The impact of family planning methods

The impact of family planning methods 1 Contents BACKGROUND LITERATURE ON THE TOPIC STATEMENT OF THE PROBLEM OBJECTIVES SIGNIFICANCE OF THE STUDY RESEARCH METHODOLOGY Research design Population of the study Sampling Design Tools for data collection Nature of tools Sources of data Data analysis LIMITATION OF THE STUDY WORK PLAN LIKELY OUTCOME Reference INTRODUCTION The high fertility rate leading to the rapid growth of country’s population is a major hindrance towards the development of a nation. Keeping this in mind, India was the first country to launch a well-defined family planning (FP) programme in 1951 with the major objective to balance the population with resources available. India’s current demographic phase is characterized by high fertility and moderate mortality rates. As a result, the country’s population is growing rapidly with about 18 million people being added to it annually, to give a 2.1 per cent increase per annum. Despite a 40-year old Family Planning Programme, India’s 1991 census has shown a population increase of 160 million during the 1981- 91 decade. The gap between expressed favorable attitude towards the small family norm and knowledge and practice of family planning amongst Indian couples is intriguing. Family Planning basically, refers to the practices that help individuals or couples to avoid unwanted births, bring about wanted births, regulate the intervals between pregnancies, control the time at which births occurs in relation to the age of parents and determines the number of children in the family. Under the programme, various training programs have been conducted to train health care providers. Several health workers, both male and female became multipurpose workers responsible for providing a set of basic family planning, maternal and child health (MCH), and public health services. A community oriented service-network was developed to expand family planning and MCH services. In 1977 conscious shift was made in the policy to include voluntary family planning along with the other health care services under the umbrella of ‘Family Welfare’ and various centers have been set up in rural (primary health centers, community health centers etc.) as well as in urban areas (postpartum centers, urban family welfare centers, dispensaries and hospitals). Ser vices administered through the programme have been broadened to include immunization, pregnancy, delivery and postpartum care, and preventive and curative health care.   The range of contraceptive products delivered through the programme also widened. The various contraceptive methods are categorized as barrier, chemical, natural or surgical (Weeks 2002). Surgical method includes sterilization (vasectomy and tubectomy) which is a permanent and irreversible method of birth control. Induced abortion is the post–conception method of family planning and is performed if there is a need to terminate an unwanted pregnancy because of failed contraception. Despite of many temporary methods, the emphasis was put on sterilization of male or female. Although sterilization is a safe and most effective technique it cannot serve the needs of all couples in the different stages of the reproductive life-cycle. Thus, a large proportion of couples remained unserved because of non-availability of proper contraceptive technology. So, the new approach emphasized the target-free promotion of contraceptive use among eligible couples, providing the couples a choice of contraceptive methods and encouraged them towards adequate spacing of births (at least three years birth interval). The National Population Policy (2000) has set the task of addressing unmet need for contraception as its immediate objective. Attitudes towards fertility regulation, knowledge of birth-control methods, access to the means of fertility regulation and communication between husband and wife about desired family size are essential for effective family planning (Dabral and Malik 2004). Various factors governs the acceptance of contraception e.g., religion (NFHS 1998-99, 2002), number of sons in family (Bhasin and Nag 2002), and education of husband and wife (Bhasin and Nag 2002), etc. Besides, spousal communication also increases the likelihood of contraceptive use (Kamal 1999; Ghosh 2001). Sterilization is usually accepted when the couple is sure that they have completed their family size and gender preference (Bhasin and Nag 2002). Although the family welfare programme has made an important contribution towards improving the health of mothers and children, there are some major impediments. Even though a huge infrastructure has been established through out the country to deliver an integrated package of health and family welfare services, the quality and outreach services need improvement. According to Santhya (2003), the contraceptive prevalence rate in Meghalya is just 4.7 (2.8 for sterilization and 1.9 for other temporary methods), which is lowest in the whole India. This drew the attention towards the need to carry out a study in Meghalaya. So, the present study was conducted with an objective to study the extent of awareness of women with regard to family planning, i.e. birth control measures and awareness level regarding the Government schemes on family planning among the Khasi women of East Khasi Hills, Meghalya. BACKGROUND Family Planning is a program or practice to regulate the number and spacing of children in a family through the practice of contraception or other methods of birth control. Since the world and also India is facing with the problem of overpopulation. Government as well as non government agencies is taking major step to overcome this problem. In India the use of contraceptive methods increased from 13 per cent in 1971 to 56 per cent in 2005/06, and fertility declined from about 6 births per woman in the 1960s and 1970s to about 2.7 births in 2004. This decline of more than 3 births per woman represents about 85 per cent of the decline required to reach replacement fertility: 2.1 births per woman. As per the latest official data, the total number of family planning acceptors in India decreased by 5.1 % between 2011-12 and 2012-13. The data revealed that condom is the most preferred method of family planning while sterilizations the least adopted means. The number of couples adopting var ious methods for family planning, including spacing methods was found to be 30.2 million, with 13.9 million preferring condoms to any other means. The total Family Planning Acceptors in India have increased over the years but in recent years especially after 2007-08 the number of accepters has shown a gradual decreasing trend. The contraceptive prevalence rate for currently married women is the lowest at 24 percent in Meghalaya among all the states in India. The national average is 56 percent. The rise in contraceptive use and the pace of fertility decline, however, has not been uniform throughout the country. There are disparities in contraceptive use and fertility between the poor and the rich, and between the educated and the uneducated. While the country has also made tremendous progress in terms of economic growth, these disparities in contraceptive use and fertility have important implications for the future of the country. The purpose of this study is to review the current st atus of the family planning programme in East Khasi Hills District, Meghalaya, to assess the factors responsible for these inequalities. STATEMENT OF THE PROBLEM Over population is widely regarded as a major social and economic global problem since it is directly connected with the economic growth of the country and therefore welfare of the person and her/his family. Over population is an enormous issue and is important indicator of lack