HRM Presentation by Sujoy
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Transcript of HRM Presentation by Sujoy
Preface
My Name is Sujoy Chowdhury, Since 2003 working with various
industry as HR & IR. This presentation I have made based on
my observations & experiences that I have acquiring from each
situation what ever I have faced last 14 years.
HUMAN RESOURCE MANAGEMENT
“Nurturing turns potential
into performance”
• What is the purpose and legal
context of human resource
management?
• What are the essential human
resource management practices?
Presentation by: Sujoy Chowdhury
Purpose of Human Resource Management
Human resource management attracts, develops,
and maintains a talented workforce.
Government legislation protects workers against
employment discrimination.
Employee rights and other issues complicate the
legal environment of work.
Labor relations and collective bargaining are closely
governed by law.
Presentation by: Sujoy Chowdhury
Purpose of Human Resource Management
involves attracting, developing, and
maintaining a quality workforce.
Basic Responsibilities of Human Resource Management
1. Attract a quality workforce—human resource planning,
recruitment, and selection.
2. Develop a quality workforce—employee orientation,
training, performance appraisal.
3. Maintain a quality workforce—retention and career
development.
Presentation by: Sujoy Chowdhury
PURPOSE OF HUMAN RESOURCE MANAGEMENT
Legal Aspects Of HRM
Discrimination When someone is denied a job or position for non job related reasons
Equal Employment Opportunity The right to employment and advancement without regard to race,
religion, sex, color or national origin
Affirmative Action An effort to give preference in employment to women or other minorities
Employment criteria justified by capacity to perform a job
Comparable Worth Persons performing jobs of similar worth should receive comparable pay
Bona-fide Occupational Qualifications Employment criteria justified by capacity to perform a job
Presentation by: Sujoy Chowdhury
PURPOSE OF HUMAN RESOURCE MANAGEMENT
Legal Aspects Of HRM
Presentation by: Sujoy Chowdhury
The Payment of Wages Act, 1936. The wages of an employed person shall be paid to him without deductions of any kind except those authorized by or under this Act.
The Minimum Wages Act, 1948. The Minimum Wages Act, 1948 envisages providing minimum statutory wages for scheduled employments with a view to obviate the chances of exploitation of labor through payment of very low and sweating wages.
The Payment of Bonus Act, 1955.
The Payment of Bonus Act, 1965 is the principal act for the payment of bonus to the employees which was formed with an objective for rewarding employees for their good work for the organization.
The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959
The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959provides for compulsory notification of vacancies and submission of employment returns(ER-I and ER-II) by the employers to the employment exchanges.
The Workmen’s Compensation Act, 1923. The Workmen’s Compensation Act, 1923 provides for payment of compensation to workmen and their dependents in case of injury and accident (including
certain occupational disease) arising out of and in the course of employment and resulting in disablement or death.
The Employees’ State Insurance Act, 1948. The promulgation of Employees' State Insurance Act, 1948envisaged an integrated need based social insurance scheme that would protect the interest of workers in contingencies such as sickness, maternity, temporary or permanent physical disablement, death due to employment injury resulting in loss of wages or
earning
PURPOSE OF HUMAN RESOURCE MANAGEMENT
Legal Aspects Of HRM
The Employees’ Provident Funds & Miscellaneous Provisions Act, 1952.
An Act to provide for the institution of provident funds, pension fund and deposit-linked insurance fund for employees in factories and other establishments. This Act is the biggest social security of Workers.
The Payment of Gratuity Act, 1972. An Act to provide for a Scheme for the payment of gratuity to employees engaged in factories, mines, oilfields, plantations, ports, railway companies, shops or other establishments and for matters connected therewith or incidental thereto.
The Trade Unions Act, 1926. Trade union is a voluntary organization of workers
pertaining to a particular trade, industry or a company and formed to promote and protect their interests and welfare by collective action.
The Industrial Employment (Standing Orders) Act, 1946.
The object of the Act is to require employers in
industrial establishments to formally define
conditions of employment under them.
The Industrial Disputes Act, 1947. The objective of the Industrial Disputes Act is to secure industrial peace and harmony by providing
machinery and procedure for the investigation and settlement of industrial disputes by negotiations.
