MHR REFLECTIVE NOTES

Sanjeev Kumar Suman

JL18PG121

SESSION 1

“From the session I learnt, What is Human resource (HR) management?

Managing human resource means providing direction, mission, vision, planning and allocation of
resources; develop a healthy environment, providing opportunities and career path orientation.”

Or

Designing a management system, which will ensure that human talent is used efficiently and
effectively to accomplish organizational goal.

I also learned functions of HR, and the contribution role of HR manager in Organization culture.

We discussed about, How a HR manager can improve organizational productivity ? and What is
the social responsibilities of HR manager ?

We also learnt about significance of MHR –

 Organization Effectiveness
 Empowering Employees
 Employee Commitment
 Occupational Safety
 Customer Service
 Facilitates Professional Growth
 Better Relation between Union and Management
 Allocates Jobs to Right Person
 Develop and Maintain Quality of Work Life
 Provide Well Trained Employees to Organization
 To Communicate HR policies to Employees
 Direct all resources toward attainment of organization goal.
SESSION 2

“Human Resource deals with all aspects of human management and utilizing it in our life plays
an important role. Thus strategic human resource management means skillfully or strategically
utilizing the human resource.”

Significance of SHRM is

 Allow identification and exploitation of opportunities.

 Minimize the effects of adverse condition and change.
 encourage forward thinking
 encourages a favorable attitudes towards change

We also discussed on Strategic HR management, and HR as organizational contributor.

SESSION 3

3rd session was on Human resource planning.

Class discussed on process of Human resource planning & steps followed in Human resource
planning.

Human resource planning is a process which determines the requirement of current and future
work force to achieve organization objectives. The basic objective is to ensure best fit between
employee and job. It also ensures that there is no surplus or shortage of labor manpower.”

Steps in Human Resource Planning:-

 forecasting
  inventory
 anticipating manpower problem
 planning

“Forecasting is process of estimating the requirement of employees in coming period on basis of

past records.” It covers

 employment and personal planning

 succession planning

forecasting

trend analysis ratio analysis scatter plotting

We also discusses how a HR manager can forecast supply and demand of employee in the
organization.

SESSION 4

Theme of 4th session was how a HR manager scan and analyze organization environment.

Task of manager is assess internal and external condition that affect the organization.

Internal external environment analysis

“Internal environment analysis means identifying strength and weakness of own organization. It
is sort of SWOT analysis of environment. It is done on certain parameters which include
strategy, structure, style, staff etc.”
“External environment analysis comprises of forces which are not under the control of
organization but can affect the functioning of organization. Dealing with external forces in
uncertain working environment is becoming hard for critical.”

External factor includes-

 “economic environment”
 “legislative”
 “demographic changes”
 “geographic and competitive concern”

Session 5

5th session was on Job Analysis

“Job Analysis is a method of determining the duties and responsibilities of a job along with the
accountability. It also determines the soft and hard skills required to do that particular job.”

We discussed on Purpose of job analysis, and methods of Job analysis, later we discussed and
examine job description of an organization.

Job Description: “A list of job’s duties, responsibilities, reporting relationships, working

conditions, and supervisory responsibilities. It includes various elements such as job title, job
location, job duties, working conditions and various other things.

Job Specification: “A list of requisite education, skills, personality needed to do that job.
”

Session 6

Session 6 was on Recruiting process

Recruitment: “Recruitment is a process of gathering employees for the organization to meet the
need.”
Types of recruitment:
An organization can hire candidates internally through−

• Job postings

• Nominations
• Reference from an employee
• In-house temporary pools
• Succession plans
• Rehiring
External Sources
There are various external sources of recruitment which the organization can hire easily. They
are−

 Unsolicited
 Employee referrals or networks
 Advertisements
 Recruiting Online (job postings on internet job boards & organization’s website, web
based applicant databases)
 Campus placements
 Employment agencies
 Executive search firms (head hunters)
 Professional associations & meetings
 State employment services
 Job fairs
 Social media
 Temps
 Internships
Screening / Shortlisting
“Main aim of screening is short listing and differentiate qualified applicant among from
unqualified.”
Evaluation and Control

“Evaluation and Control is the last stage in the process of recruitment.

 In the recruitment process considered costs are incurred,

 Necessary to know whether the recruitment methods used are valid & whether the
recruitment process is effective.”

