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Human Resources Management - HRM-Systems Perspective

Staffing - HRM-Systems Perspective

   Posted On :  12.06.2018 01:07 am

Under this subsystem the job of recruitment, selection and placement are undertaken. Following are the principles of recruitment policy.


Under this subsystem the job of recruitment, selection and placement are undertaken. Following are the principles of recruitment policy.
1. Centralized recruitment policy.

2. Recruitment compatible with personnel policy of the organization.

3. Merit is to be the basis.

4. Qualification and experience compatible with job analysis.

5. Rules and procedure to be transparent and adequately published through circular, notices and newspaper advertisements.

6. Proper mix of internal and external candidates.

7. Statutory policies are to be followed.

8. Recruitment policy is to be flexible enough to bring necessary amendments.

Sources of Recruitment

1. Internal

2. External to the organization.

Need for External Recruitment

1. Lack of adequately qualified and experienced persons within the organization.

2. Inducting persons of specialized knowledge.

3. Inducting persons well exposed in successful units.

Source for External Recruitment

1. Campus Recruitment.

2. Personnel Consultants.

3. Professional Bodies.

4. Private Recruitment Agencies.

5. Employment Exchange.

6. Trade Unions.

7. Recommendations of Existing Employees.

8. Solicited Application.

9. Unsolicited Application.


1. Details of Vacancy.
2. Number of Vacancies.
3. Scale of pay.
4. Minimum qualification.
5. Minimum Experience.

6. Desirable qualities.
7. Reservation of vacancies.
8. Mode of applying – last date.

Selection process

1. Short listing.
2. Application blank.
3. Tests.
4. Interviews.

5. References
6. Medical Examination
7. Final Selection.

Training and Development

To improve knowledge regarding organization, its objectives, philosophy, policies, procedures and practices.
To increase technical skill and update the knowledge.
To improve their aptitude and abilities on the job.

To assist employees to perform better and earn more.
To help supervisors to increase their management skill especially in their human relations and planning the work.
To assist managers to improve their personality, sharpen their intelligence and to increase their conceptual skill.
To prepare managers to take higher responsibility and position by updating their professional knowledge.

To assist in an overall improvement and development of individual employees.

To increase the contribution of employees to the organization.

Method of Training

Orientation training

On the job-training

Simulation (vestibule) training.

Class room training

Apprenticeship training

Industrial training

Wage and Salary Administration

The principles involved are

Wage plan should be linked to the productivity

Should be related to job requirement skill and job

Should have incentive content to motivate workers to put up their best efforts.

Wages to be fixed for different categories based on job evaluation.

Wage plan should have a guaranteed minimum wage.

It should be comparable with wages of other similar industries in similar locations

It should attract talented personnel to join the organization

It should be flexible enough to bring about changes as and when found necessary.

The other functions of staffing sub system are:

Job Evaluation

Job evaluation is the evaluation rating of jobs to determine their positions in job hierarchy. The evaluation may be achieved through assignment of points or the use of some other systematic rating method for essential job requirement such as skill, experience and responsibility.

The various steps of job evaluation are

1. Job Analysis

2. Job Description

3. Job Grading

4. Job Pricing

Job Evaluation Techniques

1. Qualitative Method

a. Ranking Job comparison method

b. Job classification / Grading method

2. Quantitative method

a. Factor comparison method

b. Point comparison method.

Tags : Human Resources Management - HRM-Systems Perspective
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