HRM REVIEW

Unit: 11. HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural and personnel techniques. (Storey, 1995).

2. HRM is a managerial perspective which argues the need to establish an integrated series of personnel policies to support organizational strategy. Buchanan and Huczynski, 2004).

3. HRM MODEL

4. Nature of HRM Broader Function People Oriented Action Oriented Development Oriented Continuous Function Future Oriented 5. Changing Role of HRM in Nepalese Organization HR and boosting productivity HR and responsiveness HR and services HR and employee commitment HR and corporate strategy

6. Human Resource Management from an International Perspective Cultural Diversity Workforce Diversity Language Diversity Economic Diversity6. Personnel and HRM differenceDimension PM HRM

Contract Written contracts Beyond contracts

Rules Strict with rules and regulationdesire for change and excitement

Behavior normsCustoms & practices Values / mission

Managerial task with respect to laborMonitoring Nurturing

Key relations Labor management Customer relations

Speed of decision SlowFast

Management role Transactional Transformational

Job design Division of laborTeamwork

Training & development Controlled accessLearning organizations

Conflict handling Temporary solutionsManage climate & culture

Management actionClear rules Need based

7. Ethical Issues in HR

8. Functions of HRM

Unit: 21. HRM/HRD/HRIS

2. Succession planning is nothing more than having a systematic process where managers identify, assess and develop their staff to make sure they are ready to assume key roles within the company. Having this process in place is vital to the success of the organization because the individuals identified in the plan will eventually be responsible for ensuring the company is able to tackle future challenges. These "high potential" candidates must be carefully selected and then provided training and development that gives them skills and competencies needed for tomorrow's business environment. Another reason its important is because these high potentials will one day become the leaders of the Company. This is why their development needs to incorporate a broad range of learning opportunities in your organization. 3. Difference between recruitment & selection Recruitment precedes selection and it is only finding and developing the sources of prospective employees and attracting them to apply for jobs in an organization. Selection is the process of finding out the most suitable candidate to the job out of the candidates attracted i.e. recruited. Determining the number and kind of human resources required is the first step in employment process and is known as HRP. The second step is recruitment and the third step is selection.

4. Job Description and Job Specification

5. Process and importance of JA

Selection Process

Types of Selection TestsTools for Selection

Aptitude TestsReference

Achievement TestsInterview

Situational TestsWork History

Interest TestsPhysical ability

Personality TestsPaper and pencil tests

Multi dimensional Tests Background and Information

Placement is the determination of the job to which an accepted candidate is to be assigned and his assignment to that job. It is matching what the supervisor thinks he can do with the job demands and what he offers in the form of pay roll, working environment etc.

TYPES OF JOBS AND CLASSIFICATION Independent jobs Sequential jobs Pooled jobs

Assessment classification model Collect details about the employee. Construct his/her profile. Which subgroup profile does the individual profile best fit? Compare subgroup profile to job family profiles. Which job family profile does sub group profile best fit? Assign the individual to job family. Assign the individual to specific job after further counseling and assessment.

Unit: 31. Human Resource Development (HRD) is the integrated use of training, organizational development, and career development efforts to improve individual, group, and organizational effectiveness. Human resources are the assets, which do not find a place for mentioning in the balance sheet of company. But it is one of the most important assets as human resources are a resource of production as well as they are utilizing other resources of production like a material, machines, money etc. 2. Induction/ORIENTATION/SOCIALIZATIONInduction is the process of receiving and welcoming a new employee and gives the basic information to settle down quickly and happily and start the work introducing the new employee to the job, job location, other employees, organization, surroundings etc. Lack of information, lack of knowledge about the requirements of the job, lack of knowledge about the new environment etc disturb new employees Gains more significance as the turnover rate increases among new employees 3. Stages of Socialization

4. Mentoring is one-to-one interaction with the employee. Mentoring identifies strengths and areas of improvement and eliminates or minimizes areas of improvement. Mentoring focuses on attitude more than skill. Mentoring is done by an internal employee. Mentoring is conducted for management only.Mentoring is a process of developing formal relationships between junior and senior members of the organisation, in certain cases mentoring also takes place between peers. The process of mentoring works both ways i.e. it benefits the parties, the mentor and the mentee. 5. Management and Leadership Development Methods/ Training MethodOn - Job TrainingOff - the Job Training

CoachingCase Study

Position RotationBrain Storming

Special Projects and Task ForcesConference and Seminars

ExperienceSpecial Course

UnderstudySimulation

Selective ReadingsRole playing

Committee AssignmentIn basket

Multiple ManagementManagement Games

6. Five Levels of Evaluation Reaction Learning Job Behavior Organization Ultimate value 7. Methods of Training Evaluation Test-retest method Pre-post performance method Experimental-control group method Time series analysis method Structured interview method

