UNIT 1

1. Human Resource Management Meaning

Human Resource Management (HRM) is the structured process of managing people in

organizations. It includes staffing, training, retention, performance management, and exits.
HRM ensures effective utilization of human resources to achieve organizational goals while
fostering employee satisfaction​.

2. Concept

HRM focuses on managing employees as key resources to achieve organizational

objectives. It encompasses hiring, training, motivation, and maintenance to ensure a
productive and satisfying employment relationship. HRM adopts a strategic approach to
workforce management to enhance overall organizational efficiency​.

3. Functions, Role, Skills, and Competencies of HR Manager

HRM functions include staffing, training, motivation, and employee retention. HR managers
must possess effective communication, critical thinking, relationship-building, adaptability,
and technological skills. They are pivotal in addressing employee concerns and aligning HR
strategies with business objectives​.

4. HR Policies

HR policies are the formal rules and guidelines that govern hiring, training, performance
evaluations, and rewards in an organization. They provide consistency and fairness while
preventing misunderstandings between employees and employers. HR policies are essential
for promoting compliance, enhancing morale, and driving organizational success​.

5. Evolution of HRM

HRM evolved across eras such as the Industrial Revolution, Trade Union Movement,
Scientific Management, and Behavioral Science eras. Each era introduced new methods for
managing people, moving from paternalistic approaches to strategic and
development-focused practices, which define modern HRM​.

6. HRM vs HRD

HRM focuses on broad organizational objectives, including staffing, rewards, and policies,
while HRD emphasizes proactive skill and knowledge development. HRM is reactive and
formal, whereas HRD is ongoing and employee-centric, aiming to increase individual
competency and organizational growth​.

7. Emerging Challenges of HRM

HRM faces challenges such as integrating HR strategies with corporate goals, managing
workforce diversity, and addressing technological advancements. Other challenges include
fostering innovation, improving industrial relations, and adapting to socio-psychological
changes in the workplace​.
8. Workforce Diversity

Workforce diversity refers to a heterogeneous employee composition based on age, gender,

ethnicity, and other factors. Managing diversity fosters creativity, reduces turnover, and
enhances organizational culture. In India, managing diverse social and cultural groups is
crucial for creating an inclusive workplace​.

9. Empowerment

Employee empowerment gives employees greater autonomy and decision-making authority

in their roles. It includes job enlargement and enrichment, supported by training and
resources. Proper empowerment boosts employee confidence, fosters innovation, and
enhances both productivity and job satisfaction​.

10. Downsizing & VRS

Downsizing is a workforce reduction strategy to cut costs or align with market needs, often
during economic challenges. Voluntary Retirement Scheme (VRS) provides employees with
early retirement options, offering financial and career planning support to reduce staff
strength in a humane and legal manner​.

11. Human Resource Information System (HRIS)

HRIS is a software system that organizes employee data for workforce planning, training,
and compliance purposes. It helps HR professionals analyze skills, plan promotions, and
identify training needs. HRIS enhances decision-making and efficiency by integrating HR
functions into a centralized database​.
UNIT 2
1. Acquisition of Human Resource

The acquisition of human resources involves planning, recruiting, and selecting the right
candidates to meet organizational goals. It ensures that the organization has a sufficient
number of skilled employees at the right time. This process lays the foundation for building a
productive workforce that aligns with the company’s strategic objectives​.

2. Human Resource Planning – Quantitative and Qualitative Dimensions

Human resource planning identifies workforce needs by analyzing current supply

(quantitative) and future demand (qualitative). Quantitative aspects include labor turnover
rates and workforce numbers, while qualitative aspects focus on skill requirements, job
standards, and competency needs. This ensures a balance between organizational goals
and workforce capacity​.

3. Job Analysis

Job analysis is the process of identifying a job’s duties, responsibilities, and required skills
systematically. It provides detailed information about what tasks need to be performed and
the conditions under which they are executed. Job analysis is essential for recruitment,
performance evaluation, and training​.

4. Job Description

A job description is a written document outlining the duties, responsibilities, and working
conditions of a role. It includes details like job title, department, reporting relationships, and
essential functions. This helps in setting clear expectations for the role and ensuring
compliance with organizational standards​.

5. Job Specification

Job specification defines the minimum qualifications, skills, and attributes required for a role.
It includes educational background, experience, and physical or technical abilities needed for
successful performance. This guides recruitment and helps ensure that the right candidates
are hired​.

