Name : Tamoor Shahzad

Class : BBA 6th

Subject : HRM

Q No 1- What is the process of human resource process in an organization?

Ans.

There are many processes in HRM depending on the function being performed. While human resources
provide many functions for the organization the main functions include:

 Recruitment and selection

 Job analyses and design
 New employee orientation
 Performance appraisals
 Maintaining working conditions
 Employee relations
 Training and development.

Each one of these functions will have their own processes which, are usually established by the company
or industry standards.

Q No 2- Briefly explain the process of human resource process in an organization?

Ans.

HRM Process

Recruitment and Selection

If employee vacancies exist, managers should use the information gathered through job analysis to
guide them in recruitment—that is, locating, identifying, and attracting capable applicants.

On the other hand, if HR planning shows a surplus of employees, managers may want to reduce the
organization’s workforce through decruitment.

 Recruitment Resources

Internet

Employee’s referrals

Company website

Professional recruitment organizations

College recruitment
RECRUITMENT. Some organizations have interesting approaches to finding employees. For instance,
Microsoft launched a new Web site that integrated 103 country sites into one career-related site. There,
potential applicants find employee blogs on everything from interview tips to whether a failed start-up
on a résumé hurts in applying for a job at the company

DECRUITMENT. The other approach to controlling labor supply is decruitment, which is not a pleasant
task for any manager. Decruitment resources are as follows

 Firing
Permanent involuntary termination
 Layoffs
Temporary involuntary termination; may last only a few days or extend to years
 Attrition
Not filling openings created by voluntary resignations or normal retirements
 Transfers
Moving employees either laterally or downward; usually does not reduce costs but can reduce
intraorganizational supply–demand imbalances
 Reduced workweeks
Having employees work fewer hours per week, share jobs, or perform their jobs on a part-time
basis
 Early retirements
Providing incentives to older and more senior employees for retiring before their normal
retirement date
 Job sharing
Having employees share one full-time position

Selection Process

Once you have a pool of candidates, the next step in the HRM process is selection, screening job
applicants to determine who is best qualified for the job. Managers need to “select” carefully since
hiring errors can have significant implications

TYPES OF SELECTION TOOLS. The best-known selection tools include application forms, written and
performance-simulation tests, interviews, background investigations, and in some cases, physical exams

 Application Forms
 Written Tests
 Interviews
 Background Investigations

Job Analyses and Design Process

Under job description, factors like the job tasks and responsibilities, working conditions, job title, tools
and equipment as well as occupational hazards are mentioned. On the other hand, job specification
contains the capabilities needed for a certain profile like educational qualifications, work experience,
career skills, communication skills and interpersonal skills to perform all the tasks and responsibilities
effectively. Thus, while carrying out a job analysis, you will required the following details:

 Job Summary
 Salary Considerations
 Duties and Responsibilities
 Zone Definition Factors: General Knowledge, Skills and Abilities; Problem Solving/Decision
Making; Interactions; Nature of Supervision; Impact, etc.
 Minimum Qualifications
 Complete Physical Requirements 

New employee orientation Process

Purpose

The welcoming of new employees is a collaborative effort that includes human resources (HR), the hiring
department and other teams throughout [Company Name]. Preparing for new hires and providing
appropriate guidance and information during the first several days of employment can ensure success.
This short-term orientation process is not a replacement for onboarding of employees to their specific
role and department, which is a more detailed and longer process.

First Day

HR will meet with the new hire at the start of his or her first day of work to complete new-hire
paperwork, prepare key and ID cards, and review benefits information.

Hiring managers should be well-prepared for an employee’s first day at work and should welcome new
hires with the following:

 Workstations set up with appropriate equipment and supplies.

 Introductions to co-workers and a tour of the facilities.
 A buddy assigned to coordinate onboarding activities.
 Lunch with the hiring manager.
 An overview of the department’s mission, values and key policies.

A new-hire checklist is available to facilitate this orientation process.

Orientation Meeting

New hires will be scheduled to attend an orientation meeting within the first week of employment. The
meeting will be conducted in one full day and will include the following:

Human Resources

• Introduction to the company, its mission, functions and culture.

 • Review of company organizational chart.
• Employee handbook review.
• Benefits plan information, discussion and preliminary enrollment.

Safety

• Safety and health policies reviews—safety, fire, emergency evacuation, job-related safety issues.

Key Administrative Policies

• Anti-harassment policy review and discussion.

• Policy reviews—pay periods, travel, personal vehicle use, training requests.
• Administrative procedures—security, computer systems and logins, telephone systems, supplies
and equipment.

Department Overviews

• An overview provided by a management representative from each [Company Name]

department about the purpose of and functions within his or her department.
• A discussion led by a management representative from each [Company Name] department
focusing on frequently asked questions as well as individual questions from participating new
hires.

Time spent completing new-hire paperwork and time spent in the orientation meeting are considered
hours worked. Each employee’s time card should reflect the time engaged in the orientation program as
paid hours and should be coded appropriately.

Employee Relationship Management

Employee Relationship Management or ERM is the process of managing relationships in an organization.

These relationships can be between the organization and employees as well as coworkers working at
the same level.

For employees to be productive, they need to have a working environment that allows them to be
creative. When employees have an easy-going relationship with others at work, it will show in their
performance and productivity. There will be more communication, collaboration, and cooperation.

An effectively managed ERM will pave the way for a fulfilling employee experience and a feeling of
satisfaction from the work your employees do.

Training and Development Process

The quality of employees and their development through training and education are major factors in
determining long-term profitability of a small business. If you hire and keep good employees, it is good
policy to invest in the development of their skills, so they can increase their productivity.

Training often is considered for new employees only. This is a mistake because ongoing training for
current employees helps them adjust to rapidly changing job requirements.

Purpose of Employee Training and Development Process In HRM

Reasons for emphasizing the growth and development of personnel include

 Creating a pool of readily available and adequate replacements for personnel who may leave or
move up in the organization.
 Enhancing the company's ability to adopt and use advances in technology because of a
sufficiently knowledgeable staff.
 Building a more efficient, effective and highly motivated team, which enhances the company's
competitive position and improves employee morale.
 Ensuring adequate human resources for expansion into new programs.

Research has shown specific benefits that a small business receives from training and developing its
workers, including:

 Increased productivity.
 Reduced employee turnover.
 Increased efficiency resulting in financial gains.
 Decreased need for supervision.

Employees frequently develop a greater sense of self-worth, dignity and well-being as they become
more valuable to the firm and to society. Generally they will receive a greater share of the material gains
that result from their increased productivity. These factors give them a sense of satisfaction through the
achievement of personal and company goals.