Welcome to

Presentation on
Module B- HRM,CAIIB

P Bala Chandran
pbalachandran@iibf.org.in
8.5.2010


How to prepare for exam?
Is it mere reading of the module?

Is it through by mere memorizing?

Is it through application of theory to to actual
situations in banks and branches?


IMPORTANT AREAS
HRM OBJECTIVES
ASPECTS OF HUMAN DEVELOPMENT
HUMAN BEHAVIOUR AT WORK
MOTIVATION
ROLE CLARITY
EMPLOYEE FEEDBACK
PERFORMANCE APPRAISAL
ROLE OF I.T. IN HRM

HRM OBJECTIVES-

ROLE
CORPORATE STRATEGIES
ORGANISATIONS THAT HAVE WORLD CLASS
AMBITIONS WILL NEED TO NURTURE
KNOWLEDGE WORKERS
MD, GLAXO
ALL CORPORATE STRENGTHS ARE
DEPENDENT ON AND CENTRED AROUND
HUMAN RESOURCES
CEO, GODREJ SOAPS
HUMAN DEVELOPMENT
TRAINING NEED ANALYSIS
ROLE ANALYSIS
ATTITUDINAL DEVELOPMENT
CAREER PATH
SELF DEVELOPMENT
SELF DEVELOPMENT
LOCUS OF CONTROL
TRANSACTIONAL ANALYSIS(TA)
JOHARI WINDOW
EMOTIONAL INTELLIGENCE
LOCUS OF CONTROL

MEANING
EXTERNAL
INTERNAL
RELEVANCE IN HRD
T A
PIONEER IS ERIC BERNE
FAMOUS WORDS
I AM OK YOU ARE OK
TRANSACTIONAL ANALYSIS
DIMENSIONS
RELEVANCE/ USAGE IN BANKS
TRANSACTIONAL ANALYSIS(TA)

Types of transactions-

Complementary
Crossed
Angular
DupleX

We must Endeavour to hold to complementary
transactions.
TRANSACTIONAL ANALYSIS(TA)
Life Positions
I AM OK- YOU ARE OK
I AM OK- YOU ARE NOT OK
I AM NOT OK- YOU ARE OK
I AM NOT OK- YOU ARE NOT OK
IDEAL IS THE FIRST ONE.
OTHER WISE, ONE SHOULD TAKE STEPS TO CHANGE OVER, HELP
OTHERS TO CHANGE OVER.
In discussions, we also a take a stand of
I AM OK, YOU ARE OK AND THEY ARE NOT OK. ALL THESE ARE NOT TRULY
PRODUCTIVE IN DEALINGS.
TRANSACTIONAL ANALYSIS(TA)
EGO STATES-
PARENT-
NURTURING & CRITICAL
ADULT
CHILD-
NATURAL(LITTLE PROFESSOR)
ADAPTED
JOHARI WINDOW-KNOWING SELF
KNOWN TO
SELF
NOT KNOWN
TO SELF
KNOWN TO
OTHERS
ARENA BLIND
NOT KNOWN
TO OTHERS
CLOSED DARK
EMOTIONAL INTELLIENGE
SELF AWARENESS
SELF REGULATION
MOTIVATION
EMPATHY
SOCIAL SKILLS
ALL NECESSARY FOR SUCCESS IN THE WORK
AREA.
MUCH MORE IMPORTANT THAN IQ- IS ONE
VIEW
HUMAN BEHAVIOUR AT WORK
INDIVIDUAL DIFFERENCES
TRAIT THEORY
BRAIN USAGE- LEFT AND RIGHT BRAIN USAGE
GENDER BIAS
BEHAVIOUR IS INFLUENCES BY
ENVIRONMENTAL FACTOR
ECONOMIC, SOCIAL, POLITICAL
PERSONAL FACTORS
AGE, SEX, EDUCATION, ABILITIES , MARITAL
STATUS, NO. OF DEPENDENTS
ORGANISATIONAL FACTORS
PHYSICAL FACILITIES, ORGNL. STRUCTURE,
LEADERSHIP, COMPENSATION, REWARDS
.NEXT SLIDE-CONTD.
BEHAVIOUR IS INFLUENCES BY
(CONTINUED)
PSYCHOLOGICAL FACTORS-
PERSONALITY,
PERCEPTION,
ATTITUTDES,
VALUES ,
LEARNING ETC.

VALUES AND ETHICS ARE STRESSED IN
CORPORATIONS, B-SCHOOLS,FINISHING
SCHOOLS INCREASINGLY
TYPES OF PERSONALITY
TYPE A
WORKAHOLIC
TIME URGENCY
GO GETTER,INSENSITIVE
STRESS PRONE

TYPE B
PLACID,
HUMANE
LONG TERM SUCCESS,TEAM PERSON

LOOK AROUND AND JUDGE, WHICH TYPE ARE SUCCEEDING IN
LIFE AND ADOPT THE RIGHT TYPE.
FIRST KNOW THE TYPE ONE IS IN AND TAKE STEPS IF NEEDED.
HELP OTHERS ALSO IN THIS AREA.
BRAIN USAGE
LEFT HEMISPHERE
LOGICAL
THINKING
WORKING
RIGHT HEMISPHERE
EMOTION
ART
MUSIC
RELAXAION.

