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Human Resource Management With Case Study (1) .Pps
Human Resource Management With Case Study (1) .Pps
Learning Objective
Introduction to Human Resource
Management
Concept of Human Resource Planning,
Job analysis,
Recruitment and selection,
Performance appraisal,
Training and development
Case incident 1
Global Textile industries had its presence in
the textile industry for more than 100
years .The HR DEPT of the company was
mostly administrative in nature . But with the
changes in the company environment , the
company plan to integrate HR in strategy
formulation and implementation. What are
the challenges do you think the company HR
department would face?
Human Resource Management
Human Resource Management (HRM)
◦ The comprehensive set of managerial activities
and tasks concerned with developing and
maintaining a qualified workforce–human
resources–in ways that contribute to
organizational effectiveness.
◦ Effective human resource management is a vital
strategic concern for organizations today.
Definition and concept of HRM
According to Gluke “ Human resource
management is function performed in
organization that facilitates the most effective
use of people (Employees) to achieve
organizational and individual goals”
HRM is a process that consists of Four Functions-
Acquiring, Developing, Motivating and retaining
human resources.
Acquisition-starts with Planning and ends with
staffing
Development function has three dimensions-
Employee training, Employee Development and
career development
.Motivating function includes Identifying the
individual motivational needs of employees and
identifying ways to motivate them
Retention function is concerned with providing a
conducive work environment
Definition and concept of HRM
Managing people is one of the biggest
challenges for any manager for following
Reasons
Individual Differ from each other in terms of values ,
attitudes , beliefs and culture. This leads to a very complex
situation in an organizational context
The stimulating and motivating factors might not be same for
all the employees.
The expectation of employees of today are much greater when
compared to employees of yesteryears. They know they are
valuable assets and demand to be treated as such.
Challenges that HR Dept of Global
Textile industries would face
Global Business Environment
’Profitability through Growth
Technology
Intellectual Capital
Adaptability
HR Management
Activities
Case Incident 2
ABC corporation is a large manufacturing organization
which have been facing problems due to constant
conflicts between human resource and production
department. While the production team resents the mere
presence of HR department the HR team on the other
hand believes that the production dept does not
appreciate the value and importance of its contribution
to the organization. What do you think could be the
probable cause for the conflict between the two
department? If you were the external consultant asked to
resolve this conflict, what would you suggest?
Line vs. Staff Perspectives
Organizations typically divide managers into two groups:
◦ Line (now operating) managers in operations, finance, and
marketing functions supervise and direct the workforce in the
creation of goods and services. Their contributions to the
organization can be measured directly.
◦ Staff managers in legal, HR departments perform indirect or
support functions, which makes their contributions less easily
measured directly.
◦ HR departments are assigned staff functions and staff
responsibility.
responsibility HRM activities are distributed throughout
organizations, yet HR departments are responsible for monitoring
and ensuring organizational compliance with laws, regulations,
policies, procedures, and rules.
HR Staff should reorient itself and play
more strategic role
Understanding the market and business better
Having a complete understanding of organizational
processes
Being emphatic to the limitation of line function
Building an atmosphere of trust and transparency
Trying to work towards a win-win situation rather than
trying to gain upper hand
Being open to bouquets as well as brick bats for its
action
Playing an active role in designing the strategy of the
organization
Case Incident 2
The economic downturn during the recent past caused serious
problems to most organizations, especially in the IT field. Horizon
Technologies, a five-year old firm was faced with the most
common problem surplus manpower, The top management
called for a meeting to discuss strategies to help the organization
survive during those turbulent times. What do you think might be
the strategies that will help Horizon deal with surplus manpower?
HUMAN RESOURCE
PLANNING
Human Resource Planning
It can be defined as a process of ensuring the right
number of qualified people , into the right job at the
right time to deliver the results in an effective and
efficient manner . It is the system of matching the
available resources either internally or externally with
the demand the organization is going to have over a
period of time
Process of Human resource Planning
1 Analyzing the impact of the organizational strategy
and objectives on different units of the organization in
terms of the human resource requirements.
2. Involving the line managers in determining the
human resource needs of their respective departments.
