Human Resources Management Too Evolution - Hrm Notes

Introduction To Human Resource Management ↓

Every job organisation unit of measurement needs human resources (manpower) for the conduct of dissimilar job organisation activities. In fact, no organisation tin be or operate efficiently without the back upwards of human resource. Such human resources includes top plane managers, executives, supervisors as well as other subordinate / lower plane staff / employees. Influenza A virus subtype H5N1 job organisation organisation has to gauge its futurity manpower needs as well as adjust its manpower planning as well as evolution programmes accordingly. This is called 'staffing' business office of management. Human resources direction is also described equally personnel direction or manpower management.

According to Edwin Flippo, "Personnel Management is the planning, organising, directing as well as controlling of the procurement, development, compensation, integration as well as maintenance of people for the purpose of contributing to organizational, private as well as social goals".

Various areas such equally recruitment as well as selection, wage payment as well as industrial relations are covered nether human resources management.

Meaning of Human Resource ↓

In an industrial unit, large issue of persons are employed inward monastic state to conduct diverse operations as well as activities. This is treated equally human resources or manpower employed. Influenza A virus subtype H5N1 job organisation unit of measurement needs cloth resources equally good equally human resources for the conduct of diverse activities. Of all the "M"s inward direction (such equally Materials, Machines, Methods as well as Money) the most of import "M" stands for Men i.e., manpower working inward the organisation. It is through manpower/employees that all other ingredients of an enterprise-money, machines, materials, marketing, etc., are managed. In brief, Human Resource (HR) constitutes the most of import as well as the most productive resources of an industrial / job organisation unit.

It is rightly said that "machines are of import inward the production physical care for but the human being behind the machines is to a greater extent than important". He transforms the lifeless factors of production into useful products. Human resources (HR) is an of import asset of a job organisation unit. Well-trained, loyal as well as efficient squad of workers brings success as well as stability to a job organisation unit. This suggests the importance of human resources inward business. People as well as the organisation inward which they piece of work are inter-related as well as interdependent. organisation moves towards prosperity entirely past times using its available human resources purposefully. Similarly, employees acquire diverse monetary as well as other benefits through the prosperity of their organisation.

What is Human Resource Development? HRD ↓

Human Resource Development (HRD) way to develop available manpower through suitable methods such equally training, promotions, transfers as well as opportunities for career development. HRD programmes create a squad of well-trained, efficient as well as capable managers as well as subordinates. Such squad constitutes an of import asset of an enterprise. One organisation is dissimilar from some other mainly because of the people (employees) working therein. According to Peter F. Druker, "the prosperity, if non the survival of whatever job organisation depends on the performance of its managers of tomorrow." The human resources should last nurtured as well as used for the do goodness of the organisation.

Importance of Human Resource inward Management ↓

Human resources is most of import resources inward direction as well as needs to last used efficiently. This is because success, stability as well as increment of an organisation depend on its powerfulness inward acquiring, utilizing as well as developing the human resources for the do goodness of the organisation. In the concluding analysis, it is the people (i.e employees) who arrive at promising results as well as generate a climate conductive to the increment as well as evolution of an organisation. HR is a highly productive corporate asset as well as the overall performance of companies as well as corporations depends upon the extent to which it is effectively developed as well as utilised. It is the most fragile factor of production as well as demand non last treated simply equally a commodity to last bought as well as used inward factories.

According to Peter Drucker, "The business office of direction is to handle managers, workers as well as work". The importance of manpower inward job organisation direction is at nowadays universally accepted. Employees have got a capacity to grow as well as develop, if suitable opportunities are offered. They give positive response to monetary as well as non-monetary incentives, preparation opportunities, favorable piece of work environs as well as motivation. According to Pigors as well as Myers, "Good direction way getting effective results amongst people". This suggests the importance of human resource.

Human resources is sure of import fifty-fifty inward this historic menstruum of extensive utilization of reckoner technology. This is because machine cannot last used equally a substitute for human encephalon which has capacity to think, assess as well as react. It is right to state that human being is a powerfulness rather than human being has a power. Progressive / professional person managements invest huge funds on preparation as well as evolution of human resources as well as this suggests the importance of human resources as well as its contribution inward industrial as well as economical development. Professionally managed companies inward Republic of Republic of India such equally Larsen as well as Toubro Ltd, TELCO, Reliance, etc., give special importance as well as goodness attending to HRD.

The next remark of Shri Dhirubhai Ambani, old chairman of Reliance Industries Ltd. (made inward the 21st AGM held on 3/8/95), is worth noting inward this regard. "Our People : People are assets yous tin never demo on a residue sheet. Our fellowship has a human resources asset of around 12,500 people; 3,000 of which constitute scientific as well as technical manpower. Every yr nosotros add together over 450 immature professionals. These motivated as well as well-trained people are the backbone of our business. The squad is immature inward spirit, witting of its responsibilities as well as committed to edifice Earth class assets for the country".

Definitions of Human Resource Planning - HRP ↓

Colemn has defined human resources planning equally "the physical care for of determining manpower requirements as well as the way for coming together those requirements inward monastic state to carry an integrated programme at the organisation".
Stainer defines manpower planning equally "strategy for the acquisition, utilisation, improvement as well as preservation of an enterprise's human resources. It relates to establishing task specifications or the quantitative requirements of jobs determining the issue of personnel required as well as developing resources of manpower".

Objectives of Manpower / HR Planning ↓

To ensure optimum utilisation of human resources currently employed inward the Organisation.
To create upwards one's heed the futurity manpower requirements of the Organisation equally per the demand for renovations, modernisation, expansion as well as increment programmes.
To create upwards one's heed the recruitment level.
To ensure that necessary human resources are available equally as well as when required.
To assess futurity accommodation requirements.
To blueprint the basis for direction evolution programmes so equally to develop the required talents amidst the employees selected.

