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

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Introduction Business, trade and industries have become global in character. The place and spread of MNCs are felt in every part of the world. India and China are rated high as fast developing global business powers. HRM issues and practices are assuming universal character with a need for adaptation. VIRTUAL ORGANIZATION The emerging HR trend in virtual organizations is both a challenge and opportunity to HR experts. The ready availability of information networks, e-mails and portable telephones is seen as accelerating the “Virtuality’ of work. A virtual organization is a networ of corporations made possible by Information and Communication Technology (ICT), which is flexible and comes to meet the dynamics of the market. In this way the virtual organization gains benefit with regard to the traditional hierarchical systems. This form of organization is also called as network organization or digital organization. The virtual organization is a social network in which all the horizontal and vertical boundaries are removed. It consists of individuals working out of physically dispersed workspaces, or even individuals working from mobile devices and not tied to any particular workspace. The ICT coordinates the activities, combines the worker’s skills and resources in order to achieve a common goal. There is a creation of network relationship that allows for contracting, manufacturing, distribution, marketing or any other business function. In a virtual organization, a small group of executives oversee directly any activities that are done in-house and coordinate relationships with other organizations. CHARACTERISTICS Characteristics of virtual organization are � Power flexibility � Informal communication � Flat organization � Multidisciplinary teams � Goal orientation � Dynamics � Homework
� Customer orientation � Sharing of information � Vague organizational boundaries. The driving force in a virtual organization is basically the virtual team. Every organization requires a team to carry over the activities in an orderly fashion, and such a team also exists in a virtual organization. In a virtual team, members’ primary interaction is through some combination of electronic communication system to tie up with dispersed members who never or rarely come face to face. Here people communicate online using links like WAN, videoconferencing and e-mail. The concept of virtual teams has gained considerable attention in recent years. Within global organizations, the virtual team involves collaboration and teamwork between a involves between a temporarily separated workforce. Such collaboration may also extend beyond the organizational boundary, linking partners in joint ventures and contractors who are in various locations. Virtual team working is potentially necessary for global organizations. It requires trust relationship. Personalized trust relationships are essential for continuous virtual team working. Such personalized trust relationships are normally established through face-to-face interaction and socialization. The differences of virtual teams from face-to-face teams are a. Absence of paraverbal and non-verbal cues. b. Limited social context. c. Ability to overcome time and space constraints. EMERGING HR ISSUES IN VIRTUAL ORGANIZATION The HR issues such a recruitment and socialization process are forms of managerial control. These inputs control and regulate the antecedent conditions of performance, ensuring that the employee’s skills knowledge, attitudes values and interest match those of employing organization. In a virtual organization there are loose organizations of highly proficient people who are left to “do their own thing” in order to produce world beating products or services. The shift towards virtual organization is associated with a fundamental realignment and reordering of jobs. Knowledge-based jobs are assumed to require greater skills, have greater variety and offer more potential for a high quality of work life (QWL).
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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
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Employee’s State Insurance Act, 1
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Under this Act, on completion of 5
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Summary 3. Explain the role of Gove
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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
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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
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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 and 112: Information induction In this syste
Page 113 and 114: LESSON 9 PERFORMANCE AND POTENTIAL
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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: Lesson Outline � Speciality of Vi
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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Page 163 and 164: etirement package before redesignin
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Page 167 and 168: targeted for removal. To top it all
Page 169 and 170: 12. Write a proposal for conducting
Page 171 and 172: 2. R.W Mondy, R.M. Noe and S.R. Pre
Page 173 and 174: 4.1 Introduction Human resource act
Page 175 and 176: * The base salary range for Project
Page 177 and 178: 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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