6. Recruitment – Concept and Sources

Recruitment is the process of attracting potential candidates for organizational roles. It can
be internal (promotions, transfers) or external (advertisements, job portals, campus
placements). Effective recruitment ensures an adequate pool of candidates for selection
while aligning with the organization’s workforce needs​.

7. Selection – Concept and Process

Selection is the process of evaluating and choosing the most suitable candidates from the
recruitment pool. It involves multiple steps, such as screening, tests, interviews, and
reference checks. The goal is to ensure a match between job requirements and candidate
competencies​.

8. Test and Interview

Tests and interviews are key selection tools used to assess a candidate's skills, knowledge,
and personality. Tests measure specific abilities or aptitudes, while interviews provide
insights into the candidate's communication and cultural fit. Together, they help identify the
best candidate for a role​.

9. Placement

Placement refers to assigning the selected candidate to a specific job within the
organization. It ensures the alignment of the employee’s skills and role requirements.
Successful placement helps maximize employee productivity and satisfaction while
supporting organizational goals​.

10. Induction

Induction is the process of familiarizing new employees with the organization’s policies,
culture, and work environment. It introduces them to their roles, teams, and facilities, helping
them integrate smoothly. Effective induction improves employee engagement and reduces
turnover​.

11. Orientation

Orientation is a broader process of introducing new employees to the organization’s values,

mission, and structure. It aims to align their goals with organizational objectives and clarify
expectations. A well-planned orientation fosters a sense of belonging and prepares
employees for long-term success​
UNIT 3
1. Training and Development: Concept and Importance

Training and development involve improving employees' skills, knowledge, and abilities to
perform current or future roles effectively. Training addresses specific job skills, while
development focuses on broader career growth. This process enhances productivity,
adaptability, and job satisfaction, aligning employee capabilities with organizational goals​.

2. Identifying Training and Development Needs

Training needs are identified by analyzing gaps between current employee skills and
organizational requirements. Techniques include performance appraisals, employee
feedback, and job analysis. This ensures training efforts target the areas that will most
benefit individual growth and organizational objectives​.

3. Designing Training Programmes

Designing training programs involves outlining objectives, content, and delivery methods
tailored to employee needs. It includes choosing appropriate techniques like workshops,
simulations, or online modules. A well-designed program ensures employees gain relevant
skills to meet organizational and personal development goals​.

4. Role-Specific Training

Role-specific training focuses on equipping employees with the knowledge and skills
required for their particular job. It involves tailored instruction relevant to daily tasks and
responsibilities, enhancing productivity and role effectiveness. Such training ensures
employees are confident and competent in their roles​.

5. Competency-Based Training

Competency-based training targets the development of specific competencies, such as

problem-solving, leadership, or technical skills. This approach focuses on measurable
outcomes and ensures employees acquire abilities essential for their job and organizational
success. It fosters skill mastery and career advancement​.

6. Evaluating Training Effectiveness

Training effectiveness is assessed through metrics like employee performance, knowledge

retention, and behavior changes. Methods include feedback surveys, skill assessments, and
performance reviews. Evaluation ensures the training meets its objectives and provides a
return on investment for the organization​.

7. Training Process Outsourcing

Training process outsourcing involves delegating training activities to external providers. This
can include content creation, delivery, and management. Outsourcing allows organizations
to access expertise, reduce costs, and focus on core activities while ensuring employees
receive high-quality training​.
8. Management Development

Management development focuses on enhancing leadership and decision-making skills

among managers. It involves workshops, mentoring, and on-the-job training to prepare them
for higher responsibilities. This ensures effective leadership and aligns managerial
capabilities with strategic organizational goals​.

9. Career Development

Career development is the process of helping employees plan and progress in their careers
through guidance, skill enhancement, and opportunities. It aligns individual aspirations with
organizational needs, fostering employee engagement and long-term growth. Effective
career development boosts retention and morale​.
UNIT 4
1. Performance Appraisal: Nature, Objectives, and Importance

Performance appraisal is a systematic evaluation of an employee’s job performance and

contributions. Its objectives include assessing strengths, identifying areas for improvement,
and aligning performance with organizational goals. Appraisals enhance employee
motivation, provide feedback, and support decisions on promotions and rewards​.

2. Modern Techniques of Performance Appraisal

Modern appraisal techniques include 360-degree feedback, management by objectives

(MBO), and behaviorally anchored rating scales (BARS). These methods emphasize
comprehensive evaluations, clear performance metrics, and employee participation. They
improve fairness, clarity, and alignment with organizational expectations​.

