Human Resource Management Training Concepts

Study Notes

Selection is the process of choosing the best candidates for a job from a pool of applicants.
Recruitment is the process of finding and attracting potential employees for a job.
Selection is a negative process – it eliminates unqualified applicants.
Recruitment is a positive process – it seeks to attract as many qualified candidates as possible.
Selection involves interviews and tests.
Recruitment involves identifying and encouraging potential employees to apply for vacancies.

OJT is an integral part of vocational education and training.
OJT provides an opportunity to learn practical skills in real-world situations using equipment that may not be available in the institute.

Vestibule Training simulates actual work conditions in a training center called a "vestibule" using identical equipment.
The Case Method presents real-life job situations to trainees, who identify problems and offer solutions.
The Incident Method provides trainees with a brief outline of an incident and they can ask questions to get more information in order to find solutions.
Computer-Based Training (CBT) uses computers to present text, graphics, audio, and video to enhance job-related knowledge and skills.

Placement involves matching a selected candidate with the most suitable job.
Proper worker placement helps reduce employee turnover, absenteeism, and accidents while improving morale and motivation.

Organization Analysis examines the relationship between various jobs within the organization and its overall objectives.
Job Description highlights the major tasks, duties, and responsibilities for a given position.
Job Specification outlines the personal attributes (e.g., education, training, experience) needed to fulfill a specific job description.

Key Performance Indicator (KPI): A measurable metric used to evaluate the effectiveness of an organization, team, project, or individual in achieving specific objectives.
Time To Proficiency: The amount of time it takes for an individual to reach a specific level of competence after starting training or employment.

Educational Qualifications: Relevant academic background.
Relevant Experience: Prior work history in similar fields.
Technical Skills: Job-specific technical knowledge and abilities.
Soft Skills: Interpersonal skills like communication, leadership, emotional intelligence, and teamwork.
Industry Knowledge: Understanding of relevant industry trends and practices.
Certifications and Licenses: Professional credentials or licenses required for the position.
Language Proficiency: Ability to communicate effectively in required languages.

Leadership: Influencing the activities of individuals or groups towards achieving goals in a given situation.
Leaders work to fulfill organizational objectives by influencing followers.
Characteristics of a leader: Enthusiasm, courage, self-confidence, integrity, friendliness, ability to give and receive cooperation, ability to make sound decisions, adaptability.

Great Man Theory/Trait Theory: Focuses on personal qualities and traits that differentiate leaders from non-leaders.
Group and Exchange Theory: Examines the interaction between leaders and followers, considering rewards and exchanges.
Contingency/Situational Theories: Acknowledge that leadership styles can vary depending on the situation.
Path Goal Theory: Leaders help followers achieve goals by clarifying paths, providing guidance, and support.
Charismatic Theory: Highlights the impact of inspiring leaders who possess charisma and can motivate followers.
Transformational Theory of Leadership: Leaders focus on transforming followers by inspiring, empowering, and challenging them.
Social Learning Theory: Individuals learn by observing and interacting with others, and leadership can be learned and developed.
Substitutes Theory: Factors like organizational structure or employee characteristics can substitute for leadership.