HRM

From

Rajeev Sukheeja

SYLLABUS
Introduction
Procurement and placement
Training and development
Job analysis and Design
Job Satisfaction
The compensation function
Integration
Maintenance
Recommended books: T.N.Chahabra

S. No

Subject Matter

No. of hours

Cumul
ative
hours

Introduction: Introduction to Human Resource Management and its definition,

functions of Human Resource Management & its relation to other managerial functions. Nature, Scope and Importance of Human Resource Management in Industry, Role & position of Personnel function in the

organization.

Procurement and Placement: Need for Human Resource Planning; Process of Human Resource Planning; Methods of Recruitment; Psychological tests and Interviewing. Meaning and Importance of Placement

and Induction, Employment Exchanges (Compulsory Notification of vacancies) Act 1959,

The Contract Labour (Regulation & Abolition) Act 1970. Training & Development: Difference between training and Development; Principles of Training; Employee Development; Promotion-Merit v/s seniority

Ist assignment Due date : 27/1/2015, submission date:03/02/2015

Performance Appraisal, Career Development & Planning. Job analysis & Design: Job Analysis: Job Description & Job Description, Job Specification.

12

Ist MST:

Job Satisfaction: Job satisfaction and its importance; Motivation, Factors affecting motivation, introduction to MotivationTheory, Workers ' Participation, Quality of work life

15

18

21

The Compensation Function: Basic concepts in wage administration, companys wage policy, Job Evaluation, Issues in wage administration, Bonus & Incentives, Payment of Wages Act-1936, Minimum Wages Act

1961

Human Relations and Industrial Relations; Difference between Human Relations and Industrial Relations, Factors required for good Human Relation Policy in Industry; Employee Employer relationship Causes

and Effects of Industrial disputes;

IInd assignment Due date : 3/3/15, submission date:10/3/15

Employees Grievances & their Redressal, Administration of Discipline, Communication in organization, Absenteeism, Labour Turnover, Changing face of the Indian work force and their environment,

Importance of collective Bargaining; Role of trade unions in maintaining cordial Industrial Relations.

24

27

II MST:

Maintenance: Fringe & retirement terminal benefits, administration of welfare amenities, Meaning and Importance of Employee Safety, Accidents-Causes & their Prevention, Safety Previsions under the Factories

Act 1948;

30

IIIrd assignment Due date : 7/4/15, submission date:9/4/15

Welfare of Employees and its Importance, Social security, Family Pension Scheme, ESI act 1948, Workmens Gratuity Act 1972, Future challenges for Human Resource Management.

III MST:

33

Course Objective/s and Expected Outcome/s: The

objective of the course is to teach the basic principles of
strategic human resource managementhow an
organization acquires, rewards, motivates, uses, and
generally manages its people effectively. The Course will
also Provide insights on how to develop strategies,
initiatives and programs to introduce and sustain
competitive HR advantage in organizations.
After completing this course the students will be able to:
* understand how job analysis supports HR practice in
staffing, training, & compensation

* understand how employment staffing processes work

* understand how compensation set

* understand how training programs work

* understand HR contributions to organizational

functioning etc

INTRODUCTION
HRM

HRM
H- HUMAN
R-Resources
M- Management.

HUMAN

,

,

,

,

,

,

RESOURCES

A resource is a source or supply from which

benefit is produced.

MANAGENMENT

Management in business and organizations is

the function that coordinates the efforts of people
to accomplish goals and objectives using available
resources efficiently and effectively. Management
comprises planning, organizing, staffing, leading
or directing, and controlling an organization to
accomplish the goal.

INTRODUCTION TO HUMAN
RESOURCE MANAGEMENT

HRM may be defined as set of

policies,
practices
and
programmes designed to
maximize both personal and
organizational goals. It is the
process of binding people and
the organizations together so
that the objectives of each are
achieved.

ACCORDING TO FLIPPO,
Personnel management or human resource management is
the planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resources to the end
that individual, organizational and societal goals are met

FEATURES OF HRM

Comprehensive function
People-oriented
Action-oriented
Individual-oriented
Development oriented
Pervasive function
Continuous function
Future-oriented
Challenging function
Science as well as art
Staff function
Young discipline
Interdisciplinary
Nervous system

OBJECTIVES OF HRM

To help the organization to attain its goals by providing well trained and
well motivated employees

To employ the skills and knowledge of employees efficiently and

effectively, i.e, to utilize human resource effectively.

