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A] RECRUITMENT & SELECTION :-
In today's rapidly changing business environment, organizations have to respond quickly to requirements for people. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Selection is one area where the interference of external factors is minimal. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best results.B] DESIGNING JOB DESCRIPTIONS & ORGANISATION STRUCTURE :-
Job descriptions are essential. Job descriptions are required for recruitment so that recruiter and the applicants can understand the role. Job descriptions are necessary for all people in work. A job description defines a person's role and accountability. Without a job description it is not possible for a person to properly commit to, or be held accountable for, a role.Smaller organisations commonly require staff and managers to cover a wider or more mixed range of responsibilities than in larger organisations (for example, the 'office manager' role can include financial, HR, stock-control, scheduling and other duties). Therefore in smaller organisations, job descriptions might necessarily contain a greater number of listed responsibilities, perhaps 15-16. However, whatever the circumstances, the number of responsibilities should not exceed this, or the job description becomes unwieldy and ineffective.
After studying the organization requirement, its process and operations we design job descriptions and organization structure which are result oriented, cost effective and can be held accountable.
C] DESIGNING APPRAISAL AND REWARD SYSTEMS :-
Performance Appraisal (PA) helps in measuring and evaluating performance of the employees in an organization. PA serves a two-fold objective. On one hand, it helps in identifying skill gaps present in the employees. On the other hand, it recognizes meritorious employees on the basis of their work and helps to design an effective reward system for the same. The paper examines PA and explores the relationship between PA, rewards, and behavior. Appraising the performance and rewarding it by tangible or intangible benefits keeps retention of good employees with the companies, keeping skilled and talented work force play a vital role in small scale organizations. We design performance appraisal and reward system for the companies.