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Human Resource Manage


Human Resource Management is the process of recruiting, selecting, inducting employees, providing orientation,
performance of employees, deciding compensation and providing benefits, motivating employees, maintaining pr
ensuring employees safety, welfare and healthy measures in compliance with labour laws of the land.
Human Resource Management involves management functions like planning, organizing, directing and controllin

 It involves procurement, development, maintenance of human resource


 It helps to achieve individual, organizational and social objectives
 Human Resource Management is a multidisciplinary subject. It includes the study of management, psycho
 It involves team spirit and team work.
 It is a continuous process.

Human resource management as a department in an organisation handles all aspects of employees and has va
Conducting Job analysis, recruitment and conducting job interviews, selection of human resources, Orienting , tra
appraising, retaining,Career planning, Quality of Work Life, Employee Discipline, black out Sexual Harassment
relationship, looking after welfare of employees and safety issues , communicating with all employees at all level
state and federal labor laws.

The historical rule of thumb for Human Resource staffing requirements is one full-time professional Human Reso
actual ratio for a business can vary depending upon factors such as the degree of HR centralization, the geograph
level of the employees, and the relative complexity of the organization.
What is the importance of Human r
Behind production of every product or service there is an human mind, effort and man hours (working hours). No
being. Human being is fundamental resource for making or construction of anything. Every organisation desire is
organisation competent and best.

Among the five Ms of management, i.e., men, money, machines, materials, and methods, HRM deals about the fi
is not so easy to manage. "every man is different from other" and they are totally different from the other Ms in t
Ms. Whereas, the other Ms are either lifeless or abstract and as such, do not have the power to think and decide w

Why do we call it as Human Resource M


Human: refers to the skilled workforce in an organization.
Resource: refers to limited availability or scarce.
Management: refers how to optimize and make best use of such limited or scarce resou
objectives.

Therefore, human resource management is meant for proper utilisation of available skilled workforce and also to
organisation. The best example in present situation is, construction industry has been facing serious shortage of s
from the present 30 per cent, will negatively impact the overall productivity of the sector, warn industry experts.

Today many experts claim that machines and technology are replacing human resource and minimizing their role
humans only and they need to be operated or at least monitored by humans and this is the reason why companies
professionals for continuous development of the organization.

Therefore humans are crucial assets for any organisation, although today many tasks have been handing over to t
cannot be matched with human mind.

Evolution of an employee
Past Future
Work 9 to 5 Work anytime
Work in an office Work anywhere and from
anywhere
Use company equipment Use your own modern gadgets and
requirements
Focused on inputs Focused on outputs
Climb the corporate ladder Create your own ladder for career
Pre-defined work Customized work
Hoards information Shares information
No voice Can become a leader
Focused on knowledge Focused on adaptive learning

"The automation of factories has already decimated jobs in traditional manufacturing, an


extend this job destruction deep into the middle classes, with only the most caring, creative

It is undisputed fact that humans are being replaced by artificial intelligence which are in the form of robots. But
words robots have its own limitations and all roles cannot be handled by robots.Though British theoretical physi
destruction of middle-class jobs due to raise of artificial intelligence,he still felt that natural intelligence or need f

Great Quotations on human resource


"You must treat your employees with respect and dignity because in the most automated f
human mind. That is what brings in innovation. If you want high quality minds to work fo
dignity. " ---Mr N.R. Narayana Murthy, Chairman Emeritus, Infosys Ltd .

“Our progress as a nation can be no swifter than our progress in education. The human m

Human Resource Management Definit


Many great scholars had defined human resource management in different ways and with different words, but the
how to manage people or employees in the organisation.

Edwin Flippo defines- Human Resource Management as “planning, organizing, directing, controlling of procu
maintenance and separation of human resources to the end that individual, organizational and social objectives ar

The National Institute of Personal Management (NIPM) of India has defined human resources – per
concerned with people at work and with their relationship within an enterprise. Its aim is to bring together and de
who make up enterprise and having regard for the well – being of the individuals and of working groups, to enab

According to Decenzo and Robbins, “Human Resource Management is concerned with the people dimensio
people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensu
organization is essential to achieve organsational objectives. This is true, regardless of the type of organization –

Evolution of Human resource man

Human resource management is evolved form the Personnel management which was erstwhile management syste
personnel management one needs to see the history of centuries of research by great psychologists on human hum
among them was Elton Mayo who was a psychologists from the Australia, did many experiments on human beha
work life balance for improving productivity of workers and did emphasis on human relations influence the produ
of Human resources management.

Going back to roots of evolution Personnel management , Robert Owen was regarded as creator and originator fo
mills. He created a principle of 8 hours day work, 8 hours rest and 8 hours sleep. Owen identified the importance
the productivity and efficiency of the workers. Owen after implementation of better working conditions at workp
their efficiency increased. He in those olden days implemented many social and welfare practices for his worker
better. Therefore he was referred as father of Personnel management.
It's believed that the first personnel management department (later evolved as Human resource management) beg
according to an Human Resource Magazine article. After several strikes and employee lockouts, NCR leader Joh
grievances, discharges, and safety, as well as training for supervisors on new laws and practices.

 Historical Milestones In Hrm Development >>

 The Historical Background Of Human Resource Management >>

 Father of Personnel Management >>

The U.S. Office of Personnel Management (OPM) is the world's largest HR department. OPM provides Human R
nearly 2.8 million workers. It's staff carry out the tasks to recruit, interview, and promote employees; oversee me
employees and applicants are treated fairly and according to the law.

Father of Personnel Managemen

Robert Owen >>


(14 May 1771 – 17 November 1858)
Robert Owen raised the demand for ten-hour day in year 1810, and instituted it in his New Lanark
the 8-hour day and coined slogan 8 hours labour, 8 hours recreation, 8 hours full rest.

Women and children in the England were granted the ten-hour day in 1847. The 8-hour day movem
of the Labour Day, and the May Day in many nations and cultures.

Father of Human resource manage


George Elton Mayo
(26 December 1880 – 7 September 1949)

What is the purpose of Human resource


The purpose of the Human resource management is to make the job and deal with the job holder (employee). So a
identified. In order to identify right person for a particular job, notification should be issued which contains job d
academic qualifications and physical qualifications). So as to verify the correctness of the candidates invited, they
picking-up right person. Subsequently selected candidates should be provided with the proper training for perform
notification. Later, assessment of employees' performance should be done to know whether employees are perfor
Accordingly employees should be rewarded or paid for the job they did in the organisation and their safety in the
should instruct safety measures for the employees and see that they are scrupulously followed. Healthy and welfa
and motivated which has direct impact on their productivity. Doing so all, maintaining proper and healthy relatio
which will effect the overall performance of the organisation. Most important thing is adherence and not to ignor
said activities for a job. Contravenes of employment laws will cost to the organisation and its branding. Hence th
the organisation to sail smoothly and long-live.

