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CAIIB-General Bank Management-HRM - Module B
CAIIB-General Bank Management-HRM - Module B
CAIIB-General Bank Management-HRM - Module B
ManagementHRM- Module B
Presentation by
Dr. P Balachandran
dran@ vsnl. net
22.11.2008
IMPORTANT AREAS
HRM OBJECTIVES
ASPECTS OF HUMAN DEVELOPMENT
HUMAN BEHAVIOUR AT WORK
MOTIVATION
ROLE CLARITY
EMPLOYEE FEEDBACK
PERFORMANCE APPRAISAL
ROLE OF I.T. IN HRM
HUMAN DEVELOPMENT
SELF DEVELOPMENT
LOCUS OF CONTROL
TRANSACTIONAL ANALYSIS
JOHARI WINDOW
EMOTIONAL INTELLIGENCE
LOCUS OF CONTROL
MEANING
EXTERNAL
INTERNAL
RELEVANCE IN HRD
TA
PIONEER IS ERIC BERNE
FAMOUS WORDS
I AM OK YOU ARE OK
TRANSACTIONAL ANALYSIS
DIMENSIONS
RELEVANCE/ USAGE IN BANKS
JOHARI WINDOW
KNOWN TO
SELF
NOT KNOWN
TO SELF
KNOWN TO
OTHERS
ARENA
BLIND
NOT KNOWN
TO OTHERS
CLOSED
DARK
EMOTIONAL INTELLIENGE
SELF AWARENESS
SELF REGULATION
MOTIVATION
EMPATHY
SOCIAL SKILLS
ALL NECESSARY FOR SUCCESS IN THE
WORK AREA.
MUCH MORE IMPORTANT THAN IQ- IS ONE
VIEW
INDIVIDUAL DIFFERENCES
TRAIT THEORY
BRAIN USAGE
GENDER BIAS
BEHAVIOUR IS INFLUENCES BY
ENVIRONMENTAL FACTOR
ECONOMIC, SOCIAL, POLITICAL
PERSONAL FACTORS
AGE, SEX, EDUCATION, ABILITIES , MARITAL
STATUS, NO. OF DEPENDENTS
ORGANISATIONAL FACTORS
PHYSICAL FACILITIES, ORGNL. STRUCTURE,
LEADERSHIP, COMPENSATION, REWARDS
.NEXT SLIDE-CONTD.
BEHAVIOUR IS INFLUENCES BY
(CONTINUED)
PSYCHOLOGICAL FACTORSPERSONALITY,
PERCEPTION,
ATTITUTDES,
VALUES ,
LEARNING ETC.
TYPES OF PERSONALITY
TYPE A
WORKAHOLIC
TIME URGENCY
GO GETTER,INSENSITIVE
TYPE B
PLACID,
HUMANE
LONG TERM SUCCESS
BRAIN USAGE
LEFT HEMISPHERE
LOGICAL
THINKING
WORKING
RIGHT HEMISPHERE
EMOTION
ART
MUSIC
RELAXAION.
STRESS CONTROL
MOTIVATIONAL THEORIES
ABRAHAM MASLOW HUMAN NEEDS
PHYSIOLOGICAL
SAFETY
SOCIAL
SELF ESTEEM
SELF ACTUALISATION
MOTIVATIONAL FACTORS
HERZBERG
MOTIVATIONAL FACTORS- FACTORS
CREATES HIGHLY MOTIVATING
SITUATION, ABSENCE DOESNOT
CAUSE DISSATISFACTION.
HYGEINE/MAINTENANCE-FACTORS
THAT DO NOT LEAD TO MOTIVATION,
BUT ABSENCE CAUSE SERIOUS
DISSATISFACTION. LEADING TO
LOWER PRODUCTIVITY
MOTIVATIONAL FACTORS
RECOGNITION
ADVANCEMENT
RESPONSIBILITY
ACHIEVEMENT
POSSIBLE GROWTH
WORK ITSELF
MAINTENANCE/HYGIENE
FACTORS
COMPAY POLICY AND ADMN.
TECHNICAL SUPERVISION
INTERPERSONAL RELATIONS WITH
SUBORDINATES/SUPERIORS/PEERS
SALARY/JOB SECURITY/STATUS
PERSONAL LIFE/WORKING
CONDITIONS
ROLE
STAGNATION
AMBIGUITY
EROSION
OVERLOAD
INADEQUACY
CONFLICT
ISOLATION
EMPLOYEE FEEDBACK
CLIMATE SURVEY
COMPENSATION
360 DEGREE FEEDBACK- NEW
METHOD IN THE INDUSTRY
PERFORMACE APPRAISAL
CONFIDENTIAL VS. OPEN REPORTS
GIVING OF FEED BACK NEED AND
WAYS
MBO-MANAGEMENT BY OBJECTIVE
COUNSELLING
ASSESSMENT CENTRES
KNOWLEDGE MANAGEMENT
IMPORTANCE OF TECHNOLOGY
TO ASSESS TRAINING NEEDS
DATA BASE
RESEARCH
E LEARNING