Professional Documents
Culture Documents
MANAGEMENT
A RE
IV H
V S H
R A
SOU D OR E
, I N
I M C
CH
• 5 ‘M’ Assets
• This is the only resource which appreciates in its value with the passage of time.
culture
Administrative
Development Preventive
Sub System Sub System Sub System
Administrative Sub-System
1. Recruitment
2. Induction
3. Placement
4. Working Conditions
1. Manpower Planning
2. Performance Appraisal
3. Staff Welfare
5. Career Planning
6. Organisational Development
SOURAV SHIVHARE {CHIMC, INDORE}
HRM as Major System….
Preventive Sub-System
1. Grievance Redressal
2. Discipline
3. Industrial Relations
1970 - HRM
Human Capital
SOURAV SHIVHARE {CHIMC, INDORE}
Personnel to HRM
PERSONNEL HRM
• Part of HRM • Larger System
• Coping Role – Reactive • Proactive
• Maintenance &
Administrative Function
• Plus Developmental
• Routine Function
• Strategic
PERSONNEL HRM
• Integrated
• Inverted Orientation
• Treated as part of the system:
• Employees treated as Nuts & Mutual Respect, Trust, Goals,
Bolts which can be replaced Rewards Responsibilities
• Procedures designed to reduce
human wastages
• Procedures designed to
achieve maximum efficiency
HR AREAS : OUTPUT
• C. Directing • e. Maintenance
• f. Separation
• d. Controlling.
General Manager
Project A
Manager
Project B
Manager
1. Identifying Information
2. Personal Information
3. Physical Characteristics
4. Family Background
5. Education: Academic, Technical, Professional
6. Experience
7. References
8. Miscellaneous – Extra Curricular, hobbies, membership of
professional bodies etc.
• Safety measures
• Standing orders and disciplinary procedures
• Terms and conditions of service including wages,
working hours, over time, holidays etc.
• Suggestion schemes
• Benefits and services for employees.
• Opportunities for training
• Career Path, Promotion, Transfer etc.
SOURAV SHIVHARE {CHIMC, INDORE}
Induction Program:
3 STEPS:
1. General Orientation
2. Specific Orientation
3. Follow up Orientation
FORMULATION :
1. Need Identification
2. Collecting Information
3. Examining
4. Approval
5. Communicating
6. Evaluating
SOURAV SHIVHARE {CHIMC, INDORE}
PROMOTION
• Seniority
• Merit
• Merit-cum-seniority
ASSIGNMENT:
What do you understand by HR
Planning?
Discuss the various steps involved in
effective HR Planning.
• Employee Needs
Organisation Needs
Techniques
Of Job Design
1. Orientation Training
2. Job Training
3. Safety Training
4. Promotional Training
5. Refresher Training
6. Remedial Training
Training Policy:
• Company’s intention
• To guide the design & implementation
• To identify the critical areas
• To provide appropriate opportunities
SOURAV SHIVHARE {CHIMC, INDORE}
Designing a Training Programme
Retirement
Week calculated
Piece Timeas follows:
Credit Debit Balance
wage Wage (Rs.) (Rs.) (Rs.)
• Specific Guidelines:
• Both Management and Union should Develop trust and positive attitude
towards each other.
• All basic policies and procedures Relating to Industrial Relations should
be clear to every body in the organization and the Union Leaders
• The personnel manager should remove any distrust by convincing the
union of the company’s integrity and his own sincerity and Honesty.
• Management should encourage right kind of Union Leadership
• After the settlement is reached should be properly administered.
Personal Maladjustment :
1. Over-ambition
2. Excessive Self-Esteem
• Purpose – Development
• Objectivity should anchor in subjectivity
• Emphasis should be shifted from appraisal to
analysis
• Setting Targets (KRAs)
Dialogue , Feedback, Feedback Counseling
• MBO Technique – Bottom up Approach
• Seminar for training appraisers
• Multiple Appraisers – Judgmental/subjectivity
• Pitfalls to be SOURAV
taken care of
SHIVHARE {CHIMC, INDORE}
Introduction to Career Planning
• It is matching long term requirements of the
• individual and the organisation
It includes training, min. years of service –various positions.
It is described as devising an organized system of Career
movement and growth opportunities from the point of entry
of an individual to the point of retirement
It is a management technique of mapping out the entire career
of young employees in higher skilled, supervisory and
managerial positions
Process of Career Planning….
• STEPS:
I. Identifying Individual Needs & Aspirations:
Most individuals do not have clear idea about these.
Human Resource Inventory of Organisation &
employee potential are ascertained:
It will reveal the age, qualifications, experience &
aptitude of present employees.
Identify the employees having potential for climbing
up.
It will reveal 3 categories of employees:
Process of Career Planning….
1. Employees fit and willing to take up higher
responsibilities
2. Employees having potential and willingness to take up
higher responsibilities, but require more training and
experience
3. Employees having potential but lack the interest or
desire.
II. Analysing Career Opportunities:
Career paths for each position
Career demands in terms of knowledge, skill, experience,
aptitude
Long Term & Short Term Career goals
Process of Career Planning….
At a particular level, there may be direct recruits as well
as older persons (Promotees)
Age balancing in each group
III. Identifying Match & Mismatch
IV. Formulating & Implementing Strategies:
• Changes in the career system by creating new
career paths
• Changing employee needs and aspirations by
scaling down or creating new aspirations
• Seeking new basis of integration through problem
solving, negotiations & Compromises
• Training & Development of people
Process of Career Planning….
V. Reviewing Career Plans:
Whether plans are contributing to effective utilisation of HR.
Questions may be asked:
• Was the employee classification correct?
• Job description proper?
• Unsuitability of any employee?
• Future manpower projects valid?
• Team doing well as a whole ?
• Training & Development Programmes adequately
designed ?
Answers to above questions through brainstorming sessions.
Surveys
Making Career Plan Success:
• What makes a career planning a success ?
1. Top Management Support:
It needs strong conviction of Top Management
2. Expansion: Business Enterprise must be expanding
3. Clear Goals: Organization must have clear corporate
goals for 5-10-15 years
4. Motivated Staff: For motivated, hard working
employees, environment need to be created by
organisation.
5. Proper Selection: Selection of right man for right job
Making Career Plan Success:
Z : GM
A-0
- HR
B-0
C-2
1. Suggestion Scheme
2. Works committees
3. Joint Management Councils
4. Worker Directors
5. Co-Partnership
SOURAV SHIVHARE {CHIMC, INDORE}
Assignments
• 1. Why Workers Participation in
management is a desperate failure in India?
Suggest some measures for making
participation successful.
• 2. Write an essay on 360 degree Performance
appraisal system which prevails in the most
successful Organizations.
• 3. “Performance appraisals are mere paper
tigers, if you wish to grab incentive please your
boss” – Pass a Critical comment on it.
SOURAV SHIVHARE {CHIMC, INDORE}
What Is Strategic Management?
• Strategic Management
– The ongoing process companies use to form a vision,
analyze their external environment and their internal
environment, and select one or more strategies to use
to create value for customers and other stakeholders,
especially shareholders
• Vision
– Contains at least two components—a mission that
describes the firm’s DNA and the “picture” of the firm
as it hopes to exist in a future time period.
• Strategy
– An action plan designed to move an organization
toward achievement of its vision
• Mission
– Defines the firm’s core intent and the business or
businesses in which it intends to operate
• Strategy
– An action plan designed to move an organization
toward achievement of its vision
• Mission
– Defines the firm’s core intent and the business or
businesses in which it intends to operate