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    L NO. TOPIC PAGE NUMBER

    Unit .1 NATURE OF HUMAN SOURCE DEVELOPMENT

    1 Features of Human resource management 2

    2 scope/goal of human resource management 2

    3 human resource planning 2

    4 recruitment and selection 2

    5 training and development 2

    6 organizational development 3

    7 career development 3

    8 job design 3

    9 performance management system 3

    10 compensation and benefits 3

    11 employee assistance 3

    12 labour relation 3

    13 HR research and information systems and audit 3

    14 role/functions of human resource management 4

    15 the inspection function 4

    16 development function 4

    17 motivation function 5

    18 maintenance function 5

    19 employment function 5

    20 training and development function 5

    21 compensation and benefits function 5

    22 employee relations function 5

    23 benchmark/principles of human resource management 6

    24 individualistic approach 6

    25 make employees feel worthwhile 6

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    26 fair and just policies 6

    27 rewards should be earned 6

    28 access to organizational information 6

    29 judge the strength 6

    30 equal pay for equal work 6

    31 do what you preach 6

    32 Features of Human resource development 7

    33 M.M.Khan 7

    34 Prof.Len Nadler 7

    35 Schlem 7

    36 Nature and scope of human resource development 7

    37 importance of human resource development 8

    38 competent employees 8

    39 role clarity 8

    40 committed work force 8

    41 greater trust and respect 9

    42 synergy effect 9

    43 breaks resistance to change 9

    44 facilities HRP 9

    45 other benefits 9

    46 human resource development in India 9

    47 Problems and solution related to the human resource practices 10

    48 organizational problems 10

    49 general problems 11

    50 suggestions to overcome human resource development problems in India 11

    51 organizational measures 11

    52 general measures 12

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    53 features of human resource planning 13

    54 definitions of human resource planning 13

    55 leap and crine 13

    56 De Censor and Robbins 13

    57 Stoner and Freeman 13

    58 Human Resource planning procedure 13

    59 Need and importance of Human resource planning 14

    60 future manpower requirements 14

    61 adjusting to change creating talented personnel 14

    62 protection of weaker sections 14

    63 execution of personnel functions 14

    64 human assets 15

    65 breaking the resistance to change 15

    66 reduction in personnel costs 15

    67 managerial development 15

    68 international strategies 15

    69 limitations of human resource planning 15

    70 factors affecting human resource planning 15

    71 type of organization 16

    72 strategy of organization 16

    73 environmental uncertainties 16

    74 time period 16

    75 information 16

    76 nature of job being filled 16

    77 off-loading 16

    78 limitations of human resource planning 16

    Unit-2 Human Resource planning

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    1 definition of Human Resource planning 24

    2 uses and benefits of Human Resource planning 24

    3 features of Human Resource planning 25

    4 the man power management cycle 25

    5 limitations of Human Resource planning 25

    6 steps involved in Human Resource planning 25

    7 Resignations 26

    8 Retirements 26

    9 Deaths 26

    10 Dismissals 26

    11 Transfers 26

    12 Promotions 26

    13 need for Human Resource planning 26

    14 methods and steps in Human Resource planning 27

    15 annual estimate of vacancies 27

    16 long-range estimate of vacancies 27

    17 fixed minimum man specification requirements 27

    18 specific position estimations 27

    19 steps in Human Resource planning 28

    20 first step 28

    21 second step 28

    22 third step 28

    23 example of Human Resource planning at L & T 29

    24 planning job requirements and descriptions 29

    25 adequate recruitment 29

    26 adequate training 29

    27 adequate salary structure 29

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    28 fair appraisal 29

    29 job description 30

    30 skills analysis 30

    31 desirable managerial skills 30

    32 decision making skills 30

    33 leadership skills 31

    34 communication skills 31

    35 organizational and social skills 31

    36 the basic managerial skills 31

    37 selection adequate source of recruitment 32

    38 attrition 32

    39 features of attrition 32

    40 attrition 32

    41 reasons 32

    42 impact of employee attrition 33

    43 cost of re-recurring 33

    44 retaining 33

    45 loss of productivity 33

    46 rates around the world 33

    47 attrition in different industries 33

    48 attrition in BPO industry 34

    49 attrition in IT companies 34

    50 attrition in pharmaceutical sector 34

    51 battling attrition 35

    52 no poach agreement 35

    53 background checks 35

    54 involvement of families 35

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    55 cutting down of freebies 35