Session 7, 8, 9-

Selection Process:

1. “Preliminary Interview: It’s the screening process after recruitment where the HR looks
for applicant’s qualification, background, etc.”
2. “Receiving Applications: Under this process the HR receives application from the
applicants for further process.”
3. “Screening Applications: Under this process the HR checks application which they have
received.”
4. “Employment Interview: Under this the applicants who have been shorted by the HR
come for face to face conversation.”
5. “Medical Examination: Medical examination is done to check whether the person to
whom HR has hired is fine to work or not.”
6. Final Selection: “A candidate is given an offer letter once he fulfills all the rounds of
selection process.”

Placement: “Assigning a specific job to the selected candidates is termed as placement.””

Interview: “Interview is widely used election method. Interview can be Face to Face, telephonic,
Skype, social media; it’s a formal two way exchange of information where oral questing and
answering takes place.”

1. Preliminary Interview: “It’s the screening process after recruitment where the HR looks
for applicant’s qualification, background, etc.”
2. Receiving Applications: “Under this process the HR receives application from the
applicants for further process.”
3. Screening Applications: “Under this process the HR checks application which they have
received.”
4. Employment Interview: “Under this the applicants who have been shorted by the HR
come for face to face conversation.”
5. Medical Examination: “Medical examination is done to check whether the person to
whom HR has hired is fine to work or not.”
6. Final Selection: finally, the candidate is passed in all the sections and he is selected.
7. Placement: they got placed
8. Interview: “Interview is widely used election method. Interview can be Face to Face,
telephonic, Skype, social media; It’s a formal two-way exchange of information where oral
questing and answering takes place.”
Situation based:

 Selection Interview
 Appraisal Interview
 Exit/stay Interview

Transfer and Promotion:

Transfer: “An exchange alludes to sidelong development of representatives inside a similar
review, starting with one occupation then onto the next. Exchange may include movement which
may influence budgetary perspectives.”
Promotion: “Promotion can be alluded as redesigning the worker with some higher position
inside the association with higher pay.”
Session 13

Development: “Development is planned by organization to develop efficiency of employee.”

Methods of development:
 Job Rotation
 Job enlargement
 Cross function training
 Job enrichment
 Formal or informal training program

Area of Improvement:
  Knowledge
 Skills
 Attitude
 Other attributes

Training: “A planned effort to facilitate the learning of job-related knowledge, skills & behavior
by employees to improve their performance; altering the behavior & skills in such a way that
increases probability of goal attainment.”

Session 14

Method of training:

 “On-the-job training”:
Job Instruction Training
“Coaching”
Action Learning
“Job Rotation”
 “Off-the-job training”:
Demo
Presentation
Lecture
Seminars
Behavioral modeling
 “Near the job training”:
Role play
Management game
Executive game
Simulation
Distance learning: Pen Paper or Computer, Internet
Process of training:
ADDIE model:
A- Analysis of training need
 D- Design the training program

D- Developing the program

I- Implementation

E- Evaluation of program

Session 15

“Evaluation training program is done on the basis of knowledge, Performance, Behavior,

Motivation, efficiency of the employee.”

Types of evaluation:

1. “Formal Evaluation uses observation, interviews an surveys to monitor training.”

2. “Summative evaluation is done on the basis of reaction, knowledge, behavior, attitude,
productivity”

Experimental and control group:

“Kirkpatrick’s model of training evaluation which follows four measures are Reaction that how
the employee felt about the training, learning they get from the training, it also evaluates through
monitoring the behavior and finally through result of the training.”

Compensation: “Every employee who works in an organization works for something in return
so the compensation is can be the amount which they get as salary or wages, bonus, overtime
pay etc.”

Session 16:

“Performance Management System is the system that a company uses to evaluate the
performance of the employee. Performance management system can help to understand the
employee requirement and help them to improve employee morale, increase productivity and
retain its top workers. T&D output to PMS gives feedback to T&D.”

Session 17:

Methods of PMS:
  Graphic rating method.
 Essay method
 Rating scale Management by objective
 360 degree feedback:

Appraisal Interview: “An appraisal interview is an exchange between a manager and an

employee that is designed to evaluate the employee and create a career development plan.”
“Under this the HR exchanges information about employee’s performance in previous and the
give appraisal according to his performance.”

