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

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Critical Incidence Method In this method, only critical incidents and behaviour associated with these incidents are taken for evaluation. This method involves three steps. A test of noteworthy on the job behaviour (good or bad) is prepared. A group of experts then assigns scale values depending on the degree of desirability for the job. Finally, a check list of incidents which define good and bad employees is prepared. The rater is given this checklist for rating. The basic idea behind this rating is to appraise the people who can do well in critical situations because in normal situation most employees work alike. This method is useful to find potential employees who can be useful in critical situation. Graphic Scale Method Graphic scale is also known as linear rating scale. This is most commonly used method of performance appraisal. In this method, a printed appraisal form is used for each appraises. The form contains various employee characteristics and his job performance. Various characteristics are, leadership, dependability, cooperativeness, enthusiasm, creativity, analytical ability, decisiveness, emotional maturity etc., depending on the level of the employee. Job performance includes quantity and quality of work performance, specific targets achieved, regularity of attendance etc. The degree of quality may be measured on three point or five point scale. On five point scale, ‘excellent, very good, average, poor or very poor’ may be grading. Essay Method Instead of using structured forms for performance appraisal, some companies use free essay method. In essay method rater assesses the employees on certain parameters in his own word. Such parameters may be 1. Work performance in terms of quality, quantity and costs. 2. Knowledge about the job 3. Knowledge about organizational policies, procedures and rules, 4. Employee’s characteristics and behaviour 5. Employee’s strength and weakness 6. Overall suitability of the employee; 7. Employee’s potentiality 8. Training and development needs of the employee
The essay method is useful in providing fruitful information about an employee on the basis of which he can be appraised. The difficulty in free essay method is each rater may use his own style and perception, which may give rise to difficulty in analysis. Field Review Method In the field review method, an employee is not appraised by his direct superior but by another person, usually from HR department. The reason is that such a person may take more objective view in appraisal as he is not under pressure as the superior of the employee may be. The rater, in this case, appraises the employee based on his records of output and other quantitative information such as absenteeism, late coming etc. the rater also conducts interviews of the employees and his superior to ascertain qualitative aspects of job performance. This method is more suitable for promotion purpose. Appraisal by Results or Objectives Appraisal by results draws its root from management by objective (MBO). The various steps involved in appraisal by results are as follows. 1. Appraisal by result is a joint process between superior and his subordinates. 2. The subordinate prepares his plan for specific period usually for one year in the light of the overall plan provided by his superior. The final plan is prepared through mutual consultation. 3. Through mutual consultation, both of them decide the evaluation criteria, that is what factor will be taken for evaluation of subordinate’s performance. 4. At the end of specific period, normally one year, the superior makes a performance evaluation of subordinate on the basis of mutually agreed criteria. 5. Superior discusses the results of his evaluation with the subordinate, corrective actions, if necessary and mutually agreed targets for the next period would be fixed. Evaluation of appraisal by results springs from forces that have generated a popular philosophy of management, known as ‘management by objectives’ or ‘management by results’. MBO is not merely a technique of managing but it reflects about the entire philosophy of management. Appraisal by results under MBO is more conducive than appraisal based on traits.
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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
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1. Its objectives are manifold. The
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Introduction Environment comprises
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Political environment covers the im
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* 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 and 104: Selection process Following are the
Page 105 and 106: advice youth or job seekers regardi
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: i. The employee is hard working ii.
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
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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
Page 155 and 156: merit and untainted by favoritism.
Page 157 and 158: employees may feel it uncomfortable
Page 159 and 160: 3.20 Conditions Necessary for Empow
Page 161 and 162: enabling them to concentrate on mor
Page 163 and 164: etirement package before redesignin
Page 165 and 166: institutionalized the practice of w
Page 167 and 168: targeted for removal. To top it all
Page 169 and 170: 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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