UNIT – I Lesson 1 HRM – AN OVERVIEW Lesson Outline Nature of ...

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Selection Tests Individuals differ in many respects including job related abilities and skills. In order to select a right person for the job, individual differences in abilities and skills to be adequately and accurately measured for comparison. According to Lee J. Groobach, “A test is a systematic procedure for comparing the bheaviour of two or more persons.” Milton M. Blum defines test as “a sample of an aspect of individual’s behaviour, performance and attitude.” In simple words, test is a systematic procedure for sampling human behaviour. Tests may be for psychological testing and for testing specific abilities and skills. Psychological tests may be conducted for various purposes: i. Guiding and counseling ii. Career guidance iii. Research on human behaviour and personality iv. Employment selection for placement v. For appraising employees promotional potentials vi. For counseling to perform better in their jobs. Types of tests Broadly there are two types of tests viz., 1) Ability tests and 2) Personality tests. Ability Tests 1. Aptitude tests 2. Achievement tests 3. Intelligence tests 4. Judgment tests Ability tests Aptitude test Selection Tests Personality Tests 1. Interest tests 2. Personality inventory tests 3. Projective tests 4. Attitude tests Aptitude tests measure ability and skills of the candidate. These tests measure and indicate how well a person would be able to perform after training. Thus aptitude tests are used to predict the future ability. There are two objectives of the aptitude tests. One to
advice youth or job seekers regarding the field where they are likely to succeed. This is called ‘vocational guidance.’ Second to select best persons for jobs where they may succeed. This is called ‘vocational selection.’ There are specific aptitude tests for mechanical aptitude test, clerical aptitude test, management aptitude test etc., Achievement test Achievement test measures the person’s potential in a given area or job. In other words, these tests measure what a person can do based on skill or knowledge already acquired. Intelligence test Intelligence tests measure general ability for intellectual performance. The core concept underlying the intelligence test is mental age. It is presumed that with physical age, intelligence also grows. There may be exceptions to this rule. If a five year old child does the test for six years or above, his or her mental age would be determined accordingly. Mental age is generally indexed in terms of Intelligence Quotient (IQ) and calculate using the following formula: Mental age IQ = × 100 Actual age It means that IQ is a ratio of mental age to actual age multiplied by 100. IQ levels may vary because of culture and exposure. Intelligence testing in industry is based on the assumption that if organization can get bright, alert employees quick at learning, it can train them faster than those who are less endowed. Judgment test These tests are designed to know the ability to apply knowledge in solving a problem. Personality tests Interest tests These tests discover a person’s area of interest and to find the kind of work that would satisfy him. The most widely used interest test is Kuder Reference Record. It consists of three forms. The first form measures vocational interest such as mechanical, computational, artistic, literary, music and clerical interest. The second form measures vocational interest such as group activities, avoiding conflicts etc. The third form of
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Lesson Outline � Nature of HRM
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Definition of HRM According to Flip
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Concept of HRM Human Resources are
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Taylor developed four principles of
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Systems Approach Era A system may b
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Relevance of HRM HRM is relevant in
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• Subscribe to the aims and objec
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• every opportunity for advanceme
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5. System approach - set of interde
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Introduction Organisation structure
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An organization structure should be
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2. Grouping of Activities Closely r
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operation. While line authority flo
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i. Divergent background Line and st
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Proto type dev. Dev = Development A
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Pure product Type Organization Here
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elationship. There is a need for un
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INTRODUCTION Modern business manage
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Features of HRM as a system The fol
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Industrial Relations Subsystems Mai
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Selection process � Short listing
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MERIT RATING b. Point comparison me
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Lay - Off i. Unsatisfactory perform
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Causes for Industrial Disputes Fina
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4. Job evaluation is the evaluation
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Introduction The primary objective
Page 53 and 54: Functions The functions performed b
Page 55 and 56: � Recruiting and selecting person
Page 57 and 58: Emerging HRM functions: Increasing
Page 59 and 60: 7. PM emphasizes on economic reward
Page 61 and 62: 1. Its objectives are manifold. The
Page 63 and 64: Introduction Environment comprises
Page 65 and 66: Political environment covers the im
Page 67 and 68: * Partnership - A joint business, w
Page 69 and 70: Employee’s State Insurance Act, 1
Page 71 and 72: Under this Act, on completion of 5
Page 73 and 74: Summary 3. Explain the role of Gove
Page 75 and 76: Introduction Though human resource
Page 77 and 78: According to Udai Pareek, “it is
Page 79 and 80: The following techniques are usuall
Page 81 and 82: outside. But in an existing organis
Page 83 and 84: HRP is not a static one-shot plan t
Page 85 and 86: Lesson Outline � Why HRIS? � HR
Page 87 and 88: STORING Same of the applications wh
Page 89 and 90: SELECTION OF PROJECT TEAM Once the
Page 91 and 92: Data storage and processing Benefit
Page 93 and 94: monitoring, vii) Performance apprai
Page 95 and 96: Introduction Recruitment, selection
Page 97 and 98: viz., Exchange (Compulsory Notifica
Page 99 and 100: establishments having 25 workers or
Page 101 and 102: ) Strategy development c) Searching
Page 103: Selection process Following are the
Page 107 and 108: a) Deciding the objectives - The ob
Page 109 and 110: 7. The interviewers should also evi
Page 111 and 112: Information induction In this syste
Page 113 and 114: LESSON 9 PERFORMANCE AND POTENTIAL
Page 115 and 116: organizations often use a combinati
Page 117 and 118: tempered. But the fact is fact. Eve
Page 119 and 120: i. The employee is hard working ii.
