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Note for Human Resource Management - HRM by Rajesh Khan

  • Human Resource Management - HRM
  • Note
  • Biju Patnaik University of Technology BPUT - BPUT
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HRM NOTE PREPARED BY SIBABRATA MOHANTY, ASST.PROFESSOR B.Tech (Mechanical Engineering) detail Syllabus for Admission Batch 2015-16 5thSemester HUMAN RESOURCE MANAGEMENT (PME5H002) Module I: Concept scope and objectives of HRM. Relationship between HRM and HRD. The challenges for HRM – Environmental, organizational and Individual. Role and functions of HR managers in the changing business scenario. Human Resources Planning – overview, Recruitment – concept, objectives, legal framework regulating recruitment in India, Selection – Objectives and methods, Test and interviews, Induction and orientation, validity and reliability of Tests and interviews. Module II: Career Planning – concept, objectives. Different stages of career and its implications, Methods of Career planning and development, Promotion – types and process, Transfer – types. Separations including lay off and retrenchment. Performance Management – concept and objectives. Performance Appraisal – concept objectives and methods – management by objectives (MBO), Assessment centre, 360 degree feedback. Appraisal errors. Competency mapping – concept, objectives and the process. Module III: Compensation Management – objectives and principles. Wage & salary. Wage concept – minimum wage, Fair wage, living wage. nominal wage and real wage. Components of wages, methods of wage determination, job evaluation – methods wage differentials and its functions. Training and Development – Training need Assessment, Types of Training Programs – on the job and off the job training programs, Evaluation of effectiveness of training programs. Books Recommended 1. Personnel & HRM – P. subha Rao, Himalaya Publishing House. 2. HRM - Text and cases – Aswathappa, THM 3. Managing Human Resources – Gomez, Belkin &Cardy, PHI. HRM – Snell, Bohlander, Vohra – Cengage Publication

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HRM NOTE PREPARED BY SIBABRATA MOHANTY, ASST.PROFESSOR Concept scope and objectives of HRM HRM can be defined as a process of procuring, developing and maintaining competent human resources in the organisation so that the goals of an organisation are achieved in an effective and efficient manner. In short, HRM is an art of managing people at work in such a manner that they give their best to the organisation for achieving its set goals. Objectives: The primary objective of HRM is to ensure the availability of right people for right jobs so as the organisational goals are achieved effectively. This primary objective can further be divided into the following sub-objectives: 1. To help the organisation to attain its goals effectively and efficiently by providing competent and motivated employees. 2. To utilize the available human resources effectively. 3. To increase to the fullest the employee’s job satisfaction and self-actualisation. ADVERTISEMENTS: 4. To develop and maintain the quality of work life (QWL) which makes employment in the organisation a desirable personal and social situation. 5. To help maintain ethical policies and behaviour inside and outside the organisation. 6. To establish and maintain cordial relations between employees and management. 7. To reconcile individual/group goals with organisational goals. Table 1.2: HRM Objectives and Functions:

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HRM NOTE PREPARED BY SIBABRATA MOHANTY, ASST.PROFESSOR Scope: The scope of HRM is, indeed, very vast and wide. It includes all activities starting from manpower planning till employee leaves the organisation. Accordingly, the scope of HRM consists of acquisition, development, maintenance/retention, and control of human resources in the organisation (see figure 1.1). The same forms the subject matter of HRM. As the subsequent pages unfold, all these are discussed, in detail, in seriatim. The National Institute of personnel Management, Calcutta has specified the scope of HRM as follows: 1. The Labour or Personnel Aspect: This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, lay-off and retrenchment, remuneration, incentives, productivity, etc. 2. Welfare Aspect:

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