Balaji Institute of I.T and Management Kadapa: Human Resource Management (17E00201)

BALAJI INSTITUTE OF
I.T AND MANAGEMENT

KADAPA
HUMAN RESOURCE MANAGEMENT
(17E00201)
ICET CODE: BIMK
2nd Internal Exam Syllabus
ALSO DOWLOAD AT http://www.bimkadapa.in/materials.html
Name of the Faculty : T.HIMMAT
Units covered : 2.5 to 5 Units (2nd Internal)

Syllabus)
E-Mail Id : [email protected]
SEMESTER-II HUMAN RESOURCE MANAGEMENT
(17E00201) HUMAN RESOURCE MANAGEMENT
The objective of the course is to provide basic knowledge of functional area of

Human Resource Management. This will be the prerequisite for enabling students to take
any HRM stream electives offered in third and fourth semesters.
1. Introduction:- Meaning of HR and HRM, Nature & Scope of HRM, Functions of

HRM, Role and Objectives of HRM, Personnel Management, Policies and
Strategies of HRM.
2. Designing and Developing HR systems:- Human Resource Planning, Job Design,
Job Analysis, Job Evaluation, Job Enlargement, Job Enrichment, Job Rotation,
Recruitment & Selection, Placement, Promotion & Transfer.
3. Compensation Management:- Introduction, objectives of wages and salaries
administration, influencing factors for determining compensation- Monetary
and non monetary benefits.
4. Human Resource Development:- Concepts, Development Function, Training
and Development, Performance Appraisal & Career Planning and Development.
5. Recent Trends in HRM: Outsourcing, Work Life Balance, Quality Circles and
Total Quality Management.
Textbooks:
 Personnel and Human Resource Management – Text and cases, P. Subbarao,

Himalaya.
 Human Resource Management, Noe A.Raymond, John Hollenbeck, Barry Gerhart
and Patrick Wright, Tata McGraw Hill.
References
 Human Resource Management, Aswathappa, 4th Edition, TMH 2006
 Human Resource Mangement, Ian Beardwell & Len Holden-Macmillan India Ltd.
 Managing Human Resources: Productivity, quality of work life, profits- Wayne F.
 Cascio TMH.
 Strategies HRM by Rajeev Lochan Dhar, Excel Books.
 Human Resource Management, Text and Cases, VSP Rao, Excel Books 2006.
UNIT-III COMPENSATION MANAGEMENT BALAJI INST OF IT & MANAGEMENT , KADAPA

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UNIT-III
COMPENSATION MANAGEMENT
3. INFLUENCING FACTORS FOR DETERMINING COMPENSATION

These factors can be categorized into
(i) External Factors
(ii) Internal Factors.
I. External Factors:
1. Demand and Supply:
The labour market conditions or demand and supply forces operate at the national and
local levels and determine organizational wage structure. When the demand for a
particular type of labour is more and supply is less, then the wages will be more.On the
other hand, if supply of labour is more and demand is less, then persons will be available
at lower wage rates also. In the words of Mescon, ‘the supply and demand compensation
criterion is very closely related to the prevailing pay, comparable wage and ongoing wage
concepts since, in essence, all these remuneration standards are determined by
immediate market forces and factors.
2. Cost of Living:
The wage rates are directly influenced by cost of living of a place. When the prices are
stable then frequent wage increases may not be undertaken. The wage rates are directly
influenced by cost of living of a place. The workers will accept a wage which may ensure
them a minimum standard of living. When the prices are stable, then frequent wage
increases may not be required.
3. Trade Unions’ Bargaining Power:
The wage rates are also influenced by the bargaining power of trade unions.The strength
of a trade union is judged by its membership, financial position and type of leadership.
Union’s last weapon is strike which may also be used for getting wage increases. If the
workers are disorganized and disunited then employers will be successful in offering low
wages.

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4. Government Legislation:
To improve the working conditions of workers, government may pass legislation for fixing
minimum wages of workers. This may ensure them(workers) a minimum level of living. In
underdeveloped countries bargaining power of labour is weak and employers try to exploit
workers by paying them low wages. In India, Minimum Wages Act, 1948 was passed to
empower government to fix minimum wages of workers.
5. Economy:
Economy also has its impact on wage and salary fixation. While it may be possible for
some organizations to thrive in a recession, there is no doubt that economy affects
remuneration decisions.
7. Technological Development:
With the rapid growth of industries, there is a shortage of skilled resources. The
technological developments have been affecting skill levels at faster rates. Thus, the wage
rates of skilled employees constantly change and an organization has to keep its level up to
the mark to suit the market needs.
II. Internal Factors:

1. Ability to Pay:
The ability of an industry to pay will influence wage rate to be paid, if the concern
(enterprise or industry) is running into losses, then it may not be able to pay higher wage
rates. A profitable concern may pay more wages to attract good workers. During the
period of prosperity (wealth), workers are paid higher wages because management wants
to share the profits with labour.
2. Job Requirements:
The worth of a job can be estimated through job evaluation. Simple, routine tasks that can
be done by many people with minimum skills receive low pay. On the other hand, complex,
challenging tasks that can be done by few people with high skill levels generally receive
high pay.
3. Management Strategy:
The overall strategy which a company pursues should determine the remuneration to its
employees. Where the strategy of the organisation is to achieve rapid growth,
remuneration should be higher than what competitors pay.

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4. Employee:
(i) Seniority:
Unions view seniority as the most objective criteria for pay increases, whereas
management prefers performance to effect pay increases.
(ii) Experience:
It makes an employee gain valuable insights (an accurate and deep understanding)
and generally rewarded.
(iii) Potential:
Organisations do pay some employees based on their potential. Young managers are paid
more wages because of their potential to perform even if they are short of experience.
(v) Luck:
Some people are rewarded because of their sheer(something pure) luck. They have the
luck to be at the right place at the right time.
3.1 PINK COLLAR VS. BLUE COLLAR VS. WHITE COLLAR JOBS /EMPLOYEES:
a.Blue Collar:
A blue-collared job is defined by the manual labor required, meaning it focuses more on
the worker’s physical capability than their mind, so the educational requirement of a blue-
collared worker is relatively low. The remuneration for blue collar jobs are waged.
These positions include:

 Factory laborers
 Miners
 Sanitation (janitors, cleaners, recycler)
 Plumbers
 Fishers
 Pest control operator
 Fisherman
 Landscaper
 Electrician etc.

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b.Pink Collar:
It refers to those workers who are employed in low-paid jobs like librarian, receptionist. A
pink-collar worker refers to someone working in the care-oriented career field or in fields
historically considered to be women’s work. These jobs usually pay less than white/blue
collar jobs.
This may include
 beauty industry,
 nursing,
 social work,
 Teaching,
 secretarial work,
 child care. etc
C.White collar:
The term white collar refers to the jobs of officials, who performs managerial or professional
work for the organization and get a fixed amount of salary as remuneration at the end of
each month. The officials are supposed to wear white colored formal clothes, i.e. shirt,
trousers, and tie. White collar jobs require high educational qualification, mental sharpness,
good knowledge and expertise in a particular area. The workers of white collar jobs are paid
well and the basis of their pay is the performance. These jobs are full-time salaried basis.
This may include

 corporate executives,
 advertising and public relation professionals,
 architects,
 stockbrokers,
 doctors,
 Data entry,
 Communications,
 Administrative tasks. Etc.

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3.2Different forms of compensation for executives and non executives:
A.Executive Compensation
Compensation or remuneration for the executive managers is different from compensation
for other employees in most the organizations. Executive compensation covers employees
that include presidents of company, chief executive officers (CEOs), chief financial officers
(CFOs), vice presidents, occasionally directors of the company, and other upper-level
managers etc. These high level employees are paid executive compensation.
The Components of Executive Compensation:

 Base salary.
 Incentive pay, with a short-term focus, usually in the form of a bonus.
 Incentive pay, with a long-term focus, usually in some combination of stock awards,
option awards, non-equity incentive plan compensation.
 Enhanced benefits package that usually includes a Supplemental Executive
Retirement Plan (SERP).
 Extra benefits and perquisites, such as cars and club memberships.
 Deferred compensation earnings.
B.Non- executive Compensation:

Non-executive compensation is most often similar among employees who do the same job
within a standard salary range. The comprehensive set of benefits and perks is also the same
or similar for non-executive employees.
4.MONETARY & NON-MONETARY BENEFITS
4.1MONETARY BENEFITS:
Monetary rewards are the incentives given to the employees in the form of money.
The monetary incentives given to employees are direct benefits to them .The monetary
incentives are mostly given based on the performance of an employee. Some employees
are motivated only if there is money element involved.

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The monetary incentives Some of the monetary benefits, which are given by the
organization are
⦿ Profit sharing,
⦿ Stock options,
⦿ Bonuses,
⦿ Commissions,
⦿ Merit pay, etc.
4.2NON-MONETARY REWARDS
Non-Monetary rewards are the benefits given to the employees of the organization to
increase the employee job performance, employee loyalty towards the organization,
employee morale, etc. The Non-Monetary rewards does not involve direct money. i.e., the
employee doesn’t get any money, but he gets various benefits like,
 Food coupons,
 Promotions,
 Company uniforms,
 Flexible timings,
 Healthcare Benefits,
 Life insurance policy, etc.

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MONETARY REWARDS NON-MONETARY REWARDS
Monetary rewards are the Non-Monetary rewards are the

incentives which involve direct incentives which do not involve
money to the employees. direct money to the employees.
GIVEN TO
Monetary rewards are given to Non-Monetary rewards are usually

the employees who are given to all the employees of a
extremely performing or certain level to offer them
extremely talented. convenience and security.
NATURE
Monetary rewards can work as a Non-Monetary rewards always act

negative force to the as a positive force because the
organization because the people people who are getting non-
of the organization who are monetary rewards usually don't
getting monetary rewards only get attracted to money and focus
concentrate on money by on the emotional and
leaving the morality. psychological benefits.
PERCEIVED AS
Monetary rewards are

Non-Monetary rewards are also
considered as an expense to the
considered as an expense to the
organization because it is an
organization but there is no direct
additional payment to the
money given to the employee.
employees.

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4.3FRINGE BENEFITS (an extra benefit supplementing an employee's money wage or

salary, for example a company car, private healthcare, etc.)
Employees are paid several benefits in addition to wages, salary, allowances and bonus.
These benefits and services are called fringe benefits, because these are offered by the
employer as a fringe(additional benefit)‘. Employees of the organization are provided
several benefits and services by the employer to maintain and promote employee‘s
favorable attitude towards the work and work environment. It not only increases their
morale but also motivate them.
According to D. Belcher, ― Fringe benefits are any wage cost not directly connected with
the employees productive effort, performance, service or sacrifice.
According to Werther and Davis, ―Fringe embrace a broad range of benefits and services
that employees receive as part of their total compensation, package pay or direct
compensation and is based on critical job factors and performance.
External Questions: (Old Question papers)

UNIT-III
1. Discuss the factors influencing wage and salary structure.
2. Define compensation. Explain the objectives and influencing factors of
compensation management.
3. What are internal and external influencing factors in determining compensation?

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The objective of the course is to provide basic knowledge of functional area of Human
Resource Management. This will be the prerequisite for enabling students to take any
HRM stream electives offered in third and fourth semesters.
1. Introduction:- Meaning of HR and HRM, Nature & Scope of HRM, Functions of HRM,
Role and Objectives of HRM, Personnel Management, Policies and Strategies of HRM.
2.Designing and Developing HR systems:- Human Resource Planning, Job Design, Job
Analysis, Job Evaluation, Job Enlargement, Job Enrichment, Job Rotation, Recruitment &
Selection, Placement, Promotion & Transfer.
administration, influencing factors for determining compensation- Monetary and non
monetary benefits.
4. Human Resource Development:- Concepts, Development Function, Training and
Development, Performance Appraisal & Career Planning and Development.
5. Recent Trends in HRM: Outsourcing, Work Life Balance, Quality Circles and Total
Quality Management.
Textbooks:
 Personnel and Human Resource Management – Text and cases, P. Subbarao,

Himalaya.
 Human Resource Management, Noe A.Raymond, John Hollenbeck, Barry Gerhart
and Patrick Wright, Tata McGraw Hill.
References

 Cascio TMH.
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Unit – IV Human Resource Development Balaji Inst of IT & Management, Kadapa.
UNIT-IV
HUMAN RESOURCES DEVELOPMENT
BRIEF SUMMARY OF THIS UNIT

Human Resource Development (HRD) is the framework for helping employees to
develop their personal and organizational skills, knowledge, and abilities. An
environment of trust and respect can be created with the help of human resource
development. It improves employee participation. Training is an educational process
which involves the sharpening of skills, concepts, changing of attitude and gaining more
knowledge to enhance the performance of the employees. Performance Appraisal is
the systematic evaluation of the performance of employees and to understand the
abilities of a person for further growth and development. It is also known as an annual
review or performance review.
1. CONCEPTS:-
HRD is mainly concerned with the developing skills, knowledge and Competencies of
people. It is people –oriented concept. HRD is a positive concept in human resources
management. HRD aims at helping people to acquire competencies required to
perform all their functions effectively & make their organization of well. It can be
planned & implemented to benefit both individuals & organizations. The competencies
of human resources are developed through HR programmers.HRD plays a significant
role in making the human resources vital, use & purposeful.
1.1Objectives of HRD:-
a) To prepare the employee to meet the present and changing future job.
requirements. To prevent employee obsolescent.
b) To develop creative abilities & talents.
c) To prepare employees for higher level jobs.
d) To aid total quality management.
e) To ensure smooth & efficient working of the organization.
f) To enhance organizational unit.
g) The team spirit & functioning in every organizational unit.
h) Collaboration among different units of the organization.
i) To broaden the minds of senior managers by providing them with opportunities
for an interchange of experiences with & outside.
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2. DEVELOPMENT FUNCTION:-
A. Performance Appraisal:-
It includes whether the employee needs training to enhance his efficiency in
performing his present job (or) he has enough potentials for growth in organization.
Under performance Appraisal we evaluate not only the performance of a worker but
also his potential for development. Performance appraisal is the systematic
description of an employee’s job-relevant strengths & weakness.
B.Employee Training :-
Employee training is the important sub-system of human resource development.

Training is the act of increasing the knowledge and skill of an employee for doing a
particular job. Organizational efficiency, productivity, progress to greater extent
depends on training.
C. Career Planning & Development:-
A career is all the jobs that are held during only working life.Career planning is the
process by which one selects career goals & the path to these goals career
development is those personal improvement one undertaken to achieve a personal
career plan.
D.Organizational Development:-
Change is the law of nature organizational change implies to the creation of imbalances
in the existent pattern. Change requires individuals & organizations to make new
adjustments.
E. Involvement in quality circles:-
It is small group of employees in the same work area (or) doing similar type of work
who voluntarily meet regularly for about an hour every week to identify, analyze, solve
problem (work) not only to improve quality but also enrich the quantify of work like of
employees.
3. TRAINING & DEVELOPMENT:-
3.1Training:-
Every modern management has to develop the organization through human resources
Development. Employee training is a specialized function & is one of the fundamental
operative functions for human resources management. Training is a short-term
educational process utilizing a systematic & organized procedure by which employees
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learn technical skill & knowledge for a definite purpose. Training enables an employee
to do his present himself for a higher level job.
Definition:
“Training is a learning process whereby people learn skills, concept, attitudes and
knowledge to aid in the achievement of goals.” - Mathis and Jackson
"Training is the act of increasing the knowledge and skill of an employee for doing a
particular job.” --- Edwin B. Flippo
3.2Purpose of training:-
Newly recruited employee requires training so as to perform their tasks effectively.
Training is necessary to prepare existing for higher-level jobs. Training is necessary
when a person moves form one job to another (transfer).After training the employee
can change jobs quickly, improve his performance levels & achieve career goals
comfortably. Training is needed to bridge the gap between what the employee has &
what the job demands. Training is necessary to make employees versatile. They can be
placed on various jobs depending on organizational needs.
3.3Objectives of Training:-
1. To prepare the employee both new & old to meet the present as well as the
changing requirements of the job & the organization.
2. To prepare employees for higher level tasks. To develop the potentialities of
people for the next level job.
3. To ensure economical output of required qualities.
4. To promote individual & collective morale, a sense of responsibility, co-operative
attitudes & good relationships.
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3.4 Benefits of Training:-

