“Recruitment’ is one of the specialized activity performed by human resource management. Mention any two other specialized activities of human resource management.
Like recruitment, the other specialised activities performed by human resource management are selection and training.
Why employees become lethargic when the organisation uses internal sources of recruitment? State.
When organisation uses internal source of recruitment, employees become lethargic due to lack of competition from outside. As no new employee is recruited from outside, employees inside the organisation feels that even they work or not, they will be given promotion and their position is safe.
Name and define the process that helps in finding possible candidates for a job or a function.
The process that helps in finding possible candidates for a job or function is recruiting. Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.
Mr. Naresh recently completed his M.B.A. from one of the Indian Institutes of Management in Human Resource Management. He has been appointed as Human Resource Manager in a Truck Manufacturing Company. The company has 1,500 employees and has an expansion plan in hand that may require additional 500 persons for various types of jobs. Mr. Naresh has been given the complete charge of the company’s Human Resource Department.
List out the specialized activities that Mr. Naresh is supposed to perform as the Human Resource Manager of the company.
Various activities Mr Naresh have to perform are:
1) Job analysis: It is a systematic process of collecting, evaluating and analysing information about a job.
2) Recruitment: Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.
3) Selection: Process of selecting the person who suites best for the position.
4) Orientation, training and development.
5) Performance appraisal: Evaluation of actual against desired performance by an employee.
6) Developing compensation and incentive plans.
7) Handling grievances and complaint and
8) Providing social security and welfare of employees.
Neha was a regional sales manager in ‘Good Look Garments Ltd’ for ten years. On the retirement of the marketing manager Neha applied for the same post as she was extremely ambitious and had dedicated all her energies to obtain the post of marketing manager. However, the top management of the company decided to fill this post by selecting a better person from outside the company. Because of this Neha was heart-broken and her performance declined.
When the new marketing manager joined, one of her major problems was how to motivate and inspire Neha to her former level of performance?
Suggest any three non-financial incentives that the new marketing manager may use to motivate Neha.
Non-Financial incentives that the new marketing manager may use to motivate Neha are:
1) Job Enrichment: Job enrichment is concerned with designing jobs that include greater variety of work content, require higher level of knowledge and skill; give workers more autonomy and responsibility; and provide the opportunity for personal growth and a meaningful work experience. If jobs are enriched and made interesting, the job itself becomes a source of motivation to Neha.
2) Employee Recognition programmes: Employee recognition means, evaluation of their work and due recognition. Recognition means acknowledgment with a show of appreciation. Neha can also be motivated by this program.
3) Employee participation: Neha must be made involved in decision making of the issues related to her. In many companies, these programmes are in practice in the form of joint management committees, work committees, etc.
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