3. Potential Appraisal and Employee Counseling

Potential appraisal identifies an employee’s capacity for growth and future roles within the
organization. Counseling supports employees in understanding their strengths, overcoming
challenges, and aligning their goals with organizational needs. Together, they foster career
development and employee engagement​.

4. Job Changes - Transfers & Promotions

Transfers involve relocating employees to different roles or locations to meet organizational

needs or employee preferences. Promotions elevate employees to higher positions with
greater responsibilities, often as a reward for performance. Both facilitate career growth and
improve workforce utilization​.

5. Compensation: Concept and Policies

Compensation includes financial and non-financial rewards given to employees for their
work. Policies ensure fairness, competitiveness, and alignment with organizational goals.
Effective compensation systems attract talent, motivate employees, and maintain equity
within the workforce​.

6. Job Evaluation

Job evaluation systematically determines the relative worth of jobs within an organization. It
considers factors like responsibilities, skills, and working conditions to establish fair
compensation. This process ensures internal equity and helps design competitive pay
structures​.

7. Methods of Wage Payments

Wage payment methods include time-based systems (hourly, daily) and performance-based
systems (piece rate, commission). Time-based methods ensure consistency, while
performance-based methods reward efficiency. Organizations may choose a combination to
balance stability and motivation​.
8. Incentive Plans

Incentive plans reward employees for exceeding performance standards or achieving

specific targets. Types include individual bonuses, profit-sharing, and stock options. These
plans enhance motivation, productivity, and alignment with organizational goals by linking
rewards to outcomes​.

9. Fringe Benefits

Fringe benefits are additional perks provided beyond regular compensation, such as health
insurance, retirement plans, and paid leave. They enhance employee satisfaction, promote
well-being, and attract and retain talent. Fringe benefits also reflect the organization’s
commitment to employee welfare​.

10. Performance-Linked Compensation

Performance-linked compensation ties employee pay to individual or team achievements.

Examples include bonuses, commissions, and merit-based salary increases. This approach
aligns employee efforts with organizational objectives, fosters accountability, and drives
higher performance levels​
UNIT 5
1. Maintenance: Employee Health and Safety

Employee health and safety involve implementing measures to create a safe and
hazard-free workplace. It includes compliance with safety standards, training, and wellness
programs to prevent accidents and illnesses. Prioritizing health and safety enhances
employee morale and ensures legal compliance​.

2. Employee Welfare

Employee welfare includes initiatives that improve the well-being and quality of life for
workers. This encompasses facilities like health services, recreational activities, and financial
aid. Welfare programs increase job satisfaction and loyalty, fostering a supportive work
environment​.

3. Social Security

Social security provides financial support and protection to employees in events such as
illness, unemployment, or retirement. Benefits include pensions, medical care, and
insurance schemes. It ensures economic stability for workers and enhances their sense of
security​.

4. Employer

The employer is responsible for providing opportunities, resources, and compensation for
employees. Employers must ensure compliance with labor laws, maintain ethical standards,
and create a positive organizational culture. Their role is crucial in aligning workforce efforts
with business objectives​.

5. Employee Relations

Employee relations involve maintaining a positive and productive relationship between

employees and the organization. It includes clear communication, conflict resolution, and
fostering trust. Strong employee relations enhance collaboration, reduce disputes, and
improve organizational effectiveness​.

6. Handling

Handling refers to the approach used by management to address employee issues and
concerns effectively. It involves active listening, timely intervention, and implementing fair
resolutions. Proper handling of issues builds trust, reduces conflicts, and maintains
workplace harmony​.

7. Redressal

Redressal is the process of addressing and resolving employee grievances or complaints. It

ensures fair and transparent mechanisms, such as grievance committees and appeals
processes. Effective redressal fosters a culture of trust and accountability within the
organization​.
8. Industrial Disputes: Causes

Industrial disputes arise due to issues like wage disagreements, poor working conditions,
and lack of job security. Other causes include unfair labor practices, management conflicts,
or union demands. These disputes disrupt productivity and require timely resolution​.

9. Settlement Machinery

Settlement machinery resolves industrial disputes through legal and negotiation

mechanisms. It includes conciliation, arbitration, and adjudication processes. These methods
aim to restore harmony between employers and employees while ensuring fair treatment​.