HRM Slides-Mba1

3/8/2018 Dr.
Ankita Jain
3/8/2018 Dr. Ankita Jain
• Societal Objectives – to be ethically & socially
responsible to the needs of the society while
minimizing the negative impacts of such needs
on org.
• Organizational Objectives – To recognize the role
of HRM in bringing about organizational
objectives.
• Functional Objectives – To maintain the
departments contribution at a level appropriate
to the org’s needs.
• Personal Objectives – To assist employees in
achieving their personal goals , as these goals
enhance Individuals contribution to the org.
SELECTION CRITERIA
1. Physical Characteristics – height , weight , sight
etc.
2. Personal – age ,sex , marital status etc.
3. Proficiency / Skill / Ability – Qualification & exp.
4. Competency – potential of an Indv. To learn.
5. Temperament and Character – emotional , moral ,
social qualities (honesty , loyalty).
6. Interest – of employee in job is a must factor.

R
E
J
E
C
T
I
O
N
If found
unsuitable
SELECTION CRITERIA
1. Physical Characteristics – height , weight , sight
etc.
2. Personal – age ,sex , marital status etc.
3. Proficiency / Skill / Ability – Qualification & exp.
4. Competency – potential of an Indv. To learn.
5. Temperament and Character – emotional , moral ,
social qualities (honesty , loyalty).
6. Interest – of employee in job is a must factor.

R
E
J
E
C
T
I
O
N
If found
unsuitable
EMPLOYEMENT TEST
• Matching Indv. Mental , physical &
temperamental pattern with the
requirements of job is a difficult task.
• But if matching takes place , result is

happiness for Indv. & prosperity for
organization & society.

TYPES OF TESTS
INTELLIGENCE TESTS –
 MENTAL ABILITY TESTS
MEASURES LEARNING ABILITY
EG: STANDFORT-BINNET TEST.
PERSONALITY TESTS –
 MEASURES BASIC ASPECTS OF APPLICANTS
PERSONALITY LIKE MOTIVATION , SELF CONFIDENCE
& ETC.
INCLUDES TEST LIKE INTEREST TEST , PREFERENCE
TETS ETC.
ACHIEVEMENT TESTS –
 DESIGNED TO MEASURE WHETHER THE
APPLICANT CAN DO THE JOB?
ASSESSMENT CENTRES –
 EXTENDED WORK SAMPLE
 EXERCISE DESIGNED TO SIMULATE TYPE OF
WORK WHICH THE CANDIDATE IS EXPECTED
TO DO.
POLYGRAPHIC TEST –
 RECORDING PHYSICAL CHANGES IN BODY IN
RESPONSE TO CERTAIN QUESTIONS.
TEST AS SELECTION
ADVANTAGES:
TOOLS
 Uncover hidden talent
 Provides unbiased info.
DISADVANTAGES:
 No scales which have known Zero Point
 Fails to elicit truthful response
 Results depends lot on testers.
TYPES OF INTERVIEWS
NON DIRECTIVE INTERVIEW:
 No specific format
 Broad open ended questions
STRUCTURED INTERVIEW:
 Predetermined questions
 Job related
 Eliminate bias & errors

SITUATIONAL INTERVIEWS:
 Hypothetical situation
 Pre established bench mark stds.
BEHAVIOURAL INTERVIEWS:
 Focuses on actual work incidents
 Behavior during a particular incident

STRESS INTERVIEW:
 How applicants react to embarrassing
insulting situations.
 Stress producing situations.
PANEL INTERVIEW:
 A panel of interviewers from different fields.
 Limits the personal bias.

• A career is a sequence of positions held by a
person during the course of his working life.
• It refers to different jobs a person holds over
his/her life time.
• The processes and activities that prepare one
for a job are parts of a career.
• Job related attitudes , values and beliefs are
integral aspects of a career.
Process of CP
1. Preparation of HR Inventory – know type of
existing employees, their status , duties , age
etc.
2. Identify Indv. Career Needs – HR manager
helps employee to find suitable work by
gauging his skills , interests , aptitude &
performance in work through assessment
centers , indepth interviews & psychological
tests.

