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Lecture 2
4/1/2012 1
Objective
1. 2. 3. 4. 5. 6. 7. 8. 9.
Personal Management in Indian context. PM growth Role of Personal Administration Difference between Personal Management and HRM Discuss the nature of job analysis (what it is and how it is used)
Job description
Job specification Job design Job design approaches
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PM IN INDIAN CONTEXT
Fourth century B.C.
Kautilya observed there existed a sound base for systematic management of human resource.
In 1950s in India
saw the birth of the personnel functions when outdated technocrats and retired army officials were appointed by industries to look after workers interest.
The 1960s
saw a stress on the welfare attitude in the personnel profession.
PM IN INDIAN CONTEXT
The 1960s
saw a stress on the personnel profession.
1970s
Introduction of the legal angle. Adjudication of disputes became important and personnel officers went about obtaining welfare attitude in the law degree to horn their legal skills for use on the shop floor.
PM IN INDIAN CONTEXT
1980s
Enlargement of the legal aspect. Collective bargaining became the most important skill of the personnel officers. Bipartite negotiation were complemented by union militancy.
1990s
The era of participative management And the slow withering away of unions on the other hand.
The objective are to provide a better working place for the workers and ensure the safe and healthy working culture in the organization.
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VI. Personnel administration and trade union inseparable aspect of personnel management.
are
VII. Personnel administration deals with the matter of collective bargaining, grievances and conflicts in the organization, labor management and their concerns, labor agencies and their legal matters etc.
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HRM
HRM is a strategic function HRM is more proactive, forecasting the organizational needs. HRM is resource-centered. HRM is concerned with development and implementation of people strategies.
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JOB ANALYSIS
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Job description- A statement containing items such as Job title Location Job summary Duties Machine, tools and equipment. Materials and forms used Supervision given Working conditions Hazards
Job specification- A statement of human qualification necessary to do the job Education Expereince Training Judgment Physical effort Physical skills Responsibilities Communication skills
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Performance appraisal
Compares employees performance with standards which are derived from job analysis
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Training requirements
Training requirements based on job and required skills which are listed in the job description
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Job Analysis
Job Analysis Form
Department: Section:
Location:
Responsible to: Purpose and contacts: Work environment: Authority, tasks and responsibilities: Work standards and checking procedures: Skills, knowledge and experience: Job prospects: Other information: Completed by:
4/1/2012
Responsible for:
Signature: Date:
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Job title:
Interview Guidelines
The job analyst and supervisor should work together to identify the workers who know the job best. Quickly establish rapport with the interviewee. Follow a structured guide or checklist, one that lists open-ended questions and provides space for answers. Ask the worker to list his or her duties in order of importance and frequency of occurrence. After completing the interview, review and verify the data.
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Advantages Provides first-hand information Reduces distortion of information Disadvantages Time consuming Difficulty in capturing entire job cycle Of little use if job involves a high level of mental activity
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Methods of Collecting Job Analysis Information: Technical Conference and Critical Incident Technique
Technical Conference Method Uses experts to gather information about job characteristics Critical Incident Technique (CIT) Takes past incidents of good and bad behavior Organizes incidents into categories that match the job they are related to Involves 4 steps CIT steps Brainstorm and create lists of dimensions of job behaviors List examples of effective and ineffective behavior for each dimension Form a group consensus on whether each incident is appropriately categorized Rate each incident according to its value to the company
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Job Analysis
WHO IS RESPONSIBLE TO COLLECT THE DATA -Job holder - Supervisor - Trained analyst
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Information processing
Job description - Implies objective listing of the job title, tasks, duties and responsibilites -A written statement of what the worker actually does, how he or she does it, and what the jobs working conditions are.
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Defines limits of jobholders decision-making authority, direct supervision, and budgetary limitations.