The ten "Cs" of human resources management are: cost effectiveness, competitive, coherence, credibility, commu
change, and commitment. The ten "Cs" framework was developed by Alan Price in his book "Human Resource M

Why Is Human Resource Management Important to


Why are these concepts and techniques important to all managers? ' Perhaps it's easier to answer this by listing so
managing. For example, you don't want to:

1. Hire the wrong person for the job.


2. Experience high turnover
3. Have your people not doing their best
4. Waste time with useless interviews
5. Have your company taken to court because of discriminatory actions
6. Have your company cited under federal occupational safety laws for unsafe practices
7. Have some employees think their salaries are unfair and inequitable relative to others in the organization
8. Allow a lack of training to undermine your department's effectiveness
9. Commit any unfair labor practices

Difference between Personnel management and Hum


Coming to the crux of difference, Personnel management is the seed and root for Human resources management.
evolved from the Personnel management. Main principle of the Personnel management was to extract work f
during the Personnel management era were not given high priority in decision making process and weren't much
was more confined to the factories and the main focus of the Personal manager was to see that everything was in
emphasis made on the morale of employees. Employees were just treated as tools, obligation to the organisation b
seen as cost & expenditure to company rather than capital and investment. Personnel officers mostly used be disc
employees. Nurturing of employees was not priority by the personnel managers and employees perspective was
understanding situation they used to be punitive if any error was committed by employee.

Human resource management see employees from the perspective as a most valuable resources for the organisati
their organisation. Motivating employees is a basic feature of human resource management in contrast with pers
management is to see what should be given to an employee for extracting the desired work.Hr Managers alw
making and their suggestions are most valued. Flexibility in work, welfare and Work life balance to employees is
concern towards employee issues. Adoption of new policies and optimisation methods by the Hr manager are we
Personnel management and Human resource management is integration and augmentation of Information Techno
functions for enhanced productivity and time savings as time is money. All above Artificial intelligence and Rob
employees recruitment, Testing, interviewing and many more.

Who is responsible for human resource


Human resource officer or Manager is responsible for human resource management in the organization.

The HR Director is a top-level manager responsible for the administration of all human resource activities and p
staffing, affirmative action, employee relations, health and safety, and training/development functions. They also

Primary responsibilities of the Human resource manager:


1. To develop a thorough knowledge of corporate culture, plans and policies.
2. To act as an internal change agent and consultant.
3. To initiate change and act as an expert and facilitator.
4. To actively involve himself in company’s strategy formulation.
5. To keep communication lines open between the HRD function and individuals and groups both within an
6. To identify and evolve HRD strategies in consonance with overall business strategy.
7. To facilitate the development of various organisational teams and their working relationship with other te
8. To try and relate people and work so that the organisation objectives are achieved effectively and efficien
9. To diagnose problems and to determine appropriate solution particularly in the human resources areas.
10. To provide co-ordination and support services for the delivery of HRD programmes and services.
11. To evaluate the impact of an HRD intervention or to conduct research so as to identify, develop or test ho
performance.

Core responsibilities of Human resource management


1. Planning for staffing needs
2. Employee Recruitment And Selection
3. Employee Compensation And Benefits
4. Employee Training and performance evaluation

What is the role of a Human resour

He/she is responsible for formulating and designing of Human Resource policies in compliance with labour laws
of an employees in an organisation.

The Human Resource Manager is responsible for overseeing human resources activities and policies according t
staff as well as see staffing, compensation , assessing and providing employee benefits, providing training & dev
relations, providing employee handbook and maintaining employment records as required by the employment law
Employment & Labour Laws in India
8 Rights for Private Employees by the Indian Labour Laws

 Workmen's Compensation Act, 1923


 Factories Act, 1948
 Payment of Gratuity Act, 1972(The Payment of Gratuity (Amendment) Act, 2018)
 Payment of Wages Act, 1936 (The Payment Of Wages (Amendment) Act, 2017)

 Trade Union Act, 1926


 Industrial Disputes Act, 1947
o Lockout (Industry)
o Layoff / Laid off and Retrenchment
o Labour Courts for disputes in India
 Employee State Insurance Act, [ESI] 1948
 Payment of Bonus Act, 1965
 The Employees’ Provident Funds and Miscellaneous Provisions Act, 1952

What is an employee handbook?


 An employee handbook defines your company culture. Great employee handbooks motivate and engage e
 Conveys useful information about company policies and procedures.
 The US Supreme Court has made it clear that to protect the company, legal protections should be clearly s
 Employee handbooks are often an essential document in agency investigations and employee claims.
 Tells the story of your company - Employee Handbooks are an excellent opportunity to educate employ
 An employee handbook helps with employee orientation and getting new employees up to speed.
 Many companies offer multiple employee handbooks based on location, job classification, union member
 Employee handbooks are required as a risk management essential by Employment Practices Liability insu
 More than 1/2 of companies now distribute their employee handbooks online.

Who works for Human resource managemen

Strategic level
Chief Human Resource Officer (CHRO) is a corporate level officer, responsible for formulat
overall organization's plan and strategic direction of the organization, particularly in the areas of succession
management, executive compensation, organizational performance. He supervise industrial relations p
may also involve in selection of board members of an arganisation.

Supervision level
HR Director belongs to top-level management, responsible for the administration of all human resource act
compensation, benefits, staffing, affirmative action, employee relations, health and safety, and training
below mentioned professional human resources staff.

Execution level
Recruiter (Hiring manager) who is responsible filling vacancies by finding right candidates and fina
the most passive candidates, but should have the data needed to influence their organization’s hiring strategy. The
become best recruiter.

 Modern recruiters should have an innate instinct for mutual connection. They should know how to networ
make a perfect match and suits to company culture.
 They should live and die by mantra,'if you cant measure it, you can,t manage it' They should understand
make better decisions but will also earn the trust of others in the organization
 They should think about jobs the way marketers think about products. Whether through their own profiles
know how to tell a great story about company.
 They should love recruiting innovation. They should know what tools work best, and become masters wh
 They should be able to read the candidate and know how to positively influence their emotions, inspire ex
Trainers who is responsible for imparting required skills for performing job and updating new skills and kno
Safety officer who see and ensures the safety of employees at workplace.The fact that is 1 in 4 workplace
40B] of The Factories Act, 1948, there must be Safety officer for thousand employees in an organisation w
officer is to instruct workers about about safety measures and precautions at workplace.

