HRiday: HR interest Group

Indian Institute of management Kozhikode

HUMAN RESOURCES
MANAGEMENT
2016
HRiday: Preparatory Material Set 1
 Hello PGP-20ers,

This is prepared by the HR interest group HRiday @IIM Kozhikode. The

material will help you to gain insights in the field of HR from a

managerial perspective. We believe that this will help you by giving an

introduction to what you will learn in your curriculum at IIM Kozhikode.

All PGP-20ers are expected to go through the material.

Regards,

HRiday

PGP-19

The HR interest group of IIM Kozhikode

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ABOUT HRIDAY

About HRiday

HRiday is the HR Interest group at IIM Kozhikode, came into existence

owing to the keen interest of students in the field of Human Resources.

The objective of this group is knowledge sharing, industry interaction

and promoting the field of HR. As the name suggests, HRiday wants to

convey the message that the Human Resource function is like the heart

of every organization. HRiday conducts weekly sessions on a gamut of

HR related topics – from balanced score card to predictors of success

in the software industry to models of competency mapping. Faculty,

members of the industry and students alike participate in these

sessions. HRiday takes care of the Annual HR Summit and all related

co-curricular activities in campus under the directives of the Area Head.

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LEARNING METHODOLOGY @ IIM K

Learning Methodology @ IIM K

HR related courses form a major part of your curriculum in your first

year of PGDM – and carries heavy weight age in terms of Credit points.

Classroom
Lectures &
activities

Learning HRidayinterest
Case analysis with a group activities
and discussion managerial with PGP 19 &
perspective PGP 20

Guest Lectures

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LEARNING METHODOLOGY @ IIM K

Curriculum:

 Your curriculum will require you to go through case studies, often

spanning over 20 pages.

 Application of theoretical frameworks to work and related

scenarios is imperative in the study of human resources and

organizational behavior.

To get essence of HRM, please go through the following basic concepts

of HRM:

Human resource happens to be one of the most important

functions of the organizations. This section will introduce some of the

major functions which they perform. They are mentioned as under-

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LEARNING METHODOLOGY @ IIM K

Manpower
planning

Job analysis and

Trade Unions
Job description

Human
resource
management
Training and
Compensation
Development

Performance Recruitment and

Appraisal Staffing

Manpower Planning: Human resource department forecasts the

number people needed in the various department across the business.

This planning depends on several factors like-

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 Number of people leaving the organization

 Technology changes

 The growth in the business

 The current productivity level of the workers etc.

Job Analysis and Job description: Job analysis involve evaluating the

requirements for a job like- the skill set, duties, responsibilities and the

environment in which the job need to be performed. Putting down the

job analysis in words is known as job description. Before recruiting any

person in the organization, the Job analysis is done and the description

is prepared.

Compensation: They decide the compensation of a particular job role,

which also requires benchmarking the wages the salary paid in other

organization.

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Recruitment and staffing: Recruitment is selecting the right candidates

for the organization. Staffing means assigning relevant jobs to the

recruited people.

Performance Appraisal: Once the employee starts working for an

organization, on a regular basis HR has to measure their performance

and thereby decide action plan for each employee. Performance

appraisal is carried out by taking the comments about the work of the

employee from his/her manager. The participation of the HR in the one

on one performance appraisal interactions between the employee and

the manager is to ensure fair and transparent proceedings.

Training and Development: All the trainings and development plans in

an organization are carried out by the HR department. For e.g. - A job

requires some additional skill set. Then the HR helps the employee by

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LEARNING METHODOLOGY @ IIM K

organizing training for them. This not only helps in the development of

the employee as a whole but also improves their efficiency.

Managing Trade Unions: In the companies which have a

manufacturing unit, then one of the major functions of the HR is to

manage the “Trade Unions”. This is considered to be one of the most

difficult tasks. Trade unions are essentially the voice of the labor. Trade

union makes it a point that the labor gets all the due benefits and good

working conditions in the factory. HR department makes sure that

labor gets heard and their demands are taken care of.

These are just some of the major functions which HR performs. There

are a lot more things. For e.g. HR actually implements the policies of

the organization. One such example can be the leave policy. HR keeps

the record of all the employees who are associated with the

organization. Now technology has been a big enabler to do all these

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LEARNING METHODOLOGY @ IIM K

things with great ease. The ERP (Enterprise Resource planning) system

is extensively used by HR department to take care of some the

processes concerning employees. In some organization you can even

find an IT- HR department which takes care all these.

Whenever a new employee becomes a part of the organization then

they are taken through an “Orientation program” by the HR. This

program makes sure to make the person aware of the organization

rules and policies and at the same time ensure that they gel with the

team well. HR manages the employee life cycle in the organization.

They plan career development path of the employee. HR ensures that

the employees are motivated, and also organize ice breaking events to

ensure that the employees remain enthusiastic and energetic. Various

outings and team lunches are also organized on a regular basis for the

team building purpose.

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Apart from the above mentioned functions HR is now emerging as the

“Strategic Business Partner”. Human resource is the biggest asset

which an organization has. If they are used in the right way then they

can become a “Competitive Advantage” which is very difficult to

replicate. Southwest Airlines is the epitome of it.

 Personality:

Personality is defined as the relatively enduring pattern of thoughts,

emotions, and behaviors that characterize a person, along with the

psychological processes behind those characteristics. Given below are

the two main frameworks that help in evaluating the personality of a

person - – the Big Five Model and Myers-Briggs Type Indicator (MBTI).

These frameworks are useful in finding out the personality of a person

and categorize similar/ different personalities, find out traits required

for a certain job and the right person for a job.

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A) The Big Five Model/ OCEAN model

As per this framework a personality is evaluated on the basis of five

traits –

Agreeableness would be effective in jobs requiring cooperation and

helpfulness while extroversion would be effective in a sales role.

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B) Myers-Briggs Type Indicator (MBTI)

• It is based on Swiss psychiatrist Carl Jung’s personality theory and

helps in identifying an individual’s preferences for perceiving the

environment and obtaining/processing information.

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Thus we have sixteen combinations/types and each type tends to be

drawn toward specific industries, jobs, and vocations. For example,

accountants would generally be of the type ISTJ.

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Individual Behavior: MARS Model:

 Employee Motivation: Internal forces that affect a person’s

voluntary choice of behavior

 direction

 intensity

 persistence

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 Employee Ability:

 Natural aptitudes and learned capabilities required to

successfully complete a task

 Competencies-personal characteristics that lead to superior

performance

 Person-job matching

– selecting

– developing

– redesigning

 Role Perceptions

 Beliefs about what behavior is required to achieve the desired

results:

– understanding what tasks to perform

– understanding relative importance of tasks

– understanding preferred behaviors to accomplish tasks

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 Situational Factors

 Environmental conditions beyond the individual’s short-term

control that constrain or facilitate behavior

– time

– people

– budget

– work facilities

For Further learning:

– http://cb.hbsp.harvard.edu/cb/product/R0807G-PDF-ENG

– http://cb.hbsp.harvard.edu/cb/product/R1309D-PDF-ENG

– http://www.inderscience.com/info/inarticle.php?artid=55411

– https://www.youtube.com/watch?v=6WtIYpsclLM

– https://www.youtube.com/watch?v=kAA_gK8jzX0

– https://www.youtube.com/watch?v=rVyJXnZEp2A

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Hope you went through the material properly. Thank you! In case of

any queries please feel free to contact hriday@iimk.ac.in

Team HRiday

Aman | Himalay |N.C.Praveen |Udit

HRiday: HR interest Group

Indian Institute of management Kozhikode

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