QUICK REVISION OF HRM –OLD QUESTION PAPER

•     QUICK REVISION OF HRM –OLD QUESTION PAPER 2

•     QUESTIONS FOR DISCUSSION

1.       DIFFERENTIATE BETWEEN PERFORMANCE APPRAISAL AND POTENTIAL APPRAISAL. EXPLAIN THE TRADITIONAL METHODS OF PERFORMANCE APPRAISAL

2.       WHAT DO YOU MEAN BY COMPENSATION MANAGEMENT? WHAT ARE THE MAIN CONSIDERATION IN SETTING UP OF SYSTEM OF COMPENSATION MANAGEMENT?

•     DIFFERENTIATE BETWEEN POTENTIAL APPRAISAL AND PERFORMANCE

JOB DESCRIPTION VS JOB SPECIFICATION HUMAN RESOURCE MANAGEMENT

DIFFERENCE BETWEEN PERSONNEL MANAGEMENT AND HUMAN RESOURCE MANAGEMENT

• DIFFERENCE BETWEEN PERSONNEL MANAGEMENT AND HUMAN RESOURCE MANAGEMENT
  HUMAN RESOURCE MANAGEMENT
• PERSONNEL MANAGEMENT

1. HAS BEEN TRADITIONALLY VIEWED AS AN INHERENT PART OF THE MANAGEMENT WHICH IS CONCERNED WITH HUMAN RESOURCES OF AN ORGANIZATION, ITS OBJECTIVE IS THE MAINTENANCE OF BETTER RELATION IN THE ORGANIZATION BY THE DEVELOPMENT,APPLICATION AND EVALUATION OF POLICIES,PROCEDURES AND PROGRAMME RELATING TO HUMAN RESOURCES TO OPTIMIZE THEIR CONTRIBUTION TOWARD THE REALIZATION OF ORGANIZATIONAL OBJECTIVES.
2. PERSONNEL MANAGEMENT IS CONCERNED WITH GETTING BETEER RESULTS WITH THE COLLABORATION OF PEOPLE
3. PERSONNEL MANAGEMENT IS THE RECRUITMENT,SELCTION,DEVELOPMENT,UTILIZATION,COMPENSATION AND MOTIVATION OF HUMAN RESOURCES BY THE ORGANIZATION.

• CONCEPT OF HUMAN RESOURCE MANAGEMENT
• AFTER 1970,MANY CHANGES LIKE TECHNOLOGICAL,DECLINING IMPORTANCE OF TRADITIONAL UNIONISM,SHIFT FROM INDUSTRY EMPLOYMENT TO SERVICE EMPLOYMENT,GROWING COMPETITION,DEREGULATION AND GLOBALIZATION OF ECONOMIES, WHICH NECESSITATED THE USE OF HUMAN RESOURCE MANAGEMENT IN PLACE OF PERSONNEL MANAGEMENT
•  EMERGENCE OF THREE IMPORTANT ROLE OF HUMAN RESOURCES:-

1. HUMAN RESOURCES ARE VALUABLE AND A SOURCE OF COMPETITIVE ADVANTAGE
2. INTEGRATION OF HUMAN RESOURCE POLICIES WITH STRATEGIC BUSINESS PLANNING AND FOR REINFORCEMENT OF ORGANIZATION CULTURE
3. TAPPING OF HUMAN RESOURCE BY ADOPTING MUTUALLY CONSISTENT POLICIES

HUMAN RESOURCE MANAGEMENT IS THAT PART OF THE MANAGEMENT PROCESS WHICH DEVELOPS AND MANAGES THE HUMAN ELEMENTS OF THE ENTERPRISE

BEHAVIORAL ANCHORED RATING SCALE

Ø  C.S.E MAIN COMMERCE AND ACCOUNTANCY
BEHAVIORAL ANCHORED RATING SCALE
MODERN METHOD OF PERFORMANCE APPRAISAL
HUMAN RESOURCE MANAGEMENT

´  MEANING OF BEHAVIOR ANCHORED RATING SCALE

I.        BEHAVIORALLY ANCHORED RATING SCALES(BARS) ARE DESIGNED TI IDENTIFY THE CRITICAL AREAS OF PERFORMANCE FOR A JOB AND TO DESCRIBE THE MORE EFFECTIVE AND LESS EFFECTIVE JOB BEHAVIOR FOR GETTING RESULTS.

