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HUMAN RESOURCE MANAGEMNT UNIT Versatile Business School, Egmore, Chennai - 600 008 SYLLABUS  UNIT I Introduction- Meaning- scope- objective- functions- policies & roles and importance of Human Resource Management- Interaction with other functional areas-HRM &HRD a comparative analysis- Human Resource Management practices in India Versatile Business School, Egmore, Chennai - 600 008 DEFINITION  According to Edwin Flippo, "Personnel Management is the planning, organising, directing and controlling of the development, integration procurement, compensation, and maintenance of people for the purpose of contributing to organizational, individual and social goals" Versatile Business School, Egmore, Chennai - 600 008 SCOPE OF HUMAN RESOURCE MANAGEMENT  HRM in Personnel Management  HRM in Employee Welfare  HRM in Industrial Relations SCOPE OF HRM Versatile Business School, Egmore, Chennai - 600 008 HRM IN PERSONNEL MANAGEMENT  Manpower planning  Hiring (recruitment and selection)  Training and development  Induction and orientation  Transfer  Promotion  Compensation  Layoff and retrenchment Versatile Business School, Egmore, Chennai - 600 008 HRM IN PERSONNEL MANAGEMENT  Employee productivity  Performance appraisal  Developing new skills  Disbursement of wages  Incentives, allowances  Traveling policies and procedures  Other related courses of actions Versatile Business School, Egmore, Chennai - 600 008 HRM IN EMPLOYEE WELFARE  Working conditions and amenities at workplace  Safety services, health services, welfare funds, social security and medical services  Safety officers  Eliminating workplace hazards,  Support by top management,  Job safety, Versatile Business School, Egmore, Chennai - 600 008 HRM IN EMPLOYEE WELFARE  Safeguarding machinery,  Cleanliness, proper ventilation and lighting,  Sanitation,  Medical care,  Sickness benefits, employment injury benefits,  Maternity benefits,  Unemployment benefits and family benefits Versatile Business School, Egmore, Chennai - 600 008 HRM IN INDUSTRIAL RELATIONS  Addressing grievances and settling disputes  Maintain peace and harmony in the organization  Maintaining work relations Versatile Business School, Egmore, Chennai - 600 008 FEATURES OF HRM  As part of Management Discipline: Draws heavily from management concept, principles, and techniques  As a Process: Planning, organizing, directing and controlling  As a continuous process: Requires a constant alertness and awareness of human resources  Directed towards Achievement of Objectives: Concerned with people in the organization both present and potential  Universal Existence: Relevant to all functional areas of business Versatile Business School, Egmore, Chennai - 600 008 CONDITIONS FOR THE SUCCESS OF COLLECTIVE BARGAINING  Constructive consultation between the trade union and the management is possible only when the bargaining power of two parties is relatively equal and is exercised with responsibility and discrimination  The willing acceptance by the management to recognize representative union for this purpose  Both the parties must have mutual confidence, good faith and a desire to make collective bargaining machinery a success  Unions must understand the economic implication of collective bargaining and realize that union demand must be met from the income and resource of the organization  The process of bargaining should be free from unfair practices Versatile Business School, Egmore, Chennai - 600 008 CONDITIONS FOR THE SUCCESS OF COLLECTIVE BARGAINING  Both the parties should represent the rights and responsibilities of each other  The parties involved in collective bargaining should be prepared to give away something in order to gain something  Both the parties to collective bargaining should observe and follow the term and condition of previous agreement that are reached  Collective bargaining being a continuous process, can be effective only with the successful implementation of previous agreement Versatile Business School, Egmore, Chennai - 600 008 CONDITIONS FOR THE SUCCESS OF COLLECTIVE BARGAINING  Any lapse on the part of any party concerned show its effect on the present process  The representatives of both the parties should fully understand and be clear about the problem and their implications  The workers can make effective use of collective bargaining process to achieve participation management and good working conditions Versatile Business School, Egmore, Chennai - 600 008 FUNCTIONS OF COLLECTIVE BARGAINING  Increase the economic strength of employees and management  Establish uniform conditions of employment  Secure a prompt and fair equalization of grievance  Lay down fair rates of wages and other norms of working conditions  Achieve an efficient functioning of the organization  Promote the stability and prosperity of the company  It provides a method of the regulation of the conditions of employment of those who are directly concerned about