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ver
vi
ew
of
H
RM
i. It encompasses everything we do to get the best from
D efi
nitions ofH RM
Edwin Flippo defines HRM as
Contd..
Contd .
Functions ofHRM
Contd .
3. Professional Development:
4. Benefits and Compensation
Flexible working hours or workdays,
Extended vacation time,
Paternity leave or childcare
Medical/dental insurance,
Corporate gym membership discounts
Continuing education/skills
development
Award & recognition programs
Contd..
5. Ensuring Legal Compliance
at work.
Respect for individuals.
Fair and equitable reward systems.
EEO.
Professional working environment.
Opportunities for personnel development and
career progression.
Democratic functions.
Full compliance to all laws and code of
conduct in relation to employment.
ROUND 1 :
* Written test.
* Verbal test.
* Aptitude test.
* Technical test.
ROUND 2 :
Round 2 is a technical test.
ROUND 3 :Round 3 is the final stage of
the recruitment process and it concludes
with the HR meeting.
rupees.
Profit net :55Emp turn over:300464 .1 rise.
by Reuters
TCS tries to retain its associates through:
Career Development:
Rewards and Recognition:
Associate friendly HR policies
Performance Based Incentives:
Scalability:
Performance improvement plan:
Competency gap addressed:
Research fi
ndings
1.HRM for a global firm has become extremely
challenging.
2. Challenges loom over right from the planning
stage of Human Resource Management down to
retention.
3. Among all the functions, talent management
and retention appears to be the most significant
function of Human Resource Management.
4. A retention policy at TCS reveals that the
dynamic and employee oriented flexible
retention policy based on its own values is a
clear X factor for the success of TCS in
retention.
O rganization ofH RM
1.Collobaration: At all levels of the
Contd
Recenttrends ofH RM
Contd..
6) There Will Be AMoveFrom
Quantity To Quality.
7. Its All About Implementation.
8. Analytics Is The Special
Sauce.
9.Social
MediaAndContinuousLearning
Continues To Grow In
Significance.
10.A Paradigm shift from
Resources to Assets.
Harnessing
New
Technology
Im pactofG lobalization
1. Diversity Recruitment:
2. Push for Professional Development: Win
win situation.
3. Greater Emphasis on Training: It might
also teach its employees how to use a
new global software platform
4.Management of Laws Across
Jurisdictions:
H RM Case let
Case let
Unit-2
Scope of HRP:
1. To make the list of current manpower.
2. To check how much current manpower is
being utilized.
3. To find out how much manpower is
required.
4. To make manpower procurement plans.
5. To make the training programmes .
Contd..
6.To be ethically and socially responsive to the needs of
society.
7.To develop overall personality of each employee in its
multidimensional aspect.
8.To enhance employee's capabilities to perform the
present job.
9.To equip the employees with precision and clarity in
transaction of business.
10.To inculcate the sense of team spirit, team work and
inter-team collaboration.
Job Analysis
Job Analysis is a procedure by which
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Job Analysis
Contd
1. Personal Observation :
Job D escription
Form at ofJD
Job title:
Reports to:
Job Purpose:
Duties and Responsibilities:
Qualifications:
Working conditions:
Physical Requirements:
Direct reports:
Approved by:
Date Approved:
Reviewed:
O bjectives ofJD
Interview questions:
Filtration of unfit:
Grading:
Indicative of faulty work flow:
Limits of authority:
Hiring specifications:
Providing performance indicators:
Job D esign
The main objective of job design is to
integrate the needs of the individual and the
requirements of the organisation.
1. Classical Approach(F.W.Taylor) : Planned
by Management . (Class I Class II Class III and
IV).
2.Behavioural Approach(Hackman and
Oldham):Based on assumptions of
motivation, satisfaction and performance on
the job.
Behavioural approach to job design is a
socio-technical approach as it deals with both
the technical and social aspects of a job.
Contd..
The job characteristics model, however,
suffers from some limitations. It is
probabilistic and has an intuitive
appeal.
In one study of bank employees in
India growth need has not been found
coaching,counselling etc., are examples
of corrective actions that help to
improve performance.
Levels ofResponsibility
Job evaluation
Job evaluationis a systematic and objective
Recruitm ent
Dale S. Beach has defined
Types ofTests
PhysicalAbility test
It does not make sense to work hard on something if no one will notice.
a. Definitely true
b. Somewhat true
c. Neither true nor false
d. Somewhat false
e. Definitely false
I tend to let others do most of the talking in conversations.
a. Definitely true
b. Somewhat true
c. Neither true nor false
d. Somewhat false
e. Definitely false
I have remained calm in situations where others have become upset.
a. Definitely true
b. Somewhat true
c. Neither true nor false
d. Somewhat false
e. Definitely false
Big Five
program
Keep accurate records.
Use a certified psychologist.
Manage test conditions.
Revalidate periodically.
Selection process
Research study
Intrinsic success from Job satisfaction.
