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

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The different selection tests are ability tests and personality tests. After the tests, interviews will be conducted. Reference checks physical examination and final selection follows. The selected candidates are placed in suitable positions. Placement involves assigning a specific job to each of the selected candidates. Then they are inducted. Induction is introducing the new employee to work surrounding and people already working there. There is formal induction and informal induction. Answer Key 1. According to Dale Yoder, “Recruitment is a process to discover the source of manpower to meet the requirements of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.” 2. Note the differences tabulated in the text of this lesson. 3. Ability tests and personality tests. The different ability tests are i) Aptitudes tests, ii) Achievement tests, iii) Intelligence tests, iv) Judgement tests. The personality tests are a) Interest tests b) personality inventory tests c) Projective tests and d) Attitude tests. 4. Induction is the process of receiving and welcoming an employee when he first joins a company, and giving him basic information he needs to settle down quickly and happily and start work. There can be formal induction and informal induction.
LESSON 9 PERFORMANCE AND POTENTIAL APPRAISAL � Objectives of performance LESSON OUTLINE � Methods of performance appraisal � Modern methods of appraisal � Potential appraisal LEARNING OBJECTIVES After reading this lesson you should be able to � Appreciate the need for performance appraisal � Understand the steps involved in performance appraisal methods � Know the intricacies of potential appraisal
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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
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Functions The functions performed b
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� Recruiting and selecting person
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Emerging HRM functions: Increasing
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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
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Page 95 and 96: Introduction Recruitment, selection
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Page 107 and 108: a) Deciding the objectives - The ob
Page 109 and 110: 7. The interviewers should also evi
Page 111: Information induction In this syste
Page 115 and 116: organizations often use a combinati
Page 117 and 118: tempered. But the fact is fact. Eve
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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
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Page 141 and 142: meet the growing needs of the indus
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Page 145 and 146: uilding leadership, decision-making
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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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Page 157 and 158: employees may feel it uncomfortable
Page 159 and 160: 3.20 Conditions Necessary for Empow
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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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