them  It provides a solution to the problem of sickness in the industry and ensures oldage pension benefits and other fringe benefits  It ensure that the management is conducted by rules rather then by random decisions Versatile Business School, Egmore, Chennai - 600 008 STAGES OF COLLECTIVE BARGAINING Prenegotiation Phase The selection of Negotiators The Strategy of Bargaining The Tactics of Bargaining The Contract Versatile Business School, Egmore, Chennai - 600 008  Problems faced during collective bargaining  Problems with unions  Problems from government  Legal problems  Political interference  Attitude of management Versatile Business School, Egmore, Chennai - 600 008 HR AUDIT  An audit is an examination and verification of accounts and records  HR audit refers to an examination and evaluation of polices, procedures and practices to determine the effectiveness and efficiency of HRM  The measurement of the effectiveness of the human resource management’s mission, objectives, strategies, policies, procedures, programmes and activities Versatile Business School, Egmore, Chennai - 600 008  Objectives of HR audit  To review the whole system of management programmes in which a management develops, allocates and supervises human resources in an organization with a view of determining the effectiveness of these programme  To seek explanations and information, that is, to get answer to such questions as “why did it happen?’ and “ what happened”  To evaluate and extent to which line managers have implemented the policies which have already been initiated  According to Gray “ the primary purpose of personnel audit is to know how the various units are functioning and how they have been able to meet the policies and guidelines which were agreed upon; and to assist the rest of the organization by identifying the gap between objectives and result for the end product of an evaluation should be to formulate plans for corrections or adjustment Versatile Business School, Egmore, Chennai - 600 008 PROCESS OF HR AUDIT Scope Approaches Human Resource Functions Managerial Compliance Comparison Outside Authority Statistical Employee Satisfaction Corporate Strategy Human Resource Research Evaluation Report Compliance MBO Versatile Business School, Egmore, Chennai - 600 008 COUNSELLING FOR EFFECTIVE HRD • Employees face a variety of uncertainties, issues and problems both at the work and the family In fact these problem are multi faceted involving economic, social, psychological and religious consideration • Counselling is one of the efficient intervention to find out work and family related employee problems that affect the work negatively • Counselling is the process of helping other persons to find out and act upon a solution to their problem anxieties, uncertainties and issues • The person conducting counselling is called counsellor and the person being counselled is called counsellee or client Versatile Business School, Egmore, Chennai - 600 008 CONCEPT OF COUNSELLING • Counsellor is mostly concerned with the client rather than the problem • The counsellor helps the counsellee to identify his own problem and develop his own solution rather than imposing his solution • Counselling can assist the employee to resolve difficulties in a supportive and professional setting • Counselling is confidential and private • Counselling can assist the employee to understand the problem, its impact and to develop strategies to cope with it • Counselling can result in quicker and less stressful resolution of the problem with less disruption to the workplace Versatile Business School, Egmore, Chennai - 600 008 • Counselling is provided for work and personal issues – Stress – Change – Conflict – Career planning – Communication – Shock – Depression – Relationship issues – Family problem – Gambling – Sorrow and pain – Anxiety – Drug and alcohol problem – Work satisfaction Versatile Business School, Egmore, Chennai - 600 008 • Process of counselling – Identifying the needs for counselling – Communicating effectively – Managing the counselling interview • Setting up the interview • Creating the right interview opportunity • Starting the interview • Encouraging the people to talk • Reaching the core problem • Discovering when to ask and what to ask • Exploring the feelings • Solving the underlying problem • Develop and provide the solution – Controlling emotions – Follow-up Versatile Business School, Egmore, Chennai - 600 008   Factors that has an impact in the workplace  Restructuring and organizational change  Conflict  Work related stress  Career transition  Staff morale What constitute counselling  Telling  Advising  Manipulating  counselling Versatile Business School, Egmore, Chennai - 600 008  Counselling in organization  Career counselling  Performances counselling  Idleness counselling  Corrective counselling  Grievance counselling Versatile Business School, Egmore, Chennai - 600 008

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