Professional Documents
Culture Documents
ORGANISATIONAL
SOCIAL
SCOPE OF HRM
1. Human Resource Planning.
2. Job Analysis
3. Acquisition of HR.
4. Training &Development.
5. Performance Evaluation and Review.
6. Compensation and other benefits.
7. Safety and Health provisions.
8. Organisation Development.
FUNCTIONS OF HRM
A. MANAGERIAL FUNCTIONS
B. OPERATIONAL FUNCTIONS
A. MANAGERIAL FUNCTIONS
1 .PLANNING:
2. ORGANISING:
Identification of activities.
Grouping of activities.
Assignment of authority &responsibility.
D) Establish relationship.
3 .DIRECTING:
Communication.
Motivation.
Involvement.
4. CONTROLLING:
Measurement of performance.
Find out deviation.
Take corrective action.
B. OPERATIONAL FUNCTION
A) PROCUREMENT
QUALITIES OF HR MANAGER
________________________Quality______________________
Personal
Professional
Personal qualities are those qualities which help the HR manager to
understand human behaviour some personal qualities must be there
which can help the HR manager to fulfil the desire and aspiration of the
employees as well as the employer.
A) INTELLIGENCE: - Mental ability to deal the people. A HR manager
should be an intelligence person while communicating with other
inside and outside of the organisation.
B) EDUCATIONAL: - Refers to learning and teaching skill. A HR manager
should have the quality of learning as well as teaching in the
organisation .Its should learn form the employees skill desire ,
development and teach the employees about the organisational
growth , need and expectation of the employer from the employee .
C) DISCRIMINATING: - A HR manager should have the qualities of
discrimination. Its can well distinguish between good and bad, right
and wrong, just and unjust, merit and de merit.
D) EXECUTING: - HR manager should have the quality of exerting the
decision of the management. its have to streamline all the HR
related work with in the organisation with utmost sincerity accuracy
A) JOB ANAIYSIS: - This duty includes determines the nature of job and
type of job in each department in order to achieve the objective.
B) RECRUITMENT: - Find out suitable employees for the organisation so
that there will be no overstaff or under-staff problem. The number of
employees should be appropriate so that the day to day work of the
organisation will not hamper.
C) PLACEMENT: - Right person should be in right job witch leads to job
specialisation. only qualified, experienced and expert employees
can found place in the organisation.
D) TRAINING AND DEVELOPMENT: - After placement training is
necessary to each and every employee. Training is required to make
an employee perfect. A perfect employee can develop the
organisation.
E) PERFORMANCE APPRAISAL: - Evaluation of the employee during a
particular time period. The process of performance appraisal
enables the HR manager to distinguish between good employee and
bad employee.
F) COMPENSATION: - The salary and other financial benefits applicable
to the major duty and responsibility of HR manager.
G) PROMOTION: - This is the responsibility of HR manager in the
organisation. This process ensures that the most efficient
employees. Will be promoted. Then process will assign more
authority and responsibility to the employee.
H) TRANSFER: - Deployment of workers inside the organisation and
outside of the organisation .Transfer is made for effective control of
the organisation and it is a duty of the HR manager.
I) DEMOTION: - This is one form of punishment for in efficient
employee. The HR manager will demote to those employee who are
proved to be in-efficient in performance appraisal process.
J) GRIEVANCE REDRESSAL: - This is one of the important duty of a HR
manager. It is his responsibility to see and act favourably for the
employee grievance. He should consider different grievances of
different employee and take a judicious action.
K) CONFLICT MANAGEMENT: - Conflict management is an important
duty and responsibility of a HR manager .The misunderstanding in
work place leads a situation of conflict among the workers. The
reasons of conflict and their solution is one of the primary duty of
HR manager.
L) EMPLOYEE DISCIPLINE: - Maintenance of discipline inside the
organisation is one of the primary duty of HR manager. It is his
responsibility to award reward and punishment for discipline and
indiscipline workers of the organisation.
The duty and responsibilities of a HR manager differ from organisation to
organisation. According to the need of the organisation these duties and
responsibilities changes from time to time.