of human welfare in developing countries like India. Over population refers to the condition where the population growth of a country has overcome the economic growth of a country .It is also an indicator of poverty especially in the rural as well as urban area (i.e., more mouth to feed in). This trend has grave consequences for countries like India and many other developing countries, where population growth has been quite high and where employment generation falls far short of the rate of the population growth. It also engenders the issue of inequality and social justice. Due to this reason the government through the department of Family Welfare is implementing the National Family Welfare Programme by encou raging the production and utilization of contraceptives all over the country. In the North East State of India including Meghalaya, women enjoy greater visibility and mobility than women of other communities in the country. This is often cited to portray a picture of equity between men and women in the region. Education has been the main catalyst in bringing about far-reaching changes in the status of women and to a great extent education of women in the region has been fairly non-discriminatory. Despite the fact still many people has a large and big family and are not aware of the various method of family planning or even if they are aware of it they are not access to it. This may be due to any social stigma or cultural factors, against their faith or maybe against their husband wish to practice it. The literature review shows that there is large difference between the knowledge and practice of family planning and that it differs from one society to the other. The decision taken is mainly of a male dominated whereby the husband or a man takes a decision and there is less communication between the spouses regarding this matter. But there was no study to compare and analyze the practice of family planning only among young adult who are in the most productive age of reproduction. Therefore the main aim is to study the various factors on the usage of family planning methods and the usage of different family planning methods by the targeted study population. OBJECTIVES To learn about the respondents’ knowledge about Family Planning method To study the perception of married young adults towards Family Planning To know about the utilization of family planning services among married young adults. To learn about the misconception that the respondent has about family planning. To know about the reasons for not practicing family planning among the respondents. SIGNIFICANCE OF THE STUDY With Meghalaya having recorded one of the highest decadal growth and fertility rates in the country as per the latest census, the state government has emphasized on the urgent need to reduce the population in the state to ensure sustainable economic growth and development.The government is making efforts to stabilize the population of the country at a level consistent with the national  economy, said the Health Minister of the Government of Meghalaya. As per details from Census 2011, Meghalaya has a population of 29.67 Lakhs, an increase from figure of 23.19 Lakhs in 2001 census. Total population of Meghalaya as per 2011 census is 2,966,889 of which male and female are 1,491,832 and 1,475,057 respectively. In 2001, total population was 2,318,822 in which males were 1,176,087 while females were 1,142,735.The total population growth in this decade was 27.95 percent while in previous decade it was 29.94 percent. The population of Meghalaya forms 0.25 percent of India in 2011. In 2001, the figure was 0.23 percent. In spite of the low density and population of Meghalaya, it is worth noticing that, the state has a rapid population growth rate, and has the third fastest growing population in India, according to the Meghalaya Census 2011. Therefore, based on this idea, the purpose of this study is to know about the life situation of married young adults their knowledge, attitude and practice also their access and utilization of various methods of family planning. Furthermore, such type of research has never been conducted before in this particular area. Therefore, it is thought to be useful to conduct this study in this area where like everywhere else, over population seemed to be a major problem that affect both the mother and the infant. RESEARCH METHODOLOGY Research design The design to be adopted in this particular research is a mixture of explanatory, descriptive and research as the researcher will describe as accurately as possible the characteristics of married young adults and perception towards family planning and also to explain the causes and effect relationship between various factors that leads to the non utilization of family planning. Population of the study Any married young couples who come to Ganesh Das Hospital for maternal care at the period of data collection. Sampling Design The research will be carried out through a purposive random sampling as the sample will be selected based on judgement as to who can provide the best information to achieve the objective of the study. Tools for data collection Data collection will be conducted through structured interview method. This method will provide uniform information, which assures the comparability of data. Structured interviewing requires fewer interviewing skills than does unstructured interviewing Nature of tools Structured interview will be the tools used for data collection to ensure that all respondents are asked exactly the same set of questions in the same sequence and it is better for quantitative analysis. Sources of data Sources of data will be primary as well as secondary data as the researcher can obtain data through interview and also use census data to obtain information on the utilization of family planning in Meghalaya. Data analysis Data will be analyzed using Statistical test as per the requirement.This process will include editing, coding, classification and tabulation of collected data. LIMITATION OF THE STUDY Some sample may not respond to the researcher due to some ethical issues. Over population due to high birth rate may not likely seen as a problem to everyone. Since family planning is a wide concept, the researcher may not be able to cover all its respective area. WORK PLAN LIKELY OUTCOME This study is expected to describe the family planning knowledge, to identify the attitude towards family planning, highlight the factors and causes that hinder married young adult to practice family planning and to know about the rate of family planning utilization. Moreover, the study will also tell the strategies adopted by the married young adult in handling family size. Finally, the study would serve as a reference for the other like-minded individuals who would like to conduct a similar study in the future or who are interested in this field. .

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Evaluating Human Resource Planning Strategies, Recruitment And Procedures - Free Essay Example

