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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
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
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
“Our progress as a nation can be no swifter than our progress in education. The human m
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 –
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.
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.
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.
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
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.
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
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
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.
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
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
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”
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
Agile Evangelist
THE ROLE involves promoting the adoption of Agile software across businesses.
Rights of an employe
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.
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.
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.
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.
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-
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.
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.
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
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
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
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.
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.
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.
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
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
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
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.
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
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
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.
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”.
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
“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.
"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.
“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
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Resource
Interview questions in MNCs
Reward
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Pseudo Scientific Methods of selection
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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
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Compens
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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
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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
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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
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Performance Counseling Anti-discrimination laws >>
Pay for O
o Pr
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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
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Employee Benefits Introduction Collectiv
o Statutory or mandatory employee
Employee
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benefits Workers
401(k) plan (Retirement
Turnover
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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
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[USA] Strikes (I
Turnover Is Too High
Lockouts
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an Employee?
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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
Regulatory Mechanisms in
Industrial Relations
Statutory Machinery
Voluntary Machinery