Job Description

A job description is a written document that outlines the responsibilities, tasks,

qualifications, and expectations associated with a particular job or position within an
organization. It provides a detailed overview of the role and helps both employers and job
seekers understand the nature of the job and what is required to perform it effectively.

Talent management

Talent management refers to the strategic process of attracting, developing, and retaining
talented individuals within an organization to meet its current and future needs. It involves
recognizing and nurturing the potential of employees to ensure a skilled and engaged
workforce.

Job Design

Job design refers to the process of structuring and organizing the tasks, responsibilities,
and duties of a particular job or position within an organization. It involves determining
what tasks need to be performed, how they should be performed, and the relationships
between different job roles.

ESOP

ESOP stands for Employee Stock Ownership Plan. It is a type of employee benefit plan that
enables employees to become partial owners of the company they work for. ESOPs are
designed to provide employees with a financial stake in the organization, align their
interests with the company's success, and encourage employee loyalty and productivity.

Poaching

In a business context, "poaching" refers to the practice of recruiting or hiring employees

from another company, often by offering them better incentives, benefits, or job
opportunities. It involves actively targeting and enticing employees who are currently
working for a competitor or a different organization to leave their current position and join
the poaching company.

Employee Engagement

Employee engagement refers to the emotional connection, commitment, and involvement

that employees have towards their work, their organization, and its goals. Engaged
employees are passionate about their work, feel a sense of purpose and fulfillment, and are
motivated to contribute their best efforts to the organization's success. Employee
engagement goes beyond job satisfaction and encompasses a deeper level of connection
and commitment.
HR Scorecard

The HR Scorecard is a strategic measurement system that helps organizations assess and
track the effectiveness and impact of their human resources (HR) function. It provides a
framework for measuring HR performance and aligning HR activities with the overall
business strategy and goals.

Strategic human resource management (SHRM)

Strategic human resource management can be defined as the linking of human resources
with strategic goals and objectives in order to improve business performance and develop
organizational culture that foster innovation, flexibility and competitive advantage.

Unstructured Interview

An unstructured interview is a qualitative research method in which the interviewer

engages in an open-ended conversation with the interviewee. Unlike structured interviews
that follow a predefined set of questions, unstructured interviews allow for flexibility and
exploration of various topics and ideas. The main objective of an unstructured interview is
to gather in-depth information, insights, and perspectives from the interviewee.

Workforce Diversity

Workforce diversity means similarities and differences among employees in terms of age,
cultural background, physical abilities and disabilities, race, religion, gender, and sexual
orientation.

Industrial Relation

Industrial relations refer to the complex interactions and relationships between employers,
employees, and their representatives (such as trade unions) in the workplace. It
encompasses the study and management of various aspects of the employment
relationship, including the negotiation of employment terms and conditions, employee
rights and obligations, collective bargaining, dispute resolution, and the overall dynamics
of the workplace.

Job Analysis

Job analysis is a systematic process of gathering and analyzing information about a job or
role within an organization. It involves studying and documenting the tasks,
responsibilities, skills, knowledge, qualifications, and other characteristics required for
successful job performance. Job analysis is conducted to provide a foundation for various
HR functions, such as recruitment and selection, performance management, training and
development, and compensation.
Talent Management

Talent management refers to the systematic and strategic process of attracting,

identifying, developing, engaging, and retaining talented individuals within an
organization. It involves activities and practices aimed at maximizing the potential of
employees and ensuring that the organization has the right talent in the right positions to
achieve its goals. Talent management encompasses various HR functions, including
recruitment, selection, onboarding, performance management, learning and development,
succession planning, and career development.

Performance Appraisal

Performance appraisal, also known as performance evaluation or performance review, is a

systematic process used by organizations to assess and evaluate an employee's job
performance and productivity. It is a critical component of performance management and
involves assessing an employee's performance against pre-established criteria and goals.
The primary purpose of performance appraisal is to provide feedback, identify areas for
improvement, and make decisions related to employee development, promotion,
compensation, and other HR processes.

Management By Objective (MBO)

Management by Objectives (MBO) is a management philosophy and process that

emphasizes the importance of setting clear and specific objectives for individuals and
teams within an organization. It was first introduced by Peter Drucker in his 1954 book "The
Practice of Management."

