Human Resource Management MAKAUT MBA SECOND SEM

MODULE-1

Chapter 1: Human Resource Management

1.1.

Human Resource Management (HRM)

11

1.1.1.

Meaning and Definition of HRM

11

1.1.2.

Nature of HRM

11

1.1.3.

Scope of HRM

12

1.1.4.

Objectives of HRM

12

1.1.5.

Functions of HRM

13

1.1.5.1.

Managerial Functions

13

1.1.5.2.

Operational Functions

14

1.1.6.

Principles of HRM

14

1.1.7.

Structure of HR Department

15

1.1.8.

Line and Staff Responsibility of HR Managers

16

1.1.9.

Qualities of a Successful HR Manager

17

1.1.10.

Roles of HR Manager

18

1.1.11.

Importance of HRM

19

1.2.

Tracing the Journey from Personnel Management and HRM to HRD to Talent Management

20

1.2.1.

Personnel Management

20

1.2.2.

HRD

21

1.2.3.

Talent Management

22

1.3.

Exercise

22

Chapter 2: Human Resource Planning

2.1.

Human Resource Planning (HRP)

24

2.1.1.

Meaning and Definition of Human Resource Planning

24

2.1.2.

Nature of Human Resource Planning

24

2.1.3.

Objectives/ Purposes of Human Resource Planning

25

2.1.4.

Factors Influencing Human Resource Planning

25

2.1.5.

Processes of Human Resource Planning

26

2.1.5.1.

Environmental Scanning

27

2.1.5.2.

Organisational Objectives and Policies

27

2.1.5.3.

Demand Forecasting Techniques

27

2.1.5.4.

Supply Forecasting

28

2.1.5.5.

Estimating Manpower Gaps/ Manpower Inventory

29

2.1.5.6.

Action Planning

31

2.1.5.7.

Evaluation and Control

31

2.1.6.

Importance of Human Resource Planning

31

2.2.

Career Planning

32

2.2.1.

Meaning and Definition of Career Planning

32

2.2.2.

Characteristics of Career Planning

32

2.2.3.

Objectives of Career Planning

33

2.2.4.

Process of Career Planning

33

2.2.5.

Importance of Career Planning

34

2.3.

Career Development

35

2.3.1.

Meaning and Definition of Career Development

35

2.3.2.

Characteristics of Career Development

36

2.3.3.

Objectives of Career Development

36

2.3.4.

Steps Involved in Career Development Plan

36

2.3.5.

Importance of Career Development

37

2.4.

Leadership Pipeline

38

2.4.1.

Introduction

38

2.4.2.

Elements of the Leadership Pipeline

38

2.4.3.

Importance of Developing Leadership Pipeline

38

2.4.4.

Creating Leadership Pipeline for all Level

39

2.5.

Succession Planning

39

2.5.1.

Meaning and Definition of Succession Planning

39

2.5.2.

Characteristics of Succession Planning

40

2.5.3.

Objectives of Succession Planning

40

2.5.4.

Types of Succession Planning

41

2.5.5.

Importance of Succession Planning

41

2.5.6.

Career Planning versus Succession Planning

42

2.6.

Rightsizing/ Downsizing

42

2.6.1.

Meaning and Definition of Rightsizing

42

2.6.2.

Characteristics of Rightsizing

42

2.6.3.

Types of Rightsizing

43

2.6.4.

Benefits of Rightsizing

43

2.6.5.

Issues in Rightsizing

43

2.7.

Restructuring

44

2.7.1.

Meaning and Definition of Restructuring

44

2.7.2.

Types of Restructuring

44

2.7.3.

Benefits of Restructuring

45

2.8.

HR Analytics

45

2.8.1.

Concept and Definition of HR Analytics

45

2.8.2.

Features of HR Analytics

45

2.8.3.

Purpose of HR Analytics

46

2.8.4.

Applications of HR and Predictive Analytics

46

2.8.5.

Benefits of Human Resource Analytics

47

2.9.

Human Resource Information System (HRIS)

48

2.9.1.

Meaning and Definition of HRIS

48

2.9.2.

Objectives of HRIS

48

2.9.3.

Components of HRIS

48

2.9.4.

