HRM

SYLLABUS
 Introduction
 Procurement and placement

 Training and development

 Job analysis and Design

 Job Satisfaction

 The compensation function

 Integration

 Maintenance

Recommended books: T.N.Chahabra

S. No Subject Matter No. of hours Cumula
tive
hours

Introduction: Introduction to Human Resource Management and its definition,

functions of Human Resource Management & its relation to other managerial functions. Nature, Scope and Importance of Human Resource Management in Industry, Role & position of Personnel function in the organization.

  3 3  

Procurement and Placement: Need for Human Resource Planning; Process of Human Resource Planning; Methods of Recruitment; Psychological tests and Interviewing. Meaning and Importance of Placement and Induction, Employment
Exchanges (Compulsory Notification of vacancies) Act 1959,
  3 6  

The Contract Labour (Regulation & Abolition) Act 1970. Training & Development: Difference between training and Development; Principles of Training; Employee Development; Promotion-Merit v/s seniority
  3 9

Ist assignment Due date : 27/1/2015, submission date:03/02/2015

Performance Appraisal, Career Development & Planning. Job analysis & Design: Job Analysis: Job Description & Job Description, Job Specification.
  3 12  

Ist MST:  
Job Satisfaction: Job satisfaction and its importance; Motivation, Factors affecting motivation, introduction to MotivationTheory, Workers ' Participation, Quality of work life
  3 15  

The Compensation Function: Basic concepts in wage administration, company’s wage policy, Job Evaluation, Issues in wage administration, Bonus & Incentives, Payment of Wages Act-1936, Minimum Wages Act-1961
 
  3 18  

Human Relations and Industrial Relations; Difference between Human Relations and Industrial Relations, Factors required for good Human Relation Policy in Industry; Employee Employer relationship Causes and Effects of Industrial
disputes;
  3 21  

IInd assignment Due date : 3/3/15, submission date:10/3/15  

Employees Grievances & their Redressal, Administration of Discipline, Communication in organization, Absenteeism, Labour Turnover, Changing face of the Indian work force and their environment,
  3 24  

Importance of collective Bargaining; Role of trade unions in maintaining cordial Industrial Relations.
  3 27  

II MST:  
Maintenance: Fringe & retirement terminal benefits, administration of welfare amenities, Meaning and Importance of Employee Safety, Accidents-Causes & their Prevention, Safety Previsions under the Factories Act 1948;
  3 30  

IIIrd assignment Due date : 7/4/15, submission date:9/4/15  

Welfare of Employees and its Importance, Social security, Family Pension Scheme, ESI act 1948, Workmen’s Gratuity Act 1972, Future challenges for Human Resource Management.
  3 33  

III MST:  
 Course Objective/s and Expected Outcome/s: The objective of the
course is to teach the basic principles of strategic human resource
management—how an organization acquires, rewards, motivates,
uses, and generally manages its people effectively. The Course will
also Provide insights on how to develop strategies, initiatives and
programs to introduce and sustain competitive HR advantage in
organizations.
 After completing this course the students will be able to:
  * understand how job analysis supports HR practice in staffing,
training, & compensation
 * understand how employment staffing processes work
 * understand how compensation set
 * understand how training programs work
 * understand HR contributions to organizational functioning etc
INTRODUCTION
HRM
HRM
 H- HUMAN
 R-Resources

 M- Management.
HUMAN
 The person to whom a particular assignment is given.
RESOURCES
 A resource is a source or supply from which benefit is
produced.
MANAGENMENT
 Management in business and organizations is the
function that coordinates the efforts of people to
accomplish goals and objectives using available
resources efficiently and effectively. Management
comprises planning, organizing, staffing, leading or
directing, and controlling an organization to accomplish
the goal.
INTRODUCTION TO HUMAN
RESOURCE MANAGEMENT
 HRM may be defined as set of
policies, practices and
programmes designed to
maximize both personal and
organizational goals. It is the
process of binding people and
the organizations together so
that the objectives of each are
achieved.
ACCORDING TO FLIPPO,

