Mod - B : HRM IMPORTANT AREAS HRM OBJECTIVES ASPECTS OF HUMAN DEVELOPMENT HUMAN BEHAVIOUR AT WORK MOTIVATION ROLE CLARITY EMPLOYEE FEEDBACK PERFORMANCE APPRAISAL ROLE OF I.T. IN HRM HRM OBJECTIVES-
ROLE CORPORATE STRATEGIES “ORGANISATIONS THAT HAVE WORLD CLASS AMBITIONS WILL NEED TO NURTURE KNOWLEDGE WORKERS” MD, GLAXO “ALL CORPORATE STRENGTHS ARE DEPENDENT ON AND CENTRED AROUND –HUMAN RESOURCES” CEO, GODREJ SOAPS
HUMAN DEVELOPMENT TRAINING NEED ANALYSIS ROLE ANALYSIS ATTITUDINAL DEVELOPMENT CAREER PATH SELF DEVELOPMENT SELF DEVELOPMENT LOCUS OF CONTROL TRANSACTIONAL ANALYSIS JOHARI WINDOW EMOTIONAL INTELLIGENCE LOCUS OF CONTROL
MEANING EXTERNAL INTERNAL RELEVANCE IN HRD PIONEER IS ERIC BERNE FAMOUS WORDS – I AM OK YOU ARE OK TRANSACTIONAL ANALYSIS DIMENSIONS RELEVANCE/ USAGE IN BANKS JOHARI WINDOW EMOTIONAL INTELLIENGE SELF AWARENESS SELF REGULATION MOTIVATION EMPATHY SOCIAL SKILLS ALL NECESSARY FOR SUCCESS IN THE WORK AREA. MUCH MORE IMPORTANT THAN IQ- IS ONE VIEW HUMAN BEHAVIOUR AT WORK INDIVIDUAL DIFFERENCES TRAIT THEORY BRAIN USAGE GENDER BIAS BEHAVIOUR IS INFLUENCES BY ENVIRONMENTAL FACTORS : ECONOMIC, SOCIAL, POLITICAL PERSONAL FACTORS AGE, SEX, EDUCATION, ABILITIES , MARITAL STATUS, NO. OF DEPENDENTS ORGANISATIONAL FACTORS PHYSICAL FACILITIES, ORIGIN. STRUCTURE, LEADERSHIP, COMPENSATION, REWARDS
BEHAVIOUR IS INFLUENCES BY PSYCHOLOGICAL FACTORS- PERSONALITY, PERCEPTION, ATTITUTDES, VALUES , LEARNING ETC. TYPES OF PERSONALITY TYPE A WORKAHOLIC TIME URGENCY GO GETTER,INSENSITIVE
TYPE B PLACID, HUMANE LONG TERM SUCCESS BRAIN USAGE LEFT HEMISPHERE LOGICAL THINKING WORKING RIGHT HEMISPHERE EMOTION ART MUSIC RELAXAION.
STRESS CONTROL MOTIVATIONAL THEORIES ABRAHAM MASLOW –HUMAN NEEDS PHYSIOLOGICAL SAFETY SOCIAL SELF ESTEEM SELF ACTUALISATION
MOTIVATIONAL FACTORS HERZBERG MOTIVATIONAL FACTORS- FACTORS CREATES HIGHLY MOTIVATING SITUATION, ABSENCE DOESNOT CAUSE DISSATISFACTION. HYGEINE/MAINTENANCE-FACTORS THAT DO NOT LEAD TO MOTIVATION, BUT ABSENCE CAUSE SERIOUS DISSATISFACTION. LEADING TO LOWER PRODUCTIVITY
MOTIVATIONAL FACTORS RECOGNITION ADVANCEMENT RESPONSIBILITY ACHIEVEMENT POSSIBLE GROWTH WORK ITSELF MAINTENANCE/HYGIENE FACTORS COMPANY POLICY AND ADMIN. TECHNICAL SUPERVISION INTERPERSONAL RELATIONS WITH SUBORDINATES/SUPERIORS/PEERS SALARY/JOB SECURITY/STATUS PERSONAL LIFE/WORKING CONDITIONS
ROLE AND POSITION ROLE STAGNATION AMBIGUITY EROSION OVERLOAD INADEQUACY CONFLICT ISOLATION EMPLOYEE FEEDBACK CLIMATE SURVEY COMPENSATION 360 DEGREE FEEDBACK- NEW METHOD IN THE INDUSTRY PERFORMACE APPRAISAL CONFIDENTIAL VS. OPEN REPORTS GIVING OF FEED BACK –NEED AND WAYS MBO-MANAGEMENT BY OBJECTIVE COUNSELLING ASSESSMENT CENTRES KNOWLEDGE MANAGEMENT IMPORTANCE OF TECHNOLOGY TO ASSESS TRAINING NEEDS