The general safety instructions to workers are -

 To wear proper protective clothing and use required safety equipment.


 To read all of the instructions and warnings on chemical labels and never mix chemicals.
 To be aware of your surroundings and watch for any hazards, if there are hazards, such as wet floors, war
 To have emergency plans in place, and know where all the exits and first-aid kits are located.

Welfare officer who sees welfare of employees. According to[section 49] of The Factories Act, 1948
employees in the organisation. They usually deal with the task of solving day-to-day experiences of the industrial
responsibilities on the welfare officers were basically appointed to deal with welfare measures and their applicati

Consequently newly a chapter II-B is added in the Industrial Disputes Act, 1947, by way of amendment w
C] is added.

Conciliation officer who is charged with the duty of mediating in and promoting the settlement of indus
organisations do not appoint consideration officers, they refer settlement issues to separate conciliation officer ap
1947.

Payroll officer who sees salaries, statutory payments & deductions as taxes and other incentives.
Counsellor who acts as friend for employees so as to resolve any dispute and issues between employees. He
issues which could hamper the efficacy at work place.

Medical officer who is qualified doctor responsible for first aid, health care and certification of fitness of
Insurance officer who see the employees medical policy for securing from diseases and personal acciden
avoid burden and risk on company.

HR Generalist is responsible for all human resource activities for an organization. He or She prov
policies, procedures, and documentation. Coordinate the resolutions of specific policy-related and proc

HR Analyst is a challenging job generally appointed by huge orgnanisations where magnitude of HR issue
causes with the help of available data and information and if it unavailable, he is responsible for exploration and
of Human Resource Information Systems so as to analyze and draw a clear picture of current scenario
through knowledge of HR metrics for making accurate analysis. But it is fact that very least percentage of HR ma
and present insights in a meaningful and influential way to executives.

HR analyst should be able visualize and predict the level of impact of the burning issues on the organisation a
such issues in future. The core issues which are dealt by HR analystics are about employee turnover rate and thei
benefits, designing and improving employee training programmes and measuring work burden on employees by
dealt and tackled by HR analyst so as to avoid impact on the business and overall performance of the organization

Human Resource analytics is at the intersection of three bodies of knowledge:

1. Human Resource Management: sets the meaning and purpose of the analytics.
2. Data Warehousing: knowing how to process and store HR data efficiently, automation of collection of d
3. Statistical Analysis, Presentation and Interpretation : helps in translating the identified HR issues into

5 FUNDAMENTAL PRINCIPLES OF ANALYTICS

1. A professional and good HR Analytics person will have the above bodies of knowledge and know their pr
2. Good communication and collaborative skills are essential. The in-depth expertise in your organization is
need to collaborate with these groups.
3. HR Analytics is about metrics and measurement. Good metrics definitions, both narrative and formulaic,
4. The extent of HR Analytics can be vast. Having a defined model or framework can help you navigate tow
5. While quality preparation of metrics is important, the real value is in the analysis and interpretation.

Human Resource Auditor does a complete Human Resources Checkup and verification of employee
with employment laws, employee handbook, orientation, training of employees, performance management, empl
procedures.The guiding principle of HR Audits in 80% organizations is to examine the organization’s comp
policies .

The primary objective of HR audit is to annihilate management risk of contravention with the laws, liability expo
avoidance, cost avoidance and enhancement of human resource best practices.

The People Matters HR Audits Study 2016 surveyed 72 companies to assess and evaluate the HR Audit procedur
revealed that HR Audits are a routine process in a majority of organizations, very few companies employ dedicat
need for companies to proactively use them for business risk assessment and process improvements.

 96% of organizations do not have dedicated HR resources for auditing. They are either done by external a
 And only 52% of organizations perform audits only to establish an “early warning system”

Frequency of HR audits by companies - could be Annually, Quarterly, Trimester and Semester

Companies introducing creative concepts in naming new job roles


Chief Listening Officer
THE WAILING wall for all employees. Looks after policies, compensation and career growth. Also known as th

Chief Pusher
OTHERWISE CALLED the Chief executive officer. Now wears the nudging' badge high

Chief Dreamer
IDEATES TO get more clients and business. In the traditional hierarchy. Is called business development head.

People Success
A HUMAN resource officer who involves himself or herself closely in career development, and is a success enab

Chief Ethics Officer


KEEPS A check on fraudulent behaviour, and a close watch on every business unit.

Agile Evangelist
THE ROLE involves promoting the adoption of Agile software across businesses.
Rights of an employe

Right against discrimination at workplace


It is a right of every citizen of India to be indiscriminated. According to article 16 (2) of the Indian Constitution,
any employment or office under the state, on the grounds only of religion, race, caste, sex, descent, place of birth
equality in public employment is a being feature of Indian Constitution and the rule of law is its core, the court ca
article 14 and 16 of the Indian Constitution.

In the United States, Title II of the Civil Rights act, 1964 prohibits discrimination of people on certain grounds
opportunity policies and prohibit discrimination based on race of a person, colour, sex, religious creed, nationalit
genetic characteristics ( of those of a family member), political affiliation, et cetera.

The equality act, 2010 of the United Kingdom prohibits discrimination and mandates equal treatment in matter
irrespective of race, age, sex, religion or disability .

Scheduled castes and Tribes ( prevention of atrocities) act, 1989 is constituted as a social justice oriented law
derogatory behaviour towards member of the scheduled caste and scheduled Tribes.

According to the recent Supreme Court judgment in Section 377 of Indian Penal Code 1860, LGBTQ ( lesbia
discrimination or derogate them in any manner.

Equal pay for equal work


It is an employee right though equal pay for equal work is not expressly declared by the Constitution as a fundam
policy as contained in the article 39(d) of the Indian Constitution "equal pay for equal work" has assumed the stat

According to article 39(d) of the Indian Constitution, the state has to ensure that there is equal pay for equal work
Remuneration Act, 1976, to implement article 39(d). The act provides for payment of equal remuneration to men
nature and for the prevention of discrimination on grounds of sex. The act also ensures that there will be no discr
setting up of a advisory committee to promote employment opportunities for women. It is the duty of HR departm
which is unconstitutional, therefore it should be complied by the every organization.

