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

More documents

Recommendations

Info

6. V.P. Michael, Human Resource Management and Industrial Relations, Himalaya Publishing house, Mumbai. 7. A.M. Sharma, Personnel Management and Human Resource Management, Himalaya Publishing House, Mumbai. 8. K. Ashwathappa, Human Resource Management, Tata McGraw Hill, New Delhi. 9. P. Subba Rao, Human Resource Management & Industrial Relations, Himalayan Publishing House 10. Peter Drucker, The Practice of Management, Allied Publishers Pvt Ltd., New Delhi, 2002. 11. M.N. Mishra Organizational Behavior, Vikas Publishing House, New Delhi, 2001 12. Y.K. Shetty and V.M. Buehler, Productivity and Quality through people: Practices of Well-Managed Companies, Quorum Books, Connecticut, 1985. 13. S.K.Singh, Productivity of Industrial Workers, Vohra Publishers, New Delhi, 1988. 14. Stephen. P. Robbins Management, Fourth Edition, Prentice-Hall, New Jersey 1994 15. Walt Schafer, Stress Management for Wellness, Thomson Wadsworth, Fourth Edition, 2004 16. www.humanlinks.com 17. www.queendom.com 18. www.humancapitalonline.com 19. www.themanagementor.com 20. www.sba.muohio.edu
MEANING AND DEFINITION UNIT V LESSON I INDUSTRIAL REALTIONS Industrial relations are concerned with the relationship between management and workers and the role of the regulatory mechanism in resolving any industrial dispute. A formal definition is “ concerned with the systems, rules, procedures used by unions and employers to determine the reward for effort and other conditions of employment, to protect the interest of the employed and their employers, and to regulate the ways in which employers treat their employees”. The international Labor organization (ILO) stated that “ industrial relations deal with either the relationships between the state and employer’s and worker’s organizations or the relations between the occupational organizational themselves”. The concept of industrial relations has been extended to denote the relations of the state with employers, workers and their organizations. The subject, therefore, includes individual relations and joint consultation between employers and work people at their work place; collective relations between employers and their organizations and trade unions and the part played by the state in regulating these relations. From the various definitions given above, we understand that: • Industrial relations is an outcome of employer-employee relationship in an organization • Industrial relations facilitates harmonious relationships in an organization by setting a framework for the management and the employees • Industrial relations is based on mutual compromise and adjustment, for the benefit of both the parties involved • The state and the legal system also have a role to play in the maintenance of a conflict- free industrial environment The different parties in the system with a well-defined role are the management., the employees and the unions. CONCEPT • Industrial relations are that aspect of management, which deals with the manpower off the enterprise – whether machine operator, skilled worker or manger.
Page 1 and 2:
Lesson Outline � Nature of HRM
Page 3 and 4:
Definition of HRM According to Flip
Page 5 and 6:
Concept of HRM Human Resources are
Page 7 and 8:
Taylor developed four principles of
Page 9 and 10:
Systems Approach Era A system may b
Page 11 and 12:
Relevance of HRM HRM is relevant in
Page 13 and 14:
• Subscribe to the aims and objec
Page 15 and 16:
• every opportunity for advanceme
Page 17 and 18:
5. System approach - set of interde
Page 19 and 20:
Introduction Organisation structure
Page 21 and 22:
An organization structure should be
Page 23 and 24:
2. Grouping of Activities Closely r
Page 25 and 26:
operation. While line authority flo
Page 27 and 28:
i. Divergent background Line and st
Page 29 and 30:
Proto type dev. Dev = Development A
Page 31 and 32:
Pure product Type Organization Here
Page 33 and 34:
elationship. There is a need for un
Page 35 and 36:
INTRODUCTION Modern business manage
Page 37 and 38:
Features of HRM as a system The fol
Page 39 and 40:
Industrial Relations Subsystems Mai
Page 41 and 42:
Selection process � Short listing
Page 43 and 44:
MERIT RATING b. Point comparison me
Page 45 and 46:
Lay - Off i. Unsatisfactory perform
Page 47 and 48:
Causes for Industrial Disputes Fina
Page 49 and 50:
4. Job evaluation is the evaluation
Page 51 and 52:
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 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 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
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
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
Page 179 and 180: Once the jobs that are to be evalua
Page 181 and 182: is not paying above market rate and
Page 183 and 184: The problem of increasing productiv
Page 185 and 186: whether new jobs are getting added.
Page 187 and 188: what they are doing is a prerequisi
Page 189 and 190: ecoming) and self-fulfillment. Abra
Page 191 and 192: the odds are high because they get
Page 193 and 194: This theory proposes that an indivi
Page 195 and 196: atings he or she would receive. At
Page 197 and 198: 6. Maintain positive health buffers
Page 199 and 200: could be the causes of residual eff
Page 201 and 202: Analyzing the conceptualizations of
Page 203 and 204: the employees to meet the needs of
Page 205 and 206: 3. Comment on the recent trend in o
Page 207: 5. Motivation: The set of processes
Page 211 and 212: • IR has moral dimensions, too. I
Page 213 and 214: TRADE UNIONS Trade unions constitut
Page 215 and 216: • DETAILED SUPERVISORY TRAINING T
Page 217 and 218: ORIGIN • Trade unions are the cre
Page 219 and 220: PRINCIPLES Trade unions function on
Page 221 and 222: It is that rely upon the support of
Page 223 and 224: they are important to carry on the
Page 225 and 226: may in some cases, attempt reprisal
Page 227 and 228: • Communication They keep members
Page 229 and 230: • Disputes of Right, which relate
Page 231 and 232: (iii) Grievance procedure COLLECTIV
Page 233 and 234: • Mediation is a process by which
Page 235 and 236: MEANING AND DEFINITION LESSON- IV C
Page 237 and 238: Collective bargaining has benefits
Page 239 and 240: • Administrative Issues NEGOTIATI
Page 241 and 242: MEANING AND DEFINITION Lesson - V M
Page 243 and 244: • Work-related pressures and trai
Page 245 and 246: MC GREGOR’S RED HOT STOVE RULE On
Page 247 and 248: Negative Feedback. In some organiza
Page 249 and 250: DEMOTION If no improvement is notic
Page 251 and 252: MEANING AND DEFINITION LESSON - VI
Page 253 and 254: • The Increased Use Of Technology
Page 255 and 256: IMPORTANCE OF PARTICIPATION • The
Page 257 and 258: • The management and the workers
show all

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

Create successful ePaper yourself

Delete template?

Save as template?