•
SHORT QUESTION HUMAN RESOURCE MANAGEMENT
1.
JOB ANALYSIS
2.
JOB SPECIFICATION
3.
INDUCTION TRAINING
4.
HUMAN RESOURCE INFORMATION SYSTEM
5.
JOB SATISFACTION
6.
RECRUITMENT
7.
360 DEGREE PERFORMANCE APPRAISAL
8.
GROUP INCENTIVE PLANS
9.
SWEAT EQUITY
10.
INTERNAL MOBILITY
11.
JOB ENLARGEMENT
12.
DEMOTIONS
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MEANING OF JOB ANALYSIS
1.
JOB ANALYSIS IS A DETAILED AND SYSTEMATIC STUDY OF JOBS TO KNOW THE NATURE
AND CHARACTERISTICS OF THE PEOPLE TO BE EMPLOYED ON VARIOUS JOBS.
2.
EDWIN B FLIPPO:- JOB ANALYSIS IS THE PROCESS OF STUDYING AND COLLECTING
INFORMATION RELATING TO THE OPERATIONS AND RESPONSIBILITIES OF SPECIFIC JOB
3.
JOB ANALYSIS IS A PROCESS OF BY WHICH JOBS,DUTIES,RESPONSIBILITIES ARE
DEFINED AND THE INFORMATION OF VARIOUS FACTORS RELATING TO JOBS ARE COLLECTED
AND ON THE BASIS OF WHICH JOB DESCRIPTION AND JOB SPECIFICATIONS ARE PREPARED.
•
THE OBJECTIVE OF JOB ANALYSIS :
1.
WORK SIMPLIFICATION
2.
ESTABLISHMENT OF STANDARD OF PERFORMANCE
3.
SUPPORT TO OTHER PERSONNEL ACTIVITIES
•
JOB SPECIFICATION
•
IS ALSO THE PRODUCT OF JOB ANALYSIS.
•
STATEMENT OF THE MINIMUM ACCEPTABLE HUMAN QUALITIES REQUIRED FOR THE PROPER
PERFORMANCE OF THE JOB
•
A JOB SPECIFICATION INCLUDE:-
1.
PHYSICAL CHARACTERISTICS:-HEIGHT,WEIGHT ETC
2.
PSYCHOLOGICAL AND SOCIAL CHARACTERISTICS SUCH AS EMOTIONAL
STABILITY,FLEXIBILITY ETC
3.
MENTAL CHARACTERISTICS: GENERAL INTELLIGENCE,MEMORY JUDGMENT
4.
PERSONAL CHARACTERISTICS:-GENDER,EDUCATION,FAMILY BACKGROUND,EXPERIENCE
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JOB SPECIFICATION
1.
ESSENTIAL CHARACTERISTICS WHICH A PERSON MUST POSSESS
2.
DESIRABLE ATTRIBUTES WHICH A PERSON OUT TO POSSESS
3.
CONTRA INDICATOR WHICH WILL BECOME A HANDICAP TO SUCCESSFUL JOB PERFORMANCE
•
MEANING OF JOB SATISFACTION
1.
JOB SATISFACTION IS AN INDIVIDUAL’ EMOTIONAL REACTION TO THE JOB ITSELF. IT
IS THE ATTITUDE OF EMPLOYEE TOWARD HIS JOB.
2.
FIELDMAN AND ARNOLD,” JOB SATISFACTION IS THE AMOUNT OF OVERALL POSITIVE
EFFECT OR FEELING THAT INDIVIDUALS HAVE TOWARDS THE JOB.
3.
JOB SATISFACTION IS THE AMOUNT OF PLEASURE OR CONTENTMENT ASSOCIATED WITH
A JOB.
4.
JOB SATISFACTION IS A RESULT OF EMPLOYEE’S PERCEPTION OF HOW WELL THEIR JOB
PROVIDES THOSE THINGS WHICH ARE VIEWED AS IMPORTANT.
5.
JOB SATISFACTION CAN NOT BE SEEN IT CAN ONLY BE INFERRED AS IT IS RELATED TO
ONE’S FEELING TOWARD ONE’S JOB
6.
OFTEN DETERMINED BY HOW WELL OUTCOME MEET THE EXPECTATION OR EXCEED THE
EXPECTATION
7.
JOB SATISFACTIONS AND JOB ATTITUDES ARE USED
•
INDUCTION TRAINING
1.
IS AN IMPORTANT PROGRAMME FOR BRINGING STAFF INTO ORGANIZATION. PROVIDES INTRODUCTION TO THE WORKING ENVIRONMENT AND SET UP OF THE EMPLOYEE WITH IN THE
ORGANIZATION.
2.
GOOD INDUCTION PROGRAMMES CAN INCREASE THE PRODUCTIVITY.
3.
IN HUMAN RESOURCE DEVELOPMENT,INDUCTION TRAINING IS A FORM OF INTRODUCTION
FOR NEW EMPLOYEE IN ORDER TO ENABLE THEM TO DO THEIR WORK IN NEW PROFESSION OR
JOB ROLE WITH IN ORGANIZATION.
4.
INDUCTION TRAINING IS SYSTEMIC TRAINING.
5.
DEFINITION OF INDUCTION/ORIENTATION
6.
