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  1. 1. Chapter :03Human Resource Management
  2. 2. Man Power Planning & Personal Management• Definition:-“ the planning, organizing, Directing and controlling of the procurement, Development, compensation, Integration and maintenance of people for the contributing to the organizational goals.”• What is mean by planning?A. What is to be done?B. How , When and where it is to be done?C. Who is do it? And How?D. How the result are to be evaluated?
  3. 3. Function of personal management A) procurement and maintenance of adequate work – force as regards to both -number and quality of personnel. Requirement Interviewing Testing Placement Follow up of new employees for adjustment Merit rating Promotion , transfer and discharge Employment records
  4. 4. Function of personal management• B) Education and training of present employeeJob instruction : Apprentice trainingEconomic educationTraining plans: operative training , supervisory training, Executive training.General industrial educationReading rooms & librariesRecord and statistics
  5. 5. Function of personal management• C) maintaining satisfactory personal contact1. Job analysis, job specification2. Merit rating of employee3. Wags and reward4. Labour audit5. Moral studies
  6. 6. Function of personal management• D)Maintaining satisfactory group relation by1. Contact employee group2. Contact employee representative3. Contact government agencies
  7. 7. Function of personal managemente) Maintain employee health1. Health standard.2. Physical examination3. Treatment of minor injuries and diseases4. Rest period5. Hospitalization
  8. 8. Function of personal managementf) Maintaining employee safety1. Safety standard2. Safety guard & inspection of safety equipment3. Safety programmers, safety publicity, safety rules4. Fire protection
  9. 9. Function of personal managementg) Maintain employee service activities1. Credit unions2. Group insurance3. Profit sharing4. Housing programme5. Saving & investment plans
  10. 10. Uses and benefits of manpower planning1. Manpower planning ensures optimum use of the available human resource .2. It is useful for the organization but also for the nation.3. It creates facilities to educate people in the organization4. Manpower planning brings about rapid economic development.5. It create future opening and promotions.6. It helps for career development of the employee.7. Due to planning training becomes more effective.
  11. 11. Steps in man power planning1. Anticipate manpower plans2. Plan the job description and the job requirements.3. tap adequate sources of requirements4. Find out new blood for appointments to higher posts.5. Optimum motivation for internal promotion6. Anticipate expected losses due to retirements, transfer and other causes7. Annual estimation of vacancies=No. of vacancies x100 Total No. of employee
  12. 12. Staffing• Introduction to HR planningDefinition:-“an effort to anticipate future business and environmental demands upon and organization and to provide personnel to fulfill that business and satisfy that demand”HR planning is the term used to identify how organizations ensure that right persons is hired to the specific jobs.
  13. 13. HR planning• It provides an efficient and realistic means of predicting future staffing necessities so that organization can move professionally undertake new initiative of new system.• Work of HR1. Data gathering2. Analysis and forecasting3. succession and career planning4. Organizational culture5. Workforce development6. Organizational development7. Remuneration scheme
  14. 14. Recruitment procedure• The process by which a job vacancy is identified and potential employees are notified.• The nature of the recruitment process is regulated and subject to employment law.• Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.• Job description – outline of the role of the job holder• Person specification – outline of the skills and qualities required of the post holder• Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)
  15. 15. Sources of recruitment1. Employment exchange: it keep record of various candidate2. Advertisement3. Technical Institute4. Labour unions5. Application received and factory gate6. Former employees:- cal back employee7. Friends and relative of present employees
  16. 16. Selection• Select best suited candidateConsider following points1. The number of post to be fill2. The academic qualification3. Age4. Grade of post5. Future prospects
  17. 17. Selection procedure• First stageAdvertisementReceive applicationScrutiny of applicationFixing date of interviewIssue a call• Second stagePreliminary interviewGeneral written testKnowledge testTrade testSuitability of job previous history of candidate
  18. 18. Selection procedure• Third stageInterviewEmployment testReference verifiedMedical examination• Final stageOverall review of processFinal decisionAppointment
  19. 19. Personnel – Training & Development• Education increases knowledge and understanding but training increases skill and ability of workers to perform specific jobs.• To acquire a higher standard of efficiency in production, training is important to all concern right from unskilled workers to the executive staff.• New machine & new techniques are used in production process workers should trained to handle this.• So that wastage can be minimize and per unit cost of production can also reducesed to minimum.