Advantages / Importance of HRP ↓

Meeting manpower needs : Every Organisation needs adequate as well as properly qualified staff for the conduct of regular job organisation activities. Imaginative HRP is needed inward monastic state to encounter the growing as well as changing human resources needs of an organisation.
Replacement of manpower : The existing manpower inward an Organisation is affected due to diverse reasons such equally retirement as well as removal of employees as well as labour turnover. HRP is needed to gauge the shortfall inward the manpower requirement as well as also for making suitable arrangements for the recruitment as well as appointment of novel staff.
Meeting growing manpower needs : The expansion or modernisation programme may last undertaken past times the enterprise. Manpower planning is needed inward monastic state to forecast as well as encounter additional manpower requirement due to expansion as well as increment needs through recruitment as well as suitable preparation programmes.
Meeting challenges of technological environs : HRP is helpful inward effective utilization of technological progress. To encounter the challenge of novel engineering existing employees demand to last retrained as well as novel employees may last recruited.
Coping amongst alter : HRP enables an enterprise to create do amongst changes inward competitive forces, markets, products, as well as engineering as well as authorities regulations. Such changes generate changes inward task content, skill, issue as well as type of personals.
Increasing investment inward HR : An employee who picks upwards skills as well as abilities becomes a valuable resources because an organisation makes investments inward its manpower either through direct preparation or task assignments.
Adjusting manpower requirements : Influenza A virus subtype H5N1 province of affairs may develop in; an organisation when at that spot volition last surplus staff inward 1 subdivision as well as shortage of staff inward some other department. Transfers as well as promotions are made for coming together such situations.
Recruitment as well as selection of employees : HRP suggests the type of manpower required inward an organisation amongst necessary details. This facilitates recruitment as well as selection of suitable personnel for jobs inward the Organisation. Introduction of appropriate selection tests as well as procedures is also possible equally per the manpower requirements.
Placement of manpower : HRP is needed equally it facilitates placement of newly selected persons inward dissimilar departments equally per the qualifications as well as also equally per the demand of dissimilar departments. Surplus or shortage of manpower is avoided as well as this ensures optimum utilisation of available manpower.
Training of manpower : HRP is helpful inward selection as well as preparation activities. It ensures that adequate issue of persons are trained to fill upwards up the futurity vacancies inward the Organisation.

Meaning of Personnel Management ↓

Personnel refer to the employees working inward an organisation. They stand upwards for the manpower which is an of import asset of a job organisation unit. Employees are the existent supporters of a job organisation unit of measurement as well as they contribute substantially for the stability as well as prosperity of a job organisation unit. Employees have got diverse problems relating to wage payment, promotions, transfers, working conditions, welfare facilities, preparation as well as so on. All such problems are treated equally personnel problems. These problems come upwards inside the range of personnel direction which is 1 of import expanse of total job organisation management. Naturally, a separate subdivision called 'Personnel Department' is created inward every organisation. It looks after the personnel problems. The managing director inward accuse of this subdivision is called personnel manager. He has to perform diverse functions which are responsible inward nature as well as also delicate. He needs tact as well as imagination piece dealing amongst personnel problems. He also needs active back upwards of the top direction for dealing amongst personnel problems effectively.

A personnel managing director must last a specialist inward organisation theory. In addition, he should last an proficient inward the personnel direction amongst cognition of relevant Labour laws, procedures as well as so on. Influenza A virus subtype H5N1 personnel managing director needs audio academic qualifications, communication skill, broad social outlook, sympathy as well as consideration for employees. Knowledge of subjects similar philosophy, logic, sociology as well as ethics is also useful piece discharging his duties as well as responsibilities. He needs a keen sense of social justice as well as also rights as well as involvement of men (employees) at work. Influenza A virus subtype H5N1 personnel managing director also needs other qualities which are usually required past times a successful manager.

In short, personnel direction deals amongst the people working inward an organisation. It studies as well as solves their problems inward monastic state to create an efficient, loyal as well as co-operative labour forcefulness for the do goodness of a job organisation enterprise.

Personnel direction deals amongst "personnel" of the organisation. It is concerned primarily amongst the manpower resources inputs.

Definitions of Personnel Management ↓

According to Edwin Flippo, "Personnel direction is the planning, organising, directing as well as controlling of the procurement, development, compensation, integration as well as maintenance of the people for the purpose of contributing to organizational, private as well as social goals."
According to George R. Terry, "Personnel direction is concerned amongst the obtaining as well as maintaining of a satisfactory as well as a satisfied, workforce."
According to British Institute of Personnel Management, inward London, "Personnel direction is that component of direction which is concerned amongst the people at piece of work as well as amongst their human relationship inside an enterprise."

Features of Personnel Management ↓

Personnel direction relates to managing people at work. It covers all levels of personnel’s as well as their needs, expectations as well as so on. In this sense, it is a comprehensive business office as well as is basically concerned amongst managing people at work.
Personnel direction is concerned amongst employees, both equally individuals equally good equally a group. The aim of personnel direction is to acquire improve results (for the Organisation) through their involvement, motivation as well as co-operation. It is a people-oriented physical care for of bringing people as well as organisations together so that the goals of each are met property.
Personnel direction is concerned amongst helping the employees to acquire as well as develop their potentialities to the highest plane for their benefits equally good equally for the benefits of their Organisation.
Personnel direction is inherent inward all organisations equally all organisations (including industrial as well as commercial) demand manpower for the conduct of their activities. They are concerned amongst recruitment, selection, utilisation as well as evolution of manpower available. Personnel direction is an integral aspect of total job organisation management.
Personnel direction is a continuous activity/function inward an Organisation equally personnel problems travel along to be equally long equally employees are working inward an Organisation. They demand constant attending equally they may disturb normal working of an Organisation, if neglected.
Personnel direction aims equally securing willing co-operation of employees for achieving organizational objectives. This is natural equally industrial as well as other activities tin last conducted entirely amongst the back upwards of human resources.

Objectives / Purposes of Personnel Management ↓

To attain maximum private evolution (self development) of the members of an Organisation as well as also to utilise available human resources fully as well as effectively.
To mould effectively the human resources.
To constitute desirable working relationships betwixt employer as well as employees as well as betwixt groups of employees.
To ensure satisfaction to the workers so that they are freely ready to work.
To improve the service rendered past times the enterprise to the gild through improve employee morale which leads to to a greater extent than efficient private as well as grouping performance.
To constitute as well as maintain a productive as well as self respecting human relationship amidst the members of an Organisation.
To ensure the availability of a competent as well as willing workforce to the Organisation for its progress as well as prosperity.
To assist Organisation to attain its goals past times providing good trained, efficient as well as belongings motivated employees.
To maintain high morale as well as goodness human relations inside the Organisation for the do goodness of employer as well as employees.
To secure the integration of all the individuals as well as groups amongst the Organisation past times reconciling individual/group goals amongst those of an Organisation.