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Job Description
Job title:
Department:
Section:
Responsible to:
Responsible for: Job location: Purpose: Tasks and duties: Other features:
Signature: Date:
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JOB DESCRIPTION
Restaurant Manager
Job Summary: Plan, organize, direct, and coordinate the workers and resources of the restaurant for the efficient, well-prepared, and profitable service of food and beverages. Tasks and Duties: 1. Work with chefs and other personnel to plan menus that are flavorful and popular with customers. Work with chefs for efficient provisioning and purchasing of supplies. Estimate food and beverage costs. Supervise portion control and quantities of preparation to minimize waste. Perform frequent checks to ensure consistent high quality of preparation and service. Supervise operation of bar to maximize profitability, minimize legal liability, and conform to alcoholic beverage regulations. Work with other management personnel to plan marketing, advertising, and any special restaurant functions. Direct hiring, training, and scheduling of food service personnel. Investigate and resolve complaints concerning food quality and service. Enforce sanitary practices for food handling, general cleanliness, and maintenance of kitchen and dining areas. Comply with all health and safety regulations. Review and monitor, with bookkeeper or other financial personnel, expenditures to ensure that they conform to budget limitations. Work to improve performance. Perform other duties as assigned by management. Bachelor of Science degree in hotel/restaurant management is desirable. A combination of practical experience and education will be considered as an alternate. Good organizational skills for dealing with diverse duties and staff. Pleasant, polite manner for dealing with public as well as staff. Department: Division: Approved:
2. 3. 4. 5. 6. 7. 8. 9. 1.
Qualifications:
2. 3.
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4
Exhibit 4.3 Job Specification Form
Department: Section:
Job Location:
Criteria Education, qualification, training Experience Knowledge and skills Personality Physical make-up Interests Other requirements Prepared by:
4/1/2012
Essential
Desirable
Contra-indicator
Signature: Date:
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Job title:
An Exercise
Human resources manager job description I/ Job information of HR manager 1. Job tile: 2. Job Code: 3. Department: 4. Report to: 5. Job purpose: II/ Key tasks of HR manager 1. Recruitment and Selection Maintain up-to-date recruitment progress report, talent database and all related staffing communication. Process all local recruitment requests in an effective and efficient manner. Managing orientation program for employee to the business and culture. 2. Training and Development Interface with Group HR and external vendors and suppliers for the implementation of corporate training or training programs to meet the business needs where appropriate. Identify key skills, specialty skills and propose training needs accordingly. Managing, communicating and delivering important projects that impact other parts of the organization.
An Exercise
3. Compensation and Benefits Monitor and alert the regional human resources director to any variance between the budgeted and actual salaries and headcount. Occasionally, produce and submit information to for knowledge sharing with Group HR. To be in charge of payroll administration and to make all necessary co-ordination to make a smooth and efficient operation (variable compensation, overtime, expatriates compensation, special payments). Gather all necessary data to benchmark salaries and benefits. Compile all data needed for the annual salary review, and the annual performance appraisal analysis. Provide recommendations and support to HR representatives (mainly Finance Directors) across the region. Provide information to Expatriate staffs regarding C&B (Tax; Social Benefits). 4. Employee Relations To detect and handle complaints, disputes and grievances of all staffs and to report them to the Regional Human Resources Director To foster a conducive working environment through employee relations activities and communication To conduct exit and grievance interviews with all departments/staffs To assist in handling all local labor tribunal cases 5. Rules and Regulations To review the staffs rules and regulations (or employee handbook) on a regular basis To create and implement the employee staff rules and regulations for newly created subsidiaries in the region
An Exercise
6. Budget, financial management Submit the Personnel Budget for all personnel costs and Headcount to Finance Department. Produce and submit the yearly tax returns for all staffs on a yearly basis. Produce and submit the payroll journal and the Headcount report to Finance Department on a monthly basis. To submit the Personnel latest estimates for all personnel costs and headcount to Finance Department on a quarterly basis. 7. Human resource information system Maintain smooth running of the Human Resources Information System. Monitor timely update of personnel records (personal details, position, salary, appraisal outcomes, leave records, training and awards). Organize locally and produce Group HR reporting.
