Chapter # 01
Slide# 5
1- The extent to which people should be tough than
modest
2-Future oriented behavior like planning
3-maximizing gender role diffrence
4-society reliance on norms &procedure to avoide
unpredictability
Slide# 7
First wave was agriculture related jobs –
performance oriented(19th century)
• Second wave was industrialization(20 th
century)-mass production,specialized
jobs authority relations were mode of
operation
• Service jobs increased
Slide# 8
• Age of information created knowledge
workers
• Information technologists, computer
programmers , system analysts etc
• Technology enhances efficiency
• Atm machines and online transactions
Wal mart increased effeciency 20% due to
technology
Slide# 9
- Posting jobs on internet, web-sites,
submit electronic resume for quick
scanning
- Team-spirited individuals are required
to meet deadlines ,can handle stress
&ambiguity
- Internet provide HRM opportunity on
demand ,without going anywhere they
can be trained through softwares
- Sophisticated surveillance softwares
monitor employees
5-power to be unequally shared
6-encourage individuals to work in group
7-take pride in group like family,organizationetc
8-reward for improvement in performance
9-reward for being fair,kind and caring attitude
- Knowledge workers get distracted by
web browsing etc ,how to motivate
them to increase productivity
- Incentives to retain professionals like
bonuses, cell phone bills etc positive
and negative impact
- Instant communication and direct
approach,virtual meetings ,intranet etc
- How to ensure quality and on time
completion is HR challenge ,flexy
time ,compensation issues
- Employees need to upgrade their
skills ,makes organization more
dynamic
- HR policy must define inappropriate
electronic communication
Slide: 10
Previous approach “ melting pot” replaced by
recognition and celebration of differences
Slide:11
• Multiculturalism leads to diversity
Slide:12
Recognize individual differences and respond
accordingly
Slide:13
Married employees cant give time to
spouse,childrenetc
Work is squeezing the personal life
Organizations not offering this balance will
loose employees
Slide: 14
Shortage of skilled labour
Gen-X are the individuals born after 1965
2010 6 million jpbs in America would be
unfilled
Slide:15
Quality-emphasis programs are creating flatter
structure and redesigning work to improve
efficiency
Outsoucing to remain flexible and cope with
change
Slide:16
• Work less than 40 hours
• Employed during peak production
periods
• Hired to work on specific projects
Slide:19
The Japanese term for an organization
committed to continuous improvement is
KAIZEN
Slide: 20
1. External and internal customers are
valued
2. “Very good” is not good enough quality
can always be improved
3. All aspects from customer dealing to
production
4. Using statistical techniques to measure
critical variables, compare against
standards and remove causes
5. Teams are used in finding and solving of
problems
Slide: 21
Incremental change can make an organization
stagnant so a complete change is required to
meet the challenges of technology and beat
competitors
• Prepare individuals for change by telling
them its necessity, expectations and
effects
Slide: 23
Ethics are the set of rules that define right and
wrong conduct
1. Uti;litarian on one side encourages
efficiency and productivity and on other
result in biased allocation of resources
2. Rights to privacy, freedom of speech
etc,positive side is protect individuals
rights and neg side is can hamper
efficiency
3. Protects the interest of stakeholders
who are underrepresented whereas
reduces risk taking, innovation and
productivity
 Chapter# 2
Slide 2
• People not buildings make a company
successful
• Questions like hiring people, managing
them, training them, their performance
evaluations ,making them meet
technology changes and labor unions
get answers from HRM
HRM is a part of the larger field of management
Slide 3
• Managers are those who work with and
through people ,allocating resources, in
the effort to achieve goals
Slide 4
• Thus organizations need HRM
specialists trained in
psychology,sociology,organization ,wor
k design and law
5
• HRM is a function of every manager’s
job, not just those who work in human
resources.
