Professional Documents
Culture Documents
Unit 1
• Human Resource Management
• Importance
• Challenges
• Line and Staff aspect
• HR Management activities
• Role of Personnel Manager
• Images and qualities of HR Manager
• Integration of employee/ managemt interests
• Environment of HRM
• Internal forces and External forces
Unit 2
Job Analysis, Job Design and HRP
Job analysis – Content, steps in job analysis, methods of
collecting job data,
– Job design approaches
– Job specification
– Human resource Planning – Importance – Factors
affecting HRP
– Recruitment – Factors affecting recruitment –
Recruitment policy – Internal/External sources of
recruitment – Methods of recruitment – Selection
procedure
– Orientation program
Characteristics 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
Objectives of HRM
• To help the organisation attain its goals
• To employ the skills and knowledge of employees efficiently and
effectively
• To enhance job satisfaction and self actualization of employees
• To establish and maintain productive working relationships
• To secure the integration by reconciling individual goals with those
of organisation
• To develop and maintain Quality Work Life
• To maintain high morale and good human relations
• To help maintain ethical policies and behavior
• To manage change
• To recognise and satisfy individual needs and group goals
Function of HRM
• Managerial functions
– Planning
– Organising
– Directing
– Controlling
• Operative functions
– Procurement function
– Development function
– Compensation Function
– Integration Function
– Maintenance Function
• Human Resource Management – Importance –
Challenges
• – Line and Staff aspect
• – HR management activities
• – Role of personnel manager
• – Images and qualities of HR manager
• – Integration of employee/management interests
– Environment of Human Resource Management
– External forces, Internal forces.
Environment of HRM
External Forces Internal Forces
Economic Task
Technological Leadership
Cultural Unions
Professional Bodies
External Forces
Political-Legal The interface between political environment and labour takes
place through an array of labour laws.
Constitutional provisions mandate affirmative actions which are
desirable.
• Importance of HRP
• Future personnel needs
• Part of strategic planning
• Creating highly talented personnel
• International Strategies
• Foundation for personnel functions
• Increasing investments in HR
• Resistance to change and Move
• Unite the perspectives of Line and staff managers
Factors affecting HRP
• Type and strategy of organisation
• Organisational growth cycles and planning
• Environmental uncertainties
• Time horizons
• Type and quality of information
• Labour market
• Outsourcing
Job Analysis
A process of obtaining all pertinent job facts
• Job title
• Location
Job • Job Summary
• Duties
Description •
•
Working conditions
Hazards
• Education
• Experience
Job • Training
• Emotional characteristics
Specification • Communication skills
Uses of Job Analysis
• HRP
• Recruitment and Selection
• Training and development
• Job evaluation
• Remuneration
• Performance appraisal
• Personnel information
• Safety and health
Methods of Collection Job Data
• Observation
• Interview
• Questionnaire
• Checklists
• Technical conference methods
• Dairy Method
Job Design
It involves conscious efforts to organize tasks, duties and responsibilities into a unit of
work to achieve certain objectives. Job design follows job analysis
• Job rotation
• Job Engineering
• Job enlargement
• Job enrichment
• Socio- Technical systems