hrm notes

Unit: 1 conceptsHuman resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organizations workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization.

*CAMAD COLLEGE - BBA -SIXTH SEMESTER

CAMAD COLLEGE - BBA -SIXTH SEMESTER

definitionHRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural and personnel techniques. (Storey,1995).HRM is a managerial perspective which argues the need to establish an integrated series of personnel policies to support organizational strategy. Buchanan and Huczynski, 2004).



Area/components*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Nature of HRMBroader FunctionPeople OrientedAction OrientedDevelopment OrientedContinuous FunctionFuture Oriented *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Objectives of HRM

To help the organization reach its goals. To ensure effective utilization and maximum development of human resources.To ensure respect for human beings. To identify and satisfy the needs of individuals. To ensure reconciliation(consistence) of individual goals with those of the organization. To achieve and maintain high morale among employees.



Objectives of HRMTo provide the organization with well-trained and well-motivated employees. To increase to the fullest the employees job satisfaction and self-actualization. To develop and maintain a quality of work life. To be ethically and socially responsive to the needs of society.



Functions of HRM

Human resource or manpower planning. Recruitment, selection and placement of personnel. Training and development of employees. Appraisal of performance of employees. Taking corrective steps such as transfer from one job to another. Remuneration of employees. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Functions of HRM

Social security and welfare of employees. Setting general and specific management policy for organizational relationship.Collective bargaining, contract negotiation and grievance handling. Staffing the organization. Aiding in the self-development of employees at all levels.



Figure*ManagerialOperativeAdvisoryPlanning, organizing, staffing, directing, controllingEmployment, training and development, remuneration, working condition, motivationAdvice to top management, advice to department headCAMAD COLLEGE - BBA -SIXTH SEMESTER


Differences Between Personnel Management & HRM*CAMAD COLLEGE - BBA -SIXTH SEMESTER

Dimension PM HRM Contract Written contracts Beyond contractsRules Strict with rules and regulationdesire for change and excitement

Behavior normsCustoms & practices Values / mission Managerial task with respect to laborMonitoring Nurturing Key relations Labor management Customer relations


Differences Between Personnel Management & HRM*CAMAD COLLEGE - BBA -SIXTH SEMESTER

Dimension PM HRM Speed of decision SlowFastManagement role Transactional Transformational Job design Division of laborTeamwork Training & development Controlled accessLearning organizationsConflict handling Temporary solutionsManage climate & cultureManagement actionClear rules Need based


Significance/Importance of HRM

Corporate LevelSignificance at Professional LevelSignificance at Social LevelSignificance at National Level



The changing world of work and the changing role of HR Professionals

The Changing Role of the HR Function.Change in Conception from Reactive to Proactive.(acting in advance)The HR Professionals and Demand for HR courses.HR Professionals Have Fun as Well.



HR System EXTERNAL ENVIRONMENT THREATS AND OPPORTUNITIES

INPUT PROCESS OUTPUT INTERNAL ENVIRONMENT STRENGTHEN AND WEAKNESSES FEEDBACK



Changing Role of HRM in Nepalese Organization

HR and boosting productivityHR and responsivenessHR and servicesHR and employee commitmentHR and corporate strategy



Human Resource Management from an International PerspectiveCultural DiversityWorkforce DiversityLanguage DiversityEconomic Diversity*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Ethical Issues in HR



HRM & HRDSome organizations use HRM & HRD interchangeably. HRD is the developmental aspect of HRM. Hence HRD is a part of HRM. HRD deals with the training, management development, career planning & development and organization development.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Role of HR Manager The conscience role reminding the managements of its moral obligations to its employees. The counselor role counselling the employees and offering suggestions to solve the problems of the employees like marital, health, children education etc to enable the employees concentrate on their work. The mediator role settling the disputes between employees and the management by acting as a communication link between them. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


The spokesperson role representing the company to the outside agencies.The problem solver role solving the issues that arise from time to time. The change agent role introducing changes in the existing programmes.

Role of HR Manager *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Qualities of HR ManagerInitiative & resourcefulness Analytical ability Depth of perceptionKnowledge of labor lawsUnderstanding of human behaviorCommunication skillsDiscriminating skillsProfessional attitude



Unit: 2 HR Planning Strategic planning is the basis for human resources planning. The HR manager has to understand the companys strategies and their demand for human resources before carrying out HR planning. For Expansion Strategy, the HR planning needs to concentrate on additional human resources of existing categories. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


For Diversification Strategy, the HR planning needs to concentrate on additional human resources of different categories.

In case of Acquisitions & Mergers, the HR planning has to work on reduction of human resources of managerial positions.

HR Planning *CAMAD COLLEGE - BBA -SIXTH SEMESTER


IMPORTANCE OF HRPIt offsets uncertainty and change.It provides scope for advancement and development of employee through T &D.It facilitates the formulation of budgets in an organization.It helps to plan for the physical facilities and working conditions.It helps to take steps to improve the employee contributions in the form of increased productivity, sales turnover etc.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Steps in the HR ProcessEvaluate present manpower inventoryManpower forecastingDevelop a manpower sourcing plan or retrenchment planManpower allocationBuilding requisite competencies*CAMAD COLLEGE - BBA -SIXTH SEMESTER


HRP IN NEPALPoor tradition of HRPLack of assessment of current human resourceMissing demand forecastMissing supply forecastMismatch of demand and supplyOver staffing and under staffing



HUMAN RESOURCE INFORMATION SYSTEM (HRIS)It is a system designed to supply information required for effective management of human resources in an organization. A Computerized HRIS is designed to monitor, control and influence the movement of people from the time they join the organization till the time they separate from the organization.



HR INVENTORYHuman Resources Inventory is an inventory of skills of human resources currently employed in the organization. It tells management what individual employees can do.

The profile of the human resource inventory can provide information for identifying current or future threats to the organization's ability to perform.

It is necessary for a firm to identify the current capability and skills of their employees.



HR INVENTORYA competency mapping or skill inventory evaluates all aspects of the person with respect to the job role to be performed by the person. It evaluates knowledge, skills, attitude, reflection of attitude that is behavior and possibly values where as skill mapping is restricted to just that skill.



HR INVENTORYSkills can be developed through paid and unpaid work experiences, volunteerism, hobbies, work experiences, and through everyday experience in life.

A skills inventory report shows an employee which skills he or she possesses and at what proficiency level.



Succession planningSuccession planning is nothing more than having a systematic process where managers identify, assess and develop their staff to make sure they are ready to assume key roles within the company.Having this process in place is vital to the success of the organization because the individuals identified in the plan will eventually be responsible for ensuring the company is able to tackle future challenges. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Succession planningThese "high potential" candidates must be carefully selected and then provided training and development that gives them skills and competencies needed for tomorrow's business environment. Another reason its important is because these high potentials will one day become the leaders of the Company. This is why their development needs to incorporate a broad range of learning opportunities in your organization.



