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Human Resource Management (HRM): Key Concepts for PhD Entrance Exam
Overview of HRM: Concepts and Perspectives
• Definition: HRM involves the strategic management of people in an organization to achieve goals. • Perspectives: • Traditional: Focus on personnel management and administrative tasks. • Modern: Emphasis on strategic alignment, talent management, and employee engagement.
HRM in a Changing Environment
• Challenges: • Adapting to globalization and technological advancements. • Managing workforce diversity and remote work trends. • Compliance with dynamic labor laws and ethical practices.
HR Planning: Objectives, Process, and Techniques
• Objectives: • Ensure the right number of employees with the right skills. • Anticipate and manage workforce needs. • Process: • Analyzing organizational goals. • Forecasting HR demand and supply. • Action planning (recruitment, training). • Techniques: • Workforce analysis, scenario planning, and succession planning.
Job Analysis • Definition: Process of collecting information about a job's duties and requirements. • Outcome: Job description (tasks, responsibilities) and job specification (skills, qualifications).
Recruitment and Selection
• Recruitment: Process of attracting suitable candidates. • Selection: Screening and choosing the best candidate through interviews, tests, and reference checks.
Induction, Training, and Development
• Induction: Introducing new hires to the organization’s culture and policies. • Training: Enhancing specific skills for current roles. • Development: Preparing employees for future responsibilities. Performance and Potential Appraisal • Performance Appraisal: Evaluating an employee's job performance against set goals. • Potential Appraisal: Identifying an employee’s capacity for future roles and responsibilities.
Overview of Industrial Relations
• Definition: The relationship between management and employees, governed by laws and collective agreements. • Key Elements: • Employee participation, conflict resolution, and workplace harmony.
Wage Policy and Determination
• Factors: • Market trends, industry standards, labor laws, and organizational profitability. • Methods: • Time-based, piece-rate, and performance-linked pay systems.
Trade Unions • Purpose: • Represent workers’ interests in negotiations with employers. • Promote fair treatment and improve workplace conditions.
Dispute Resolution and Grievance Management
• Methods: • Negotiation, mediation, arbitration, and legal processes. • Grievance Handling: • Addressing employee complaints through structured procedures.
Labor Welfare • Scope: • Health and safety measures, housing, recreation, and social security. • Objective: Improve employee well-being and productivity.
Overview of E-HRM • Definition: Use of technology in HR functions, like recruitment, training, and payroll. • Benefits: • Enhances efficiency, reduces costs, and provides real-time data for decision-making.
