HUMAN RESOURCES

Topics Discussed

1. DEFINITION OF HUMAN RESOURSE DEPARTMENT

2. FUNCTION OF HUMAN RESOURSE DEPARTMENT

3. OBJECTIVES OF HUMAN RESOURSE DEPARTMENT

4. INTRODUCTION OF CREATIVE BICYCLE CORP.

5. OBJECTIVES OF HUMAN RESOURCE MANAGEMENT IN CREATIVE BICYCLE

CORP.

6. PROBLEM REGARDING HUMAN RESOURCE DEPARTMENT

7. DASHBOARDS

8. DISCUSSION BOARD

9. ANNOUNCMENT

10.FORM

11.TABLES

12.SURVEYS

DEFINITION OF HUMAN RESOURSE DEPARTMENT

Introduction
The Human Resources Management (HRM) function includes a variety of activities,
and key among them is deciding what staffing needs you have and whether to use independent
contractors or hire employees to fill these needs, recruiting and training the best employees,
ensuring they are high performers, dealing with performance issues, and ensuring your personnel
and management practices conform to various regulations. Activities also include managing your
approach to employee benefits and compensation, employee records and personnel policies.
Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves
because they can't yet afford part- or full-time help. However, they should always ensure that
employees have -- and are aware of -- personnel policies which conform to current regulations.
These policies are often in the form of employee manuals, which all employees have.
 FUNCTIONS OF HUMAN RESOURSE DEPARMENT
1. MANPOWER PLANNING:

• MANPOWER PLANNING IS A VERY IMPORTANT PROCESS WHERE

MANAGEMENT DETERMINES HOW AN ORGANISATION SHOULD MOVE
FROM ITS CURRENT MANPOWER POSITION TO A DESIRED MANPOWER

• DEFINIG A PRESENT NEEDS AND ESTIMATING THE FUTURE NEEDS OF

MANPOWER IN AN ORGANISATION. PARTICULAR USEFUL TO AL BIG
ORGANISATION TO ABLE TO MEET AND MANAGE CHANGES IN TERMS OF
TECHNICAL KNOW HOW,PRODUCTS,MARKET,ETC
• WITH PROPER MANPOWER PLANNING ,MANAGEMENT IS ABLE TO ENSURE
THE RIGHT NUMBER OF PEOPLE AND RIGHT KIND OF PEOPLE AT A RIGHT
PLACE AND AT A RIGHT TIME FOR WHICH THEY ARE BEST SUITED.IT IS
TREREFORE A STRATGY FOR procurement, development, allocation, utilization and
maintenance of human resources of an enterprise

2. RECUITMENT AND SELECTION OF EMPLOYEES

Recruitment and selection refers to the chain and sequence of

activities pertaining to recruitment and selection of employable
candidates and job seekers for an organization. Every enterprise,
business, start-up and entrepreneurial firm has some well-defined
employment and recruitment policies and hiring procedures. The HR
department of large organizations, businesses, government offices and
multilateral organizations are generally vested with the responsibilities
of employee recruitment and selection.

Process of attracting the best qualified individuals to apply for a given jobs

Three main stages in recruitment

1. Identify and define the requirement .job descriptions job specification

2. Attract potential employees
3. Select and employee the appropriate people form the job applicants.

selection is the process of identifying and choosing the best person out of a number
of prospective candidates for a job. Towards this purpose, the candidates are required
to take a series of employment tests and interviews.
 Main stages in selection

1. Preliminary screening:

Preliminary screening helps the managers eliminate unqualified or unfit job seekers based on
the information supplied in the application form

2. Selection test:

An employment test is a mechanism (either a paper and pencil test or an exercise)that

attempts to measure certain characteristics of individuals.

3. Employment interview:

Interview is a formal conversation conducted to evaluate the applicants suitability for the job.
Though in present times the interviewee also seeks information from interviewer

4. Reference and background checks:

Many employers request names, addresses and telephone numbers or reference for the
purpose of verifying information and gaining additional information on an applicant.

5. Selection decision:

The final decision has to be made from among the candidate who pass the tests, interviews
and reference checks.

6. Medical examination:

After the selection decision and before the job offer is made, the candidate is require to
undergo a medical fitness test. The job is given to the candidate being declared fit after the
medical examination.

7. Job offer:

The job is offer to those applicants who have passed all the pervious hurdles . Job offer is
made through a letter of appointment.

8. Contract of employment:

After the job offer has been made and candidate accepts the offer, certain documents need to
be executed by the employer and the candidate.

3. EMPLOYEE MOTIVATION
Motivating employees can be a manager's biggest challenge.
Employee motivation is a key to the overall effectiveness of an organization.
An understanding of the applied psychology within a workplace, also known
as organizational behavior, can help achieve a highly motivated workforce.

To retain good staff and to encourage them to give of their best while at work requires attention
to the financial and psychological and even physiological rewards offered by the organization as
a continuous exercise.

Basic financial rewards and conditions of service (e.g. working hours per week) are determined
externally (by national bargaining or government minimum wage legislation) in many
occupations but as much as 50 per cent of the gross pay of manual workers is often the result of
local negotiations and details (e.g. which particular hours shall be worked) of conditions of
service are often more important than the basics. Hence there is scope for financial and other
motivations to be used at local levels.

As staffing needs will vary with the productivity of the workforce (and the industrial peace
achieved) so good personnel policies are desirable. The latter can depend upon other factors
(like environment, welfare, employee benefits, etc.) but unless the wage packet is accepted as
'fair and just' there will be no motivation.

4. EMPLOYEE EVALUATON:

Employee evaluation A formal assessment of an employee's

performance in his or her job, as measured by certain objective
indicators (e.g. sales figures, absenteeism) or by more subjective
rating procedures. The employee may be evaluated in absolute terms
or by comparison with others doing similar work, as in the paired
comparison method. The results are usually presented to the employee
as part of his or her performance appraisal.

