HRM | Ravinder Tulsiani

Ravinder Tulsiani | Principles of Human Resource Management Ravinder Tulsiani is known as a Leadership Expert, Author and Speaker. Presently, he is working as a Senior Learning Consultant with TRAINING EDGE. He has over 13 years experience in training and development. Ravinder Tulsiani is a strategic planner who creates cultural transformation in business with a target on educating and motivating the manpower to achieve business objectives.

Human Resource Administration – An Summary – Human resources are the most beneficial and exclusive assets of an organization. Human Resource Administration is the procedure of proper and maximizes utilisation of available limited skilled workforce. It involves all things related to the employer-employee relationship and is about inspiring and handling the organisation’s people and associated processes. It’s seen as a core business function essential to the organisation’s effective operation.

The successful management of an organization’s human resources is an exciting, dynamic and challenging task. Human Resource Management is the procedure of recruitment and selecting employee, giving placement and induction, training and development, evaluation of employee, deciding compensation and benefits, motivating, operating proper relations with employees and with trade unions, maintaining employee’s safety, welfare and healthy measures in compliance with labour laws of the land.

HR Planning and Recruitment – Business results depends upon Business HR Strategy, including – recruitment and selection, Training and Development, Performance management, reward management and Career management. HR Planning and Recruitment is process that links the human resource needs of an organization to its strategic plan to assure that staffing is satisfactory, qualified, and capable enough to achieve the organization’s objectives.

HR Planning starts from Job analysis where finding and attracting capable applicants for employment. Basically, there are two sources of recruitment i.e., Internal and External sources. It depends upon quality and nature of employees and financial resources available in

your organization. External resources influence by Macro Economic conditions of nation and availability of manpower in desired sectors.

Employees Selection – Employee Selection is the process of selecting an individual for employment based on certain criteria. It is a procedure of matching organizational requirements with the skills and qualifications of people. The quality of an employee selection test is determined by these factors: Criterion Validity, Content Validity and Reliability. Selection Tests Types are Cognitive Ability Test, Personality Test and Interview.

Training and Development – Training & Development is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge. Training Process includes Training Need Analysis, Training Objectives, Training Delivery and Training Evaluation.

Performance Management – Performance Management process sets the platform for rewarding excellence by aligning individual employee accomplishments with the organization’s mission and objectives and making the employee and the organization understand the importance of a specific job in realizing outcomes. Performance Appraisal, Promotion and Salary Decision provide opportunity for a manager and his / her subordinates to review work and related behaviour which can help to make plan for correction in strategy.

Performance Management Cycle involves Performance Planning, Regular Review and Monitoring, Training Development Plan, Salary/ Bonus Adjustment, Career Development, Performance Appraisal and Evaluation.

Career Management – Career Management is conscious planning of one’s activities and engagements in the jobs one undertakes in the course of his life for better fulfilment, growth and financial stability. Career Planning and Development, Providing employees the assistence to form realistic career goals and the opportunities to realize them. Career Management main factors are – Career Stage and Career Anchor. A career development system helps managers and supervisors in improving and upgrading their skills in order to manage their own career.

More Information about Ravinder Tulsiani