HUMAN RESOURCE MANAGEMENT BBC 1109

4TH WEEK
LECTURE NOTES

Lecture Delivery

ALLOCATION
Allocation of resources is both a one-time and a continuous process. The implementation of a
project would require the allocation of resources. An on-going business concern would also
require a continual infusion of resources. Strategy implementation deals with both types of
resource allocation.
The allocation of resources may take place at the corporate level i.e. by the Board of Directors
and /or the CEO. This is known as the top-down approach. Resource allocation is defined as the
allocation or division of resources that are used in the implementation of strategy in an
organization. According to Churchman, “In organizations, the decision-making Junction is the
responsibility of management.

Resource Allocation at Different Levels: Corporate Level and Business Level

1. Resource Allocation at Corporate Level:
2. Resource Allocation at the Business Level:

MAIN STEPS IN RECRUITMENT

Stage 1 - Identify the vacancy

Stage 2 - Carry out a job analysis

Stage 3 - Create a job description

Stage 4 - Create a person specification

Stage 5 - Advertise the job

Stage 6 - Send out application forms or request CVs

Application forms are sent out to candidates who wish to apply for the position. Or alternatively
a
 THE SELECTION PROCESS

Stage 7 - Collect application forms

Stage 8 - Create a shortlist

Stage 9 - Hold interviews/testing

Interviews can be:

 one-to-one panel
 telephone– the interview is not conducted in person but over the phone
Testing

Testing can provide extra information on a candidate’s suitability through practical assessments.
There are many methods that can be used to test a candidate’s ability.

Method

 Aptitude tests
 Intelligence tests
 Psychometric tests
 Personality tests
 Medical and physical ability

References

A reference is usually written by a past employer and provide information on the candidates’
attendance, attitude and time-keeping. It will often include information on whether the referee
thinks the candidate is suitable for the position applied for.

Stage 10 – Inform successful candidate

EXTERNAL SOURCES OF RECRUITMENT

1. Media Advertisement
2. Employment Exchange
3. Direct Recruitment
4. Casual Callers

5. Educational Institutions or Campus Placement

6. Labor Contractors
7. Walk-Ins
8. E-recruiting
9. Management Consultants

PLACEMENT
According to Pigors and Myers, “Placement may be defined as the determination of the job to
which a selected candidate is to be assigned, and his assignment to the job.” It is matching of
what the supervisor has reason to think he can do, with the job requirements (job demands); it is
matching of what he imposes (in strain, working conditions) and what he offers in the form of
payroll, with other promotional possibilities etc.

Right placement of workers can have the following advantages:

1. Reduced labour turnover rate.
2. Reduced absenteeism rate.
3. Increased safety of workers and lower accidents.
4. Increased morale of workers.
5. Better human relations in the organisations.

Placement of New Employees:

Placement decisions are generally taken by line executives. It is the supervisor who in
consultation with higher levels decides the placement of each employee. The personnel
department’s role is to advise the line managers about the human resource policies of the
company and to provide counselling to the employees.

While taking the placement decision, the following consideration or principles must be kept in
mind:
1. Job Requirements
2. Suitable Qualifications
3. Adequate Information to the Job Incumbent
4. Commitment and Loyalty
5. Flexibility
RECRUITMENT
Recruitment refers to the overall process of identifying, sourcing, screening, shortlisting, and
interviewing candidates for jobs (either permanent or temporary) within an organization.
Recruitment can also refer to the processes involved in choosing individuals for unpaid roles.
2 types of Recruitment

1. Internal Recruitment -

Internal sources are primarily 3

a. Transfers
b. Promotions (through Internal Job Postings) and
c. Re-employment of ex-employees -
2. External Recruitment -
a. Employment at Factory Level
b. Advertisement
c. Employment Exchanges
d. Employment Agencies
e. Educational Institutions
f. Recommendations
g. Labour Contractors

Trending in HR: May the Best Applicant Win

Hiring the wrong person can be frustrating and ultimately very costly for the company. Instead,
you want to attract employees who respect and will uphold your business values. This simple
principle is essential to your business success.
Here are 8 ways you can improve your recruitment process and hire the best candidate every
time.
1. Look for a career-oriented person
2. Assess for practical experience
3. Test your candidates
4. Determine strengths needed for the position
5. Consider culture fit
6. Keep improving your hiring process
7. Consider bringing on an intern
8. Run social checks
Cultural Biases on the HR’s Role
What Is Cultural Bias?
Cultural bias is the interpretation of situations, actions, or data based on the standards of one's
own culture. Cultural biases are grounded in the assumptions one might have due to the culture
in which they are raised. Some examples of cultural influences that may lead to bias include:

 Linguistic interpretation
 Ethical concepts of right and wrong
 Understanding of facts or evidence-based proof
 Intentional or unintentional ethnic or racial bias
 Religious beliefs or understanding
 Sexual attraction and mating

3 Examples of Cultural Bias

Cultural bias is pervasive in our everyday lives. Here are a few examples of cultural bias:

1. At the workplace.
2. In public.
3. At school.