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Unit-5 Employees Relations-HRM | BBA 2nd Sem

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Employees

Unit-5

Meaning of Employees Relations

  • We’re basically referring to the interactions and relationships between employees and their organization. It’s all about how employees and employers communicate, collaborate, and work together. Employee relations encompass a wide range of aspects, including employee satisfaction, motivation, communication, and conflict resolution. It’s a crucial area in organizational behavior that focuses on creating a positive and productive work environment.

Nature of Employees Relation

  1. Trust and Respect: Employee relations are built on trust and mutual respect between employees and the organization.
  2. Communication: Effective communication is essential for fostering understanding, transparency, and engagement among employees.
  3. Collaboration: Encouraging teamwork and cooperation among employees promotes a positive work culture and enhances productivity.
  4. Motivation: Creating a motivating work environment through recognition, rewards, and opportunities for growth boosts employee morale and satisfaction.
  5. Conflict Resolution: Addressing conflicts promptly and fairly helps maintain a harmonious work environment and prevents escalation.
  6. Professional Development: Providing training, mentorship, and career advancement opportunities shows a commitment to employees’ growth and success.
  7. Work-Life Balance: Supporting employees’ well-being by promoting work-life balance contributes to their overall satisfaction and productivity.
  8. Employee Feedback: Encouraging employees to share their feedback and ideas fosters a sense of involvement and ownership.
  9. Fairness and Equity: Treating employees fairly and equitably in areas such as compensation, promotions, and opportunities builds trust and loyalty.
  10. Recognition and Appreciation: Recognizing and appreciating employees’ contributions and achievements boosts morale and strengthens employee relations.

Read more- https://pencilchampions.com/unit-4-compensation-hrm-bba-2nd-semester/


Industrial relations

  1. Definition and Scope: Industrial relations involve the study and management of the employment relationship, including the interactions between employers, employees, and their representatives such as trade unions.
  2. Historical Background: Industrial relations have evolved over time, shaped by socio-economic factors, labor movements, and legislative changes. It emerged as a response to the challenges of industrialization and the need to address power imbalances between employers and workers.
  3. Employment Contracts: Industrial relations include the negotiation and administration of employment contracts, which outline the terms and conditions of employment such as wages, working hours, benefits, and job security.
  4. Collective Bargaining: Collective bargaining is a key component of industrial relations, where representatives of employees and employers negotiate and reach agreements on various employment-related matters. This process helps ensure fair and equitable outcomes for both parties.
  5. Trade Unions: Trade unions play a significant role in industrial relations, as they represent the collective interests of workers and advocate for their rights and welfare. They engage in collective bargaining, provide support to members, and address workplace issues.
  6. Workplace Dispute Resolution: Industrial relations involve the resolution of conflicts and disputes that may arise between employers and employees. This can be done through negotiation, mediation, arbitration, or legal processes, depending on the nature and severity of the dispute.
  7. Employee Participation: Industrial relations encourage employee participation in decision-making processes, fostering a sense of ownership and engagement. This can be achieved through mechanisms such as employee representation on management boards or through consultative committees.
  8. Labor Legislation: Industrial relations are influenced by labor laws and regulations that govern employment relationships, including minimum wage laws, working condition standards, and laws protecting workers’ rights to organize and engage in collective bargaining.
  9. Industrial Relations Systems: Different countries have varying industrial relations systems, influenced by cultural, political, and economic factors. These systems can be categorized as unitarist, pluralist, or radical, depending on the level of cooperation or conflict between employers and employees.
  10. Future Challenges and Trends: Industrial relations continue to evolve in response to changing work patterns, technological advancements, and globalization. Emerging trends include the gig economy, remote work arrangements, and the need for flexible and adaptive employment practices.

Wikipedia- https://en.wikipedia.org/wiki/Personnel_selection


Positive Employee Relation

  1. Building Trust: Trust is the foundation of positive employee relations. Employers should strive to build trust by being transparent, honest, and consistent in their communication and actions. Trust allows employees to feel secure, valued, and motivated in their work.
  2. Effective Communication: Open and effective communication is essential for fostering positive employee relations. Employers should encourage two-way communication, actively listen to employees’ concerns, and provide regular feedback and recognition. Clear communication helps prevent misunderstandings and promotes a sense of belonging and engagement.
  3. Employee Engagement: Engaged employees are more likely to have positive relationships with their employers and colleagues. Employers can promote employee engagement by involving employees in decision-making processes, providing opportunities for growth and development, and recognizing and rewarding their contributions.
  4. Work-Life Balance: Supporting work-life balance is crucial for positive employee relations. Employers should encourage a healthy work-life balance by offering flexible work arrangements, promoting wellness initiatives, and respecting employees’ personal time and boundaries. This helps employees feel valued and reduces stress and burnout.
  5. Recognition and Rewards: Recognizing and rewarding employees for their achievements and contributions is an important aspect of positive employee relations. Employers should acknowledge employees’ hard work, provide constructive feedback, and offer incentives such as bonuses, promotions, or public recognition. This fosters a positive work culture and motivates employees to perform at their best.
  6. Conflict Resolution: Conflicts and disagreements are inevitable in any workplace. However, how these conflicts are managed can greatly impact employee relations. Employers should have effective conflict resolution mechanisms in place, such as mediation or grievance procedures, to address conflicts promptly and fairly. Resolving conflicts in a respectful and constructive manner helps maintain positive relationships among employees.
  7. Employee Development: Investing in employee development is a key factor in positive employee relations. Employers should provide opportunities for training, skill-building, and career advancement. Supporting employees’ professional growth demonstrates a commitment to their success and fosters a positive and supportive work environment.
  8. Diversity and Inclusion: Embracing diversity and promoting inclusion is essential for positive employee relations. Employers should create a diverse and inclusive workplace where employees feel respected, valued, and supported regardless of their background, culture, or identity.

