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3. Supply Forecasting
Supply is another side of human resource assessment. It is concerned with the estimation of
supply of manpower given the analysis of current resource and future availability of human
resource in the organization. It estimates the future sources of HR that are likely to be available
from within an outside the organization. Internal source includes promotion, transfer, job
enlargement and enrichment, whereas external source includes recruitment of fresh candidates
who are capable of performing well in the organization.
Q2. What are the factors affecting recruitment? What are the sources of recruitment?
2. External Factors
External factors are concerned with the environmental changes that will take place in the external
environment of organization. Some of the external factors that affect recruitment policy are as
follows:
i. Demographic factors
A demography is the study of human population in terms of age, sex, occupation, religion,
composition, ethnicity etc. The demographic factors have profound influence on recruitment
process.
ii. Labor market
Labor market constitutes the force of demand and supply of labor of particular importance. For
instance, if demand for a particular skill is high relative to its supply, the recruitment process
evolves more efforts. Contrary to it, if supply is more than demand, the recruitment process will be
easier.
iii. Unemployment situations
Unemployment rate of particular area is yet another influencing factor of recruitment process. If
the unemployment rate is high, the recruitment process will be simpler and vice versa.
Internal Sources of Recruitment
The internal sources of recruitment are:Promotions: Promotion means to give a higher position, status, salary and responsibility to the
employee. So, the vacancy can be filled by promoting a suitable candidate from the same
organisation.
Transfers: Transfer means a change in the place of employment without any change in the
position, status, salary and responsibility of the employee. So, the vacancy can be filled by
transferring a suitable candidate from the same organisation.
External Sources of Recruitment
The external sources of recruitment are:Management Consultants: Management consultants are used for selecting higher-level staff.
They act as a representative of the employer. They make all the necessary arrangements for
recruitment and selection. In return for their services, they take a service charge or commission.
Public Advertisements: The Personnel department of a company advertises the vacancy in
newspapers, the internet, etc. This advertisement gives information about the company, the job
and the required qualities of the candidate. It invites applications from suitable candidates. This
source is the most popular source of recruitment. This is because it gives a very wide choice.
However, it is very costly and time consuming.
Q3. What are the main objectives of training? Explain on-the job and off the job training.
Ans 3) Meaning of training:
Training is the acquisition of knowledge, skills, and competencies as a result of the teaching of
vocational or practical skills and knowledge that relate to specific useful competencies. Training has
specific goals of improving ones capability, capacity, and performance. It forms the core of
apprenticeships and provides the backbone of content at institutes of technology.
Objectives of training:
TO INCREASE PRODUCTIVITY
An instructor can help employees increase their level of performance on their assignment.
Increase in human performance leads to increase in the operational productivity and also
the increase in the profit of the company.
TO IMPROVE QUALITY
Better-trained workers are less likely to make operational mistakes. It can be in
relationship to the company or in reference to the intangible organizational employment
atmosphere.
PERSONAL GROWTH
Employees on a personal basis gain individually from their exposure to educational
expressions. Training programs give them wider awareness and skills.
On-the-job training
On-the-job training is training that takes place while employees are actually working. It means
that skills can be gained while trainees are carrying out their jobs. This benefits both employees
and the business. Employees learn in the real work environment and gain experience dealing with
the tasks and challenges that they will meet during a normal working day. The business benefits
by ensuring that the training is specific to the job. It also does not have to meet the additional
costs of providing off-the-job training or losing working time.
There are several methods of providing on-the-job training. Four frequently used methods are
briefly described here:
Coaching an experienced member of staff will help trainees learn skills and processes through
providing instructions or demonstrations (or both).
Mentoring each trainee is allocated to an established member of staff who acts as a guide and
helper. A mentor usually offers more personal support than a coach, although the terms mentor
and coach are often used interchangeably.
Off-the-job training
Off-the-job training is conducted in a location specifically designated for training. It may be near
the workplace or away from work, at a special training center or a resort Conducting the training
away from the workplace minimize distractions and allows trainees to devote their full attention to
the material being taught- However, off-the-job training programs may not provide as much
transfer of training to the actual job as do on-the-job programs.
Many people equate off-the-job training with the lecture method, but in fact a very wide variety of
methods can be used.
Definitions:
Employee training at a site away from the actual work environment. It often utilizes lectures, case
studies, role playing, simulation, etc. See also on the job training.
Off the Job Training Methods
1. Classroom Lectures: under the off the job methods of training, classroom method or lecture
method is well-known to train white collar or managerial level employees in the organisation.
Under this method employees are called to the room like that of classroom to give training by
trainer in the form of lectures. This method is effectively used for the purpose of teaching
administrative aspects or on management subject to make aware of procedures and to give
instructions on particular topic.