Sources
Internal Sources
A. Present employees
Exchange
B. Employee Referrals
C. Former Employee
Employment Agency
D. Previous Applicants
Association
External Sources
A. Employment
B. Advertisements
C.
D. Professional
E. Campus
Recruitment
F. Deputation
G. Word-of-mouth
H. Raiding
TRAINING
After selection of new employees in the organisation, the departmental
supervisors try to learn and show the way to the new employee how to
perform his allotted work most effectively needs a well planned training
programme .Training is necessary for improving the quality of work as well
as familiarize the workers with day to day changing work environment.
Training makes perfect to the employee who have been selected newly for
the organisation.
DEFINITION:1) Training is the organise procedure by which people acquire knowledge
and skill for a
definite purpose.
2) Training is the process of increasing the knowledge and skills to
Performa particular job.
CHARACTERISTICS: - By analysing the above two definitions we get the
following characteristics:A) ORGANISED PROCEDURE: - Training is an organised procedure
.Training is a set of rules and regulations and every Training
procedure is carried out with some stipulated and well defined
procedure .All the trainees in the Training process are governed by
an uniform procedure.
2)
3)
4)
5)
METHODS OF TRAINING
Different training methods are followed by different organisation for their
new employee. some of the important and common methods of training
are as follows.
A. ON THE JOB TRAINING
1. Rotation
2. Coaching
3. Job Instruction
4. Committee
PERFORMANCE APPRAISAL
MEANING: - After the training process completes the next work with the
management is appraise the performance of the employee performance
appraisal is the step where the management findsout how effective it has
been at hiring and placing employees .If any problem arises and
identified, steps can be taken to communicate with the employee
.performance appraisal enable the management to evaluate the efficiency
and competency of a worker for witch he she has been placed. It is done
periodically in the organisation and communicate to the employee
concerned if necessary.
2)
3)
4)
5)
6)
2 .MODERN METHOD
A.
Assessment
TRADITIONAL METHOD:
A) STRAIGHT RANKING METHOD: - It is one of the simple and object
method of performance appraisal .In this method the work of an
employee is compared with the work of another employee and
accordingly different ranks are allotted. This method helps to
distinguish between the most efficient form the last efficient.
B) MAN TO MAN COMPERISION METHOD: - This is one of the oldest
method of appraisal utilised in usa Army during 1st world war. In this
method some factors are considered like leadership honesty,
initiative and responsibility of an employee .Each factor is rated in a
scale with the performance of other man. Higher is the scale high is
the performance and low is the scale low is the performance.
C) GRADING METHOD: - Under this method the appraiser considers
certain features and marks them accordingly to a scale .Certain
categories of worth are first established and carefully defined. The
selected features may be cooperativeness, job knowledge,
judgement, organising ability etc. Different grades are allotted to
each selected feature like A for co-operation, B for leadership, C for
judgement like accordingly performance is measured with the
employees.
D) CHECK LIST METHOD: - Under this method the working performance
of a worker can be measured with a list of reports. The list has been
prepared by the ratter about the behaviour of the employee .The
ratter than checks to indicate if the answer to a question about an
employee is positive or negative. The check list may be :A) Is the employee really interested in this job?
B) Is regular in this job yes/No.
C) Does he follows instructions properly Yes/No.
D) Does he make mistake ever Yes/No .
E) Does he is willing to cooperate Yes/No .
E)GROUP APPRALSAL METHOD :- Under this method the performance of
a worker is measured by agroup .The group consists of two
supervisors and two senior and experienced workers of that group
.The senior staff will describe the performance of the group to the
supervisor who can rate the performance of the employee .
MODERN METHODS:
A) ASSESSMENT CENTRES:- This is one of the modern methods of
performance Appraisal. Under this method the employees
performance is carried out in a separate place know as assessment
centres . In these centres the workers are grouped and the
supervisor who is in charge rating the employees feel that all the
workers are not equally competent . Accordingly the ratter fixes
then scenario of IR
Now it has been felt by all most all the Industries that a better IR that
resulted in high productivity for the organisation and better wages for the
workers .On the other hand a strained relation between the employeremployee will lead to strike ,lock-out, fire fighting etc .Sance IR is
considered to be an important concept in HRM .
2)
3)
4)
5)
INDUSTRIAL DISPUT
Meaning :- Human Resources later . These Resources are governed by
human mind .Human mind is a store house of good, bad and evil thoughts
. Industry is a place where lost of human mind are working . They think in
different ways .Any clash in interests leads to dispute .In common
meaning dispute means difference or disagreement over some issues
between the parties . If the disagreement in an industry it is termed as
industrial dispute .It takes a second to begin and takes years to settle
.Industrial growth . It is required through good relation between the
employer and employees . But in practice the relation goes on souring
which leads to industrial dispute .It can take any form like strikes , gears ,
lock-outs , demonstration and picketing which can be resolved amicably .
DEFINITION OF ID
Industrial dispute act 1947 the term ID as any dispute or difference
between employers and employers or between employers and workman
or between workman and workman which is connected with the
employment or non-employment or the terms of employment and
condition of employment of any person .
NATURE OF ID:- The following are the nature of ID .
1) The dispute must affect the interest of a Large number of workman .
2) The dispute must be taken by the Industry union.
3) The grievance must turn an individual complaint to a general
complaint .
4) There must be some nexus between the union and the dispute.
FORMS OF ID:- ID can be in the following forms:1) Strike :- Non-acceptance of employees demand leads to stop the
work means strike. The unions support it when all hopes of the
workers are shattered out there is no way left out but the strike.
Strike can be for a definite period or for an in-definite period. Strike
can be:A) Economic Strike:-This strike undertaken by the members of the
union to fulfil the financial benefits of the workers. Financial
2)
3)
4)
5)
ECONOMIC REASONS:
A) Salary and wages:- Rise in prices of essential commodities has
brought down the value of money. This has resulted in lower down
the salary and wages of the employees which forces them to
demand for higher salary &wages .
B) Dismissal and Retrenchment:- With the increase in unemployment
situation if any employee will be dismissed or retrenched the
workers union will take up the issue and demand for justice .As
dismissal and retrenchment of an employee is a severe jot to the
employees family .
C) BONUS:- It is payable to the workers out of profit .Non-payment of
adequate bonus to the workers leads to industrial dispute .It has
been made mandatory to all industrial units to pay a bonus
amount of 8.33% under industrial dis put Act-1961 with the
workers participation in managerial affairs they demand more
share in enterprise profit .Non-acceptance of their demand leads
to industrial dis put .
D) Dearness Allowance:- Increase in price level and scarcity of
essential commodities leads to bring down the standard of living
.To maintain the standard of living the workers demand more DA.
Non-acceptance of the demand leads to industrial Dis put .
E) Working Condition :- It is desirable on the part of the industries to
provide good and favourable working condition pure drinking
water , lighting and air facilities, sufficient safety provision and
normal and permissible working hour should be taken care by the
management . Absence of these hygienic conditions leads to
industrial dis.
F) Automation:- Adoption of new and update technology leads to
modernisation and automation of
the industrial .But this
modernisation and automation adversely impact on the workers
.Because this leads to less engagement of employees. Due to nonengagement and retrenchment leads to industrial Dis put .
G) Other Reasons :- Some other economic reasons like housing
facility , Educational scope and medical facility , Transportation etc
if not adequate and proper the employees will demand for the
same .It leads to industrial Dis put .
NON-ECONOMIC REASONS:A) Non-recognition of unions:-Failure to recognise the employee
union and their representative is one of reason of industrial Dis
put. Some employers do not attach more importance to the
existence of unions and their representative. This leads to
resentment which cause industrial dis put in the organisation .
B.
1. Economical
2.
3. Social
PRIMARY
A) Industrial Harmony:-WPM promote mutual understanding between
management and workers .The workers can get the scope
ofunderstanding and the management will have the chance of
understanding with the workers .with mutual understanding and cooperation the industrial peace can prevail which leads to
achievement of objectives.
B) Good Communication:- Sharing of informations between the
employer and employee must be good in order to get financial
benefit WPM enables both employee and employer to have good
Communication.
C) Sense of Belongingness:- A worker can be an Asset for the
organisation when he will belong to that organisation. Sense of
belongingness can convert a human into resource for an
workers in the form of share and being the share holder they can take
part in the management .
