Professional Documents
Culture Documents
Procurement (PPT)
Procurement (PPT)
Shery Asthana
Asst. Prof. (Greater Noida Institute of Management)
Procurement is a fancy term meaning “to get.” To procure something means to find
and retrieve something, usually an item or a service.
Procurement is first operational function of Human resource or personnel
management. Procurement is subjected to procuring and employing people who
fits the position and have necessary skill set, mindset, attitude and
HR Procurement
• Procuring people: People are a resource – many would say a business’s most
important resource (and certainly one of the most expensive). Procurement, then,
for HR, is the function of their job that makes them the expert in finding and
obtaining this resource. This part of HR usually falls under recruitment, with
recruiters focusing their time and skills in this area.
• Procuring supplies: HR is also often responsible for physically ordering office
supplies that the people in the office need and use. Anything from printer paper to
coffee to pens (and in many small businesses the furniture, etc.) is often taken care
of by a human resource manager. Supplies might also mean the physical needs of a
business-sponsored event, whether it’s tables and banners and streamers or food,
drink, a guest speaker, and sound equipment.
Procurement Functions
• Job analysis:- Job analysis in human resource management (HRM) refers to the process
of identifying and determining the duties, responsibilities, and specifications of a
given job. Job analysis in HRM helps establish the level of experience, qualifications,
skills and knowledge needed to perform a job successfully.
• Manpower planning:- Manpower planning is the process of estimating the optimum
number of people required for completing a project, task or a goal within time.
Manpower planning includes parameters like number of personnel, different types of
skills, time period etc.
• Recruitment:- Recruitment refers to the process where potential applicants are
searched for, and then encouraged to apply for an actual or anticipated vacancy.
• Selection:- Selection is the process of hiring employees among the shortlisted
candidates and providing them a job in the organization.
• Placement:- Placement is the process of assigning a specific job to each one of the
selected candidates.
• Induction:- Induction is the process for welcoming newly recruited employees and
supporting them to adjust to their new roles and working environments. Starting a new
job can be a stressful experience and new employees need help to settle in.
• Internal mobility:- Internal mobility is the movement of employees to new
opportunities within the same company. These opportunities can include new
positions, supplementary projects, mentorships, job swaps etc.
Internal mobility:-
The literal or vertical movement such as promotion transfer demotion or separation of an
employee within an organisation is called internal mobility. It may take place between jobs in
various departments aur aur division. Some employees main leave the organisation for
reasons such as better prospects retirement termination etc. Such moments are known as
external mobility.
Purpose of Internal Mobility:-
Improve organisational effectiveness:- organisations want to be e lean and clean. To this
end structural defects may have to be eliminated, unwanted positions removed and other
jobs redesigned. Internal mobility increases every such changes within an organisation.
Improve employee effectiveness:- knowledge skills and abilities can we put to use if there
is is a good equation between what the person has and what the organisation demand.
Throw promotions and transfers organisation try to Bridge such gaps.
Job description clearly identifies and spells out the responsibilities of a specific
job. Job descriptions also include information about working conditions, tools,
equipment used, knowledge and skills needed, and relationships with other
positions.
3. Position Description:
The Human Resources Director originates and leads Human Resources
practices and objectives that will provide an employee-oriented, high
performance culture that emphasizes empowerment, quality, productivity
and standards, goal attainment, and the recruitment and on-going
development of a superior workforce.
4. Job Specification:
It is a standard of personnel and designates the qualities required for an
acceptable performance. It is written record of the requirements sought in an
individual worker for a given job. It refers to a summary of the personnel
characteristics required for a job. It is a statement of the minimum acceptable
human qualities necessary for the proper performance of a job.
5. Job Design:
Job design is the division of the total task to be performed into the
manageable and efficient units- positions, departments and divisions-and
to provide for their proper integration.
Human Resource Planning
• To recruit and maintain the HR of requisite quantity and quality.
• To predict the employee turnover and make the arrangements for
minimizing turnover and filling up of consequent vacancies.
• To meet the requirements of the programmes of expansion,
diversification etc.
• To anticipate the impact of technology on work, existing employees
and future human resource requirements.
• To progress the knowledge, skill, standards, ability and discipline
etc.
• To appraise the surplus or shortage of human resources and take
actions accordingly.
• To maintain pleasant industrial relations by maintaining optimum
level and structure of human resource.
• To minimize imbalances caused due to non-availability of human
resources of right kind, right number in right time and right place.
• To make the best use of its human resources; and
Recruitment and Selection
Recruitment and selection is the process of identifying the need for a job, defining
the requirements of the position and the job holder, advertising the position and
choosing the most appropriate person for the job.
the success of any business depends to a large extent on the quality of its staff.
Recruiting employees with the correct skills can add value to a business and
recruiting workers at a wage or salary that the business can afford, will reduce costs.
Managing job applications
For many jobs, a business will ask applicants to provide a Curriculum Vitae (CV).
This is a document that the applicant designs providing the details such as: