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123hrm 234 PDF
123hrm 234 PDF
1. Define HRM:
• Managerial functions
• Planning
• Organizing
• Directing
• Controlling
• Operative functions
• Procurement
• Human resource development
• Motivation & Compensation
• Maintenance
• Integration
It is concerned with procuring and employing the people possessing necessary skill,
knowledge, aptitude, etc., to achieve the organizational objectives. It covers, the
functions such as job analysis, manpower planning, recruitment, selection, placement,
induction and internal mobility.
• Grievance Redressal
• Discipline
• Team work
• Collective Bargaining
• Employee Participation & Empowerment
• Trade Unions
• Industrial Relations
2. Employees are treated as cost center and Employees are treated as a profit center and
therefore management controls the cost of therefore, invests capital for human
labour. resource development and future utility.
3. Employees are used mostly for Employees are used for the multiple mutual
organization benefit benefit of the organization, employees and
their family members
4. Personnel function is treated as only HRM is a strategic management function
auxiliary.
• Recruitment Policy
• Selection Policy
• Compensation Policy
• Training &Development Policy
• Transfer Policy
• Leave Policy
• Permission Policy
• Overtime Policy
• Exit policy
• Dress code Policy
• Appraisal Policy
• Resignation Policy
• Originated policies
• Appealed policies
• Externally imposed policy
• General policies
• Specific policies
• Written policy
• Implied policy
• Appropriate numbers
• Employee friendly
• Understandable
• Reasonable
• Written
• Stability
• Precise
• Future reference
• Commitment
• Legally enforceable
• No favorite discrimination
• Continuity of action
• Better control
1. Define HR planning
HR planning is the process by which an org. Ensured that it has right number and
right kind of people at the right place and at the right time, capable of effectively and
efficiently helps the org. To achieve the overall objectives.
-EDWIN B. GEISLER
2. What are the objectives of HR planning?
A portrayal of who will replace whom in the event of a job opening are known as
replacement chart.
-Identification of likely vacancies for higher level executives and locating likely
successors to fill up the vacancies.
• Recruitment plan
• Redeployment plan-program for transferring and retraining existing employees.
• Training plan
• Productivity plan – work simplification
• Mechanization
• Productivity Bargaining
• Job redesign
• Retention plan
A written statement of what the jobholder does (duties and responsibilities), how
the job is done, under what conditions and why is known as job description.
• Job identification
• Job summary
• Responsibilities and duties
• Authority of incumbent
• Standard of performance
• Working conditions
Objectives of HRIS
1. To make the desired information available in the right form to the right person and at
the right time.
2. To supply the required information at a reasonable cost.
3. To use the most efficient methods of processing data.
4. To provide necessary security and secrecy for important and / or confidential
Information.
PERFORMANCE APPRAISAL
Other methods
• 360Degree performance appraisal
• Field review
• Assessment center
The approach focuses on certain behaviour of an employee that make all the
difference between effective and non-effective performance of a job.
• Holiday package
• Pride on his own work
• Self esteem
• Recognition
• Sense of achievement and being part of the team
1. Recruitment
The process of searching for prospective employees and stimulating them to apply for
jobs in the organization.
21. Induction
Induction is a process of receiving and welcoming an employee when he first joins the
company and giving him the basic information he needs to settle down quickly and
happily.
24. Transfer
Shifting of person from one place to another with or without any change in hierarchy of
positions.
Types of transfer
• Penal transfer
• Replacement transfer
• Production transfer
• Rotation transfer
• Personal transfer
• Remedial transfer
• Shift transfer
26. Promotion
Upward movement of an employee form current job to another that is higher in pay,
responsibility and organisational level.
• Resignation
• Retirement
Initiated by employer
• Layoff
• Retrenchment
• Suspension
• Discharge
• Dismissal
31. Lay-off
Layoff is temporary separation of employee from employer for the reason beyond the
control of the employer. The employee name is not removed from the muster-roll.
33. Retrenchment
Retrenchment is permanent separation of employee from employer due to
Surplus manpower, changing technology, poor demand, economic changes etc.,
Lay-off Retrenchment
1. Layoff is temporary separation of Retrenchment is permanent separation of
employee from employer for the reasons employee from employer due to surplus
beyond the control of the employer. manpower or redundancy etc.,
36. Suspension:
• Prohibiting the employee from attending work and performing his normal duties
from specified time on disciplinary grounds such as
• Fighting
• Violation of rules
• Insubordination
• Illegal activities
• Sleeping during working hours
• Chronic absents
• Alcohol drinking
Termination of employee with notice and service benefits due to incompetence, reduction
in production volume in business, technological obsolescence etc.,
38. What do you mean by dismissal?
Termination of employee without notice and without service benefits on disciplinary
grounds.
Discharge Dismissal
1. Termination of employee with Termination of employee without
notice and service benefits. And service benefits
3. Does not affect the future employment. Do affect the future employment as
it creates a black mark against
Employee.
40. Employee turnover
The rate of change in the working staff of an organization during a definite period.
1. Define health
General state of physical, mental and emotional well being
2. Define safety
protection of person’s physical health from danger or harm.
5. Causes of accidents.
the following are the general causes of accidents.
Dangerous machine.
Unsafe infrastructure.
Moving machines.
Personal weakness.
Ignoring the safety legislations.
Electrical causes.
·job stress is a chronic disease caused by conditions in the workplace that negatively
affect an individual's performance and overall well-being of his body and mind. One or
more of a host of physical and mental illnesses manifests job stress.
Unit-v
Time management
Definition:
Delay Dump
the management grid is on the two key dimensions of the management. The
urgency and importance of tasks for attention.
urgency
I Quardrant 1 Quadrant 2
M Urgent and important Important but not urgent
P “fire fighting”. “quality time”.
O
R quardrant 3 Quadrant 4
T Urgent but not important Neither urgent nor
A “distinction”. important “time wasting”.
N
T
Flex time.
Reduced hours / part time.
Compressed workweek.
Tele work / tele commuting.
Job sharing.
Banking of hours/annualized hour.
Gradual retirement.
flexitime :
flextime is a plan whereby employees’ workdays are built around a core of mid day
hours, such as 11.00 am to 2.00 pm. Workers determine their own starting and stopping
hours. For example, they may opt to work from 7.00am to 3.00pm or from 11.00am to
7.00 pm.
employees work their total of full time hours in fewer days by working more hours
a day. The day off can be same for all employees or it may vary or rotate.
here employees work at home, usually with computers, and use phones and the
Internet to transmit letters, data, and completed work to the home office.
12)time wasters :
» interruption.
» waiting■
» searching.
» mistake.
» travel.
» telephone.
» file, mail & paper.
» drop in visitors i guests.
» defective tools.
» meeting.