II.        BARS APPROACH COMBINE ELEMENTS OF TRADITIONAL RATING SCALES AND CRITICAL INCIDENT METHODS.

III.        JOB BEHAVIOR FROM CRITICAL INCIDENTS-EFFECTIVE OR INEFFECTIVE ARE DESCRIBED MORE OBJECTIVELY

IV.        IT MEASURES OBSERVABLE,CRITICAL BEHAVIOR  WHICH ARE RELATED TO JOB DIMENSIONS.

MEANING.FORMS AND CAUSES OF INDUSTRIAL DISPUTES

Ø 
INDUSTRIAL LAW LECTURE 1
MEANING,FORMS AND CAUSES OF INDUSTRIAL DISPUTE CAUSES
INDUSTRIAL DISPUTE ACT 1947

Ø  INTRODUCTION

1. THE FIRST ENACTMENT DEALING WITH THE SETTLEMENT OF INDUSTRIAL DISPUTE WAS THE EMPLOYERS’ AND WORKMEN’S DISPUTES ACT 1860
2. REPLACED BY THE TRADE DISPUTE ACT 1929
3. CONTAINED PROVISIONS REGARDS STRIKES IN PUBLIC UTILITY SERVICES AND GENERAL STRIKES. THE MAIN PURPOSE WAS TO PROVIDE CONCILIATION MACHINERY FOR PEACEFUL SETTLEMENT OF INDUSTRIAL DISPUTE
4. THE INDUSTRIAL DISPUTE ACT 1947 CAME INTO OPERATION IN  APRIL 1947

METHODS OF FORECASTING OF HUMAN RESOURCE PLANNING

Ø  METHODS OF FORECASTING OF  HUMAN RESOURCE PLANNING
HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT

Ø  MEANING OF HUMAN RESOURCE PLANNING/MANPOWER PLANNING

• DECENZO AND ROBBINS,” HUMAN RESOURCE PLANNING IS THE PROCESS BY WHICH AN ORGANIZATION ENSURES THAT IT HAS THE RIGHT NUMBER AND KIND OF PEOPLE AT THE RIGHT PLACE AT THE RIGHT TIME CAPABLE OF EFFECTIVELY AND EFFICIENTLY COMPLETING THOSE TASKS THAT WILL HELP THE ORGANIZATION ACHIEVE ITS OVER ALL OBJECTIVES.

EVOLUTION OF HUMAN RESOURCE MANAGEMENT 1

Ø  EVOLUTION OF HUMAN RESOURCE MANAGEMENT 1

HUMAN RESOURCE MANAGEMENT

Ø  INTRODUCTION

1.       IT GOT POPULARITY IN 1960

2.       ORIGIN DATES BACK TO AROUND 1800 BC WHEN THE CONCEPT OF MINIMUM WAGES RATE WAS INCLUDED IN THE BABYLONIAN CODE OF HAMMURAI.

3.       SPAN OF MANAGEMENT AND RELATED CONCEPTS OF ORGANIZATION WERE DEVELOPED BY MOSES AROUND 1200 BC

4.       THE LITERATURE IN 1300 B.C IN EGYPTIAN ,CLEARLY INDICATED THE RECOGNITION OF THE IMPORTANCE OF ORGANIZATION AND ADMINISTRATION IN THE BUREAUCRATIC SET UP

HRM POLICIES AND PRINCIPLES

Ø  HRM POLICIES AND PRINCIPLES
HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT

• PERSONNEL POLICIES
• ARE BROAD GUIDELINES AS TO HOW THE OBJECTIVES OF A BUSINESS ARE TO BE ACHIEVED WHILE THE OBJECTIVES PROVIDE THE ENDS WHICH A MANAGER SHOULD TRY TO ACHIEVE ,POLICIES PROVIDE THE GUIDELINES WHICH HE SHOULD KEEP IN VIEW WHILE ACHIEVING THE OBJECTIVES.
• PERSONNEL POLICIES LAY DOWN THE DECISION MAKING CRITERIA IN LINE WITH THE OVER ALL PURPOSE OF THE ORGANIZATION IN THE AREA OF HUMAN RESOURCE MANAGEMENT.
• PERSONNEL POLICIES ARE THE GUIDELINES THAT AN ORGANIZATION OR COMPANY CREATE TO MANAGE ITS WORKERS.
• IT COVER THE PRINCIPLES AND RULES OF CONDUCT GOVERNING THE DEALING OF THE ORGANIZATION WITH ITS EMPLOYEES AND CREATE SUITABLE ENVIRONMENT FOR THE ADMINISTRATION OF PERSONNEL PROGRAMMES.
• 
  DEFINITION

SYSTEM APPROACH TO HRM

Ø  SYSTEM APPROACH TO HRM
PRINCIPLES OF HRM

u   MEANING OF SYSTEM

u   A SYSTEM IS A COLLECTION OF ELEMENTS OR COMPONENTS THAT ARE ARE ORGANIZED FOR A COMMON PURPOSE.

u   CLELAND AND KING,”A SYSTEM MAY BE DEFINED AS AN ASSEMBLAGE OR COMBINATION OF THINGS OR PARTS FORMING A COMPLEX OR UNITARY METHOD

u   AN ORGANIZATION IS A SYSTEM HAVING FOLLOWING CHARACTERISTICS:-

1.    THE SYSTEM IS GOAL ORIENTED

2.    THE WHOLE IS MORE THAN THE SUM OF ALL PARTS OF THE SYSTEM

3.    SUBSYSTEMS ARE INTERRELATED AND INTERDEPENDENT

4.    A SYSTEM ACTS UPON ITS ENVIRONMENT AND IS ALSO ACTED UPON BY ITS ENVIRONMENT

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

Ø  FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT
PRINCIPLES OF HRM

v     FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

• HUMAN RESOURCE/PERSONNEL DEPARTMENT IS ESTABLISHED UNDER THE CHARGE OF HUMAN RESOURCE/PERSONNEL MANAGER. HE IS LINE AUTHORITY TO GET ORDERS EXECUTED WITH HIS OWN DEPARTMENT BUT HE IS STAFF OFFICER IN RELATION TO OTHER DEPARTMENTS.

CONCEPT AND SCOPE OF HUMAN RESOURCE MANAGEMENT

Ø  CONCEPT AND SCOPE OF
HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT

MANAGEMENT OF HUMAN RESOURCES
PRINCIPLES OF HUMAN RESOURCE MANAGEMENT

´  QUESTION PAPER (2017)

1.     EXPLAIN THE CONCEPT AND SCOPE OF HUMAN RESOURCE MANAGEMENT

2.     DISCUSS THE RELATIONSHIP OF HUMAN RESOURCE DEPARTMENT WITH OTHER DEPARTMENTS OF THE ORGANIZATION

3.     EXPLAIN THE PROCESS OF SELECTION OF HUMAN RESOURCES IN ORGANIZATIONS

4.     DEFINE JOB ANALYSIS.HOW IT IS DONE? EXPLAIN ITS SIGNIFICANCE ALSO.

´  SECTION II

1.     DIFFERENTIATE BETWEEN PERFORMANCE APPRAISAL AND POTENTIAL APPRAISAL. EXPLAIN THE TRADITIONAL METHODS OF PERFORMANCE APPRAISAL

2.     DISCUSS THE VARIOUS NON FINANCIAL MEASURES TO MOTIVATE EMPLOYEE

3.     EXPLAIN THE MODEL GRIEVANCE HANDLING PROCEDURES

4.     WRITE THE MAJOR CAUSES OF INDUSTRIAL UN REST IN INDIA.

·         CONTENTS OF THIS LECTURE

·         44 LECTURES ARE THERE IN PLAYLIST OF HRM ON SHASHI AGGARWAL YOU TUBE CHANNEL

·         HERE WE WILL BE DISCUSSING CONCEPT AND SCOPE OF HRM