Discipline & Grievance handling

Discipline

  • Discipline refers to the actions taken by an organization to enforce rules, regulations, and policies. It is important for maintaining order, ensuring compliance, and promoting a positive work environment. Here are some key points:
  1. Clear Policies: Organizations should have well-defined policies and procedures in place that clearly outline expected behavior, performance standards, and consequences for misconduct. This provides employees with clarity and sets the foundation for fair and consistent disciplinary actions.
  2. Progressive Discipline: Progressive discipline involves a series of escalating steps to address employee misconduct or performance issues. It typically starts with verbal warnings, followed by written warnings, suspension, and ultimately, termination if necessary. This approach allows employees the opportunity to improve their behavior or performance before severe consequences are imposed.
  3. Consistency and Fairness: It is essential to apply discipline consistently and fairly across all employees. This means treating similar situations and individuals in a consistent manner, without any bias or favoritism. Consistency and fairness build trust among employees and promote a sense of justice within the organization.

Grievance Handling:

  • Grievances are formal complaints raised by employees regarding their work conditions, treatment, or any other workplace-related issue. Effective grievance handling is crucial for resolving conflicts, maintaining employee morale, and preventing larger disputes. Here are some key points:
  1. Clear Grievance Policy: Organizations should have a well-defined grievance policy in place that outlines the process for employees to raise complaints and the steps involved in resolving them. This policy should be communicated to all employees and accessible to them.
  2. Confidentiality and Impartiality: Grievances should be handled confidentially and impartially. Employees should feel comfortable coming forward with their concerns, knowing that their identity will be protected. Grievance handlers should be unbiased and objective in their approach to ensure a fair resolution.
  3. Timely Resolution: Grievances should be addressed promptly to prevent them from escalating and causing further discontent among employees. Organizations should establish reasonable timelines for each stage of the grievance process and ensure that they are adhered to.
  4. Mediation and Alternative Dispute Resolution: In some cases, mediation or alternative dispute resolution methods can be employed to resolve grievances. These methods involve a neutral third party facilitating communication and negotiation between the parties involved, with the goal of reaching a mutually acceptable resolution.

Meaning of Trade Union

  • A trade union is a group or organization formed by workers to protect and promote their collective interests and rights in the workplace. It acts as a representative body for employees, advocating for better working conditions, fair wages, benefits, and improved employee rights. Trade unions negotiate with employers on behalf of their members, aiming to secure favorable agreements through collective bargaining. They also provide support and assistance to workers in various areas, such as legal advice, training, and dispute resolution. Trade unions play a vital role in ensuring the well-being and rights of workers in the labor market.

Types of Trade Union

  1. Craft Unions: Craft unions are formed by workers who possess a specific skill or craft. These unions represent workers in a particular trade or occupation, such as carpenters, electricians, or plumbers. Craft unions aim to protect the interests of their members by ensuring fair wages, safe working conditions, and maintaining the quality of their craft.
  2. Industrial Unions: Industrial unions organize workers across different crafts or industries. They bring together employees from various occupations within a specific industry, such as manufacturing or transportation. Industrial unions focus on broader issues that affect all workers in the industry, including wages, benefits, and working conditions.
  3. General Unions: General unions, also known as all-purpose unions, represent workers from diverse industries and occupations. These unions aim to provide a collective voice for employees across multiple sectors, such as public services, retail, or hospitality. General unions often focus on issues like job security, fair treatment, and improving the overall working conditions for their members.
  4. White-Collar Unions: White-collar unions represent professionals, office workers, and employees in managerial or administrative roles. These unions advocate for the rights and interests of workers in non-manual or professional occupations, such as accountants, engineers, or IT professionals. They address issues related to job security, fair compensation, and career advancement.
  5. Public Sector Unions: Public sector unions represent employees in government agencies, public institutions, and services. These unions include teachers’ unions, police unions, healthcare worker unions, and other public sector employees. They negotiate with the government or relevant authorities to secure better working conditions, fair wages, and benefits for their members.
  6. Trade Federations: Trade federations are associations that bring together multiple trade unions from the same industry or sector. These federations coordinate efforts, provide resources, and represent the collective interests of the affiliated unions. They often engage in collective bargaining with employers or participate in policy advocacy at a broader level.
  7. Professional Associations: While not strictly trade unions, professional associations serve a similar purpose by representing individuals in specific professions or fields. These associations focus on advancing the interests and professional development of their members, setting ethical standards, and promoting collaboration within the profession.