Sample details Pages: 24 Words: 7316 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? INTRODUCTION According to Bulla and Scott human resource planning is the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements. It determines the human resources required by the organization to achieve its strategic goals. Human resource planning is generally concerned with businesses of longer terms but sometimes it also addresses businesses of short terms as well. Don’t waste time! Our writers will create an original "Evaluating Human Resource Planning Strategies, Recruitment And Procedures" essay for you Create order In order to improve organizational effectiveness, it looks at the broader issues how people are employed and developed. Human resource planning is an integral part business planning. In this assignment, firstly I will explore that how HR plan supports organizations strategic objectives. Then I will discuss the legal requirements which influence HR planning. In next part, recruitment and selection of new staff is explained in detail and with it the effect of organizational culture on recruitment and retention of staff is described. In last part, human resource management procedures are discussed which are grievance, discipline and dismissal procedures. The strategic planning process projects to changes in the type of activities carried out by the organization. In order to achieve the goals, resource and skill requirements it identifies the core competencies the organization needs. Quinn Mills says that human resource planning is a decision making process and consist of three ste ps: Identify appropriate number of people with right skills Motivate these people to achieve high performance Create links between business objectives and people planning activities. Human resource planning consists of four steps To forecast future needs To analyse the availability and supply of people To draw up plans To monitor how plans are implemented A strategy is a plan of a company which shows that how it matches its internal strengths and weaknesses to external threats and opportunities. CHALLENGESTO STRATEGIC HUMAN RESOURCE Human resource management priorities are focussing on boosting competitiveness, reducing costs and improving employee performance. COMPANYS BASIC STRATEGIES CORPORATE STRATEGY Corporate strategy is portfolio of businesses that comprise the company and the ways by which these are related to each other. It consists of Diversification strategy identifies the expansion of a company by adding new products Vertical integration strategy shows the expansion of a company by producing its raw materials or selling its products Consolidation reduces the size of a company Geographic expansion takes the business abroad COMPETITIVE STRATEGY Competitive strategy strengthens the long term position of the companys business in the marketplace. Managers use different corporate strategies to achieve corporate advantage. COST LEADERSHIP aims to make the company a low cost leader in industry. DIFFERENTIATION COMPETITIVE STRATEGY is a strategy in which a company wants to be unique in the industry FUNCTIONAL STRATEGY It is a basic course of action that each department of business pursue to achieve its competitive goals. STRATEGIC HUMAN RESOURCE MANAGEMENT In planning and achievement of any organization, human resource management plays a bigger role in the success. Strategic human resource management formulates and executes HR systems and HR policies. HR ROLE IN THE FORMULATION OF STRATEGY A strategic plan identifies, analyze, and balance the companys internal strengths and weaknesses and external threats and opportunities. Human resource planning process takes place within the context of labour market. According to Elliott (1991): The market for labour is an abstraction; it is an analytical construction used to describe the context within which the buyers and sellers of labour come together to determine the pricing and allocation of labour services. The internal labour market consists of labour within the company. It is a main source of future labour requirements by introducing the policies like training, development, and career planning and management succession. The external labour market consists of regional, local, national and international labour markets. In order to find the right people for the right job, it is necessary to consider that which of these labour markets are the best source. Both the sources are extensively used depending on the size of the company, the rate of growth and decline and the policies of employee resourcing. The firm much relies on internal market and believes in long term careers of the staff through training sessions or apprenticeship. The aims of human resource planning are as follows: The skilful and competent people are obtained and retained Makes the best use of human resource planning To overcome the problems like deficit of people or potential surplus To develop a trained workforce Reduce to rely on external recruitment Human resource planning consist of four steps Forecast future needs Analyze the supply and availability of people Make plans to match supply to demand Monitor the implementation of plan For future demands, human resource planning concentrates on skills and competencies which indicate the numbers required in longer term. Its main aim is to produce policies like training, retention and utilization of human resources and development. Human resource planning addresses the following questions: How many people will be needed? What competencies and skills are required for future? Is training or development needed further? Is there is a need for recruitment? When will there is a need for new people? When will the training and recruitment start? How to tackle the situation of reducing cut costs? How can the flexibility be achieved on the use of people? FORMULATION OF BUSINESS STRATEGY HR strategy contributes to the formulation of business strategy which identifies to make the best use of existing human resources. IMPLEMENTATION OF BUSINESS STRATEGIES It consists of; Development strategies are the needs to increase skills to fit people for greater responsibility. It also defines the outputs required from training programmes. Retention strategies indicate the intentions of the company to get the right people Utilization strategies describe how the organization intends to improve productivity and cost Flexibilities strategies define the companys strategies in developing flexible work arrangements Downsizing strategies are the needs to be done by the organization to reduce the numbers employed. FORMULATION OF HR STRATEGIES Formulation of strategies addresses a number of questions Where are we now? Where do we want to be in the future? How are we going to get there? Resourcing strategies are converted to business strategies by depending on the following plans SCENARIO PLAN conducts an environmental scan on the issues which affect the labour market. This is possibly based on PEST approach. DEMAND FORECASTING estimates the future needs of the people. Its base is long term business plan and annual budget. For the companys plans, details are required which results in increased or decreased demands of employees. The introduction of new technology would also have to be considered in order to bring changes to working methods or procedures. There are four methods of demand forecasting MANAGERIAL JUDGEMENT This method requires managers to sit together and think about the future pressure and workload. The managers have to decide that how many people they need. Line managers and senior managers are involved in this agreement. Top management prepares company and department forecasts and these forecasts are reviewed and agreed with department managers. All the guidelines should be prepared for departmental managers indicating the future activities which will effect their department. With the help of these guidelines, departmental managers prepare their forecast to a laid- down format. They can seek help from personnel department. The personnel department prepares a human forecast of the company. Human resource planning committee then reviewed these two forecasts and reconciles with the department managers about these two forecasts and submits a final amended forecast to top management for approval. RATIO TREND ANALYSIS It is a study of past ratios between direct and indirect workers. In this way, future ratios are forecasted and made some allowances for changes in the company. WORK STUDY TECHNIQUES Work study