STRESS CONTROL
MOTIVATIONAL THEORIES
ABRAHAM MASLOW HUMAN NEEDS
PHYSIOLOGICAL
SAFETY
SOCIAL
SELF ESTEEM
SELF ACTUALISATION
TODAY THESE ARE NOT REAL CONCERN,
BUT STILL PEOPLE ARE TENSE

MOTIVATIONAL FACTORS
HERZBERG
MOTIVATIONAL FACTORS- FACTORS CREATES
HIGHLY MOTIVATING SITUATION, ABSENCE
DOESNOT CAUSE DISSATISFACTION.
HYGEINE/MAINTENANCE-FACTORS THAT DO
NOT LEAD TO MOTIVATION, BUT ABSENCE
CAUSE SERIOUS DISSATISFACTION. LEADING TO
LOWER PRODUCTIVITY

MOTIVATIONAL FACTORS
RECOGNITION
ADVANCEMENT
RESPONSIBILITY
ACHIEVEMENT
POSSIBLE GROWTH
WORK ITSELF
REWARD MATTERS, BUT OTHER
NON-MONETARY FACTORS ALSO COUNT
MAINTENANCE/HYGIENE FACTORS
COMPAY POLICY AND ADMN.
TECHNICAL SUPERVISION
INTERPERSONAL RELATIONS WITH
SUBORDINATES/SUPERIORS/PEERS
SALARY/JOB SECURITY/STATUS
PERSONAL LIFE/WORKING CONDITIONS

Example
ONCE IT WAS REPORTED THAT MANY OF THE
PERSONS WORKING FOR MICROSOFT ARE
MILLIONAIRES
THEMSELVES.
YET THEY OPTED FOR IT DUE TO THE WORK
AMBIENCE AND THE CHALLENGES OFFERED BY
THE COMPANY.
THIS IS THE HYGIENE FACTOR
ROLE AND POSITION
ROLE
STAGNATION
AMBIGUITY
EROSION
OVERLOAD
INADEQUACY
CONFLICT
ISOLATION
EMPLOYEE FEEDBACK
CLIMATE SURVEY
COMPENSATION
360 DEGREE FEEDBACK- NEW METHOD IN THE
INDUSTRY
PERFORMACE APPRAISAL
CONFIDENTIAL VS. OPEN REPORTS
GIVING OF FEED BACK NEED AND WAYS
MBO-MANAGEMENT BY OBJECTIVE
COUNSELLING
ASSESSMENT CENTRES
MEASURING THE WORK PERFORMANCE
PERFORMANCE LINKED INCENTIVES- NEW
TREND
MENTORING

KNOWLEDGE MANAGEMENT
IMPORTANCE OF TECHNOLOGY
TO ASSESS TRAINING NEEDS
DATA BASE
RESEARCH
E LEARNING
CPD-CONTINUING PROFESSIONAL
DEVELOPMENT
KNOWLEDGE MANAGEMENT
WORK LIFE BALANCE
PEOPLE ARE STRESSED, MORE SO IN CITIES

LIFE TIME IS GETTING REDUCED FOR CITY DWELLERS
DUE TO INCREASE IN STRESS( PAPER REPORT).
HENCE THE FOCUS ON WORK LIFE BALANCE
EMPLOYEE PRODUCTIVITY
LATEST NEWS- SOME COMPANIES HAVE MADE
EXERCISE MANDATORY FOR THEIR STAFF, GOING
HOME IN TIME,TAKING CARE OF FAMILY NEEDS ETC.
TO LIVE A HOLISTIC LIFE, ANOTHER DIMENSION TO
HRM
SOME TIPS FOR PREPARATION
READ THE MODULES WELL
DO THE CHECK YOUR PROGRESS
REFER TO THE GLOSSARY-KEY WORDS OF
TERMS AT THE END OF CHAPTER
READ SUMMARY-LET US SUM UP REPEATEDLY.
REFER TO THE VIRTUAL CL. PPTS./MCQS
UNDER PRODUCTS AND SERVICES ON OUR
WEBSITE.
CAN ATTITUDE
DEVELOP CAN ATTITUDE IN LIFE-
I WILL, I CAN AND I HAVE
WHETHER TAKING AN
EXAMINATION,PROMOTION TEST OR ANY
THING NEW IN LIFE.
AS SHOWN IN CHAK DE FILM, HAVE AN
I CAN ATTITUDE. HELP OTHERS TO DEVELOP
SUCH AN ATTITUDE AT WORK PLACE AND
ELSEWHERE.
THAT IS THE ESSENCE OF HRM
SOME BOOKS RECOMMENDED FOR GENERAL
READING
I AM OK-YOU ARE OK- THOMAS HARRIS
EXECUTION- RAM CHARAN
EMOTIONAL INTELLIGENCE-
DANIEL COLEMAN
ALL THE BEST


SEE MCQs GIVEN , WHICH WILL BE PUT ON OUR
PORTAL.
THANKS FOR THE ATTENTION

WISH YOU THE VERY BEST FOR SUCCESS IN THE
EXAMINATION/CAREER