Functions of Personnel / HR Management ↓

The functions of HRM are straight or indirectly related to the human resources available inward the organisation. HR managing director has to perform the basic functions of direction inward the expanse of HRM. These managerial functions include planning, organising, directing as well as controlling the manpower of his department. The operative functions of the HRM include procurement of manpower, evolution of manpower, as well as payment compensation to manpower as well as so on. In short, HRM involves the next functions as well as these functions are to last performed past times the HRM subdivision of the Organisation:

Functions of Personnel / HR Management are :-

Procurement of manpower : Procurement way acquiring or resourcing the human resources or the manpower required past times an Organisation from time-to-time. Such procurement volition last from the work market. The basic regulation inward procurement is "right human being for the right job". The procurement business office includes manpower planning as well as forecasting, recruitment, selection, appointment, placement as well as induction of employees so equally to have got a squad of efficient as well as capable employees for the benefits of the Organisation. Even promotions as well as transfers are covered past times this broad personnel function. At present, scientific methods are used for recruitment as well as selection of most suitable manpower for the do goodness of the Organisation.
Training as well as Development of manpower : Development of manpower (human resources development) way planning as well as execution of the preparation programmes for all categories of employees inward monastic state to develop novel skills as well as qualities required for working at the higher level. Manpower evolution is possible through preparation programmes as well as non simply past times offering attractive reward to workers. Such manpower evolution (possible through systematic preparation programmes) is required for coming together the growing as well as changing needs of manpower along amongst the expansion as well as diversification of job organisation activities. Executive evolution programmes are introduced for the do goodness of higher plane managers. Promotions as well as transfers are possible when manpower evolution programmes are introduced regularly. Similarly, futurity manpower requirement volition last met properly through such manpower evolution programmes. This suggests the importance / significance of human resources development. It aims at educating as well as preparation employees for the improvement of overall performance of an Organisation. HRD programmes are for education, preparation as well as evolution of existing manpower inward an Organisation. This is for facing novel problems as well as challenges probable to develop inward the close future.
Compensation payment as well as reward to manpower employed : One business office of HRM subdivision is to pay compensation (in monetary form) to employees for the services rendered. For this, a fair scheme of remuneration payment (wages as well as salaries) needs to last introduced. Remuneration to employees should last attractive so that the labour forcefulness volition last satisfied as well as disputes, etc., volition last minimized. Fair wage payment acts equally a motivating factor. Along amongst compensation payment, HRM also deals amongst reward system. It is a type of appreciation of particular goodness piece of work as well as offering some monetary or non-monetary incentive to suitable employees.
Integration of interests of manpower as well as the Organisation : Manpower is interested inward wage payment piece Organisation is interested inward higher profits, consumer loyalty marketplace reputation as well as so on. Personnel direction has to reconcile the interests of the private members of the Organisation amongst those of the Organisation. This volition ensure cordial industrial relations. Reconciliation of individual, social as well as organizational goals as well as involvement is 1 challenge earlier HRM.
Maintenance of manpower : This HRM business office relating to maintaining of satisfied manpower inward the Organisation through the provision of welfare facilities. For this attending needs to last given to wellness as well as security measures, maintenance of proper working atmospheric condition at the piece of work place, provision of welfare facilities as well as other non-monetary benefits so equally to create efficient as well as satisfied labour forcefulness amongst high morale. Even collective bargaining as well as workers participation come upwards inside this broad personnel function. Maintenance of stable manpower is hard due to the availability of ample work opportunities.
Provision of welfare facilities : Employees are offered diverse welfare facilities. They include medical, educational, recreation, housing, carry as well as so on. These facilities are given for raising their efficiency as well as also for making their life happy. Welfare facilities create efficient as well as satisfied Labour force. To innovate novel labour welfare facilities as well as to maintain the existing facilities is 1 of the functions of HRM.
Miscellaneous functions : Misc. functions performed nether personnel direction are :-
1. Maintenance of service records of employees,
2. Promotions as well as transfers of employees,
3. Maintaining cordial industrial relations,
4. Introduction of rational grievance procedure,
5. Performance evaluation of employees,
6. Career planning of employees,
7. Maintenance of discipline, administering the policies amongst regard to disciplinary activity as well as compliance of diverse labour laws,
8. Restructuring of the Organisation,
9. Formulating HRM strategy, etc.

These HRM functions demand to last performed regularly for the do goodness of employees as well as also for continuity inward the production activities of the Organisation.

W.R. Spriegel has divided the functions of personnel direction / HRM subdivision into the next half dozen broad categories :-

Employment
Promotion, Transfer as well as Termination.
Training.
Wages as well as other incentives.
Service activities (welfare activities).
Collective bargaining as well as workers' participation.

As per Indian Institute of Personnel Management (IIMP at nowadays called NIPM), the Personnel / HRM functions are classified equally noted below :-

Improvement of industrial relations,
Promotion of articulation consultation,
Helping direction to formulate a labour policy as well as improving communication betwixt direction as well as employees,
Advising direction on the fulfillment of statutory obligations relating to safety, wellness as well as welfare of the employees,
Improving mill amenities as well as welfare provisions, and
Advising the direction on the preparation as well as futurity educational activity of employees.

In the HRM department, diverse sections are created inward monastic state to give attending to diverse functions which are basically HRM functions. The functions (as noted above) are varied inward character. These are functions of HRM as well as also the functions of personnel management. They are of import as well as needs constant attention. Efficient, satisfied as well as co-operative labour forcefulness tin last created past times giving proper attending to diverse personnel functions.

Recruitment And Selection ↓

Recruitment as well as selection constitute staffing business office of management. Scientific selection ensures right human being for the right job. For creating a squad of efficient, capable as well as loyal employees, proper attending needs to last given to scientific selection of managers as well as other employees. The conventional approach of selecting managers inward a casual trend is at nowadays treated equally outdated as well as is beingness replaced past times scientific as well as rational approach. The basic regulation inward selection is "right human being for the right job" as well as tin last achieved entirely through scientific recruitment as well as selection.

Meaning of Job Analysis ↓

Job analysis is prior to recruitment. Job way a task or a specific activity to last performed inward 1 or the other subdivision of a production unit. Clear agreement of the task is called task analysis. It creates a proper background for recruitment as well as selection. Job analysis is the physical care for of collecting all relevant information relating to the job. This information relates to the nature as well as features of a task as well as the qualities as well as qualifications required for performing the task efficiently. Job analysis provides basic information which facilitates scientific recruitment as well as selection.