techniques are used in work measurements to calculate long operations and the requirement of people for those operations. The production budget of any manufacturing company is prepared in volumes of sealable products or in volumes of output for individual departments. The productive hours are then compiled by the use of standard hours. The standard hours per unit of output are multiplied by the planning volume of units to be produced to give the total planned hours. This is divided by the number of actual working hours for an individual operator. MODELLING Technique like computers and spreadsheet can help in demand and supply forecast. FORECASTING COMPETENCE AND SKILL REQUIREMENT This shows an impact of projected, product market developments and the introduction of new technology. SUPPLY FORECASTING estimate the supply of manpower by reference to analyses of current resources and future availability. Supply forecasting consists of number of people from inside or outside of the organization. It covers Existing human resources Losses to existing human resources through employee wastage Changes to existing human resources through internal promotions The effect of changing conditions and absenteeism of work Sources of supply from inside or outside the organization FORECASTING REQUIREMENTS analyse the demand and supply forecasts to identify future deficits with the help of models. DEMAND AND SUPPLY FORECASTING MODELS Models help to make decisions and make the decision makers to understand the situation in which these decisions are made. These modelling techniques help to prepare human resource forecast. It also helps to understand the career evaluation and predict and measure wastage for setting and operating models, data is required which is as follows: Human resource system- gives a description of the people who enter or exit of the organization and their progress at different levels. Stocks the number of people employed in each grade. They are analysed in age or length of service Flows- recruits, leavers and promotion flows are analysed by age or length of service Assumptions- assumptions are made for future behaviour of the system and in this way the implications of different outcomes can be evaluated. Career analysis- a career prospectus is made to build up analysing data on promotions. This links the data to information on the database about the potential of current employ ees. FLEXIBILITY It aims to achieve increased organizational effectiveness. It has following forms CONTRACT BASED FLEXIBILITY is an employee contract which shows the flexibility of terms and conditions. The overall purpose of the job descriptions is written in terms. This flexibility can be achieved by employing contract workers to work on any task according to their skills. TIME BASED FLEXIBILITY is achieved by the flexible hours. JOB BASED FLEXIBILITY is a functional flexibility in which workers can move from task to task according to their skills. Companies make the fullest use of flexibility in order to make the fullest use of their workforce. Functional flexibility is also associated with pay schemes and ensures that all staff is treated equally in terms of benefits. SKILL BASED FLEXIBILITY is a range of staff to perform different tasks to exercise greater responsibility. it is based on the competencies and the utilization of the capabilities of the workers. ORGANIZATION BASED f lexibility makes use of contract workers and part time and temporary staff. PRODUCTIVITY AND COST ANALYSIS analyse the productivity and costs to identify the need for improvement. An increase in activity level can improve the productivity and recruits more employees. In order to reduce costs, a company looks at productivity and employment costs. The input of employees gives an output of goods and services as productivity. Employment costs consist of pay, employee benefits, national insurance contributions, recruitment costs, training costs, leaving costs including redundancy payments, loss of production, replacement and training, the cost of health and safety and personnel administration costs. ACTION PLANNING Action planning is derived from the resourcing strategies and are made in the following areas OVERALL PLAN The overall human resource plan Improves methods in sorting out young people for recruitment Links with schools and colleges to create interest of the young people Attracts young people by developing programmes and training sessions Widens to recruit woman and part time workers Arrange working hours for new employees Provide benefit packages Provide training programmes for the new employees and make better use of their skills and talents HUMAN RESOURCE DEVELOPMENT PLAN The human resource development plan shows The number of existing staff who needs training The number of trainees required and the programmes for recruiting and training them New learning programmes or the changes to the existing courses THE RECRUITMENT PLAN The recruitment plan set out The need of the numbers and types of people required to make up any deficits To attract candidates by training and development programmes, pay and benefit packages, working hours arrangement, child care facilities etc The dealing of the problems in the supply of the recruits by the recruitment programme THE RETENTION PLAN The retention plan is based on the analysis of why people leave. It addresses the following areas PAY This problem arises due to unfair and uncompetitive systems. Actions to be taken are Review pay levels on the basis of market surveys Review pay schemes so that everyone is treated equally Make sure that employees understand the relation between performance and reward JOBS They should be designed in such a way which can increase skill variety and provide opportunities for learning and growth. PERFORMANCE If the employees are not clear of their responsibilities or performance then they can be demotivated. Related to performance, following actions can be taken Encourage managers to praise the staff for their performance by giving them a healthy and informative feedback. Train managers in counselling; give briefing on performance management system and get a feedback on how it has been applied TRAINING If the people are not trained then this can create an increase in resignations. Training and learning programmes should be introduced to employees before joining the organization. Training programmes give employees the confidence and make them more competent in their performance. In this way they can make better use of their abilities and can do variety of tasks and enhance their skills and competencies. CAREER DEVELOPMENT Promotion prospectus and career prospectus in many of the organizations is limited which make most of the employees to turnover. To have a stable workforce, employers need planning in providing career opportunities by Developing promotion procedures Giving advice on career prospectus Encourage promotion from within COMMITMENT Commitment can be increased by explaining the mission and strategies of the company. Communication with employees is very important especially face to face communication. This also seeks the views of other people at work. CONFLICT WITH MANAGES AND SUPERVISORS This is another reason of turnover. This should be solved by Selecting those managers who are qualified and with well developed leadership Giving them training in resolving conflicts and dealing with grievances Recruitment and selection Poor selection results in rapid turnover. Selection of the employees should match with their capabilities. THE FLEXIBILITY PLAN The aim of the flexibility plan is utilize all the skills and capabilities of employers. It also reduces the employment cost and increase productivity. The flexibility plan consist of ALTERNATIVES TO FULL TIME PERMANENT