Working hours
it is an employee right to not to work more than 9 hours in any day or 48 hours in any week in the factory. There
after five hours continuous work of an employee according to The Factories Act 1948. The same right is ap
establishments like hotels, movie theatres and amusement and entertainment establishments according to the conc

Weekly holiday
It is an employee right to have at least one holiday in a week in the factory or shops and establishments according
establishments act of the concerned state

Salary or wages
According to Minimum Wages Act, 1948 it is an employee right to claim for salary or wage for the work done to
remuneration according to the work extracted from his employee.

Any deductions from the salary or wage of an employee should be made according to the employment laws only.
the salary of an employee, it will be treated as illegal and such employer is liable for legal action.
Payment for overtime working
According to The Factories Act 1948., section 59, if a worker works more than nine hours in any day or for
claim payment for overtime at the rate of double the ordinary rate of his wage or salary.

Payment of gratuity
It is an employee right who completes his five years of continuous service in an organisation having 10 or more e
days of his current salary for every year of service he or she completed in that organisation, according to The Pa

Payment of bonus
According to the section-10 of Payment of Bonus Act, 1965, it is an employee right drawing salary of Rs.
8.33% of his salary (his / her salary will be treated as maximum Rs. 7000/- for calculation of bonus) and it is the
employees irrespective of profit or loss to an organisation during that year. Section-11 says maximum percentage
to an organisation. The procedure for payment of bonus to to employees irrespective of profits or losses to an org
1965.

Provident fund
It is an employee right that whoever employee draws salary not more than ₹ 15,000, have social security benefit i
to contribute 12% from his salary towards provident fund and it is it is the duty of employer or an organisation ha
of his salary, according to the Employees' Provident fund and miscellaneous provisions act 1952.

According to the present rules, if an employer becomes unemployed for one month, such employee can with the 7
becomes unemployed for more than two months such employee can with the total amount from the provident fun

Maternity leave
According to the section 5 of the Maternity benefit Act 1961, it is woman employee right to claim for mate
apply maternity leave just eight weeks before the date of are expected delivery. It is the duty of employer to pay f
for 26 weeks. In case of miscarriage or medical termination of pregnancy, a woman is entitled to live with wage o
they offer miscarriage or her medical termination of pregnancy .

Paternity leave
It is male employee right if he is working for the central government of India, he is having right as employee to c
the date of delivery of his child. The central is also being followed in many reputed private organisations and com
satisfaction.

Compensation in case of accidents, injuries and death of an employee


According to the Workmen's Compensation act 1923 it is an employee right to claim compensation in c
employment especially when worker was not under the influence of alcohol. In case of death of an employee in th
influence of alcohol, his or her dependent is having right to claim compensation in accordance with the workers c

Workers participation in the management


The article 43a of the Constitution of India, guarantees participation of workers in management of industries.
Protection against sexual harassment at workplace
It is an employee right to be protected against sexual harassment at workplace according to the sexual harassme
redressal) act 2013. For this purpose the organisation with 10 or more employees should constitute internal com
harassment. Such victims are also protected under the section 354 of the Indian penal code, by punishing culprit w

An incident of sexual harassment of a female at a place of work, amounts to violation of her fundamental right to
Constitution. Such violation of fundamental rights can be filed before High Court of the concern state under arti
punishing such violators.

Note: Any person who is deprived of his rights which are mentioned above, such illegality can be challenged bef
violation of such rights shall be punishable according to law by the court of law.

Function of Human Resource Ma


5 basic (Managerial) function of Human Resour

PLANNING - HR
Planning is the first and basic function of the management and everything depends upon planning as
happen and to make preparations in-advance to deal with them. Poor planning results in failure and e
be aware of when is right time to do things, when things should be done and when things should not
organization.

 Establishing goals and objectives to be achieved through the employees so as to achi


management.
 Developing rules and procedures which has to be followed by the employees in order to av
their functions, to enable fair and transparent treatment among employees, to avoid conflict starting from
discipline among the employees, to drive performance of employees and ultimately to avoid conflict and c
ultimately for smooth running of the organization.

 Determining plans and forecasting techniques as a part of Human resource pla


impact on the output of the organisation, to draw the estimation of workforce exactly needed for the organ

 HR outsourcing: as that of make or buy decision in operations management, human resource mana
activities which are to be executed by the management itself or to be outsourced when there is advantage
following are the most outsourced HR activities; legal advice and support, employee payroll, pensions, tra
compensation and benefits, outplacement is, human resource information systems, employee relations, po
and resource planning.

Most small to medium-sized business owners know the frustration of spending more time than they want on non-
management to benefits and compensation.The answer for many businesses maybe to outsource part of their HR
their core business and also has following benefits-

1. Save money and reduce operating costs


2. Allow the company to focus on its core business
3. Reduce the number of HR staff and related staff expenses
4. Allow HR staff to focus more on strategy
5. Avoid the costs of major investment in technology
6. Improve metrics/measurement

ORGANIZING - HR
HR managers should be well aware of organizing everything related to human resource and organisa
arranging everything in the proper manner in order to avoid any confusion and conflicts.

 Giving each member a specific tasks to finish overall objectives of the job given to an emp
also to the duty of Human resource manager to define task clearly before entrusting job to an employee. H
employees should be matched with their skill set and abilities and It is also lookout of HR managers to giv
to be entrusted to employees, otherwise the task entrusted to employees gets failed and defeated.

 Establishing departments and divisions according to the nature of jobs and works in ord
Establishment of separate divisions and departments would give easy and effective control over employee
improve overall performance of the organisation.

 Delegating authority to the members for a good cause and to make employees more respo
employee development. Delegating authority to employees makes them to be more responsible towards o
responsibility,vice versa when you load an employee with responsibilities, he should be given authority s
Authority without responsibility and responsibility without authority defeats its purpose. Therefore when
a good sign as it makes employees to be engaged in the job.

 Establishing channels of authority and communication is the primary responsibil


managers to effectively communicate desired goals and objectives of the organisation. Having effective c
what exactly they are expected to and also enable the manager to get the things done in time.

 Creating a system to coordinate the works of the members so as to make the em


allocation of the work to the employees. Improper and discriminating allotment of the work we will make
create conflicts among employees among members which is not good for the organisational health.and bu
among team that will bring out the best out of them.

STAFFING - HR
Staffing is one of the key functions of human resource management as staffing is the process of emp
placing them in the right job by paying them accordingly and satisfactorily.

 Determining the type of people to be hired should be emphasised as they are the fundam
organisation wants right people with them but they come at a price. Employee compensation is a key facto
them in the organisation for a long period of time.

