1. changing work force
2. emerging employment relation
Employability the “New deal”. The employment relationship in which the job is a temporary event and employees are expected to continuously learn skills that will keep them employed in a variety of work activities.
Contingent work:- Any job in which the indi doesn’t have an explicit on implicit contract for long term employment or one in which minimum hours of work can vary in a non-systematic way.
INFORMATION TECHNOLOGY
Communication
· Business ethic
Evolution of HRD, History of HRD
Prof Len Adler 1969
Workers was treated as commodity. Based on sale and supply they used to pay. Job design.
CONCEPT EVOLUTION OF HRD
· Total commodity concept
· Factor of production
· Good will concept – rest room, medical facility
· Paternal concept – manager & leader was considered as father.
· Humanistic concept – psychological, social & economic factor.
· HRM – Human Resource Management
· HRD
Concept of HRD was given Prof Len Nadler 1969.
1st organizational to start the HRD concept – L & T – 1975
1st Government organizational start the HRD concept – BHEL – 1980
HR – skill, attitude, commitment, valve development is positive change.
Humanistic Concept
1. person can do wonders
2. involvement, trust, empower, collaboration.
3. FSFW (Find strength & find work)
4. International concept of need & aspiration
5. Try to encourage to for an indi
HRD concept is investment on the indi (fostering culture – worker should be treated as children of the organization)
Venkateshwar Rao.T
· Acquire and analyze the capability of an indi in present & future.
· Develop the general capability as an indi discover & exploit the inner strengths & weakness.
· Develop an organizational culture is which superior and nibordinate culture will be good.
OBJECTIVES OF HRD
Aims at development
1 – Capabilities of each employee’s as an indi
2 – capabilities of each indi in relation to his on her present role
3 – capabilities of each employee’s in relation to his / her expected future role
4 – the relationship between each employees and his / her employer
5 – Team spirit and functioning in every organizational unit.
6 – collaboration among difference unit of the organization.
7 – the organization over all health and self renewing capabilities organization culture.
Features of HRD
1 – HRD is a system
2 – HRD is a planned process
3 – HRD involves development of competences indi, small group, big group (dept), organization.
4 – HRD is an interdisciplinary approach. Sociology, psychology, anthropology & economics.
5 – HRD improve the quality of life.
PERFORMANCE
3 steps in performance appraisal
1. Identification:- Means determining what area of work the manager should be examining when measuring performance eventually focusing on the performance that effects organization success.
2. Measurement:- Managerial judgement of how good or bad employee performance was.
Management:- Appraisal should be more than a post mortem examination of past events. Criticizing or praising worker for their performance is the preceding year instead it must take a future oriented view of what workers can do to realize their potential.
Features of P.A.
The appraisal system is a systematic process involving 3 steps.
1 – selling a work standard
2 – Assessing employees actual performance relative to this standards.
3 – offering feedback to employees and eliminate deficiency.
Objectives of PA
1 – fulfilling the needs & aspirations of an indi
- compensation benefits on merit basis
- fringe benefits
2 – promotion decisions
3 – training and development programs
4 – feed back
5 – personal developments
Who will appraise?
1. supervisors :- directly concerned with the workers
2. subordinates:-
3. peers:-
4. Selfa:-
5. Use of service – customers
6. consultants:-
Process:
1. Establishing performance standard
2. Communication the standard
3. Measure actual performance
4. Compare actual performance with standards and discuss the appraisal
5. Taking corrective action if necessary.
Methods
1. Indi method
a. confidential report about the indi
b. essay evaluation:- detailed report about the indi
c. critical incident techniques
d. checklist method: Questionnaire type. Answer should be yes or no. specific evaluation
e. Graphic rating scale:- measuring the performance with a graph.
f. behaviorally anchored rating scale:- Blending of graphic rating critical incidence technique.
g. management techniques.
2. Multiple personal evaluation techniques:- a. Ranking method
FUNCTIONS OF HR MANAGER / DEVELOPER:-
1. Role analyst:-
2. HR Planning:- planning present & future need of HR
3. Recruitment:- Searching prospective employees by employer based on the future need recruitment is carried on.
4. Selection:- selecting an indi is based on his qualification, skill, ability, experience
5. Placement: Placing right person for right job
6. Induction & orientation:- Introducing the organization to the indi
Orientation:- Rule, regulation, policies, how organization is working.
7. training:- training the newly joined employed
8. management development:- training given to the executives or management
9. performance appraisal:-
10. carrer planning & development:-
11. organization development:- overall development of the organization in long term basis.
12. compensation: welfare measure according to legislation. Which is monitory. There is also non-monitory.
13. social & cultural program:- Fun officer.