STAFF The core of permanent full time staff consist of managers and team leaders who are needed to run the teams of core workers.it also include professional staff such as personnel which provides high level professional advice and services. Knowledge workers, technicians and highly skilled workers is also a part of team. The next step is the right use of the temporary workers, part-time workers and subcontracting workers. FLEXIBLE HOUR ARRANGEMENT This is also included in flexibility plan. Flexible hours can be arranged in the following ways: FLEXIBLE DAILY HOURS is a day to day pattern according to work loads FLEXIBLE WEEKLY HOURS are the weekly hours which are done at the peak time of the year COMPRESSED WORKING WEEKS is a pattern where employees work less than five days OVERTIME To reduce the overtime costs, flexibility plan offers flexible hours, new shift arrangements and overtime limitations. ARRANGEMENT OF SHIFT WORKING This reduces the overtime and is modified to meet demand requirements. THE PRODUCTIVITY PLAN This plan increase productivity and reduce employment costs by improving the methods like automation, mechanization and computerization. THE DOWNSIZING PLAN This plan sets out Arrangement for consulting with employees and their trade unions Forecast of the number of losses that can be taken up by natural wastage Forecast of the number who want to leave voluntarily Redundancy terms Arrangements by telling individual employees about the redundancies and keeping the trade unions informed CONTROL In spite of including budgets and targets, human resource plan also clarifies the implementation and control. This reports on the numbers employed against establishment and on the numbers recruited against the recruitment targets. Against budget, it also report employment costs and trends in wastage and employment ratios. RECRUITMENT AND SELECTION OF NEW STAFF The overall aim of the recruitment and selection process is to obtain the number and quality required at a minimum cost in order to satisfy the companys human resource requirements. The recruitment and selection process is a series of three steps: Define requirements Decide terms and conditions of employment, prepare job descriptions and specifications Attract candidates Review and evaluate by building a pool of candidates for the jobs by recruiting internal and external candidates, advertisement, use agencies and consultants Select candidates By interviewing, testing, assessing, assessment centres, offering employment, asking references, and preparing employment contracts DEFINE REQUIREMENTS In recruitment programme, the number of people required should be specified which is derived from the human resource plan. In addition, there will be demands for new jobs to be filled and these should be checked for justification. It is necessary to check the type of employee required for a specific job. For assessing candidates, this information provides a basic introduction required to agencies or recruitment consultants. A candidates profile, educational background, experience and skills produce criteria for a suitable job and is assessed by interviewing or by means of psychological tests. JOB DESCRIPTION A job description sets the overall objective of the job, basic details of the job, main activities and any other special requirements. For the purpose of recruitment, the information can only be provided on the arrangement for training and career opportunities. Pay, benefits, mobility and travelling are included in terms and conditions. PERSONNEL SPECIFICATIONS It is also known as recruitment, person specification or job specification. It requires educational background, qualification, experience, skills, competencies and training from the candidate. EDUCATIONAL BACKGROUND OR QUALIFICATION- academic or technical qualification is required EXPERIENCE- achievements or merits obtained COMPETENCIES- it consist of any special skills achieved such as numeracy TRAINING- any special training that a candidate has taken SPECIFIC DEMANDS- a candidate is expected to develop new markets, productivity, best customer services and sales and introduce new techniques and systems ORGANIZATIONAL FIT- the candidate is expected to work within the corporate culture SPECIAL REQUIREMENTS- mobility, unsocial hours and travelling The most familiar classification scheme introduced by Rodger (1952) and is known as THE SEVEN POINT PLAN The seven point plan consists of PHYSICAL APPEARANCE- physique, health, appearance and speech ATTAINMENTS- education, qualification, experience GENERAL INTELLIGENCE- intellectual quality SPECIAL APTITUDES- mechanical, manual dexterity INTERESTS- intellectual, practical, physically active, social, artistic DISPOSITION- influential, power of acceptance, steadiness, dependable, self reliance CIRCUMSTANCES- domestic circumstances, occupations of family Another classification system is produced by Munro- Fraser and is known as THE FIVEFOLD GRADING SYSTEM The fivefold grading system covers IMPACT ON OTHERS- appearance, make-up, speech, manner ACQUIRED QUALIFICATION- education, vocational training, experience INNATE ABILITIES- aptitude for learning, natural quickness of comprehension MOTIVATION- goals set up by an individual and determination to follow them and success in achieving them ADJUSTMENT- emotional stability Both systems are proved to be good for interviewing but seven point plan is more stable and has a longer pedigree. COMPETENCY BASED APPROACH During selection process, competency based approach is used as a framework for a particular role. According to Roberts (1997) The benefit of taking a competencies approach is that people can identify and isolate the key characteristics which would be used as the basis for selection, and that those characteristics will be described in terms which both can understand and agreeÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦..The competencies therefore become a fundamental part of a selection process. According to Wood and Payne (1998), the advantages of competency based approach are; It increases the accuracy of prediction about stability It facilitates a closer match between the persons attributes and the demands of the job It helps to prevent interviewers making snap adjustments It can underpin the whole range of recruitment techniques- application forms,, interviews, tests and assessment centres ATTRACTING CANDIDATES It is a matter to identify, evaluate and use the most appropriate sources of applicants. If difficulties occur in attracting candidates then being an employer there should be a proper study at the strengths and weaknesses of the company. ANALYSIS OF RECRUITMENT STRENGTHS AND WEAKNESSES It covers the matters like pay, employee benefits, working conditions, security of employment, educational and training opportunities, career prospectus and the reputation of an organization. The aim of an organization is to build a better image by use of advertisements, brochures or interviews. SOURCES OF CANDIDATES To fill the anticipated openings, if there are no qualified candidates inside then the outside candidates are given more consideration. This may require forecasting general economic, local market and occupational market conditions. To forecast general economic conditions is the expected prevailing rate of unemployment. Lower rate of unemployment lowers the labour supply and then its more difficult to recruit personnel Local labour market conditions are also important. Finally, the forecasting of candidates for jobs in specific occupations is to be recruited. Once a position is filled, the next step is to develop an applicant pool either from internal or external sources. Recruitment efforts are for the welfare of the strategic plans of the company. Some recruiting methods