  20. 20. Objective of training• To increase production• To provide superior and advanced skill to the workers• To give workers opportunity for promotion to higher posts.• To develop workers performance• To improve workers knowledge.• To teach them to reduce wastage• To build up confidence among workers, leading to better efficiency
  21. 21. Advantage• Increase efficiency• Reduce wastage• Increase life of machine• Increase earning capacity of worker.• reduce absenteeism• Reduce accident• Increase output per labour employed• Help in improving the quality and quantity of product• Trained workers make few mistake
  22. 22. Types of training1. Induced training :- initial training at the time of admission in organization . Workers get clear idea of product, history of organization, rule and regulation of working condition.2. Job Training :- clear idea about handling equipment, machinery and material of the respective jobs.3. Training for promotion: given new responsibility , when they are expected promotion4. Refresher training:- with passage of time , several methods and instruction are either forgotten or may be outdated.
  23. 23. Leadership• It is important qualities of manager.• Definition: “ the process of influencing other work enthusiastically towards achieving set objective”• It include ability, initiative & creativeness which give confidence & cooperation to worker.
  24. 24. Following factor consider for leader1. Position :-the leader should having some prestigious position in organization.2. Person:- A leader shall be effective only if he possesses abilities , interest and character.3. Process :- person should acquire leadership quality once they get position. . The influence process affects the situation.
  25. 25. Role of leader Group task Role :-1. An initiator2. Information seeker3. Opinion seeker4. Information giver5. Elaborator6. Coordinator7. Energizer8. recorder
  26. 26. Role of leader Team building1. Encourager2. Compromiser3. Group observer and commentator Individual Role1. Perfect judge2. Counselor3. Time manager4. Help- seeker5. Aggressor and dominator
  27. 27. Leadership theory• Trait theory• The situation theory• Group theory
  28. 28. Leadership theory Trait theory :- Quality necessary in leader Honesty , initiative , judgment, intellectual capability Inborn quality divides people in two group1. Leader2. Non-leadersBased on qualitative aspects rather than quantitative once.
  29. 29. The situation theory• Based on situation rather than characteristics or qualities of leader• Leaders are made and not born• Think good leader adjust to situation• Provide appropriate training
  30. 30. Group theory• Leadership cannot exit unless there are followers..• It analyze team characteristics of group followers and leader relationship with group
  31. 31. Leadership Style1. Autocratic2. Laissez – fair3. Democratic4. charismatic
  32. 32. Autocratic style• Dominate and guide men trough coercion ( do it).• Do not like subordinates ask question .• Direct gives order and assign duties without consideration of subordinates confidence.• As per own wish
  33. 33. Laissez – faire style• Complete freedom gives to subordinates.• Work as per their will & wish• Leader play passive role.• This type of leadership is not always effective as it is democratic in nature .• Insecurity exits in between workers.
  34. 34. Democratic leadership style• Importance to the opinion of his subordinates• Welcome free and fair participation of different group in preparing policies and plan of organization• Does not interfere in working• Friendly relationship , time consuming, productivity increase , use of talent and abilities• Motivate the people who respect the leader
  35. 35. Charismatic leadership• Interpersonal attraction that inspire followers• Followers having certain emotional involvement towards organization.• This leader contribute his selt – confidance, ideas which influence people.• Small decision will be taken by leader , consider the opinion of followers.