Training benefits the organization:-
a. It improves the morale of the workforce.
b. Leads to improved profitability & more positive attitudes towards profits
orientation.
c. Improves labor – management relations. Aids in improving organizational
communication.
d. Aids in increasing productivity (or) quality work. Helps prepare guideline for
work.
e. Organization gets more effective decision – making and problem solving.
f. Aids in handling conflict, thereby helping to prevent stress & tension.
g. Helps keep costs down in many areas, eg., production, personal, administration,
etc.
Benefits to the individual:-
a) Helps the individual in making better decision and effective problem solving.
b) Aids in encouraging & achieving self –development and self-confidence.
c) Helps a person handle stress, tension, frustration and conflict.
d) Provides information for improving leadership, knowledge, communication
skills & attitudes.
e) Increase job satisfaction & recognition develops a sense of growth in learning.
Develops a sense of growth in learning.
f) Helps a person develop speaking & listening skills also writing skills when
exercises required.
g) Moves a person towards personal goals while improving interactive skills.
h) Through training & Development, Motivational variables of recognition,
achievement, growth, responsibility are internalized & operationally.
3.5Training Methods:-
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On - the job off - the job
Job rotation vestibule training
Coaching Role playing
Job Instruction lecture, conference
Committee assignment Audio –visual methods
Computer –based
1. ON-THE JOB TRAINING METHODS:-
This type of training is the most commonly used method. The trainees learn under the
supervision & guidance of a qualified worker (or) instructor. The emphasis is placed on
rendering services in the most effective manner rather than learning how to perform
the job.
Example: New trucking employees could ride with experienced drivers. They could ask
questions about truck weigh stations, proper highway speeds, picking up hitchhikers, or
any other issues that may arise.
Advantages of On-the-Job Training:
a) It is directly in the context of job.
b) It is often informal.
c) It is most effective because it is learning by experience.
d) It is least expensive.
e) Trainees are highly motivated.
f) It is free from artificial classroom situations.
Disadvantages of On-the-Job Training:
a) Trainer may not be experienced enough to train or he may not be so inclined.
b) It is not systematically organized.
c) Poorly conducted programs may create safety hazards.
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Methods:
A. Job Rotation:
It is the process of training employees by rotating them through a series of related jobs.
Rotation not only makes a person well acquainted with different jobs, but it also
alleviates boredom and allows to develop rapport with a number of people. Rotation
must be logical.
B.Coaching:
Coaching is a one-to-one training. It helps in quickly identifying the weak areas and tries
to focus on them. It also offers the benefit of transferring theory learning to practice.
The biggest problem is that it perpetrates the existing practices and styles. In India
most of the scooter mechanics are trained only through this method.
C.Job Instruction:
It is a Step by step (structured) on the job training method in which a suitable trainer
(a) prepares a trainee with an overview of the job, its purpose, and the results desired,
(b) demonstrates the task or the skill to the trainee, (c) allows the trainee to show the
demonstration on his or her own, and (d) follows up to provide feedback and help. The
trainees are presented the learning material in written or by learning machines through
a series called ‘frames’. This method is a valuable tool for all educators (teachers and
trainers).
It helps us:
a. To deliver step-by-step instruction.
b. To know when the learner has learned.
c. To be due diligent (in many work-place environments).
D.Committee Assignments:
Under the committee assignment, group of trainees are given and asked to solve an
actual organizational problem. The trainees solve the problem jointly. It develops team
work. Assigning talented employees to important committees can give these
employees a broadening experience and can help them to understand the personality
issues and processes governing the organization. It helps them to develop team spirit
and work in a united way towards common goals.
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2. OFF-THE JOB TRAINING METHODS:-

Under this method of training, trainee is separated from the job situation & his
attention is focused upon the learning the material related to his future job
performance. There is an opportunity for freedom of expression for the trainee.
Advantages of Off-the-Job Training

A. Trainers are usually experienced enough to train.
B. It is systematically organized.
C. Efficiently created programs may add lot of value.
Disadvantages of Off-the-Job Training:
a) It is not directly in the context of job.
b) It is often formal.
c) It may not be based on experience.
d) It is expensive.
e) Trainees may not be much motivated.
f) It is artificial in nature.
Methods:
A. Vestibule Training:
Mostly this method of training will be used to train technical staff, office staff and
employees who deal with tools and machines. Employees learn their jobs on the
equipment they will be using, but the training is conducted away from the actual work
floor by bringing equipments or tools to certain place where training is provided, but
not work place. Vestibule training is provided to employees when new or advanced
equipment or tools introduced in to the organization to do a particular job by using
them. For this purpose such equipment is brought to a separate place to give
demonstration and train how to use and that handle it by employees safely. It prevents
trainees to commit costly mistakes on the actual machines.
B. Role Playing:
It is defined as a method of human interaction that involves realistic behavior in
imaginary situations. This method of training involves action, doing and practice. The
participants play the role of certain characters such as the production mangers,
mechanical engineer superintendents’, maintenance engineers, quality control
inspectors, foreman workers and the like. This method is mostly used for developing
interpersonal interactions and relations. Types of role play may be multiple role play,
single role play, role rotation, and spontaneous role play.
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C. Lectures and Conferences:

Lectures and conferences are the traditional and direct method of instruction. Every
training programme starts with lecture and conference. It’s a verbal presentation for a
large audience. However, the lectures have to be motivating and creating interest
among trainees. The speaker must have considerable depth in the subject. In the
colleges and universities, lectures and seminars are the most common methods used
for training.
D. Management Games:
This method requires trainees to gather information, analyze it and make decisions.
Business games are primarily used for management skill development. This form of
training is based on an artificial environment that simulates the real situation in the
management of the organization, whether it’s planning, decision making, control,
communications or management itself. Business games allow monitoring of the
consequences of decisions, and respond naturally to various situations.
Example:
Computer games (e.g. various turn-based strategies, building games) Team learning
games (e.g. through teambuilding)
E. Case Study:
The trainees are given the situation or a problem in the form of a case study, and are
required to solve it as per their learning from the training program. The case study
method emphasize on approach to see a particular problem rather than a solution.
Case Studies try to simulate decision-making situation that trainees may find at their
work place. It reflects the situations and complex problems faced by managers, staff,
HR, CEO, etc.
Case Study method focuses on:
a) Building decision making skills.
b) Assessing and developing Knowledge, Skills and Attitudes (KSAs).
c) Developing communication and interpersonal skills.
d) Developing management skills.
e) Developing procedural and strategic knowledge.
F.Audio-Visual:
Providing training by way of using Films, Televisions, Video, and Presentations etc.
This method of training has been using successfully in education institutions to train
their students in subjects to understand and assimilate (take in and understand fully,
(information or ideas) easily and help them to remember forever. New companies
have come up for providing audio visual material for students in their concern subjects.
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In the corporate sector, mainly in customer care centers employers are giving training
to their employees by using audio visuals material to teach how to receive, talk and
behavior with the customer.
4.PERFORMANCE APPRAISAL:
Performance appraisal is a method of evaluating the behavior of employees in the

work station, normally including both the quantitative & qualitative aspects of job
performance. Performance appraisal is the systematic description of an employee’s job
–relevant strengths & weakness. Performance appraisal is a continuous process in
every large scale organization. It is a systematic & objective way of evaluating both
work –related behavior & potential of employees. Performance appraisal is not a post-
oriented activity. Performance appraisal is an organized process. It identifies the
employee’s performance and tries to develop a future improvement plan. Performance
appraisal determines the capability of the employee to perform the allocated job
effectively. Performance appraisal also emphasizes on overall development of
employees. it guides managers to out like a coach rather than judge.
4.1Uses of Performance Appraisal:-

a) Performance feedback allows the employee, manager & personnel specialist to
intervene with appropriate actions to improve performance.
b) Promotions transfer, & demotions are usually based on past performance.
c) Poor performance may indicate the need for retraining.
d) Good performance may indicate untapped potential that should be developed.
e) Good (or) bad performance implies strengths (or) weakness in the personnel
departments staffing procedures.
f) Poor performance may be symptom of ill-conceited job designs. Appraisals help
diagnose these errors.
g) Performance feedback guides career decisions about specific career paths one
should investigate.
h) Performance evaluations help decision-makers determine who should receive
pay raises.
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4.2 Importance of Performance Appraisal:
A. Selection justification:
Performance Appraisal helps the HR managers in validating the selection made by
them. It makes them clear as to the strengths and weaknesses of the employees
selected by them. This can be kept as sample study for future selection of employees.
B.Compensation: Appraisal system helps in merit rating from where a good

compensation program can be chalked out. A compensation system which has good
pay, bonuses, variable allowances and benefits is very much reliant on performance
appraisal.
C.Promotion: It helps in deciding promotion programs for competent employees. By
this, inefficient workers can be either demoted or dismissed from the company.
D.Employee Development: A very good appraisal system helps the HR managers in
developing good training programs. This in turn helps the employees to discuss their
interests in getting trained in various programs with their managers.
F.Motivation: Appraisal can be called as a motivational tool for employees. By setting
standards to achieve the targets, the employees are motivated to perform as well as
to develop their performance in future.
4.3MBO (MANAGEMENT BY OBJECTIVES):-

Management by Objectives (MBO) is a personnel management technique where
managers and employees work together to set, record and monitor goals for a specific
period of time. Organizational goals and planning flow top-down through the
organization and are translated into personal goals for organizational members. The
technique was first championed by management expert Peter Drucker and became
commonly used in the 1960s.MBO requires the management to set specific
measurable goals with each employee & then periodically discuss the latter progress
towards these goals.MBO focuses attention on what must be accomplished (goals)
rather than how it is to be accomplished.
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i.set organisational goals: Establish an organization wide plan for next year & set
company goals.
ii.set departmental goals: Department heads at this stage take the border company
goals (like improving profits by 20% market share 10% etc) & with their superiors,
jointly set goals for their departments.
iii.discuss departmental goals:- The Department goals are now put to discuss in a
departmental meeting with subordinate. This Departmental heads require the
subordinates to set their own preliminary individual goals, & departments Goals.
iv.define expected results: The Departmental heads & their subordinates agree on a
set of participatory set short term, & individual performance targets.
v.performance reviews: Departmental heads compare each employee’s actual &
targeted performance, either periodically, annually. Employees are evaluated on their
performance results; MBO is often called a result-based performance appraisal system.
vi.provides feedback:-
Both parties now discuss & evaluate the actual progress made in achieving goals, where
things have gone off the track, how best to rectify the mistakes made in the part & how
the employee could meet the targets next things focusing attention on his strengths.
4.4Advantages of MBO:
1. The need to clarify objectives is stressed and suggestion for improvement is obtained
from all levels of management.
2. All managers have a clear idea of the important areas of their work and of the
standards required.
3. The performance of staff can be assumed and their needs for improvement
highlighted.
4. Greater participation may improve morale and communication.
5. It makes individuals more aware of organizational goal.
12
4.5 Disadvantages of MBO:

1. It takes a few years to be effective.
2. Some companies always tend to raise goals. If these are too high, employees become
frustrated.
3. Appraisals are sometimes made on personality traits rather than on performance.
4. Some employees do not want to be held responsible and goals forced upon them
may lead to ill-feeling.
4.4. 360 PERFORMANCE APPRAISALS:-360-degree feedback is an evaluation

method that incorporates feedback from the worker, his/her peers, superiors,
subordinates, and customers. Results of these confidential surveys are tabulated and
shared with the worker, usually by a manager. Interpretation of the results, trends and
themes are discussed as part of the feedback. Typical appraisers are superior, peers.
Sub-ordinates, employees themselves, users of service & consultants performance
appraisal by all these parties are called “360 Performance appraisal”. The primary
reason to use this full circle of confidential reviews isto provide the worker with
information about his/her performance from multiple perspectives. From this
feedback, the worker is able to set goals for self-development which will advance their
career and benefit the organization. With 360-degree feedback, the worker is central to
the evaluation process and the ultimate goal is to improve individual performance
within the organization. Under ideal circumstances, 360-degree feedback is used as an
assessment for personal development rather thanEvaluation.
There are 3 prime reasons -360 degree performance appraisal.