Role of Unions

  1. Collective Bargaining: One of the primary roles of unions is to engage in collective bargaining with employers on behalf of their members. Unions negotiate for better wages, benefits, working conditions, and job security. Through collective bargaining, unions strive to achieve fair and equitable agreements that benefit all workers.
  2. Improved Working Conditions: Unions advocate for safe and healthy working conditions. They push for the implementation and enforcement of workplace safety regulations, ensuring that employees are protected from hazards and risks. Unions also address issues related to workload, breaks, and rest periods, promoting a better work-life balance.
  3. Fair Wages and Benefits: Unions work to secure fair wages and benefits for workers. They negotiate for competitive salaries, regular pay raises, and equitable compensation structures. Unions also advocate for benefits such as healthcare coverage, retirement plans, paid leave, and other forms of employee assistance.
  4. Job Security: Unions strive to protect workers from unfair treatment, discrimination, and unjust termination. They advocate for policies and procedures that ensure job security and protect employees from arbitrary actions by employers. Unions often establish grievance procedures to address workplace conflicts and protect workers’ rights.
  5. Legal Protection and Representation: Unions provide legal support and representation to their members. They assist workers in understanding their rights, filing complaints, and navigating complex labor laws. Unions also offer guidance and representation in disciplinary actions, workplace disputes, and negotiations with employers.
  6. Training and Skill Development: Many unions offer training programs and educational opportunities to enhance the skills and knowledge of their members. These programs help workers stay current in their fields, improve their job prospects, and adapt to changing industry requirements.
  7. Advocacy for Social Issues: Unions often extend their influence beyond the workplace and advocate for broader social issues. They support causes related to workers’ rights, social justice, equality, and community welfare. Unions may participate in campaigns, protests, and lobbying efforts to bring about positive social change.
  8. Support and Solidarity: Unions foster a sense of solidarity among workers, providing support, camaraderie, and a collective voice. They create a platform for workers to share experiences, address concerns, and collectively address workplace challenges. Unions also provide resources, guidance, and assistance to individual members in need.

Collective Bargaining

  • Collective bargaining is a fundamental aspect of labor relations and plays a crucial role in shaping the employment conditions and terms between workers and employers. It involves negotiations between a labor union, which represents the employees, and the employer or management, with the goal of reaching a mutually beneficial agreement. Let’s dive deeper into the concept of collective bargaining and its significance.
  • Collective bargaining serves as a mechanism for workers to have a collective voice in determining their wages, benefits, working conditions, and other employment-related matters. It provides a platform for employees to come together, express their concerns, and negotiate with their employers as a unified force. By engaging in collective bargaining, workers can exert their influence and advocate for their rights and interests.
  • The process of collective bargaining typically follows a structured approach. First, the labor union, acting on behalf of the employees, presents their demands or proposals to the employer. These demands may include wage increases, improved benefits, better working conditions, or changes in policies and procedures. The employer, in turn, responds with their own proposals, taking into account various factors such as the financial health of the organization, market conditions, and business objectives.
  • Negotiations then take place between the labor union and the employer, with both parties working towards finding common ground and reaching a mutually acceptable agreement. This process often involves back-and-forth discussions, compromises, and concessions from both sides. The negotiations may be facilitated by a neutral third party, such as a mediator or arbitrator, who helps facilitate communication and resolution of differences.
  • Collective bargaining has several benefits for both workers and employers. For workers, it provides an opportunity to have a say in their working conditions and to secure better wages and benefits. Through collective bargaining, workers can address issues such as fair pay, job security, work-life balance, and health and safety measures. It empowers employees and fosters a sense of unity and solidarity among them.
  • For employers, collective bargaining offers advantages as well. It provides a structured process for addressing employee concerns and resolving conflicts. By engaging in negotiations with the labor union, employers can gain insights into the needs and aspirations of their workforce, leading to improved employee satisfaction and productivity. Collective bargaining also helps in maintaining good labor-management relations, reducing the likelihood of labor disputes and disruptions.
  • Collective bargaining is not only beneficial for workers and employers but also for society as a whole. It promotes social justice, fairness, and equality in the workplace. By ensuring that workers have a voice in determining their employment conditions, collective bargaining helps in reducing income inequality and improving the overall well

