Professional Documents
Culture Documents
Unit - 1: 1. Meaning of HRM
Unit - 1: 1. Meaning of HRM
1. Meaning of HRM:
2. Scope of HRM:
4. EEO indicates:
6. Affirmative action:
Affirmative action is an HR policy which ensures equal employment
opportunities and focuses on groups and minorities who tend to suffer from
job discrimination.
The goal of affirmative action is to form fair access to employment
opportunities and to create a qualified workforce regardless of employee's
background.
7. HR Audit:
The HR Audit is the process of evaluating the performance of Human
Resource Department and its activities undertaken, and the policies
followed towards the accomplishment of organizational goals.
8. Types of HR Audit:
Time Span
Conduct
i) Internal Audits
ii) External Audits
Objective
i) Compliance Audit
ii) Best Practices Audit
iii) Strategic Audit
iv) Job Specific Audit
UNIT – 2
1. Human resource planning (HRP):
Human resource planning is the process of identifying the correct person for the job
that has to be done at the right time and at the right cost.
2. Selection tests:
The selection tests aim at measuring such skills and abilities in a worker
that are decided by job analysis to be essential for successful job
performance.
A test is an instrument designed to measure selected psychological factors.
3. Need of HRP:
Replacement of Persons
Labour Turnover
Expansion Plans
Technological Changes
Assessing Future Requirements
Selection is defined as the process of choosing the right candidates for the
vacant positions.
Selection is called as a negative process with its elimination or rejection of as
many candidates as possible for identifying the right candidate for the
position.
6. Recruitment:
8. Induction:
9. Socialisation:
It refers to process of making the new employees get acquainted to the new
environment of the organization.
This reduces the anxiety of the new hires and allows them to adjust with the
other existing employees in the company.
Preliminary learning
Organisational learning
Learning to function in the work group
Learning how to perform the job
Personal learning
3. Self development:
According to Stewart, “ Self development is defined as individuals improving
their knowledge, skills and abilities through their own self directed efforts”
5. Resistance to training:
Resistance is a big hurdle for many trainers and instructional designers.
Resistance is a term applied by trainers in context of reluctance of employees to
learn new ideas, concepts and patterns. ( refer pdf )
6. Types of training:
Induction training
Competency-based training
Knowledge training
Skills training
Cross functional training
Team training
Creativity training
Diversity training
7. Difference between training and development:
UNIT - 4
1. Reward:
Reward is an incentive plan to reinforce the desirable behavior of workers or
employers and in return for their service to the organization.
Rewards can be monetary in the form of salary or non monetary in the form of
awards for some special services to the company or simply giving an
employee a work which he enjoys doing.
2. Real wage:
The term real wages refers to wages that have been adjusted for inflation, or,
equivalently, wages in terms of the amount of goods and services that can be
bought.
This term is used in contrast to nominal wages or unadjusted wages.
3. Mentoring:
4. Motivation
The word Motivation derives from the Latin word “Movere”. The Latin word
“Movere” means “To move”, “To drive” or “To drive forward” etc.
7. Compensation plan:
Flippo (1984) defined compensation as the adequate and equitable
remuneration of personnel for their contributions to the organizational
objectives.
Foulkes and Livernash (1989) defined compensation as the payment of
wages and salaries including incentive, bonus payments, and benefits to
employees in exchange of work.
8. Job satisfaction:
Job satisfaction refers to a person’s feeling of satisfaction on the job,
which acts as a motivation to work.
It is not the self-satisfaction, happiness or self-contentment but the
satisfaction on the job.
9. Employee engagement:
Employee engagement describes the level of enthusiasm and dedication a
worker feels toward their job.
Employee engagement can be critical to a company's success, given its links
to job satisfaction and employee morale.
2. Job change:
A job change refers to a situation where you are leaving one company and
beginning to work for another.
The term is a popular one in business and also has application in other
fields, from healthcare to human resources to sales.
3. Grievance:
According to J.M. Jucius, “A grievance is any discontent or dissatisfaction
whether expressed or not, whether valid or not, arising out of anything
connected with the company which an employee thinks, believes or even
feels to be unfair, unjust or inequitable”.
4. Demotion:
A demotion is a compulsory reduction in an employee's rank or job title within
the organizational hierarchy of a company, public service department, or other
body.
A demotion may also lead to the loss of other privileges associated with a
more senior rank and/or a reduction in salary or benefits.
5. Purposes of promotion:
The main purposes of promotion are:
7. Controlling:
9. Features of grievance:
A grievance refers to any form of discontent or dissatisfaction with any aspect
of the organization.
The dissatisfaction must arise out of employment and not due to personal or
family problems.
The discontent can arise out of real or imaginary reasons. When employees
feel that injustice has been done to them, they have a grievance. The reason
for such a feeling may be valid or invalid, legitimate or irrational, justifiable or
ridiculous.
some form.