According to Edwin Flippo, "Job analysis is the physical care for of studying as well as collecting information relating to the operations as well as responsibleness of a specific job."

Benefits of Job Analysis ↓

Facilitates proper publicity of jobs : Exact details of the task as well as the qualifications, qualities, etc., required tin last notified inward the promotion because of task analysis. Scrutiny of applications as well as selection of suitable candidates is made manageable, tardily as well as quick.
Facilitates appropriate selection of psychological tests : Psychological tests tin last adjusted precisely equally per the demand of the task due to the availability of details from task analysis.
Facilitates purposeful interviews : Interviewers should last given the details of task analysis earlier interviewing the candidates. This makes the interviews relevant equally the candidates are judged accurately inward the low-cal of details of task analysis.
Facilitates appropriate medical exam : Even the medical exam is adjusted equally per the information available from task analysis.
Facilitates scientific selection as well as placement of candidates : Job analysis makes the selection piece of work accurate. The tragedy of misfit is avoided. In addition, proper placement (as per qualifications as well as qualities) of employees is possible due to task analysis.
Facilitates scientific promotions as well as transfers : Promotions as well as transfers travel easy, quick as well as accurate on the basis of information of task analysis.
Facilitates impartial performance appraisal : Influenza A virus subtype H5N1 fellowship tin brand scientific as well as impartial performance appraisal of its employees amongst the assist of task analysis data.
Useful for providing preparation : Job analysis suggests the qualities necessary for performing specific job. This information tin last used inward a purposeful trend piece framing preparation programmes for jobs.
Useful for fixing wage construction : Job analysis indicates relative worth of each task inside the Organisation. This information is useful for fixing wage rates for dissimilar categories of workers.
Facilitates redesigning of jobs : Job analysis gives the details of dissimilar jobs as well as facilitates redesigning of jobs so equally to improve operational performance or to enrich task content as well as employee improvement.

Meaning of Recruitment ↓

Recruitment way to gauge the available vacancies as well as to brand suitable arrangements for their selection as well as appointment. In the recruitment process, the available vacancies are given broad publicity as well as suitable candidates are encouraged to submit applications so equally to have got a puddle of eligible candidates for scientific selection.

In recruitment, information is collected from interested candidates. For this dissimilar sources of recruitment such equally paper advertisement, work exchanges, internal promotions, etc., are used. In the recruitment, a puddle of eligible as well as interested candidates is created for the selection of most suitable candidates. Recruitment represents the get-go contact that a fellowship makes amongst potential employees.

Recruitment is a positive business office inward which publicity is given to the jobs available inward the organisation as well as interested candidates (qualified task applicants) are encouraged to submit applications for the purpose of selection.

Definition of Recruitment ↓

According to Edwin Flippo, "Recruitment is the physical care for of searching for prospective employees as well as stimulating them to apply for jobs inward the Organisation."

Need for Recruitment ↓

The demand for recruitment may last due to the next reasons / situations :-

Vacancies : due to promotions, transfers, retirement, termination, permanent disability, decease as well as labour turnover.
Creation of novel vacancies : due to growth, expansion as well as diversification of job organisation activities of an enterprise. In addition, novel vacancies are possible due to task respecification.

Meaning of Selection ↓

Selection is adjacent to recruitment. It is the physical care for of choosing the most suitable candidates (Properly qualified as well as competent) out of many interested candidates. It is a physical care for of selecting the best as well as rejecting the rest. In this selection process, interested applicants are differentiated inward monastic state to seat those amongst a greater likelihood of success inward a job. Such candidates are selected as well as appointed.

Selection is a negative business office equally it relates to elimination of unsuitable candidates. 'Right human being for the right job' is the basic regulation inward selection. Selection of suitable candidates is a responsible type of piece of work equally selection of unsuitable persons for jobs creates novel problems earlier the job organisation unit. For appropriate selection, scientific physical care for needs to last followed.

Recruitment as well as selection are Supplementary Activities ↓

In recruitment prospective employees are encouraged to apply for the jobs as well as inward the selection; the most suitable candidates are selected out of the puddle of applicants. The purpose of both is to have got the most suitable as well as most capable candidates for the Organisation out of a puddle of available as well as interested candidates. The recruitment physical care for widens the range for selection as well as provides broad alternative for the selection of best candidates out of many interested. Recruitment as well as selection demand lengthy as well as scientific physical care for especially inward the instance of managerial posts. Such lengthy physical care for must last followed for scientific selection of employees.

Sources of Recruitment as well as selection are Supplementary Activities ↓

Sources of recruitment are the outlets through which suitable candidates are available. The Following nautical chart shows the sources of recruitment at supervisory as well as managerial levels.

Steps In The Scientific Selection Process ↓

In the selection procedure, out of the available / interested candidates, the best 1 is selected through written test, psychological tests, personal interview as well as medical examination. Such lengthy physical care for is followed inward monastic state to select the most suitable candidate. Selection physical care for is a screening process. It is a type of hurdle race to the candidates. Final selection is possible entirely when the candidate completes this hurdle race successfully. Lengthy selection physical care for is needed for scientific selection of candidates.

