HUMAN RESOURCE MANAGEMENT

Dr. Anilkumar Jarali Ph. D (N)

Associate professor
School of Nursing
P P Savani University, Kosamba,
Surat
 Learning Objectives
• Describe the components and importance of Human resource management
• Explain the process/steps in Human Resource Management
• Discuss the characteristics and components of a recruitment policy
• Explain the internal and external sources of recruitment
• Explain the recruitment process
• Explain the selection process
• Enumerate the benefits and principles of placement
• Explain the process of induction
• Explain the role of a nurse manager in retention
• Define and explain staff promotion
• Explain demotion policy
• Enlist the types and benefits of superannuation plans
 Chapter Outline
• Definition of Human Resource Management
• Components and importance of Human Resource Management
• Process of Human Resource Management
• Scope of Human Resource Management
• Definition of recruitment
• Essentials in recruitment
• Characteristics and components of a recruitment policy
• Sources of recruitment
• Principles of recruitment
• Recruitment process
• Definition of selection
• Selection process
 Chapter Outline
• Definition of placement
• Benefits of placement
• Guidelines to managers for effective placement
• Definitions of induction programme
• Features and process of induction
• Definition of retaining
• Explain the role of a nurse manager in retention
• Types of employee promotion
• Characteristics of a promotion policy
• Causes of demotion
• Definition of demotion policy
• Meaning of superannuation
• Types of Superannuation plans
 Human Resource Management

Human Resource Management

how to optimize and

make best use of
skilled workforce in limited availability
limited resource to
an organization. or scarce.
meet the
organization goals.
 Definition
Human resource management is defined as a process of acquiring,
training, appraising and compensating employees and attending to their
labour relation health safety and fairness concerns

-Dassler
 Components of Human Resource Management

1. Human resource 2. Human resource

utilization development
• It involves recruitment, selection, • It is concerned with improving the
placement, compensation and efficiency and effectiveness of the
appraisal of the human resources existing human resources in the
organization
• Means or techniques to enable the
existing employees in the new roles
and functions
 Importance of Human Resource Management
Human Resource Management helps in effective utilization of human resources
including nursing personnel
Provides a positive work environment for the employees

It helps in effective utilization of the individual employees and their talents

Fosters Team Spirit and a feeling of belongingness among employees

It helps to meet and overcome the challenges including conflict resolution that may
occur in the field of health due to expanding needs of human resources
Assist in retaining and motivating employees to accomplish the goals of an
organization
Improves the quality of services provided, especially in patient care
 Process of Human Resource Management

Human resource
planning Remuneration to
Performance
• -Recruitment, Selecting, employees and Employee relations
management
Hiring, Training, and other benefits
various other processes
 Process of Human Resource Management
REMEMBER THE KEY WORDS
Human resource planning Remuneration Performance Employee relation
management

Recruitment: posting and fair including Appraisal and enhance related factor
attracting employees for job rewards enhancement
opening
Selection: eliminate
unsuitable candidates
Hiring: offering the job for
ideal candidate
Training: Updating skills
Scope of Human Resource Management

Personnel management

SCOPE OF Employees welfare

HRM

Employee employer relations

RECRUITMENT
 Definition

Recruitment is the process of searching for prospective employees and

stimulating and encouraging them to apply for jobs in the organization.

-Flippo
Purpose of recruitment
To determine the present and future
requirements (manpower) of the organization

Encourage candidates to apply for the post in

the organisation

To create a pool of candidates to enable the

selection of best candidates for the organisation

Identify and prepare potential applicants who

will be appropriate candidates
 Characteristics of a recruitment policy
Recruitment process must be strictly in accordance with the merit

The number of employees to be recruited must be determined well in advance

according to the need of the organization
The qualification, experience, terms of service, salaries etc. must be determined well
in advance
No assurance must be given at the time of recruitment which may not be followed later
on
The abilities of the employees must be according to the job needs

Higher post must be filled through promotions as much as possible

The recruitment policy must be fair and flexible

 Components of recruitment policy
The general recruitment policies and terms of the organisation

Recruitment of temporary employees

Selection process

Job descriptions

General and desirable requirement for each post

Terms and conditions of the employment

 Sources of recruitment

Intern Exter
al nal
recrui recrui
tment tment
 Internal sources of recruitment

Internal Present Employees Former

sources employees referral employees
 Internal sources of recruitment
Advantages Disadvantages

Increases the morale of employees and keeps them happy Required qualification or talent for the needed job may not
be available among the existing employees
Creates a sense of security among employees Internal candidates may lack originality and fresh outlook as
they may be accustomed to the organization’s work pattern

Inspire employees to keep on updating their knowledge and It denies the opportunity for the outsiders to prove their
experience as there are prospects of transfer to new post worth to be selected for the job

Ensures continuity of employment and organizational

stability

Orientation of employees for preparing them for a new job

is not needed in internal recruitment

It is cost effective and convenient

External sources of recruitment

External sources
• Advertising
• Educational institutions
• Personnel Consultants
• Employment exchanges
• Deputation
• Online recruitment
 External sources of recruitment
Advantages of external sources Disadvantages of external sources