An Exercise
JOB SPECIFICATION III / Job specification of HR manager 1. Knowledge University diploma Professional certificates as requirements HR knowledge Having knowledge of business sector of company 2. Skills Strategic planning, complex problem resolution and general management expertise. Outstanding communication and presentation skills. High level of interpersonal skills and integrity; solid team player. Creative, forward thinker. coaching and leadership skills Strong presentation and facilitation skills. 3. Experiences Minimum of 6 years human resources experience. Minimum of 2 years HR manager experience. Preferable to have experience in FCMG. ISO experience would be an advantage. 4. Abilities Ability to influence senior management, establish and maintain collaborative partnerships and provide thought leadership. Ability to architect and drive change Ability to lead in a global, matrixed environment A flexible team player with a proven ability to work successfully in a matrix reporting environment. Proven ability to build strong working relationships, internal and external to the organization.
Software Engineer
As a software engineer (SE) you would get the opportunity to work with various business units aligned with various industry verticals like banking, life sciences, and retail to name a few. As an SE you would be responsible for: Understanding client requirements and preparing designs for translating those needs into deliverables Building best-of-breed applications and software per-specification and on-time delivery of identified workproducts Ensuring compliance to corporate policies, processes and standards Maintaining and enhancing applications and software per specific client-contractual norms Qualifications Min 2.1 grade is preferred Undergraduate students completing their degree in 2007 Excellent communication, analytical, and problem-solving skills Demonstrated teamwork and leadership abilities A familiarity with computer science concepts and programming is helpful but not necessary
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The following is the job specification information of the job of General Manager Marketing. You are required to prepare job description Garware Paints Ltd. Is one of Indias leading paint companies with an annual sales turnover exceeding Rs. 40 cr. It manufactures a wide range of surface coatings which are marketed through a network if 25 sales depots spread across the country. The professionally managed company wishes to recruit a dynamic General Manager marketing as a member of its top management team, reporting to the Executive Director. The incumbent shall be an outstanding professional, with management cum-marketing background, have relevant experience at senior level, with a proven track record. He is expected to have a high degree of commercial , conceptual and communication skill. Preferred age 35-45 yrs. Emoluments inclusive of usual perquisites associated with such position would be around Rs. 13,00,000 per annum plus generous retirement benefits
Example
Job Description
Department: Job title: Job Code: Responsible to: Job location: Purpose:
Marketing General Manager-Marketing GPMGM01 VP-Marketing Mumbai Marketing, brand strategy, marketing plan, strategic marketing for Garware Paints Ltd., so as to develop sales of the 25 sales depot spread across the country.
Duties and responsibilities Analyzing and interpreting industry scenarios and changing dynamics to formulate a proactive marketing approach Enabling Customer Satisfaction Measurement and to understand the Need Gap Developing strategies for increasing the brand awareness and trials Monitor, review and report on all marketing activity and results. Determine and manage the marketing budget. Aligning agencies (creative, media, PR) to play an enabling role in deliveries of desired business outcomes Developing and mentoring team capabilities to meet short term & long term objectives Facilitating professional & career growths of the team with a clearly defined career path, developing related competencies and providing environment and opportunities to learn and grow Prepared by: Date: 21-Jan-2012 Signature:
JOB DESIGN
Job design involves conscious efforts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. Job design follows job analysis. A logical sequence to job analysis is job design. Job design is defined as the process of deciding on the content of a job in terms of its duties and responsibilities , on the method to be used in carrying out the job, in terms of the techniques , system and procedures and the relationship that should exist between the job holder and superiors, subordinates and colleagues. Approaches to Job design - Engineering approach -Job characteristic approach
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Week 2
Week 3
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Unique Expereince