8/6/2019 HR Principal Notes

1/2

A. HR Management Cycle:===================================================Hire to Retire.............A concept

1. Recruitment and selection2. Training and development3. Performance Management

4. Reward management5. Career Management

Above Five point revolve around HR strategy andBusiness Strategy become the input to HR strategy and then outcome is Business Result.

B. Man Power Planning & recruitment===================================================

1. Asses the Job Requirement2. Asses existing employee avilability and ability for new job req.

3. If existing employee can't fulfill then go for external recruitement.4. But before recruiting We should judge available budget for new recruitment.

C. Forcasting Manpower Need:===================================================

1. Resignation Trend in a organization2. Quality and Nature of your employee (in relation to what you see as a changing need of orgnization.3. Finnancial Budget avialable to your organization

D. Recruitment of External Resource

===================================================1. Supply Evaluation in a Region:e.g. IT people availability is higher in Pune but lower in Agra.

2. Skill set Type: Rare or General :eg. Java Developer are easily available but Telecom Domain Expert are not easilty available.

3.Company Reputation:eg. It is easier to recruit for big name org but difficult to recruit for smallorg.

1.1 Recruitment Yield Pyramid

Leads Generated :1000Resume Selected/ Candidate Invited: : 800Cadidate Interviewed : 200Offer Made : 60New Hires or Employeed come : 45

1.2 Recruitment SorcesAdvertisement in PaperCollege RecruitmentRecruitement Firm

5. Employee Recruitment===============================================Cognitive Ability Test

8/6/2019 HR Principal Notes

2/2

Personality TestInterview

Note Here : Advantage and definition are given in PPT at Page 19.

6. Training and Development==============================================

Training Process Cycle:Traning Need >> Training Obvjective >> Training Delivery >> Training Evaluation

Effectivness of Training--------------------------1. Meaningful Material2. Good Knowledge Transfer3. Motivate Trainee

All above point brings Training effectivenessPlease refer PPT for details of three point mentioned above at 35.

7. Type of Training===================================================

1. Off the Job Training>> Formal Course>> Simulation of work env>> Wilderbess Trip :i.e. Build Teams Build Self Esteem.

2. On the Job Training>> Job Instruction training>> Does not interfere with real job performance

i.e. Perfomance here do not become the part of employee appraisal.>> Job Rotation>> Mentoring

8. Evaulation of Trainee:===================================================1. Reaction: Ask reaction of Trainee : are they happy wioth the Training2. Learning: Test Trainees3. Behaviour Application on Job: Asses change in behaviour on job after trainee.4. Business Impact: What is the impact on business afte trainee . Does defect count decreased after training.

9. Perfomance Management System.===================================================