Steps involved inward the selection physical care for are :-

Job Analysis : task analysis prepares proper background for recruitment as well as selection. It gives details of a task to last performed as well as the human qualities as well as qualifications required for performing that task efficiently. Scientific selection is possible entirely when it is made inward the low-cal of the details available from task analysis. Job way an activity performed inward 1 or the other subdivision of a job organisation unit. Influenza A virus subtype H5N1 task includes diverse positions. Clear as well as detailed agreement of the task is called task analysis or task study.
Advertisement : This medium is widely used for recruitment of all categories of personnel. Though quite costly, it provides a broad alternative equally it attracts large issue of candidates from all over the country. The qualities as well as qualifications expected from the candidates are usually mentioned inward the advertisement.
Collection of Applications Blanks : In this step, applications amongst necessary details are collected from interested candidates. Some companies give promotion inward the press as well as enquire interested candidates to submit applications on a prescribed form.
Scrutiny of Applications Received : After the in conclusion appointment fixed for the receipt of applications, officeholder from the personnel subdivision starts the scrutiny of applications received. Incomplete applications are usually rejected. Applicants, who do non possess required qualifications, experience, etc., are also rejected. Along amongst this, the certificates, testimonials as well as references are checked.
Written Tests : After the scrutiny of applications, a concluding listing of candidates for written tests is prepared. The purpose of such tests is to justice the cognition of the candidate as well as also to uncovering out his :-
1. Intelligence,
2. Aptitude,
3. Capacity,
4. Interests and
5. Suitability for a specific job.
Trade examine is especially necessary inward the instance of technical jobs such equally junior engineer, reckoner engineer as well as enquiry assistant as well as so on. At present, such examine is given inward the instance of all types of jobs. For example, written tests are used past times Banks as well as populace sector organisations for selection purpose.
It is also possible to turn down candidates whose performance inward such written tests is non upwards to the mark. Testing of candidates is a lengthy physical care for especially when the issue of applicants is large. In such testing, the physical care for of elimination tin last introduced. For example, all candidates may last invited for the get-go examine and' the candidates amongst piteous performance inward the get-go examine demand non last called for the mo test.
Psychological Tests : The psychological tests given to candidates include the next tests :-
1. Intelligence test,
2. Aptitude test,
3. Interest test,
4. Achievement test,
5. Analytical test,
6. Performance test,
7. Synthetic examine and
8. Personality test.
Each examine needs to last given separately as well as each examine is useful for judging specific character of a candidate to last selected for the executive post.
Personal Interview : The candidates who have got shown reasonably goodness performance inward the written exam as well as psychological tests are called for personal interview. Interview technique is used extensively for the selection of managerial posts. This interview is conducted past times 1 interviewer or past times a grouping of interviewers including top officers of the fellowship as well as other professional person experts. The candidate is asked diverse questions nigh his qualifications, experience, household unit of measurement background as well as performance inward the written examine as well as psychological tests past times the interviewers during the class of the interview. In this concluding interview, an endeavour is made to justice overall personality of the candidate. The selection commission notes the plus as well as minus points of every candidate as well as selects the best candidates for appointment past times applying sure uniform norms. Here, 'short-listing of candidates' is done for concluding selection equally per the demand of the organisation. The concluding selection depends partly on the performance of the candidate inward the tests as well as also on the performance inward the personal interview.
Reference Check : The candidate is required to give at to the lowest degree 2 references which may last :-
1. Educational,
2. Social and
3. Employment.
These references assist to cross banking concern check the information provided past times the candidate.
Medical Examination : The purpose of medical exam is to justice the full general wellness as well as physical fitness of the candidate. Candidates who are non physically check for the specific task are rejected fifty-fifty when they demo goodness performance inward the tests as well as personal interview. Medical examine is taken inward the instance of all candidates earlier appointment. In instance of sure jobs, the examine is of a full general nature. However, medical exam has special importance inward armed forces.
Final Selection for Appointment : The selection physical care for comes to an terminate when the concluding appointment missive of the alphabet is sent to the candidate amongst a asking to bring together the organisation on a particular date. This way the 'job is offered to the selected candidate' as well as he is asked to bring together the organisation inside a specific fourth dimension limit.

Psychological Tests / Selection Tests ↓

For scientific selection of candidates (particularly for higher plane / executive plane posts) dissimilar types of tests are given to candidates equally per the requirements of the transportation for which selection is required to last made. Such tests include written test, merchandise examine as well as psychological tests. The basic purpose is to justice the knowledge, skills, intelligence, aptitude, etc., of the candidate earlier his selection. It is also possible to turn down the candidates who demo piteous performance inward such tests. The possible performance of the candidate inward the futurity tin last judged amongst the assist of such tests. Such tests demand to last conducted inward a systematic trend as well as non equally a mere formality. The assistance of experts should last taken piece conducting such tests. In addition, the results of such tests should last used piece taking concluding determination regarding selection of the candidate. Such tests are especially useful for the selection of supervisory staff inward an Organisation.

Important Psychological Tests ↓

Intelligence examine : Intelligence examine is useful for judging the intelligence of a candidate. According to the industrial psychologist, "General intelligence is the capacity of a someone for comprehension as well as logical reasoning." Previously entirely the passing certificates of sure examinations were universally accepted equally evidence of intelligence. After long experience, employees discovered that such certificates were non ever really reliable equally they dot entirely paper qualifications. Fortunately for them, 2 French psychologists. Simon as well as Binet had developed inward 1916 suitable Intelligence Tests to mensurate full general intelligence. According to these tests, intelligence of a someone or his intelligence quotient (I.Q.) tin last measured past times his performance inward the test.
Vocational aptitude examine : Vocational aptitude has been defined equally "the capacity or latent powerfulness of an private to acquire a job, given the necessary training." It has been claimed that vocational aptitude is equally of import as well as maybe to a greater extent than of import than full general intelligence for success on a job. It is, hence necessary to ascertain the vocational aptitude of a candidate earlier concluding selection.
Analytical examine : For the purpose of analytical tests, a task is get-go analyzed inward terms of such qualities equally speed, dexterity, observation, etc. Terms are as well as so devised to mensurate the plane to which a candidate possesses these qualities. Dr. Munsterberg, an industrial psychologist inward the US, had get-go devised such tests for the selection of telephone operators for the American Telephone as well as Telegraph Company. He had also devised similar tests for the selection of inspectors for inspection of ball bearings for an American bike manufacturer. These tests had produced satisfactory results.
Synthetic examine : In instance of jobs which are complex as well as so cannot last analyzed as well as for which analytical tests cannot last developed, synthetic tests have got been evolved. The essence of these tests is that the candidate is presented a complex situation, to a greater extent than or less similar to the 1 which he volition have got to human face inward his task but on a miniature scale as well as he is asked to handgrip the situation. His performance inward such a examine indicates his aptitude for the job. doc Munsterberg had devised such a examine for the selection of tram drivers for a Tram Company inward the United States. Today, a similar examine is beingness used for the selection of motor as well as truck drivers.
Trade examine : Trade examine is necessary as well as useful inward the instance of jobs which involve technical work. For example, a stenographer or a typist should last given suitable examine inward monastic state to justice his powerfulness to select dictation or type. Similar merchandise tests tin last given to welders, machine operators as well as so on. Workers tin last given such tests inward monastic state to uncovering out their capacities for the type of task for which they are beingness considered.
Personality examine : Personnel managers have got come upwards across many individuals amongst the necessary intelligence as well as the vocational aptitude, as well as nonetheless did non show successful inward the jobs for which they are selected. Industrial psychologists felt that they mightiness non have got a suitable personality or temperament as well as began to develop tests to mensurate personality traits. Protective examine is 1 such test. Its essential characteristic is that it induces a candidate to bring out his inner or existent personality.

