Human resource management has attained a wider dimension and immense Universityof Bradford,pdf/ .. According to Biswajeet Pattanayak () the following steps should be followed in. Human Resource Management [Biswajeet Pattanayak] on caite.info *FREE* shipping on qualifying offers. Download as DOC, PDF, TXT or read online from Scribd. Flag for Biswajeet Pattanayak, Human Resource Management, Prentice Hall of India,
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Buy Human Resource Management by Biswajeet Pattanayak PDF Online. ISBN from PHI Learning. Download Free Sample and Get Upto 33%. Preface to the Fifth Edition Acknowledgements Part One INTRODUCTION TO HUMAN RESOURCE MANAGEMENT caite.info-The Global and Indian Scenario 2. Understand the basic concepts of human resource management (HRM). Biswajeet Pattanayak (), Human Resource Management, Prentice Hall of India.
Personnel History. For your convenience, we have put all the books in this category into a zip file which you can download in one go. When the problems is not solved with the higher level manager then the grievance committee will try to solve. Human Resource Management By G. The Halo Effect: This plan acts as a suggestion system and assumes that efficiency requires company wise cooperation.
Motivation at Work. Part IV: Empowerment and Participative Management Reward Management Quality of Work Life Part V: Labour Relations Compensation Management Organization Analysis and Transformation Knowledge Creation and Management Learning Organization Strategic Human Resource Management Human Resource in Information Technology Organizations HRM in Mergers and Acquisitions Cases on Indian Organizations.
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Completing the Application Form: Successful applications — Information collected on application forms can be highly predictive of successful job performance. Classification of test 1.
Review in terms of its value in counseling individuals and in selecting students or employees. Promotional opportunities. The letter of appointment after signing the agreement with the organisation will be issued to the selected canditate. The basic purpose is to check the candidates stamina.
Not done properly — Feel suffocated and incline to quit Metamorphosis — Problems from encounter stage — Comfortable with the organisation Department of Management Studies Jeppiaar Engineering College.
Induction is only a part of socialization. It is not confined to new recruits. Socialisation is the process of adaption.
It is needed like transfer. Purpose of training: To develop the potentialities of the people for the next level job. Benefits of training: It is a process of learning a sequence of programmed behaviour.
To ensure economical output of required quality. To prepare the employee. Executive development programmes — common practices.
It is the application of knowledge. Types of training methods purpose benefits resistance. To prevent obsolence.
Heightened morale 3. Reduced supervision 4. Reduced accidents 5. Increased organizational stability Resistance to training: Why do employees resist training? Hence, they resist training. Hence, employees resist training. Objectives of training: To train the employee in the companies culture pattern. To train the employee to avoid mistakes.
Determining the need for training: Whether training is needed Training may be necessary due to the following problems:. Sources where information can be gathered: Where training is needed: Habits — for the person who knows, can do [cares but just has not made the desired behaviour part of his daily routine.
Understanding — for the person who is not properly motivated to accept what he is told. Which training is needed: Here, there are different types of training methods available for operatives, executives and management. Central education programme: Here courses are conducted in the areas of arts.
Thus he learns about himself or herself. Job Rotation: Here the employees are sent to various jobs and given training in all the areas. Directed These courses are voluntary and therefore it will help in changing the employees attitudes. Off-Job training: Vestibule School: When the amount of on-job training that has to be done exceeds the capacity of the line supervisor. Apprenticeship training: This training is used in those crafts. Simulators are used to provide trainees with physical equipment that resembles to some degree the equipment that is to be used on the job.
Non-directed ii Incident method iii In-basket method iv Management games i Case study method: It is pioneered by Harvard Business School. It compels the student to think actively. Methods which aim at improving decision-making skills of executives: Internship training: This is a joint program of training in which schools and business cooperate to enable the students to gain a good balance between theory and practice.
This is done when the equipment is costly. Here a brief incident is presented to provoke the discussion in the class. It is a dynamic exercise training program. The group then puts the question to the instructor to draw out the salient facts or additional information which is needed to arrive at the solution.
Here the case study or the problems to be discussed is given and the questions are put forward to the students to answer b Non-directed case study: Here the case study is presented with a material and he or she is expected to explore all the possible outcomes. It is developed at Massachusetts Institute of Technology. It lasts for 20 to 30 minutes and the data are collected about the performance of different role players.
Through observation and analysis of experience. A transaction is a process whereby social intercourse between two or more people who encounter each other. In this method. In every social intercourse. It is introduced by Berne. Since the persons are not aware to each other.
This involves 10 to 15 members of different roles from different departments. I think. Characteristics Curious. I guess. Known to others Not known to others Known to self Arena Closed Not known to self Blind Dash c Methods which aim at improving the executives knowledge 1.
Pre-training work: Level of trainees in the organizational hierarchy 3.
Evaluation of contextual factors: Training Objective 2. Availability of competent trainers 5. Availability of finance 6. Evaluation of training inputs Curriculum. How evaluation is done? Evaluation of training outcomes Measuring the carry home value of a training programme in terms of what has been achieved and how much is the main task of evaluation. Questionnaire is given to the participants at the end of the programme which asks him to rate about the training programme.
It measures the changes in the ultimate results achieved by trainees accidents. Participants are required to give daily ratings for each segment of the programme.