Forecasting methodsExpert Forecasts: This includes formal expert surveys, informal decisions and the Delphi technique. Trend Analysis: Manpower needs can be seen through the past practice of the firm or organization keeping the principle year as a basis and a central tendency of measure.



Forecasting methodsWork Load Evaluation: This depends on the nature of the work load in a branch, department, or a division in a firm or organization.Work Force Evaluation: As production and the time duration are to be kept in mind, allotments have to be made for getting the total manpower requirements.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


JOB ANALYSIS, JOB SPECIFICATION AND JOB DESCRIPTIONJob analysis is the systematic study of jobs to identify the observable work activities, tasks, and responsibilities associated with a particular job or group of jobs.Job analysis is primary tool in personnel management. In this method, a personnel manager tries to gather, synthesize and implement the information available regarding the workforce in the concern.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


JA Methods*CAMAD COLLEGE - BBA -SIXTH SEMESTER


PURPOSE OF JA*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Two outcomes of JA*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Process of Job Analysis *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Job Design Job design is defined as the process of deciding on the content of a job in terms of duties and responsibilities of the job holders, on the methods to be used in carrying out the job, in terms of techniques, systems and procedures and on the relationships that should exists between the job holder and his superiors, subordinates and colleagues. Factors affecting job design are organizational factors, environmental factors and behavioral factors. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


To meet the organizational requirements such as higher productivity, operational efficiency, quality of product / service.To satisfy the needs of the individual employees like interests, challenges, achievement etc.To integrate the needs of the individuals with the organizational requirements. Job Design Objectives *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Recruitment Recruitment is defined as a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employee effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Difference between recruitment & selection. Recruitment precedes selection and it is only finding and developing the sources of prospective employees and attracting them to apply for jobs in an organization. Selection is the process of finding out the most suitable candidate to the job out of the candidates attracted i.e. recruited.Determining the number and kind of human resources required is the first step in employment process and is known as HRP. The second step is recruitment and the third step is selection. Recruitment *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Sources of Recruitment *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Internal sources Present employees

Retrenched / retired employees

Empyoee referrals



External sourcesCampus recruitment Private employment agencies / consultantsPublic employment exchangesProfessional organization Data banks Casual applicantsSimilar organizations Trade unions



Why Prefer Internal Sources?Can be used as a technique of motivation Can improve the morale of the employeesSuitability of internal candidates can be judged easier and better.Loyalty, commitment and the sense of belongingness of present employees can be enhanced. Employees physiological needs can be met by providing opportunities for advancement.



Employees economies needs for promotion, higher income can be satisfied.Cost of selection can be minimized. Cost of training and orientation can be reduced.The period of adaptability to the new job can be reduced.The trade unions can be satisfied. Why Prefer Internal Sources?*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Modern Sources of Recruitment Employee referrals Walk-inConsult-inHead hunting Mergers and acquisitions E-recruitment Outsourcing



Recruitment Techniques Recruitment techniques are the means or media by which management contacts prospective employees or provides necessary information or exchanges ideas in order to stimulate them to apply for jobs. Management uses different types of techniques to stimulate internal & external candidates. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Traditional techniques PromotionsTransfersAdvertising

Modern techniquesScouting (searching)Salary and perksESOPs

Recruitment Techniques *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Recruitment process is the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. An ideal recruitment programme is the one that attracts a large number of qualified applicants who will survive the screening process and accept positions when offered. The individuals responsible for the recruitment process must know how many and what type of employees are needed, where and how to look for individuals with the appropriate qualifications and interests, what inducements to use for various types of applicant groups. Recruitment Process *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Recruitment Process *CAMAD COLLEGE - BBA -SIXTH SEMESTER


The recruitment process comprises five interrelated stages:Planning Strategy developmentSearching Screening Evaluation and control Recruitment Process *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Recruitment Process *CAMAD COLLEGE - BBA -SIXTH SEMESTER


SelectionSelection is the process by which an organization chooses from a list of applicants the person or persons who best meet the selection criteria for the position available, considering current environmental conditions.

Identify applicants with highest chance of meeting/exceeding organizations standards of performance.



Selection Ratio = No of applicants hired Total No of applicants

Close to 1:1High Selection RatioSelection *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Significance of Selection ProcessCrucial, complex & continuing functionRight personnel for the right job ensuresEmployee contribution & commitment at optimum level.Congenial Employer Employee relationsRight selection- Employee valuable assetWrong selection- Employee liability to organization.



Steps in Selection Process

Initial or preliminary interview Application blank or blanks.Check of references. Skill / Psychological tests. Employment interview Approval by the manager. Medical examination. Induction or orientation. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


TYPES OF TESTSTypes of testsAptitude TestsAchievement TestsSituational TestsInterest TestsPersonality TestsMulti dimensional Tests



Selection ProcessAptitude TestsMeasures whether the candidate has the capacity or the tatent ability to learn a given job if given adequate training.IQ TestsCapacity for comprehension, reasoning, numbers, memory etc.IQ = Mental Age X 100Actual Age *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Selection ProcessIQ TestsCandidates with high level of IQ can learn thecomplicated issues easily and fast.Easy to train such candidates for new jobs, newassignments, new technology etc.

EQ TestsEmotional involvement and commitment of theemployees determine their contribution to thecompany.EQ = Emotional Age X 100Actual Age *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Selection ProcessSkill TestsUseful to select candidates to performdesign jobs etc.Mechanical Aptitude TestCapacities of spatial visualization,perceptional speed and knowledge ofmechanical matter.For Apprentices,Technicians etc*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Selection ProcessPsychomotor TestsMeasure abilities like manual dexterity,motor ability and eye hand coordination.Useful for selecting workers for repetitive operations like packing, assembly etc.Clerical aptitude testsMeasure ability to do office work. Includes spelling, computation, copying etc.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Selection ProcessAchievement TestsFor experienced candidatesFor measuring specific achievements/accomplishments of candidatesJob knowledge test Testing in the knowledge of the particular job. E.g. A lecturer applied for Accounts asked questions on Balance sheet, Books of accounts etc.Work sample test Portion of the actual work given to the candidate as a test. Above example, the lecturer asked to deliver a lecture on principles of accountancy.