Advantages Of Psychological Tests In SP ↓

Note:- Here, SP = Selection Procedure

Objective comparing of candidates possible.
Incompetent candidates are eliminated.
Suitable candidates are given proper placement.
Right human being to the right task is achieved.
Achievements of the candidates are verified.
Compatibility of the candidate tin last found out.
Mental qualities of candidates are evaluated.
Overall powerfulness of the candidates is measured.
Application of cognition is found out.
Accuracy inward selecting employees.

Importance / Role of Personal Interview In SP ↓

Interviewing is the most 'popular chemical factor inward the selection procedure'. It plays a crucial role inward the selection procedure. For bulk of executive posts, it is supplemented past times written as well as other tests. Personal interview offers many benefits to the fellowship as well as also to the candidates.

Management Development Training as well as Methods ↓

Meaning of Employee Training ↓

Training is adjacent to selection. Influenza A virus subtype H5N1 worker selected / appointed inward an Organisation needs proper training. This enables him to perform the task correctly as well as also amongst efficiency. Similarly, a managing director needs preparation for promotion as well as for his self improvement. Employees are at nowadays given preparation at 1 time after appointment as well as thereafter from fourth dimension to time. Training is used equally a tool / technique for management/executive development. It is used for the evolution of human resources working inward an Organisation. In fact, preparation is the watchword of nowadays dynamic job organisation world.

Training way giving information, cognition as well as educational activity inward monastic state to develop technical skills, social skills as well as administrative skills amidst the employees. According to Edwin Flippo, preparation is "the human activity of increasing the cognition as well as science of an employee for doing a particular job."

Training is necessary due to technological changes chop-chop taking house inward the industrial field. It is also essential along amongst the introduction of novel techniques, novel methods as well as so on. It is necessary for developing overall personality of employees as well as also for developing positive mental attitude towards beau employees, task as well as Organisation where he is working.

Training of employees is the responsibleness of the direction / employer. Expenditure on such preparation is an investment for manpower evolution as well as gives goodness dividend inward the long run. Employees should select the do goodness of preparation facilities provided for raising their efficiency as well as also for self-development. Training demand non last treated equally a penalty but an chance to learn, to grow as well as to develop for jobs at the higher levels.

Types of Training ↓

Different types of preparation are :-

Induction training,
Job training,
Training for promotion,
Refresher training,
Training for managerial development, etc.

Induction preparation aims at introducing the organisation to a newly appointed employee. It is a brusk as well as informative preparation given at 1 time after joining the organisation. The purpose is to give "bird's eye-view" of the organisation to an employee. Job preparation relates to specific task as well as the purpose is to give suitable information as well as guidance to a worker so equally to enable him to perform the task systematically, correctly, efficiently as well as finally amongst confidence.

Training for promotion is given after the promotion but earlier joining the transportation at the higher level. The purpose is to enable an employee to adjust amongst the piece of work assignment at the higher level. The purpose of refresher preparation is to update the professional person skills, information as well as experience of persons occupying of import executive positions. Training for managerial evolution is given to managers so equally to enhance their efficiency as well as thereby to enable them to select higher positions. Influenza A virus subtype H5N1 fellowship has to brand provision for providing all types of training.

Objectives of Training ↓

To enhance efficiency as well as productivity of employees as well as the Organisation equally a whole.
To create a puddle of well-trained, capable as well as loyal employees at all levels as well as thereby to brand organisation to encounter the futurity needs of an organisation.
To provide opportunities of increment as well as self-development to employees as well as thereby to motivate them for promotion as well as other monetary benefits. In addition, to give security as well as security to the life as well as wellness of employees.
To avoid accidents as well as wastages of all kinds. In addition, to develop balanced, salubrious as well as security attitudes amidst the employees.
To encounter the challenges posed past times novel developments inward scientific discipline as well as technology.
To improve the character of production as well as thereby to create marketplace demand as well as reputation inward the job organisation world.
To develop cordial labour direction relations as well as thereby to improve the organisational environment.
To develop positive mental attitude as well as conduct pattern required past times an employee to perform a task efficiently. In other words, to improve the civilization of the Organisation.
To preclude manpower obsolescence inward an organisation.
To develop sure personal qualities amidst employees which tin serve equally personal assets on long term basis.

Importance of Training ↓

(A) Benefits of Training To Employer / Management

Training raises the efficiency as well as productivity of managers. It also improves the performance of workers due to their motivation.
Training improves the character of production. It also reduces the book of spoiled piece of work as well as wastages of all kinds. This reduces terms of production as well as improves quality.
It reduces accidents equally trained employees piece of work systematically as well as avoid mistakes inward the piece of work assigned.
Training reduces expenditure on supervision equally trained employees select involvement inward the piece of work as well as demand express supervision as well as control.
Training brings stability to labour forcefulness past times reducing turnover of managerial personnel.
Training raises the morale of employees.
Training creates skilled as well as efficient manpower which is an asset of an industrial unit.
Training moulds attitudes of employees as well as develops cordial industrial relations.
Training reduces absenteeism equally trained managers uncovering their task interesting as well as prefer to stay nowadays on all working days.
Training facilitates the introduction of novel direction techniques as well as also novel production techniques including automation as well as reckoner technology.
Training creates a puddle of trained as well as capable personnel from which replacements tin last drawn to fill upwards up the loss of fundamental personnel due to retirement, etc.
Training provides proper guidance as well as instructions to newly appointed executives as well as assists them to adjust properly amongst the task as well as the organisation.

(B) Benefits of Training to Managers / Employees ↓

Training creates a feeling of confidence amidst the employees. It gives personal security as well as security to them at the piece of work place.
Training develops skills which human activity equally valuable personal assets of employees.
Training provides chance for quick promotion as well as self-development to managers.
Training provides attractive remuneration as well as other monetary benefits to employees.
Training develops adaptability amidst employees. It updates their cognition as well as skills as well as keeps them fresh. It genuinely refreshes the mental outlook of employees.
Training develops positive mental attitude towards piece of work assigned as well as thereby creates involvement as well as attraction for the task as well as the piece of work place.
Training creates an mental attitude of usual co-operation as well as agreement amidst the managers. Such mental attitude is useful non entirely at the piece of work house but also inward the social life.

