Human Resources Management

Submitted By: Submitted To:Group-3 Dr. V. Ekkirala

S y n o p s i so f

INTRODUCTION TO MOVIEA team of talented illusionists called "The Four Horsemen" (played by Jesse Eisenberg, Woody Harrelson, Isla Fisher, and Dave Franco) are investigated by a resolute FBI agent (Mark Ruffalo) following a series of brazen heists that leave their audiences swimming in cash while draining the bulging bank accounts of unscrupulous business leaders. Morgan Freeman, Michael Caine, and Melanie Laurent co-star in this sleight-of-hand thriller directed by Jason Buchanan.

ASPECTS OF HRM

TRAINING & DEVELOPMENT

RECRUITMENT

MANPOWER PLANNING

STRATEGIC HRM

SELECTION

CONFLICT

EXPERTISE

STRATEGIC HRM• To be effective in the global marketplace, human resource departments

increasingly must act as a strategic partner with other organizations in the company. • Recruiting, interviewing and hiring the right personnel to produce quality

products and services depend on good communication between managers in all branches of the business. • To become strategic, HRM must be involved with the firm’s objectives. This

involvement increases firm performance.• Individual employee performance has an impact on firm performance.

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MANPOWER PLANNING• Since individual and/or sectional interests are embedded in organizational relations, the

meaning and significance of manpower plans will depend very much on the political and career systems of which they are both a condition and a consequence.

• Manpower Planning which is also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization.

• It involves two stages:• The first stage is concerned with the detailed “planning of manpower requirements for all types

and levels of employees throughout the period of the plan”. • The second stage is concerned with “planning of manpower supplies to provide the organization

with the right types of people from all sources to meet the planned requirements.”

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RECRUITMENT• Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs

within an organization.

• Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or unpaid trainee roles.

• The Process of generating a pool of qualified candidates for a particular job.

• The Process of discovering potential candidates.

• RECRUITMENT GOALS :-

1. Attract the Qualified Applicants.

2. Encourage Unqualified Applicants to self- select themselves out.

• RECRUITMENT IS A TWO WAY STREET RECRUITMENT -Organization is Looking for a Qualified Applicants and Applicants are Looking for the Potential Emplacement Opportunities

SELECTION• The Process of making a “Hire” or “No Hire” decision regarding each applicant for a job.

• Selection is the process of choosing qualified individuals who are available to fill the positions in organization. • BASIC SELECTION CRITERIA - Formal Education Experience and Past Performance Physical

Characteristics and Personality Characteristics• SELECTION METHODS - 1. Testing 2. Gathering Information 3. Interviewing.• Tests measure knowledge, skill, and ability, as well as other characteristics, such as personality

traits.• Four stage magicians, J. Daniel ,Merritt McKinney ,Henley and Jack Wilder, are each given a tarot

card that lead them to the same empty New York City apartment, where they find information from an unknown benefactor. This shows that the owner of Eye has selected these four horsemen from pool of many other magicians. So here we can apply the concepts of Recruitment and Selection

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COMPETENCY MAPPING• It's about identifying a person's job skills and strengths in areas like teamwork, leadership,

and decision-making. Large organizations may use some form of this technique to understand how to best use each worker or how to combine the strengths of different employees to produce the highest quality work.

• Competency mapping involves the process by which we determine the nature and scope of a specific job role, the skills required, the level of knowledge required, and the behavioural capacities required to apply those skills and knowledge in that role.

• In this Dylan has made a team keeping in mind the concept of Competency Mapping as all four of them were good at different things and according to the job they need to perform it would be great if they work as a team

CONFLICT• Conflict management is the practice of being able to identify and handle conflicts

sensibly, fairly, and efficiently.

• Since conflicts in a business are a natural part of the workplace, it is important that there are people who understand conflicts and know how to resolve them.

• An accommodating manager is one who cooperates to a high degree

• Avoiding an issue is one way a manager might attempt to resolve conflict.

• Collaborating managers become partners or pair up with each other to achieve both of their goals in this style.

• Competing: This is the win-lose approach. A manager is acting in a very assertive way to achieve his or her own goals without seeking to cooperate with other employees, and it may be at the expense of those other employees

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TRAINING & DEVELOPMENT• TRAINING AND DEVELOPMENT is a subsystem of an organization and core

function of human resource management. • It ensures continuous skill development of employees working in organization

and habituates process of learning for developing knowledge to work.• Training and development is vital part of the human resource development. • Training and Development is the foundation for obtaining quality output from

employees.• It is assuming ever important role in wake of the advancement of technology

which has resulted in ever increasing competition, rise in customer’s expectation of quality and service and a subsequent need to lower costs.

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NOW YOU ANSWER ME

Which of the following is a written statement of the skills, knowledge, abilities, and other characteristics needed to perform a job effectively? a. Job design.b. Job specification.c. Job analysis.d. Job description.

Ans-b. Job specification

Which term describes the process of gathering, analysing and synthesizing information about the jobs that are being done and any new jobs that are envisaged?

a. Job description.b. Job analysis.c. Job specification.d. Human resource inventory.

Ans-b. Job Analysis.

An individualized outline of training, experience and possibly education designed to facilitate an employee's growth and enhance opportunities for advancement is called:

 a. Job description. b. Career development plan. c. Assessment sheet. d. Interview form.

Ans-b. Career development plan.

A formal, systematic appraisal of the qualitative and quantitative aspects of an employee's performance is called:

 a. Performance evaluation. b. Performance appraisal. c. Performance analysis. d. Orientation.

Ans-a. Performance evaluation.

It consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization:

a. Recruitment Selection.b. Competency mapping.c. Job Analysis.d. Manpower planning.

Ans-d. Manpower planning.

This is a process to identify key capabilities for an organization and/or a job and incorporating those capabilities throughout the various processes (i.e. job evaluation, training, recruitment) of the organization.

a. Recruitment & Selection.b. Job Analysis.c. Competency Mapping.d. Manpower planning.

Ans-c. Competency Mapping