3. Analyzing Career Opportunities – Identifying
career paths through Job Analysis &
discovering multiple lines of advancement. In
different areas.
4. Matching employee needs with career
opportunities – for aligning career needs to
opportunities special T&D techniques ,
planned positions , coaching etc may be used.
5. Formulation & Implementation of T&D Prog.-
6. Review of Career Plan - Periodical review be
undertaken to adapt skills & resources to
changing org’al requirements.
Technical Competence
• Professional satisfaction
• Updating ones expertise
• Continuous learning
Managerial Competence
• Opportunities for higher responsibilities
• decision making
• Control & influence

Security - with career through
compliance with org norms.
Autonomy - Freedom of action
Creativity – Opportunities for

innovation & risk taking.
PROBLEMS IN CP &CD
 MOBILITY
CAREER & FAMILY
 DUAL-CAREER FAMILY

SCOPE OF FORMAL ORIENTATION
PROGRAM
 Co. History –
 Products of Co. -
 Co. Org. – structure , dept. etc.
 Location of Dept. - & layout of plants , stores etc.
 Personnel Policies – compensation , trg , promotion ,
insurance etc.
 Rules & Regulations – attendance , sick leaves ,
working hrs etc.
 Safety –
 Counseling Service –
 Job Routine -
BENEFITS
 Reduces employee anxiety
 Helps employees know org expectations
 Promotes uniform understanding
 Builds a positive attitude towards company.
 Strengthens two way communication
 Speeds up Socialization process – by making understand

social , technical & cultural aspects of workplace.

PROBLEMS
• Superficial indoctrination into company
philosophy , policies & rules.
• Giving too much or too little info. – a big

question.
• Considered as burden by superiors
• Mickey-Mouse Assignment , small &

unimportant tasks.
EDWIN B. FLIPPO
“ Trg. Is the act of increasing the
knowledge and skills of an
employee for doing a particular
job.”

DIFF. B/W T & D
BASES TRAINING DEVELOPMENT
MEANING Learning skills & Means growth of

knowl. For doing a an employee in all
particular job. respects.
USES For operative Overall growth of
workers & an executive.
employees.
TIME DURATION Short term (related Long term
to current job) (competence for
future perf.)
ORIENTATION Job centred Career centred
BASES TRG. DEV.
ROLE OF TRAINER Of trainer / All dev. Self dev.

supervisor very
important
Organization Organized Not always
MEASURABILITY O/p measurable Later

immediately after
trg.
Process Reactive Proactive
SCOPE Ltd Wider

AIMS/OBJECTIVES OF
TRAINING & DEVELOPMENT
• The fundamental aim is to help the org.
achieve its purpose by adding value to
its key resource – the people it employs.
• Training means investing in the people

to enable them to perform better and to
empower them to make the best use of
their natural abilities
• It is needed for efficient mgt & administration of
people.
• The rationale of trg is also important for future

needs. & challenges
• To maintain workforce diversity & to enhance the

empowerment.
• To optimize the growth potential of individuals &

org.
• Trg reinforces the learning & education & reduces

gap b/w theory & practice.

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3/8/2018 Dr.

3/8/2018 Dr. Ankita Jain

3/8/2018 Dr. Ankita Jain

• But if matching takes place , result is

3/8/2018 Dr. Ankita Jain

3/8/2018 Dr. Ankita Jain

3/8/2018 Dr. Ankita Jain

3/8/2018 Dr. Ankita Jain

3/8/2018 Dr. Ankita Jain

3/8/2018 Dr. Ankita Jain

Autonomy - Freedom of action

Creativity – Opportunities for

CAREER & FAMILY

3/8/2018 Dr. Ankita Jain

 Helps employees know org expectations

 Promotes uniform understanding

 Builds a positive attitude towards company.

 Strengthens two way communication

 Speeds up Socialization process – by making understand

3/8/2018 Dr. Ankita Jain

• Giving too much or too little info. – a big

• Considered as burden by superiors

• Mickey-Mouse Assignment , small &

3/8/2018 Dr. Ankita Jain

MEANING Learning skills & Means growth of

ROLE OF TRAINER Of trainer / All dev. Self dev.

MEASURABILITY O/p measurable Later

SCOPE Ltd Wider

• Training means investing in the people

• The rationale of trg is also important for future

• To maintain workforce diversity & to enhance the

• To optimize the growth potential of individuals &

• Trg reinforces the learning & education & reduces

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