Selection ProcessSituational testsEvaluating the candidate in a similar real lifesituation. Asked either to cope with thesituation or solve critical situations of the job.Group discussion Simulation



Selection ProcessInterest testsAssumption is that there is a high correlation between the interest of a candidate in a job and the success achieved in the job. These tests are inventories of the likes and dislikes of candidates in relation to work, job, hobbies etc.Can find out the area of occupation the candidate is interested. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Selection ProcessPersonality testsTo discover clues to an individuals value system, emotional reaction, maturity etc.Expressed in traits like Self Confidence, Emotional control, Decisiveness, Initiative, Impulsiveness etc.Objective tests- Most personality tests are objective and can be scored objectively.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Selection ProcessPersonality tests

Projective tests Candidates asked to project their interpretation of certain standard stimulus situations based on ambiguous pictures, figures etc.Disadvantages of personality tests Can be faked by sophisticated candidates. To some extent, can be countered by repeating the same question in different parts to measure consistency.



Multi dimensional testsWhether the candidate possesses a variety of skills Ability of the candidate to integrate the multi-skills and apply them on situational requirementAlmost all employees should be able to work in marketing / purchase / finance etcSelection Process *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Final Interview Most essential step in the selection process.Interviewer matches the information obtained about the candidate in the earlier steps to the job requirements through observations during the interview.

Selection Process *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Interview preplanned and structured in advance depending on job requirements.Questions for discussions are structured and experts allotted different areas and questions.Very little room for the interviewers to deviate. Time for interview, panel of interviewers, opening and closing formalities planned in advance and followed strictly. Formal and structured interview



Panel interview A panel of experts interview each candidate, judges the performance individually and prepares consolidated score sheet.Usually adopted for middle level and senior level management staff. Depth interview Candidate examined extensively in core areas of job skills and knowledge.Usually conducted for specialist jobs.Formal and structured interview*CAMAD COLLEGE - BBA -SIXTH SEMESTER


On-line interviewsInformation technology has brought significant development in the selection process and one of the important development is On-line interviews.Selection techniques include On-line applicant search, application submission, On-line tests, internet based recruiting etc.Most global companies follow this practice. Reduces the cost of interview to a large extent.

Formal and structured interview*CAMAD COLLEGE - BBA -SIXTH SEMESTER


selection toolsReferencesInterviewWork historyPhysical ability testsPaper and pencil testBackground and information.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Placement As soon as the candidate reports for duty, the organization has to place him initially in that job for which he is selected.Training is given in related jobs during the period of training / probation. Final placement decided after the training / probation period is over and considering the candidates aptitude and performance during that period.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


PlacementPlacement is the determination of the job to which an accepted candidate is to be assigned and his assignment to that job.It is matching what the supervisor thinks he can do with the job demands and what he offers in the form of pay roll, working environment etc.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


TYPES OF JOBS AND CLASSIFICATIONIndependent jobsSequential jobsPooled jobs*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Problems in placement

Employee expectationsJob expectations / descriptionChange in technologyChanges in organizational structureSocial and psychological factors



How to make placement effective

Job rotation technique of rotating the employee among different jobs in the department / organization enables the employee to satisfy his aptitude for challenging work and finds the match with the job.

Teamwork teamwork allows employees to use their skills, knowledge & abilities more effectively .

Training and development continuous employee training and management development helps the employee to acquire new skills and knowledge based on the redesigned jobs.



Assessment classification modelCollect details about the employee.Construct his/her profile.Which subgroup profile does the individual profile best fit?Compare subgroup profile to job family profiles.Which job family profile does sub group profile best fit?Assign the individual to job family.Assign the individual to specific job after further counseling and assessment.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


unit:3 Developing HRHuman Resource Development (HRD) is the integrated use of training, organizational development, and career development efforts to improve individual, group, and organizational effectiveness.

Human resources are the assets, which do not find a place for mentioning in the balance sheet of company.

But it is one of the most important assets as human resources are a resource of production as well as they are utilizing other resources of production like a material, machines, money etc.



roles of HR in developing resource capacity

Administrative : The administrative role of HR focuses on the paperwork for hiring, training, compensating and engaging employees. This resolves transactional requirements. Example: Typing the offer letter or checking if the documents received meet company requirements.Operational: The operational role of HR focuses on the implementation of the processes of hiring, training, compensating and engaging employees. The operational team only thinks about now and tomorrow (the immediate future). The focus is execution and improvement. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


roles of HR in developing resource capacityStrategy team decides how one determines the future organization requirements; it decides how we can assess properly qualified candidates. It decides how do you assess if a candidate is committed? It decides if you cannot get people from inside, then how you plan to attract other candidates. What happens if you cannot find the right people? What if you start with the wrong people?



Need/ Importance/ Role and Significance of HRD

Growth of organisationDevelopment of work cultureDeveloping potentialitiesGrowth of employees



Induction/ORIENTATION/SOCIALIZATION Induction is the process of receiving and welcoming a new employee and give the basic information to settle down quickly and happily and start the workIntroducing the new employee to the job, job location, other employees, organization, surroundings etcLack of information, lack of knowledge about the requirements of the job, lack of knowledge about the new environment etc disturb new employeesGains more significance as the turnover rate increases among new employees *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Induction/ORIENTATION/SOCIALIZATION*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Steps/ Stages in socialization Process:

Pre-arrival StageEncounter StageMetamorphosis Stage



Steps/ Stages in socialization Process*CAMAD COLLEGE - BBA -SIXTH SEMESTER


MentoringMentoring is a process of developing formal relationships between junior and senior members of the organisation, in certain cases mentoring also takes place between peers.The process of mentoring works both ways i.e. it benefits the parties, the mentor and the mentee.



In summaryMentoring is one-to-one interaction with the employee.Mentoring identifies strengths and areas of improvement and eliminates or minimizes areas of improvement. Mentoring focuses on attitude more than skill. Mentoring is done by an internal employee. Mentoring is conducted for management only.



Empowerment

What motivates people to work? Money may be the primary reason, but beyond a certain limit it fails to. Organizations have been trying out different things to increase the level of motivation of its employees. Employee empowerment is one of them.



EmpowermentEmployee empowerment means that an employee is given a chance to be enterprising, take risks without compromising with the organizational goals, mission and vision. His say in the process of decision making in increased. This can be for one particular individual or for the entire organization. In the latter case it is called participative management.



Leadership Development

Leadership Development is leadership qualities, including communication, ability to motivate others, and management, to an individual who may or may not use the learned skills in a leadership position.A good personal leadership development program should enable you to develop a plan that helps you gain essential leadership skills required for roles across a wide spectrum from a youth environment to the corporate world



Leadership Development

The success of leadership development efforts has been linked to three variables:Individual learner characteristics.The quality and nature of the leadership development program.Genuine support for behavioral change from the leader's supervisor.