360 Degree Feedback

360-degree feedback, also known as multi-rater feedback, is a performance appraisal

method that involves gathering feedback on an individual's performance from multiple
sources. Unlike traditional performance appraisals that primarily rely on the input of
supervisors or managers, 360-degree feedback solicits feedback from a variety of
perspectives, including peers, subordinates, customers, and self-assessment. The goal is to
provide a comprehensive and well-rounded assessment of an individual's performance and
behaviors.

Industrial Dispute

An industrial dispute refers to a conflict or disagreement between employers and

employees within an industrial or workplace setting. It typically arises due to differences in
wages, working conditions, job security, benefits, or other labor-related issues. Industrial
disputes can occur in various industries and sectors, including manufacturing, services,
transportation, healthcare, and more.
Competency Mapping

Competency mapping is a systematic process that identifies, assesses, and defines the
competencies required for successful performance in a particular role or within an
organization. Competencies are the knowledge, skills, abilities, behaviors, and attributes
that individuals need to effectively perform their job responsibilities.

Knowledge Management

Knowledge management (KM) is a systematic approach to capturing, organizing, storing,

retrieving, and sharing knowledge within an organization. It involves the processes,
strategies, and technologies used to effectively manage knowledge and leverage it for
improved decision-making, problem-solving, innovation, and overall organizational
performance.

Collective Bargaining

Collective bargaining is a process of negotiation and dialogue between employers or their

representatives and a group of employees or their labor union representatives. It aims to
reach an agreement on terms and conditions of employment, such as wages, working hours,
benefits, workplace policies, and other employment-related matters.

Competencies

Competencies refer to the knowledge, skills, abilities, behaviors, and personal attributes
that individuals need to effectively perform their job roles or tasks. Competencies can be
categorized into two main types: technical competencies and behavioral competencies.
Human Resource Planning Process

 Analyse Organisational Plan

 Forecasting Demand of HR

 Forecasting Supply of HR

 GAP Analysis

 Action Plan

 Evaluation And Control

Recruitment Process

 Recruitment Planning

 Sources of Requirement

 Contacting Sources

 Application Pool

 Selection Process

Selection Process

 Application Form

 Screening Of Application Forms

 Selection Test

 Selection Interview

 Medical Checkup

 Reference Check

 Hiring Decision
Function Of Human Resource Management

 Human Resource Planning

 Job Analysis

 Requirement & Selection

 Orientation / Introduce

 Training & Development

 Performance Appraisal

 Rewards / Compensation

 Industrial Relation

Importance Of Compensation

 Attracting Skillful Employee

 Improve Efficiency

 Increase Working Efficiency

 Retain Employee

 Legal Compliance

 Encourage healthy Competition

 Avoid Conflicts
Advantages Of Performance Appraisal

 Taking Placement Decision

 Career Planning & Development

 Identifying Job Designing Errors

 Identifying Training & Development

 Performance Enhancements

 Compensation Adjustment

Disadvantage Of Performance Appraisal

 First Impression Error

 Halo Effect (one characteristic)

 Stereotyping (one group)

 Strictness & libraritey

 Recency Bias

 Similar To Me Effect

 Poor Rating Scale

 Lack Of Rater Awareness

Factors Affecting Compensation

 Demand & Supply Ratio

 Trade Unions

 Government Regulations

 Cost Of Living

 Comparative Wages

 Ability To Pay

 Image Of Organization

 Type of Market

 Employment Skill

 Labour Efficiency

Factory Act - 1948 (Facilities)

 Clean Environment

 Drying & Storing Clean Clothes

 30 - creche

 150 - first aid kit , Lunch Room, rest room

 250 - canteen

 500 - one welfare officer, ambulance

Non - Statutory / Volunteer Welfare Facilities

 Housing

 Transportation

 Education

 Canteen, Rest-room

 Washing Facilities, Transportation Allowance

 Medical Insurance

 Maternity & Adoption Leave

Process Of Collective Bargaining

 Prepration For Negotiation

 Identifying Bargaining Issue

 Negotiation

 Reaching & Ratifying Aggreement

 Contract Administration
Methods of Industrial Dispute

 Conciliation

 Conciliation Officer

 Board of Conciliation

 Court of Inquiry

 Attribution

 Adjudication

 Labour Court

 Industrial Tribunal

 National Tribunal