are superior to others, depending what your sources are and who a company is recruiting. If no candidates are available within an organization then the main sources of candidates are ADVERTISING Advertising is a best source to attract candidates. For successful advertisement, a company needs to address two issues: the media and the ads construction. The selection of best medium depends on the types of positions a company is recruiting. OBJECTIVES OF ADVERTISEMENT Attract attention An advertisement should be attractive enough to gain an attention of a potential candidate Create and maintain interest The information of an ad is to be communicated in an attractive way about the job, the organization, qualifications and the terms and conditions of employment. Stimulate action An advertisement should be conveyed in such a way that it not only attracts candidates but encourage them to read at the end and apply. ANALYSE THE JOB REQUIREMENT Its necessary for a company to establish that how many jobs to be filled and when. Then comes the job description and person specification for qualification and experience. The next step is to consider where suitable candidates are likely to come from and the companies, jobs or educational establishments they are in. Finally the pay and the benefits of the company are clearly shown in an advertisement. EMPLOYMENT AGENCIES AS A SOURCE OF CANDIDATES There are three basic types of employment agencies THOSE OPERATED BY FEDERAL OR LOCAL GOVERNMENTS These agencies are on the rise these days. These agencies fill up the jobs, counsellors visit the work site. Review the job requirements and help the employer to write job description. THOSE ASSOCIATED WITH NONPROFIT ORGANIZATION Most societies have units which help their members in finding a suitable job. Public welfare agencies place the people who are disabled and war veterans. PRIVATE OWNED AGENCIES These agencies charge to every applicant for the application they place. These agencies are the sources of managerial personnel, clerical and white collar. RECRUITMENT CONSULTANTS Recruitment consultants advertise, interview and shortlist. STEPS FOR CHOOSING RECRUITMENT CONSULTANT Check its reputation with others Check the advertisements of other companies in order to know the consultancy Meet the consultant who is working on the assignment Compare its fee with other recruitment consultants USING RECRUITMENT CONSULTANTS It is necessary to Brief them the terms and conditions of the company Give them assistance in job defining Clarify arrangements for interviewing and short- listing Clarify the fee and expenses structure Make sure the arrangements made are directly dealing with the consultant USING EXECUTIVE SEARCH CONSULTANTS These are also known as head hunter. These consultants are for senior jobs and direct the limited number of people to specific jobs. They are bit expensive consultants .These consultants have their own contacts and have researchers who identify specific people for a specific job. The consultant forwards the shortlist of candidates with full report to the client when a number of potential candidates have been assembled. CHOOSING AN ADVERTISING COMPANY Following steps should be taken while choosing an advertising company Experience in handling recruitment advertising Services provided to the clients Fee structure Staff meeting who are working on advertisement Discuss methods of working RECRUITMENT ADVERTISEMENT A recruitment advertisement should start with a compelling headline and then it covers the areas like the organization, the job, qualification and experience, terms and conditions of job, the location and the action to be taken. The headline should be a job title and in bold letters. For attracting customers, quote the salary in an attractive way. The name of the company should be given. Create interest in the job and convey the essential features of the job by giving a brief description of the duties of a job holder. The qualification and experience should be stated. This will vary from candidate to candidate. Pay scale and the job requirements will give them the enough information about the experience required. Final section of the advertisement is how a candidate can apply for a job? Candidates would be appreciated if they apply in writing, or have a telephonic conversation or may be called for an informal chat at some suitable place. SEX DISCRIMINATION ACT 1975 According to this law it is unlawful to discriminate by favouring sex in advertisement. Sexiest job titles should be avoided. There are certain jobs which are unisex and are non discriminatory. TYPE OF ADVERTISEMENT CLASSIFIED/ RUN- ON- they are cheap and suitable for routine jobs. In this a copy is run on, having no white space in or around the advertisement and no paragraph spacing. CLASSIFIED/SEMI-DISPLAY-it is much more effective and is fairly cheap. The headings are in capitals and are dented and white space is around the advertisement. FULL DISPLAY- these are expensive and have a great impact on jobs. They are bordered and any illustration and typeface can be used EDUCATIONAL AND TRAINING ESTABLISHMENTS In some organizations the major source of recruit of training is universities and schools. DEVELOP AND USE APPLICATION FORMS The application form is a good way to collect the historical data from a candidate. It also gives information of candidates educational background, work history and interests. Once a company has a pool of applicants, the sequence of steps to process an application is as follows: On the control sheet list the application on control sheet, set out names, date application was received and state whether its on reject, hold, interview, shortlist or offer. Before making any decision, send an acknowledgement letter to each applicant The applicant is asked to complete the application form and return an application form. Employers carefully review the application forms to make sure all employees are treated fairly with equal employment laws. Compare the applications with the specific job specification and sort them in to different categories. Shortlist the candidates for an interview Draw up an interviewing programme. The time varies according to the complexity of the j ob. Invite the candidate for an interview by sending a letter. The candidates are asked to fill in the form if they have not done it before. Review the possibles and decide if any are to reserved. Send reserves a holding letter and others a rejection letter. In the rejection letter thank the candidates for the interest of job they have shown. BIODATA Biodata consist of demographic details like sex, age, family and circumstances, educational and professional qualification, employment history and work experience, interests and job motivation. Biodata is useful in the way when a large number of applicants apply for a post and there is limited number of post. Cut of scores are made which indicate the accepted and rejected candidates. Some applicants keep on hold for final decision. ELECTRONIC CVS CVs of applicants are scanned and converted in to a basic text format. By using high speed scanners using optical recognition software (OCR) computers can read CVs. The system reads the text and extracts biodata such as personal details, educational qualifications, skills, job experience etc. The system carries out the analysis of CVs of the applicants and lists the candidates who fulfil all the requirements and rank them according to the requirements of the job. The recruiter can then shortlist the required candidates. SELECTION METHOD With the completion of applications, the next step is to select the right person for the required job. The main selection methods are interviews, assessment centres and psychological tests. A selection interview is a selection