Training and Development Training is defined as the organized procedure by which employee learn and improve knowledge and skills for a definite purpose.Training improves, changes and moulds the employees knowledge, skill, behavior, aptitude and attitude towards the requirements of the job & the organization. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Differences between Training & Development


Area Training Development Content

Purpose

Duration

For whom Technical skills and knowledge

Specific job related

Short-term

Mostly technical & non-managerial personnel Managerial & behavioral skills & knowledge Conceptual & general knowledgeLong-term

Mostly for managerial personnel


Importance of Training No organization can get a candidate who exactly matches with the job and the organizational requirements. Hence, training is important to develop the employee and make him suitable to the job. The job & organizational requirements change from time to time with the change in the awareness of TQM, TPM etc. The objectives of TQM can be achieved through training. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Importance of Training Trained employees become a valuable asset to the organizationTraining enhances 4 Cs viz. Competence, Commitment, Creativity & Contribution for the organization. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Benefits of Training to the Organization

Leads to improvement in quality, productivity & profitabilityHelps employee align with organizational goalsImproves job knowledge and skills at all levels of the organizationImproves employee moraleHelps in the preparation of guidelines for work



Benefits of Training to the Organization

Aids in development for promotion from within.Stimulates preventive management as opposed to putting out fires. Helps employees adjust to change.Creates an appropriate climate for growth & communication.Aids in handling conflicts, thereby helping to prevent stress & tension.



Benefits of Training to the Individual

Helps the individual in making better decisions & effective problem solving Aids in achieving self-development and self-confidenceIncreases job satisfaction & recognition Through training & development, motivational variables of recognition, achievement, growth, responsibility and advancement are internalized and operationalizedProvides the trainee an avenue for growth and a say in his futureGrowth and learning happen side by sideHelps eliminate fear in attempting new tasks



Need for Training To match the employee specifications with the job requirements & organizational needs. Basically to mould the employees skill, knowledge, attitude etc in line with the job requirements. Organizational viability and the transformation process the organization viability is continuously influenced by environmental pressure. If the organization does not adapt to the changes in the environment, it will lose its market share. For adapting to the changes, first it has to train the employees.



Need for TrainingTechnological advances adoption of latest technology requires that employees be trained to enrich them in the changing technical skills and knowledge from time to time.Organizational complexity the complex problems of coordination and integration of activities due to diversification and expansion by organizations calls for training the individuals in these skills.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Need for TrainingHuman relations training in human relations is necessary to deal with human problems such as alienation, interpersonal conflicts, inter group conflicts etc.Change in job assignment when an employee is promoted to the higher level, training is necessary. Same is the case when an employee is transferred to a new location on a new job.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Need for TrainingImprovement in performance training is also necessary to increase productivity, improve quality, prevent obsolescence. Improvement in working conditions training plays a vital part in improving organizational climate, improve health and safety. To act as mentor mentoring is a fine art of spreading knowledge & fostering individual growth. Most organizations consider mentoring as a management tool to encourage development of individuals and teams. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Objectives of Training To prepare the employee, both new and old to meet the present as well as the changing requirements of the job and the organizationTo prepare employees for higher level tasksTo build up a second line of competent officers and prepare them to occupy more responsible positionTo broaden the minds of senior managers by providing them with opportunities for an inter change of experience within and out side the organization with the view to correct the narrow outlook that might have arisen over a period and from over specialization *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Objectives of TrainingTo develop the potentialities of people for the next level job

To ensure smooth and efficient working of a departmentTo ensure economical output of required qualityTo promote individual and collective morale, a sense of responsibility, cooperative attitudes & goods relationships *CAMAD COLLEGE - BBA -SIXTH SEMESTER


TNA Training Needs Analysis Training needs = job & organizational requirement employees specifications

Training needs are identified on the basis oforganizational analysis, job analysis &manpower analysis

TNA is a must for planning the trainingprogramme, training methods & the course content



TNA Training Needs AnalysisMethods for assessment of training needsOrganizational requirements / weaknesses Departmental requirements / weaknesses Job specifications & employee specificationsIdentifying specific problems Anticipating future problems / opportunities Observations of behavior Interviews Questionnaire surveysTests / examinations *CAMAD COLLEGE - BBA -SIXTH SEMESTER


TNA Training Needs AnalysisMethods for assessment of training needs

Performance appraisal Exit interviews Quality circles proceedingsCustomer survey / satisfaction dataAttitude survey of individuals Random work sampling of individualsRating scales



Consideration in designing Training programs (training Methods) Training Methods On-the job Off-the job Job rotationCoachingJob instruction(step by step)Committee assignments Vestibule training Role playLecture methodsConference / seminar Programmed instruction *CAMAD COLLEGE - BBA -SIXTH SEMESTER


On the Job Training MethodsIndividual placed on a regular job and taught the skills necessary to perform the job.The trainee learns the job under the supervision and guidance of a qualified worker or instructor.Advantage trainee gets first hand knowledge & experience under actual working conditions .*CAMAD COLLEGE - BBA -SIXTH SEMESTER


On the Job Training MethodsJob Rotation Involves movement of the trainee from onejob to another. The trainee receives jobknowledge and gains experience in eachassignment. Advantage - Trainee able to understand theproblems of employees on other jobs andrespect them. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


On the Job Training MethodsCoaching The trainee is placed under a particular supervisor who functions as a coach in training the individual. The supervisor provides feedback to the trainee on performance and offers suggestions for improvement. Limitation The trainee may not get the freedom or opportunity to express ideas.



On the Job Training MethodsJob InstructionAlso known as step by step training. The trainerinstructs the trainee step by step how to do the job.The trainer simultaneously appraises theperformance of the trainee and correct the traineeas required. Committee AssignmentsGroup of trainees given an organizational problemand asked to solve the problem. It developsteamwork. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


InternshipInternship involves training the colleges or universities pass outs about the practical aspects of their study. This method of training provides a chance to the students to implement the theoretical concepts that they have learnt during their study. Thus it balances the theoretical and practical aspects of the study. Professional likes chartered accountants, BBA, MBAs, company secretaries and doctors are given training through this method.

CAMAD COLLEGE - BBA -SIXTH SEMESTER*


Off the Job Training MethodsTrainee is separated from the job situation and attention focused upon learning the material related to his future job performance.Trainee can place his entire concentration on learning rather than learning and doing simultaneously.Trainees get opportunities to express their ideas.Organizations now use information technology and multimedia technology in training.



