Professional Documents
Culture Documents
MANAGEMENT
HRM
Management of work force of an
organisation ie how to manage the
different people working together in a
organisation.
1. HRP
2. Employee relations
Organisational 3. Selection
Objectives 4. Training & Development
5. Appraisal
6. Placement
Objectives of HRM
HRM Obj. Supporting function
1. Placement
Functional objectives
2. Assessment
1. Going global
2. Embracing new technology
3. Managing change and organisation
culture
4. Responding to the market
5. Containing costs
Downsizing
Outsourcing and employee leasing
Enhancing productivity
Other challenges faced
Demographic and Employee concerns
Demographic changes
Diversity of backgrounds
Age distributions
Gender distribution
Rising level of education
Cultural changes
Concern for employee rights
Changing attitude towards work
Balancing work and family
Functions of HR
MANAGERIAL OPERATIVE
FUNCTIONS FUNCTIONS
Planning Staffing
Development
Organising
Compensation
Directing
Motivation
Controlling Maintenance
Integration
Operative functions of HR
Technology
Professionalism Economic
HRM
Union
HRM Environment - Internal
Policies
HRM
Organisational
Mission
Conflict
HRM Policies
Policy – is predetermined course of action
established to guide the performance of work
towards accepted objectives.
Importance -:
1) Planning
2) Action
Strategic Management
International Strategies
Environmental
Outsourcing HRP
Uncertainties
Strategy of
Organisation
Factors Affecting HRP
Organisation growth cycle and planning-:
Narrow Broad
Informal Formal
Reactive Proactive
Inflexible Flexible
Factors Affecting HRP
Outsourcing -:
HR Programming
HRP Implementation
Surplus Shortage
HRP Process (Contd.)
Environmental Scanning - :
1) Economic factors
2) Technological Changes
3) Demographic changes
4) Political and legislative issues
5) Social concerns
HRP Process (Contd.)
Org objectives and policies-:
HR Supply forecasting-:
HR Plan Implementation-:
Implementation requires converting an
HR plans into action. (Recruitment,
Training, Succession plan etc.)
HRP Process (contd.)
Control and Evaluation -:
Critical to have proper control and
regular checks to know the
achievements of HRP.
Surplus Shortage
Job Analysis
HRP
Recruitment & Selection
Training & Development
Remuneration
Safety & Health
Performance Appraisal
Methods of Collecting Job Data
Observation
Interviews
Questionnaire
Technical Conference Method
Process of Job Analysis
Strategic Choices
Gather Information
Process Information
Job Description
Job Specification
Process (contd.)
Strategic Choices –:
1. Employee Involvement
2. Level of Details
3. When and How often
4. Past oriented and Future oriented
Gather Information –:
1. What type of Data to Collected (machine,
tools & work activities)
2. Data collection methods
3. Who to collect Data (Trained analyst,
Supervisors, Job incumbents)
Process (contd.)
Information Processing -:
How collected information will be used
in forming Job Description and Job
Specification.
Job description –:
Job Specification -:
Problems with Job Analysis
Support from Top management
No Training or Motivation
Job
Enrichment
Recruitment
The process of finding and attracting
capable applicants for employment. The
process begins when new recruits are
sought and ends when their applications
are submitted. The result is a pool of
applicants from which new employees
are selected.
Recruitment is a process of inviting
applications from prospective
employees.
Recruitment is a positive process.
Purpose & Importance of
Recruitment
Determine the present and future
requirements of the organisation in
relation with the HRP and Job Analysis.
External Sources-:
Press Advertisements , Educational
Institutions, Placement Agencies,
Employment Exchange, Labour
Contractors, Recruitment at factory
Gate.
Recruitment Process
Recruiting Required Personnel
Internal Sources
External Sources
Employee Leasing
Temporary Employment
Selection
Selection is the process of picking
individuals (out of the pool of job
applicants) with requisite qualifications
and competence to fill jobs in the
organisation.
Informal Interview
Formal Interview
Depth Interview
Stress Interview
Induction Or Orientation
Planned introduction of employees to
their jobs, their co – workers and the
organisation.
