HRM- MODULE B

BABASAB PATIL

IMPORTANT AREAS

HRM OBJECTIVES ASPECTS OF HUMAN DEVELOPMENT HUMAN BEHAVIOUR AT WORK MOTIVATION ROLE CLARITY EMPLOYEE FEEDBACK PERFORMANCE APPRAISAL ROLE OF I.T. IN HRM

HRM OBJECTIVES-

ROLE CORPORATE STRATEGIES“ORGANISATIONS THAT HAVE WORLD

CLASS AMBITIONS WILL NEED TO NURTURE KNOWLEDGE WORKERS”

MD, GLAXO“ALL CORPORATE STRENGTHS ARE

DEPENDENT ON AND CENTRED AROUND –HUMAN RESOURCES”

CEO, GODREJ SOAPS

HUMAN DEVELOPMENT

TRAINING NEED ANALYSIS ROLE ANALYSIS ATTITUDINAL DEVELOPMENT CAREER PATH SELF DEVELOPMENT

SELF DEVELOPMENT

LOCUS OF CONTROL TRANSACTIONAL ANALYSIS JOHARI WINDOW EMOTIONAL INTELLIGENCE

LOCUS OF CONTROL

MEANING EXTERNAL INTERNAL RELEVANCE IN HRD

T A

PIONEER IS ERIC BERNE FAMOUS WORDS – I AM OK YOU ARE OK TRANSACTIONAL ANALYSIS DIMENSIONS RELEVANCE/ USAGE IN BANKS

JOHARI WINDOW

KNOWN TO SELF

NOT KNOWN TO SELF

KNOWN TO OTHERS

ARENA BLIND

NOT KNOWN TO OTHERS

CLOSED DARK

EMOTIONAL INTELLIENGE

SELF AWARENESS SELF REGULATION MOTIVATION EMPATHY SOCIAL SKILLS ALL NECESSARY FOR SUCCESS IN THE

WORK AREA. MUCH MORE IMPORTANT THAN IQ- IS ONE

VIEW

HUMAN BEHAVIOUR AT WORK

INDIVIDUAL DIFFERENCES TRAIT THEORY BRAIN USAGE GENDER BIAS

BEHAVIOUR IS INFLUENCES BY

ENVIRONMENTAL FACTORECONOMIC, SOCIAL, POLITICAL PERSONAL FACTORSAGE, SEX, EDUCATION, ABILITIES , MARITAL

STATUS, NO. OF DEPENDENTS ORGANISATIONAL FACTORS PHYSICAL FACILITIES, ORGNL. STRUCTURE,

LEADERSHIP, COMPENSATION, REWARDS…….NEXT SLIDE-CONTD.

BEHAVIOUR IS INFLUENCES BY(CONTINUED)

PSYCHOLOGICAL FACTORS-PERSONALITY, PERCEPTION, ATTITUTDES, VALUES , LEARNING ETC.

TYPES OF PERSONALITY

TYPE A WORKAHOLIC TIME URGENCY GO GETTER,INSENSITIVE

TYPE B PLACID, HUMANE LONG TERM SUCCESS

BRAIN USAGE

LEFT HEMISPHERE LOGICAL THINKING WORKINGRIGHT HEMISPHERE EMOTION ART MUSIC RELAXAION.

STRESS CONTROL

MOTIVATIONAL THEORIES

ABRAHAM MASLOW –HUMAN NEEDSPHYSIOLOGICALSAFETYSOCIALSELF ESTEEMSELF ACTUALISATION

MOTIVATIONAL FACTORSHERZBERG

MOTIVATIONAL FACTORS- FACTORS CREATES HIGHLY MOTIVATING SITUATION, ABSENCE DOESNOT CAUSE DISSATISFACTION.

HYGEINE/MAINTENANCE-FACTORS THAT DO NOT LEAD TO MOTIVATION, BUT ABSENCE CAUSE SERIOUS DISSATISFACTION. LEADING TO LOWER PRODUCTIVITY

MOTIVATIONAL FACTORS

RECOGNITION ADVANCEMENT RESPONSIBILITY ACHIEVEMENT POSSIBLE GROWTH WORK ITSELF

MAINTENANCE/HYGIENE FACTORS COMPAY POLICY AND ADMN. TECHNICAL SUPERVISION INTERPERSONAL RELATIONS WITH

SUBORDINATES/SUPERIORS/PEERS SALARY/JOB SECURITY/STATUS PERSONAL LIFE/WORKING CONDITIONS

ROLE AND POSITION

ROLE STAGNATION AMBIGUITY EROSION OVERLOAD INADEQUACY CONFLICT ISOLATION

EMPLOYEE FEEDBACK

CLIMATE SURVEY COMPENSATION 360 DEGREE FEEDBACK- NEW METHOD

IN THE INDUSTRY

PERFORMACE APPRAISAL

CONFIDENTIAL VS. OPEN REPORTS GIVING OF FEED BACK –NEED AND WAYS MBO-MANAGEMENT BY OBJECTIVE COUNSELLING ASSESSMENT CENTRES

KNOWLEDGE MANAGEMENT

IMPORTANCE OF TECHNOLOGY TO ASSESS TRAINING NEEDS

DATA BASERESEARCHE LEARNING

SOME TIPS FOR PREPARATION

READ THE MODULES WELL DO THE CHECK YOUR PROGRESS REFER TO THE GLOSSARY-KEY WORDS OF

TERMS AT THE END OF CHAPTER READ SUMMARY-LET US SUM UP

REPEATEDLY. REFER TO THE VIRTUAL CL. PPTS./MCQS

UNDER PRODUCTS AND SERVICES ON OUR WEBSITE.

ALL THE BEST FOR SUCCESS

– SEE THE CASE LET AND MCQs GIVEN ,

WHICH WILL BE PUT ON OUR PORTAL BY MONDAY NEXT.

THANKS FOR THE ATTENTION