PURPOSE OF HUMAN RESOURCE MANAGEMENT
Labor Relations & Collective Bargaining
Workplace Privacy
The right to privacy while at work
Independent Contractors
Hired on temporary contracts and are not part of the organization’s permanent work force
Labor Union
An organization that deals with employers on the workers collective behalf
Labor Contract
A formal agreement between a union and employer about the terms of work for union members
Indian labor union facts:
• Union membership rate in private industry was 6.6 percent in 2014; public
sector 35.7 percent
• Many of the fastest growing unions represent white-collar workers.
• 75% of Indian adults believe unions improve wages and working conditions;
• 87% believe unions are too involved in politics.
Presentation by: Sujoy Chowdhury
PURPOSE OF HUMAN RESOURCE MANAGEMENT
Legal Aspects Of HRM
Presentation by: Sujoy Chowdhury
HUMAN RESOURCE MANAGEMENT
Human Resource Practices
Human resource planning matches staffing with organizational needs.
Recruitment and selection attract and hire qualified job applicants.
Socialization and orientation integrate new employees into the organization.
Training continually improves employee skills and capabilities.
Performance management techniques appraise individual accomplishments.
Retention and career development provide career paths and options.
Presentation by: Sujoy Chowdhury
HUMAN RESOURCE MANAGEMENT
Human Resource Practices
Human resource planning is the process of analyzing staffing
needs and identifying actions that should be taken to satisfy
them over time.
Presentation by: Sujoy Chowdhury
HUMAN RESOURCE PRACTICES
Recruitment And Training
Recruitment the process of attracting qualified job candidates to fill vacant
positions; realistic job previews try to provide candidates with accurate information on the job and organization.
Selection Choosing whom to hire from a field of qualified applicants
Realistic Job Previews Provide job candidates with pertinent information regarding a job and
organization
Reliability means a selection device gives consistent results over repeated measures
Validity Means scores on a selection device have links to future performance
Assessment Centers Examine how job candidates handle simulated job situations
Presentation by: Sujoy Chowdhury
HUMAN RESOURCE PRACTICES
Orientation And Training
Orientation the process of formally introducing new employees to their
jobs and socializing them with performance expectations.
Training keeping workers’ skills up to date and job relevant; important
training approaches include coaching and mentoring.
Coaching
An experienced person offers performance advice to a less experienced person
Mentoring
Assigns early career employees as protégés to more senior ones
Presentation by: Sujoy Chowdhury
MANAGEMENT TIPS
How to succeed in a telephone interviewAs per my Practice
• Prepare ahead
—study the organization; list our relevant strengths and capabilities.
• Minimize Distractions
—be in a quiet room, with privacy, without interruptions.
• Dress professionally
—this increases confidence, sets own interview tone.
• Practice your verbal skills
—what we say and how we sound affects our first impression.
• Have materials handy
—have all supporting documents within easy reach.
• Have questions ready
—be ready; don’t hesitate; ask questions during interview.
• Ask what happens next
—ask how to follow up, what information you can interview, formal application, in-depth interviews, employment testing, and reference checks.
Presentation by: Sujoy Chowdhury
HUMAN RESOURCE PRACTICES
Performance Appraisals
Performance Appraisal
The process of formally evaluating
performance and feedback to an employee
Two Purposes of Performance Appraisal
1. Evaluation—document and let people know how well they are
doing; judgmental role.
2. Development—identify how training and support can improve
performance; counseling role.
Presentation by: Sujoy Chowdhury
HUMAN RESOURCE PRACTICES
Performance Appraisals
Critical Incident Technique Keeps a log of a person’s effective and ineffective job behavior
360 Degree feedback Includes superiors, subordinates, peers and even customers in
the appraisal process
Multi-person Comparison Rates employees against each other
Graphic Rating Scale Uses a checklist of characteristics or traits to evaluate
performance
Presentation by: Sujoy Chowdhury
HUMAN RESOURCE PRACTICES
Performance Appraisals
Behaviorally Anchored Rating Scale
Uses specific descriptions of actual behaviors to rate various levels of actual
performance
Presentation by: Sujoy Chowdhury
HUMAN RESOURCE PRACTICES
Retention And Career Development
Career Development
Manages how a person grows and
progresses in their career
Career Planning
The process of managing career goals and
individual capabilities with opportunities for
their fulfillment
Presentation by: Sujoy Chowdhury