1. In order to get a enhance review about performance and prospective of the future
leader.
2. To broaden the insight of manpower development and its needs.
3. In order to collect feedback from all the employees and to ensure the organizational
justice.
13
4.5 Process:
1.Superiors / supervisors:-
Supervisors evaluate performance from job description point of view.The immediate
superior is in a very good position to evaluate the performance of his subordinates. This
is because they have direct and accurate information about the work performance of
their subordinates.
2.Peers:-
Peer or colleagues also evaluate each other's performance. They work continuously
with each other, and they know each other's performance. Peer evaluation is used
mostly in cases where team work is important.
3.Subordinates:-
The subordinate can also evaluate the performance of his superior. Subordinates
appraisal gives a chance to judge the employee on the parameters like Communication
& motivation, superior’s ability to delegate the work, leadership qualities etc.
4.Self-appraisal:-
Self-appraisal is an important part of the performance appraisal process where the
employee himself gives the feedback regarding his performance. It gives a chance to
the employee to look at his/her strengths & weaknesses, achievements etc.
5.External sources (customers & clients /consultants):-
Customers can also evaluate the performance of the employee who interacts with
them. It is also given a lot of importance because the customers & clients are the most
important person for the business, organizations use customer & clients appraisals to
improve the strengths & remove the weaknesses of the employees.
14
Advantages:-
A. Improve credibility of performance appraisal.

B. Increase responsibilities of employees to their customers.
C. Personal development & growth is crucial to a successful career & areas where
one needs to improve on can be addressed through a 360 feedback.
D. A 360 feedback focuses on competencies that reflect that standard for behavior
& interaction within an organization. This system provides a comprehensive view
towards the performance of employees.
E. The feedback from colleagues helps to strengthen the self development process
of the employee
F. The different ideas coming from different raters combined provide more
accurate 360 degree assessment.
G. More persuasive opinions can be gathered from different participants.
H. Here not only manager but colleagues are also responsible for assessment of
staff performance which empowers them.
I. Employees get motivated who generally undervalue themselves.
J. Honest culture can be established among the organization using 360 degree
performance appraisal system
Disadvantages
1. The process is very lengthy, complex and takes a lot of time.
2. If the feedback got exchange among the employees it can create trouble and
tension among the staff.
3. A lot of effort has to be placed in order to train the employee to effectively use
the 360 degree appraisal system.
4. It is very difficult to figure out the results.
5. Some feedbacks are useless and need to be deleted carefully.
6. A suspicious environment can be created in the organization as the information
is not available to everybody.
15
4.4METHODS OF PERFORMANCE APPRASIAL:-

I. TRAIT METHODS
a. Graphic rating scale method:-
Graphic rating scale compares individual performance to an absolute standard. This is

the oldest & widely used technique. The rating scale is the most common method of
evaluation of an employee’s performance today. The appraisal are supplied with
printed forums one for each employee. These forms contain a number of objectives,
behavior & trait-based qualities & characters to be rated like quality & volume of work
attitude etc.One reason for the popularity of the rating scales is its simplicity, which
permits many employees to be quickly evaluated.
EXAMPLE:-
Employee name – job title -
Department - rate -
Data -
Unsatisfactory fair satisfactory good outstanding
a. Q
uality of work. Neatness,
actuary work.
b. C
o-operation (ability to work
with others to produce
desired goals)
c. A
ttitude enthusiasm & co-
operatives on the job
16
A.ranking methods :-
Under this method the employees are ranked from best to worst on some
characteristics. The rater first finds the employee with the higher performance and the
employees with the lowest performance in that particular job category.
Ranking can be relatively easy & in expensive.
B.paired comparison method:-
This method is relatively simple. Under this method, the appraiser ranks the employee
by comparing one employee with all other employees in the group one at a time. This
method seems to be logical; it is not applicable when a group is large.
C. forced distribution method:-
Under this system, the rate is asked to appraise the employee according to a
predetermined distribution scale. This method is developed to prevent the raters from
rating too high (or) too low.
Number of
employees
10 % 20% 40% 20% 10%
Excellent good average below average un-satisfactory
II.BEHAVIORAL METHOD :-
A.behavioral check list method:-

A check list is designed with the list of statements that describe the behavior essential
for employee performance. Employee performance is rated based on the behavioral
skills that the employee possesses to the total statements.
Example: Let us see the below statements or descriptions used as checklist:
(a). Is the employee actually interested in the job? Yes/No
(b). Do they give respect to their superiors? Yes/No
(c). Do they follow the directives? Yes/No
(d). Mistakes are made frequently? Yes/No
17
B.Critical incident method :-

Under this method, the supervisor continuously records the critical incidents of the
employee performance (or) behavior relating to all characteristics (both +ve & -ve).
The supervisor rates the performance of his subordinates on the basis of notes taken
by him.
C.behaviorally anchored rating scales (bars) :-

BARS method combines elements of the traditional rating scales & critical incidents
method. Using BARS, job behaviors from critical incidents effective & ineffective
behaviors are described more objectively.
HOW TO CONSTRUCT BARS :-
step-i:- collect critical incidents :-
People with knowledge of the job to be probed (physically explore or examine) like job
holders & supervisors, described specific examples of effectives & ineffective behavior
related to job performance.
step-ii :- indentify performance dimensions :-
The people assigned the task of developing the instrument cluster the incidents into a
small set of key performance dimensions. Generally most of the performance rates
take place between 5 & 10 dimensions.
step-iii :- reclassification of incident :-
Another group of participations who are knowledgeable about the job is instructed to
retranslate (or) reclassify the critical incidents generated (step-II) previously.
step-iv:- assigning scale values to the incidents :-
Each incident is then rated on a one-to-nine scale with respect to how well it
represents performance on the appropriate dimension.
step-v:- producing the final instrument :-
About six (or) seven incidents for each performance dimension –all having met both the
retranslating & standard deviation criteria.
18
Example: BARS (Behaviorally Anchored Rating Scale)
Performance Points Behavior
Can be laid off 7 Employee can be expected to give important suggestions
Good 6 Employee can be expected to commence resourceful ideas
Beyond Average 5 Can expect him to do well
Average 4 Can cope with difficulty to reach goals
Below Average 3 Can be given training
Poor 2 Can be demoted
Extremely Poor 1 Can be laid off
5. CAREER PLANNING & DEVELOPMENT :-
Career is defined as a person’s course or progress through life. Career Planning is a

continuous life long process of developmental exercise. It defines life, career, abilities,
and interests of the employees. It can also give professional directions, as they relate
to career goals. It helps individuals develop skills required to fulfill different career
roles. Career planning encourages individuals to explore and gather information, which
enables them to syn-thesize, gain competencies, make decisions, set goals and take
action. It is a crucial phase of human resource d
5.1Need for career planning:-
To attract competent persons & to retain them in the organization. To provide suitable
promotional opportunities. To enable the employees to develop & make them ready to
meet the future challenges. To correct employee placement. To improve motivation &
Morale. To reduce employee dissatisfaction & turn over.
The major objectives of career planning are as follows:

a) To identify positive characteristics of the employees.
b) To develop awareness about each employee’s uniqueness.
c) To respect feelings of other employees.
d) To attract talented employees to the organization.
e) To train employees towards team-building skills.
f) To create healthy ways of dealing with conflicts, emotions, and stress.
19
5.2 Advantages of career planning & development:-
A. FOR INDIVIDUALS:-
a) The process of career planning helps the individuals to have the knowledge of
various career opportunities.
b) It helps the organization identify internal employee who can be promoted.
c) It improves employee’s performance on the job by taping their potential abilities
& further employee growth.
d) Internal promotions, up gradation & transfers motivate the employees, boost up
their morale & also result in increased job satisfaction.
B. FOR ORGANIZATIONS:-
1) Efficient career planning & development ensures the availability of human

