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INTRODUCTION
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How can the business effect What are the current values of the
cultural change? workforce? How can the prevailing
culture be influenced/changed to
help implement a change
programmed?
How can the business respond What technological skills does the
to rapid technological change business currently possess? What
in its markets? additional skills are needed to
respond to technological change?
Can these skills be acquired through
training or do they need to be
recruited?
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under valued
under trained
under utilized
poorly motivated, and consequently
perform well below their true capability
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FEATURES of HRM :
Organizational management
Personnel administration
Manpower management
Industrial management
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OBJECTIVES Of HRM
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Functional objective:
Personal objective:
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Project management
Consulting skills
Entrepreneurship
Self management
Communication skills
Facilitation skills
Presentation skills
Skills for transforming groups into self-directed mutually
controlled high performing work teams
Trans-cultural skills
Mediation & arbitration skills
Financial skills
Problem-solving
Diagnostic skills
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Career Management
Performance Management
Industrial relations
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some firms for particular jobs) use external expert consultants for
recruitment and selection.
Equally some small organizations exist to 'head hunt', i.e. to
attract staff with high reputations from existing employers to the
recruiting employer. However, the 'cost' of poor selection is such
that, even for the mundane day-to-day jobs, those who recruit and
select should be well trained to judge the suitability of applicants.
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Leaderless groups
Command exercises
Group problem solving
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individuals into jobs where better use can be made of their abilities
or developing skills.
To provide an equitable method of linking payment to
performance where there are no numerical criteria (often this
salary performance review takes place about three months later
and is kept quite separate from 1. and 2. but is based on the same
assessment).
Introducing self-assessment.
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the organization
Organization: the structure, job roles and reporting lines of the
organization
People: the skill levels, staff potential and management
capability
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between what the chief executive is saying about quality and what
your payment system is encouraging staff to do.
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For each critical issue highlight the options for managerial action
generate, elaborate and create - don't go for the obvious. This is
an important step as frequently people jump for the known rather
than challenge existing assumptions about the way things have
been done in the past. Think about the consequences of taking
various courses of action.
What are the implications for the business and the personnel
function?
employee reward
employee selection and recruitment
manpower planning
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communication
Develop your action plan around the critical issues. Set targets
and dates for the accomplishment of the key objectives.
HRD
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HRD Functions
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Organizational development
Career development
2. Organizational Development:
The process of improving an organization’s effectiveness
and member’s well-being through the application of
behavioral science concepts
Focuses on both macro- and micro-levels
HRD plays the role of a change agent
3.Career Development:
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1.Strategic management:
It aims to ensure organizational effectiveness for the
foreseeable future – e.g., maximizing profits in the next 3 to 5
years.
HRD aims to get managers and workers ready for new
products, procedures, and materials.
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2.Design Phase:
4. Evaluation Phase:
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2. Internal environment:
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7. Psycho-Social environment:
8. Employee Satisfaction:
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9. Modern technology:
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Limitation of HRM
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HUMAN RESOURCES
Human resources are a term used to refer to how people are
managed by organizations. The field has moved from a
traditionally administrative function to a strategic one that
recognizes the link between talented and engaged people and
organizational success. The field draws upon concepts developed in
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MANAGEMENT
Human resource management's objective, on the other hand, is
to maximize the return on investment from the organization's
human capital and minimize financial risk. It is the responsibility of
human resource managers in a corporate context to conduct these
activities in an effective, legal, fair, and consistent manner.
KEY FUNCTIONS
Human resource management serves these key functions:
1. Recruitment & Selection
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MODERN ANALYSIS
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EMPLOYMENT TREND
As person 38th round, there were 255.7 million persons
employed in the ‘usual status’ sense, that is employed for major
part of time of 365 days reference period. For the purposes of
comparing the 38th round employment estimates with the 32nd
and 27th round employment estimate, an estimate of 31.7 million
marginally employed obtained on the basis of usual subsidiary
status of the non-workers was added to 255.7 million to make it
287.4 million employed.
This number constituted 48.51% of the respective total
population.in 1977-78, as per 32nd round, the total employed
which included marginal workers constituted 42.34% of the
respective total population. This indicated an overall increase of
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INTRODUCTION
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The traditional social ethos from the ancient roots, which was
developed over centuries, underwent profound transformation
during the British rule. Consequently, in the contemporary context
multiple layers of values (core traditional values, individual
managerial values, and situational values) have emerged
(Chatterjee & Pearson 2000). Though the societal values largely
remain very much anchored in the ancient traditions they are
increasingly reflecting corporate priorities and values of global
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Figure 1
Behavioral Anchors in Indian Organisational Life
DECISIONAL Desh Kaal Patra
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CONTEMPORARY INDIA
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Figure 2
Drivers of Contemporary Indian HRM Trends
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Management theory
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Management thinking
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CONCLUSION
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CASE STUDY:-
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In the course of the last two years, the company finds it difficult
to get workers for foundry work. Unsuitable person are appointed
because of the non-availability of suitable person such unsuitable
person work for one or two months and leave the job due to hard
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work, unsuitable work atmosphere and low wage rate. The labour
turnover is also high in the case of foundry workers, which reduce
the sale. Vacancies are always available but job seekers rarely
accept foundry jobs. In the same months, out of 24 workers
required, only 5 to 10 workers working and 15 to 20 posts are
vacant. In spite of all efforts, the personal manager finds it’s
difficult to appoint adequate staff for the foundry. People not
getting job elsewhere accept foundry jobs but are eager to leave
foundry jobs immediately when any other job are available. This
situation affects the foundry work. The unit works slowly creating
inconvenience to other departments. The quality of production is
inferior and minor accidents are also common. Now recruitment for
foundry is a continuous problem before the personnel manager.
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Mr. Samant studied the whole issue once again and submitted
his concrete recommendation to the general manager.
{2} How the high labor turnover ratio increases the cost and
reduces the sale?
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turnover ratio?
Ans: There are various polices of the company which increases
the worker turnover ratio are as :
[3] Low status among the total labor force of the company.
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{2} How will the high labour turnover ratio increases the
cost and reduces the sale?
Ans: This can be explained with the help of triangle diagram:
COMPANY
EMPLOYEES CUSTOMERS
Interactive Marketing
The right side of the triangle shows the external marketing i.e.
setting promises. It is the normal activity of the firm to develop
price, promotion and distribute the service offering to the
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The left side of the triangle shows the internal marketing i.e.
enabling the promise. The internal marketing activities of the firm
are to train and motivate its employees to work as a team in order
to deliver the service. It emphasizes on the critical role that
enables the employee to keep the promises made to the customer.
In an organization every single individual plays some role in
marketing, a product or service, and therefore any effort by the
organization by way of training in product handling, customer
knowledge, product knowledge etc. Motivation is an internal
marketing tool. Employee satisfaction and customer satisfaction
are closely linked. Therefore, services marketing Triangle will
collapse, if service employs are unable to deliver the promises
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Bibliography
- Vipul Prakashan
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- P. P. Arya, B. B. Tandon
Wikipedia.
- Dr. V. P. Michael
Himalaya Publications
- Mirza S. Saiyadain
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Meeting Details
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