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STUDY OF
HUMAN RESOURCE PLANNING
RECRUITMENT
SELECTION
GRIEVANCE REDRESSAL
PREPARED BY-
AVILASH PATTNAIK
ROLL NO-20PMIR013
BHUBANESWAR
ACKNOWLEDGEMENT
I would like to express my special thanks of gratitude to my teacher
miss minarva dash for their guidance and support in completing my
project. No amount of written expression is sufficient to show my
deepest sense of attitude to her. Her suggestion and instruction has
served as major contributor towards the completion of the project.
Grievance
Human resource planning
Introduction -
Human resources undoubtedly play the most important part in the
functioning of an organization. The term ‘resource’ or ‘human
resource’ signifies potentials, abilities, capacities, and skills, which
can be developed through continuous interaction in an
organizational setting.
The interactions, interrelationships, and activities performed all
contribute in some way or other to the development of human
potential. Organizational productivity, growth of companies, and
economic development are to a large extent contingent upon the
effective utilization of human capacities.
Hence, it is essential for an organization to take steps for effective
utilization of these resources. In the various stages in the growth of
an organization, effective planning of human resources plays a key
role. Matching the requirements of the job with the individual is
important at all stages, including the recruitment procedures, in this
endeavour
When organizations contemplate diversification or expansion, or
when employees have to be promoted, human resource planning
plays an important role. Further, the organizational plans, goals, and
strategies also require effective human resource planning.
Concept of human resource planning-
Human resource planning or manpower planning is the process
of systematically reviewing hr requirements to ensure that the
required number of employees with the required skill is
available when they are needed.
In other words, Human Resource Planning is responsible for
arranging the right people for the right job from all the
available sources. And not only this, it also anticipates the
vacancy arising due to the promotion, transfer, retirement,
termination, of an employee and thus, plans for the manpower
accordingly.
Definition
According to E.W. Vetter, human resource planning is “the
process by which a management determines how an
organisation should make from its current manpower position
to its desired manpower position”.
Process of HRP-
1. Analysing organisation objectives-
The human resources
planning process starts with the identification of the objectives
of the different departments in the organization. each
department such as management, marketing, production,
finance, and sales, etc. can have different objectives and they
have specific expectations related to human resources. The
objectives can include recruiting new employees for the
process, reducing the number of employees by automating
processes, or improving the knowledge and skill levels of
existing employees.
2. Inventory of current manpower-
Once the necessary changes are
identified, the Human resources planning team should create
an inventory of the current human resources available in the
organization. This should include the current number of
employees available in the organization, their capacities,
capabilities, and performance abilities. This helps the human
resources team to identify the methods of filling the upcoming
job requirements and to create estimates to internal and
external recruitments that will be necessary.
3. Forecasting demand and supply of human resources-
Based on the objectives of
the different departments of the organization and the
inventory of the available resources, the Human resources
planning team can forecast the demand of the employees.
Apart from that, based on the availability in the organization
and the employee market, the supply of the employees should
be forecasted.
A. Demand forecasting techniques –
Judgemental method-
Under this method manger sit down and forecast the estimate need
of human resources for various departments and for the organisation
.
Judgemental method
Participative approach
bottom up approach
under this approach line worker are estimates and inform their hr
requirements to tahe mangers .managers takes all data from each
departments and finally forecast the requirements for all over the
organisations.
Top bottom approach
Under this approach top level estimates the hr requirements for
each department and forward these data to the respective
departments for their review and approval.
Participative approach-
It is one efficient way where both top level and departmental heads
discuss and forecasts the hr requirement.
Concept
Recruitment in HRM is a systematic process for Hiring
Talent. It start from identifying, attracting, screening, short
listing interviewing, selecting and finally hiring the most
potential candidate for filling up the vacant job vacancies in an
organization.
In any business organization, employees are always considered
to be their biggest asset and People Management is the most
important function managed by their HRM Department. The
primary job of Human Resource Management (HRM) Team is to
keep building the pool of Human Capital for the organization
which can result into selection of right candidate for right job.