Unit: 4Performance appraisal is also known as performance evaluation or performance review. It is the most crucial phase of the performance management process. Performance appraisal is a necessary management technique, wherein the employee and their manager mutually discuss and evaluate the employees performance for the past year. Performance appraisal helps to have written records of the employees performance to achieve more productivity through goal setting. It is also an objective means of determining compensation. Thus, performance appraisal is a systematic and objective way of judging the relative worth or ability of employees in performing their job.Five steps of performance evaluation system

1. Develop an evaluation form.2. Identify performance measures.3. Set guidelines for feedback.4. Create disciplinary and termination procedures.5. Set an evaluation schedule.

Appraisal process Setting appraisal objectives Setting the performance standards Communicate the expectation Making the appraisal Comparing standard and actual performance Discussion of appraisal with the employee Corrective action.

Performance Appraisal Methods

Traditional MethodsModern Methods

Essay Performance MethodMBO

Straight Ranking Methods360 Degree Appraisal

Paired Comparison MethodsAssessment centre

Critical Incidents MethodsBARS

Checklist MethodHR Accounting

Graphical Rating scale

Field review Methods

Forced Distribution method

Career Planning & DevelopmentCareer pertains to all the jobs that are held during ones working life. A career is a sequence of separate but related work activities that provides continuity, order & meaning in a persons life. A career is defined as an individually perceived sequence of attitudes & behaviors associated with work related experiences and activities over the span of a persons life. A career path is the sequential pattern of jobs that form a career. Career goals are the future positions one strives for as a part of a career.Career stages Growth stage Exploration stage Establishment stage Mid-career Late career Decline stage

Advantages and Disadvantages of 360 degree appraisal

Unit: 5 COMPENSATIONThe terms wage / salary / compensation are often used as synonyms. The term wage is usually associated with contractual employee whose pay is calculated according to the number of hours worked/ units produced. The word salary/compensation applies to the remuneration that is paid for a fixed period and does not depend upon the number of hours worked. It is associated with the white collar worker. Certain theories were propounded for determination of wages but these could not stand the test of time.Compensation structureA) Intrinsic rewardsB) Extrinsic rewards (TYPES) Indirect compensation Indirect compensation

Direct CompensationIndirect Compensation

Basic SalaryOvertime Policy

Medical ReimbursementLeave Policy

Special AllowancesFlexible Timing

House rent AllowancesHoliday Homes

BonusRetirement Benefits

ConveyanceInsurance

Leave Travel AllowancesHospitalization

Pay determination process (compensation program me) Performing Job Analysis Conducting pay Analysis of organizational problems Preparation of pay structure Framing pay administration rules Implementation of wages and salaries

Job evaluation methodsA) Non-analytical methods Ranking method Job classification (grading method)B) Analytical methods Point (rating)method Factor comparison methods

Factors affecting wages or compensation in Nepal1) Productivity of workers2) Ability to pay3) Government4) Labor union5) Cost of living6) Demand and supply of labor

Minimum Wages

The minimum amount of compensation an employee must receive for performing labor. Minimum wages are typically established by contract or legislation by the government. As such, it is illegal to pay an employee less than the minimum wage.Wage rate established by collective bargaining or by government regulation, specifying the lowest rate at which workers may be employed. A legal minimum wage is one mandated by government for all workers in an economy, with few exceptions. Privately negotiated minimum wages determined by collective bargaining apply to a specific group of workers in the economy, usually in specific trades or industries. The modern minimum wage, combined with compulsory arbitration of labour disputes, first appeared in Australia and New Zealand in the 1890s. In 1909 Britain established trade boards to set minimum wage rates in certain trades and industries. The first minimum wage in the U.S. (which applied only to women) was enacted by Massachusetts in 1912. Minimum wage laws or agreements now exist in most nations.The smallest hourly wage that an employee may be paid as mandated by federal law. Inflation and other factors necessitate periodic adjustments to the actual number.

Types of incentives plan Individual pay plan Group pay plan Organizational pay plan

Current trends in compensation Competency and skills based pay Broad banding: (collapsing into few level) The New Pay: (both together)

Emerging issues in Compensation The issues of comparable The issue of secrecy The issue of inflation and salary compression The issue of pay reviews The issue of employee participation Pay practices in Nepal Government organizations Private sector organization Private banks and financial institutions Non- Government organizations

Unit: 6 OHASOccupational health should aims at:1. The promotion and maintenance of the highest degree of physical, Mental and social well-being of workers in all occupations, 2. The prevention amongst workers of departures from health caused by their working conditions,3. Protection of workers in their employment from risks resulting from factors adverse to health,

OHAS Provision Daily cleaning of enterprises with germicidal medicines. Arrangement of supplying fresh air and light with good temperature for good working condition. Arrangement for removal and disposal for solid wastages. Arrangement for prevention of accumulation of dusts, fume, vapor and other impurity materials. One should concerns with the spacing and height of working condition. Plenty of water supply in case of hazards occurrence, extinguishing fire, washing and cleaning purpose. Arrangement of separate toilets for male /female at convenience place. Declaration of no smoking zone. Compulsion for health check up for everyone.

