Effective People and Diversity Management Quiz

People Management Study Material

• Semester: I
• Course: B.Com
• Course Objectives: The course provides an enhanced understanding of people management in an organisational context and current trends.
• Syllabus: Divides into modules covering Overview of People Management, Diversity Management, Talent Management, Training and Development, and Compensation and Reward Systems.

Module 1: Overview of People Management

• Concepts of People Management: Includes features, significance, difference between people management and human resource management, impact of individual and organisational factors on people management, and the role and competencies of a people manager.
• Importance of People Management: Enhances employee productivity, fosters a positive work environment, reduces employee turnover, and supports strategic goals.
• Components of People Management: The 5 Cs - Create, Understand, Communicate, Collaborate, Confront.
• Features of People Management: includes Talent Acquisition and Recruitment, Employee Onboarding and Orientation, Training and Development, Performance Management, Employee Engagement and Motivation, Compensation and Benefit Management, Employee Relations and Conflict Resolution, Effective Conflict Management, Workplace Culture and Environment, Promoting Diversity and Inclusion, Compliance and Ethical Management, Change Management, Technology and Automation in HR.
• Impact of Individual Factors: Skills and competencies, motivation and engagement, attitudes and behaviour, experience and background.
• Impact of Organizational Factors: Organizational culture, structure, policies, resources, strategic goals.

Module 2: Diversity Management

• Introduction: Today's workplaces are increasingly diverse, recognizing the benefits of diversity for organizations.
• Concept of Diversity Management: A strategic approach to creating and maintaining a diverse workplace that values individual differences.
• Dimensions of Workforce Diversity: Includes race and ethnicity, gender, age, cultural background, physical abilities, sexual orientation, and socioeconomic status.
• Positive and Negative Effects of Workforce Diversity: Positive effects include: improved productivity, increased creativity, faster problem-solving, and better decision-making. Negative effects include: unresolved conflicts, poor communication, over-reliance on individual performance, and resistance to change.
• Steps for Recruiting and Retaining Diverse Workforce: Includes meaning & definition of recruitment, recruiting diverse workforce and and retaining diverse workforce, and the role of technology in handling workforce diversity.
• Best Practices in Achieving Workforce Diversity: This involves understanding and managing diversity dimensions through inclusive culture creation, recognizing the value of diversity, ensuring equitable opportunities, and implementing diverse programs & strategies.

Module 3: Talent Management: An Overview

• Concepts of Talent Management: Includes objectives, role of talent management in building sustainable competitive advantage to a firm.
• Key Processes of Talent Management: Identifying talent needs, recruitment and attraction, onboarding and integration, performance management, development and training, succession planning, retention and engagement.
• Critical Success Factors to create Talent Management: Support from management, creating an open environment, matching work and talent, tools for talent insights, focus on strengths and motivation, providing tools for line managers.
• Talent Management Model (3.4.1): Steps including planning, attracting, developing, & retaining.
• Talent Pipeline Strategy: Building a continuous stream of qualified candidates.

Module 4: Training and Development and Performance Appraisal

• Talent Optimization: Strategic approach to maximizing talent potential.
• Training and Development: Defines training, its importance, and methods (Traditional: On-the-job training, Classroom training, apprenticeship; Modern: E-learning, webinars/ virtual classrooms, simulation training, blended learning, mobile learning).
• Performance Appraisal: Includes uses (human resource planning, training & development, recruitment and selection, compensation), objectives (salary increase, promotion, training and development), and methods (ranking, paired comparisons, grading, forced distribution, forced choice, checklist, critical incident, graphic rating scale, essay).
• Barriers to Effective Appraisal: Faulty assumptions (misbelief in objective appraisal, overreliance on systems, preference for personal opinions, misconception about feedback); psychological blocks (feelings of insecurity, perception of appraisal as a burden, excessive modesty); technical pitfalls (criterion problems, distortions).

Module 5: Compensation and Reward System

• Overview of Compensation: Determining monetary compensation rates is a crucial aspect of HRM.
• Compensation and Wage Administration: Covers attracting talent, retaining employees, motivating performance, cost management, and strategies.
• Rewards and Recognition Systems: Methods for motivating employees beyond pay (e.g., financial incentives, competence-based pay, skill-based pay, profit-sharing, gain-sharing, stock options).
• Principles of Wage Fixation: This includes considerations such as labour productivity, business capacity to afford increases, overall economic ability to absorb increases, supply and demand for labor, prevailing market rates, fair wage, and living wage.
• Basis of Employee Promotion: Often combines merit, seniority, and other factors (e.g., project success, teamwork).
• Exit Management: Includes processes like addressing resignation, automating offboarding, preparing checklists, ensuring knowledge transfer, & communicating departure.