Recruitment aims for choosing and hiring the right the person
for the right Job at the right time. The Human Resource
Management Department often considers two major sources of
recruitment namely internal and external source of
recruitment. The purpose of recruitment process is to gather
information about the talented and qualified individuals who
might be interested to work for the organization in an effective
way.
Recruitment Meaning:
Recruitment actually means a way to search the future
employees of the organization and stimulate qualified people
to apply for the job. It helps to create a pool of job seekers and
improve the scope of recruitment of better employee.
Recruitment activity brings together the people who are
qualified and looking for job and the organizations which are
searching for prospect employees. The properly executed
recruitment process leads to joining and selection of suitable
manpower in the organization.
Definition-
Edwin Flippo - Recruitment is the process of searching for
prospective employees and stimulating them to apply for jobs
in the organization.
Kempner - Recruitment is identified as a first step of the
process which persists with selection and ends with the joining
of the suitable candidate in the organization.
Importance of Recruitment
source of recruitment
Advantages of Selection
When Google Inc. topped the ranks for the most popular companies in the world, it
could no longer contain the number of applications it receives from thousands of job
hunters from all over the globe. And since the company aims to hire only the best
employees that fit the organizational culture and standards of Google, the company
started thinking of ways to better improve its recruitment and selection process for
its would-be employees.
In an article released in New York Times in 2007, Google Inc shared its non-
traditional, highly creative and unconventional approach of selecting and hiring
employees. Initially, the Google management sought the aid of its highly-competent
and well-skilled technical staff in order to find ways to quickly go through and review
the millions of applications it stored in its recruitment database.
The Google Inc management also decided to focus on the distinct behavioral
characteristics and personality that separates Google employees from any other
employees in other known companies. It shifted its focus from academic
qualifications and technical experiences to the
applicant’s personality, creativity, leadership capacities, innovative and non-
conventional ways of thinking and the applicant’s overall exposure to the world. The
academic qualifications and the intensive job experience just came in as second
priorities of the company in choosing the best candidates for any open positions.
Since then, the Google Inc company not only became known for its outstanding and
“luxurious” job compensation and benefits packages it offers its employees, but also
in making use of some of the most powerful recruitment assessment tools capable of
picking the best employees in the world that fit the standards set by Google.
The Google Recruitment Process
One of the most notable statements of Eric Schmidt, the CEO of
Google Inc. is that “Google invests in people.” The main reason why
people from different cultures, have been dreaming of being
recruited and hired by Google is that the company offers possibly the
most outstanding job compensation packages any normal employee
could ever enjoy.
In order to attract the best employees, Google draws them by the
promise of wealth and luxury, providing their employees with almost
everything an employee could possibly need, from absurdly high
compensations to extravagant and luxurious benefits like gourmet
food, carwash, gym, snacks, exercise classes, dry cleaning services,
car services, haircuts, oil changes, massages, checkups and many
more, all for free.
Nevertheless, the recruitment process was also far beyond ordinary.
Several people who have had experience in the Google recruitment
process narrates that the experience was totally nerve-wracking.
One applicant who underwent interviews for Google has had five to
seven interviews in one day for two to three straight days. That
applicant claims that the interviews were really tough with some of
the brightest people in the world, conducting the interviews filled
with brain teasers, algorithmic problems, and IQ tests.
Another applicant who also have had experiences in the recruitment
process of Google claims that his Google experience was one of the
most nerve-wracking adventures of his life. The interviewers were
looking for extremely bright individuals and so the recruitment
method was filled with IQ tests, brain teasers, algorithms, data
structures, and a lot of mathematics involved in it.
The Google Selection Process
Google is no doubt the world’s best recruitment leader. Google is
known for various unique approaches that it has utilized in order to
attract the cream of the crop or the best of the bests. One way is
through employment branding. Google has so successfully utilized
their brand in order to attract the most talented and highly-
competent individuals in the world. Because of their claim of
providing the best employee-employer experience supported by the
many perks, benefits and high salaries that Google employees get to
enjoy, Google became the most desired companies for men and
women in the world.