procedure designed to predict future job performance on the basis of applicants. TYPES OF INTERVIEWS INDIVIDUAL INTERVIEWS Individual interview is the most familiar and face to face discussion method. It is the close contact between the interviewer and the candidate. INTERVIEWING PANELS Interviewing panel is the gathering of two or more people together for an interview of a candidate. In most situations the personnel manager or the line manager interview candidates at the same time and share the information given by the candidate. SELECTING BOARDS Selection boards are the larger interviewing panels which are held by an official body and quite number of different parties is interested in selection process. PHONIC INTERVIEWS Some interviews are done on phone. These are better than face to face interviews to judge candidates intelligence and interpersonal skills. It focuses more on substantive answers. ASSESSMENT CENTRES Assessment centres are the more comprehensive way of interviewing. It has the following features Focus is given on group exercises T he main concern is on behaviour Interviews and tests are used Most of the candidates are assessed together and they share their views and experience in an open way Performance of candidates is measured in terms of the skills and competencies at the particular level in the organization Trained assessors are used to increase the objectivity of assessments Assessment centres provide good opportunities to candidates to an extent where they match with culture of organization. This is judged in further proceedings of interviews and is observed by their behaviour in different typical situations. Assessment centres also give a good feeling to candidates and this helps them to decide whether they can fit in an organization or not. GRAPHOLOGY Graphology is a handwriting analysis and is based on the study of human traits in his own handwriting. The candidates personality and performance is assessed by his own handwriting. REFERENCES The purpose of references is to check the background of a candidate in a straightforward way and verify factual information about the applicant. References confirm the type of the previous job, period of time in employment, the pay rate, attendance record and the reason of leaving. Written references save time. Telephonic references are also useful as they give an honest record of the candidate and it also save time. PHYSICAL EXAMINATION This shows that the applicant qualifies for the physical requirements of a job and any medical problems are taken in to account by the employer. This examination detects the diseases which are unknown to the applicant either. DRUG SCREENING Before formally hiring the candidates, drug screening is done. Many employees do the test of current employees if their behaviour shows that they use drugs. Employers use urine sampling for this test. COMPLY WITH THE IMMIGRATION LAW Employees have to give proof that they are eligible to work in the organization. One way is to show a passport and the other is to show a document of employment eligibility such as work permit. OFFERS After obtaining satisfactory references, this is the final stage of selection to confirm the offer of employment. A written contract of employment is made at this stage according to the level of job. FOLLOW UP PROCEDURE Follow up procedure is important to ensure whether the employees are settled and doing well. If any problems occur then its easy to handle them at the beginning rather than too late. SELECTION INTERVIEWING Selection interviewing consist of PUPPOSE The purpose of selecting interview is to assess information about a candidate. THE NATURE OF AN INTERVIEW Candidates are allowed to talk freely about their experience and career in their interview so this is a conversation. INTERVIEWING ARRANGEMENTS The interviewing arrangements consist of individual interviews, a selection board, an interviewing panel or some form of assessment centre. After making arrangements, the people should be briefed about the procedures of the job. PREPARATION After the study of persons CV or application form, the preparation process includes notes of the specific questions which the interviewer asks at the time of interview. TIMING The length of timing is according to the complexity and length of the job. Planning and structuring interviews During an interview, the interviewer needs to adopt a structured approach which is The welcome and introductory remarks Information ab out the candidate Give information about the job and organization Ask questions from the candidate Close the interview telling them the next step The planning should be biographical or seven point plan. INTERVIEWING TECHNIQUES Start and end the interview in a good way. Make the candidates at ease at the beginning and give them cool reception. End the interview by making the candidates free to ask questions and ask them their wish to add something which support their application. Selection interviewing skills Greet candidates in a friendly manner. During the interview, keep control and adopt listening skills. Make notes during the interview because it is not easy to remember everything. CONCLUSION At the end make a decision which is judgemental according to the qualification of the candidate. Employment relations end by moving somewhere or by retirement. . People also leave organizations voluntarily which is called voluntary redundancy. The redundancy problem will be solved if the employees are treated fairly. Reduce the hardships for employees as much as possible. IMPACT OF ORGANIZATIONAL CULTURE ON RECRUITMNT AND RETENTION Organizational culture reveals the beliefs of its people. Everybody has engaged in the staffing and selection procedure must be skilled in accountability consciousness, comprising the significance of creating no suppositions regarding capability, and concentrating on abilities rather than on applicants probable performance limitations (Conroy and Fanagan, 2001). Organizational culture supports the goals and mission of an organization. Thus, ÃÆ' Ã‚ °lignmÃÆ' Ãƒâ€šÃ‚ µnt ÃÆ' Ãƒâ€šÃ‚ ¾f culturÃÆ' Ãƒâ€šÃ‚ µ with thÃÆ' Ãƒâ€šÃ‚ µ missiÃÆ' Ãƒâ€šÃ‚ ¾n ÃÆ' Ã‚ °nd ÃÆ' Ãƒâ€šÃ‚ ¾bjÃÆ' Ãƒâ€šÃ‚ µctivÃÆ' Ãƒâ€šÃ‚ µs ÃÆ' Ãƒâ€šÃ‚ ¾f thÃÆ' Ãƒâ€šÃ‚ µ ÃÆ' Ãƒâ€šÃ‚ ¾rgÃÆ' Ã‚ °nizÃÆ' Ã‚ °tiÃÆ' Ãƒâ€šÃ‚ ¾n cÃÆ' Ã‚ °n bÃÆ' Ãƒâ€šÃ‚ µ thÃÆ' Ãƒâ€šÃ‚ µ mÃÆ' Ãƒâ€šÃ‚ ¾st pÃÆ' Ãƒâ€šÃ‚ ¾wÃÆ' Ãƒâ€šÃ‚ µrful fÃÆ' Ã‚ °ctÃÆ' Ãƒâ€šÃ‚ ¾r in whÃÆ' Ãƒâ€šÃ‚ µthÃÆ' Ãƒâ€šÃ‚ µr ÃÆ' Ã‚ °n ÃÆ' Ãƒâ€šÃ‚ ¾rgÃÆ' Ã‚ °nizà ƒÆ' Ã‚ °tiÃÆ' Ãƒâ€šÃ‚ ¾n succÃÆ' Ãƒâ€šÃ‚ µÃƒÆ' Ãƒâ€šÃ‚ µds. (BÃÆ' Ã‚ °ch SissÃÆ' Ãƒâ€šÃ‚ ¾n 2000 pp.23-31 ) The culture of an organization greatly influences the recruitment and retention of staff. Organizational culture helps the employees to work together to adopt to business changes. The job demands and the requirements constantly change but the organizational culture remains constant. The human resource management procedures are carried out by management or individual managers against the actions of the employees. They are the guidelines on people management practices. The procedures should be written down and ensures that everyone knows what steps to be taken with certain employment issues. The main areas where procedures are required are GRIEVANCE PROCEDURE The introduction of HR procedures should be carried out in consultation with employees. These procedures should be published in a separate document or in an employee handbook HR has the duty to make sure that the procedures are followed in a right way. Discontentment is always present at work. As a basis of employment, employees have the right to raise the issues like wages and conditions of employment. Many organizations give a room and space to employees to settle their grievances. Grievance process is a series of steps on which the