HUMAN RESOURCE MANAGEMENT PROCESS

Presentation to: Mrs Sarita Kulkarni Sub-Hr in Retailing

Presentation by: Zara dholkawala Rollno-04 Mba-retail JDBIMS

SCOPE
WHAT IS HRM FUNCTIONS OF HRM IMPORTANCE OF HRM COMPONENTS OF HRM HRD HRP HRM PROCESS OF INDIA MART COMPANY CURRENT ISSUES OF HRM CONCLUSION

Management Functions

Planning Organizing
Human Resource Management

The role of a HR manager

personnel management and human resource management

Leading Controlling

Introduction to

HRM

Acquisition
HRP; Recruitment &Selection; Socialization

Development
Training; Management development; Career development

Human Resource Management is a process consisting of acquisition, development, motivation and maintenance of human resources.
Quality of work life

Productivity

Readiness for change

Motivation
Performance evaluation; Compensation / benefits Rewards

Maintenance
Safety & Health Employee / labor relations

What is HUMAN RESOURCE MANAGEMENT

The management function that deals with recruitment, placement, training, development of organization members. HRM is a process for staffing the organization and sustaining high employee performance. HRM can be defined as all the practices, systems and procedures implemented to attract, acquire, develop and manage human resources to achieve the goals of an organization. Simply it is managing the employment relationship

DEFINITION

Human Resource Management is the planning, organising, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organisational, and social objectives are accomplished. - Edwin B. Flippo

Definition Function of Human Resources Management

Planning-it is an ongoing process of developing business mission and objective &formulating the action to accomplish that . Identification of needs of employee & to predict the future changes are part of planning Organizing-It is establishment of Staffing-It is internal filling the position with organization structure .Its qualified people focus is on and keeping it division filled . coordination & Recruiting hiring control of task . training In this function evaluating HR manager transferring are the specific assign the responsibility activity of this and authority to function. job holder. Controlling-It is Directing-it is establishing process of performance maximum standard based utilization of on organizations human resources goal measuring contribution . It them and also includes comparing the forming good actual human relation& performance to coordination standard among different performance & level of taking proper department action .

Importance of Human Resource Management

Staff is the most important resource of an organization. Human resource is the key ingredient to success. Human resource creates organizational accomplishments and innovations.

Components of a HRM System

Human Resource Planning Career Development Compensation & Benefits

Recruitment/ Decruitment

HRM

Performance Management/appraisal
Labour relations

Selection

Orientation

Training/ Development

Operative functions

Employment
Human Resources Development Compensation Employee Relations

Employment
Job Analysis

Human Resource Planning

Recruitment Selection Placement Induction

Human resource Development

Performance Appraisal Training Management Development Career Planning & Development
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COMPENSATION Job Evaluation

Wages & Salary Admin

Incentives

Fringe benefits

EMPLOYEE RELATIONS

Employees in organizational context, as a social group Determining the job satisfaction level of the employee

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India mart company in context with HRM

About-India mart

In 1995-1996 Internet arrived in India, total 500

subscribers in the country In April 1996- Indiamart.com started with sole proprietorship Key offering Website designing & development IndiaMART.com is India's largest online B2B marketplace connecting global buyers with suppliers through business directories, online product catalogs, buy-sell offers, industry specific marketplaces, print media and trade shows participation.

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Founded in 1996, Has a pan-India presence in over 100 cities. Employees strength- 3500 in 71 cities IndiaMART.com offers an extensive range of value-added products and services to its 1 million registered members and nearly 5 million global buyers across various industries and verticals.

IndiaMART.com has won numerous awards over the years, which include coveted Red Herring Award, Emerging India Award, among others. The company has also been widely covered by media for its pioneering role in promoting SME business in the country. Its existing investors include Intel Capital and Bennett, Coleman & Co. Ltd., India's largest media

Core values of India mart

For us they are simple and straight; take responsibility, work with passion and commitment, move ahead as a team and conserve the integrity.

We firmly believe that core values keep organizations stable and focused to the common goal. Our core values have helped us achieve our mission to bring measurable benefits to our customers.

Services
DYNAMIC CATALOG PROGRAM

A comprehensive online marketing that provides enhanced enquiry generation.

TRUST SEAL TrustSeal is a business verification service that checks supplier's records of existence, credibility and trustworthiness for the benefit of buyers.