While the work and job responsibilities in Google are not that easy,
the stock options benefit is one of the key drivers of retention and
continuous acquisition of the best employees for this company. In
2007, employee turn-over at Google was reportedly less than 5%
which was simply phenomenal. People didn’t want to leave the
company because the amazing provisions and benefits that the
company offers its employees. Moreover, the creative approaches of
Google when it comes to hiring and retaining employees were simply
exceptional. Employees claim that money was never an issue for
Google in terms of utilizing it to take care of its employees.
One notable recruitment technique that Google utilized in 2006 was
the targeted and unobtrusive approach to sending recruitment
messages. Google crafted a simple technique to recruit the best
students in certain schools and universities to work for them. They
allowed people from these schools to access the search portal of
Google wherein the students’ IP address would be identified to see
from what organization the person belongs into. The technique was
successfully executed using a minimalist and unobtrusive style of
recruitment wherein below the search box, the Google system would
know whether the targeted student is graduating or not and whether
or not they intend to work for Google after graduation. The approach
was definitely a successful micro-targeted approach. It was also in
the same year when Google opened up to the idea of an Employee
Referral Program. In putting up this program, Google made sure that
it would deliver them a world-class employee whose personality,
qualifications and work ethics reflect the Google standards.
A year passed by and Google’s attempts for recruitment innovations
continued to improve. In 2007, Google developed a simple and
effective assessment tool to screen its millions of applicants all over
the world via an algorithm assessment tool. The algorithm technique
effectively separated the top and the best performers from
thousands of candidates vying for a position. Moreover, the
assessment tool was made sure to successfully predict the best
possible candidates from the least and the average and has managed
to resolve the issue on the usual assessment tools being used by
most companies, relying mainly on the academic qualifications and
intensive industry and job experience.
Truly, what separates the Google recruitment process from the
typical and the usual recruitment methodologies that other
companies employ is its ability to accurately identify the best
candidates for the position using a more data-based and scientific
approach to the recruitment process. Also, it has significantly
reduced the reliability of interviews, which for most companies,
serves as the final indicator of how well an employee will perform at
work. Furthermore, the algorithm approach which is a
common business model that the company employs was effectively
used to assess whether potential candidates can indeed perform
given the high performance standards of Google.
The secret to be selected as a Google employee is that one has to
think a lot like an “engineer”. Apparently, Google expects their
employees to be highly quantitative and highly analytical as well as
highly capable of dealing with too many data all at the same time.
During the interviews, an applicant must also be able to demonstrate
his skill or capacity by writing codes, intelligently analyzing case
studies and brain teasers and solving algorithmic problems on the
spot. Also, Google is searching for applicants who are highly practical
and are capable of making something out of nothing that people can
make use of.
The Google Interview Process
Since Google is known to be the ultimate recruitment and selection
machine, its interview processes are also the most grueling
experiences an applicant could ever have. Usually, the interviews
begin using the telephone. Once the phone interviews conducted
have been successful, the applicant would be scheduled by the
recruitment officer and be invited for a series of five to ten
interviews in one day with ten different people. For some people
who have successfully undergone this process, they described it as
the most excruciating employment experience of their lives as a lot
of mental gymnastics were necessary to prove your skills.
There were many instances when the applicants were asked to write
codes, brain storm, role play or solve mathematical equations on the
spot just to prove that they are highly-skilled and competent. In
other instances, the applicants are even tested of their marketing
skills even though the position an applicant is applying for is highly
technical. The interviewers seem to have control and power over the
applicants letting them do everything just to prove that they are
worthy for the position. Common questions involved computer
network problems, Java programming and algorithms by which
Google is known for.
Moreover, other applicants can rate and share comments on another
applicant which Google can track and use as another basis for hiring
or not hiring an applicant. Overall, the process was a lengthy, tedious
and nerve-wracking experience which can possibly traumatize
anyone whose dream is to work for one of the most prestigious
companies in the world. Nevertheless, the perks and benefits are
limitless and are more than enough to compensate for such a tough
employment experience.