Common Hazards Industrial injuries Industrial accidents Mechanical and chemical hazards Biological hazards Psychosocial hazards etc.

Emerging issues in OHAS

Physical working conditions Sick building syndrome Ergonomics (work management) Engineering of work equipments and materials Cumulative trauma and repetitive stress ( disorder) Accident rate and individuals

Unit: 7 ER, Change and CommunicationEffective communication1. Use simple, direct and explicit wording. 2. Speak clearly, slowly and use your voice to convey the tone of the communication. 3. Respond to the listener.4. Ask the listener to repeat back the information that was just received.5. Listen and pay attention when the other person speaks. 6. Be Precise and Concise7. Be Generic8. Be Assertive 9. Be Attentive 10. Encourage Two-Way CommunicationCauses of Stress in an Organization Organizational Change Task Design Management Style Interpersonal Relationships Work/Life Balance Physical Conditions

Ways to minimize stress at work Act Rather Than React Take A Deep Breath Eliminate Interruptions Schedule Your Day For Energy And Focus Eat Right And Sleep Well Change Your Story Cool Down Quickly Identify Self-Imposed Stress Prioritize Your Priorities Reset The Panic Button Influence Others Be Your Own Best Critic

Spirituality is the basic belief that there is a supreme power, a being, a force, whatever you call it, that governs the entire universe. There is a purpose for everything and everyone. The universe is not meaningless or devoid of purpose. There is a higher power that affects all things. Everything is a part and an expression of this oneness. Everything is interconnected with everything else. Everything affects and is affected by everything else.Spirituality is the feeling of this interconnectedness and being in touch with it. Thus, spirituality is giving expression to ones feelings. Spirituality is also the feeling that no matter how bad things get, they will always work out somehow. There is a guiding plan that governs all lives. As long as a person has others, such as family, to fall back on, there is nothing to fear.

An employee handbook, sometimes also known as an employee manual or staff handbook, is a book given to employees by an employer. Usually, the employee handbook contains information about company policies and procedures. The employee handbook is an excellent place to bring together employment and job-related information which employees need to know, such as holiday arrangements, company rules and disciplinary and grievance procedures. It can also provide useful source of information to new staff as part of the induction process. A written employee handbook gives clear advice to employees and creates a culture where issues are dealt with fairly and consistently.Unit: 8 Industrial RelationsGrievance Handling Procedure

Collective Bargaining Process

Actors of Labor Relations

Disciplinary Procedures

Current Situation of IR in NepalEmerging Concept in IR

Mutual hostility and suspicion Strikes and Lockouts as ultimate resolution of dispute Politicization of labors issues and multiplicity of unions Legalistic orientation of IR Unacceptable labor practices Tripartite interaction as the popular mode of dispute resolution Labor Disputes Nepals Labor policy in uncomfortably polished

Change in definitions and concepts Change in coverage and scope Change in contents of IR Change in functioning pattern More focus towards functions rather than routine functions of IR Increase in participation and involvement of workers Increase in professional unions Change in role of Government.

Spirituality is the basic belief that there is a supreme power, a being, a force, whatever you call it, that governs the entire universe. There is a purpose for everything and everyone. The universe is not meaningless or devoid of purpose. There is a higher power that affects all things. Everything is a part and an expression of this oneness. Everything is interconnected with everything else. Everything affects and is affected by everything else.Spirituality is the feeling of this interconnectedness and being in touch with it. Thus, spirituality is giving expression to ones feelings. Spirituality is also the feeling that no matter how bad things get, they will always work out somehow. There is a guiding plan that governs all lives. As long as a person has others, such as family, to fall back on, there is nothing to fear.

An employee handbook, sometimes also known as an employee manual or staff handbook, is a book given to employees by an employer. Usually, the employee handbook contains information about company policies and procedures. The employee handbook is an excellent place to bring together employment and job-related information which employees need to know, such as holiday arrangements, company rules and disciplinary and grievance procedures. It can also provide useful source of information to new staff as part of the induction process. A written employee handbook gives clear advice to employees and creates a culture where issues are dealt with fairly and consistently. | Page CAMAD COLLEGE BBA