Problem of Trade Union

  1. Membership Decline: One of the major challenges for trade unions is a decline in membership. Factors such as changing employment patterns, increased job insecurity, and the rise of the gig economy have led to a decrease in union membership. This decline in membership weakens the bargaining power and influence of trade unions.
  2. Lack of Representation: Trade unions may face difficulties in representing the diverse needs and interests of their members. Different industries and occupations have varying concerns, and it can be challenging for trade unions to effectively represent the interests of all their members.
  3. Globalization and Outsourcing: Globalization has led to the outsourcing of jobs to countries with lower labor costs. This trend poses a challenge for trade unions as they need to adapt and find ways to protect the rights of workers affected by outsourcing and globalization.
  4. Legal Restrictions: In some countries, there may be legal restrictions on the activities of trade unions, limiting their ability to organize and bargain collectively. These restrictions can hinder the effectiveness of trade unions in advocating for workers’ rights.
  5. Lack of Public Support: Trade unions may face public perception challenges, with some people viewing them as disruptive or self-serving. This lack of public support can make it more difficult for trade unions to achieve their goals and gain public sympathy for their causes.
  6. Technological Advancements: Technological advancements and automation can lead to job displacement and changes in the nature of work. Trade unions need to adapt and find ways to protect workers’ rights in the face of these technological changes.
  7. Internal Conflicts: Like any organization, trade unions may face internal conflicts and divisions. Disagreements over strategies, priorities, and leadership can weaken the unity and effectiveness of trade unions.

Human Resource Information System

  • Human Resource Information Systems (HRIS) in a simple and easy-to-understand way. HRIS is a software or technology system that helps organizations manage various HR functions and processes. It’s like a digital toolbox for HR professionals to streamline their tasks and make their lives easier.
  • An HRIS typically includes features like employee data management, payroll processing, benefits administration, time and attendance tracking, performance management, and recruitment and on boarding. It acts as a centralized database that stores and organizes all employee-related information, making it easily accessible and manageable.
  • One of the key benefits of HRIS is that it automates many HR processes, reducing manual paperwork and administrative tasks. For example, instead of manually filling out paper forms for employee on boarding, an HRIS can facilitate online on boarding, where new employees can complete their paperwork electronically. This saves time and reduces errors.
  • Another advantage of HRIS is its ability to generate reports and analytics. HR professionals can use the system to pull data and generate insights about workforce demographics, turnover rates, performance metrics, and more. This helps organizations make informed decisions and identify areas for improvement.
  • HRIS also enhances employee self-service. It provides employees with a portal where they can access and update their personal information, view pay stubs, request time off, and participate in performance evaluations. This empowers employees to take ownership of their HR-related tasks and reduces the administrative burden on HR teams.
  • Furthermore, HRIS ensures data accuracy and security. By centralizing employee data, it minimizes the risk of data duplication or loss. Access to sensitive information can be restricted to authorized personnel, ensuring data privacy and compliance with data protection regulations.
  • Implementing an HRIS requires careful planning and consideration. Organizations need to assess their specific needs and choose a system that aligns with their requirements. They also need to ensure proper training and support for HR staff to effectively utilize the system.

E-HRM for the Digital Age

  • E-HRM refers to the use of technology and digital platforms to manage various HR functions and processes. In today’s rapidly evolving digital landscape, e-HRM plays a crucial role in enhancing HR efficiency, improving employee experiences, and driving organizational success.
  • E-HRM encompasses a wide range of digital tools and platforms that enable HR professionals to streamline their tasks and leverage data-driven insights. These tools include HRIS (Human Resource Information Systems), employee self-service portals, online recruitment platforms, performance management software, and more. Together, they create a digital ecosystem that transforms traditional HR practices.
  • One of the key benefits of e-HRM is automation. By digitizing and automating HR processes, organizations can reduce manual paperwork, minimize errors, and save valuable time. For example, instead of manually reviewing resumes and conducting in-person interviews, e-HRM allows for online job postings, automated resume screening, and video interviews. This accelerates the recruitment process and improves efficiency.
  • E-HRM also empowers employees through self-service portals. These portals provide employees with easy access to their personal information, such as pay stubs, benefits, and vacation balances. Employees can update their information, request time off, and participate in performance evaluations, all through a user-friendly interface. This self-service approach enhances employee engagement and satisfaction while reducing the administrative burden on HR teams.
  • E-HRM enables data-driven decision-making. With digital platforms, HR professionals can collect and analyze vast amounts of data related to employee performance, engagement, and satisfaction. This data provides valuable insights that can guide strategic HR initiatives, such as talent development, succession planning, and employee retention strategies. By leveraging data analytics, organizations can make informed decisions and drive positive outcomes.
  • E-HRM also facilitates remote work and global collaboration. With cloud-based platforms and digital communication tools, HR professionals can effectively manage a geographically dispersed workforce. They can conduct virtual meetings, share documents, and collaborate in real-time, regardless of physical location. This flexibility promotes work-life balance and opens up opportunities for diverse talent acquisition.

Meaning of Recruitment

  • Recruitment refers to the process of finding and attracting qualified individuals to fill job vacancies within an organization. It involves various activities, such as sourcing candidates, screening resumes, conducting interviews, and selecting the most suitable candidates for the job. The goal of recruitment is to identify and hire individuals who possess the necessary skills, qualifications, and experience to contribute to the success of the organization. It is an essential function of human resource management and plays a crucial role in building a talented and diverse workforce.