  36. 36. MotivationDefinition :“ It deals with behavior get started , is energized , sustained, directed, stopped and what kind of objective action is present in organization while it is going on” Mr. Jones“ motivation is the process of initiating and directing behavior” Victore H. Vroom
  37. 37. Intrinsic and extrinsic Motivation• Motivation is defined as an inner state that energizes, activates and directs the behavior of individual towards certain goals. Strong motives or needs the individual restless and put him in a state of disequilibrium until his needs are fulfill or satisfied.
  38. 38. Intrinsic motivation• Intrinsic motivation refers to motivation that is driven by an interest or enjoyment in the task itself, and exists within the individual rather than relying on any external pressure. Intrinsic Motivation is based on taking pleasure in an activity rather working towards an external reward
  39. 39. Extrinsic motivation• Extrinsic motivation refers to the performance of an activity in order to attain an outcome, which then contradicts intrinsic motivation. Extrinsic motivation comes from outside of the individual. Common extrinsic motivations are rewards like money and grades, coercion and threat of punishment. Competition is in general extrinsic because it encourages the performer to win and beat others, not to enjoy the intrinsic rewards of the activity. A crowd cheering on the individual and trophies are also extrinsic incentives.
  40. 40. Moslow’s Theory of motivation• Maslows hierarchy of needs is a theory in psychology, proposed by Abraham Maslow in his 1943.• Realization of organization objectives .• Inspire people
  41. 41. Industrial Legislation• Importance : Improves the industrial relationship i.e. employee- employer relations. Helps pay fair wags to workers. Minimize unrest among workers Reduce conflict and strikes Promote wholesome environment condition in the country Fixes hours of works , rest pauses etc.
  42. 42. Factory act ,1948• It regulate condition of work ( health , safety etc) in factory .• This act received the assent of Governor – General of India on September 23,1948• This act applicable for all factory in which 10 or more than 10 workers are working.• This factory act has provision in respect of1. Employee health & safety2. Hours of working3. Wholesome work environment4. Employee welfare5. Leave with wags
  43. 43. Important Definition1. Factory :- A place where 10 or more persons are working and in which manufacturing process going on using electricity, steam, oil, etc.2. Manufacturing process :-A process for- Making ,altering , repairing , finishing , packing, washing, cleaning or treating a substance for its use ,sale, transport , disposal etc.- Pumping oil , water or sewage ,or- Generating transforming or transmitting power3. Workers :- a person employed directly or through any agency whether for wags or not in manufacturing or premises of manufacturing process.
  44. 44. Important Definition4. Adult:- A person who complete 18 year of age.5. Child:- A person who not complete15 year of age.6. Power:- Electrical Energy or any kind of energy.7. Machinery:- include1. Primary movers:- Engine , Motor etc.2. Transmission machinery :- Shaft ,wheel , drum , pulley, Belt etc.8. Occupier of factory :- a person who have ultimate control over the affairs of factory
  45. 45. Approval , licensing and registration of factory• Before starting factory :-1. Take permission of the state government or chief inspector on which factory is to be made .2. Get the factory plan & specifications approved by inspector of industries.
  46. 46. Health1. Cleanliness :- Removal and disposal of dirt and refuse from floors , benches etc. Washing of floor of work at least once in week.2. Disposal of wastage and effluents:-Suitable arrangement should be made for disposal of wastage and effluents due to manufacturing process.3. Ventilation and Temperature:- Adequate ventilation by fresh air circulation . Suitable temperature provide condition of comfort and prevent injury to health of workers.4. Dust and Fumes:- employee shall take necessary step to step workrooms free from dust or fumes
  47. 47. Health5. Overcrowding :-• No workroom should be overcrowded to an extent, which is injurious to health .• Workspace should provide 4.2 cu. M.6. Lightning :-• Both artificial and natural , sufficient for workroom• Glares and shadows causes eye strain or risk of accident.7. Drinking water:-Available at suitable point conveniently situated in factoryMark as drinking water.
  48. 48. SafetyA)Following things are securely fenced1. Moving pats of primary mover and flywheel connected to it.2. Head race and tail race of water wheel and water turbine.3. Any part of stock bar projecting beyond the lathe head stock.
