2. Objectives
1. An overall understanding of how appropriate human resources can be provided for the organization
2. An appreciation for the relationship among recruitment efforts, an open position, sources of human resources, and the law
3. Insights into the selection process
4. An understanding of how the training process operates
5. A concept of what performance appraisals are .

3. Defining Appropriate Human Resources
Individuals with in the organization who make a valuable contribution to management system goal attainment

4. Defining Appropriate Human Resources
Some factors that determine how appropriate the individual is for the organization:
Background
Age
Job-related experience
Level of formal education

5. Steps in Human Resources
Recruitment
Selection
Training
Performance Appraisal

6. Steps in Human Resources

7. Step 1: Recruitment
Recruitment:
The initial attraction and screening of the supply of prospective (potential-future) human resources available to fill a position
Purpose: to narrow the large number of potential employees to a small group from which an employee will be hired
To be effective:
Know the job
Know sources of human resources
Knowing the Law

8. Step 1: Recruitment Knowing the Job:
Job Analysis: a commonly used technique to understand the position to be filled, by using information gathering. It aimed at:
Job description: the activities a job entails
Job specification: the characteristics of the individual who should be hired for the job

9. Step 1: Recruitment

10. Step 1: Recruitment Knowing sources of human resources:
Sources inside the organization
(e.g. Human resource inventory)
Sources Outside the Organization
1. Competitors
2. Employment agencies
3. Readers of certain publications
4. Educational institutions
Knowing the Law
Human resource inventory
Management inventory card
Position placement form
Management manpower replacement chart
Affirmative Action
1. How many are employed
2. How many should be employed
3. Compare step 1 vs. 2

11. Step 2: Selection
Selection: Choosing an individual to hire from all those who have been recruited
It is represented as a series of stages through which job applicants must pass. Each stage filters the applicants until only one employee is hired.
Tools used for selection:
Testing
Assessment centers

12. Step 2: Selection

13. Step 3: Training
Training: is the process of developing qualities in human resources that will enable them to be more productive and thus contribute more to organizational goal attainment
Purpose: increase employees productivity by influencing (changing) their behavior

14. Step 3: Training

15. Step 3: Training Training’s Four-Steps Process:
1. Determining training needs
2. Designing the training program
3. Administering the training program
4. Evaluating the training program

16. Step 3: Training

17. Step 3: Training
Training needs: the information or skill areas of an individual or group that require further development to increase the productivity
Even not new employees, and who already have some initial orientation and skills training, need continued training to improve their skills.
Methods to determine needed skills:
Evaluate the production process
Get direct feedback from employees (why?)
Forecast (predict-look into) the future

18. Step 4: Performance Appraisal
Performance Appraisal ( = Performance evaluation = Performance Review): is the process of reviewing individuals’ past productive activity, to evaluate the contribution they have made toward attaining management system objectives.
It is a continuity activity, that focuses on both existing and new members.
Main purpose: to give feedback to organization members about how they can become more productive and useful to the organization in its quest for quality.