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

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Introduction Human Resource Information System (HRIS) is a systematic way of storing data and information for each individual employee to aid planning, decision making, and for submitting of returns and reports to the external agencies. Human Resource Department requires large amount of detailed information. The quality of personnel management departments, contribution largely depends upon the quality of information held by it. The information required may be i. Duties and responsibilities of every job in the organization. ii. Skills possessed by every employee. iii. Organization’s future human resource needs. iv. Current productivity of human resources and v. Identification of training needs. Acquisition, storage and retrieval of information present a significant challenge to the management. However, once the database is created, maintenance becomes easier. HRIS is basically used for the following purposes: a) Storing information and data for each individual employee for future reference. b) Providing a basis for planning, organizing, decision making, controlling and a host of other human resource functions. c) Meeting daily transactional requirements such as marking present, absent or granting leave. d) Supplying data and submitting returns to government and other statutory agencies. Formerly HR departments of various companies used to share hardware and files with other departments. Later, companies began to develop information systems devoted exclusively to human resource applications. These systems came to be known as HRIS.
STORING Same of the applications which could be computerized and the nature and type of information that can be recorded and stored are described below. PERSONNEL ADMINISTRATION It will contain information about each employee, such as name, address, date of birth, date of joining the organization, and information about next of kin and family. The facility should allow the user to maintain a number of address records such as permanent home address, local postal address, and the address of next of kin. SALARY PARTICULARS Salary review procedures are an important function of the human resources department. Details of present salary, last increase and the proposed increase will all be compiled and stored. LEAVE / ABSENCE RECORDING An important requirement of HRIS is providing comprehensive and accurate method of controlling leave and absences. A complete leave history for each employee, days of absence, delay in reporting are all stored. Eligibility of leave, medical, maternity leave under credit, leave encashment, eligibility are all stored. SKILL INVENTORY HRIS is used to record acquired skills and monitor a skill database at both employee and organizational level. This will give the necessary information to identify employees with necessary skills for certain positions or job function. MEDICAL HISTORY The HRIS may be used to record occupational health data needed for industrial safety purposes, accident monitoring, exposure to potentially hazardous materials, and so on. For example, hearing loss, nervous debility in certain work areas may be monitored and results recorded on HRIS. The records of periodical medical examinations may also be maintained. ACCIDENT MONITORING The system should record the details of the accidents for the injured employees. This could highlight accident prone areas or accident prone times within the organization.
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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
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: Lesson Outline � Why HRIS? � HR
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
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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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