resources with required skill, knowledge & talent.
2) The efficient policies & practices improve the organization’s ability to attract &
retain highly skilled & talent employees.
3) A proper career planning ensures that the woman and people who belong to
backward communities get opportunities for growth & development.
4) By attracting & retaining the people from different cultures, enhances cultural
diversity.
5) Protecting employee’s interest results in promoting organizational good will.
5.3 THE PROCESS OF CAREER PLANNING AND DEVELOPMENT:
1. IDENTIFYING INDIVIDUAL NEEDS AND GOALS:
Most individuals do not have a clear-cut idea about their career objectives, anchors,
and goals. Workshops and seminars may increase employees’ interest in career
planning by helping them to set career goals, identify career paths, and uncover
specific career development activities.
2. Analysing Career Opportunities:
Career paths show the possibilities of career progression and indicate the various
positions that employees can hold in the organization over a period of time.Career
20
paths change over time in tune with employees’ needs and organizational
requirements.
3. Aligning Needs and Opportunities:
The alignment of needs and opportunities consists of two steps, namely identifying the
potential of employees and aligning employee needs with organizational
opportunities.The potential of employees can be accessed through performance
appraisal, which reveals the need for further training for some employees After
identifying the potential of employees, certain development techniques, such as
special assignments, planned position rotation, supervisory coaching, job enrichment,
and understudy programs, can be undertaken to upgrade their knowledge and skills.
4.Formulating Action Plans and Performing Periodic Review:
After initiating the preceding steps, it is necessary to review the whole career plan and
its implementation. The formulation of action plans helps the employees in
determining the direction of their career paths, the changes required in their careers
and the skills needed to face new and emerging organizational challenges. It is also
necessary from an organizational standpoint to find out how employees are doing,
what are their goals and aspirations, and whether the career paths are in tune with
individual needs and serve the overall corporate objectives
5.4The significance of career planning and development:

Career development and career planning are very significant in the current age of
technology, because technology brings out changes, innovations and newness. This
alterations and changes will require teaching, training and learning processes. Career
planning &development is a win-win focusing on the employee’s needs for growth
along with providing benefits to the business. The employee of the modern era will
have to be multi-skilled, but should NOT take it for grant. He or she should be ready to
switch industries, companies, or functions. it is important to individual employees,
career development is of increasing importance to the organization as well. career
development will ultimately result in skills aligning with jobs, thus, giving the
organization a competitive advantage.
21
CASE STUDY :
A policy is a plan of action. It is a statement of intention committing the management
to a general course of action. When the management drafts a policy statement to
cover some features of its personnel programmes, the statement may often contain
an expression of philosophy and principle as well. Although it is perfectly legitimate for
an organization to include its philosophy, principles and policy in one policy
expression.
1) Why organizations adopt personnel policies explain the benefits?
Ans:
A.Recruitment and Selection
Policies pertaining to the recruitment and selection process are the foundation of
building any workforce. You must have a plan for creating applications, how to
prequalify applicants, how applicants move up to become a candidate and other
employment procedures. This set of policies also benefits current employees who
refer applicants to your business.
B.Training and Professional Development
Provisions for employee training and development are included in human resource
policy documents because it informs employees of the kind of professional
development available to them. In addition, policies related to training and
development assistance in the formulation of employee development plans or
performance improvement plans. Training and development policies serve as an
outline of educational benefits available to current employees.
C.Employment Rules
Employees are accustomed to learning specific workplace rules such as dress code,
discipline procedures, parking, attendance and working hours, holidays, employee
benefits and payroll dates. The human resources policy on these issues is easy
accessed by employees who have questions, or reviewed by new employees eager to
learn more about their new employer. The benefit is that you have a written
commitment to employees about the operation of the business.
22
2) Explain few personnel policies?
Ans:MAIN POLICY STATEMENTS
A. Employment Policy----------to obtain suitable qualified and experienced personnel

and to enable them to derive satisfaction from employment by offering them
attractive wages, good working conditions, security and opportunities for promotions.
B.Welfare policy-----to safeguard the health and safety of all employees and to
provide such welfare and social activities as are sincerely desired by employees and
are mutually beneficial to them and company.
C.Wage and salary policy-----to pay wages and salaries that compare favorably with
those of other firms locally within a structure that has due regards for recognized
differentials and individual ability.

UNIT-IV
1. What are the issues with on-the-job training? What are the best types of training?
2. What are the different approaches to measure performance of an employee?
Explain?
3. Explain the significance and advantages of career planning and development?
4. Write short notes on MBO, 360 degree appraisal and critical incident methods.?
5. Explain in detail various methods of training?
6. What are BARS and paired comparison methods of performance appraisal?
23
The objective of the course is to provide basic knowledge of functional area of Human
Resource Management. This will be the prerequisite for enabling students to take any HRM
stream electives offered in third and fourth semesters.
1. Introduction:- Meaning of HR and HRM, Nature & Scope of HRM, Functions of HRM,
Role and Objectives of HRM, Personnel Management, Policies and Strategies of HRM.
2. Designing and Developing HR systems:- Human Resource Planning, Job Design, Job
Analysis, Job Evaluation, Job Enlargement, Job Enrichment, Job Rotation, Recruitment
& Selection, Placement, Promotion & Transfer.
administration, influencing factors for determining compensation- Monetary and non
monetary benefits.
4. Human Resource Development:- Concepts, Development Function, Training and
Development, Performance Appraisal & Career Planning and Development.
5. Recent Trends in HRM: Outsourcing, Work Life Balance, Quality Circles and Total
Quality Management.
Textbooks:
 Personnel and Human Resource Management – Text and cases, P. Subbarao, Himalaya.
 Human Resource Management, Noe A.Raymond, John Hollenbeck, Barry Gerhart and
Patrick Wright, Tata McGraw Hill.
References
 Cascio TMH.
UNIT-V RECENT TRENDS IN HRM, BALAJI INST OF IT & MANAGEMENT, KADAPA. 1

UNIT-V
RECENT TRENDS IN HRM
BRIEF SUMMERY OF THIS UNIT
Every organization has to meet the HR Management Trends, strategic objectives and
maximize the performance of the employee. Technology and demographic
developments are some common trends. Total quality management (TQM) is a
management approach to long-term success of the organization.
1. OUTSOURCING:
Outsourcing has become a major trend in human resources over the past decade. It
is the practice of sending certain job functions outside a company instead of
handling them in house. More and more companies, large and small, are turning to
outsourcing as a way to grow while restraining(prevent someone from doing
something) payroll and overhead costs. In recent years, outsourcing HR related
activities is a common and popular exercises which is adopted by both small and
large organizations. All the outsourced activities will be managed and administrated
by the external firm on behalf of its client.
1.1 STAGES OF OUTSOURCING:-
A.planning for outsourcing;- The first stage of this process can be seen as planning
for outsourcing. Different resources are grouped and the various issues related to
the information management and resources, management is tackled effectively.
Different types of strategic possibilities and the consequences are analyzed. There is
a complete study of organizational vision, structure, value chain, competencies,
strategic, and transformational tools.
B.analysis: - The main focus of this stage is on the performance and cost. The cost of
the activity and the cost of failure of project, both are estimated in this stage. The
standardization of both cost and performance is done. At last, risk assessment,
valuation of assists, determined of total costs and pricing models, and final targets
are completed.
C. selection:- The selection of the service provider is done by the firm under this
stage. Different types of qualifying and evaluation bases are determined. Lot of
care is taken in the entire process. The determined of total cost of buying, short
listing of service providers, and final selection is done at the end of this process.
Ultimately, the senior management review the entire process once again.

D. negotiation: The proper planning is done for the negotiations on various issues
are settle down.preparation of term sheet is done and finally the negotiations take
place. A relationship is declared if everything goes as per the plan.
E. managing the relationship: Finally, a relationship is built. There will be some
modifications in the management style and a supervisory council is created.
Different supervisory roles are carried out below par performances are tackled, and
solutions are sought.
1.2advanatages of outsourcing:
1. Facilitates better manpower:
Better quality of manpower can be received with the help of outsourcing firms.
They also provide the information and practice related to the certain activity or
task. These firms can have the expertise in doing the different activities of HR as this
is their core business activity.
2. Boosts employee morale:
In order to improve the morale of the employees and preserving the strong culture
in the organization. certain employees and activities which are not aligned with the
organization can be outsourced.
3. Minimizes risk:
The risk, associated with the business can be controlled through outsourcing. The
firms which have the latest information on various updated laws of central and local
government are hired by the organizations. These firms can be quite useful in order
to avoid the costly lawsuits which could result from the employee side, In case these
laws’ may not followed and implemented in the workplace.
Other Advantages
1. Enhanced business efficiency
2. Effective handling of business jobs
3. Better time management&Tax benefits
4. Trained but skilled manpower available at very low rates
5. Expertise, resources, and up-to-date technological solutions from the
outsourcing solution provider reduces need for investment on these by the
client
6. Increased productivity as more manpower can be made use of at lower costs
7. Competitive advantage through greater productivity
8. Increased focus on core competencies
9. Sharing of business risks

1.3 Disadvantages of outsourcing:
1. Loss of control:
Losing management control of business functions mean that you may no longer be
able to control operations and deliverables of activities that you outsource.
2. Threat to confidentiality:
Some of the vital information of the company can be leaked to its competitor when
these activities are outsourced. There is always a probability,this information can be
leaked from the side of outsourced firm.
4. affects company good will:
It is quite common to have layoffs (a temporary or permanent discharge of a
worker or workers.) when any activity is outsourced. The level of dissatisfaction
among the remaining employees can be increased due to these practices.
Other Disadvantages
1. Potential joblessness for the organization
2. Lack of communication
3. Delayed services
4. Contract confusion
5. Possibility of hidden costs.
6. Disclosure of confidential information to the outsourcing provider leading to a
possible security threat
7. Slow response time or delivery
8. Loss of direct control over company management
9. Reduced sales owing to unsatisfied customers
2. WORK-LIFE BALANCE:-
Work-life balance is a concept including proper prioritizing between “work” (career
& ambition) & lifestyle (health, pleasure, family etc). Work-life balance is flexibility.
Work life balance is a method which helps employees of an organization to balance
their personal and professional lives. Work life balance encourages employees to
divide their time on the basis on priorities and maintain a balance by devoting time
to family, health, vacations etc along with making a career, business travel etc. It is
an important concept in the world of business as it helps to motivate the
employees and increases their loyalty towards the company.

