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

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The above view indicates the role of HRM in Indian industry. Significance of HRM can be viewed in three contexts; organizational, social and professional. Organsiational significance i. Effective utilization of human resources to motivate them and to change their attitudes to work and the organization. ii. To develop personnel to meet the demands of the work effectively; and iii. To ensure proper recruitment and to retain personnel in the organization so that right people are available. Social significance This aspect aims in achieving the need satisfaction of personnel in the organsiation. It is often said that a happy worker is not only happy in his work place but also at home and in society also. Hence HRM seeks to achieve the following i. Maintaining balance between jobs and job-seekers, taking into consideration job requirements, job seekers’ abilities and aptitudes ii. Providing most productive employment from which socio-psychological satisfaction can be derived. iii. Utilizing human capabilities effectively and matching with government rewards. iv. Eliminating wasteful organizational and individual practices. Professional Significance This aspect involves in developing people and providing appropriate environment for effective utilization of their capabilities and involves the following. i. Developing people on continuous basis to meet the challenges of their jobs. ii. Maintaining the dignity of personnel at the work place; iii. Providing proper physical and social environment at the work place to make
Concept of HRM Human Resources are considered as a very important asset of any organisation and at the national as well. Other resources are of no avail without Human Resources. They can be made more effective and purposeful. There is no limit in their abilities and their abilities can be continuously improved with training, skill, attitude and additional scientific gadgets and mechanies. Concept of HRM borders on, i. Men or personnel can do many wonderful things and take up any challenge. ii. They can be trained to do iii. Necessary climate can be created to increase their efficiency. iv. Environment and their liberties can be increased to create a congenial atmosphere. Karen Legge has specified three elements of HRM as follows 1. Human resource policies should be integrated with strategic business planning and used to reinforce appropriate culture. 2. Human resources are valuable and a source of competitive advantage. 3. Human resources can be tapped most effectively by mutually consistent policies which promote commitment and foster a willingness in employees to act flexibly in the interest of the adaptive organsiation’s pursuit of excellence. John Storey has specified four elements of HRM as follows: 1. A set of beliefs and assumptions. 2. A strategic thrust embodying decisions about people management. 3. The central involvement of line management 4. Dependence upon a set of levers to determine the employment relationships Development of HRM Awareness regarding HRM was felt during the industrial revolution around 1850 in Western Europe and U.S.A. Only during the beginning of 20 th century, it was felt in India. Since then to the present era. The development of HRM may be classified as follows:
Page 1 and 2: Lesson Outline � Nature of HRM
Page 3: Definition of HRM According to Flip
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
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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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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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