IMT - 11

MANAGING PEOPLE

Syllabus:
Human Resource Management and Development System Job Description, Job Analysis,Job Evaluation,Job Specification,Job Rotation,Job Enrichment and Job Enlargement Human Resource and Induction Recruitment,Selection,Induction and Retention Performance Appraisal,Potential Appraisal and Counseling Techniques Training for Development

Syllabus:
Compensation Planning Pay for competence Employee Welfare and Benefits Discipline and Grievance Handling Employee Grievances and Effective Grievance Handling System Collective Bargaining and Its Application in Indian Industry Scenario

Job Rotation:
Cross-training Reduces boredom Increases motivation More flexibility in scheduling work,adopting changes,filling vacancies Creates disruptions De-motivates ambitious trainees Reduced productivity

Job Enlargement:
Horizontal expansion Jobs with more diversity

Job evaluation:
Objectives of job evaluation

Job analysis

Job description

Job specification

Job evaluation program Wage survey Employee classification

The job analysis information hierarchy

Career Occupation Job family

Job
Position Duty Task Element

Competitive challenges ahead

Globalization Value chain for business competitiveness & HR services Profitability thru cost & growth Capability focus Change management Technology Attracting,retaining and measuring competence and intellectual capital Turnaround is not transformation

HR roles in Building a Competitive Organization

FUTURE / STRATEGIC FOCUS

Management of strategic human resources

Management of transformation and change

Process

People

Management of firm infrastructure

Management of employee contribution

DAY TO - DAY/ OPERATIONAL FOCUS

Job Analysis

Job description
Job title Location Job summary Duties Machines,tools,equipment Materials & forms used Working conditions Hazards

Job specification
Education Experience Training Judgment Initiatives Physical effort / skills Responsibilities

Job Enrichment:
Vertical expansion of jobs Increases employee freedom, independence Reduces absenteeism Increases satisfaction

Objectives of HRM

HRM Objectives & functions:

HRM Objectives Supporting functions

1.Legal compliances 1.Sociatal objectives 2.Benefits 3.Union-Management relations 1.Human resource planning 2.Employee relations 3.Selection 2.Organisational objectives 4.Training & development 5.Appraisal 6.Placement 7.Assessment 1.Appraisal 3.Functional objectives 2.Placement 3.Assessment 1.Training & development 2.Appraisal 4.Personal objectives 3.Placement 4.Compensation 5.Assessment

Selection:
Selection is the process of picking individuals (out of pool of job applicants) with requisite qualifications and competence to fill jobs in the organization It is the process of differentiating among applicants on order to identify ( and hire) those with greater likelihood of success in a job.

Orientation:
Orientation, also called induction, is designed to provide a new employee with the information he or she needs to function effectively and comfortably in the organization. A formal definition of orientation is is planned introduction of employees to their jobs,their co-worker and the organization. Orientation conveys three types of information1. General information about the daily work routine 2. A review of organization's history,operational background 3. A detailed procedure on policies,workrules and employee benefits

Definition of HR Roles
Role / Cell Management of strategic human resources Management of firm infrastructure Deliverables / Outcome Executing strategy Metaphor Strategic partner Activity Aligning HR and business strategy:"Organisatioanl diagnosis"

Building an efficient Administrative Reengineering organisation process:"Shared infrastructure expert services" Empoyee champion Listening and responding to employees:"Providing resources to employees" Managing transformation and change:"Ensuring capacity for chane"

Increasing Management of employee employee contribution commitment and capability Creating a Management of transformation and renewed change organization

Change agent

HR for Competitive Edge:

Making individuals a part of vision and objective
Involving the team members in the vision and the objectives of the organization leads to contribution in a better way,towards

the development of the organization. Culture is a permanent character of the company.Employees come and go but the culture lives on.

Capturing and sharing knowledge will be key ingredients to success

Knowledge will be the new currency of the millennium

Shifting the attitude from control to support

Anything which is forced can not be forceful

Developing global managers in a cross-functional environment

Leaders must be conscious of the expectations and the need of the foreign counter parts.

Acquisition of Human Resources

Preliminary Interview Selection test Employment Interview Rejection Reference and Background Analysis Selection Decision Physical Examination Job Offer Employment Contract Placement The Selection Process

Aggregate Cost Data P/HR activity

Job Analysis:
Task questionnaire administration Job description update per employee

Recruitment
Total cost per recruit Travel costs recruiters Administrative costs

Staffing
Total selection costs per new hire Testing costs per new hire Interviewing costs per new hire

Compensation
Total benefit costs Total salary costs Overtime pay costs

Safety and health

Health insurance premium per employee Disability insurance premium per employee Workers compensation total costs Lost-time injury costs per employee

Training & development Union / Labor relations Organization development

Employee assistance

Human resource areas Outputs: QWL

Organization / job design

Compensation / Benefits

Productivity
Readiness

Personnel research & information systems

Human resource planning Selection & staffing

Human Resource Wheel

The Employee Development Process:

Identifying employee development needs Formulating an employee development plan Evaluating employee development plan

Designing training programs

Teaching training programs

Evaluating training programs

 Getting non-hierarchical

Each individual should be accountable for the pay cheque he receives

Culture of learning and adaptability

To grow,doing new things and doing things differently must become the corporate capability

Developing new generation business leaders

Blend yesteryears experience with the present enthusiasm to achieve the future goals

Be small but look big

Shift the focus from high employment the networking

Training:
It is any attempt to improve current or future employee performance by increasing an employees ability to perform through learning,usually by changing the employees attitude or increasing his or her skills and knowledge.

The need for training and development is determined by the employees performance deficiency,computed as follows:
Training and development need =Standard performance Actual performance

Training & Development:

Train: Bring to desired standard of performance or behaviour by instruction and practice Develop: Make or become bigger or fuller or more elaborate or systematic;Bring or come to active or visible state or to maturity Educate: Train or instruct intellectually,morally or socially Learn: Gain knowledge of a skill in,by study,experience or being taught;be informed (of);find out(that how etc.)

Components of Career Planning

Organization Career Planning(OCP) Future Needs Career Ladders Assessment of Individual Potential Connecting Organizational Needs with Individual Individual Career Planning(OCP) Self awareness;Abilities and interests Planning Goals,life and work Planning to achieve goals Alternatives:Internal and external to organisation Career Ladders:Internal and external to organization

Future Needs
Organization Career Planning(OCP) Synthesis Placement