Process of Recruitment

  1. Purpose: Recruitment aims to attract and select qualified individuals to fill job vacancies within an organization.
  2. Sourcing: The process of identifying potential candidates through various channels like job portals, social media, and employee referrals.
  3. Screening: Reviewing resumes and applications to evaluate candidates’ qualifications, skills, and experience.
  4. Selection: Conducting interviews, assessments, and evaluations to determine the best fit for the job.
  5. Cultural Fit: Assessing candidates’ compatibility with the organization’s values, beliefs, and work environment.
  6. Communication: Maintaining transparent and timely communication with candidates throughout the process.
  7. Employer Branding: Building a positive image of the organization to attract top talent.
  8. Negotiation: Discussing compensation, benefits, and terms of employment with the selected candidate.
  9. Continuous Process: Recruitment is an ongoing process that requires monitoring, evaluation, and adaptation.
  10. Diversity and Inclusion: Promoting diversity and inclusion by considering candidates from different backgrounds and perspectives.
  11. Legal Compliance: Adhering to laws and regulations related to recruitment, such as equal employment opportunity.
  12. Candidate Experience: Ensuring a positive experience for candidates by providing feedback, addressing concerns, and keeping them informed.
  13. On boarding: Welcoming and integrating new hires into the organization to facilitate a smooth transition.
  14. Succession Planning: Identifying and developing internal talent for future leadership positions.
  15. Evaluation: Assessing the effectiveness of the recruitment process and making improvements as needed.

Sources of Recruitment

  1. Internal Sources: Organizations often look within their own workforce to fill vacant positions. This can include promoting current employees or transferring them to different roles. Internal recruitment helps in retaining talent, motivating employees, and providing growth opportunities.
  2. External Sources: Organizations also explore external avenues to attract fresh talent. Some common external sources include:
  • Job Portals: Online job portals like LinkedIn, Indeed, and Naukri are popular platforms for posting job advertisements and reaching a wide pool of candidates.
  • Social Media: Platforms like Facebook, Twitter, and Instagram can be used to share job openings and connect with potential candidates. Social media provides a more informal and interactive way to engage with job seekers.
  • Employee Referrals: Encouraging employees to refer candidates from their network can be an effective source of recruitment. Employee referrals often result in higher-quality hires and can save time and costs associated with traditional sourcing methods.
  • Recruitment Agencies: Organizations can partner with recruitment agencies or headhunters who specialize in finding suitable candidates for specific positions. These agencies have extensive networks and expertise in candidate sourcing.
  • Campus Recruitment: Visiting educational institutions and conducting recruitment drives is a common practice for organizations to hire fresh graduates. Campus recruitment allows companies to identify and attract young talent early on.
  • Job Fairs and Career Events: Participating in job fairs and career events provides organizations with the opportunity to showcase their brand, interact with potential candidates, and collect resumes.
  • Professional Networks: Engaging with professional associations, industry-specific forums, and networking events can help organizations connect with experienced professionals in their field.
  • Direct Applications: Accepting applications directly from interested candidates through company websites or email is another source of recruitment. This method allows organizations to receive applications from individuals actively seeking employment.
  • Print Media: Although less common in the digital age, organizations may still advertise job openings in newspapers, magazines, and trade publications to reach a broader audience.
  • Internship Programs: Offering internships can be an effective way to identify and groom potential future employees. Internship programs provide organizations with an opportunity to assess candidates’ skills and suitability for permanent positions.

Process of Recruitment

  1. Identify the Hiring Need: The first step is to determine the need for a new employee or a vacancy within the organization. This is done by assessing the workload, identifying skill gaps, and understanding the requirements of the position.
  2. Job Analysis and Description: Once the need is identified, a job analysis is conducted to define the responsibilities, qualifications, and competencies required for the role. This information is used to create a job description that outlines the job title, duties, qualifications, and any other relevant details.
  3. Sourcing Candidates: After the job description is finalized, the organization begins to source potential candidates. This can be done through internal sources (such as promoting or transferring existing employees) or external sources (such as job portals, social media, recruitment agencies, and campus recruitment).
  4. Screening and Short listing: The received applications or resumes are screened to assess the candidates’ qualifications, skills, and experience. Based on the screening, a shortlist of potential candidates is created for further evaluation.
  5. Selection Methods: Various selection methods are used to assess the shortlisted candidates. This may include interviews (in-person, telephonic, or video), written tests, group discussions, case studies, or presentations. The selection methods are designed to evaluate the candidates’ suitability for the role and their alignment with the organization’s values and culture.
  6. Background Checks: Once a candidate is deemed suitable for the position, background checks may be conducted. This can include verifying educational qualifications, employment history, references, and conducting criminal record checks, if applicable.
  7. Job Offer: If the candidate successfully clears the selection process and passes the background checks, a job offer is extended. The offer typically includes details such as compensation, benefits, start date, and any other relevant terms and conditions.
  8. On boarding: After accepting the job offer, the new employee goes through an on boarding process. This involves completing paperwork, familiarizing themselves with company policies and procedures, and receiving any necessary training or orientation.