Off the Job Training MethodsVestibule Training Actual work conditions are simulated in a class room. Equipment, materials, files, documents etc used in actual job performance are used in training. The duration ranges from days to a few weeks.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Off the Job Training MethodsRole Playing It is defined as a method of human interaction thatinvolves realistic behavior in imaginary situations.The participants play the role of certain characterssuch as the Production Manger, Superintendents,Maintenance Engineers, Quality ControlInspectors, Foremen, Workmen etc. This methodis mainly used for developing interpersonalrelations. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Off the Job Training MethodsLecture Method Also known as classroom method, it is a traditionaland direct method of instruction.The instructor organizes the material and deliversa talk to a group of trainees. To be effective, thelecturer must motivate and create interest amongthe trainees. Advantages it is direct and can be used for a large groupof trainees. Saves time & cost.Disadvantage does not provide for transfer of trainingeffectively. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Off the Job Training MethodsConference / Discussion / SeminarInvolves a group of people who pose ideas, examine and share facts, ideas & data, testassumptions & draw conclusions, all of whichcontribute to the improvement of job performance.Advantages discussion involves two way communication and hence immediate feedback isprovided. Participants feel free to speak and hencethey come out with their best. Good leaders canmake a success out of this method.



Off the Job Training MethodsProgrammed InstructionThe subject matter to be learned is presented in aseries of carefully planned sequential units. Theseunits are arranged from simple to more complexlevels of instruction. The trainee goes throughthese units by answering questions or filling theblanks. Disadvantage this method is expensive and timeconsuming. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Management developmentManagement development is any attempt to improve managerial performance by imparting knowledge, changing attitudes or increasing skills. - G. Dessler MD is a more future oriented, and more concerned with education, than is employee training, or assisting a person to become a better performer. - DeCenzo and Robbins*CAMAD COLLEGE - BBA -SIXTH SEMESTER


MD program tries to enhanceJob skillsLevel of motivation and confidenceOpportunity to move up in the hierarchyLevel of job performance/rewardsTeam work, mentoring and empowermentManagerial decision making and implementation.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Method of management and leadership developmentA. on the job method:CoachingUnder study AssignmentJob rotationCommittee Assignment



Method of management and leadership developmentB. off the job method:Sensitivity trainingBusiness or management gamesSpecial coursesRole playingConferenceAction learningCase study



Training Procedure *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Training Procedure Preparing the instructorPreparing the traineeGetting ready to teachPresenting the operationTry out the trainees performanceFollow up



Advantages of Training Increased productivity Improvement in qualityHeightened employee moraleReduced supervisionReduced accidentsIncreased organizational stability *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Evaluation of Training Programme Evaluation of training programme can be defined as the attempt to obtain information on the effectiveness of training programme, the effects on performance and to assess the value of training in the light of that information.The basis of evaluation and the mode of collecting the information necessary for evaluation should be determined at the planning stage.Evaluation leads to controlling & correcting the training programme. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Five Levels of Evaluation Reaction Trainees reactions immediately at the end of the programme on usefulness, subject coverage, depth of content, presentation methods, teaching methods etc.Learning Evaluation is on the basis of quantity of content learned, time in which it is learned and the learners ability to use or apply the content learned.Job Behavior Evaluation includes the manner and extent to which the trainee has applied his learning to the job.



Five Levels of EvaluationOrganization Evaluation measures the use of training, learning and change in the job behavior in the form of increased productivity, improved quality, morale, sales turnover etc.Ultimate value It is the measurement of the ultimate result of the contributions of the training programme to the company goals like survival, growth, profitability etc and to the individual goals like personality development etc. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Methods of Training Evaluation Test-retest methodPre-post performance methodExperimental-control group methodTime series analysis methodStructured interview method



Unit: 4 Performance Appraisal

Performance appraisal helps the employee & the management to assess the level of employees performance compared to the standard / pre-determined levels.Performance appraisal is a very essential element in any organization to understand & improve the employees performance.Performance appraisal used as a basis to decide promotions, increments, transfer etc.Performance appraisal is used as the basis for employee development. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Meaning & Definition Performance appraisal is a method of evaluating the behavior & performance of employees in the workplace.It includes both the qualitative & quantitative aspects of performance. It indicates how well the employee is fulfilling the demands of the job.Performance should not be confused with effort. Performance is always measured in terms of results.Performance appraisal is the systematic description of an employees job-relevant strengths and weaknesses.Performance Appraisal *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Meaning & Definition The basic purpose is to find out how well the employee is performing the job and establish a plan of improvement.Appraisals are arranged periodically according to a definite planPerformance appraisal is not job evaluation. It refers to how well someone is doing the assigned job. Job evaluation determines how much a job is worth to the organization and , therefore, what range of pay should be assigned to the jobPerformance appraisal is a continuous process in large scale organizations. Performance Appraisal *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Role of HR in a firm competitivenessProductivity and competitiveness of an enterprises is dependent upon performance of the HR.Improve qualityReduces costAbility to respond quickly to cut ocststo innovateTo entry new market



Regularity of attendance Ability to work with othersLeadership style & abilitiesInitiative Technical skillAbility to grasp new thingsReasoning abilityOriginality & resourcefulness Integrity capability to assume responsibility Knowledge of systems & procedures Quality of suggestions offered for improvement Contents of Performance Appraisal *CAMAD COLLEGE - BBA -SIXTH SEMESTER


360 Performance Appraisal The appraiser is any person who has knowledge about job content, the contents to be appraised and is capable of determining what is more important & what is relatively less important. The appraiser is connected to the appraisee in some way and can observe the employee while performing the job. The typical appraisers in 360 Performance Appraisal are employees themselves (self appraisal), supervisors in the same department, supervisors in other departments, subordinates, peers, users of service & consultants. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Supervisors the supervisors include superiors of the employee, other superiors having knowledge about the work of the employee and department head/manager. The normal practice in most organizations is that immediate superiors appraise the performance which in turn is reviewed by the department head / manager. 360 Performance Appraisal *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Peers peer appraisal may be reliable if the work group is stable over a reasonably long period of time and performs tasks that require interaction.Subordinates in organization where the relationships between superiors & subordinates are cordial, the concept of superiors rated by subordinates is practiced.

360 Performance Appraisal *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Self appraisal employees appraise their own performance when they are able to understand the objectives their expected to achieve & standards by which they are to be evaluated. Users / customers in service organizations, employee performance relating to behavior, promptness, speed, accuracy etc can be evaluated by the users or customers.360 Performance Appraisal *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Consultants sometimes consultants may be engaged for appraisal when employees or employers do not trust supervisor appraisal & the management does not trust self appraisal & other form of appraisal. The consultants are trained and they observe the employees at work for a sufficiently long period of time.