Education -:
1.Theoretical Orientation,
2. Classroom learning,
3. General Concepts,
4. Broad Perspective.
Inputs in T & D
Skills
Education
Development
Ethics
Attitudinal Changes
Decision making and Problem solving
skills
T & D as a source of Competitive
Advantage
Need Assessment
Evaluation
Training Process
Need Assessment -: Diagnoses the present
problems & future challenges to be met
through training and development.
Non – Training
Training Measures
Training process
Individual Analysis -:
1. Performance Appraisal
2. Interviews
3. Questionnaires
4. Attitude Surveys.
Evaluation
Types of training
On the job -:
1. Orientation Training ie Induction
2. Job instruction – Info about how to
conduct the job.
3. Apprentice training - ITI
4. Internship / Assistantship - Doctors
5. Job rotation - Bank
6. Coaching – Cricket team
Types of training
Off the job -:
1. Vestibule – Utilisation of actual equipments.
2. Lecture – Verbal presentation of
information.
3. Role playing – is to create realistic situation.
4. Simulation – technique that duplicates as
nearly as possible actual condition
encountered on the job.
5. Laboratory / Sensitivity training – smaller
group ie 12 or less. Provides awareness
about their own behaviour & how other
percieve them.
Performance Appraisal
Appraise Performance
Performance Interview
Leniency or Severity
Central Tendency
Halo Error
Rater Effect – Rating based on raters
attitude towards ratee
Primacy or Recency effects
Perceptual Set – Raters perception
Job Evaluation
Job evaluation seeks to determine the
relative worth of each job so that
salary differentials can be established.
Job Analysis
Wage Survey
Employee Classification
Methods of Job Evaluation
Internal -:
Job Evaluation
Job Hierarchy
Pay Survey
Pricing jobs
Challenges of Remuneration
Salary reviews
Pay secrecy
Skill based pay
Employee Participation
Above Market or Below Market Rates
Monetary V/S Non Monetary Rewards
Comparable Worth
Concept of Wages
Minimum Wage – Wage for sustenance of life
plus for preservation of the efficiency of
worker. (Determined through Legislation)
Fair Wage – Equal to the rate prevailing in the
same trade and in the neighborhood or equal
to the predominant rate for similar work
throughout the country.
Living Wage – Higher than fair wage. Provides
for bare essentials plus frugal comforts.
Incentives
Access competitiveness
Components of remuneration -:
1) Salary
2) Bonus
3) Commission
4) Long term incentives
5) Perks
Industrial Relations
Employers
Employer Associations
Courts and Tribunals
Trade Unions
Dissatisfaction
Lack of power
Union Instrumentality
Union Tactics
Unions employ several tactics to deal
with management are-:
1) Strike
2) Invoking political patronage
3) Blackmailing
4) Unionising
Strategic choices before
Management
Effective supervision
Open communication
Effective personnel search
Healthy and Safe working environment
Effective Employer and Employee
relations
Effective remmuneration
Some of the major Trade Unions
Consultative Machinery
Safety and Health
There is a saying
Internal External
Major Minor
Fatal Disability
Safety and Health
Disability
Temporary Permanent
Implementation of program
Evaluation of effectiveness
Safety and Health
Strategic choices – Management must make
decision regarding safety of their workers.
Some strategic choices are-:
1) Must determine the level of protection.
Some co because of financial constraints
prefer low level.
2) Must decide whether a safety program will
be formal or informal. Formal have written
regulation & carefully monitored. Informal
are enforced because of pressure and
include good training.
Safety and Health
3) Management can be proactive or
reactive.
4) Management can use safety of workers
as a marketing tool of the organisation.
Safety and Health
Health - : The well being of the employees in
an industrial establishment is affected by
accidents and by ill health – physical as well
as mental.
Health in Industry can be discussed through
following angles-:
1) Physical health
2) Mental health
3) Noise control
4) Stress management
5) Violence at work place
Safety and Health
Health hazards -:
Health hazards Causes