Method of Recruitment

  1. Online Job Boards: Companies can post job vacancies on online job boards or job portals. These platforms allow candidates to search and apply for jobs directly through their websites. Examples of popular job boards include Indeed, LinkedIn, and Naukri.
  2. Company Websites: Many organizations have a dedicated “Careers” or “Jobs” section on their websites where they post job openings. Candidates can visit the company’s website, view available positions, and submit their applications online.
  3. Social Media: Social media platforms like LinkedIn, Facebook, and Twitter are increasingly being used for recruitment. Companies can post job advertisements, share company updates, and engage with potential candidates through these platforms. Social media also allows for targeted advertising to reach specific demographics or industries.
  4. Online Networking: Professional networking sites like LinkedIn provide opportunities for recruiters to connect with potential candidates directly. Recruiters can search for candidates based on specific criteria, engage in conversations, and even reach out to passive candidates who may not be actively looking for a job.
  5. Applicant Tracking Systems (ATS): ATS software helps streamline the recruitment process by managing job postings, receiving applications, and organizing candidate data. It allows recruiters to track and manage applicants efficiently, saving time and effort.
  6. Virtual Job Fairs: Virtual job fairs are online events where employers and job seekers can interact in a virtual environment. These events typically include virtual booths, live chats, and video interviews, allowing candidates to explore job opportunities and interact with recruiters from the comfort of their own homes.
  7. Online Assessments and Interviews: E-recruitment often involves conducting assessments and interviews online. This can include video interviews, online tests, or other virtual assessment methods to evaluate candidates’ skills and suitability for the role.

Techniques of E- Recruitment

  1. Online Job Advertisements: Companies can create compelling job advertisements and post them on online job boards, company websites, and social media platforms. These ads should highlight the job requirements, benefits, and company culture to attract suitable candidates.
  2. Search Engine Optimization (SEO): Optimizing job postings and career pages with relevant keywords helps improve their visibility in search engine results. This increases the chances of attracting qualified candidates who are actively searching for job opportunities.
  3. Talent Relationship Management (TRM): TRM involves building and maintaining relationships with potential candidates, even before there is a specific job opening. This can be done through targeted email campaigns, personalized content, and networking events. It helps create a talent pool for future hiring needs.
  4. Employee Referral Programs: Encouraging employees to refer candidates for open positions can be an effective e-recruitment technique. Companies can offer incentives or rewards to employees who refer successful hires, thereby leveraging their networks to find qualified candidates.
  5. Social Media Recruiting: Social media platforms like LinkedIn, Face book, and Twitter provide opportunities to connect with potential candidates. Companies can leverage these platforms to share job openings, engage with candidates, and showcase their employer brand.
  6. Mobile Recruitment: With the increasing use of smart phones, it’s important to optimize the recruitment process for mobile devices. This includes having mobile-friendly career websites, easy application processes, and utilizing mobile apps for candidate engagement.
  7. Virtual Assessments and Interviews: E-recruitment often involves conducting virtual assessments and interviews. This can include online tests, video interviews, or simulation exercises to evaluate candidates’ skills and suitability for the role.

Employees Selection

  1. Job Analysis: Before beginning the selection process, organizations need to conduct a thorough job analysis. This involves identifying the essential job duties, responsibilities, and required qualifications for the position. It helps in developing accurate job descriptions and specifications, which serve as a foundation for the selection criteria.
  2. Sourcing Candidates: The next step is to attract a pool of potential candidates. This can be done through various channels such as online job boards, social media platforms, employee referrals, professional networks, and recruitment agencies. It’s important to use a mix of both traditional and digital sourcing methods to reach a diverse range of candidates.
  3. Screening Resumes: Once the applications are received, the organization needs to screen the resumes to shortlist candidates who meet the basic qualifications and requirements. This initial screening helps in identifying potential candidates for further evaluation.
  4. Assessing Candidates: The assessment phase involves evaluating candidates through various methods such as interviews, tests, assessments, and reference checks. Interviews can be conducted in different formats, including structured, unstructured, behavioral, or panel interviews. Tests and assessments can measure cognitive abilities, technical skills, personality traits, and cultural fit. Reference checks involve contacting the candidate’s previous employers or colleagues to gather insights about their past performance and work behavior.
  5. Selection Decision: After assessing the candidates, the organization needs to make a selection decision based on the evaluation results. This decision should align with the job requirements and the organization’s goals and values. It’s crucial to consider factors such as skills, experience, cultural fit, potential for growth, and diversity while making the final decision.
  6. Job Offer: Once the selection decision is made, the organization extends a job offer to the selected candidate. The offer should include details about the position, compensation, benefits, and any other relevant information. It’s important to communicate the offer in a timely and professional manner to maintain a positive candidate experience.
  7. On boarding: After the candidate accepts the job offer, the on boarding process begins. On boarding involves integrating the new employee into the organization, providing necessary training and resources, and helping them acclimate to their new role and work environment. A well-structured on boarding program