3) Works Committee:- Industrial Dispute Act- 1947 has made mandatory
to all the enterprise for establishment of works committee .The
committee can be constituted with equal numbers of the committee
should not exceed to Info numbers The purpose of the committee is
create a cordial and harmonious relationship between the worker and
the management .
4) Board Representation:- Under this method two or three workers
representative are vomited to the Board of Directors of the enterprise .
The nominated workers enjoy the same privilege and authority in the
Board .They can actively take decisions on policy matters and
procedures of the enterprise along with the other members of the
management .This method ensures an effective step in workers
participation in management which promote the belongingness of the
workers.
5) Joint Management Councils :- Industrial policy 1956 made it mandatory
forIndustries to constitute joint management councils between
management and workers to maintain Industrial peace .Jmc is an
advisory committee which discuss the matters related to working
condition safety measures training programmes rules and regulations
etc. The recommendations are made to the management. Jmc are
constituted with prior consultations with recognised trade unions of
the Industries.
MERITS OF WPM:- In order to promote industrial peace and better
Industrial relations WPM is a tool .It is considered to be an workers .The
merits
1) Mutual Understanding:- The mentality of the employer and employee
are different .WPM brings the both parties together . This enables both
of them to understand their problems which minimises the conflict and
promote industrial peace .
2) Increase employee efficiency:- WPM enables the worker to become a
partner in various decision making process .What ever decisions are
taken they are their own and it compels the workers to abide by them .
The workers become enthusiastic and can devote maximum time in
work by the way the workers become more efficientin their work .
3) Establish Industrial Peace:- WPM provides an opportunity how to be
more responsible and understand each other by taking joint decision.
This joint responsibility leads to understand each other better which
reduce the dispute. This minimisation of conflict leads to
establishment of industrial peace.
4) Promotion Of Industrial Democracy:- WPM helps in promoting industrial
democracy .mutual cooperation and decision of both employer and
DE- MERITS
1) Chance of Suspicion:- WPM crates a sense of suspicion in the minds of
both employer and employee. The feeling of insecurity among the
workers and feeling of incompetency among the management leads to
suspicious in workplace .This will increase the sour relation between
the employer and employee .
2) Weak Trade Union:- Most of the trade union are led by politicians .So
the politicians are not in favour of sending qualified representatives to
the management board .They always want to take advantage of the
situation by WPM in the industrial . This will be a drawback
COLLECTIVE BARGAINING
MEANING:- A good number of employees are working in different
organisations. The problems of the employees are not uniform in nature.
Different employees have different problems in different organisation .The
problems may be relating to salary , wages , bonus , medical facility ,
working environment , safety and health problems , education facility to
their children etcetc .All these problems need to be solved with
negotiation .
Trade union act as representatives of the workers to pat forth their
grievances in front of the management .They increase the bargain power
of the employees. The management on the other hand accepts those
demands which can be mutually agreed upon so that it will solve the
purpose of management .
Collective bargaining is a process of negotiating between management
and the representative of workers for determining mutually agree terms
and conditions of work which protect the interest of both workers and
COLLECTIVE BARGAIN PROCESS:The bargaining continues through a process which consists certain
stages . However the number of stages vary from organisation to
organisation. The bargain process depends on the nature of parties
involved in bargain process.
Generally a bargain process consists the following steps .The steps
are:1) PRENEGOTIATION:- This is the primary stage of bargain process
.It is the stage for preparation of bargain . The negotiation
process begins from this step .Both the parties for negotiation i.e
the management an the union make preparation for bargaining .
The management people will decide the strength and weakness
of the union leaders and the impact of the bargain to the
organisation in the future . The union leaders collect data from
other industries and the leaders regarding the negotiations and
the expectations of the employees in the organisation.
2) NEGOTIATORS :- In this step the person in charge of negotiation
will be decided . It is one of the important step in bargain process
. The negotiator considers to be an important person from both
the parties .The management side negotiator may be the
industrial relation officer , the personal manager the head of the
particular department connected to the negotiation .The
negotiation from the union side may be the secretary, vicepresident or the president of the workers union. The negotiation
should be a competent person who can put forth the sentiment of
both the parties involved in bargaining process.