 Compensating the employees is one of the core functions of the human resource managemen
important primary motivating factor for any employee. Providing right compensation for the work done b
will also make the organisation in complainance with employment laws of the land, if not it is unjustified
law.

 Setting performance standards, measuring and evaluating the employees


realise their strengths and shortcomings and receive a compensation accordingly. The very purpose of app
compensate accordingly. Unless organisation sets performance standards to its employees, it cannot comp
standard performance. HR managers take performance gaps of employees for making decisions on emplo
sharing, stock options and payment of incentives or not. These employee performance gaps will not only
compensation but it is also considered for making decisions with regard to initiate corrective actions on sa
employees performance gaps are high, such employees will be demoted, suspended or sometimes may be

 Counselling the employees as a Human Resource manager, for understanding and helping peo
adjustment problems with an objective to reduce them, so that performance of employees are maintained

 Recruiting prospective employees and selecting the best ones from them is one
Recruiting is the process of inviting the people who were willing to join the organisation and selecting be
tests are conducted. Having best people in the organisation will make that organisation is best in all the w
attract talented people and also make them to retain in the organisation long period of time.

 HR Metrics: Application of formulas for measuring and calculating core HR issues so as to draw exa
purpose of HR metrics is to indicate current position and performance of the organisation.
Core HR issues where HR metrics can be applied are Time to fill an employee, Cost per hire of an employee, Em
cost, Turnover rate, annual Turnover of an employee, Workers compensation cost for an employee, Revenue per

Example: Annual employee turnover rate = No of employees left X 100


beginning + ending No of employee in a year / 2

DIRECTING - HR
Directing is a knowledge, discipline and formal way of communicating to others that what you are ex
Unless a HR manager has capability of directing, he / she can't be said as full-fledged HR manager. w
is gives clarity for employees what they are expected to perform, removes confusion in employees an
management from employees.

 Getting work done through subordinates so as to meet the organisation's goals and obje
every Human resource manager should possess, for which employee motivation by the Human Resource M

 Ensuring effective two-way communication for the exchange of informati


communicate the goals and objectives of the organisation as it plays key role in understanding what the H
employees to perform. Miscommunication between employees block the progress and even would lead to
the organisation.

 Motivating subordinates to strive for better performance by way of providing em


vacations, increments in salary, gifts, any social security benefits to employees and their family members

 Maintaining the group morale by way of fair treatment among employees, being ethical and
employees and giving priority to employee concerns. It is the responsibility of human Resource Manager
often kills the morale of employees. Training and development programmes not only improve the skills o
happy and leading to longer tenures. Apart from breaking the monotony in the workplace, training progra
able to master new skills and become more marketable.

CONTROLLING - HR
HR managers should have the knowledge of controlling all HR related matters, as they should be abl
should not be done and which should be done and which should not be done while dealing with emp

 Establishment of standard performance so as to measure the actual perfo


performance evaluation for appraisals
 Measurement of actual performance with the established performance st
in employee performance.

 Comparison of actual performance with the standard one to find the devia
there are any deviations. Corrective actions include giving proper and sui
withholding of increments in payments until performance gaps are none.
discharge from job is initiated when serious deviations are identified
Operative function of Human Resource
PROCUREMENT - HR
 Job analysis is a systematic process of gathering all the data & information pertaining to the job for
qualifications & traits for job and preparation of job description which describes the duties and responsib
satisfaction on the job, and feel motivation while doing the job,etc. Harry L. Wylie defines "Job analysis
study of the job embodying every known and determinable factor, including the duties and responsibilitie
performance is carried on; the nature of the task; the qualifications required in the worker; and the conditi
privileges"

 Job design is the process of deciding on the content of a job in terms of its duties and responsibilitie
of techniques, systems and procedures and on the relationships that should exist between the job holder an
enlargement, job enrichment, job rotation, and job simplification are the various techniques used in a job
strain on the worker by structuring physical work environment around the way the human body works.

 Recruitment & selection - Recruitment and selection of the human resources for an organisation is th
Human resources planning and recruiting precede the actual selection of people for positions in an organi
seekers by using different platforms like issuing notification in regular newspapers or employment newsp
notifications, television media, online and on social networking websites which have become mostly used
major source of recruitment of employees, one is recruitment through internal sources and the other is rec
process of inviting or giving chance to the people relating to concern organisation or to the people relating
the existing employees. External recruitment is the process of inviting job seekers who do not belong to o
inviting outside candidates.

Subsequently, selection of right person form the pool of candidates by administering various selection tests like p
etc.

 Human resource planning (HRP) may be defined as strategy for acquisition, utilization, impr
enterprise. The objective is to place right personnel for the right work and optimum utilization of the exist
process of business.
o The major activities of Human resource planning include:
1. Placement of employee in the job where he exactly fit
2. forecasting (future requirements),
3. inventorying (present strength),
4. anticipating (comparison of present and future requirements) and
5. planning (necessary programme to meet future requirements).
 Induction & Orientation: Induction of Employee is the first step towards gaining an employee
organization to the recruit and him or her to the organization. In a nutshell, it covers the organization’s his
style of the organization. Inform the financial benefits and different taxation policies offered. Addresses t
schedules of the organization. Educate new employees on the laws, regulations and company policies that
security aspects related to the work environment. Orientation is the planned introduction of new employe
alien an employee with their job role.

 Explain the role employees have to play to achieve organization's goals.


 Portray the organization structure demonstrating the various departments, the people involved and t
starting from customer profile, to the competitors’ product and services.

 Socialization is a process of making employees to mingle up with everyone for team-spirit

DEVELOPMENT - HR
 Career planning and Career development; process of establishing personal career objec
them about. HR managers should help their employees in knowing their strengths for placing them in suit
be acquired for attaining higher positions, planning for suitable training for polishing existing skill set and
career and personal life, after all, every one work for their personal life . Career development according t
abilities and goals and the organization’s job demands and job rewards and then through well designed pr
demands and rewards". Career development does not guarantee success but without it employees would n
managers should encourage their employees by providing them suitable opportunities to grow for promo
knowledge, identify and provide opportunities to employees to learn new skills in the job and compensate
develop in their career.

Top preferences for employees in India


* Career development
* Learning and training opportunities
* Good work-life balance
* Good relationship with superiors

 Executive development ; developing the skills and competencies of those that (will) have execu

 Employee training and development is the subsystem of an organization and core function
development of employees working in organisation and habituates process of learning for developing kno
employees through various methods is the foundation for obtaining quality output from employees. Emplo
methods and off the job training methods.