Process of Employees Selection

  1. Job Analysis: Conduct a thorough job analysis to identify the job duties, responsibilities, and required qualifications for the position. This helps in developing accurate job descriptions and specifications.
  2. Sourcing Candidates: Attract potential candidates through various channels such as online job boards, social media platforms, employee referrals, professional networks, and recruitment agencies.
  3. Screening Resumes: Screen the resumes to shortlist candidates who meet the basic qualifications and requirements. This initial screening helps in identifying potential candidates for further evaluation.
  4. Assessing Candidates: Evaluate candidates through interviews, tests, assessments, and reference checks. Interviews can be structured, unstructured, behavioral, or panel interviews. Tests and assessments measure cognitive abilities, technical skills, personality traits, and cultural fit. Reference checks provide insights about past performance and work behavior.
  5. Selection Decision: Make a decision based on the evaluation results. Consider factors such as skills, experience, cultural fit, potential for growth, and diversity while making the final decision.
  6. Job Offer: Extend a job offer to the selected candidate, including details about the position, compensation, benefits, and other relevant information. Communicate the offer in a timely and professional manner.
  7. On boarding: Integrate the new employee into the organization through a well-structured on boarding program. Provide necessary training, resources, and support to help them acclimate to their new role and work environment.
  8. Background Checks: Conduct background checks to verify the candidate’s education, employment history, and criminal records. This helps ensure the accuracy of the information provided by the candidate.
  9. Medical Examinations: Depending on the nature of the job, conduct medical examinations to assess the candidate’s physical and mental fitness for the role. This is particularly important for safety-sensitive positions.
  10. Probationary Period: Implement a probationary period for new hires to assess their performance and suitability for the job. This allows both the organization and the employee to evaluate the fit and make any necessary adjustments.

Performance Management

  1. Definition: Performance management is a continuous process that involves setting clear expectations, providing feedback, and evaluating employee performance to enhance productivity and achieve organizational goals.
  2. Goal Setting: Start by establishing clear and specific performance goals that align with the organization’s objectives. These goals should be SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) to provide a clear direction for employees.
  3. Performance Planning: Collaboratively develop performance plans with employees, outlining the expectations, responsibilities, and performance standards. This ensures that employees have a clear understanding of their roles and what is expected of them.
  4. Ongoing Feedback: Provide regular and constructive feedback to employees regarding their performance. This can be done through informal check-ins, one-on-one meetings, or formal performance reviews. Feedback should be specific, timely, and focused on both strengths and areas for improvement.
  5. Performance Evaluation: Conduct periodic performance evaluations to assess employee performance against the established goals and standards. This evaluation can be done through self-assessment, peer feedback, or supervisor evaluations. Use a fair and objective evaluation process to ensure consistency.
  6. Performance Improvement: Identify areas where employees may be struggling and provide support and resources to help them improve. Offer training, coaching, or mentoring to address any performance gaps and enhance skills and knowledge.
  7. Recognition and Rewards: Acknowledge and reward employees for their achievements and exceptional performance. This can be done through verbal recognition, monetary incentives, promotions, or other forms of appreciation. Recognition boosts morale and motivates employees to continue performing at their best.
  8. Career Development: Support employees’ career growth and development by providing opportunities for learning, skill enhancement, and advancement. Encourage employees to set personal development goals and provide the necessary resources to help them achieve those goals.
  9. Documentation: Maintain accurate and comprehensive records of employee performance, including performance plans, feedback, evaluations, and any disciplinary actions. This documentation serves as a reference for future evaluations and decision-making.
  10. Continuous Improvement: Regularly review and refine the performance management process to ensure its effectiveness. Seek feedback from employees and managers to identify areas for improvement and implement changes accordingly.

Establishing the Performance Management System

  1. Define Clear Objectives: Start by clearly defining the objectives of the performance management system. What are the goals you want to achieve? This could include improving employee performance, increasing productivity, or aligning individual goals with organizational goals.
  2. Design Performance Metrics: Identify the key performance metrics that will be used to measure employee performance. These metrics should be specific, measurable, and aligned with the objectives you defined earlier. For example, if one of the objectives is to increase customer satisfaction, a relevant metric could be the average customer satisfaction score.
  3. Set Performance Standards: Establish performance standards or benchmarks that employees should meet or exceed. These standards should be realistic, challenging, and aligned with the overall goals of the organization. Clearly communicate these standards to employees so they know what is expected of them.
  4. Develop a Performance Evaluation Process: Create a structured process for evaluating employee performance. This could include regular check-ins, formal performance reviews, or a combination of both. Determine the frequency of evaluations and the criteria that will be used to assess performance.
  5. Provide Training and Support: Train managers and supervisors on how to effectively evaluate employee performance and provide feedback. Ensure they understand the performance metrics and standards, as well as how to deliver constructive feedback and support employees in their development.
  6. Establish Feedback Channels: Create a culture of open communication and feedback. Encourage ongoing feedback between managers and employees, as well as peer-to-peer feedback. Provide opportunities for employees to share their thoughts and concerns, and ensure that feedback is timely, specific, and actionable.
  7. Align Performance with Development: Connect performance management with employee development. Use the performance evaluation process to identify areas for improvement and create individual development plans. Provide resources, training, and support to help employees enhance their skills and achieve their career goals.
  8. Monitor and Review: Continuously monitor the effectiveness of the performance management system. Collect feedback from managers, employees, and other stakeholders to identify areas for improvement. Regularly review the performance metrics and standards to ensure they remain relevant and aligned with the organization’s goals.