The organization can choose the best personnel from among Some candidates may fail to adjust themselves to the new
a large number of applicants environment who may have to be terminated and replaced
Candidates recruited from external sources bring originality More money and time have to be spent on advertising,
and fresh viewpoint conducting test and interviews including induction of new
personnel

The candidates bring varied and broader experience to the It may reduce the morale of existing personnel.
organization Recruitment from outside may create a sense of insecurity
among the existing staff.
Keywords Keywords
Wider choice, fresh outlook, varied experience Risk of maladjustment, expensive, decreased morale,
insecurity.
 Principles of recruitment

1. The recruitment policy should be clear and definite so that it may be easy
to implement

2. The government rules and regulations must be carefully followed with

special reference to the rules of reservation while formulating the recruitment
policy

3. The recruitment policy must be in accordance with the predetermined

objectives of the organisation
 Principles of recruitment
4. Recruitment policy must be flexible to accommodate changes if any, as
per to the need of the organisation

5. The recruitment policy must be fair or impartial, to ensure that the best
candidate may be selected on the basis of merit

6. The recruitment process must be performed by a committee (consisting

of capable, efficient and senior personnel of the organisation) and not by
any one individual personnel to ensure fair selection.
 Recruitment process

Job
Identify specification Advertise Manage
vacancies and person vacancies response
specification

Shortlist the
Arrange Conduct
prospective
interviews interviews
candidates
 Manpower forecasting

• Receive the indent

• Check against the allotted posts
• Check budget allocation
• Authorise

What is done in Manpower

forecasting?
 Manpower forecasting
• Physical abilities or skills that are needed for a particular
Physical job
specification • Example: Age, gender, vision etc.

Mental • Mental abilities like IQ, judgement, ability to read, write

specification etc.
Emotional and • Includes characteristics like manners, emotional maturity,
social extrovert or introvert, socializing skills, social adaptability
specifications etc.
• These specifications are highly required at Higher levels
of Management
Behavioural • Though they are not formally listed out, they are given
specifications
due importance during the process of recruitment,
selection and placement
SELECTION
 Definition
Selection is a process of choosing from among the candidates, from
within the organization or from the outside the most suitable person for
the current position or for the future position.

- O. Donnel
Significance

1. To build a suitable workforce

2. To avoid wastage of time, energy and money

 Stages of selection process

3.
1. Preselection 2. Interview Assessment
stage
 Steps in selection process

[Link] of
appointment
[Link] letter
examination
[Link]
check
[Link]
[Link]
test
[Link]
for
application
forms
 Method of selection

Merit based
selection Selection by evaluation
of qualification and
experience
 Selection tests
Achievement and aptitude test
• To measure how much a person knows about a certain topic

Intelligence test
• Mention the basic ability to understand the world around him, assimilate
its function and apply to knowledge

Neuropsychological test
• To measure deficit in cognitive functioning

Personality test
• To predict future level of performance in a particular role or the likely
level of fit within the organisation. Common assessments used in
selection include aptitude, personality, motivation/value scale etc.
 Objectives of Interview

To give the candidate

To check the To acquire more
an accurate picture of
suitability of the information about the
the job with details of
candidate candidate
terms and conditions
PLACEMENT/DEPLOYMENT
 Definition

Placement is the determination of the job to which an accepted

candidate is to be assigned and his assignment to that job.

-Pigors and Myers

 Process
Once an employee is hired and oriented he must be placed in the right
job

The unique profile for each selected individual is established

Then, people and jobs are matched optimally within the constraints set
by available job and available people.

If a person adjust himself to the job and continues to perform well as

per expectations, it means that the candidate is placed properly

But if the candidate is found to have problems in adjusting himself to

the job, the supervisor must verify, if the person is properly placed as
per to the latter's aptitude and potential.
 Significance of Placement

Motivate
the right
candidate to
Avoids
work as per
Improve Improve Reduce Reduce misfit
Reduce the pre-
employee job employee accident between the
absenteeism determined
morale satisfaction turnover rates candidate
objectives
and the job
of
organisatio
n
 Benefits of Placement

• Increased production

• Improved quality of the product

• Regularity in work and attendance

• Indicate proper placement of an employee

 Principles of Placement
Loyalty and cooperation
Job requirement
• Effort must be taken to
• Candidate should be placed on develop a sense of loyalty and
the job according to the cooperation in employees and
requirement of the job rather must make them understand
than the qualification and the their responsibilities.
requirements of the candidate

Information
Qualification
• All the information regarding
• The offered job must match the the job must be given to the
qualification of the selected employees including the
employee prevailing working conditions.
• They must be informed that
they may have to pay penalty
for wrong doings.
Guidelines to managers for effective placement

1. Create a positive first 2. Prepare a write-up on the

impression - pay good attention new employee with photograph,
to reception, workplace, put it up in the notice board and
documents etc. mail it to all employees