employer and the union is agreed to follow to ascertain. It is a part of labour agreement POLICY If an employer wants to raise any grievance issue then they should be given a fair hearing by the supervisor or the line manager It is the right of an employer to appeal the decision made by the supervisor or the manager to the senior line manager When there is an appeal against a decision then the employee has the right to take a fellow employee with him PROCEDURE Raising a grievance is gone through following steps The employer raises a grievance issue to the supervisor or the line manager and is accompanied by the fellow employee of his or her own choice If the decision is against the will of an employee and the employee is not happy with it then he or she can request to meet another senior management member. This meeting is held by the senior manager, HR manager and the employee as well who is appealing against the decision and the fellow employee of his or her own choice. The decision takes place in five working days. If the employee is still not satisfied with the decision then he or she can appeal to the appropriate director. It takes five working days to be decided. This meeting is attended by the director, HR manager, employee who is appealing and the fellow employee. HR manager records all pros and cons of this meeting in writing and issue the copies to all the concerned people. Dismissal is the most drastic step and managers should ensure that it is fair and just. The reasons of dismissal are misconduct, unsatisfactory performance, lack of qualification and insubordination. DISCIPLINARY PROCEDURE Disciplinary procedure is a series of the following steps POLICY According to companys policy if a disciplinary action is to be taken against an employee then it should Consider those cases where clear evidence and good reason exists Be appropriate to the nature of the offence created Be fair enough in dealing with the case Only take place when the employee knows the rules and is aware of the standards that are expected from them Allow the employee to present himself or herself against the decision with his fellow employee of his or her own choice which is the right of an employee Allow the employee to use the right of appeal against the decision PROCEDURE The following steps are taken during this process INFORMAL WARNING A verbal or informal warning is given to an employee for minor offences and is administered by the manager FORMAL WARNING After repeating certain minor offences, a written or formal warning is given to an employee for seri ous warnings. This is also administered by the manager who knows the entire case well. A written copy is placed in an employees file. If the employee is doing well at job and the record is satisfactory then this copy in file is destroyed after 12 months. The employee has to sign the formal warning but still got the right to appeal to higher management if he or she is not satisfied with the decision. FURTHER DISCIPLINARY ACTION In a reasonable period of time if the employee is still not reached the required standard then it becomes necessary to give further warnings to the employee. This may be three days suspension without pay or dismissal. Before taking action the line manager discuss all the case with the HR manager. The staff which is below the rank of line manager is only recommended to the higher management directly when during night shifts the managers are not present so the higher management can suspend the employee for one day pending and is followed by an inquiry on t he following day. SUMMARY DISMISSAL In the event of misconduct, an employee can be dismissed without giving any notice. Departmental managers and senior management can only give summary dismissal. The decision cannot be finalized until the case is discussed with the HR manager and the appeal procedure is carried out. An employee is suspended for further action which is taken place in 24 hours. APPEALS An employee has a right to appeal in all circumstances against dismissal, summary dismissal or suspension. This appeal is conducted by the senior manager of the higher management. HR manager also administered in this hearing. If an employee wishes to take another fellow employee with him or her at the hearing then that is his or her right. Appeal against the suspension or dismissal are heard immediately. Appeal against dismissal with notice is held within two days. If the appeal against dismissal or suspension is rejected then employee has the right to appeal to the chief e xecutive. It is the right of an employee to take his or her fellow employee with him or her at the hearing. ROLE OF ACAS The foundation of ACAS was held in 1975 and is a self governing organization. It is funded by government and its aim is to improve the working life of employees and organization by providing better employment relations. The advisors of ACAS work with employers and employees and give them up to date information and advice to solve their hurdles and problems. Through legal process, ACAS relieves the employer and employees. As being a mediator, it involves third party to solve the disagreements between employers and employees. An employees absences can create misunderstandings but through mediation process these employees can come back to work. ACAS also helps employees and employers to solve their disagreements by themselves through mediation. Conciliator is almost same like mediation but the case is a complaint filed by an employer against an employee. Once the claim comes under ACAS conciliation, the ACAS officer calls both the parties together to solve their disagreements and disputes. In this situation, both the parties reach an agreement and then the claim can be withdrawn from the tribunal without any legal proceedings. ROLE OF EMPLOYMENT TRIBUNALS Employment tribunals deal with the case which is filed by an employee against the employer regarding employment and termination. The law of contract shows that some of the disputes are can be resolved under the proceedings of civil court and majority of the employment rights are included in the statue law. 5.2 The Role of Policies and Procedures: In case a situation arises when the dispute has been the attention of tribunal then both the employees and employers are tried to resolve the dispute internally by following the process of Acas Code of Practice on disciplinary and grievance procedures. Sometime the employers also use its own procedure for resolving the dispute. The aim of the government in this regard is to resolve the claims and tries to avoid the employment tribunals as far as it is possible. The financial consequence can be occurred if in case the attempts are not complying with the Acas Code. If the attempts made by the parties to resolve the dispute failed then the other avenues can be utilized such as Acas conciliation, private mediator and those which have been discussed earlier (Tribunal rules, 2009). CONCLUSION The victory and development of an organization is able to be credited in its culture. According to its mass, interaction among every worker is not obscured. And beside this interaction, the faiths and managerial objectives are simply shared and considered through everybody. And in their expansion, it is significant that this organizational culture is sustained and regulates to modify consequently. Human resource experts are able to perform equally with administration and workers in performing this. HR includes a broad extent in business administration. A growing business lies in their recent victory is able to sustain and more growth of their trade beginning with the correct recruitment. Because demands for the services otherwise product raise , extra labour force is required to fulfil with them (Connolly and Thomas , 1997).