360 Performance Appraisal *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Methods of Performance Appraisal Traditional methodsGraphic rating scales Ranking methodPaired comparison method Forced distribution methodChecklist methodCritical incident method Essay or free form appraisalGroup appraisal Confidential reports



Modern methods Behaviorally anchored rating scalesAssessment centreHuman resources accountingManagement by objectivesPsychological appraisals

Methods of Performance Appraisal *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Graphic rating scales Comparing individual performance to an absolute standard. Judgments about performance are recorded on a scale. Oldest & widely used.Also known as linear rating scale or simple rating scale.Appraisers given printed forms which contain the various objectives, the qualities to be rated like analytical ability, creative ability, initiative, leadership qualities, emotional stability etc in case of managerial personnel. Traditional Methods of Performance Appraisal *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Traditional Methods of Performance AppraisalGraphic rating scalesThe qualities in respect of workmen could be quantity and quality of work, job knowledge, attitude, dependability, initiative etc. The rating scale used could be continuous rating scale or discontinuous rating scale. In continuous scale, the points are in a particular order. For e.g 0 to 5 i.e. 0,1,2,3,4,5 where 5 is the highest.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Graphic rating scalesIn discontinuous scale, the appraiser assigns the points against each quality or character. The points given by the rater to each character are added up to find out the overall performance. The employees are then ranked on the basis of the total points assigned to them. Traditional Methods of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Ranking methodThe employees are ranked from best to worst on some characteristics. The rater first finds the employee with the highest performance & employees with the lowest performance. The rater then selects the next highest and next lowest and so on until all the employees in that group are rated. Relatively easy and inexpensive but reliability and validity open to doubt. Another limitation is the size of the difference between the various ranks is not well defined.

Traditional Methods of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Paired comparison methodThe appraiser ranks the employees by comparing one employee with all other employee in the group, one at a time.Each employee is assigned a capital letter like A,B,C,etc & one separate sheet used for each employee. For each plotted pair, write the letter of the employee who has done a superior overall job and assign a certain percentage of the total positive evaluation. If a department has two outstanding employees and six average employees and if this method is correctly used, the two employees will get a much higher percentage of positive comparison than the other six. Number of comparisons = N (N-1) / 2. For large number of employees, it is time consuming.Traditional Methods of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Forced Distribution methodThe rater after assigning the points to the performance of each employee distributes his ratings in a pattern to conform to normal frequency distribution.This method is developed to prevent the raters from rating too high or too low. This method eliminates central tendency & leniency biases. Main drawback is the assumption that all groups of employees will have the same distribution of excellent, average & poor performers Employees are placed in certain ranked categories but not rank within the categories. Traditional Methods of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Checklist methodThree types simple checklist, weighted checklist, forced choice method.Simple checklist - The checklist consists of a large number of statements concerning employee behavior.Rater checks to indicate if the behavior is positive or negative to each statement. The performance is rated on the basis of number of positive checks.



Checklist methodWeighted checklist it involves weighting different items in the checklist to indicate that some statements are more important than others. Usually the weights are not given to the supervisors who appraise but are computed and tabulated by someone else, may be the HR person. The performance ratings are multiplied by the weights of the statements and then added up. Expensive to design and may consume more time Traditional Methods of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


5. Checklist methodForced choice method large number of statements in groups are prepared. Each group consists of four descriptive statements out of which two are most descriptive i.e. favorable and two are least descriptive i.e. unfavorable. The actual weightage of statements are kept secret. The appraiser asked to select one statement that mostly describes employee behavior and one statement from the unfavorable statements. Eliminates or greatly reduces the raters personal bias. Raters not properly trained will find difficult to choose among statements. Traditional Methods of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


6. Critical incident method The supervisor continuously records the critical incidents of the employee performance or behavior relating to all characteristics, both positive & negative in a specially designed notebook. The supervisor rates the performance on the basis of notes taken. This method is more objective than subjective & hence helps in reducing the bias in evaluation. One drawback is the critical incident may not be defined in the same manner by all raters. Sometimes the employee might have done something critically good and excellent but the supervisor may not have been present and hence not recorded. Traditional Methods of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Essay or free form appraisalThe manager writes a short essay describing the employees performance during the rating period. Emphasis is on evaluation of overall performance based on the strengths & weaknesses of the employees. Time involved is more. Not amenable for evaluation and analysis. The writing skills different for different evaluators.



Group appraisal Employee appraised by a group consisting of the immediate supervisor, supervisors in other departments having close contact with the employees work, the HOD and consultants. The group may use one or more of the earlier methods. The group compares the actual performance with standards, finds out the deviations, discusses the reasons for the same, suggests ways for improvement, prepares action plans. The group also studies the need for change in the job analysis and standards and recommends necessary changes. Traditional Methods of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Confidential reports A traditional method is to assess the performance confidentially. The superior appraises the performance based on observations, judgement & intuitions. The employee is not informed about the report. Not in use these days. Traditional Methods of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Modern Methods of Performance AppraisalBARS Behaviorally Anchored Rating Scales.It combines the techniques employed in the critical incident method & weighted checklist rating scales. It involves 5 steps.Step 1: Collect critical incidents People withknowledge of the job describe specific examplesof effective & ineffective behavior related to jobperformance. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Modern Methods of Performance AppraisalBARS Behaviorally Anchored Rating ScalesStep -2: Identify performance dimensions Thecritical incidents are broken into a small set of keyperformance dimensions. Some of the performancedimensions are technical competence, handlingcustomer relationship, meeting day-to-day deadlines.While developing varying levels of performance foreach dimension (anchors), specific examples ofbehavior should be used which could later be scaledin terms of good, average, below average etc.



BARS Behaviorally Anchored Rating ScalesStep 3 : Reclassification of incidents Another groupof people having knowledge about the job reclassifythe critical incidents. They are given the definition ofjob dimension and told to assign each critical incidentto the dimension that it best describes. Incidents forwhich the agreement is below 75% are discarded asbeing too subjective. Modern Methods of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


BARS Behaviorally Anchored Rating ScalesStep 4: Assigning scale values to the incidents Each incidents is then rated on a one-to-nine scale with respectivehow well it represents performance on the appropriatedimension. A rating of one represents ineffective performance& the rating of nine indicates very effective performance. Thesecond group of participants usually assigns the scale values.Means & standard deviations are calculated for the scalevalues to each incidents. Incidents that have standarddeviations of 1.5 or less are retained.