On-the-job training methods: job rotation, coaching, job instruction, committee assignments, app

Of the job training methods: classroom lecture method, audiovisual training method, simulation,
programmed instruction method.

 Overall development of organisation: Though human resource department is one of the d


development of organisation as employees are center for final output and organisation's performance. Wh
up-of employees alone. HR department should keep in mind that it isn't just simply dealing with employee
employees in turn it will show cascade effect on final output of employees and finally on overall performa
and relevant training, it would effect their performance, likewise if all employees have same situation it
kept motivated continuously by way of providing benefits and perks will lead them to become lethargy or
employment laws would sometime lead cancellation of business licence.

To make this point clear, Human resource department's failure to maintain employee safety, welfare and healthy
failure to have an ICC (Internal Complaints Committee) according to Sexual Harassment of Women at W
Redressal) Act, 2013 will sometimes lead to closure or cancellation of business. Like that there are other em
compliance with it for smooth running of organisation, if not it will invite unnecessary troubles to an organisation

COMPENSATION - HR
 Job evaluation; analyzing and assessing various jobs systematically to ascertain their relative worth

 Performance evaluation is also called as performance appraisal of employees. Huma


assessing the performance of the employees So as to take decisions with regard to compensating and rewa
poor and it would take corrective actions on employees whose performance is poor. In order to evaluate th
up performance standards for comparing with actual performance of employees to find out gaps of emplo
performance of employees is the core and major task when compared with other human resource managem

1. Traditional methods of Performance Appraisal


2. Modern Methods of Performance Appraisal
3. 360 Degrees Performance Appraisal

How to Give an Effective Employee Evaluation?


Define Expectations
• Define what is expected of the employee
• Make sure goals are measurable and observable
Create Goals
• Discuss the goals with the employee
• Obtain the employee’s agreement and signature
Provide Written Evaluations
• Every six months, discuss performance
• For struggling employees, consider once-a-month evaluations
• Ensure written performance reviews reflect the entire evaluation period
Maintain a Performance Record
• Make written notes throughout the year
• Do both praising and correcting—in real time
Ensure Integrity of Evaluation
• Written comments should be factual, detailed, and constructive
• Performance criteria shouldn’t be changed after the review
• Evaluations shouldn’t digress from the measures initially defined

 Wages or salary administration as prescribed by the labour laws, Wages for workers or sala
employee's work for an organisation. It's administration of salaries by HR managers is very crucial functio
Any deviations in payment of salaries will lead to immediate dissatisfaction of employees and effects thei
contributions by employee and statutory deductions from salary of an employee in accordance with the em
will be liable for penal action by the court of law. Hence it is lookout of the Human resource management
the organisation's reputation (Employer branding). wages are classifieds as

1. Minimum wage - It is also called as irreducible wage, which should be sufficient for work
2. Fair wage - Wage which is paid according to the work of the work
3. Living wage - It is just above minimum wage, which is sufficient to meet minimum health

Salary nomenclature is used in the context of employees. Generally salary of employees is paid monthly and it c
allowance and house rent allowance especially in the case of government employees. Whereas private employees
paid under single head that is salary and benefits of employees doesn't come under salary head, therefore employ
counted with salaries of employees, they are specifically provided for providing social security and motivating em
be Salary = Basic pay+ Dearness allowances+ House rent allowance.

 Employee rewards, perks and benefits payments according to the employment and labou
mandatory and voluntary benefits. Statutory benefits are compulsory benefits for employees, its denial
management, can be challenged in the court of law. Whereas voluntary benefits claims cannot be lega
fails to pay to their employees. The purpose of payment of voluntary benefits to employees is to attract ta
motivating employees, ultimately to keep employees happy. Most of the voluntary benefits are non-mone

The Best PERKS or rewards of the job


Google

 When a Google employee passes away surviving spouse or partner of a deceased employee 50% of
 Free gourmet food and never ending snacks!
 24/7 in-house tech support from their TechStop service Dogs are welcome into the office
 Employee s given 'massage credits’ for a job well done
 The 80/20 rule allows Google employees to dedicate 80% of their time to their primary job and 20%
 Xoogler alumni support for the rest of their lives

Top employee benefits

1. Additional fixed pay


2. flexible work arrangements
3. retirement benefits
4. professional development support
5. training opportunities
6. hire incentives
7. insurance benefit
8. health care assistance

Employee benefits

Compulsory employee benefits: Payment of bonus, Gratuity, Provident fund, Compensation in case of accidents,
Paternity benefit of 15 days with full pay for male employee.

Employees State insurance provides following benefits to the employees whoever got covered under employees S

o Bickness benefit: ESIC provides 70% of average daily wages in cash during medical leave, upto 9
o Medical benefit: ESIC provides reasonable Medical Care for self and family from day one of enter
o Disablement benefit: ESIC provides continuous monthly payment till injury lasts for temporary di
o Maternity benefit: ESIC provides 100% of average daily wages in cash up to 26 weeks in confinem
leave and 12 weeks for commissioning mother and adopting mother.
o Unemployment allowance: ESIC Provides monthly cash allowance for a duration of maximum 24
permanent invalidity due to non-employment injury.

Voluntary employee benefits: Payment for time not worked, paid vacations, Surrogacy leave, Adoption leave, M

MAINTENANCE / MOTIVATION - HR
 Employee well-being; Providing good working conditions at workplace is the fundamental duty
employees inhumane is against to the Constitution of India according to [Article 42 under Chapter XXXI
of India].

It is also the duty of Human Resource Management to provide welfare measures like Pure water drinking facilitie
150 employees, minimum medical aid facility for 150 employees, maintenance of an ambulance in an organisatio
organisation having more than 250 employees, crèches for children in the organisation having more than 30 wom
is required and possible.as prescribed under The Factories act 1948.

 Social security for employees: Providing and contributing Employee Provident fund, Paymen
benefit, paternity benefit and employee insurance. In India there are few social security legislation which
the duty of the Human Resource Manager to look after it.

 Payment of Gratuity Act, 1972


 Workmen's Compensation Act, 1923
 Employee State Insurance Act, [ESI] 1948
 Payment of Bonus Act, 1965
 The Employees’ Provident Funds and Miscellaneous Provisions Act, 1952
 Maternity Benefit Act,1961 (Maternity Benefit (Amendment) Act, 2017)
o Maternity leave laws

 Worker's participation encouragement either individually or collectively, become involved in o


the enterprises in which they work Would make employees feel motivated, satisfaction and stay loyal to t
conflicts in between employees and management while implementing management decisions. Manageme
without considering or consulting their employees who work for their organisation. Especially human reso
their whims and fancies, especially in decisions relating to their employees.. Article 43A of the Constitu
management of industries' and falls under Part IV - Directive Principles of State Policy and it should be
management.