STAR SUPPLIER With Star Supplier to your support, you can get premium positioning among suppliers in all the relevant categories.

LEADING SUPPLIER Leading Supplier is the right choice for companies who have a right mix of infrastructure, management capabilities and experience in servicing global buyers.

Individual Grievance of any Associate, related to

Work environment Work Assignment Entitlements Payments Leaves Any other grievance

Flow chart of proposed individual grievance redressal procedure

Drop written grievance in available format in any of the box available at Canteen.

Aggrieved associate is advised to discuss his grievance first with his immediate associate is advised to discuss his grievance first with his immediate supervisor and section head and try to get it resolved. If aggrieved is not satisfied, he may mediate supervisor and section head and try to get it resolved. If aggrieved is not satisfied, he may

STEP 1 DEPT REVIEW To be done by Dept. Head (Not to exceed 3 working days.

STEP 2 COMMITTEE REVIEW

To be done by a Committee consisting of concerned HO done by a Committee consisting of concerned HOD, a Manager from an D, a Manager from an independent Division and a representative

from HR Department (Not to exceed 5 working days)

STEP 3 BOARD REVIEW

To be done by a Board consisting of concerned Head, an independent Head and Head ADMN. (Not to Referred to step-4)exceed 7 working days) Any decision taken at this level shall be final unless

STEP 4 DIRECTORS REVIEW

To be done by Director (Not to exceed 7 working days) (Any decision taken at this level shall be final and binding for all)

Recruitment process of indiamart.com

Requirement

Job Analysis, Position Review, Prepare Job description, Determine Criteria

Data bank (Pools of profiles and Resumes)

Job Advertisement/ Job Portals/References/Em ail Notification/Data base

Screening Activity

Stage 1 Profile

Stage 2 Telephone

Stage 3

Person

Scheduling Interview

Short listing / Selected / offer

Rejected Notification To Unsuccessful Candidate

Recruitment process of indiamart.com (for marketing executives, sales manager, Sr sales manager
Identifying the requirement (vacancy) The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Posts to be filled Number of persons Duties to be performed Qualifications required

Preparing the job description and person specification.

Recruitment Sources External sources

Job Portals ( Naukri.com) Consultancies ( Porton consultancy) Campus Recruitment Advertisement

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External sources is usually used by Indianmart.com to hire candidate for lower management e.g. Marketing Executives, Sales managers etc Internal sources Present Employees Employees Referrals Former Employees Previous Applicant Internal sources is usually used by Indianmart.com to hire candidate for higher level management e.g. Branch Manager, Regional manager etc

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SOURCING OF PROFILES : SOURCING OF PROFILES SOURCE PROFILES THROUGH JOB PORTALSWE USE NAUKRI.COM AND TIMESJOB.COM. SOURCE PROFILE THROUGH REFERENCE(EMPLOYEE) SCREENING OF PROFILES : SCREENING OF PROFILES OUT OF MANY RESUMES WE SEARCH QUALITY PROFILES THAT SUITS OUR STANDARDS. CALLING CANDIDATES :

PHONE AND EMAIL

FORWARD PROFILCALLING CANDIDATES CALLING CANDIDATES VIA E TO DEPARTMENT HEAD : FORWARD PROFILE TO DEPARTMENT HEAD SEND CANDIDATE INFORMATION TO DEPTT. HEAD FOLLOW UP WITH DEPTT. HEADS

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SCHEDULING INTERVIEWS : SCHEDULING INTERVIEWS SCHEDULING INTERVIEWS AS PER CANDIDATES AVAILABILITY WHILE WORKING HOURS OF OUR COMPANY.

FEEDBACK : FEEDBACK GATHER FEEDBACK FROM DEPTT. HEADS AND UPDATE THE CANDIDATE ABOUT THE SAME.
MAINTAIN INFORMATION :

MAINTAIN INFORMATION MAINTAIN INFORMATION OF EACH AND EVERY CANDIDATE IN AN EXCEL SHEET FOR FUTURE REFERENCE.