Personnel management or human resource management is

“the planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resources to the end
that individual, organizational and societal goals are met”
 FEATURES OF HRM
 Comprehensive function
 People-oriented
 Action-oriented
 Individual-oriented
 Development oriented
 Pervasive (group) function
 Continuous function
 Future-oriented
 Challenging function
 Science as well as art
 Staff function
 Young discipline
 Interdisciplinary
 Nervous system
 OBJECTIVES OF HRM
 To help the organization to attain its goals by providing well trained and
well motivated employees
 To employ the skills and knowledge of employees efficiently and
effectively, i.e, to utilize human resource effectively.
 To enhance job-satisfaction and self-actualization of the employees by
encouraging and insisting e very employee to realize his/her potential.
 To establish and maintain productive, self-respecting and internally
satisfying working relationships among all the members of the
organization.
 To bring about maximum individual development of members of the
organization by providing opportunities for training and advancement.
 To secure the integration of all the individuals and groups with the
organization by reconciling individual/group goals with those of an
organization
 To develop and maintain quality of work life, which makes employment
in the organization a desirable personal and social situation.
 To maintain high morale and good human relations within the
organization.
 To maintain ethical policies and behaviour inside and outside the
organization.
 to manage change to the mutual advantage of individuals, groups,
organization and the society.
 To recognize and satisfy individual needs and group goals by offering
appropriate monetary and non-monetary incentives.
 SCOPE OF HRM

Introduction
Prospects of
Employee
of HRM
Hiring
HRM

Employee
Career Remuneration
Development HRM

Employee
Employee Motivation
IR Maintenance
 SCOPE OF HRM
The scope of HRM is very wide:

1. Personnel aspect- This is concerned with manpower planning,

recruitment, selection, placement, transfer, promotion, training and
development, layoff and retrenchment, remuneration, incentives,
productivity etc.

2. Welfare aspect- It deals with working conditions and amenities such as

canteens, rest and lunch rooms, housing, transport, medical assistance,
education, health and safety, recreation facilities, etc.

3. Industrial relations aspect- This covers union-management relations,

joint consultation, grievance and disciplinary procedures, settlement of
disputes, etc.
FUNCTION OF HRM
 1. Managerial
 2. Operative

 3. Advisory
 FUNCTIONS OF HRM

Managerial Operative
functions functions
Planning

Procurement Development Compensation Integration Maintenance

Organizing
Job analysis Performance Job Motivation Health
appraisal evaluation
HRP Job satisfaction
Safety
Recruitment Training Wage and
salary Grievance
Directing Selection
Executive administrati Redressal Social
Placement development on security
Collective
Induction Career Planning and
Bonus and Bargaining Welfare
Development
Transfer incentives schemes
Controlling Conflict
Promotion Management
Personnel
Demotion Payroll Participation of records
the employees
Personnel
Reserach
Discipline
Personnel
audit
 Third function of HRM is Advisory

1. Advice to top management

2. Advice to departmental head
NATURE OF HRM
 Management is a personnel administration
 1. Inherent part of management

 2. Pervasive function

 3. Basic to all functional areas

 4.People centered

 5.Personnel activities or functions

 6. Continuous process

 7. Based on human relations

NATURE OF HRM
 Concerned with managing people
 Concerned with employee both as individual as well as
group
 Concerned with helping employee to develop their
potentialities
 Concerned with developing the maximum satisfaction of
employees
 It is continuous in nature

 Directed towards achievement of objectives

 Universal existence
NATURE OF HRM
 It is pervasive in nature as it is present in all enterprises.
 Its focus is on results rather than on rules.
 It tries to help employees develop their potential fully.
 It encourages employees to give their best to the organization.
 It is all about people at work, both as individuals and groups.
 It tries to put people on assigned jobs in order to produce good
results.
 It helps an organization meet its goals in the future by providing
for competent and well-motivated employees.
 It tries to build and maintain cordial relations between people
working at various levels in the organization.
 It is a multi-disciplinary activity, utilizing knowledge and inputs
drawn from psychology, economics, etc.
SCOPE
 The scope of HRM is very wide. Research in behavioral sciences, new
trends in managing knowledge workers and advances in the field of
training have expanded the scope of HR functions in recent years. The
Indian Institute of personnel management has specified the scope of
HRM thus:
 1) Personnel aspect: This is concerned with manpower planning,
recruitment, selection, placement, transfer promotion, training ad
development lay off and retrenchment remuneration incentives
productivity etc.
2) Welfare aspect: It deals with working conditions and amenities such
as canteens, crèches rest and lunch room housing transport medical
assistance education , healthy and safety recreation facilities etc
3) Industrial relations aspects: This covers union management
relations joint consultation collective bargaining grievances and
disciplinary procedures settlement of disputes etc.