Extrinsic success from income and
occupation status.
Conscientiousness Both.
In personality research, conscientiousness
has been the most consistent and universal
predictor of job performance.
Types ofInterview s
Interview Definition:A procedure designed to
obtain information from person through oral
responses to oral inquiries.
1.Selection Interview: A selection procedure
designed on the basis of applicants oral
responses to oral inquiries.
2.Appraisal Interview:A supervisor and
employee discuss the employees rating
and possible remedial actions.
3.Exit Interview: An elicit information about
the job.
style interview.
Structured interview: Set of sequence of
queries.
Content types;
Situational interview
Behavioural interview.
Job related interview:
Stress interview: Rude queries.
Puzzle interview: cognition under
pressure.(out of box solutions)
Factors aff
ecting interview s
First impressions;
Negative bias:
Misunderstanding the job:
Candidate order error: Interviewing
Selection errors
Unit-3
in new environment
2.To remove their anxiety about new
workplace
3.To remove their inadequacies about
new peers.
4.To remove worries about their job
performance
5. To provide them job information,
environment.
high
6. Employee thrown into action soon
7. Wrong perceptions of employees
D iff
erence betw een Induction and O rientation
Training m ethods
Training
The process of teaching new employees
M ethods
OJT methods
Coaching or understudy
Job rotation
Special assignments
Advantages
Inexpensive
Immediate feedback
Apprenticeship training
A structured process by which people become
Informal learning
The majority of what employees learn on the job
Contd..
Effective lectures
Programmed instruction (PI)
A systematic method for teaching job skills involving:
Presenting questions or facts
Allowing the person to respond
Giving the learner immediate feedback on the accuracy of his
or her answers
Audiovisual-based training
To illustrate following a sequence over time.
To expose trainees to events not easily demonstrable in
live lectures.
Contd..
vestibule training)
Training employees on special off-the-job equipment
Advantages:
Contd..
Teletraining
A trainer in a central location teaches groups
Videoconferencing
Interactively training employees who are
Training m anual
Atrainingmanualis abookorbookletof
2.Training Planning(Base on
Identification)
3.Training circular
4.Training Agenda
5.Conduct training Program.
6.Feed back about training
7.Training Evaluation(2types)
a) On Job evaluation
B) Off Job evaluation
8.Skill Matrix
Contd..
Job Rotation
Job rotation is the systematic movement of employees
Achievement/Attainment
Area = space/range/field of operation
Areas ofsignifi
cance
Pointstorem em ber..
Tradition Vs M odern PM
According to Flippo performance
Traditionalm ethods
M odern m ethods
Contd..
This
PotentialAppraisal
The potential appraisal refers to the
O bjectives ofP A
M ethods of potential
appraisal:
Self appraisals
Peer appraisals
Superior appraisals
MBO
Psychological and psychometric tests
Management games like role playing
Leadership exercises etc.
M BO
superior
and
subordinate
managers
of
an
organization jointly identify its common goals, define
each individuals major areas of responsibility in
terms of results expected of him and use these
measure as guides for operating the unit and
assessing the contributions of each of its members
MBO Process:
Unclear standards
An appraisal that is too open to
interpretation.
Halo effect
Occurs when a supervisors rating of a
Central tendency
A tendency to rate all employees the same
Job evaluation
evaluation
Getting the cooperation of employees
Choosing an evaluation committee.
Performing the actual evaluation.
Unit-5
Perks
Contd..
Fringe Benefi
ts
Contd
1.For Employment Security :
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Benefits Under This Category Include: Deferred
Bonus
Bonus pay is used by many organizations
Incentives
M onetary incentives
Pay and allowances. Regular increments in
Contd
Commission. Commission is the common incentive
1.Status.
2. Organizational climate.(Relations)
3. Career advancement.(Promotions).
4.Job enrichment/ assignment of challenging job.
(Multifarious).
5. Employees recognition.Recognition means giving
special regard or respect which satisfies the ego of the
subordinates.
6.Job security.
7.Employees participation.It meansinvolving
employee in decision makingespecially when decisions
are related to workers.
Autonomy/ employee empowerment.It means giving
more freedom to subordinates. This empowerment
develops confidence in employees. They use positive skill
to prove that they are performing to the best when
freedom is given to them.
Signifi
cance ofCom pensation surveys
Compensation surveys are specific to an
industry.
More than 80 percent of business managers
and HR professionals said their companies
either participate in or purchase at least
onesalary surveyeach year, according to a
Salary.com poll. Companies with fewer than
500 employees spend an average of $2,000
annually on salary surveys, and companies
with more than 5,000 employees spend up
to $15,000 or more each year on these
important data sources.
Contd
4.Standard surveys, on the other hand,
Contd
Contd
There are three stages involved 1.Preliminary Consulting
2.Implementation
3.Assessment
Conduct a review on a regular
Contd .
Productivity
Aperformance-linked incentive(PLI) is a