EDWIN
B FLIPPO ,” IS THE WELCOMING PROCESS TO MAKE THE NEW EMPLOYEE FEEL AT HOME AND
GENERATE IN HIM THE FEELING OF BELONGING TO THE ORGANIZATION.
7.
PROCESS
OF INTRODUCING THE NEW COMER TO THE ORGANIZATION
8.
GARY
DESSLER,” ORIENTATION IS A PROCEDURE FOR PROVIDING NEW EMPLOYEE WITH BASIC BACK
GROUND INFORMATION ABOUT THE FIRM.
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MEANING OF JOB ENLARGEMENT
1.
REFERS TO ENLARGING THE RANGE OF TASKS IN A JOB TO MAKE IT MORE BROAD BASED
2.
STRATEGY ADOPTED BY MANY MANAGERS TO REDUCE THE ILL EFFECTS OF DIVISION OF
LABOUR
3.
INVOLVES THE EXPANSION OF THE SCOPE AND WIDTH OF THE JOB BY MEANS OF
HORIZONTAL LOADING OF CERTAIN CLOSELY RELATED OPERATIONS.
4.
ADDITIONAL TASKS OR DUTIES DO NOT REQUIRE NEW SKILLS BUT CAN BE PERFORMED WITH THE SAME SKILLS
5.
HERZBERG,”JOB ENLARGEMENT SIMPLY ADDING ZERO TO ZERO MEANING THAT ONE SET OF
BORING TASKS( ZERO) IS SIMPLY ADDED TO ANOTHER SET OF BORING TASKS(ZERO)
•
MEANING AND NATURE OF RECRUITMENT
1.
THE PROCESS OF IDENTIFICATION OF DIFFERENT SOURCES OF PERSONNEL IS KNOWN AS
RECRUITMENT. IT IS LINKING ACTIVITY THAT BRINGS TOGETHER THOSE OFFERING JOBS
AND THOSE SEEKING JOBS.
2.
ACCORDING TO EDWIN B FLIPPO: RECRUITMENT IS THE PROCESS OF SEARCHING THE
CANDIDATES FOR EMPLOYMENT AND STIMULATING THEM TO APPLY FOR THE JOB.
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360˚ APPRAISAL AND FEED BACK
1.
RATING OF AN EMPLOYEE OR MANAGER BY EVERY ONE ABOVE ALONG SIDE AND BELOW
HIM.
2.
VARIOUS ORGANIZATION LIKE RELIANCE INDUSTRIES LTD,WIPRO ETC
3.
DESIGNED TO PROMOTION AND REWARD SYSTEM
4.
D
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HUMAN RESOURCE INFORMATION SYSTEM
- SYSTEM DESIGNED TO SUPPLY INFORMATION REQUIRED FOR THE EFFECTIVE MGMT
OF THE ORGANIZATION.
- COMPUTERIZED HUMAN RESOURCE INFORMATION SYSTEM:-A COMPUTERIZED HRIS IS DESIGNED TO MONITOR,CONTROL AND INFLUENCE THE MOVEMENT OF PEOPLE FROM THE TIME
THEY JOIN THE ORGANIZATION TILL THE TIME THEY SEPARATE FROM THE
ORGANIZATION.
- A HUMAN RESOURCE INFORMATION SYSTEM(HRIS) IS A SYSTEMATIC PROCEDURE
FOR GATHERING ,STORING,MAINTAINING,RETRIEVING AND REVISING HUMAN RESOURCE
DATA.
- HRIS IS A SOFTWARE SOLUTION TO PERFORM HR FUNCTION OF THE ORGANIZATION
- DEFINITION
- TANNENBAUM,” HRIS AS A TECHNOLOGY BASED SYSTEM USED TO
ACQUIRE,STORE,MANIPULATE,ANALYSE,RETRIEVE,DISTRIBUTE PERTINENT INFORMATION REGARDING AN ORGANIZATION’S HUMAN RESOURCES.
• INTERNAL MOBILITY
• MEANING
1.
DYNAMIC INTERNAL PROCESS FOR MOVING TALENT FROM ROLE TO ROLE,AT THE
LEADERSHIP,PROFESSIONAL AND OPERATIONAL LEVEL. IT IS IMPORTANT TO MATCH THE EMPLOYEE'S SKILL AND REQUIREMENT WITH THE REQUIREMENTS OF THE JOBS.
2.
CHANGE IN JOB STRUCTURE,JOB DESIGN AND JOB GROUPING
3.
TO IMPROVE THE ORGANIZATION’S EFFECTIVE NESS
4.
TO MAXIMIZE THE EMPLOYEE’S EFFICIENCY
5.
TO ENSURE DISCIPLINE
6.
TO ADOPT ORGANIZATIONAL CHANGE
•
DEMOTION
• MEANING
•
SHIFT TO A POSITION IN WHICH RESPONSIBILITIES ARE DECREASED.
•
REASONS:-
1.
UNSUITABILITY
2.
ADVERSE BUSINESS CONDITIONS
3.
NO COPING WITH LATEST TECHNOLOGY
4. DISCIPLINARY ACTION
5.
STAFF REDUCTIONS
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PRINCIPLES
1.
SPECIFICATION OF CIRCUMSTANCES
2. SPECIFICATION OF AUTHORITY
3.
LADDER OF DEMOTIONS
4.
OPEN POLICY
5.
CLEAR CUT NORMS FOR DEMOTION
6.
SPECIFICATION OF NATURE OF DEMOTION
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