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

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• Satisfying the workers urge for self-expression, thus leading to industrial peace, better relations and increased cooperation • The Government of India accepted that the representatives of workers should be taken on the board of directors of public sector enterprises. The worker director (representative of the workers) is to be elected by all he workers of the company through a secret ballot. • Another tool that has become popular as a form of participative management in an organization is the employee stock option Plan (ESOP). ESOPs offer emotional and financial ownership to the employees. PRE-REQUISITES FOR SUCCESSFUL PARTICIPATION For worker’s participation to be successful, there is a need to have: • A healthy work atmosphere that motivates employees to participate in the decisionmaking process. Frequent conflicts in industries frustrate workers and they do not show interest in decision-making as they feel that they management is averse to proposals made by the workers. • It is the responsibility of both the workers and the management to put in their best efforts, talents and resources for the realization of their goals. • There should be total agreement between both parties regarding the functioning of the participation schemes. This will ensure the willingness of both the parties to participate in the [progress and functioning of the schemes. • Frequent meetings between the two parties will reduce he communication gap and help in implementing decisions at the right time. • The participation schemes in an organization should be introduced at he shop floor and plant level. Until these are underway, the scheme of workers involvement at the board level should not be introduced. • Workers training and education should be given importance so that the workers can understand the importance of their participation and its beneficial effects for the organization. • The programs for training and development should be formulated comprehensively so that the workers are able to comprehend the various aspects of management. • To make the employees participate actively, their suggestions should be taken into account and if the suggestions are good, they should be implemented immediately. This would increase employee contribution and cooperation.
• The management and the workers should trust one another and work towards improving the system. They should be willing to contribute to the fulfillment of organizational goals. • Workers participation schemes should be based on mutual trust and confidence and not enforced by law or compulsion, as this would defeat their very purpose. • Finally, it is important to evaluate the effectiveness of the worker participation programs from time- to – time and if required, necessary changes should be made to render them more acceptable and effective. QUESTIONS 1. What is meant by industrial relations? What is their importance? Describe the conditions for good industrial relations. 2. What are the causes of poor industrial relations? Give your suggestions to improve the legislation concerning industrial relation to our country. 3. Explain clearly the machinery provided under the industrial dispute act 1947 for the prevention and settlement of industrial disputes. 4. Define a grievance and indicate the organizational responsibility and principles or guidelines for handling grievances in an industrial grievance. 5. Distinguish between the grievance and an industrial dispute. Indicate the forces that give rise to industrial conflict or industrial disputes with reference to Indian conditions. 6. Examine the determinants and significance of good industrial relations in modern industrial society. 7. Discuss the nature and role of collective bargaining. Outline an ideal process of collective bargaining. 8. Describe the requirements of an effective collective bargaining. State the points, which should be remembered in a negotiation process. 9. Has collective bargaining Flourished in India? If not, what are the reasons? How can we make it work in India? 10. What is collective bargaining? State the necessity and importance of collective bargaining. 11. What is the importance of collective bargaining in industrial relations? Is collective bargaining successful in India? 12. What are the essential of a good disciplinary system? 13. What is “hot-stove rule”? 14. Describe the various kinds of punishments, which are inflicted on a worker for misconduct? 15. Describe the salient features of domestic Enquiry. 16. What is meant by model standing orders? Are these orders applicable to all establishments? What is the scope of their applications? 17. Describe the Indian law on discipline in industry. 18. “Participation in management is claimed to usher in an era of industrial democracy.” 19. Describe the function of shop council and joint councils under the 1975 scheme of participative management. 20. What are the essential functions of joint management council? Why have they not been successful in our country? 21. Explain in your words, what empowerment means to you. Give an illustration of a time when you truly felt empowered. 22. Why do you think participative management has not succeeded in our country?
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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
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According to Udai Pareek, “it is
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The following techniques are usuall
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outside. But in an existing organis
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HRP is not a static one-shot plan t
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Lesson Outline � Why HRIS? � HR
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STORING Same of the applications wh
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SELECTION OF PROJECT TEAM Once the
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Data storage and processing Benefit
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monitoring, vii) Performance apprai
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Introduction Recruitment, selection
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viz., Exchange (Compulsory Notifica
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establishments having 25 workers or
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) Strategy development c) Searching
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Selection process Following are the
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advice youth or job seekers regardi
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a) Deciding the objectives - The ob
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7. The interviewers should also evi
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Information induction In this syste
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LESSON 9 PERFORMANCE AND POTENTIAL
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organizations often use a combinati
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tempered. But the fact is fact. Eve
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i. The employee is hard working ii.
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The essay method is useful in provi
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v. Development of the BARS instrume
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Potential Appraisal Performance app
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Lesson Outline � Speciality of Vi
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� Customer orientation � Sharin
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� Adaptability. � Knowledge abo
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The characteristics of virtual orga
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g. To differentiate forms of intern
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3.5 Training and Development Method
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sensitivities and work more harmoni
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meet the growing needs of the indus
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organization. The mentor is usually
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uilding leadership, decision-making
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covered and learning processes invo
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positions occupied by a person duri
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3.15 Career Stages: There are four
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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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Page 209 and 210: MEANING AND DEFINITION UNIT V LESSO
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
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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
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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: IMPORTANCE OF PARTICIPATION • The
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UNIT – I Lesson 1 HRM – AN OVERVIEW Lesson Outline Nature of ...

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