I Knowledge results: Opinion sent by mail ii Outcome evaluation a Immediate: Informal observation d. Physical fidelity: Reinforcement 3. Past Vs. Whole learning 5.
Transfer of learning II Intermediate: It measures the changes in the behaviour of the trainees when they have returned to the jobs. Motivation 2. Learning objectives should be established for every task. It is easier for the trainer to understand when the contents are meaningful. Learning is active and not passive 6.
It is clearly related to attention and concentration. Environment should be relaxed and they should not be put under pressure. Every human being is capable of learning 2.
Psychological fidelity: Human elements involved in training are similar to those on the job. Principles of learning: Any programme should be planned in a logical manner. Conceptual skills: Top mgt. Ability to communicate. Characteristics of managers: Human skills: It refers to the ability to work effective with others on a person-to person basis.
Technical skills: These skills are developed through experience and education. Objectives of executive development: Top management: To acquire knowledge about the problems of HR. To think through problems this may confront the organization now and future. Middle line management: To develop the ability to analyze the problems and to take appropriate actions. To develop familiarity with the managerial uses of financial accounting psychology, law. To increase proficiency in management techniques [work study, inventory control, OR].
Mentors should be seniors in status, experience, age, skills, knowledge. Junior employees should have the zeal to learn from their senior employees regarding their career, social and psychological aspect. The relationship: The activities: Developing higher skills: Department of Management Studies. Proteges should learn carefully regarding career opportunities, personal goals.
Empowerment 2. Reduction in frustration 3. Competitive advantage 4. Individual perceptions about their career. Factory workers: It is the upward promotion to higher posts which are clearly laid down in the succession plan and in the hierarchy of jobs.
They are in a relaxed stage. To reduce de-moralising effects: Plateaued employees: At the age of Higher status. Employees show continuous improvement performance —fly high. Giving them importance by assigning the task force. Adding career ladder c. These motives drive people to act. Company policy ii Motivational factors or satisfiers: These are the intrinsic factors to work [job content] Presence: These are work-centered [how] and explain how behaviour is energized.
People have the desire to achieve and advance up in the ladder of success. Vroom believed that motivation is the outcome of the values an individual seeks. IV Incentive theories: These theories state that there is sometimes the goal itself which motivates the behaviour. It is the strength of belief that a particular action will lead to a particular outcome. Stay Adams propounded that people are tend to do the following: Direct compensation: It consists of basic salary.
Indirect compensation: Since it is offered to all employees irrespective of their performance they will remain in the organization.
Intrinsic reward: These are the rewards which an individual receives for himself ex: Performance based rewards: Membership based rewards: This is the reward which is paid to an employee for being a member of the organization which has no linkage to performance or productivity.
Extrinsic reward: Communication Types of reward: It should be understandable.
It should be paid promptly 6. It should be clearly identifiable. Service facility.
The reward must be valuable to the employees. It must minimize the frictions between the workers. The philosophy here involved is the workers will be highly motivated if they can select those rewards that have the greatest pay off for them. Duration of lunch hours. Cafeteria compensation: The assumption here is such that every employee needs are different.
Guidelines for effective incentive plan or reward plan: OT Nominal Wage: It is the wage paid or received in monetary terms. It includes Salary: PF IT. It is the total amount of remuneration received by an employee during a given period.
Real wage: It is the amount of wage arrived after discounting nominal wage by the living cost. Minimum wage: It is the amount of remuneration which could meet the normal needs of the average employee regarded as a human being living in a civilized society. Direct compensation Benefits: Indirect compensation Wage: It is the remuneration paid for the service of labour in production.
Take home salary: It is the amount of salary left to the employee after making authorized deductions like E. An equitable practice should be adopted. To ensured desired behaviour 5. There should be definite plan for different jobs. To retain the present employee 3. Equal pay for equal work 4.
To acquire qualified competent person 2. The general level of wage should be in line with prevailing labour market. If the worker contributes more to the total value than to the cost the employer continues hiring otherwise it will start to hire superior technology. A standard output within a standard time is fixed as the basis of previous experience. The internal wage structure — Social norms. The bonus is based on the amount of time saved by the worker [ The employees acceptance of wage level: Hasley weir premium plan: Rowan premium plan: Definite hourly rate is paid for each task hour of work performed.
A worker completes the task in 10 hrs than 8 hrs. The Beadeaux point plan: Rates are expressed in time rates rather than money. Here task standards are set by time study. Below the standard performance. Emerson Efficiency plan: Accelerating premium system: Co-partnership system: Worker shares not only profit but also control and responsibility: When the worker produces output with less cost compared to the standard cost then bonus will be paid appropriately.
It applies to small work groups of 5 to 6 people. Industry basis: Here all industrial units are grouped together to determine the share of the labourers. Locality basis: Living wage: Living wage is to provide for a standard of living that would ensure good health for the worker and his family as well as a measure of decency. Fair wage: It is the wage which is above the minimum wage but below the living wage: Lower limit. The wage which must provide not only for the bare sustenance of life.
Scanlon plan: It is the plan which was developed in by Joseph Scanlon lecturer. If time wage is more than piece wage. Massacheuetts Institute of technology. Balance or debt method: Under this method. Time wage: Here wages are paid according to the no. Types of wages: Piece wage: This plan acts as a suggestion system and assumes that efficiency requires company wise cooperation.
If the suggestion is successful. Financial incentive: What will it be like to manage and lead in the year ?
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