 Providing Good work-life balance

 Motivating employees stimulate the desire and energy in employees to be continuously intereste
persistent effort in attaining a goal. The most important motivating factors for employees are to have a he
benefits, compensation and rewards, to have encouragement and support from management and to have a

WHAT MATTERS & MOTIVATES MOST FOR EMPLOYEES AT WORK?

Top 10 global employees preferences

1. Job security & stability


2. Financial compensation
3. Work appreciation by employer
4. Interesting work
5. Good & healthy relationship with colleagues
6. Good work-life balance
7. Good relationship with superiors
8. Learning & training opportunities
9. Career development
10. Financial stability of employer

 Job rotation is the human resource management technique in which employee is moved between tw
objective is to expose an employee to different experiences and wider variety of skills to enhance job satis

Advantages of job rotation of an employee are eliminate boredom of an employee, encourage development, give
manager identify where employee work best and gives HR manager a backup plan if an employee leaves.

 Maintaining HR records in accordance with employment laws and oranisational needs is the ba
research for identification of HR issues and find suitable solutions, doing Human Resource audit by sys
documentation, structure, systems and practices with respect to the organization’s human resource manag

 Human Resource information system implementation lets you keep track of all your em
database or, more often, in a series of inter-related databases.

INTEGRATION - HR
 Industrial relations is the process of management dealing with one or more unions with a view to
agreement or labour contract. Maintaining proper industrial relationships is the core activity of Human Re

 Employee Discipline is a systematic procedure the set-rights and corrects or punishes a subordina
disobeyed or violated. Discipline is the force that prompts employees to observe rules, regulations, standa

 Grievance redressed; Grievance procedure is a formal communication between an employ


grievance of employees. Grievance procedures differ from organization to organization as grievances can
employee grievances are

1. Grievance resulting from management policies include


2. Grievance resulting from working conditions
3. Grievance resulting from inter-personal factors

 Dispute settlement : Causes of industrial disputes can be broadly classified into two categ
economic causes will include issues relating to compensation like wages, bonus, allowances, an
holidays without pay, unjust layoffs and retrenchments. The non economic factors will include vi
sympathetic strikes, political factors, indiscipline etc. (The Industrial Disputes Act, 1947 gov
management of industrial establishments and workmen.)

Now recently in the year 2010, a new chapter II-B is inserted in the Industrial Disputes Act, 1947 by way of ame
added for having grievance redressal committee.

Grievance Settlement Machinery

1. Any organisation having 20 or more employees should have grievance redressal committee for the
2. The committee should consist of equal members from employer and employee.
3. The committee members should not exceed more than six members.
4. The committee should consist of one woman and male members equally.
5. The grievance redressal committee should complete its proceedings within 45 days on the receipt o

 Collective bargaining: The collective bargaining as a policy has been in vogue in the United Kin
and other countries. However in India the trade unions have more to learn from these countries to tackle t
coined by famous authors Sydney and Beatrice Webb in their celebrated treatise on ‘History of Trade U
terms and conditions of employment and settling disputes arising from those terms by negotiating betwee
very fact that the parties reserve the ultimate right to use economic weapons of strike and lock out helps

The Encyclopedia Americana states that the American Federation of labour “insists upon the equity of workers
representatives of their own choosing”.

 Being a spokesman of employees and organization: It is the responsibility of human


middlemen between management and employees for smoothening the flow of communication of managem
for cushioning conflicts if any by misunderstandings or misinterpretation and to establish healthy relation
manager should take the responsibility of a spokesman of organization when representing or dealing with

 Resolving conflicts among employees is major task of human Resource Management. Hr


conflicts. According to recent study human resource managers are spending considerable amount of their
diversity in conflicts are in raise and showing impact on performance of employees and on organization.
o Understanding the cause, root and nature of the conflict.
o Encourage employees to solve conflicts themselves.
o Do not widen or magnify conflicts, Nip it in the bud quickly.
o Give an opportunity to both sides to say and listen to them
o Determine the real cause of issue, together.
o Check your employee handbook for solution and guidance.
o Come to a solution.
o Put it on paper for make them binding and for future reference in such cases.
o Train them how to communicate and avoid conflicts
o HR manager should be an idealistic and set an example himself.

 Prevention and dealing with sexual harassment: is crucial duty of Human Resource
culture and employer branding which would consequently lead to collapse of the organization. Sexual Ha
Prohibition and Redressal) Act, 2013 protects women at the workplace from sexual harassment. Act def
mechanism for redressal of complaints. It also provides safeguards against false or malicious charges. Eve
Committee at each office or branch with 10 or more employees. Any employer who fails to constitute an
Act shall be liable for a penalty of up to Rs. 50,000 if a complaint is made to the magistrate.

Any woman employee who has faced sexual harassment at the workplace, or any person authorized
complaint with the Magistrate. Repeated non-compliance of this provision can result in the punishmen
business license by the concern government or local authority.

The Indian Penal Code 1860 Section 354A, 354B,354C, 354D was newly inserted, especially for the following
o Physical contact and advances involving unwelcome and explicit sexual overtures; or
o demand request for sexual favours; or
o showing pornography again as the will of a woman; or
o making sexually coloured remarks on women.
o any man who assaults or uses criminal force to any women or abets such act with the intention of
naked -section 354B'
o Any man who watches captures images of women engaging in a private act in circumstances wher
observed either by the perpetrator or by any other person. - section 354C
o Following a woman and contacts, or attempts to contact such women repeatedly despite a clear ind

Punishment
For the above said offences the punishment shall be for a period of one to three years of imprisonment or fine, or

Objectives of Human Resource Ma


Societal objective.To be socially responsible to the needs and challenges of society while minimizing
The failure of organizations to use their resources for society's benefit may result in restrictions. For example, soc

“The greatest tragedy in America is not the destruction of our natural resources, though th
the destruction of our human resources by our failure to fully utilize our abilities, which m
graves with their music still in them.” - Oliver Wendell Holmes.

Organizational objective. To recognize that Human resource management exists to contribute to o


only a means to assist the organization with its primary objectives. Simply stated, the department exists to serve t

"I emphasize this - no matter how good or successful you are or how clever or crafty, your
people you hire". --- Akio Morita (Late) (Businessman and co-founder of Sony Corporatio

Functional objective.To maintain the department's contribution at a level appropriate to the organisa
Management is more or less sophisticated than the organisation demands. A department's level of service must be

Personal objective. To assist employees in achieving their personal goals, at least insofar as these goa
Personal objectives of employees must be met if workers are to be maintained, retained and motivated. Otherwise
employees may leave the organisation.