Modern Methods of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


BARS Behaviorally Anchored Rating ScalesStep 5: Producing the final instrument About sixor seven incidents for each performance dimensionare used as behavioral anchors. The final BARSinstrument consists of a series of vertical scales(one for each dimension) anchored or measured bythe final incidents. Each incident is positioned on thescale according to its mean value. Modern Methods of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Assessment Centre The assessment of several individuals is done by various experts by using various techniques like in basket, role plays, case studies, simulation etc.Human Resources Accounting It deals with the cost vs contribution of human resources to the organization. The cost includes the cost of hiring, training & development & the wages & benefits given. The contribution is the money value of employee service measured by labor productivity, value addition etc. The performance is positive if the contribution exceeds the cost and can be measured in terms of percentage excess. Modern Methods of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Management by objectives MBO is a process where by the superior &subordinate jointly identify common goals,define each individuals areas of responsibilityin terms of results expected and then use thismeasure for assessing the contribution. MBOfocuses attention on goals that are tangible,verifiable & measurable.Modern Methods of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Psychological Appraisal It consists of in-depth interviews, psychological tests, discussions with the employee, discussions with the superiors, subordinates & peers and reviews of other evaluation.

Evaluation is conducted in the areas of intellectual abilities, emotional stability, motivational responses, reasoning & analytical abilities, interpretation & judgment skills, sociability, ability to foresee the future.

Modern Methods of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Enables management to make effective decisionsand / or correct the earlier decisions relating to the HRMissues like HR planning, fixation of salary & benefits,placement/placement adjustment decisions, identification oftraining needs, career planning & development etc.

HR planning - Helps to evaluate the existing plans, job analysis, information system etc. Performance improvement Performance feedback helps the employee to improve the performance & for self development. Human relations - It improves superior subordinate relations through close interaction. Uses of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Compensation adjustments Many organizations base their pay increases & bonuses upon merit which is determine through performance appraisals Placement decisions Promotions, transfers, demotions are based on performance. Training & development needs Poor performance may indicate the need for retraining. Good performance may indicate untapped potential that should be developed.Uses of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Uses of Performance AppraisalCareer planning & development Performance feedback guides career decisions about specific career paths.Staffing process deficiencies Good or bad performance may indicate the strengths or weaknesses in the HR departments staffing procedures.Job design errors Sometimes, poor performance may be an indication of ill conceived job designs and may need immediate diagnosis.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Uses of Performance AppraisalEEO Accurate performance appraisals takes care that internal placement decisions are not discriminatoryEmployee counseling Sometime, the performance may be influenced by the external environment such as family, health, finance etc. When uncovered through performance appraisals, the HR department can provide assistance in the form of counseling the employee and find solutions to the problems.*CAMAD COLLEGE - BBA -SIXTH SEMESTER


Limitations & Problems of Performance AppraisalRating biases: Includes the following.Halo effect tendency to depend excessively on the rating of one trait. Error of central tendency some raters play safe by rating around the middle point of the rating scale. Leniency and strictness some raters may be liberal & assign higher rates consistently. Some raters the opposite. Personal prejudice if a rater dislikes any employee, the rating may be at the lower end. The recency effect the rater may remember the recent actions of the employee at the time of rating & rate on that basis. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Failure of the superiors in conducting performance appraisal & post performance appraisal interviews. Negative rating affect interpersonal relations & industrial relations. Feedback & post appraisal interview may have a setback on production. Supervisors often confused due to many objectives of performance appraisal.Absence of inter-rater reliability

Limitations & Problems of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


How to minimize the problems of performanceAppraisal?By convening an open meeting with the appraisees to discuss the performance of all employees before, during and after performance review discussions. By encouraging everyone to comment on each others achievements and areas requiring improvement.The appraiser should tell the truth & reality behind the curtains to his subordinates. By conducting counselling meetings with the appraisees to appraise them of the reasons for their performance & its consequences.

Limitations & Problems of Performance Appraisal*CAMAD COLLEGE - BBA -SIXTH SEMESTER


EMERGING CONCEPTS AND ISSUES IN PAUse of technology to appraisal performanceUse of ongoing feedback in PE



EMERGING ISSUES IN PASelf managed teamDealing with problemsLegal and Ethical issuesWho should evaluate performance?Low appraiser motivationEvaluate too many employeesConflict between HR and line managersCAMAD COLLEGE - BBA -SIXTH SEMESTER*


Career Planning & Development Meaning & definition Career pertains to all the jobs that are held during ones working life.A career is a sequence of separate but related work activities that provides continuity, order & meaning in a persons life. A career is defined as an individually perceived sequence of attitudes & behaviors associated with work related experiences and activities over the span of a persons life.A career path is the sequential pattern of jobs that form a career.Career goals are the future positions one strives for as a part of a career.



Career planning is the process by which one selects career goals & the path to these goals. Career development comprise the personal improvements one undertakes to achieve a personal career plan. Career management is the process of designing an implementing goals, plans and strategies to enable the organization to satisfy employee needs while allowing individuals to achieve their career goals.

Career Planning & Development *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Some examples of career planning practices Promote from within whenever possible Employ personal employee intranet sitesDesign career & training paths for key competencies Identify & develop key character traits in managersDeploy career rotation as a tool to communicate a global cultureHold managers accountable as gatekeepers of employee career path planning. Career Planning & Development *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Need for career planning To attract competent persons and to retain them in the organization.To provide suitable promotional opportunities.To enable the employees to develop and make them ready to meet future challenges.To increase the utilization of managerial reserves within an organization.To correct employee placement.To reduce employee dissatisfaction and turnover.To improve motivation and morale. Career Planning & Development *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Career Development Actions Job performance: Employee must prove that his performance on the job is to the level of standards established, if he wants career progress. Exposure : Employees desire for career progress should expose their skills, knowledge, qualifications, achievements, performance etc to those who take the decision about career progress. *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Resignations : Employees may resign the present job in the organization, if they find that career opportunities elsewhere are better than those of the present organization. Change the job : Employees who put organizational loyalty above career loyalty may change the job in the same organization if they find that career opportunities in other jobs in the same organization are better than those in the present job.Career guidance : Counselling provides information, advice & encouragement to switch over to another career or organization, where career opportunities are better.

Career Development Actions *CAMAD COLLEGE - BBA -SIXTH SEMESTER


Unit: 5 CompensationThe terms wages /salary/compensation are often used as synonyms.The term wage is usually associated with contractual employee whose pay is calculated according to the number of hours worked/units produced.The word compensation applies to the remuneration that is paid for a fixed period and does not depend upon the number of hours worked.It is associated with the white collar worker. Certain theories were propounded for determination of wages but these could not stand the test of time.



compensationCompensation refers to all forms of financial return and tengible services and benefits that employees of an organization receive as pert of the employment relationship.Employees sell their skills and ideas in order to fulfill their primary needs, and employers hire them to achieve their organizational goals.