To enhance job-satisfaction and self-actualization of the employees by

encouraging and insisting e very employee to realize his/her potential.

To establish and maintain productive, self-respecting and internally

satisfying working relationships among all the members of the
organization.

To bring about maximum individual development of members of the

organization by providing opportunities for training and advancement.

To secure the integration of all the individuals and groups with the
organization by reconciling individual/group goals with those of an
organization

To develop and maintain quality of work life, which makes employment in

the organization a desirable personal and social situation.

To maintain high morale and good human relations within the

organization.

To maintain ethical policies and behaviour inside and outside the

organization.

to manage change to the mutual advantage of individuals, groups,

organization and the society.

To recognize and satisfy individual needs and group goals by offering

appropriate monetary and non-monetary incentives.

SCOPE OF HRM
The scope of HRM is very wide:
1. Personnel aspect-This is concerned with manpower planning,
recruitment, selection, placement, transfer, promotion, training and
development, layoff and retrenchment, remuneration, incentives,
productivity etc.
2. Welfare aspect-It deals with working conditions and amenities such as
canteens, creches, rest and lunch rooms, housing, transport, medical
assistance, education, health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management relations,
joint consultation, collective bargaining, grievance and disciplinary
procedures, settlement of disputes, etc.

FUNCTION OF HRM
1. Managerial
2. Operative
3. advisory

FUNCTIONS OF HRM

Managerial
functions
Planning
Organizing

Operative
functions

Procurement
Job analysis
HRP

Directing

Recruitment
Selection
Placement
Induction

Controlling

Transfer

Development

Compensation

Performance
appraisal

Job
evaluation

Training

Wage and
salary
administra
tion

Executive
development
Career Planning
and Development

Bonus and
incentives

Promotion
Demotion

Payroll

Integration

Maintenance

Motivation
Job
satisfaction
Grievance
Redressal
Collective
Bargaining
Conflict
Management
Participation
of the
employees
Discipline

Health
Safety
Social
security
Welfare
schemes
Personnel
records
Personnel
Reserach
Personnel
audit

Third function of HRM is Advisory

1. Advice to top management

2. Advice to departmental head

NATURE OF HRM
Management is a personnel administration
1. inherent part of management
2. Pervasive function
3. basic to all functional areas
4.People centred
5.personnel activities or functions
6. continuous process
7. based on human relations

NATURE OF HRM
Concerned with managing people
Concerned with employee both as individual as
well as group
Concerned with helping employee to develop their
potentialities
Concerned with developing the maximum
satisfaction of employees
It is continuous in nature
Directed towards achievement of objectives
Universal existence

NATURE
OFin HRM
It is pervasive
nature as it is present in all enterprises.

Its focus is on results rather than on rules.

It tries to help employees develop their potential fully.

It encourages employees to give their best to the

organization.
It is all about people at work, both as individuals and
groups.
It tries to put people on assigned jobs in order to produce
good results.
It helps an organization meet its goals in the future by
providing for competent and well-motivated employees.
It tries to build and maintain cordial relations between
people working at various levels in the organization.
It is a multi-disciplinary activity, utilizing knowledge and
inputs drawn from psychology, economics, etc.

SCOPE

The scope of HRM is very wide. Research in behavioral

sciences, new trends in managing knowledge workers and
advances in the field of training have expanded the scope of HR
functions in recent years. The Indian Institute of personnel
management has specified the scope of HRM thus:
1) Personnel aspect: This is concerned with manpower planning,
recruitment, selection, placement, transfer promotion, training
ad development lay off and retrenchment remuneration
incentives productivity etc.
2) Welfare aspect: It deals with working conditions and
amenities such as canteens, crches rest and lunch room
housing transport medical assistance education , healthy and
safety recreation facilities etc
3) Industrial relations aspects: This covers union management
relations joint consultation collective bargaining grievances and
disciplinary procedures settlement of disputes etc.

CASE STUDY
Ram gopal manager and workers want to move in
funeral
Thief appointment