• HRM must take lead in assisting
management with the people
component of the organisation,by
retaining useful and productive
employees
• It should also support organizational
strategy, working with line
management in analyzing org designs,
the culture, and performance
systems ,and recommending and
implementing changes where
necessary.
• It must also serve the org by
determining the low cost strategies to
its practices
• In short it should take all necessary
steps to ensure return on investment
spend on HR
7
• HrmIS A FUNCTION OF EVERY
MANAGERS JOB,NOT JUST THOSE WHO
WORK IN HUMAN RESOURCES
8
• Hiring people
• Preparing them
• Stimulating them
• Keeping them
Every org comprises of ppl so acquiring their
services, developing their skills, motivating
them, and ensuring they maintain their
commitment to org are essential to org
objectives
9
• The four HRM activities r highly affected
by what occurs outside the org ex in
case of downsizing ,does the firm lay off
workers by seniority?ifso,are an
inordinate no of minority employees
affected?
10
• The only constant thing is change, detail
is in first chapter
11
Exhibit 2-2 on pg 39 show laws affecting HRM
practices
• As certified third-party reps ,the union
acts on behalf of the workers to secure
 wages,hours and other terms and c
onditions of employment
• They promote and foster grievance
procedure-a specified process of
resolving diffrencebt management and
workers.
12
Last area of external influence is current mngt
thought
• Early theories of management that
promoted today’s HRM operations
• A set of principals designed tob
enhance workers productivity is called
scientific mangt given by Fredrick Taylor
• Elton Mayo gave HAWTHORNE STUDIES
“ group standards and sentiment affect
output than wage incentive plan”
Motivation techniques and empowerment
techniques
13
• Well-defined reasons for needing
individuals who possess KSA directly
linked to specific jobs
• Linked with strategic goals are revised
structures requiring a host of pivotal
jobs, HR must be prepared to fill these
jobs
The goal of recruiting is to give enough info
about the job to attract a large no of qualified
applicants and simultaneously discourage the
unqualified from applying
14
Communicate organization culture to help the
candidate in decision making process
15
• To assist employees in acquiring better
skills for their current job
• To have necessary talent inside for
meeting future HR needs-to acquire
additional competencies
• To facilitate system wide changes in the
organization by changing the attitudes
and values of employees according to
new organizational strategic directions
• To assist employees in advancing their
work lives by providing info and
assessment in helping employees
realize career goals
16
Human behavior is complex and to understand
what motivates employees has been concern of
behavioral scientists
• It is a multifaceted process having
implications
• One’s performance in an organization is
function of 2 factors ability and
willingness to do a job,which can be
ensured by correctly defining the
requirement ofjob,matching applicant
to those requirementand training of
new employees to do the job
Level of respect bt management and workers,ex
involving employee in decision making ,listening
to them and implementing their suggestions
18
• Physiological,safety,belongigeness,este
em and self-actualization
• Employees motivation would be
maximum if greater job involvement
and autonomy
• Intrinsic factors enhance motivation
while extrinsic factors only appease
employees
• A higher need to achieve is positively
related to higher work performance
when jobs provide
 responsibility,feedback and moderate
challenge
• An individual compares his input/
output ratio to relevant others
• Motivation is a function of value of the
effort-performance and the
performance-reward relationship
19
• Last phase is maintenance
• HR must ensure a safe and healthy
environment, well-being has a major
effect on commitment
• They help resolve stressful life
situations
• Intranet, bulletin board, town hall
meetings ,tele-conferencing etc
• Every prog must have backing of CEO to
receive priority
*******
• Info must filter up in the company
about any policy to avoid complications
• Employees need not every info but
pertinent info –addressing what they
shud know to do their jobs
• We must develop a system to assess
the flow of info and foster employees
feedback
• HRM must make every effort to
empower these supervisors with
accurate data to deal with the frontline
questions.
26
Study of watsonwyatt’s human capital index
conducted in 1999 in 750 north america and
european countries concluded that quality hrm
improved both financial welbeing of inst and
shareholder value
Chapter#