Compensation structure

A) Intrinsic rewardsB) Extrinsic rewards (Type)Indirect compensationIndirect compensation



Pay determination process (compensation program me)

Performing Job AnalysisConducting payAnalysis of organizational problemsPreparation of pay structureFraming pay administration rulesImplementation of wages and salaries



Job evaluation methods

A) Non-analytical methodsRanking methodJob classification (grading method)B) Analytical methodsPoint (rating)methodFactor comparison methods



Factors affecting wages or compensation in Nepal

1) Productivity of workers2) Ability to pay3) Government4) Labor union5) Cost of living6) Demand and supply of labor



Minimum Wages

The minimum amount of compensation an employee must receive for performing labor. Minimum wages are typically established by contract or legislation by the government. As such, it is illegal to pay an employee less than the minimum wage.Wage rate established by collective bargaining or by government regulation, specifying the lowest rate at which workers may be employed. A legal minimum wage is one mandated by government for all workers in an economy, with few exceptions. CAMAD COLLEGE - BBA -SIXTH SEMESTER*


Incentive systemCAMAD COLLEGE - BBA -SIXTH SEMESTER*


Types of incentives plan

Types of incentives planIndividual pay planGroup pay planOrganizational pay plan



Current trends in compensation

Competency and skills based payBroad banding: (collapsing into few level)The New Pay: (both together)



Emerging issues in Compensation

The issues of comparableThe issue of secrecyThe issue of inflation and salary compressionThe issue of pay reviewsThe issue of employee participation



Pay practices in Nepal

Government organizationsPrivate sector organizationPrivate banks and financial institutionsNon- Government organizations



Employee benefit &serviceIn addition to a salary, employees may receive a range of benefits and services from their employers. Benefits and services may vary depending on the employee's position or seniority, but most employees of a company will generally share the same basic benefits package. Benefits and services packages also differ among companies.



Retirement programmeRetirement pensions are usually in the form of a guaranteed life annuity, which insures against the risk of longevity.The different types of pensions are:Employment-based pensions (retirement plans). Social and state pensions.Disability pensions.



Retirement benefitsRetired government officials are provided with retirement and pension benefits in order to ensure a regular income and a secure future. These financial benefits result in a feeling of independence as they assure a decent standard of life after retirement.CAMAD COLLEGE - BBA -SIXTH SEMESTER*


Executive compensationThe process of selecting and hiring senior executives capable of motivating people and leading a company to its goal can be challenging. With concerned investors closely monitoring company performance, todays businesses are under tremendous pressure to retain qualified executives once they hire them. Executive Compensation is negotiated between the potential executive and the employer. CAMAD COLLEGE - BBA -SIXTH SEMESTER*


Social welfareThe well-being of the entire society. Social welfare is not the same as standard of living but is more concerned with the quality of life that includes factors such as the quality of the environment (air, soil, water), level of crime, extent of drug abuse, availability of essential social services, as well as religious and spiritual aspects of life.



Incentive compensationIncentive compensation can be defined as a practice of compensating employees based on their performance and their ability to meet their organizations performance goals.Additionally, an incentive compensation plan is said to be well-designed, if it makes each department or individual focus on and administer proper control over its field of activities.



Unit:6 Occupational health &safetyOccupational health should aims at: The promotion and maintenance of the highest degree of physical, Mental and social well-being of workers in all occupations, The prevention amongst workers of departures from health caused by their working conditions,Protection of workers in their employment from risks resulting from factors adverse to health.



OHAS Provision

Daily cleaning of enterprises with germicidal medicines.Arrangement of supplying fresh air and light with good temperature for good working condition.Arrangement for removal and disposal for solid wastages.Arrangement for prevention of accumulation of dusts, fume, vapor and other impurity materials.One should concerns with the spacing and height of working condition.Plenty of water supply in case of hazards occurrence, extinguishing fire, washing and cleaning purpose.Arrangement of separate toilets for male /female at convenience place.Declaration of no smoking zone.Compulsion for health check up for everyone.



Common Hazards

Industrial injuriesIndustrial accidentsMechanical and chemical hazardsBiological hazards Psychosocial hazards etc.



Emerging issues in OHAS

Physical working conditionsSick building syndromeErgonomics (work management)Engineering of work equipments and materialsCumulative trauma and repetitive stress ( disorder)Accident rate and individualsCAMAD COLLEGE - BBA -SIXTH SEMESTER*


EMERGING PRACTICESHas the OSH Act Worked?Workplace violence : an emerging safety issueEthical issues in OSH programsInternational health issuesInternational safety issuesCAMAD COLLEGE - BBA -SIXTH SEMESTER*


Unit: 8 Change, before change changes you !!Rich Human Resource Turns the Poor Country into Rich Country, but not vice-versa.HR creates a distinctive competency to an Organization Be part of It.Competition! Competition!! Meet it Through Enriching Your HR !! , Not by any other Means!!!



Industrial /labor relationshipDale Yoder: Whole field of relationship that exists because of the necessary collaboration of men and women in the employment process of an industry.

ILO: Relationship between the state and the employers and workers organizations or the relations between the occupational organizations themselves.



Objectives of IRCongenial Labour-Management RelationsEnhance Economic Status of EmployeesReduce Industrial ConflictsSocialize IndustriesParticipative Decision-Making Solve Problems through NegotiationsIndustrial Democracy



Approaches to IRPsychological ApproachSociological ApproachHuman Relations ApproachNon-Violence , Truth and Trusteeship



Actors of HR



Why Trade Unions?

To Provide Economic SecurityTo Improve Bargaining PowerTo Ventilate workers GrievancesTo Satisfy Workers Social needsTo Secure Power to Employees



Employee AssociationEmployers join what are called employer associations/employer federations/trade associations.Like trade unions, employer associations are made up of businesses and employers and who all pay annual fees for their benefits.CAMAD COLLEGE - BBA -SIXTH SEMESTER*


Employer associations and the GovernmentThey want the government to control things such as inflation, law and order, health and safety, and education for the workforce.Lower taxes.More freedom for businesses.Fair competition.Good transport infrastructure.Access to overseas markets.Reliable source of power.



Causes of industrial disputeAn industrial dispute is basically a difference between employer and employees. The causes of industrial dispute can be broadly classified into two categories: economic and non-economic causes.The economic causes will include issues relating to compensation like wages, bonus, allowances, and conditions for work, working hours, leave and holidays without pay, unjust layoffs and retrenchments. The non-economic factors will include victimization of workers, sympathetic strikes, political factors, indiscipline etc.



Ways to avoid labor disputesHigher wagesBetter benefitsBetter working conditionIncreased job securityMeet regularly with union representativesBe fair , but dont away the farm.



OUTPLACEMENTProfessional coac

hrm notes

Documents

semestercamad college

remuneration of employees

welfare of employees

selfdevelopment of employees

motivated employees

employees job satisfaction

personnel management

employment management