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Fleet Personnel Management - Coggle Diagram
Fleet Personnel Management
Recruitment Process
Recruitment Planning
Identifying Vacancy
- No. of post to be filled -No.of Position - Duties and responsibilities to be performed - Qualification and experience require
Job Analysis
-This process defines the duties, responsibilities, skills, and work environment of a job.
Job Description
-Job Title / Job ID / Organization Position / Location / Job Summary / Duties / Equipment / Supervision Process / Working Conditions / Health Hazards
Job Specification
-Qualifications/ Experience/ Skills/ Responsibilities/Emotional Trait/ Career Planning.
Job Evaluation
-Job valuation process comparing its worth to other jobs in the organization.
Strategy Development
Make or Buy Employees
Type of recruitment
-Part-time/Permanent/Contract/Internship
Recruitment Sources
- Whitin Organization/Competitors/Fresh Graduate
Geographical Area
- IT professional from India?
Searching
Internal Sources
- Promotions/Transfers/Former Employees/Internal Advertisements (Job Posting)/Employee Referrals/Previous Applicants
Eternal Sources
-Direct Recruitment/Employment Exchanges or Agencies/Advertisements/ Professional Associations/ Campus Recruitment/ Word of Mouth
Evaluation
-
Purpose
: Select the best candidate for the job opening.
Importance
: Thorough evaluation is crucial due to the cost of recruitment.
Employee Onboarding
-helps new employees feel welcome and learn about the company culture.
Help new hires settle down in their jobs
Obtain clarity on their job objectives
Get to know the organization
Forge a good relationship with other employees
Screening
-Candidate screening filters out unqualified or irrelevant applicants received through sourcing, streamlining the selection process.
Reviewing of resumes and cover letters
Identifying the top candidates
Conducting telephonic or video interview
Contract of Service (Offer Letter)
Agreement where one employs another as an employee. /Can be written, verbal, expressed, or implied/ Should be in writing to prevent disputes.
Employee Development
Employee development is a joint effort to enhance skills, improve performance, foster growth, and encourage self-awareness of strengths and weaknesses while promoting a learning culture.
Prepare an Employee
- Employees must understand the value of training and their roles.
Plan Development Activities
-Plan training, cross-deployment, and assign tasks for skill development.
Performance Monitoring
-Regularly review performance and provide constructive feedback.
Create Confidence
-Support and appreciate employees to build their confidence.
Performance Management
- aligns employee goals with organizational objectives, identifies skill gaps, provides feedback and coaching, supports growth, and rewards good performance.
Key Components
Performance Planning
: Set a goals with managers
Appraisal and Reviews
: Regular feedback and self-assessment
Improvements Plans
: Set a new goals and deadlines
Rewards:
Recognize and Incentivize good performance
Employee Disciplinary Process
-Aims to correct undesirable behavior and improve performance.
Step
Counseling and Verbal Warning
: Supervisor addresses issues and raises awareness.
Written Warning
: Formal warning outlining consequences, with manager or HR involvement.
Final Warning and Disciplinary Action:
For unresolved issues or serious offenses, leading to penalties like suspension or termination.
Manager’s Role
:
Gather facts, assess performance, and discuss impact.
HR’s Role:
Investigate the issue, interview involved parties, and determine the appropriate penalty before issuing the warning.