3. Forecasting the quantity and quality of human
resources required by different departments/divisions.
4. Matching !he current human resources supply in the
organization with the numbers required in the future.
5. Developing an action plan to meet the future
Dealing With Surplus man power
Voluntary Retirement
Attrition
Reduced work hours
Work Sharing
Loaning
Leave of absence without pay
Lay off
Retrenchment
Estimating Internal Labor Supply for a
Given Unit
Case incident
Triumph Electronics, a manufacturer of electronic
appliances, decided to conduct a detailed job analysis to
collect information about various aspects of the different
jobs in the organization that would provide necessary
inputs for a number of HR activities like recruitment,
selection, job design, training and appraisal. However,
problems cropped up when its employees began to view
the initiative as a threat to their job security as some
organizations use this process for downsizing the
workforce. Organizations like Triumph face such
problems while implementing the process of job
analysis. Discuss the various issues associated with job
analysis and suggest ways of tackling them
What is a job?
Job
◦ Group of related activities and duties
◦ Made up of tasks
Tasks
◦ Basic elements of jobs
◦ “what gets done”
Job Analysis
It is the process of determining and recording
all the pertinent information about a specific
job, including the tasks involved, the
knowledge and the skill set required to
perform the job, the responsibilities attached
to the job and the abilities required to perform
the job successfully.
Job Analysis Information and Facts
Job Description (Job Job Specification(Employee
Oriented) Oriented)
Job Identification : Job Title,
Location, Job code, Department and Education
unit Experience
Job Summary: Brief Job content,its
authority, responsibility, Hazards
Training
Relation to other jobs Judgement
Location in the hierarchy Initiative
Machines, tools, equipments used Physical Efforts
Responsibilities Physical Skills
Conditions of work, location of work,
Posture Etc Communication Skills
Emotional Characteristics
Uses Of Job Analysis
Employment
Organization Audit
Training and Development
Performance Appraisal
Promotion and Transfer
Preventing Dissatisfaction
Compensation Management
Health and Safety
Induction
Industrial Relation
Career Planning
Succession Planning
Case Incident
To solve the problem
Involve the employees in the process of job analysis
Management should be Transparent
Need to update the information gathered
Analyze job not the person
Case Incident
The TNB Bank Ltd. is an established private sector bank in south
India. The bank has a few vacancies in top managerial positions due
to the retirement of some of senior personnel. The HR department
has decided to identify suitable personnel from within the
organization for promotion, instead of recruiting from outside .Was
the HR department right in deciding to recruit people from within
the organization'. Will they not miss out on talent from outside?
Discuss the pros and cons of conducting an internal recruitment
drive instead of seeking potential employees from-outside
RECRUITING
AND
SELECTING
THE
RIGHT PERSON
Recruitment
Recruitment is the process of searching for
prospective employees and stimulating them to apply
for jobs in the organization
Background Investigation
Physical Examination
Supervisor
Supervisor’s supervisor
Self
Peer
Subordinate
Customer
A a,b,c,d
B C,A,B,D
C B,C,D,A
D d,c,b,a
10 A new employee is being introduced to the
organization , its business organizational
culture, its value and belief? What is the
procedure termed as?
A Selection
B Placement
C Induction
D Recruitment
11 Clear and well defined goals, a definite
time plan and an action plan to achieve
these goals combined with timely
feedback are characteristics of
A Work standard approach
B Management by objectives
C BARS
D Balanced Scorecard Method
12 The method of appraisal where the
appraisee makes a list of all the important
situation and employee reaction/
behaviour at that time is
A Checklist method
B Critical Incident method
C Graphic rating Method
D Work Standard Method
13 Riana is a good salesman and works for an it
company, but his performance in 2001-02 was
affected because of the slump in the IT market .
However his boss fails to acknowledge it and
rates his performance as poor. This is an
example of
A Halo effect
B Perceptual effect
C Stereotyping
D Fundamental attribution error
14 Praveen is a new recruit in a
manufacturing firm. His job entails
operating and using expensive equipment.
Therefore, he needs to first make himself
comfortable with the various machines
and their working. What is the method
that the organization has to adopt to train
him?