Work like balance:
Achievement & Enjoyment in
Work family
Self friends
2.1 ADVANTAGE OF WORK - LIFE BALANCE:

1. improved loyalty and commitment:
Greater commitment and loyalty of the employees can be gained when their needs
and requirements are understood by the employers.
2. improved productivity:
Improved performance and efficiency can be obtained at individual level resulting
from the greater commitment and loyalty which will also boosts the overall
organizational productivity
3. reduced absenteeism:
The problem of absenteeism can be reduced with the help of effective work -life
balance and the associated costs can be controlled.
4. Reduced employee turnover:
Effective work- life balance initiatives in an organization prevent employee turnover
and thus different costs associated with employee selection, induction and training
are reduced.
5. Increased employee participation:
Work-life balance also motivates the employees to participate in different
productive activities of the organization. They offer their ideas and suggestions to
the employers for the betterment for the organization.
6. improved attraction and retention of employees:
The employer can become popular in the labor market and thus it will be attracting
and retaining more talented candidates.

2.2 Guidelines for improving work life balance:-
1. Identify employee’s needs:
First of all it is important to know the various kinds of conflicts related to the work/
home which are being faced by the employees. For this, employers should identify
the employees with young children or older parents and evaluate their home
situations along with evaluating the work related consequences (like amount of
overtime worked and the number of days of absent) due to their family
commitments.
2. Focus on transitional (belonging or relating to a change) culture:
In order to promote work-life balance in the organization the employers focus
should be on the organizational culture. The organizational culture should be
flexible enough to implement the work- life balance. Each and every employee
should be eligible for the flexibilities in the organization and they should not be
treated as disloyal or poor performers. They should be made feel that not only their
presence, but their performance and work results are crucial for the organization.
3. Improve personal and organizational efficiency:
Ensuring the smooth functioning of the ‘work’ part is very critical to accomplish the
work- life balance. In order to control the stress and reducing the work hours with
the similar level of productivities, the skills such as effective handling of information,
time management, prioritizing and delegations become quite vital.
4. Inform and train managers:

Designing work-life policies is not sufficient to bring a work-life balance in the
organization. The consistent and effective implementation of such policies is
required for it. A special training is required for mangers to make them understand
the benefits available to the employees and to make them able to counsel
employees for choosing the suitable plan. Performance appraisals and annual
training plans should include the work- life issues.
3. QUALITY CIRCLES (QC):-

A Quality circle is a participatory management technique that enlists the help of
employees in solving problems related to their own jobs. Employees who participate
in quality circles usually receive training in formal problem solving methods-like
brain-storming, Pareto analysis(Pareto Analysis is a statistical technique in
decision-making used for the selection of a limited number of tasks that produce
significant overall effect) etc. A quality circle is a volunteer group composed of
members who meet to talk work-place & service improvement & make
presentation to their management with their ideas. It enable the enrichment of the

lives of the workers can create harmony ( work happily together without
any big problems )& high performance. The concept of QC originally began in the
United States & was exported to Japan in the 1950s.They meet regularly to
identify, analyze & solve the problems that arise during the course of their work &
their association with the organization. Quality circles built mutual trust & create
greater understanding between the management & the workers.
3.1 Objectives of quality circles:-
A. Improvement in quality of product manufactured by the organization.
B. The basic objectives of quality circles are to develop & utilize human
resources effectively, to develop quality products, improve the quality of work
life & sharpen & utilize an individual’s creative abilities.
C. To give enhance to the employees to use their wisdom and creativity.
D. To fulfill the self esteem and motivational needs of employees.
E. To improve the quality of work life at employees.
F. To encourage team sprit cohesive culture among different levels sections of
employees.
G. Promote personal and leadership development.
H. Increase employee’s motivation.
3.2 Advantages of quality circle:-
Work group:-
a) An optimistic atmosphere which faster team spirit is established.
b) Members start feeling as a part at the company which gives way to better job
satisfactions.
c) It enhances the morale self esteem at the members as they feel that their
ideas are vital.
d) The members at the group develop a sense of dedication towards their group
as well as towards their work.
e) The members of the group can secure their job the ways to resolve the group
conflicts are also formulated.
Management:

1) QC brings relief to the management by solving the problem before it become
worse.
2) Better quality and enhanced output are secured by the managers mangers
face lesser number of issues related to grievances complicit unpunctuality
absenteeism and other issue with adversely affect the productive.
3) The training and experience at QC indents the knowledge and develop the
skills at the managers and their subordinates.
4) It gives way to opening and smooth functioning at various channels of
communication.
Organization:
a) One work performance of entire organization is enhanced which advance the
process of achieving organizational goals.
b) Every person concerned with the organization makes effort for improvement
in some or the other aspects.
c) The morale self confidence of the workers is enhanced.
d) The focus at everybody is on working thoroughly and enhancing quality.
e) The execution and maintained at quality circle is comparatively cost effective
thus saves lot of funds.
f) There is better sync harmonization and coordination between the
management the group of workers.
g) The worker have better satisfaction and hence the number of human
resources complaints declines.
SUGGESSTIONS FOR EFFECTIVE USE OF QUALITY CRICLE:
A. Obtain managerial support and involvement for the programme.

B. Identify goals for the programmed to solve all problems in the origination.
C. Make sure manages realism that any changes will take time.
D. Inform all employees about the philosophy and goals of the program keep the
programmer voluntary.
E. Provide training for managed as co-ordinators.
F. Implement the suggestions made by employees.
G. Give recognition for employee’s efforts.
3.3 techniques of quality circles:

These methods of techniques which are mainly used by QC to discuss different
problem are as follows:
A. brainstorming processes:

In this method, a liberal atmosphere is created in order to persuade(to make
someone do) the members to come up with innovative ideas. There is no room for
criticism in such a liberal atmosphere. Every suggestion is recorded sincerely as the
motive is to extract a pool of several suggestions. At a larger stage pros and cons of
various ideas are considered prior to reaching at an ultimate result.
B. cause and effect diagrams:
Members are required to discover the causes for the problem under consideration.
They are also required to recognize a significant effect on the problem die to this
cause. It is followed by the recognitions of other causes and then their significant
effects. Finally when this cause and effect relationship is represented through a
diagram, it takes the form of a fish bone, hence, it is also known as ‘’ Fishbone
Diagram”.
C. sampling and charting methods:
In this method, the members are required to scrutinize the various events. Their
results and the nature of their consequences. They graphically represent their
positive or negative findings either sequentially or through some other relationship
in order to show a clear picture of the problem.
4.TOTAL QUALITY MANGMENT (TQM):-
TQM is a continuous process improvement for individuals, group of people, & total
organization. Total quality is defined as a people focused management system that
aims at continual increase in customer satisfaction at continually lower cost. TQM is
about changing the way things are done within the transitions life time People must
know what to do, how to do. It is a management approach focusing on the
improvement of quality and performance in all functions, departments, and
processes across the company to provide quality services which exceed customer
expectations. TQM expands the scope of quality of every department from top
management to lower level employees. It enables management to adopt a strategic
approach to quality and put more effort on prevention rather than on inspection.
Through TQM, all employees are trained in a professional manner and encouraged
to make decisions on their own to improve the overall quality and attain higher
standards. Through TQM, companies increase customer satisfaction, reduce costs,
and faster team work. Companies can also gain higher returns on sales and
investment. Total quality means better access to global markets, greater customer
loyalty, wider recognition as a quality brand, etc.
TQM: “Doing the Right Thing, Right the First Time, All the Time; always striving for
Improvement & always satisfying the Customer.