5. INDUSTRAIL RELATION

The term ‘Industrial Relations’ comprises of two terms: ‘Industry’ and

‘Relations’. “Industry” refers to “any productive activity in which an individual
(or a group of individuals) is (are) engaged”. By “relations” we mean “the
relationships that exist within the industry between the employer and his
workmen.”

Industrial relations has become one of the most delicate and complex
problems of modern industrial society. Industrial progress is impossible without
cooperation of labors and harmonious relationships. Therefore, it is in the
interest of all to create and maintain good relations between employees (labor)
and employers (management).

6. EMPLOYEE EDUCATION , TRAINING AND DEVELOPMENT

 In every company, Human Resources (HR) training in many employee-
related and legally-related topics is mandatory, especially for managers and
supervisors. We need to equip our employees to handle their employee
relations responsibilities competently. But, for maximum positive impact and
learning, we need to make the HR training motivational and engaging.

The right employee training, development and education at the

right time provides big payoffs for the employer in increased productivity,
knowledge, loyalty, and contribution. Learn the approaches that will
guarantee a return on your investment in training.

OBJECTIVES OF HUMAN RESOURSE MANAGEMENT

• TO CREATE AND UTILIZE AN ABLE AND MOTIIVATED WORKFORCE TO
ACCOMPLISH THE BASIC ORGANISATIONAL GOALS.
• TO CREATE FACILITIES AND OPPORTUNITIES FOR INDIVIDUAL OR GROUP
DEVELOPMENT SO AS TO MATCH IT WITH THE GROWTH OG THE
ORGANISATION.
• TO MAINTAIN HIGH EMPLOYEES MORALE AND HUMAN RELATIONSBY
• SUSTAINING AND IMPROVING THE VARIOUS CONDITIONS AND
FACILITIES.
• TO STRENGTH AND APPRECIATE THE HUMAN ASSETS CONTINOUSLY BY
PROVIDING TRAINING AND DEVELOPMENT PROGRAMS.
• TO PROVIDE FAIR ,ACCEPLABLE AND EFFICIENT LEADERSHIP

INTRODUCTION OF CREATIVE
BICYCLE CORP.
Creative Bicycle Company founded in 1976 is the leading manufacturer of high end
bicycles, selling more than 20 models in the United States. It procures spare parts from
various vendors and assembles them. Creative bicycle corp. is regarded as the bicycle
industry’s leading innovator. The main reason behind the success of creative bicycle was
its ability to understand the market trend and act accordingly. This company regarded as
the first organization to start a full-fledged HR department. Its HR policies are considered
to be the best among the relevant

OBJECTIVES CREATIVE BICYCLE CORP.

 TO MAXIMIZE THE RETURN ON INVESTMENT FROM THE ORGANISATION’S
HUMAN CAPITAL AND MINIMIZE FINANCIAL RISK

PROBLEMS REGARDING HUMAN RESOURSE DEPARTMENT

• Analyzing information: The current information system provides

reports for most of the processes. These reports are not in an easy to
analyze format. To solve this managers prepare the report manually
using Microsoft excel and then send them across using e-mails.
• Sharing information: sales and marketing department does not have a
platform where employees can share information.
• Gathering feedback: The current information system does not provide
the feature to gather feedback from employees.

DASHBOARDS

A dashboard is a user interface that organizes and present the real times information in an
understandable format. It presents information in the forms of charts, graphs, and tables.
Presenting information in the form of charts, graphs, and tables helps to reduce the data analysis
effort and time. In additional, it helps to quickly monitor the performance of an organization.

Dashboard can also help to present, view and understand the trends related to various aspects
such as business growth, sales, country’s development, population growth, weather condition,
forecast and stock market.

DISCUSSION BOARD

A discussion board is a tool which allows groups to communicate online. It provides a

forum through which the visitor of the site can exchange ideas on the topic of their interest. The
entire group can read all the messages. They can read old messages or post new messages at any
time. A discussion board allows users to participate in a discussion of their choice, to create a
new topic of discussion and to view the posts of the other user.

WIKI SITES
 A wiki sites is a platform for a community to share and brainstorm ideas. Its is a creative way
to start a website about any topic of your interest. It allows visitors of the websites to join
together and create a place where they can keep track of the latest happening in interested topics.

A wiki site enables visitors to quickly and easily add, edit, and link web pages to record any
types of information .these pages can be linked together by using keywords. As web pages are
edited, an edited history is recorded so that you can restore the previous content if necessary.

ANNOUNCEMENT

An announcement is used to post common, important, or urgent messages to the employees

on a website. It also works as a reminder for the employees .these announcements are posted for
a specific period. Every announcements expires on a chosen date on the calendar

FORM

Forms are used to collect data & information. These web-based forms are called Electronic
Forms. Electronic forms helps in quickly collecting data from various sources. To manage these
electronic forms a central repository (Form Library) is required. Electric forms can be accessed
easily by using web browsers. This saves times because a person need not to go anywhere for
accessing these forms .Electronic forms is also easy to edit and modify.

TABLES
 In tables we present data and information in an organized manner using rows and
columns

SURVEYS
Its is essential foe an organization to take feedback from its employees regarding the existing
business processes. This helps the organization in understanding the viewpoint and requirement
of the employees. In additional, the feedback helps to analyze and improve upon the services that
are provided by the company. Therefore, organizations want their portal sites to have a feature
that enable the employee to give feedback. This can be achieved by including surveys on the
portal sites.

Surveys are used to collect data such as feedback for a newly launched product .Surveys also
help to gather opinions of different people on different subjects.