3. Introduce the new employees

4. Let her meet other employees
to key managers in the
in her department
organisation

5. Provide an opportunity for 6. Let the new employee feel

her to work with senior that her first day in the
employees to understand organisation is a memorable
organizational culture. one.
INDUCTION / ORIENTATION PROGRAMME
 Definition

Induction is a process of receiving and welcoming an employee when

he first joins the company and gives a basic introduction about the
company to settle him quickly in the company

-Michael Johnson
 Importance

Eliminate the Acts as a

Creates a feeling
fears of the valuable source
of belongingness
employee of information

To better know Creates a good

about the impression about
organisation the organisation
 Process of Induction

Impart Detail
Instructions
Induction with
Immediate
Welcoming the Superior/
New Employees Colleagues
RETAINING OF EMPLOYEES
 Definition

A systematic effort by employers to create and foster an environment

that encourages current employees to remain at the same employer
having policies and practices in place that address their diverse needs is
called as Retention in Management.

-The Workforce Planning for Wisconsin State Government (2005)

Principles in Retaining employees

Appreciate and respect

contributions

Development

Growth in responsibility

Good relationship with the

manager

Success
Role of a Nurse Manager in Retention

Right
person

Gr
ow i en ta
th Or i o n
t

o rge n
F th e Co
Au tic t tm mmi
ent
n nec
co on
i
Staff
Priority
 Benefits of staff Retention

1. Economy of man, money, material and time

2. Save the expenses on selection process

3. Enhanced functioning and increased productivity in the work

environment
STAFF PROMOTION

A promotion involves a change from

one job to another that is better in
term of status and responsibility

-Edwin B. Flippo
 Types of promotion

Horizontal
Vertical promotion Dry promotion Open promotion Closed promotion
promotion

Shifted in the same Increase in the Increase in the Only selected

Every individual is members are
category salary with benefits responsibility
eligible for eligible for
promotion promotion

No change in Increase in No change in

responsibility responsibility benefits
Basis of Promotion

Seniority
cum
merit

Merit
system

Seniority
 Seniority Based Promotion
ADVANTAGES DISADVANTAGES

It is simple system to understand and execute. It assumes that all the employees of cadre are
It meets the senior employees desire for fit for promotion irrespective of capabilities
respect. It encourages lethargy and inefficiency
It maintains discipline and respect for seniority It prevents youngers placed over the senior
This is economical system of recruitment. It will deteriorate the work efficiency if the
It creates sense of security among the senior will not keep pace and prevent to attract
employees capable persons.
Methods of testing in merit based promotion
Written test with or without interviews
• Competitive departmental exams to test the knowledge of candidates in
the relevant field.
• These are also called promotional examinations

Discretion of the HOD

• The merit of promotion is left to the judgement of the HOD, who has the
personal knowledge of all employees and knows about their work in
organisation.

Service record and efficiency rating

• The annual confidential record is maintained by the HOD.
• They usually fill the confidential report about the performances of
subordinates and the record is a valuable aid to the judgement in selecting
candidates for promotion
Promotion Policy

A sound promotion policy has a great role in

reducing the personnel problems regarding
promotions and ensures the employees fair
chances of advancement.
 Promotion Policy - Characteristics

• The promotion policy should be in writing.

• The promotion policy should lay down what percentage of vacancies in

higher levels of hierarchy are to be filled up by promotion.

• It must be fair and impartial

• The basis to be followed for the promotion should be indicated.

Example: performance appraisal/examination/seniority etc.
 Promotion Policy - Characteristics

• The promotional procedure that has to be followed for different cadre must be
clearly specified

• There should be a clear statement whether the promotion will be done within
the organisation or outside the organisation

• Provisions for training and development of existing employees must be there

in the promotional policy if the promotion is considered within the
organisation

• Promotional policy must be communicated to all the employees

 DEMOTION

Demotion is a shift to a position in which responsibilities are decreased.

-Dale Yoder
 Causes - Demotion

• Employee inadequacy

• Staff reduction

• Disciplinary tool

• Ill health

• Technology changes
 SUPERANNUATION

• It is the retirement fund or pension given to the employee at the time of

retirement.

• Most of the organisations have a plan of superannuation for their

employees.

• It is also a basic right of the employees to be paid for, by the employer

for their sincere hard work or services rendered to the institution.
 Types of Superannuation

define
accum
d
ulation
benefit
funds
funds
 Benefits of Superannuation

Helps the employees to plan for the future life

Motivates the current working employees to

work efficiently

Reflects the institution/organisation image

Helps to increase the quality and productivity

directly or indirectly
 SUMMARY

• Human Resource Management (HRM) is the process of procuring,

developing and maintaining competent people in an organization so that the
goals of an organization are achieved in an effective and efficient manner.

• The various processes of HRM processes are Human resource planning

(Recruitment, Selecting, Hiring, Training, and various other processes),
Remuneration to employees and other benefits, Performance management and
Employee relations.
THANK YOU