4.1 PRINCLPLES- CORE CONCEPTS OF TQM
PRINCIPLES OF TQM CORE CONCEPTS OF TQM
DELIGHT THE CUSTOMER A. CUSTOMER SATISFACTION
B. INTERNAL CUSTOMER ARE

REAL
MANAGEMENT BY FACT A. ALL WORK IN PROCESS
B. MEASURNMENT
PEOPLE-BASED MANAGEMENT a. TEAM WORK
b. PEOPLE MAKE QUALITY
CONTINUOUS IMPROVEMENT a. CONTINUOUS IMPROVEMENT

CYCLE
b. PREVENTION
II.PRINCIPLES OF TQM:-
1 delight the customer
The focus is on the external customer delight means being best at what really
important to the customer making the continuous cages to satisfy the customer is
an integral part of TQM.
2. Management by fact:-
The management should know the quality of the product or service that the
customer is presently using this quality level is used as each mark to improve it
future.
3. People –based management:-

The management should make the employees understand what to do, how to do it,
get the feedback about their performance. The quality is heavily influenced by the
continues emolument of the people rather than by the systems, standard &
technology.
4. CONTINUOUS IMPROVEMENT:-
It is management and a long-term process. It is not a short-term programmed
based on goals (or) targets or a project. TQM is a Continuous improvement based on
the incremental change.

II.CORE-CONCEPTS FOR IMPROVEMENT:-
1.DELIGHT THE CUSTOMER
a. customer satisfaction:-
Companies should understand the importance of the external customer as the
external customer is the main sources of income. Companies should enhance the
satisfying factors and reduce the factors those cause grief.
a. internal customer is real:-
Internal customers are as important as external customers are they
continuously influence the quality maintained. They also influence speed, efficiency,
preferences and cost. All work is process.
2. MANAGEMENT BY FACT
a. all work in process:-
Business process is a combination of members, materials, manpower & machines
that taken together product a product (or) service.
b. measurement:-
Measurement of present level of quality is more important in order to determine
the future quality level.
Internal quality measurement of product like.
1. Breach of promise& Performance to standard
3. Reject level
4. Accidents
5. Process in control
3. PEOPLE-BASED MANAGEMENT
a. Team work:-
People work together in terms to accomplish the most difficult goals.Team work
enables the people to work from a cross-functional Approach.
b. People make quality:-
Mostly organizational efforts influence to quality. Organizational efforts influence
the individuals and teams in the organization to commit to the quality.
4.CONTINUOUS IMPROVEMENT
a. Continuous improvement cycle:-
Identify the present level of quality standard, establishing the customer’s needs,
establishing the ways & means to produce the product (or) render service to meet
the customer’s needs. Measuring the success and improving the quality
continuously are the parts of the continuous improvement cycle.
b. Prevention:-
Preventing the failures to occur is the central system of total quality
management.Foreseeing the possible failures and take steps in advance to prevent
them from occurrences. Feeding for information forward helps to prevent the
failures.
Other principles:
A. Customer Centric Approach:
Consumers are the ultimate judges to determine whether products or services are
superior quality or not. There is no matter how many resources are pooled in
training employees, upgrading machines and computers, incorporating quality
design process and standards, bringing new technology, etc. Companies must
remember to implement TQM across all fronts keeping in mind the customers.
B. Employee Involvement:
Ensuring total employee involvement in achieving goals and business objectives
will lead to employee empowerment and active participation from the employees in
decision making and addressing quality related problems. Employee empowerment
and involvement can be increased by making the workspace more open and
devoid(entirely lacking) of fear.
C. Continuous Improvement :
A major component of TQM is Continuous improvement. It will lead to improved
and higher quality processes. it will ensure companies will find new ways and
techniques in producing better quality products, production, be more competitive,
as well as exceed customer expectations.
D.Strategic Approach to Improvement:
Businesses must adopt a strategic approach towards quality improvement to
achieve their goals, vision, and mission. A strategic plan is very necessary to ensure
quality becomes the core aspect of all business processes.
E.Integrated System :
Businesses comprise of various departments with different functionality purposes.
These functionalities are interconnected with various horizontal processes TQM
focuses on. Everyone in the company should have a thorough understanding of the
quality policies, standards, objectives, and important processes. It is very important
to promote a quality work culture as it helps to achieve excellence and surpass
(exceed; be greater than) customer expectations. An integrated system ensures
continual improvement and helps companies achieve a competitive edge.
F.Decision Making :
For efficient TQM, companies must collect and analyze data to improve quality,
decision making accuracy, and forecasts. The decision making must be statistically
and situational based in order to avoid any room for emotional based decisions.
G. Communications:
Communication plays a crucial role in TQM as it helps to motivate employees and
improve their morale during routine daily operations. Employees need to be
involved as much as possible in the day to day operations and decision making
process to really give them a sense of empowerment. This creates the environment
of success and unity and helps drive the results the TQM process can achieve.
4.2 Underlying philosophy of kaizen and quality circles:
Concept of Kaizen (continuous improvement):
Kaizen is based on making small changes on a regular basis - reducing wastes and
continuously improving productivity, safety and effectiveness. Kaizen is an approach to
creating continuous improvement based on the idea that small, ongoing positive
changes can reap major improvements. in an organizational setting, the successful use
of Kaizen rests on gaining support for the approach across the organization.
Kaizen cycle for continuous improvement:
1.Get employees involved: Involvement of employees, including gathering their help in
identifying issues and problems.. Often, this is organized as specific groups of individuals
charged with gathering and relaying information from a wider group of employees.
2.Find problems:Using widespread feedback from all employees, gather a list of
problems and potential opportunities. Create a shortlist if there are many issues.
3.Create a solution: Encourage employees to offer creative solutions, with all manner of
ideas encouraged. Pick a winning solution or solutions from the ideas presented.
4.Test the solution: Implement the winning solution chosen above, with everyone
participating in the rollout. Create pilot programs or take other small steps to test out
the solution.
5.Analyze the results: At various intervals, check progress, with specific plans for who
will be the point of contact and how best to keep ground-level workers engaged.
Determine how successful the change has been.
6.Standardize: If results are positive, adopt the solution throughout the organization.
7.Repeat: These seven steps should be repeated on an ongoing basis, with new
solutions tested where appropriate or new lists of problems tackled.

4.4 Advantages and disadvantages:
Kaizen advantages:
1. With its focus on gradual improvement, Kaizen can create a gentler approach
to change in contrast to big efforts that may be abandoned due to their
tendency to provoke change resistance and abandonment.
2. Kaizen encourages scrutiny of processes so that mistakes and waste can be
reduced.
3. Inspection needs are lessened, because errors are reduced.
4. Employee morale grows, because it engenders a sense of value and
purposefulness.
5. Teamwork increases as employees think beyond the specific issues of their
department.
6. Client focus increases as customer requirements awareness is raised.
7. Systems are in place to ensure improvements are encouraged both short and
long term.
Kaizen disadvantages:
1. Companies with cultures of territorialism and closed communication may first

need to focus on cultural changes to create a receptive environment.
2. Short-term Kaizen events may create a burst of excitement that is shallow and
short-lived and, therefore, gets abandoned before long.
Real-life Kaizen examples
Toyota is arguably the most-famous for its use of Kaizen, but other companies have
used the approach successfully. Here are three examples:
 Lockheed Martin. The aerospace company is a well-known proponent of Kaizen.

Through the use of Kaizen, it has successfully reduced manufacturing costs,
reduced inventory and cut delivery time.
 Ford Motor Company. When lean devotee Alan Mulally became CEO of Ford in
2006, the auto giant was on the brink of bankruptcy. Mulally used Kaizen to
execute one of the most famous corporate turnarounds in history.
 Pixar Animation Studios. Pixar has taken a continuous improvement model that
reduced risks of expensive movie failure by using quality control checks and
iterative processes.

4.5 HUMAN RESOURCES MANAGEMENT & TQM:-
Human resources play a vital role in total quality management.
The following forces shape the human resources management towards TQM like.
Economic liberalization announced by governess of India in 1991.
Mounting competition among the industries across the globe.
Successful organizations proactively and systematically understand & respond
to current and future external customer needs.
The information technology revolution is reshaping the core competencies
needed in a knowledge economy.
Organizational & human resources leaders are being challenged to become
effective strategic partners in the creation of word-class work cultures.
TQM, HR Managers actively involve in the following activities

 Utilizing the expressive of practitioners from other organizations.
 Reviewing current practices, behavior & attitudes in the organization &
assessing their degree of fit with TQM.
 Developing a TQM directory of internal resources & expertise. Designing &
delivering senior management development courses that set the proper town
for TQM.
 Shaping the type of organization structure, culture, & Ethical climate
appropriate for introducing & sustaining TQM.
4.6 Impact of TQM on Human Resource Management
1.TQM and HR Practice:

