HUMAN RESOURCE MANAGEMENT NOTES
Unit Description
This unit covers the principles, functions, and strategic importance of HRM in organizations. It explores key areas such as recruitment, training, performance management, compensation, labor relations, and legal compliance. The unit emphasizes the role of HR in creating a positive workplace culture, fostering employee engagement, and aligning HR strategies with business goals.
Key Topics:
1. Introduction to HRM – Definition, importance, and evolution of HRM.
2. Workforce Planning & Recruitment – Job analysis, hiring strategies, and selection processes.
3. Employee Training & Development – Learning programs, skills enhancement, and career growth.
4. Performance Management – Appraisals, feedback systems, and goal setting.
5. Compensation & Benefits – Salary structures, incentives, and employee welfare.
6. Labor Laws & Ethics – Employment laws, workplace rights, and ethical HR practices.
7. Employee Relations & Engagement – Conflict resolution, motivation strategies, and workplace culture.
8. HR Technology & Trends – Role of AI, HR analytics, and future HRM innovations.
2. Workforce planning and recruitment
Topic 2: Workforce Planning & Recruitment
1. Workforce Planning
Workforce planning is the process of ensuring an organization has the right number of employees with the necessary skills to meet business goals.
a) Importance of Workforce Planning
Ensures the right talent is available at the right time.
Helps in reducing labor shortages or surplus.
Improves employee productivity and business efficiency.
Aligns workforce strategies with organizational goals.
b) Steps in Workforce Planning
1. Analyzing Business Goals – Understanding current and future workforce needs.
2. Assessing Current Workforce – Evaluating employee skills, strengths, and gaps.
3. Forecasting Workforce Demand & Supply – Predicting future hiring needs.
4. Developing Action Plans – Recruitment, training, or restructuring plans.
5. Monitoring & Reviewing – Regularly updating workforce strategies.
2. Recruitment
Recruitment is the process of attracting, selecting, and hiring qualified candidates for job positions.
a) Types of Recruitment
1. Internal Recruitment – Hiring from within the organization (e.g., promotions, transfers).
Advantages: Cost-effective, motivates employees, faster process.
Disadvantages: Limits new ideas, may create internal competition.
2. External Recruitment – Hiring from outside the organization (e.g., job portals, recruitment agencies).
Advantages: Brings fresh skills and perspectives, expands talent pool.
Disadvantages: More expensive, takes longer to integrate new employees.
b) Steps in the Recruitment Process
1. Job Analysis & Job Description – Identifying job roles, responsibilities, and skills required.
2. Sourcing Candidates – Posting job advertisements, networking, using agencies.
3. Screening Applications – Reviewing resumes and shortlisting candidates.
4. Interviewing & Selection – Conducting tests and interviews to assess candidates.
5. Job Offer & Onboarding – Offering the job and integrating new employees into the organization.
3. Selection Process
Selection is the process of choosing the best candidate from the pool of applicants.
a) Common Selection Methods
Interviews: Structured, unstructured, or behavioral interviews.
Aptitude Tests: Assess logical reasoning, problem-solving, and technical skills.
Assessment Centers: Group discussions, role-plays, and presentations.
Background Checks: Verifying qualifications, experience, and references.
b) Importance of Effective Selection
Ensures the right fit for the job and company culture.
Reduces employee turnover and hiring costs.
Enhances overall productivity and business success.