2. Audio-Visual: Providing training by way of using Films, Televisions, Video, and Presentations
etc. This method of training has been using successfully in education institutions to train their
students in subjects to understand and assimilate easily and help them to remember forever. New
companies have come up for providing audio visual material for students in their concern subjects.
Q4. Define performance management. Write a brief note on 360 degree appraisal
Ans 4) Definition of performance management:
Performance management (PM) includes activities which ensure that goals are consistently being
met in an effective and efficient manner. Performance management can focus on the performance
of an organization, a department, employee, or even the processes to build a product of service,
as well as many other areas. PM is also known as a process by which organizations align their
resources, systems and employees to strategic objectives and priorities.
Q5. What is meant by job analysis? Explain its purpose and methods.
Ans 5) Meaning of job analysis:
Job analysis is the formal process of identifying the content of a job in terms activities involved
and attributes needed to perform the work and identifies major job requirements. Job analysis was
conceptualized by two of the founders of industrial/organizational psychology, Frederick Taylor and
Lillian Moller Gilbreth in the early 20th century. Job analyses provide information to organizations
which helps to determine which employees are best fit for specific jobs.
Purpose of job analysis:
Recruitment and Selection: Job Analysis helps in determining what kind of person is required to
perform a particular job. It points out the educational qualifications, level of experience and
technical, physical, emotional and personal skills required to carry out a job in desired fashion. The
objective is to fit a right person at a right place.
Performance Analysis: Job analysis is done to check if goals and objectives of a particular job
are met or not. It helps in deciding the performance standards, evaluation criteria and individuals
output. On this basis, the overall performance of an employee is measured and he or she is
appraised accordingly.
Training and Development: Job Analysis can be used to assess the training and development
needs of employees. The difference between the expected and actual output determines the level
of training that need to be imparted to employees. It also helps in deciding the training content,
tools and equipments to be used to conduct training and methods of training.
Lets discuss few of job analysis methods that are commonly used by the organizations to
investigate the demands of a specific job.
Job Analysis Methods
Most Common Methods of Job Analysis
Observation Method: A job analyst observes an employee and records all his performed and
non-performed task, fulfilled and un-fulfilled responsibilities and duties, methods, ways and skills
used by him or her to perform various duties and his or her mental or emotional ability to handle
challenges and risks. However, it seems one of the easiest methods to analyze a specific job but
truth is that it is the most difficult one. It is due to the fact that every person has his own way of
observing things. Different people think different and interpret the findings in different ways.
Therefore, the process may involve personal biasness or likes and dislikes and may not produce
genuine results.
Interview Method: In this method, an employee is interviewed so that he or she comes up with
their own working styles, problems faced by them, use of particular skills and techniques while
performing their job and insecurities and fears about their careers. This method helps interviewer
know what exactly an employee thinks about his or her own job and responsibilities involved in it.
It involves analysis of job by employee himself. In order to generate honest and true feedback or
collect genuine data, questions asked during the interview should be carefully decided.
Questionnaire Method: Another commonly used job analysis method is getting the
questionnaires filled from employees, their superiors and managers. However, this method also
suffers from personal biasness. A great care should be takes while framing questions for different
grades of employees. In order to get the true job-related info, management should effectively
communicate it to the staff that data collected will be used for their own good.
Q6. What are the benefits and objectives of employee welfare measures?
Ans 6) Employee welfare:
Employee welfare in general, these are the benefits that an employee must receive from his/her
company, like allowances, housing for those companies who provides, transportation, medical,
insurances, food and some other way where the employee has rights to demand.
Labour Welfare aims at the whole development of the person of the working class. The Labour
Welfare Policies of any organization should keep in mind the following objectives:
To increase the standard of living of the. Working class: The laborer is more prone to
exploitation from the capitalists if there is no standardized way of looking after their
welfare.
To make the management feel the employees are satisfied about the work and working
conditions.
To reduce the labour problems in the organization: There are various problems affecting
the workers, problems like absenteeism, turnover ratio, indebtedness, alcoholism, etc.,
which make the laborer further weak both physically and psychologically. Labour Welfare
looks forward to helping the laborer to overcome these problems.
To recognize human values every person has his own personality and needs to be
recognized and developed. It is in the hands of the management to shape them and help
them grow. The management employs various methods to recognize each ones worth as
an individual and as an asset to the organization.
The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied
labor force for the organization. The purpose of providing such facilities is to make their work life
better and also to raise their standard of living. The important benefits of welfare measures can be
summarized as follows:
They provide better physical and mental health to workers and thus promote a healthy
work environment
Facilities like housing schemes, medical benefits, and education and recreation facilities for
workers families help in raising their standards of living. This makes workers to pay more
attention towards work and thus increases their productivity.
Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.
Employee welfare measures increase the productivity of organization and promote healthy
industrial relations thereby maintaining industrial peace.
The social evils prevalent among the labors such as substance abuse, etc are reduced to a
greater extent by the welfare policies.