Meaning of Management Development / Managerial Training ↓

In add-on to preparation for operative staff, an organisation has to select steps for preparation managers. Such preparation programmes are called 'managerial evolution / executive evolution programmes. Managerial talent is the most of import asset that a fellowship tin possess. Management evolution ensures that equally as well as when the demand for managers arise, suitably qualified persons are ready to fill upwards the vacancies.

Managerial evolution consists of all way past times which executives acquire to improve their performance. It is designed to improve the effectiveness of mangers inward their nowadays jobs as well as to prepare them for higher jobs inward future. Managerial evolution aims at helping the mangers to realise their total potential.

Management evolution is a way to improving the civilization of the Organisation so that it could last geared to excellence. "People displace organisations non machines."

According to P. N. Singh, "Management evolution is an activity designed to improve the performance of existing managers, provide a render of managers to encounter the demand of organisations inward futurity as well as extend the agreement of the direction activity past times drawing from the next iii resources areas :- (a) Knowledge, (b) Experience, as well as (c) Trainee himself."

Need / Importance of Management Development ↓

According to Edwin Flippo, "No organisation has a alternative of whether to develop employees or not, the entirely alternative is that of method." The demand for direction evolution is good accepted inward the nowadays business, which is fast changing due to technological as well as social developments.

Shortage of trained managers : Talented as well as matured managers are non easily available. It is non possible to appoint managers from exterior for the fundamental managerial posts. The improve alternative is to select talented persons equally trainee managers as well as develop their qualities through special preparation as well as wider exposures. In this way, the organisation tin create its ain squad of talented managers to atomic number 82 the whole Organisation.
Complexity of direction jobs : The jobs of managers are at nowadays complicated as well as to a greater extent than challenging. They demand varied skills for dealing amongst the complex organizational problems. For this, talented persons should last selected as well as proper preparation should last given to them.
Technological as well as social changes : Rapid technological as well as social changes are taking house inward the job organisation world. In India, such developments are fast taking house along amongst the liberalization as well as globalisation of business. Managers should last given proper preparation as well as exposure inward reckoner applications as well as information technology.
Management obsolescence : Executive obsolescence occurs due to mental deterioration as well as aging process. This tin last corrected past times offering self-development opportunities to managers. In fact, self-development must travel along throughout the career of an executive.
Complexity of job organisation direction : Business direction is becoming really complicated due to authorities legislations, marketplace competition, social pressures as well as consciousness amidst consumers. Well-trained as well as matured managers are hence required. Such managers are non available easily. The best way is to educate existing managers through direction evolution programmes.

(B) Methods of Management Development / Managerial Development ↓

For direction development, several methods / techniques are used. These methods tin last divided into 2 broad categories, namely,

Internal or On the task methods, and
External or Off the task methods.

(A) Internal Training Methods / On The Job Methods

Coaching : Coaching on the task coaching is a method past times which a superior teaches task cognition as well as skills to a subordinate manager. He briefs the trainee executive nigh what is expected of him as well as how it tin last done. The superior also checks the performance of his subordinate as well as guides him to improve his shortfalls as well as deficiencies. The superior acts equally a friend as well as guide of his subordinate. Coaching method favours learning past times doing. Its effectiveness depends on the capacity as well as the involvement taken past times the superior as well as also past times the subordinate. The superior should adopt a positive approach inward the coaching physical care for as well as assist the subordinate inward achieving self-development. Coaching has sure limitations. For example, a trainee managing director cannot develop much beyond the limits of his ain superior's abilities. Similarly, the success of coaching method depends on the involvement as well as initiatory taken past times the trainee - manager.
Counselling : Under this method, the subordinate wanting advice approaches his superior. Counselling is provided inward matters relating to the job. However, on asking from the subordinate, counselling may also last offered on matters non straight related to the job. There is two-way dialogue betwixt the subordinate as well as the superior to uncovering solution to his problem. Counselling provides emotional stability to trainee - subordinate.
Understudy assignment : An understudy is a trainee-manager who is to assume the total duties as well as responsibilities of the seat currently held past times his superior, when the afterward leaves his transportation due to retirement, transfer or promotion. Here, a departmental managing director (head) selects 1 of his suitable subordinates to travel his understudy. As an alternative, the personnel subdivision may brand the selection of understudy. The departmental managing director volition guide him (i.e. understudy) to acquire his task as well as deal amongst the problems that human face the managing director daily. The understudy volition acquire the task of his superior through observation as well as participation inward the decision making. He may last given specific problems to study as well as to brand recommendations for solving them. The understudy volition last given wider exposure as well as an chance to develop capacity to deal amongst hard problems as well as complex situations.
Job Rotation : It involves transfer of executives from 1 task to another. The aim of task rotation is to broaden the knowledge, skills as well as outlook of executives. This method tin last used inward the instance of direction trainee as well as also inward the instance of an existing managing director due for promotion. Job rotation method is also useful for providing diversity of task experience to managers.

Advantages of Job Rotation
1. It brings all departments on the same basis equally executives displace from 1 subdivision to other.
2. Job rotation facilitates inter-departmental cooperation. New procedures are introduced inward departments along amongst the rotation of managers.
3. The do goodness of wider exposure is available to trainee manager.
4. There is absence of monotony inward the preparation physical care for due to task rotation.
Limitations of Job Rotation are:-
1. The piece of work of departments is affected due to frequent changes of executives for preparation purpose.
2. The trainee managing director finds it hard to adjust himself to his novel bosses.
3. Even the executives are non inward a seat to have got specialized cognition as well as preparation inward 1 particular branch of work.
4. Frequent changes of seat of executives may also behave on their morale.
Delegation : Delegation is 1 to a greater extent than internal method of direction development. The performance of subordinates may non improve unless additional responsibleness as well as ascendence are delegated to them. Making the subordinates to attain a particular target through delegation is 1 way past times which subordinates volition acquire to grow as well as develop independently. They volition develop leadership qualities as well as decision-making skills, which are necessary for a goodness manager.
Appointment equally 'Assistant to' : Influenza A virus subtype H5N1 junior executive may last appointed equally 'Assistant to' senior executive for the purpose of preparation as well as practical experience. Here, the junior executive is given exposure to the task of senior executive as well as he teams novel techniques piece providing assistance to his boss. This broadens his viewpoint as well as makes him ready for futurity promotions. The superior executive also gets the do goodness equally he tin delegate some of his responsibilities to the assistant as well as also acts equally guide of his assistant.
Membership of Committees : Inter-departmental committees are usually created for bringing co-ordination inward the activities of dissimilar departments. Managers from dissimilar departments are taken on such committees. Junior managers are also given membership of such committees so equally to give them a broader exposure to the viewpoints of other departmental heads. Ad hoc commission of executives is also constituted as well as is assigned a specific job for study. Such commitee assignments offering chance of preparation to junior executives, equally they have got to study the job inward depth as well as brand recommendations.
Project Assignment : In the projection assignment method, a trainee managing director is given a projection that is closely related to the piece of work of his department. The projection relates to specific job faced past times the department. Here, the executive has to study the projection on his ain as well as brand recommendations for the consideration of the departmental head. Such assignment provides valuable experience to the trainee as well as develops problem-solving attitude, which is 1 essential requirement of an executive.
Promotions as well as Transfers : Promotions as well as transfers are 2 to a greater extent than internal methods of direction development. Promotion gives an chance to a managing director to acquire novel skills required for the task at the higher level. It motivates him for self-improvement. Transfer also facilitates the broadening of viewpoint required for higher positions. It gives an chance to piece of work at dissimilar positions as well as develop.