Selection process of indiamart.com for marketing executives, sales manager, Sr sales manager

Selection Process Preliminary Interview (By HR dept)

Selection Test Psychological Test

Employment Interview (By Branch Manager) Final Interview (By Regional Manager) Selection Decision (By Regional Manager)

Job Offer

Employment Contract

Evaluation

After the selection of the candidatethe following procedure is followed

#1 Joining Formalities
Following Forms are to be filled up at the time of Joining of a new employee

Joining form
Bank Form for Salary A/c [If required]

Form 60 for Pan Card [If required]

Form 49A (PAN) [If required]

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#2

Documents Required

Academic Certificates Xth Certificate (mandatory) 3 copies PG Degree or Diploma/ Graduation Mark sheet Passport Size photographs Required 6 PP size photographs Date of Birth Proof Xth Certificate/ TC

Id Proof (Any of the Following):

Driving License Permanent & within validity period Passport - within validity period Voter Id

Xth Mark sheet if photograph is affixed on it Pan Card (Must-if already having)

continue Address Proof (Any of the Following):

Bank Statement / passbook (with latest transaction) Driving License Permanent & within validity period Passport within validity period Voter Id Pan Card Letter Utility Bill (either on the name of individual/ father/ mother, along with the declaration I,_____________ (name) hereby declare that the document which I have submitted as Address Proof is on my father's/ mother's name. His/her name is

----------------------- (name of father/mother) Letters: Proof of experience (any of the following from all the served company) If the candidate has shown any experience in the Application Form and CV.

Relieving Letter from the previous employer (if applicable) Experience letter given by the previous employer (if applicable) Offer / Joining / Appointment Letter of the previous organization (if applicable) Salary Slip (If the candidate is not a fresher) Duly accepted Resignation Letter Self declaration stating I,_____________ (name) hereby declare that I do not have any proof regarding the experience which I have mentioned in the

Application from and CV due to

______________________(reason).

Training and development

Contribute to the growth of an individual, the organization, our country & society

Focus on shaping, honing & developing every individuals skills, personality, character, and attitude by exposing to technical, behavioral and leadership development programs.

Recognize talent, with initiatives like Employee of the Month, Best Performers& Pillars of Success

Chart individual career paths supported by relevant training & development to bring out the professional & personal best of our employees.

The Training & Development framework has been designed with a view to enhance the person to suit the needs of the business.

Salary
They believe in offering transparent, 'WYSIWYG' (what you- see-iswhat-you-get) Salary

Pretty unlike other companies, if we say we offer you Rs 'x', you get the same (minus only taxes, if applicable).

The salary is paid between 1st to 3rd of every month. Without any hidden deductions or irrational/non-desirable components built into it

Benefits like accidental insurance, canteen subsidy, etc., are not counted in your gross salary.

Performance appraisal
The Performance Appraisal framework has been designed As a powerful tool to calibrate, refine and reward the performance of an employee

To measure and improve the actual performance and also to enhance the future potential of the employee

Performance Appraisal System:

They review the performance of the employees at regular intervals, to bridge the gap, if any between actual and the desired output The first monetary appraisal after joining is done after your successful completion of 6months on job The second appraisal is done after the 10th month, preceding the 1st appraisal The 3rd appraisal is done after the 11th month & thereafter every 12 months

General office procedures

Official Timings - 9 a.m. to 6 p.m.
One needs to spend at least 9 hours a day to mark the day as present. 1 hour flexible time option is given, 8:30am to 9:30 am in the morning and 5:30 6:30 pm in the evening. Leverage of half an hour thrice in a month for going early or coming late with no OD's for the same

Less than 9 hrs a day for more than 3 days in a month, would account for half days salary.
Half day will be marked if total working hours are more than 4:30 hours irrespective of in-time but limited to official working hours. Leave application will be required to support the half day. If one has worked for beyond 9 hours of normal working day, then s/he is entitled to come late by x/2 hours the next day and avail an OD for the same on approval from his second level manager, or higher.

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All employees are entitled to take a short leave twice in a month, upto 2 hrs, either morning or evening with the prior permission of second level manager, or higher. One is entitled for compensatory on/ roaster on (RO) for working on an holiday. The same needs to be availed within next 15 days. It will be accumulated for consumption anytime later. In case of finger not being scanned and accepted by the system, one need to get the OD approved from the second level manager or higher. This needs to be done on the same day and OD shall not be accepted thereafter. Morning attendance is compulsory for Sales/Revenue team for minimum of 75% days. In the remaining 25% days, one can manage their early morning appointments directly from home and then come to office a have the OD submitted on the same date." There will be no negative and positive timing for any calculation purposes.

Exit policy
To ensure that your departure does not negatively affect your deliverables when you decide to leave the organisation, you must Inform the HR team & the HOD (in written) at least one month (30 days) in advance The exit formalities are simple but essential before you can get a relieving/experience certificate The HR team conducts an exit interview under strict confidence to assess the reason for leaving

The HR team uses the information/ feedback to improve the functioning of the company.
Relieving or Experience letter shall be issued to those, who depart only after successful completion of 6 months.

. Objective
2.

SEPARATION PROCESS

To standardize the separation process and facilitate smooth separation for the employee/s.

Scope
of Separations

The policy is applicable to all employees who are on the regular rolls of the Company.
3. Type 3.1

Resignation

Voluntary: Where the employee intent to resign from the duties and responsibilities, assigned to her/him and same is accepted by the reporting manager. Absconding: Employees not reporting to office at assigned time for two consecutive days, without prior approval of the supervisor/ reporting manager. It will also be taken under the category of Voluntary Resignation. Involuntary: Resignation by employees on ground/s of any disciplinary/ integrity/code of conduct / Non Performance.

3.2 Termination: Dismissal

of services resulting out of a disciplinary proceeding.

ProcedureRepresentative on the The reporting manager shall inform the separation to the HR
same day as the employee resigns mentioning the probable last day of work. Reporting manager and HR representative would make efforts to retain the employee in the retention timeline of 7 days. If the employee is retained, the reporting manager would need to inform the HR Representative. If an employee resigns after maternity leave benefit, notice period shall be taken into account unless considered waived off. Serving notice period of 30 days or salary in lieu is a mandatory requirement for all case of voluntary resignation.

All resignation should be accepted by the appropriate authority, a copy of which is to be attached with the No Dues Clearance Form (Specimen copy attached as Annexure I) for processing. Duly filled No Dues Clearance Form along with approved resignation and Separation Interview Form (Specimen copy enclosed as Annexure II) to be sent to concerned HR SPOC for processing.

First unauthorized absence The reporting manager contacts the employee in question. In case of genuine need, the employee need to present evidence supporting the cause of not reporting to office. The employee should be given max 2 working days from the present time to report to office. In absence of any such support the leave to be considered as LWP. Non-reporting to office on confirmed date would result in the employee to be taken as absconding and the LWD would be the last day the employee was physically present in the office The information is to be shared with the HR Representative the same day. The HR Representative will try and reach the employee and shall also raise absconding letter to the employee, asking the whereabouts. If the employee does not report/ or is not contactable by the 5th day, the final letter declaring the employee as absconding shall be raised.
The employee should be given the information that absence on the appointed date and time of reporting back would result in Attrition as Absconding for her/ him.

4.1 -Absconding

4.2- LAST WORKING DAYS

Last day of attendance as shown in the attendance system shall be treated as the last working day.

If the supervisor/ reporting manager is satisfied with the reason given by the employee and with the supporting documents, leave/s are to be applied and approved by the reporting manager on the Leave Management System (LMS).

In case the employee does not report back, the last working date shall be treated as the last date of approved leave applied on the LMS, except in case of LWP, where the last day will be the date on which the employee was physically present.

4.3-TERMINATION
All dismissals on account of non performance should be supported by evidence of such non performance and previous communication in this regards.

GUIDELINES
The no dues must be processed within 45 days from the last working day of the employee. Post this, the organization shall not be liable to process the dues, if any. The organization shall make genuine efforts

Current Issues Of Human Resource Management

Current Issues Of HRM

Workforce Diversity: A workforce thats more heterogeneous in term of gender, ethnicity, age and other characteristics that reflect differences. Selection Recruitment Orientation & Training

Current Issues Of HRM

(continued)

Work-Life Balance: Balance between family life and work life. Employees can not leave their families. Family Friendly Benefits

Dual Career Couples

Current Issues Of HRM

(continued)

Environmental Pressures:
External stakeholder interests, such as Union interests, situational factors (local labor market), can influence HRM.

Organizations react to these pressures

Current Issues Of HRM

Four Cs Model For Evaluating Human Resources

Competence Commitment Congruence Cost effectiveness

Conclusion

Importance of HRM HRM process Job descriptions Recruitment Selection Training Performance appraisal method Career development Current issues