Professional Documents
Culture Documents
Selection
Induction and
Placement
Performance and
Potential Appraisal
Transfer,
Promotion and
Reward Policies
Training and
Retraining
1. Internal
- Promotions/ Transfers
- Overtime/ Job Redesign
- IJP
- HRIS
- Employee Referrals
- Online Vacancies and Data
Base
2. External
- Campus Recruitments
- Print Media (News Paper,
Magazines)
- Online Media (Portals)
- Recruitment Agencies
Selection is a process of hiring the best from the options available, by matching available
candidates specifications with that of Job Specifications and Requirements.
Selection not only involves choosing the right candidate but also rejecting the unfit
candidates. In simple terms it is a process that starts immediately upon receipt of
resumes and applications, therefore it is a process of choosing the best out of those
recruited.
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Type of Interviews:
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Placement refers to assigning rank and responsibility to an individual, identifying him with a particular job.
If the person adjusts to the job and continues to perform per expectations, it means that the candidate is
properly placed. However, if the candidate is seen to have problems in adjusting himself to the job, the
supervisor must find out whether the person is properly placed as per the latters aptitude and potential.
Usually, placement problems arise out of wrong selection or improper placement or both. Therefore,
organizations need to constantly review cases of employees below expectations / potential and employee
related problems such as turnover, absenteeism, accidents etc., and assess how far they are related to
inappropriate placement decisions and remedy the situation without delay.
Induction: refers to the introduction of a person to the job and the organization. The purpose is to make the
employee :
feel at home and develop a sense of pride in the organization and commitment to the job.
introduce the person to the people with whom he works,
make him aware of the general company policies that apply to him
answer any questions and clarify any doubts that the person may have about the job and the organization
provide on-the-job instructions
While The HR staff may provide general orientation relating to the organization, the immediate supervisor
should take the responsibility for specific orientation relating to the job and work-unit members.
Performance Appraisal is the process of obtaining, analyzing and recording information about the relative
worth of an employee.
The focus of the performance appraisal is measuring and improving the actual performance of the
employee and also the future potential of the employee.
POTENTIAL APPRAISAL:
Performance is a thing of the past while potential include possible knowledge, skills and attitudes the
employee may possess for better performance.
The purpose of Potential Review are:
Transfer is defined as a lateral shift causing movement of individuals from one position to another
usually without involving any marked change in duties, responsibility, skills needed or compensation.
Transfer is change in assignment in which the employee moves from one job to another in the same
level of hierarchy requiring similar skill involving approximately same level of responsibility, same
status and same level of pay.
Separation is a decision that the individual and the organization should part. The separation between
employer and employee can be due to Resignation, Termination, Retrenchment/Layoff.
Promotion is advancement of an employee to a better job - better in terms of greater responsibility,
more prestige or status, greater skills and especially increased rate of pay or salary. Basis to
promotion can be seniority, merit or performance.
Demotion is the reassignment of a lower level job to an employee with delegation of responsibility
and authority required to perform that lower level job and normally with lower level pay.
Organizations use demotion less frequently as it affects employee career prospects and morale.
A Reward Policy is a carefully drafted document by an organization which states procedures, policies,
rules and standards associated with allocation of benefits and compensation to employees. Types of
rewards.
I. Non-monetary Rewards (Praise/ Credit, Security of Tenure, Participation, Important/ Interesting
Task)
II. Monetary Rewards (Skill Based, Profit Sharing, Gain Sharing, Pay Increase, Fringe Benefits like
accommodation, car, servants etc)
TRAINING: is a learning process that involves the acquisition of knowledge, skills, concepts, rules, or
changing of attitudes and behaviors (KSAO) to enhance the abilities and performance of individual. It is
about knowing where you stand at present, and where you will be after some point of time.
Its not where you want to go, but its knowing how to get there
Its not what you want in life, but its knowing how to reach it
Its not how high you want to rise, but its knowing how to take off
Its not what you dream of doing, but its having the knowledge to do it
Its not the goal you set, but its what you need to achieve it
RETRAINING: is looking to learn new skills. Generally this will involve learning
what you need to know to do a completely different job to the one you have been
doing in the past. In some cases retraining may simply add some additional skills
to your current skill-set to help you do a new job that also incorporates your
existing job. Retraining might have various reasons:
To change jobs/careers.
They lose their job and may want to retrain to find a new one.
Existing job is being phased out/incorporated into a new one and new skills are needed to be able to do it
effectively.
Going back to work after a period of being out of work to make themselves more marketable with a new skills set.
TRAINING PROCESS:
Establishing a Need Analysis Training Need Analysis (TNA): What, Why, Whom, When, Where, How
Development of Training Program (As per Training Objectives)
Deliver the Training Program
Evaluate the Training Program
TRAINING METHODS:
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Cognitive Methods: are more of giving theoretical training best used for knowledge gains.
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Lecture
Demonstrations
Discussions
CBT (Computer Based Trainings)
Behavioral Methods: are more of giving practical training, best used for skill and attribute
development.
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