14. workers participations in manangement:-
· Future trend is partnership concept.
· Opportunity for creativity for all which gives a recognition to them.
· Equal treatment for all, ideas will be shared equally.
15. Quality of work life or quality circle:-
16. Employees counseling:
17. Team work:-
· Having a specific role
· Co-operation & co-ordination.
18. Communication policy:-
Communication gap will effect the work force.
19. Greviance mechanism:-
ORGANIZATION CULTURE AND CLIMATE
According to compbell “organization” culture is concerned with how employees perceive the basic character like indi, structure, reward, conflict and considerations organization has a unique and distinct culture of its own. Therefore one organization can be distinguish from other in terms of culture.
FOREHAND CLIMBER has defined organization climate as a set of characteristics that describes an organization.
a. distinguish one organization from other
b. or relatively enduring over a period of time.
c. Influence the behavior of people in the organization.
According to Bowditch and Buono
Organization culture is concerned with the nature of believes and expectations about organization life while climate is an indicator of whether those beliefs expectations are being fulfilled.
Factors (How policy and principle will effect the indi)
· Organization contacts
· Structure formal / structure informal
· Process: overall process. DM communication
· Physical environment: Infrastructure, safety, health measures
· System, valve and norms.
HRD
HRD macro level – people develop for nation over all deep of nation.
Micro level – P.A.OD, MP plan, T &D. OD helps for economic deep of nation.
Training & Development
Steps in training program:
1. discovering or identifying training needs.
· Organization analysis
· Operational analysis
· Manpower analysis
a. Task description analysis
b. Determining training needs.
2. Getting ready for the job.
3. Preparation of the learner
4. Presentation of operation & knowledge
5. Performance layout
6. Follow-up.
Training policy:
Training material:
Methods of training:-
Depends on no. of persons to be trained
· The organization in which they should be trained.
· Object for the before the time to be
Training method:-
1 – Telling method
2 – Showing method
3 – Role playing method
4 – Discussion method
A. Apprentiship training:
B. On the job training
C. Class room training impart theoretical knowledge lecture & trainer- trainees
D. Vestibule training:-
Integration of on the job & off the job training.
E. Collaborative training:-
Theory & practical on the job :- Educational institute, Industrial organization.
F. Promotion training:-
G. Program training:- Programmed text material
H. Sensitivity training:- ‘T’ group on lab training changing attitude & behavioral pattern, weakness, emotions / behavior.
I. Simulation:- Duplication of actual condition vestibule training are of business Eg: Acronatical industry.
Training Evaluation:- Find out the ability of the participants
Why training fails.
HR information System
1. identification
2. other personal info:- a. job inform
3. organization - job families
4. occupation history - competence
5. Salaries & benefits - cooperate culture
6. hours
7. benefits elegibility
8. Performance assessment
9. qualification
10. Training received
11. competences
12. deep plans
13. medical history
14. absents.
Quality of work life
Humanization of work : According to Hersick Maccoby
· principle of security
· principle of equity
· principle of individuation
· principle of democracy.
According to Walton
1. Adequate and faci compensation
2. Safe and healthy working condition
3. Immediate to use and develop human capacity.
4. Opportunity for continued growth and security.
5. Social integration in the working organization.
6. constitutionalization in the work organization.
7. work and total life span.
8. The social clearance of work life.
Job enrichment
MOTIVATION
· Integral part of process of directions
Motive – motives are expressions of person’s needs.
· Motivate indi to achieve organization & indi goals.
· Process in which the indi is given opportunity to satisfy this need by pursuing certain objectives.
Objectives of motivation
Create a condition in which people are willing to work with zeal, initiative & interest, enthusiasm, loyalty, discipline, responsibility.
Factor – need satisfaction
Types of motivation:-
Positive motivation :- increased motive satisfactory
Negative motivation :- decreased motive satisfactory
1. Positive orientative motivation:- Reward - based on
Ilippo:- “Positive motivation is a process of attempt to influence others to do you well through possibility of gain or reward”.
Incentive 4 P – Praise / prestige / promotion pay
· Praise & credit
· Competition
· Participation
· Approach
2. Negative Motivation:- based on force or fear.
· Demotion
· Transfer
· Punishment
· Maladaptive behavior
· Lower production
3. Extrinsic Motivation:- pay, promotion, funge benefits, retirement plans, health insurance scheme, holiday, vacation etc.,
· Economical motivation – money – wage & salary
· Non economic motivation – leave with pay – psyclic rewards, swards of chanced portion.
· Job enlargement
· Job rotation
· Job enrichment
· Job security – participation
· Status & pride – delegation of authority
· Competition – congenial work environment
Job satisfaction
Job satisfaction is the result of various attitudes the employee holds towards his job towards factors.
