Chapter:- 4 ORGANIZATION

BEHAVIOUR

Study of actions and attitudes that people exhibit

within organizations
Job satisfaction level and productivity
Contributing disciplines: psychology, sociology,
anthropology and political science
Objective of explanation, prediction and control
behaviour

Importance of managing people:

-Change attitude and behavior
-Goal achievement
-Systematic effort
-Motivating environment
-Change management
-Improving competitiveness
-Responding to globalization
-Fostering ethical behavior

Managers and Change management

1.
2.
3.

4.

Managers and effective human relations

Managers and organizational culture
Changing nature of the way people are
managed
Change in people

HRM Concept and its Role

It is a process
consisting of four
functions; acquisition,
development,
motivation and
maintenance of human
resources

Human focus
Pervasive
Continuous
Dynamic
System
QWL, Productivity and
Readiness for changes

Strategic Role of HRM

It links HRM activities with strategic need

Uses people most wisely
Achieve close match between corporate objectives
and HRM objectives.
Assess performance requirement needed to reach he
organizational goals.
As a follower and as a partner

HUMAN RESOURCE PLANNING -HRP

It is the process of predetermining future human

resource requirements.
Forecasts future supply and demand for employees.
Future oriented, quantitative and qualitative
System oriented
Time horizon
Integral part of corporate planning

HUMAN RESOURCE PLANNING -Role

Uncertainty reduction
Objective focus
Environmental adaptation
Acquisition of human resources
Utilization of human resources
Development and control of human resources
Improved labor relations
Top down/bottom up approach

HRM FUNCTIONS
1.

2.

3.

4.

Acquisition: Recruitment, Selection and

Socialization
Development: Needs assessment, Training and
development
Utilization: Motivation, job design, performance
appraisal, compensation mgmt.
Maintenance: Labor relations, employee welfare,
grievance handling and discipline

HRM Skills

Communication
Problem solving
Motivating
Evaluation
Persuading
Analytical skills
Personal judgment skill

Training and Development

Training for non managerial

Apprenticeship training

Internship

Coaching

Job instruction training

Understudy

Lecture/ Conferece

Job rotation

Simulation

Planned work assignment

Internship

Lecture/ seminar

Simulation

Role play

Sensitivity training

Development for managerial

employees

Performance management

Setting performance standards

Performance assessment/appraisal
Rewards and punishment system
Performance feedback system
Training and development
Supporting working environment
Coordinating environment

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.

New trends and challenges in HRM

Personnel management concept

Oversupply of human resources
Human Resource Inventory
Work force diversity
Globalization
Corruption/political appointement
Biased working culture
Nepotism and favouritism
Labour Unions
Technology Management
Outsourcing/Recriutment agency