Specialists analytics in high demand for H


ET Bureau
May 14, 2018
India has seen 77% growth in specialized analytics professionals employed in human resource functions in the pa
turning to analytics to address workforce planning, skills gap and employee retention, according to a study by pro

“The overall business landscape and the changing role of Human Resource as a more strategic partner in business
Human Resource today to give more strategic inputs in business and build a data-driven Human Resource Mana
Talent Solutions and Learning Solutions, India and South Asia.

Compensation and benefits, talent acquisition, talent development and productivity are the established focus area

In India, 14% of total jobs in Human Resource Management are analytics based, signifying that companies are in
capabilities with talent as their focus area, shows the report, titled The Rise of Analytics in Human Resource Man

Recruitment
Human Resource
Management Tr
Scope of Human Resource
Management & Selection Training and dev
Human Resource Management Employee Traini
functions Factors influencing in creating jobs Need and benefit
Human Resource Management Recruitment of the employees Advantages Of T
Model 3 Employee Trai
HRM Vs Personnel Training Process
Management
Human Resource Development  Internal Recruitment  On-the-jo
Human Capital Management  External Recruitment o Jo
Talent Management o C
3 Benefits of Talent Management o Jo
for a Company o C
Knowledge Management o A
About HR Manager o In
 Off-the-jo
 List of HR Managers
o C
HRM environment in India o A
Changing role of HRM o Si
o V
o C

Human o R
o Pr

Resource Sensitivity Train


Information Management Dev
Systems  On the Jo
e Recruitment and Job Portals
o Jo
Human Resource Information o M
Systems  Best Job search websites in India o Jo
Human Resources Information  Off the Jo
System and SAP  Job search websites in USA o C
o B
e-HRM  Job search websites in UK o Si
Ultimate guide to choose the best  Job search Websites in Malaysia o In
Payroll Software  Job search websites in Australia o Se

Employee Selection
Executive Develo
Human
Pre-employment Tests


Resource
Interview questions in MNCs
Reward
Planning
Pseudo Scientific Methods of selection
Recruitment Vs selection
Equal pay
Human Resource Planning Top websites for building professional resume Art.39(D) Co
Objectives and Benefits of HRP that there is equ
Human Resource Planning at
Different Levels Service Law – t
HRP Process International HRM applicable to al
HR Demand Forecasting them the right t
HR Supply Forecasting scale of regular
Succession Analysis post. State of Pu
Markov Analysis 2016]

 Compens
 Compens

Performance 

Direct Em
Indirect E

Appraisal Variable
Performance Appraisal Global Human Resource Management
Performance Appraisal Process Difference between Global or IHRM and Domestic More orga
Performance Appraisal Rating HRM and holid
Factors International Recruitment to HR con
Traditional methods of Ethnocentric approach companie
Performance Appraisal Polycentric approach employee
Modern Methods of Performance Regiocentric approach aligning e
Appraisal Geocentric approach
 Compens
360 Degrees Performance Selection for International Assignments
o Pi
Appraisal Global Employee Relations Issues
o St
How to get best performance HRM in Europe
o M
appraisal from your boss? HRM in Japan
o Pe
HRM in Africa
o Sa
Performance Appraisal at Pepsi-
 Pay For T
Cola International Leadership methods from around the world
o G
Potential Appraisal
o Te
Performance Counseling Anti-discrimination laws >>
 Pay for O
o Pr
o E
Contemporary Issues  Skill Base
Job analysis 

Executive
Factors In
 Human Resource Audit
 Determin
Job analysis o Objectives and benefits of Human
 Compens
Job Descriptions and Job Resource Auditing
 Compens
Specifications o Human Resource Auditing Process
 Human Resource Accounting
Job Analysis and HR Activities o Methods of Human Resource
Job Analysis Methods Accounting
Stages in the Job Analysis
Process Outsourcing and Crowdsourcing
Employer Brand
Temping or Temporary Staffing
Job Design Attrition
Job design Call centers
Methods or Techniques of Exit interviews
Job Design Stress Management
Job Rotation Balanced scorecard
Job Enrichment Competency mapping
Job Enlargement Human Resource Benchmarking
Employee absenteeism
Job Evaluation
Qualitative Methods of Job
Evaluation

Quantitative Methods of Job
Evaluation Employee Benefits Industrial
o C
o A
 Employee Benefits Introduction  Collectiv
o Statutory or mandatory employee
Employee
o Pr
benefits  Workers
 401(k) plan (Retirement
Turnover
(The Con
Benefit) [USA] o Le
 Top 5 Retirement Planning  Employee
Mistakes  Occupatio
Employee Turnover
o Voluntary or Discretionary Benefits
Reasons for Employee Turnover o O
o Severance Pay
Minimizing Employee Turnover
 Industrial
Signs That Your Employee
[USA]  Strikes (I
Turnover Is Too High
 Lockouts
It Costs How Much to Replace
 Family-Oriented Benefits  Layoff / L
an Employee?
 Unfair dis
 Labour C
 Grievanc
Employee 
o M
Alternativ
Integration Mentoring & Counselling o A

CSR (Corporate Social


Employee Mentoring USA
Responsibility)
Personal and Professional Qualities of a Mentor
Mentee's Responsibilities  Grievanc
 Internalizing CSR:
Initiatives of HRM Employee Counseling
 HR’s Role in Promoting
 Techniques of Counselling
Corporate Social
Responsibility
 Three Key Areas of 14 Things to Never Share or Discuss with Your Co-
Corporate Social workers
Responsibility
Quality of Work Life
Quality of Work Life

 Hour of Work and


Quality of Work
 Improvement of the
quality of work life
 Flexible Working Hours

Quality Circles
Quality Circles
Problem Solving Tools Used by Quality
Circles,

 Brainstorming.
 Pareto analysis.
 Cause and effect diagram
(or fish bone diagram or
Ishikawa diagram).

Employee
Retention
Employee Retention (Why do
Employees Leave?)

 Employee Retention
Strategies

Wages or Salary
(Indian context)
Wages Definition

 Minimum wage -
 Fair wage -
 Living wage -
 Whitley Commission’s
Recommendations

Pay structure in India

Regulatory Mechanisms in
Industrial Relations
Statutory Machinery
Voluntary Machinery

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