Human Resource Management PDF

Unit 1: Introduction to Human Resource Management (HRM) Definition of HRM Human Resources (HR) refers to employees who contribute towards achieving organizational goals. HRM focuses on managing employees to enhance their performance and align with organizational objectives....

Unit 1: Introduction to Human Resource Management (HRM) Definition of HRM Human Resources (HR) refers to employees who contribute towards achieving organizational goals. HRM focuses on managing employees to enhance their performance and align with organizational objectives. Evolution of HR Management 1. Scientific Management (Frederick Taylor): a. Emphasized productivity and task optimization. b. Motivation seen as financial incentives. 2. Human Relations Movement (Elton Mayo): a. Recognized psychological and sociological factors. b. Focused on employee welfare and group dynamics. 3. Contingency Approach: a. Advocates aligning HR strategies with internal and external organizational variables Traditional vs. Strategic HRM Traditional HRM: o Focus on compliance, minimizing costs, and operational roles. Strategic HRM: o Long-term, proactive planning. o Focuses on developing employees and organizational culture Unit 2: Strategy, Culture, and HR Functions Objectives of HRM Attract and retain talent. Enhance productivity and regulatory compliance. Align HR practices with organizational goals. Strategic HRM Aligns recruitment, performance, training, and compensation with business strategy. Requires integration with organizational culture. Organizational Culture Definition: Shared values, beliefs, and practices guiding employee behavior. Transmission: Through rituals, symbols, and narratives. Impact: Influences recruitment, retention, and employee satisfaction. Unit 3: Human Resources Planning HR Planning Objectives Align workforce supply with business demands. Enhance employee motivation and organizational efficiency. Forecasting Methods 1. Quantitative: a. Uses historical data and statistical models (e.g., trend analysis). 2. Qualitative:  a. Relies on expert opinions, such as the Delphi technique. Integration with HR Functions HR planning integrates with recruitment, selection, training, and career development to meet organizational needs. Unit 4: Job Analysis and Design Job Analysis Definition: Systematic study of a job’s tasks, responsibilities, and required competencies. Process: o Define objectives of the analysis. o Identify tasks, required behaviors, and working conditions. o Select methods (e.g., observation, interviews). o Document results. Job Design Focuses on structuring roles to maximize efficiency and employee satisfaction. Includes redesigning roles to address changes in organizational needs. Unit 5: Recruitment, Selection, and Onboarding Recruitment Definition: Activities to attract qualified candidates for a job. Sources:  o Internal: Promotions, transfers. o External: Job portals, universities, recruitment agencies. Selection Definition: Matching organizational needs with candidate characteristics. Tools: o CVs, interviews, aptitude tests, personality tests. Onboarding Definition: Structured process to integrate new employees. Phases: o Welcome: Orientation on company culture. o Training: Job-specific and organizational training. o Evaluation: Feedback on onboarding effectiveness Unit 6: Development, Training, and Learning Training vs. Development Training: o Focus on current job needs. o Short-term, individual-focused. Development: o Prepares employees for future roles. o Long-term, organizational focus Learning Framework 70%: On-the-job experiences. 20%: Feedback and mentoring. 10%: Formal training (e.g., courses, e-learning) Talent Management Identifies high-potential employees for leadership roles. Fosters a culture of continuous learning. Unit 7: Talent and Performance Management Components of Talent Management Performance Measurement: Evaluate individual contributions. Career Planning: Identify succession pathways. Commitment and Communication: Build alignment with organizational goals. Performance Appraisal Systematic and periodic assessment. Criteria include competencies, attitudes, and goal achievement. Aligns employee objectives with strategic goals. Unit 8: Remuneration and Compensation Types of Compensation 1. Fixed Remuneration: Base salary. 2. Variable Compensation: Bonuses and incentives. 3. Non-monetary: Benefits like healthcare and extra leave. 4. Emotional Compensation: Work-life balance initiatives. Factors Affecting Pay Aligning pay with organizational goals, employee performance, and compliance with legal standards. Unit 9: Labor Relations and Dismissals Labor Relations Collective Agreements: o Negotiated at national, sectoral, or company levels. o Define working conditions, wages, and policies. Dismissals Types include voluntary resignation, contract expiration, and individual dismissals. Exit interviews and compliance with labor laws are critical. Unit 10: Employee Engagement and Experience Employer Branding Enhances recruitment and retention. Aligns HR policies with employee expectations. Work-Life Balance Programs Examples include teleworking, wellness initiatives, and milestone celebrations. Organizational Behavior Unit 1: Introduction to OB Definition: Study of individual, group, and organizational behaviors. Key Contributors: Psychology (individuals), Sociology (groups), and Anthropology (culture). Unit 2: Personality and Perception Big Five Traits: Extroversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness. Emotional Intelligence: Ability to manage self and others’ emotions Unit 3: Leadership Styles Behavioral Models: Task vs. People orientation. Unit 4: Team Management Teams have clear goals, complementary roles, and effective communication. Stages of Development: Orientation, Dissatisfaction, Resolution, Production. Unit 5: Conflict Management Conflict Stages: Latent, perceived, manifest, resolution. Management Styles: Avoidance, Competition, Compromise, Collaboration Unit 6: Motivation Theories: o Maslow’s Hierarchy of Needs. o Herzberg’s Two-Factor Theory. o Vroom’s Expectancy Theory.  Drives work intensity, direction, and persistence Unit 7: Change Management Phases of Change: Stagnation, Preparation, Implementation, Consistency, Goal Achievement. Challenges: Resistance, communication gaps Unit 8: Health and Well-being Focus on workplace wellness initiatives for physical and mental health