Developing Human Resource Information System (HRIS) to Facilitate Decision Making

49

2.9.5.

Importance of HRIS

49

2.10.

Exercise

50

Chapter 3: Recruitment and Selection

3.1.

Recruitment and its Alignment with Organisation

52

3.1.1.

Meaning and Definition of Recruitment

52

3.1.2.

Features of Recruitment

52

3.1.3.

Objectives of Recruitment

52

3.1.4.

Methods and Sources of Recruitment

53

3.1.4.1.

Internal Sources

53

3.1.4.2.

External Sources

54

3.1.4.3.

Internal versus External Recruitment

56

3.1.5.

Factors Affecting Recruitment

56

3.1.6.

Recruitment Procedure

57

3.1.7.

Importance of Recruitment

58

3.2.

Selection and its Alignment with Organisation

58

3.2.1.

Meaning and Definition of Selection

58

3.2.2.

Importance of Selection

59

3.2.3.

Sources of Selection/ Steps in Selection Process

59

3.2.4.

Factors Affecting Selection

60

3.2.5.

Barriers to Selection

61

3.2.6.

Difference between Recruitment and Selection

62

3.3.

Interviews

62

3.3.1.

Introduction

62

3.3.2.

Steps in Interview Process

62

3.3.3.

Interview Errors/ Common Mistakes in Interview

63

3.3.4.

Types of Interviews/ Interviewing Methods

65

3.3.5.

Behavioural Event Interviewing

66

3.3.6.

Advantages of Interviews

67

3.3.7.

Disadvantages of Interviews

68

3.3.8.

Understanding the Phenomenon of Day-1 Placement at B-School

68

3.4.

Exercise

69

Chapter 4: Learning and Development

4.1.

Learning

70

4.1.1.

Meaning and Definition of Learning

70

4.1.2.

Characteristics of Learning

70

4.1.3.

Learning Process

70

4.1.4.

Principles of Learning

71

4.1.5.

Significance of Learning

72

4.2.

Executive Development

72

4.2.1.

Meaning and Definition of Executive Development

72

4.2.2.

Objectives/ Purposes of Executive Development

73

4.2.3.

Methods of Executive Development

73

4.2.3.1.

On-the-Job Methods

73

4.2.3.2.

Off-the-Job Methods

74

4.2.4.

Difference between Training & Executive Development

75

4.3.

Training

76

4.3.1.

Meaning and Definition of Training

76

4.3.2.

Features of Training

76

4.3.3.

Training Methods

76

4.3.3.1.

On-the-Job Methods

77

4.3.3.2.

Off-the-Job Methods

77

4.3.3.3.

Difference between On-the-Job & Off-the-Job Training

78

4.3.4.

Process of Training

79

4.4.

Training Needs Identification/ Training Needs Assessment (TNA)

80

4.4.1.

Meaning and Definition of TNA

80

4.4.2.

Objectives of TNA

80

4.4.3.

Levels of TNA

80

4.4.4.

Methods of TNA

81

4.4.5.

Importance of TNA

81

4.5.

Competency Mapping

82

4.5.1.

Meaning and Definition of Competency Mapping

82

4.5.2.

Objectives of Competency Mapping

82

4.5.3.

Steps Involved in Competency Mapping

82

4.5.4.

Approaches/Methods of Competency Mapping

83

4.5.5.

Advantages of Competency Mapping

83

4.5.6.

Disadvantages of Competency Mapping

84

4.6.

Designing Training Programmes

84

4.6.1.

Meaning of Training Design

84

4.6.2.

Considerations in Designing Training Programmes

84

4.6.3.

Process of Designing Training Programmes

85

4.6.4.

Costs Involved in Training Design

86

4.6.5.

Significance of Designing Training Programmes

86

4.7.

Evaluation of Training

86

4.7.1.

Meaning and Definition of Training Evaluation

86

4.7.2.

Approaches of Training Evaluation

87

4.7.2.1.

Kirkpatrick Model of Training Effectiveness

87

4.7.2.2.

CIRO Model

87

4.7.2.3.

Cost-Benefit Analysis

88

4.7.2.4.

ROI in Training

88

4.7.3.

Methods of Training Evaluation