HUMAN RESOURCE MANAGEMENT NOTES
Unit Description
This unit covers the principles, functions, and strategic importance of HRM in organizations. It explores key areas such as recruitment, training, performance management, compensation, labor relations, and legal compliance. The unit emphasizes the role of HR in creating a positive workplace culture, fostering employee engagement, and aligning HR strategies with business goals.
Key Topics:
1. Introduction to HRM – Definition, importance, and evolution of HRM.
2. Workforce Planning & Recruitment – Job analysis, hiring strategies, and selection processes.
3. Employee Training & Development – Learning programs, skills enhancement, and career growth.
4. Performance Management – Appraisals, feedback systems, and goal setting.
5. Compensation & Benefits – Salary structures, incentives, and employee welfare.
6. Labor Laws & Ethics – Employment laws, workplace rights, and ethical HR practices.
7. Employee Relations & Engagement – Conflict resolution, motivation strategies, and workplace culture.
8. HR Technology & Trends – Role of AI, HR analytics, and future HRM innovations.
3. Employee training and Development
1. Introduction to Training & Development
Employee training and development is the process of enhancing employees' skills, knowledge, and abilities to improve their performance and career growth.
Training focuses on improving job-specific skills.
Development focuses on long-term career growth and leadership abilities.
2. Importance of Training & Development
Increases employee productivity and efficiency.
Enhances job satisfaction and employee engagement.
Reduces errors, workplace accidents, and operational costs.
Improves employee retention and career advancement.
Helps organizations adapt to new technologies and trends.
3. Types of Training
a) On-the-Job Training (OJT)
Training that happens in the workplace while performing tasks.
Methods: Job rotation, mentoring, shadowing, apprenticeships.
Advantages: Cost-effective, practical, immediate application.
Disadvantages: Can disrupt regular work, dependent on trainer quality.
b) Off-the-Job Training
Training conducted outside the workplace.
Methods: Workshops, seminars, simulations, online courses.
Advantages: Provides structured learning, access to expert trainers.
Disadvantages: Expensive, may not be directly applicable to the job.
c) Technical Training
Focuses on specific job-related skills (e.g., IT training, machine operation).
d) Soft Skills Training
Improves communication, teamwork, leadership, and problem-solving skills.
e) Compliance Training
Ensures employees understand workplace policies, ethics, and safety regulations.
4. Employee Development
Development focuses on long-term career growth and leadership preparation.
a) Methods of Employee Development
Leadership Training – Prepares employees for management roles.
Career Planning & Coaching – Helps employees set career goals
Succession Planning – Identifies and develops future leaders within the organization
Cross-Training – Employees learn multiple roles to increase flexibility and adaptability.
5. Training & Development Process
1. Needs Assessment – Identifying skill gaps and training requirements.
2. Setting Training Objectives – Defining clear learning goals.
3. Designing the Training Program – Choosing methods, materials, and trainers.
4. Implementation – Delivering the training through selected methods.
5. Evaluation & Feedback – Measuring
training effectiveness and making improvements.