    56 work culture 35

    57 employee branding 35

    58 a sense of belonging 35

    59 performance based incentives 36

    60 job enrichment 36

    61 ESOP 36

    62 Controlling attrition: the office tiger way 36

    63 a proposed solution 36

    unit-3 Job Analysis,Jobdescritption,Job specification and Job evaluation

    1 features of Job analysis 40

    2 Job analysis 41

    3 Job analysis provides information on 41

    4 steps in Job analysis 42

    5 application of Job analysis preparation of job descriptions 44

    6 preparations of job specifications 44

    7 development of key result areas44

    8 design of training programmes 44

    9 development of compensation structure 44

    10 strategic planning 44

    11 Job description and job specification 45

    12 orgagnisational elements 45

    13 environmental elements 45

    14 behavioral element 45

    15 Autonomy 46

    16 variety 46

    17 task identity 46

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    18 feed back 46

    19 task significance 46

    20 techniques of job redesign 46

    21 the action that needs to be taken as 46

    22 routine jobs 46

    23 overspecialized jobs 46

    24 job rotation 46

    25 job enlargement 46

    26 job enrichment 47

    27 job evaluation 47

    28 scope of application 47

    29 introduction of job evaluation system 47

    30 contribution of trade unions to job evaluation 48

    31 techniques of job evaluation 50

    32 job ranking 50

    33 job grading 51

    34 factor comparison system 52

    35 selection of job characteristics 52

    36 selection of key jobs 52

    37 determination of correct rates of key jobs 52

    38 ranking key jobs under each job factor 52

    39 allocation of correct rates to each key jobs 52

    40 evaluation of all other jobs 52

    41 designing, adjusting and operating the wage structure 52

    42 point rating system 53

    43 select job factor53

    44 construction of this yardstick 54

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    45 education 55

    46 evaluation of the job 55

    47 wage survey 56

    48 designing the wage structure 57

    49 factors affecting the designing of the wage structure area 57

    50 labour market conditions 57

    51 economic condition of the country 57

    52 wage structure of other firms in the same industry 57

    53 adjustment and operation of wage structure 57

    54 Education:weightage 58

    55 experience :weightage 58

    56 decision making:weightage 58

    57 work complexity and adaptability:weightage 59

    58 supervisory responsibilty:weightage 60

    59 work contacts:weightage 60

    60 independence of operation:weightage 61

    61 responsibility for records and reports:weightage 62

    62 responsibility for confidential information:weightage 62

    63 physical reports:weightage 63

    64 working conditions:weightage 63

    65 job evaluation factor rating 64

    66 the scheme is based on HAY/MSL and point rating system 65

    unit 4. recruitment, selection, promotion and transfer

    1 concept of recruitment 70

    2 organizational policy 70

    3 the wages and compensation structure 70

    4 government policies 70

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    5 labour market 71

    6 image and reputation of the organization 71

    7 candidate preferences 71

    8 recruitment process 71

    9 man power planning 71

    10 job analysis 71

    11 job description 71

    12 job specification 71

    13 personnel specification 71

    14 identification of vacancies 71

    15 preparation of budget 71

    16 preparation and publication of information 72

    17 advertisement 72

    18 internet 72

    19 receipt of application form 72

    20 other method of recruitment 72

    21 employee agencies and head hunters 72

    22 campus recruitment 73

    23 walk in interviews 73

    24 employees referral 73

    25 aspects of recruitment 73

    26 alternatives to recruitment 73

    27 overtime 74

    28 outsourcing 74

    29 temporary employment 74

    30 cost effectiveness of recruitment 74

    31 source of recruits 74

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    32 method of recruitment 74

    33 internal and external recruitment 75

    34 internal source 75

    35 external source 76

    36 new Vs old blood 77

    37 benefits of recruiting from within 78

    38 benefits of using external sou