  49. 49. SafetyB. Work on near machinery in motion :Any part is examined while it is in motion by specially adult worker wearing tight fitting clothing. No women or young worker permitted to clean , lubricate or adjust any part of moving machinery.c:- Employment of young persons on dangerous machines.No young person shall work on dangerous machine unless, He has got sufficient training to work at that machinery
  50. 50. SafetyD) Excessive lift:-No person shall be asked to lift , carry or move any load so heavy as to cause him an injury.E) Lifting machine, for Chains , rope and lift tackles:- like toggle , pulley block, examine once in yearF) Pressure plant :-Working pressure does not exceed the safe value.E) Floor , stairs and means of access different to different places:-Sound construction, properly maintain, and provide handrails.
  51. 51. Safetyf) Precautions against dangerous fumes:-No person shall allowed to enter any confined space , chamber , tank in which dangerous fumes are likely to be present
  52. 52. Welfare1. Washing facility2. Facility for sitting3. First aid appliances :- every 150 workers ,ambulance room4. Canteen5. Shelters ,rest room and lunch room
  53. 53. Working hours1. Weekly hours :- 48 hr.2. Weekly holidays :-3. Daily hours :- not more than 9 hr.4. Interval for rest:- not more than 5 hr. continuous.1/2 hr break5. Extra wags for over time :- more than 9hr/day or 48/week give overtime wags twice the rate ordinary rate of wags .6. Restriction on double employment :- not allow to work in another factory.7. Restriction on employment of women:- 6 AM to 7 PM
  54. 54. The Employee State Insurance Act , 1948 ( ESI act)Workman compensation act have some problem regarding –• It did not cover many diseases• Involve delay in payment• Objective :-To provide certain benefits to employees in case of sickness , employment injury and for certain other matters in relation thereto.
  55. 55. Important definition1. Contribution:- sum of money payable to cooperation by principal employer in respect of an employee.2. Cooperation :- it consist of A chairman A vice chairman 5 people nominated by central government.3. Employment injury :- caused by accident or at the time of employee.4. Principal Employee :-Owner, any person responsible for supervision and control of undertaking.5. Sickness:- needs medical treatment and require absention from work on medical ground
  56. 56. The Employee State Insurance Act , 1948 ( ESI act)Medical Benefit council :-Matter relating to administration of medical benefits.Council can investigate against medical practitioner in connection with medical treatment and attendance.Finance and Audit:-Creation of fund called ESI fund.Fund is created mainly by contribution made by employer and employees.Fund utilized for-1. Payment of benefits and provision of medical treatment to worker & their families.2. Establishment and maintenance of ESI hospital and dispensaries.3. Payment of fees , allowances , salaries etc
  57. 57. ContributionTowards making funds ,Deduct from salaries , share shall submit to bankESI cooperation appoint inspector and check particular about funds submitted by employeeBenefits:-1. Sickness benefit:-Periodical payment by producing medical certificate.2. Disablement benefit:-3. Dependents benefit :- insured person die.4. Medical benefit:- demand medical tretment.
  58. 58. Workman compensation act 1923• It come into force in 1924.Objective :- the worker can claim compensation if the injury has been caused by an accident in the course of employment .provided he was not under influence of drink or drug and the accident was not due to his wilful disobedience of rule. The amount of compensation depend upon result of injury and nature of disablement . All fatal accident should notice of the commissioner and employee should deposit the amount of compensation.
  59. 59. Important definition1. Dependant mean:- A widow , a minor son, unmarried daughter or a widowed mother . If wholly dependent on the earnings of worker at the time of his or death ;i) A widower , a minor brother and unmarried sisterii) A widower daughter in law.2. Minor :- A person below 18 yr of age.3. Partial disablement :- disable temporary nature and in which reduce the earning capacity of workman.4. Total disablement ;- disable temporary or permanently and he cannot earn at all.