If an organization is running successfully with a high quality of HR practices, TQM is
there. But TQM is not HRM. In simply TQM is the art of managing the whole to
achieve excellence. Then the organizational commitment and job involvement of
employees are also increase. So, when the HRM practices in its maximum level it is
called TQM.
2.TQM and job analysis:
Usage of TQM techniques on job analysis such as job design, job enrichment, job
enlargement etc to produce job specification and job description of the company
gains immense benefits in terms of quality results when compared to an
organization which does not practice TQM in job analysis. By using TQM in job
analysis efficiency, effectiveness and productivity of employees increases. It also
causes cost minimization, increased health and safety level of employees resulting to

increase in employee satisfaction and quality of work life. When TQM is not
practicing in job design and job analysis it will cause to lower productivity,
employee turnover. Absenteeism, complains, unionization and resignation.
3. TQM and Team Work:
Team work facilitates job satisfaction and job involvement, and TQM encourages job
satisfaction and job involvement. The development of people and their involvement
in improvement of activities both individually and through teamwork is a key
feature in a company’s approach to TQM. The organizations with TQM practices
encourage teamwork from their HR practices where a HR manager’s role in
teamwork is very important.
4.TQM & Training & Development
There should be an affective training and development procedure in an
organization. If there is an effective training & development programme, the
output of employees will be a quality one. First organizations are identifying the
training needs of employees by performance appraisal. The training will be having
for limit number of people in the organization.Training will be develop the technical
skills of low level of employees. Development procedure is helpful to develop the
managers’ skills of executive level.
4.4 Total Quality HR Policy
A total quality HR policy must be dedicated at all levels of its operations, to provide
quality services that meets the initial and on-going needs and expectations of the
employees and customers through continuous improvement of all operations
ensuring continued success of the organization.
For example: the Nestle HR Policy includes the following which depicts the
emphasis of quality:
“The prime responsibility of the HR managers and their staff is to contribute
actively to the quality of HR management throughout the organization by
proposing adequate policies, ensuring their consistent application and
coherent implementation with fairness”.
“Each new member joining Nestlé is to become a participant in developing a
sustainable quality culture which implies a commitment to the organisation, a
sense for continuous improvement and leaves no place for complacency.”
Encourage the personnel to renew the work community and to constantly
improve the quality of operation.
Quality people make quality organisations, and that’s why our business is
based on expert and motivated personnel.

CASE STUDY :
CARCOM: THE TQM INITIATIVE
'Carcom' is a supplier of automotive safety components employing around 700 staff
which is located on two sites in Northern Ireland. The company was originally
American owned but after a joint venture with Japanese partner in the late 1980s, it
was eventually bought out by the latter.The quality initiative began in 1988-89 with
a five-year plan based on the Kaizen philosophy, this concept having been picked up
from the Japanese partner. This wasdriven by senior management in response to
what they saw as increasing customer demand and operating considerations. The
achievement of ISO 9001 registration in 1990 brought together processes carried
out by departments which had previously beenundertaken in isolation. The
company is now focusing on Kaizen with the principles of improvement, customer
delight, systems focus and participation. A range of qualitymanagement tools and
techniques are used. A TQM steering committee is responsible for overall direction
but there is also a further steering committee to oversee implementationof the
Quality Improvement Teams (QITs) as well as a full time coordinator. There
areteams of shop floor operators based on natural workgroups, and these tend to
focus on product problems and environmental issues (such as working conditions).
In contrast,Kaizen teams focus on process improvements (for example, die change)
and problem-solving workgroups are established in response to specific customer
concerns (for example, warranty claims).Senior managers stress that a long-term
approach is now being taken which is in contrastto some of the programmers in the
early 1980s. These former piecemeal initiativesincluded quality circles which had
been characterized by considerable changes in personnel , with a number of
champions having moved on leaving behind a flagginginitiative in contrast, the
company is now taking time to get the processes right and providing a central focus
through quality for change. Cultural change is the aim but it isrecognized that only
incremental progress can be achieved and that a supportive attitudeis required from
management Thus, QIT members are given extensive training and areencouraged to
tackle problems which give early success and build teamwork, rather than put
pressure on teams to deliver immediately on big issues

Questions :
1.Analyze the links between TQM and HRM with reference both to this case study
and more generally?
Ans: In this case we generalized it as, The achievement of ISO 9001 registration in
1990 brought together processes carried out by departments which had previously
beenundertaken in isolation. The company is now focusing on Kaizen with the
principles of improvement, customer delight, systems focus and participation. A
range of qualitymanagement tools and techniques are used. A TQM steering
committee is responsible for overall direction but there is also a further steering
committee to oversee implementationof the Quality Improvement Teams (QITs) as
well as a full time coordinator. There areteams of shopfloor operators based on
natural workgroups, and these tend to focus on product problems and
environmental issues (such as working conditions). In contrast,Kaizen teams focus
on process improvements and problem-solving workgroups areestablished in
response to specific customer concerns. The links between humanresources and
quality were made explicitly by tbe MD Training budgets have actuallyincreased in
volume and monetary terms despite the company's recently recorded trading
losses. Recruitment and selection are becoming more sophisticated as the company
wish to identify team workers
2. How might the principles of TQM be applied to a personnel function ?
Ans:The principles of TQM be applied to a personnel function can take a wide
variety of forms, ranging from direct downward communication from managers to
other employees or the seeking of employee opinions V via problem-solving groups
through to high-level meetings between directors and trade union representatives
on Works Councils or Company Boards. The subject matter equally can vary from
the mundane to the strategic, focusing on social and sports items through to high-
level financial and commercial information. The differentiates between employee
involvements defined as:Education, communications, customer care, as in all the
case organizations. Amended job responsibilities, hierarchically and at the same skill
level, as atPhotochem. Problem solving and the tapping of employee opinion, as at
Electron.

1. Briefly explain the obstacles associated with TQM implementation?

2. Discuss five possible actions that could be taken to ensure success in
outsourcing contracts?
3. Define total quality management. Discuss the basic concepts of TQM?
4. Outline three possible reasons for the failure of an outsourcing contract?
5. What are merits and demerits of outsourcing?
6. How total quality management is a tool for gaining competitive advantage?
PREPARED BY :
B.V.LAKSHMI, M.B.A, Assoc. Professor, BALAJI INSTITUTE OF IT & MANAGEMENT, KADAPA.

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BALAJI INSTITUTE OF

I.T AND MANAGEMENT

Name of the Faculty : T.HIMMAT

Units covered : 2.5 to 5 Units (2nd Internal)

(17E00201) HUMAN RESOURCE MANAGEMENT

The objective of the course is to provide basic knowledge of functional area of

1. Introduction:- Meaning of HR and HRM, Nature & Scope of HRM, Functions of

 Personnel and Human Resource Management – Text and cases, P. Subbarao,

UNIT-III COMPENSATION MANAGEMENT BALAJI INST OF IT & MANAGEMENT , KADAPA

3. INFLUENCING FACTORS FOR DETERMINING COMPENSATION

(i) External Factors

(ii) Internal Factors.

UNIT-III COMPENSATION MANAGEMENT BALAJI INST OF IT & MANAGEMENT , KADAPA

II. Internal Factors:

UNIT-III COMPENSATION MANAGEMENT BALAJI INST OF IT & MANAGEMENT , KADAPA

These positions include:

UNIT-III COMPENSATION MANAGEMENT BALAJI INST OF IT & MANAGEMENT , KADAPA

This may include

UNIT-III COMPENSATION MANAGEMENT BALAJI INST OF IT & MANAGEMENT , KADAPA

3.2Different forms of compensation for executives and non executives:

The Components of Executive Compensation:

B.Non- executive Compensation:

4.MONETARY & NON-MONETARY BENEFITS

UNIT-III COMPENSATION MANAGEMENT BALAJI INST OF IT & MANAGEMENT , KADAPA

UNIT-III COMPENSATION MANAGEMENT BALAJI INST OF IT & MANAGEMENT , KADAPA

MONETARY REWARDS NON-MONETARY REWARDS

Monetary rewards are the Non-Monetary rewards are the

Monetary rewards are given to Non-Monetary rewards are usually

Monetary rewards can work as a Non-Monetary rewards always act

Monetary rewards are

UNIT-III COMPENSATION MANAGEMENT BALAJI INST OF IT & MANAGEMENT , KADAPA

4.3FRINGE BENEFITS (an extra benefit supplementing an employee's money wage or

External Questions: (Old Question papers)

UNIT-III COMPENSATION MANAGEMENT BALAJI INST OF IT & MANAGEMENT , KADAPA

(17E00201) HUMAN RESOURCE MANAGEMENT

 Personnel and Human Resource Management – Text and cases, P. Subbarao,

 Human Resource Management, Aswathappa, 4th Edition, TMH 2006

BRIEF SUMMARY OF THIS UNIT

Employee training is the important sub-system of human resource development.

3. TRAINING & DEVELOPMENT:-

3.4 Benefits of Training:-

Benefits to the individual:-

On - the job off - the job

Job rotation vestibule training

Coaching Role playing

Job Instruction lecture, conference

Committee assignment Audio –visual methods

1. ON-THE JOB TRAINING METHODS:-

2. OFF-THE JOB TRAINING METHODS:-

Advantages of Off-the-Job Training

C. Lectures and Conferences:

Performance appraisal is a method of evaluating the behavior of employees in the

4.1Uses of Performance Appraisal:-

4.2 Importance of Performance Appraisal:

B.Compensation: Appraisal system helps in merit rating from where a good

4.3MBO (MANAGEMENT BY OBJECTIVES):-

4.5 Disadvantages of MBO:

4.4. 360 PERFORMANCE APPRAISALS:-360-degree feedback is an evaluation

There are 3 prime reasons -360 degree performance appraisal.