Meaning of Compensation

  • Compensation is an important aspect of organizational behavior and plays a significant role in attracting, motivating, and retaining employees. In simple terms, compensation refers to the financial and non-financial rewards that employees receive in exchange for their work and contributions to the organization.
  • Financial compensation includes the base salary or wages, bonuses, incentives, and benefits provided to employees. Non-financial compensation, on the other hand, includes intangible rewards such as recognition, opportunities for growth and development, work-life balance, and a positive work environment.
  • The purpose of compensation is to ensure that employees feel valued, motivated, and fairly rewarded for their efforts. It serves as a means to attract talented individuals to join the organization, retain top performers, and motivate employees to perform at their best.
  • One of the key factors is the external market competitiveness. This involves conducting market research to determine the prevailing compensation rates for similar roles in the industry and region. By offering competitive compensation, organizations can attract and retain top talent.
  • Internal equity refers to ensuring fairness and consistency in compensating employees within the organization. This involves establishing a clear and transparent salary structure, where employees are compensated based on their skills, experience, and performance. It is important to ensure that employees in similar roles with similar qualifications and experience are compensated fairly.
  • This involves linking a portion of an employee’s compensation to their individual or team performance. Performance-based compensation can take the form of bonuses, commissions, profit-sharing, or stock options. It serves as an incentive for employees to achieve their goals and perform at a high level.
  • These can include health insurance, retirement plans, paid time off, flexible work arrangements, and other employee benefits. Offering comprehensive benefits and perks can enhance employee satisfaction and contribute to a positive work-life balance.
  • Providing opportunities for growth and development, such as training programs, mentorship, and career advancement, can be highly motivating for employees. Recognition and rewards for outstanding performance, such as employee of the month programs or public acknowledgments, can also contribute to a positive work environment.
  • The Equity Theory suggests that employees compare their own inputs (such as their skills, efforts, and experience) to their outcomes (such as their salary, benefits, and recognition) and then compare this ratio to that of their peers. If employees perceive an inequity, either in the form of underpayment or overpayment, they may become Demotivated or dissatisfied. To maintain equity, organizations strive to ensure that employees perceive their compensation as fair and equitable in comparison to others.
  • The Expectancy Theory, on the other hand, focuses on the belief that employees’ motivation is influenced by their expectations of the outcome. According to this theory, employees will be motivated to exert effort and perform well if they believe that their efforts will lead to desired outcomes, such as higher compensation or rewards. Organizations can enhance motivation by clearly linking performance to rewards and ensuring that employees perceive a strong connection between their efforts and the outcomes they desire.
  • These theories, along with others like the Reinforcement Theory and the Agency Theory, provide insights into how organizations can design compensation systems that align with employee motivations, promote fairness, and drive performance. It’s important for organizations to consider these theories when developing their compensation strategies to create a positive and motivating work environment.

Components of Compensation

  1. Base Salary: This is the fixed amount of money that an employee earns for their work. It’s usually determined by factors like job responsibilities, market rates, and individual experience and qualifications.
  2. Variable Pay: Also known as performance-based pay, this component includes incentives, bonuses, commissions, or profit-sharing plans. It’s designed to reward employees for achieving specific goals or exceeding performance expectations.
  3. Benefits: These are non-cash rewards provided by employers to support employees’ well-being and security. Common benefits include health insurance, retirement plans, paid time off, disability coverage, and employee assistance programs.
  4. Perks: These are additional non-monetary benefits that organizations offer to attract and retain employees. Examples include company cars, gym memberships, flexible work arrangements, and employee discounts.
  5. Stock Options and Equity: Some companies offer employees the opportunity to own a stake in the company through stock options or equity grants. This allows employees to benefit from the company’s success and aligns their interests with those of the organization.
  6. Recognition and Rewards: This component focuses on acknowledging and appreciating employees’ contributions and achievements. It can take the form of verbal recognition, awards, certificates, or public appreciation events.
  7. Career Development: Organizations may invest in employees’ professional growth by providing training programs, mentorship opportunities, tuition reimbursement, or career advancement prospects. This component helps employees enhance their skills and progress in their careers.
  8. Work-Life Balance: Employers recognize the importance of work-life balance and may offer benefits like flexible work hours, telecommuting options, parental leave, or sabbaticals to help employees maintain a healthy balance between their personal and professional lives.
  9. Employee Assistance Programs: These programs provide support services to employees, such as counseling, financial advice, legal assistance, or wellness programs. They aim to address employees’ personal challenges and enhance their overall well-being.
  10. Recognition of Seniority: Some organizations provide additional compensation or benefits based on an employee’s length of service or seniority within the company. This can include things like increased vacation time, higher pension contributions, or priority for promotions.

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By Atul Kakran

My name is Atul Kumar. I am currently in the second year of BCA (Bachelor of Computer Applications). I have experience and knowledge in various computer applications such as WordPress, Microsoft Word, Microsoft Excel, PowerPoint, CorelDRAW, Photoshop, and creating GIFs.

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