Page 121 and 122: The essay method is useful in provi
Page 123 and 124: v. Development of the BARS instrume
Page 125 and 126: Potential Appraisal Performance app
Page 127 and 128: Lesson Outline � Speciality of Vi
Page 129 and 130: � Customer orientation � Sharin
Page 131 and 132: � Adaptability. � Knowledge abo
Page 133 and 134: The characteristics of virtual orga
Page 135 and 136: g. To differentiate forms of intern
Page 137 and 138: 3.5 Training and Development Method
Page 139 and 140: sensitivities and work more harmoni
Page 141 and 142: meet the growing needs of the indus
Page 143 and 144: organization. The mentor is usually
Page 145 and 146: uilding leadership, decision-making
Page 147 and 148: covered and learning processes invo
Page 149 and 150: positions occupied by a person duri
Page 151 and 152: 3.15 Career Stages: There are four
Page 153 and 154: 3.17 Promotions, Demotions and Tran
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merit and untainted by favoritism.
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employees may feel it uncomfortable
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3.20 Conditions Necessary for Empow
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enabling them to concentrate on mor
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etirement package before redesignin
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institutionalized the practice of w
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targeted for removal. To top it all
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12. Write a proposal for conducting
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2. R.W Mondy, R.M. Noe and S.R. Pre
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4.1 Introduction Human resource act
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* The base salary range for Project
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proper records. The system should c
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Once the jobs that are to be evalua
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is not paying above market rate and
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The problem of increasing productiv
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whether new jobs are getting added.
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what they are doing is a prerequisi
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ecoming) and self-fulfillment. Abra
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the odds are high because they get
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This theory proposes that an indivi
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atings he or she would receive. At
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6. Maintain positive health buffers
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could be the causes of residual eff
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Analyzing the conceptualizations of
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the employees to meet the needs of
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3. Comment on the recent trend in o
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5. Motivation: The set of processes
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MEANING AND DEFINITION UNIT V LESSO
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• IR has moral dimensions, too. I
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TRADE UNIONS Trade unions constitut
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• DETAILED SUPERVISORY TRAINING T
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ORIGIN • Trade unions are the cre
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PRINCIPLES Trade unions function on
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It is that rely upon the support of
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they are important to carry on the
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may in some cases, attempt reprisal
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• Communication They keep members
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• Disputes of Right, which relate
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(iii) Grievance procedure COLLECTIV
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• Mediation is a process by which
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MEANING AND DEFINITION LESSON- IV C
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Collective bargaining has benefits
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• Administrative Issues NEGOTIATI
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MEANING AND DEFINITION Lesson - V M
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• Work-related pressures and trai
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MC GREGOR’S RED HOT STOVE RULE On
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Negative Feedback. In some organiza
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DEMOTION If no improvement is notic
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MEANING AND DEFINITION LESSON - VI
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• The Increased Use Of Technology
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IMPORTANCE OF PARTICIPATION • The
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• The management and the workers
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UNIT – I Lesson 1 HRM – AN OVERVIEW Lesson Outline Nature of ...

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