Session 18:

Employee Relation: “Employee relation is an effort that that manages relationships between
employers and employees.” “Employee relation is used in an organization to establish a sense of
belonging in employees mind.” “An organization must provide fair treatment to all employees so
they will be committed to their job and loyal to the company.”

Activities under employee relationship:

 Feedback
 Salary on time
 Engagement Activity
 Provide good training
 Compensation and Benefits
 Proper Communication

Application: “The Employee relation can be used to increase the productivity of the company as
it increase the involvement of the employee towards the organization.”

Performance Management System:

Performance management is series of activities designed to ensure that the organization gets the
performance it needs from its employees.
Performance is about NOW & potential is about performance in the FUTURE.
Performance Management System is a process that consolidates goal setting, performance
appraisal, and development into a single, common system, the aim of which is to ensure that the
employee’s performance is supporting the company’s strategic aims.

Performance Appraisal is the process of determining how well the employees do their jobs
relative to set standards and communicating to them, thee results thereof.
Includes Setting work standards, assessing performance, and providing feedback to employees to
motivate, correct, and continue their performance.
Tools for performance appraisal:
o Category Scaling Methods
o Graphic Rating Scales
o Comparative methods
o Narrative methods
o Alternation Ranking Method

Steps is Performance appraisal:

I. Defining the job
II. Setting standards
III. Appraising Performance
IV. Providing feedback

Application:
The performance appraisal and evaluation helped us in understanding the how in an organization,
performance of employees is measured and evaluated and how in current market trends, we will
be exposed to such appraisals.

Compensation:
All forms of financial returns and services and benefits employees receive as part of an
employment relationship.
A critical balancing act must occur to ensure that compensation attracts, motivates and retains
employees, and at the same time it should allow the organization to maintain a cost structure that
enables it to compete effectively and efficiently in its market.
Compensation can be of two types:
 Direct compensation: Wages, salaries.
 Indirect compensation: PPF, Insurance, etc.
Pay scale is the numerically expressed statement about the beginning minimum and the final
maximum basic pay and the annual increments and the subsequent slabs after which the rate of
increase in the basic would be different.
The theory of Equity:
All individuals should feel that they are being compensated fairly relative to their coworkers and
to individuals who hold comparable jobs in other organizations.
Designing Equitable Compensation system:
It should have three types of equities:
o Internal
o External
o Individual
These equities lead to perception of fairness and directly impact motivation, commitment and
performance.

Job Evaluation:
It means using the information in job analysis to systematically determine the worth of each job
and assessing the employees on those parameters and designing an effective compensation plan
for them.
Seniority-based pay system:
Determines compensation according to the length of time on the job or length of time with the
employer.

Merit Based pay:

Compensate individuals for their proven performance on the job and provide an incentive for
employees to work harder and accomplish more.

Incentive pay:
Returns financial rewards to employees responsible for creating them. Serves greater
motivational impact than merit pay.
Skill based pay system:
Quite adaptable as it is easy to measure many skills and the skills related to the organization’s
strategy are readily identified.

Laws related to wages:

o Workman’s Compensation Act, 1923
o The Payment of Wages Act, 1936
o The Minimum Wages Act, 1948

Application:
This topic helped us understand better how wages and salaries are linked to performance and
how a basic compensation plan is designed. It's all negotiable. Every new job -- every
performance review, in fact -- is an opportunity to negotiate base salary, various kinds of
bonuses, benefits, stock options, and other incentives that add to job satisfaction and provide
financial security. Taking control of your job search and conducting a smart search that takes
into account more than just financial considerations can also lead to that elusive condition called
happiness.

Session 23

“I learned about, Trade Unions in an organization that there must be at least 7 members to form
Union is an origination. Trade union is a group of employees who come together for taking care
of their welfare within the organization.”

“They have different rights and responsibilities and have their own policy to function.”

Industrial Dispute: “When there is some issue/problem within the organization between the
employer and employee is cause dispute in the organization.”
“Result of Industrial dispute can result in lockout, strike, picketing which ultimately affects the
organizations functioning. HR here needs to manage the situation of an organization which can
minimize this kind of situation in the organization.”

Application: “The learning of trade union can be used to understand the overall functioning of
the Trade union and its advantage to manage the organization.”