Recruitment Recruitment involves the following steps: The Personnel department first does job analysis.
Refresher training, Training for managerial development, etc. Induction training aims at introducing the organisation to a newly appointed employee. It is a short and informative training given immediately after joining the organisation.
The purpose is to give "bird's eye-view" of the organisation to an employee. Job training relates to specific job and the purpose is to give suitable information and guidance to a worker so as to enable him to perform the job systematically, correctly, efficiently and finally with confidence.
Training for promotion is given after the promotion but before joining the post at the higher level.
The purpose is to enable an employee to adjust with the work assignment at the higher level. The purpose of refresher training is to update the professional skills, information and experience of persons occupying important executive positions.
Training for managerial development is given to managers so as to raise their efficiency and thereby to enable them to accept higher positions. A company has to make provision for providing all types of training.
To create a pool of well-trained, capable and loyal employees at all levels and thereby to make arrangement to meet the future needs of an organisation. To provide opportunities of growth and self-development to employees and thereby to motivate them for promotion and other monetary benefits.
In addition, to give safety and security to the life and health of employees. To avoid accidents and wastages of all kinds. In addition, to develop balanced, healthy and safety attitudes among the employees.
To meet the challenges posed by new developments in science and technology. To improve the quality of production and thereby to create market demand and reputation in the business world.
To develop cordial labour management relations and thereby to improve the organisational environment. To develop positive attitude and behavior pattern required by an employee to perform a job efficiently.
In other words, to improve the culture of the Organisation. To prevent manpower obsolescence in an organisation.
To develop certain personal qualities among employees which can serve as personal assets on long term basis. It also improves the performance of workers due to their motivation.Human resource management is also described as personnel management or manpower management.
According to Edwin Flippo, "Personnel Management is the planning, organising, directing and controlling of the procurement, development, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual.
Forecasting human resource demand is the process of estimating the future human resource requirement of right quality and right number.
As discussed earlier, potential human resource requirement is to be estimated keeping in view the organisation's plans over a given period of time.
A Study on HRM Practices in Public Sector Banks in Krishnagiri District *urbanagricultureinitiative.comanan absence of scientific personnel practices being developed in the banking industry, a discontent workforce transition towards HRD functions. In these banks, along with training, certain other activities like manpower planning and performance.
organization providing objective analysis and effective solutions that address the challenges facing the public Methods, Data, and Tools Workforce Planning and Development Process Determine Workforce Demand.
Forecasted manpower inventory, the number of individuals available in a given time period, are derived from stay/loss models, where estimates of the probability of staying in the navy informs the advancement and gains modules used within the Department of the Navy.
As such, the accuracy of these probability rates is critical to these related functions. Synopsis: Scientific Method and Manpower Planning. MANPOWER PLANNING IN INDIAN RAILWAYS Introduction Manpower planning is a process which aims to have the right number of staff at right places with right type of skills at right times to enable the organisation to .