Introduction and Definition of Grievance:
A grievance is any dissatisfaction or feeling of injustice having
connection with one’s employment situation which is brought to the
attention of management. Speaking broadly, a grievance is any
dissatisfaction that adversely affects organizational relations and
productivity.
To understand what a grievance is, it is necessary to distinguish
between dissatisfaction, complaint, and grievance.
1. Dissatisfaction is anything that disturbs an employee,
whether or not the unrest is expressed in words.
2. Complaint is a spoken or written dissatisfaction brought to
the attention of the supervisor or the shop steward
3. Grievance is a complaint that has been formally presented
to a management representative or to a union official.
Definition –
According to Michael Jucious, ‘grievance is any
discontent or dissatisfaction whether expressed or not,
whether valid or not, arising out of anything connected with
the company which an employee thinks, believes or even
feels to be unfair, unjust or inequitable’.
Features of Grievance:
1. A grievance refers to any form of discontent or
dissatisfaction with any aspect of the organization.
2. The dissatisfaction must arise out of employment and not
due to personal or family problems
3. The discontent can arise out of real or imaginary reasons.
When employees feel that injustice has been done to them,
they have a grievance. The reason for such a feeling may be
valid or invalid, legitimate or irrational, justifiable or
ridiculous.
4. The discontent may be voiced or unvoiced, but it must
find expression in some form. However, discontent per se is
not a grievance. Initially, the employee may complain orally
or in writing. If this is not looked into promptly, the
employee feels a sense of lack of justice. Now, the
discontent grows and takes the shape of a grievance.
5. Broadly speaking, thus, a grievance is traceable to be
perceived as non-fulfillment of one’s expectations from the
organization.
Causes of Grievances:
Effects of Grievance:
Grievances, if not identified and redressed, may adversely
affect workers, managers, and the organization. The effects
are the following:
1. On the production:
a. Low quality of production
b. Low productivity
c. Increase in the wastage of material, spoilage/leakage of
machinery
d. Increase in the cost of production per unit
2. On the employees:
a. Increase in the rate of absenteeism and turnover
b. Reduction in the level of commitment, sincerity and
punctuality
c. Increase in the incidence of accidents
d. Reduction in the level of employee morale
3. On the managers:
a. Strained superior-subordinate relations.
b. Increase in the degree of supervision and control.
c. Increase in indiscipline cases
d. Increase in unrest and thereby machinery to maintain
industrial peace.
. Stage I:
Firstly, the aggrieved employee shall convey his grievance verbally in
person to the officer designated by the management for this
purpose. The officer has to answer within 48 hours of the
presentation of the complaint.
Stage II:
If the worker is not satisfied with the decision of this officer or he
fails to receive the answer within the stipulated time, then, he shall
along with his departmental representative, present his grievance to
the head of the department. Usually, a fixed time is specified during
which an aggrieved employee could meet the departmental head.
The head of the department shall give his answer within three days
of the presentation of the grievance.
Stage III:
If the decision of the head of department is unsatisfactory, then the
aggrieved employee along with the departmental representative
may forward his grievance to the grievance committee. The
grievance committee shall make its recommendations to the
manager within 7 days of the employee’s request. If the
recommendations of the committee are unanimous then the
management shall implement it.
If there are differences of opinion among the members of the
committee then the views of all the members shall be placed before
the manager for the final decision. In either case, the final decision of
the management shall be communicated to the employee within
three days from the receipt of the recommendations of the
grievance committee.
Stage IV:
If the decision of the management is not in time or unsatisfactory
then the worker may appeal to the management for revision. The
management shall communicate its decision on appeal within a
week.
Stage V:
If still no agreement is reached, then the union and the management
may refer the grievance to voluntary arbitration within a week after
the decision of the management. In the model grievance procedure
there is a time limit within which an appeal shall be taken from one
stage to the other.
The aggrieved worker shall, within 72 hours of the receipt of the
decision at one stage (in case no decision is received then on the
expiry of the stipulated period), file his appeal with the authority at
the next higher stage.
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