Personnel Management:
Responsibility of HRM, Selection
Procedure, Training of Workers,
Apprentice Training
216010319032 – [ABRAZ]
216010319036 – [NIKHIL]
216010319034- [RAHUL]
GUIDED BY : - S.A.K
Creating a PowerPoint presentation on
personnel management, particularly focusing on HRM responsibilities,
selection procedures, worker training, and apprentice training, is a
great idea. Here's a breakdown of each section with features,
advantages, and disadvantages for your presentation :
features:
1. Recruitment & Selection: Hiring the right people.
2. Training & Development: Enhancing employee skills.
3. Performance Management: Evaluating and rewarding
performance.
4. Compensation & Benefits: Providing competitive pay and perks.
5. Employee Relations: Ensuring a positive work environment.
6. Compliance: Following labor laws and company policies.
7. Health & Safety: Promoting workplace well-being.
8. HR Technology: Using tools for efficiency and data management.
9. Talent Management: Planning for future workforce needs.
10. Employee Engagement: Fostering motivation and job
satisfaction.
1. Talent Acquisition: Hiring the right people.
2. Employee Development: Enhancing skills and
capabilities.
3. Performance Management: Evaluating and
improving performance.
4. Retention: Keeping valuable employees.
5. Compliance: Following laws and policies.
6. Employee Relations: Maintaining a positive work
environment.
1. Cost: HRM activities can be resource-intensive.
2. Resistance to Change: Employees may resist new
HRM policies or procedures.
3. Legal Risks: Non-compliance with labor laws can
lead to legal issues.
4. Administrative Burden: HRM tasks can be time-
consuming.
5. Conflict: Disagreements may arise between HRM
and employees.
6. Employee Burnout: Overemphasis on productivity
may lead to burnout.
Feature:
1. Job Analysis: Understanding the requirements of
the job, including skills, qualifications, and experience
needed.
2. Job Posting: Advertising the job vacancy through
various channels such as job boards, company
websites, and social media platforms.
3. Resume Screening: Reviewing resumes and
applications to identify candidates who meet the job
criteria.
4. Pre-Employment Tests: Administering
assessments, aptitude tests, or skill tests to evaluate
candidates' compet
1. Ensures the right fit for the job.
2. Improves employee performance and
job satisfaction.
3. Reduces turnover and training costs.
4. Enhances organizational productivity
and efficiency.
1. Can be time-consuming and resource-
intensive.
2. May lead to biases or discrimination if not
conducted properly.
3. Potential for overlooking talented
candidates.
4. Candidates may feel discouraged if not
selected.
Features:
1. Needs Assessment: Identifying the skills and knowledge gaps among
employees.
2. Training Design: Developing training programs tailored to address
identified needs.
3. Delivery Methods: Utilizing various methods such as workshops, seminars,
online courses, and on-the-job training.
4. Evaluation: Assessing the effectiveness of training programs through
feedback, tests, or performance evaluations.
5. Continuous Learning: Encouraging ongoing development through
refresher courses, skill-building sessions, and career development programs.
1. Improves employee skills and
performance.
2. Increases job satisfaction and
motivation.
3. Enhances productivity and efficiency.
4. Fosters innovation and adaptability.
1. Can be costly to design and implement.
2. Time-consuming for both trainers and
trainees.
3. Risk of knowledge/skill transfer not
occurring effectively.
4. Potential for disruption to regular work
schedules.
Feature:
1. Structured learning combining on-the-job experience and
classroom instruction.
2. Mentorship from experienced professionals.
3. Hands-on skill development.
4. Progressive skill advancement.
5. Potential for certification.
6. Compliance with regulatory standards.
7. Pathway to employment.
8. Opportunities for continuous learning and development.
1. Practical hands-on learning.
2. Mentorship from experienced professionals.
3. Tailored skill development.
4. Potential for certification and industry
recognition.
5. Direct pathway to employment.
6. Cost-effective for employers.
7. Fosters loyalty and commitment.
1. Requires significant time and resources.
2. Limited availability of apprenticeship programs
in some industries.
3. Potential for skills gap between training and
industry needs.
4. Dependence on quality of mentorship.
5. Limited diversity in some apprenticeship fields.
6. May not suit all learning styles.
1. Summarize key points.
2. Emphasize the importance of effective
personnel management in organizational
success.
3. Encourage continuous improvement and
adaptation to changing workforce dynamics.
