Introduction to PMIR

Industrial Revolution – acceleration of production; manual to mechanical; mass exodus

(mass departure, migration) from rural to urban

Exploitation of labour – poor working conditions ; no safety and welfare

Industrial Revolt – voicing against the employers; social problem

Government’s stand – from Laissez faire (non interference) to intervention thro’

legislations

Social security legislations – Indian Acts based on British model

Constitution , Central , State legislations enacted by MPs and MLAs

Cooly , labour, workman, employee, personnel, human resource

HRM Vs HRD

Chinese saying : Give fish to man , he will eat for a day; train him to fish, a life time
benefit

Treating human beings as Asset and not as liability ; HRA

Managing HR by HR professionals and other functional specialists ? human aspect and

psychological factors

Required competencies : proactive, shock absorber, leader and not a boss, mentor,
practice empathy / ethics

Establishing the Organization: Licence, Approval, complying statutory obligations viz.

TNPCB, TNEB, Municipal Administration etc

Establishing the HR Department: infrastructure, manpower, time office, canteen,

ambulance room, rest shed, crèche, transport

Routine matters: wage / salary administration, reimbursements, performance evaluation /

increases and promotions and transfers, terminal benefits
Strategic HRM

Strategy – a way of doing something includes formulation of goal and set of action plan
for accomplishing of that goal

Strategic Management

Process of formulating , implementing and evaluating business strategies to achieve

organizational objective

4 steps in Strategic management

1 Analyse the opportunities / threats / constraints that exist in the external environment

Example : IT sector and its employees in the present context and its impact

2 Formulate strategies that will match organization’s strengths and weaknesses with the
environmental threats and opportunities
Example: special products, hi tech operations, image

3 Implement the strategies

Based on the past experience and good will among the customers / society

4 Evaluate and control activities to ensure that organization’s objectives are achieved

Environmental scanning

Environmental needs to be scanned in order to determine trends and projections of factors

that will affect fortunes of the organization. Scanning helps identify threats /
opportunities prevailing in the environment.
HR Planning

Process of forecasting a firm’s future demand for and supply of right type of people in the
right number

Excess > Cost ; Less > work will suffer + OT

Future personnel need

a) Retirement

b) resignation

c) natural wastage

d) expansion + additional volume

e) closure

f) diversification

g) specialists – know how / modernization

Demand forecasting

Process of estimating the quantity and quality of people required to meet future needs of
the organization

1) managerial judgment : managers submit proposal to top management

2) ratio trend analysis : studying past ratios and forecasting future ratios making
some allowance for changes in the organization or methods . No. of workers Vs
Sales

3) DELPHI Technique: named after Greek Oracle at the city of Delphi; method of
forecasting personnel needs

From a group of experts, usually managers. Summaries and surveys are repeated
until the experts’ opinions begin to agree – agreement reached is the forecast of
the personnel needs. Special feature is absence of interaction among the experts
 Job Analysis

Process developed of the present methods / procedures of doing a job, physical

condition in which job is done, relation of the job to other jobs and conditions of
employment. Job analysis is intended to reveal what is actually done as opposed
to what should be done
Information concerning the job may be obtained from observation of workers,
interviews, questionnaire , manuals etc

The results of job analysis are set down in job description – tangible duties and
day to day assignments

Job specification:

A statement of the minimum acceptable human qualities necessary to perform a

job satisfactorily. Making job description as base it lays down the abilities and
qualities that a worker should possess in order to hold the job

Recrutiment:

Positive step; attracting as many applications as possible from eligible job seekers
First contact that a company makes with potential employees. Thro’ recruitment
many come to know a company. Provides good image of the company and
information about the job

External > Ad directly or thro’ agency, campus drive, employment exchange,

net,
Unsolicited applicants / gate applicants

Advantages : New ideas / blood; not polluted by internal politics, new machinery /
technical know how

Disadvantages: May not be loyal, rolling stones, expensive, needs training in

culture etc

Internal > existing employees apply for higher category / transfer from one to
another
Advantages: morale high; less expensive, not much training needed

Disadvantages: may continue with local politics, acceptance by colleagues doubtful; not
having new ideas / exposure
Selection

Process of differentiating between applicants in order to identify and hire those with a
greater likelihood of success in a job

Negative step as it eliminates most and chooses the best

Process:
1 preliminary interview - scrutinize and eliminate unqualified

2 Selection tests – written, aptitude ,GD, psychometric test, personal interview

3 Graphology – to predict success or failure thro’ one’s handwriting ; USA

4 medical test for physical fitness

5 Reference and back ground check – most of the companies including TVS

Human Resources Development

1 Role Analysis – Right person for the right job; vision test, Color blindness, height and
weight, aptitude and attitude

2 Performance Appraisal

3 Potential Appraisal : to identify potential employees for future promotions

and to shoulder higher responsibilities

4 Rewards and Recognition : Motivating factor; as human beings right from childhood
man wants recognition. Psychological factor to increase the productivity,reduce
wastage,improve quality.

In the work situation highly warrants. Positive > Awards / incentives / prizes

Negative > punishments / demotion

5 Training and Development