  60. 60. Employee liability for compensationIf1. Injury has been caused by accident2. During the course of employment3. Result of death or permanent or temporary disablement
  61. 61. Amount compensationA) where death result form injury :- amount equal to 40 % of the monthly wags multiplied by relevant factor or amount of Rs.20000 whichever is more.B) Where permanent total disablement :- amount equal to 50 % of monthly wags multiplied by relevant factor or an amount of Rs.24000 whichever is morec) Where temporary disablement whether total or partial result from the injury , a half monthly payment of sum equivalent to 25 % of monthly wags of workman to be paid.
  62. 62. Distribution of compensation• Payment of death or under legal disablement of workman shall be deposited by employer with commissioner . Not directly .• An employer of course can give advance to any dependent on account of compensation not exceeding Rs.100• The commissioner after deducting this advance , may allot entire amount to any dependant.
  63. 63. Notice and claims of accident• A workman should give in writing notice to employer regarding accident.The purpose of giving notice to is to enable the employer to check the facts of accident The notice should contain particulars of workman , date of accident and cause of accident A claim for compensation must made within 2 yr of the occurrence of the accident or within 2 yr of date of death. In case of occupational diseases the period of two yr is counted from the day the workman given notice of disablement to his employer. Where commissioner receive an information about fatal accident , he may send notice to workman employer asking circumstances which led to death , about deposition of compensation.
  64. 64. Industrial dispute act ,1947Dissatisfaction amongst the labour as regards their exiting labour condition , avoid strikesThis act aims at making industrial peace through voluntary negotiation and compulsory adjudication.Important aspects of the act :-1. Industrial dispute may referred as industrial tribunal1. Strike should be prohibited during pendency of conciliation and adjudication proceedings Settlement reaches in the course of concilition proceedings Awards of industrial tribunals declared bindings by appropriate government.
  65. 65. Important definition1. Award :- interim or final determination of an industrial dispute .2. Average pay:- avg. wags payable to workman.3. Industry :- manufacturing business4. Industrial dispute :- any dispute or difference --between employee and employers ,- Between employee and workman- Between workman and workman5. Lay off:- failure( on account of shortage of caol ,power , raw material etc)6. Lock out:- closing the place of employment7. Public utility services:- railway, Postal,8. Retrenchment :- termination of services of worker by employer for any reason.9. Strike :- refusal of work10. Settlement :- arrived at in the course of conciliation proceeding. Agreement11. Workman :- person in industry for manual , clerical , technical , supervisory work
  66. 66. Authority under this act.1.Work committee:- in industry where more than 100 worker are employed for any day in preceding 12 month shall constitute work committee .Work committee shall have representative of workers and employer.Work committee should preserve amity and good relation with worker and employer
  67. 67. Authority under this act2. Conciliation officer :- conciliation officer appointed by any appropriate government and they shall mediate and promote the settlement of industrial disputes.3. Board of conciliation:- BOC should be headed by chairman and shall have two or four members4. Court of Enquiry :- Appropriate government may constitute a court of enquiry to look into any matter connected with industrial dispute . It consist of 1 or more independent persons. Court shall inquire and submit report ordinary with six month from the date of commencement .
  68. 68. Authority under this act5. Labour court :- State government is to select one person with judicial experience to adjudicate the matter special below:-1. The legality of an order passed by an employer2. The application and interpretation of standing order.3. Discharge and dismiss of workmen.6. Tribunals :-State government appoint person on the level of high court judge and adjudicate on matters pertaining to :1. Wags2. Allowances3. Hours of work4. Leave with wags and holidays.5. Rules of discipline .6. Classification of grades.7. Retrenchment of workers .
  69. 69. Assignment: - 041. Explain the main provisions of workmen’s Compensation act.2. Define Industrial dispute. State the causes of industrial dispute.3. Explain Maslow’s theory of Motivation.4. State the causes of accidents. What are the safety precautions to be taken in manufacturing industries to prevent accident?5. State the provision of Factory Act.6. State the qualities of good leadership.