UNIT 1

CHAPTER 1 Strategic Role of HRM

LEARNING I learn about In a management context, the word strategy has now replaced the more traditional term long-term planning to denote a specific pattern of decisions and actions Features of Strategic Human Resource Management Global HR managers develop and work through integrated global human resource management system similar to one they experience domestically Global HR needs /Issues: Managing Cultural Change Legal issues in recruitment etc Performance appraisals focus Compensation parity with locals /global /India Structures ( Horizontal vs Vertical ) Grades /designations ( Few , non hierarchy ) Short term Vs Long term posting Govt regulations on Visa etc International Unions

2 HR Planning

From this chapter I learnt : Planning is very important to our everyday activities. Planning is a process that has to be commenced form somewhere and completed for a purpose. It involves gathering information that would enable managers and supervisors make sound decisions. The information obtained is also utilized to make better actions for achieving the objectives of the Organization. There are many factors that have to look into when deciding for an HR Planning program. Poor HR Planning and lack of it in the Organization may result in huge costs and financial loses. It may result in staff posts taking long to be filled.

The most important reason why HR Planning should be managed and implemented is the costs involved.

3 Job Design and Job Evaluation

Job design decides the content of a job such as (i) duties and responsibilities (ii) methods of performing jobs (iii) techniques, systems and procedures of work (iv) relationships between employees, superiors, subordinates and colleagues. Job design balances job requirements with human attributes. It organizes the components of the job and encourages interaction among the employees. Job design attempts to provide job satisfaction to the employees and ensures higher productivity and better variety of work to the organization. So it is clear that job design is very important to determine the contents of a job. Job evaluation analyzes and assesses the jobs systematically to find out their relative worth in a organization. Job evaluation is conducted on the basis of their contents and is arranged important-wise. This helps to prepare wage differentials among different jobs. Job evaluation is an exercise to rank jobs and not job holders. Job evaluation has wide scope and it is used globally. It is relevant to all jobs and organizations. Job evaluation is done before the appointment of employees. In this I learnt about: Process of choosing from a group of applicants , using different selection tools Selection process (against a vacancy) Significance of selection Choice of selection tests Quality of tests Types of validity Importance of measuring behavioral skills Importance of psychometric testing Personality is concerned with a person's preferred way of behaving, thinking and feeling . Type of Trait i.e. 16 PF, Big5, MBIT, Thomas profiling

1. Selection Process: Psychometric Testing

2. Induction

Induction is a systematic and planned introduction of employees to their jobs, their co-workers and the organization, business and its culture . It is also called as Orientation. The purpose of Induction is basically to ensure that new employee performs at optimum potential level thru Induction Process Induction fresher ( Graduates ) Induction (experienced people) Levels of Induction/Responsibility ORGANISATIONAL DEPARTMENT ROLE It is the process for ensuring that the future human resource requirements of the organization are identified and plans are made for satisfying those requirements Reduce dependence on external recruitment when key skills are in short supply by formulating retention as well as employee development strategies.

3. Manpower Planning

4. Competency based HRM

Competency is related to the demonstrated behaviour at a workplace which results in success. Iceberg model for understanding Competencies Capability refers to the hidden power of knowledge , skills , motivation and personality traits that one posses . Competency refers to Observable behaviour displayed to get superior results ; what people actually do in order to meet their objectives (eg describing the benefits of a product persuasively which is evidence of persuasiveness trait Types of competency Behavioural competencies Technical or functional competencies The ORCE Process

5. Recruiting

Is the process of attracting the suitable talents , in sufficient numbers , within a given time frame , to apply for the jobs with the organization . Factors governing recruitment INTERNAL EXTERNAL HRD aims at helping people to acquire competencies required to perform all their functions effectively while meeting business goals. HRD can be a platform for organizational transformation, a mechanism for continuous organizational and individual renewal and a vehicle for global knowledge transferManagement Development is concerned with developing Managers to carry out the activities effectively. Why Management Development Change of technology , work design , organization structure Mergers and acquisition Entering new markets or services Responding to identified weaknesses and poor organizational performance Developing Managers to create future business Models Link to Succession Planning Anticipate management needs Review firms management skills inventory Create replacement charts Begin management development Training is the formal systematic modification of knowledge/skills and behavior through learning which occurs as a result of education , instruction ,development and planned experience Development is referred to when training is focused to some new skill or for developing a person to next role. Process of Training IDENTIFYING TRAINING AND LEARNING NEEDS Training Methods

1. HRD an overview

2. Management Development

3. Training and Development

4. Planning and Employee retention strategies

Is the planned succession of jobs worked out by a firm to develop its employees? Retention is factor of Challenging roles & Goals Clear career path Developmental plans and job rotations Good postings Market linked compensation Long term stake in the company ESOPs and long term retention bonuses

1.Assessment centers

I got knowledge about what exactly is assessment center. Assessment centers are wellintegrated sets of tests, exercises, simulations and instruments which are designed to cover all aspects of a group of dimensions (personality qualities or competencies) so as to provide as valid picture of participants. Some of assessment tools are: role plays, Personality questionnaires, Group Exercise, Analysis Presentation Exercises etc.
The balanced scorecard focuses on the measures that drive the employee performance. The balanced scorecard provides a list of measures that balance the organizations internal and process measures with results, achievements and financial measures. MBO is a method whereby managers and employees define objectives for every department, project, and person and use them to monitor subsequent performance. All forms of pay or rewards going to employee in return for their services (employment) with the company . It can be monetary or non monetary and includes statuary benefits Performance appraisal serves over a dozen different organizational purposes: Providing feedback to employees about their performance Determining who gets promoted Facilitating layoff or downsizing decisions Encouraging performance improvement Motivating superior performance Setting and measuring goals Counseling poor performers Determining compensation changes Encouraging coaching and mentoring Supporting manpower planning or succession planning Determining individual training. Performance management can be done by Graphic Rating Scale Method, Alternation Ranking Method, Paired Comparison Method, Forced Distribution Method etc.

2.Balance Score Card and MBO

3.Compensation

4.Performance Management