Chapter 4 Organizational Behavior
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Transcript of Chapter 4 Organizational Behavior
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Importance of managing people:
-Change attitude and behavior-Goal achievement
-S stematic effort
-Motivating environment
-Change management
-Improving competitiveness
-Responding to globalization
-Fostering ethical behavior
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1. Managers and effective human relations
Managers and Change management
2. anagers an organizationa cu ture3. Changing nature of the way people are
managed
4. Change in people
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HRM Concept and its Role
It is a process
consisting of fourfunctions; acquisition,
development,
Human focus
Pervasive
Continuous
motivation andmaintenance of human
resources
System
QWL, Productivity and
Readiness for changes
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Strategic Role of HRM It links HRM activities with strategic need
Uses people most wisely
Achieve close match between corporate objectives
.
Assess performance requirement needed to reach he
organizational goals.
As a follower and as a partner
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HUMAN RESOURCE PLANNING -HRP
It is the process of predetermining future human
resource requirements. Forecasts future supply and demand for employees.
,
System oriented
Time horizon
Integral part of corporate planning
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HUMAN RESOURCE PLANNING -Role
Uncertainty reduction
Objective focus
Environmental adaptation
cqu s on o uman resources Utilization of human resources
Development and control of human resources
Improved labor relations Top down/bottom up approach
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HRM FUNCTIONS1. Acquisition: Recruitment, Selection and
Socialization2. Development: Needs assessment, Training and
develo ment
3. Utilization: Motivation, job design, performance
appraisal, compensation mgmt.
4. Maintenance: Labor relations, employee welfare,
grievance handling and discipline
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HRM Skills Communication
Problem solving
Motivating
va ua on Persuading
Analytical skills
Personal judgment skill
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Training and Development Training for non managerial
Apprenticeship training Internship
Job instruction training
Development for managerial
employees
Coaching
Understudy
Job rotation
Simulation Planned work assignment
Internship
Lecture/ seminar
Simulation
Role play
Sensitivity training
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Performance management Setting performance standards
Performance assessment/appraisal
Rewards and punishment system
er ormance ee ac sys em
Training and development
Supporting working environment
Coordinating environment
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Factors affecting work performance
Working condition: lighting, ventilation, machine
status, noise, pollution etc. Mental attitude
Educational background
Experience Skills
Managerial supervision
Benefits, facilities etc.
Motivating environment etc.
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New trends and challenges in HRM Personnel management concept
Oversupply of human resources Human Resource Inventory
Work force diversity
Corruption/political appointement Biased working culture
Nepotism and favouritism
Labour Unions Technology Management
Outsourcing/Recriutment agency