILITIES INVENTORY

4. USING ORGANIZATIONAL INVENTORY DATA4. USING ORGANIZATIONAL INVENTORY DATA



RRECRUITMENTECRUITMENT

Purpose of Recruitment

Factors governing Recruitment

A good recruitment policy

Sources of recruitment

Process of recruitment



SSELECTIONELECTION

Introduction

Factors (Conditions) for Selection Process



STEPS IN SELECTIONPROCESS

1 Preliminary Interview (screening applications)

2 Application Form

3 Selection Test



4. Employment Interview

5 Medical Examination

6 Reference Checks

7 Final Approval

8 Selection



PPLACEMENTLACEMENT

Q1). W hat is placement?

Q2). Give the significance of placement?



IINDUCTIONNDUCTION

1). W hat are the objectives of induction?

2). W hat are the advantages of formal induction?

3). W hat are the contents of induction programme?



BBIBLIOGRAPHYIBLIOGRAPHY

Internet and reference books like :

Armstrong, M. (2006). A Handbook of Human Resource

Management Practice (10th Edition ed.).

London: Kogan Page Limited.

Dessler, G. (2005). Human Resource Management (10th Editioned.). New Jersey: Pearson Prentice Hall.

Graham, H. &. (1998). HUMAN RESOURCE MANAGEMENT

(9th Edition ed.). London: Prentice Hall.

Gupta, C. (2006). HUMAN RESOURCE MANAGEMENT(Rev.Edition ed.). New Delhi: Sultan Chand & Sons.

Prasad, L. (2005). Human Resource Management (2nd Editioned.). New Delhi: Sultan Chand & Sons

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