HUMAN RESOURCE MANAGEMENT

DR. N. SUDARSAN

Syllabus

Personnel functions Job analysis Evaluation Salary, wages and incentives administration, Dimensions of Human behaviour measurement Theories of motion Group behaviour labour laws Industrial conflict resolution, work organization Process of organizational change.

References

1. Fred Luthans, Organizational Behaviour, McGraw Hill International Student Edition. 2. Dwivedi, R.S., Manpower Management An Integrated Approach to Personnel Management and Labour Relations, PHI, 1984. 3. Yoder D., and Staodohar P. D., Personnel Management and Industrial Relations, PHI 1986. 4. Monappa A., and Saiyadain M. S., Personnel Management, TMH, 1988. 5. Kapoor N. D., Introduction to Commercial and Industrial Law, Sultan Chand & Sons, New Delhi, 1986. 6. Dessler G. & Biju Varkkey, Human Resources Management, Pearson Education.

EVOLUTION OF HRM

MANGEMENT THEORIES

SCIENTIFIC MANAGEMENT ADMINISTRATIVE MANAGEMENT INTERPERSONAL THEORY BEHAVIOURAL THEORY

SCIENTIFIC MANAGEMENT

METHOD STUDY WAGES

TIME RATE & PIECE RATE DIFFERENTIAL WAGE PAYMENT INCENTIVE SCHEMES

ADMINISTRATIVE MANAGEMENT

DEPARTMENTATION DELEGATION OF AUTHORITY & RESPONSIBILITY SPAN OF CONTROL

Inter personal Theory

Management by Objectives Hawthorn experiments Theory X and Theory Y

Hawthorne studies

Illumination experiment Relay room experiments Second relay room experiments Mass interviewing Bank wiring room study

Behavioural theory

Hierarchical Needs Theory

Physical Needs Security Affiliation Recognition Self Actualisation

Phases in HR Evolution

Initial stage [Personnel Department]

Clerical Maintenance of employee records Liasoning with trade unions Legalistic orientation Labour welfare Approach

Firefighting stage

Scenario:

Socialistic view Large employment in public sector Lenient labour law Industries in backward areas

Functions: Resolving conflicts Supportive / Informative role

HR Phase

Scenario

Increased cost More Service sectors Behavioral theories Monopoly

Attempt to integrate vision of management and trade unions

Functions

Integrated HR

Reactive maintenance Initiative oriented positive role Functions:

Man power planning Recruitment Selection Wages & Salary administration Labour Liasoning Training & Development Performance appraisal

Comparison of management approaches

Scientific Management

Theory X Organization management Concern for productivity Initiating structure Autocratic style

Comparison of management approaches

Human relations management

Theory Y Employee centered Concern for employee satisfaction Consideration for labour Liberal democratic style

Comparison of management approaches

Human resource management

Theory z Group / team centered Sense of oneness Family style

Points to ponder

Indian style of management Turned on involved Employee

Major Issues in HR

Cutting Edge competent, flexible, integrated & concerned Lean man power cross functional Work culture TQM vs BPR Employment vs employability Career HR diversity

Modern HR strategies

ORGANIZATIONAL DELAYERING CROSS FUNCTIONAL TEAMS EMPLOYEE DEVELOPMENT NEED SYNERGY OF EMPLOYEE ORIENTATION

THREATS

SHIFTING TECHNOLOGY CHANGING CUSTOMER PREFRENCES HIGH COST OF OPERATIONS DEREGULATION OF MARKETS

SOLUTIONS

COST CUTTING INNOVATION CEDED PRODUCT LINES FLEXIBLE LABOUR PRODUCTIVITY GAINS

SOLUTIONS

ORGANISATIONAL RESTRUCTURING EMPOWERED EMPLOYEE MANAGEMENT DEVELOPMENT & TRAINING

IMPLEMENTATION

SHARING OF INFORMATION

DISCUSSIONS ON HIGH QUALITY OPERATION WORK GROUP QUALITY

IMPLEMENTAION

FORMAL COMPLAINT SYSTEM WORKER PARTICIPATION IN MANAGEMENT ADEQUATE SALARY WORK SHARING

IMPLEMENTATION

AUTONOMOUS WORK TEAMS PROFIT SHARING FLEXIBLE WORK SCHEDULE

INSTRUMENTS

BENCHMARKING EMPOWERMENT INNOVATIONS