3 theories
· Herzbergs motivation hygiene theory
· Need fulfillment theory
· Social reference – group theory
Determinants of Job satisfactory
According to Abran A Kowman
1. Organization variables:-
· Occupation level
· Job content
· Considerate leadership
· Pay & promotional opportunity
· Indication and the work group.
2. Personal variable
· Age
· Education
· Sex
Quality circle
Motivational technique group of 4 – 10 employ same department meeting weekly.
COMMUNICATION
Latinword communication – means common.
A process of transmitting ideas a through from one person to another intended for the purpose of creating an understanding in the thanking of the person communication.
Important of communication
Chester Bernard communication as the 1st function of a management.
Function of communication
According to Thayer:-
1. Information function
2. Command or instructive form
3. Persuasion function
4. Integrative function
· Upward function
· Downward function
· Horizontal function
Process of communication
Organization Communication
1. Formal communication official, operation of the organization, oral or written.
2. Informal communication social
Group Dynamics
Types of group:
1. Formal:- 1. command group
2. task group
3. permanent function group
4. temp function group
2. Informal :- 1. interest group
2. friendship group
3. membership group
4. reference group
Primary group
Secondary group
Characteristics
1. membership in the group
2. emergent leadership
3. formal hierarchy
4. group has some activity or task to perfect
5. interaction
6. group norm
7. group co-
8. member satisfaction.
LEADERSHIP
Napolean said that there were never bad solder only bad officer.
Peter F Deucker:- Leadership is the lifting of man’s vision to higher sights, the rairing of man’s performance to a higher standard, the building of mains personality beyond its normal limitation.
Functions of a leader
· achieving organization goals (planning, policy making).
· Expert, repumtature of his group, no to vator.
Approaches
· Traits approaches :-
a. physical qualities
b. moral qualities
c. mental qualities
d. knowledge qualities
e. initiative qualities
· Behavioral:-
a. motivation
b. authority
c. supervision
d. autocratic
e. democratic
f. freerain
· Situational approaches:- “Success is a bastard. It has many father. Failure is orphan nobody own it”.
OB
· OB is concerned with the study of human behavior at work.
· Study & application of knowledge about how people, a indi, group behave in an organization.
According to LUTHANS OB is directly concerned with the understanding, predictor & control of human behavior in organization.
Group Dynamics
Organization group:- “Unity in strength” “united we stand divided we fall”.
Reason for farming group in organization:-
· Security
· Esteem
· Application
· Power
Factors influencing group behavior
· Group norms
· Group cohesion – degree to which the members are attracted to each other.
· Group role
· Inter group behavior
· Inter group conflict
· Group decision making
PERSONALITY THEORIES AND DETERMINANTS OF PERSONALITY
Latin word personal – Mart action role.
· Type theory :- body buil
Psychological character
· Trait:- Indi intelligence , emotion, creativity, personality inventory rating scale
· Psychoanalytic theory: Independent study of indi ice buy & water – conscious - unconscious
· Social learning theory:- Behavior is learnt on modified . permanent change learning – In presence – observing.
· Self theory :- CAL ROGERS Indi subjective express felling
DETERMINANTS OR PERSONALITY
1. Heridity
2. environment
3. family
4. social
5. situation.
MOTIVATION
Kootz and O Donnell
“Motivation is a general term applying to the entire class of chives, wishes and similar forces that induce an vidi or a group of people at work”.
Training & Deep
Michael Armstrong:- “The systematic deep of the knock, skill, attitude require by an indi to perform adequately a given task.
Flippo “ The act of increasing knowledge skill of an employee in doing particular job.
Objectives of T & D
· improving employee performance
· updating employee skill
· avoiding managerial obsolesce
· preparing for promotion and managerial succession.
· Retaining & motivating employee.
· Creating an efficient & effective organization.
Types:- 1. Induction orientation training 2. Refresher training
3. Apprentuship 4. Internship.
Areas of training:-
· Company policies & procedure
· Skill based training
· H.R.training
· Problem solving training
· Managerial & temporary training.
On the Job Training:- Real job enero, actual wore situation, get hands on experience
Potential appraisal
Strength , competency resource various
1. aptitude test
2. achievement test
3. situational test – group discussion
4. Interest test
5. personality test – objective test – subjective
Objectives of potential test
· Promotion
· Prepare employee for advancement
MOTIVATION
Nature of motivation
1. Unending process
2. psychological concept
3. The whole indi is financial
4. Financial or non-financial
5. Frosted man can’t be motivation
6. Motivation can be
7. Motivation & job satisfaction is difference.