The diy hr handbook pdf free download Laurie R

Motivation Motivation includes job specification, performance evaluation, reward and punishment, work performance, compensation management, discipline and so on. This requires that the organization should provide additional facilities, safe working conditions, friendly work environment, and satisfactory labour relations. Managerial Functions Of Human Resource Department Managerial function is concerned with the activities performed by top management in the organization.

Operative Functions Of Human Resource Department Operative function is concerned with day-to-day management of organizational activities and human resources.

Employment Development Compensation Motivation Maintenance Personnel record Industrial relation or employee relation 3. Advisory Functions of Human Resource Department Human resource manager has specialized knowledge, education and training in managing human relations.. The advice may be to the top management or departmental heads.

Concept And Meaning Of Human Resource Planning Human resource planning is one of the crucial aspects of human resource management because it helps to ensure the needed manpower for organizational goal.

Human Resource Planning Approaches Quantitative Approach It is also known as top down approach of HR planning under which top level make and efforts to prepare the draft of HR planning. It is a managementdriven approach. The focus of this approach is to forecast human resource surplus and shortages in an organization. In this approach major role is played by top management. Qualitative Approach This approach is also known as bottom up approach of HR planning under which the subordinates make an effort to prepare the draft of HR planning.

Hence, it is also called sub-ordinate-driven approach. It is concerned with matching organizational needs with employee needs.

In this approach, major role is played by lower level employees. Mixed Approach This is called mixed approach because it combines both top-down and bottom-up approaches of HR planning. In fact, the effort is made by employees and the management equally.

There is a equal participation of each level of employees of the organization. Concept And Meaning Of Job Design Job design is a process through which job related data are revealed and the contents as well as methods of performing different tasks are specified.

It plays a key role in bringing organizational productivity and employee motivation at work. Job design is a process by which required and job-related information is gathered to determine different tasks to be included in the job. Methods Of Job Design 1. Classical Approach Under this approach, the job is designed in the basis of organizational requirements.

Its purpose is to simplify the tasks and break them down into small work units. The primary focus of this approach is planning, standardizing and improving human effort at work in order to optimize organizational productivity. Under it, jobs are designed according to individual needs and organizational requirements. Furthermore, this approach considers both job-related technical systems as well as accompanying social forces of the job. The technical and social aspects of job are analyzed in order to create jobs which have supportive relationship.

Behavioural Approach Behavioural approach is concerned with behavioural factors such as: autonomy, variety, task identity, task significance, feedback mechanism etc. It means the above mentioned behavioural factors are analyzed and considered while designing the jobs under this approach.

Concept And Meaning Of Job Analysis Job analysis collects and analyses the information related to jobs and various aspects of jobs. Job analysis is a process of gathering or collecting information relating to job description and job satisfaction.

It is the systematic process of gathering and organizing the information relating to various aspects of job, which describes the job contents and minimum job requirements in terms of skills, efforts, responsibilities and working conditions. Objectives Of Job Analysis Job Description Job description is a job profile which describes the contents, environment and condition of jobs.

It provides information relating to activities and duties to be performed in a job. It differentiate one job from another by introducing unique characteristics of each job. Job Specification It includes the information relating to the requirements of skills and abilities to perform a specific task. The job specification statement identifies the knowledge, skills, abilities needed to perform that task effectively.

Job Evaluation Job analysis also provides required information which are necessary for evaluating the worthiness of jobs. After the preparation of job description and job specification statements, it assists for the evaluation of actual performance against the predetermined standard. Job evaluation is the rating of job in an organization which attempts to compare the relative intrinsic value of each job and forms a job hierarchy.

Job specification is prepared along with job description statement to explain the minimum acceptable human qualities necessary to perform the task effectively.

It specifies the physical, psychological, personal, social and behavioural characteristics of each job-holder. Recruitment is a process of identifying and preparing potential candidates to fill the application form. Recruitment may be defined as a process of bringing right people for right position, at the right time to perform organizational activities in order to achieve the objectives. Communicating The Information The potential candidates are informed about vacancy announcement.

Receiving Application Recruitment process ends receiving the application forms dropped by different applicants who are interested to apply for a job. It provides a pool of candidates for selection. Internal Sources And Methods Of Recruitment Internal sources refer to recruiting employees from within the organization. Promotions It refers to promoting or upgrading an employee who is already existed in the pay roll and contributed for organizational performance.

Transfers Under it, employees are internally recruited through transfer from one work place to another. Recalling of laid-off employees. Methods Of External Recruitment External recruitment is concerned with generating a pool of qualified candidates from outside of the organisation. Direct Recruitment Direct recruitment refers to a process of recruiting qualified candidates from external sources by placing a notice of vacancy in an organization's notice board.

Casual Callers This method of recruitment is concerned with using previously applied candidates as a source of recruitment. Advertising Advertising is one of the most common and popular methods of external recruitment under which the job vacancy is announced through different print and electronic media 4. Employment Agencies Employment agencies run by private, public or government sectors are regarded as an important source of recruitment for unskilled, semi-skilled and skilled jobs.

Schools, Colleges And Universities It is also known as campus recruitment. Under this method of external recruitment, educational institutions such as schools, colleges and universities offer opportunities for recruiting fresh candidates. Labour Contractors Labour contractors are an important source of recruitment under which workers are recruited through contractors.

Recommendations Under this method of external recruitment, applicants are introduced by friends and relatives. Advantages Of External Recruitment 1. Wider Choice 2. Qualified Personnel 3.

Fresh Talent 4. Competitive Spirit 5. Widens opportunity for all. The process of selection provides an employment opportunity to the persons who possess the abilities and qualifications to perform a specific job. It is used to assess the ability, aptitude and personality of prospective candidates. Selection test is conducted in order to select a right person for the right job who will be capable of performing organizational activities if hired.

Types Of Selection Tests 1. Intelligence Test Intelligence test is used to judge the mental ability of the candidates 2. Aptitude Test It measures the probability of performing the job in terms of how often and how well. Personality Test It is the measurement of personal characteristics of the candidates.

It starts by defining who would use the HR manual and the main reasons to use it. Then, it offers a sample of a standard HR manual template along with tips on how to use it. You may also see Instruction Manual Templates. Hr Process Manual Template xavier. This HR exploitation training manual template here offers an elaborate document on the use of force and coercion techniques to demand commitment from employees.

Hr Operations Manual Template education. Hr Managing Manual Templte wpboard. Hr Employee Acknowledgement Manual Template duluthga. The template also includes space for the employee to enter his name and signature. A standard HR manual template will contain some basic sections like recruitment, workplace behavior, protocols, termination or parting, health and safety, holidays and leaves, employee compensation and benefits, dress code if any and sexual harassment.

You may also see The manual must be drafted and finalized in thorough discussion with the legal advisors of your company, Board of directors and your stakeholders.

There are various purposes of writing an HR manual. First of all, the manual makes it sure that your company policies regarding the employees are perfectly in compliance with the set legal standards of your industry, state and country.