(B) External Methods of Management Development / Off The task Methods ↓

Universities as well as Colleges : The universities as well as colleges, now, provide facilities of direction education. Here, educational activity is given through lectures, discussions, habitation assignments, tests as well as examinations. In India, Bombay University (MU) has its Jamnalal Bajaj Institute of Management Studies (JBIMS) for diverse direction evolution courses. Colleges affiliated to the Universities also conduct DBM, MBA as well as other direction evolution programmes for the executives from job organisation sector. Candidates working at managerial levels inward companies are usually selected for such preparation programmes.
Management Institutions : Along amongst the universities as well as colleges, at that spot are direction preparation institutions such equally NITIE, Bombay Management Association, as well as Productivity Councils as well as so on. These institutes run special preparation courses for graduates interested inward direction educational activity as well as also orientation programmes for existing managers from populace as well as private sector enterprises. Companies tin depute their managers for brusk orientation courses as well as update the cognition as well as information of their managers inward specific areas. Even seminars, workshops as well as conferences are arranged for the preparation of managers past times diverse associations such equally chambers of commerce as well as export promotion councils.
Role-playing : Role-playing has been defined equally "A method of human interaction, which involves realistic conduct inward the imaginary situations." It is especially useful for learning human relations as well as leadership training. Its objective is to enhance the powerfulness of trainee managing director piece dealing amongst others. In the role playing, a conflict province of affairs is artificially created as well as 2 or to a greater extent than trainees are assigned dissimilar roles to play. For example, a virile someone employee may assume the role of a woman someone supervisor as well as the woman someone supervisor may assume the role of a virile someone employee. Then, both may last given a typical piece of work province of affairs as well as asked to respond equally they await others to do. Such role playing results inward improve agreement amidst individuals. It helps to promote interpersonal relations as well as mental attitude change.
Case Study : Case study method was get-go developed past times Christopher Langdell at Harvard Law School. Influenza A virus subtype H5N1 instance is a written job organisation human relationship giving sure details of the province of affairs is relation to a specific matter. Such instance study may last related to whatever aspect of direction such equally production, marketing, personnel, finance as well as so on. The instance presented is ever incomplete. This way the solution to the job is non provided. The participants are supposed to seat the best available solution.

Influenza A virus subtype H5N1 modest grouping of managers are asked to study the instance inward the contend of theoretical study already completed as well as is followed past times opened upwards give-and-take inward the presence of capable instructor, who tin guide intelligent give-and-take as well as analysis. There is null similar 1 right answer to the instance study.

Case study method has sure advantages like, (a) in-depth thinking nigh the affair past times managers, (b) to a greater extent than perception inward province of affairs as well as greater abide by for the opinions of others.
Conferences as well as Seminars : Deputing officers for conferences as well as seminars is a method available for direction development. Various matters are discussed systematically inward such conferences as well as seminars. This provides novel information as well as cognition to the managers. The participants inward such conferences as well as seminars are limited. As a result, to a greater extent than persons acquire an chance to participate inward such conferences for self-development. Conferences may last directed or guided or may last for consultation as well as finally for job solving.
Simulation : Here, an executive or trainee is given practical preparation past times creating province of affairs / environment, which closely represents the existent life province of affairs at the piece of work place. For example, activities of an organisation may last simulated as well as the trainee may last asked to brand a determination inward back upwards of those activities. The results of those decisions are reported dorsum to the trainee amongst an explanation. The study illustrates what would have got happened if that determination was taken. The trainee teams from this feedback as well as improves his subsequent simulation.
Management / Business Games : Influenza A virus subtype H5N1 diversity of reckoner as well as non-computer direction / job organisation games have got been devised for preparation of managers. This preparation method is used inward direction development. It is a type of classroom method of training. The game is designed to stand upwards for existent life situation. Employees for managerial positions are set inward an practice of actual decision-making. Influenza A virus subtype H5N1 job is provided to them along amongst all the necessary information as well as constraints. The employee is asked to brand a decision. The character of this determination is judged past times how good the applicant has processed the information provided to him. The processing of information is supposed to last guided past times cognition of the goals as well as policies of the organisation. Even if error is made inward the game, the trainee tin acquire a lot out of his mistake. This avoids possible mistakes piece taking decisions for his company. This method develops capacity to select rational decisions past times managers.
TV as well as Video Instructions : TV as well as Video instructions are used for preparation as well as direction evolution programmes. At present, programmes on direction problems are arranged on TV network regularly. Videotapes are also available on direction training. Books as well as periodicals are published regularly on management. Audio-visual aids (film strips, Video, tape recorders, TV, overhead projectors, etc.) are at nowadays used for preparation of managers.

Question Bank On Human Resource Management as well as Development - HRM / HRD ↓

Explain the meaning, nature as well as features of human resource.
Explain, inward brief, the steps inward the selection procedure.
Explain the significance scientific selection of supervisory staff.
State as well as explicate the dissimilar methods of preparation of managerial personnel.
What are the objectives as well as benefits of preparation of managers?
Write brusk notes on:
1. Recruitment as well as selection
2. Sources of recruitment
3. Meaning as well as objectives of employee training
4. Advantages of preparation of employees

Article Source: PG Study Notes, Academic Year: 2009-2010, Article Sharing Motto: To Help Students Understand HRM Via Self-Study.

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