HRM Learning Journal
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04-02-2023
Marwadi sense of business: High volume sales at lower cost . In business term it is economies of
scale or in other words low cost strategy.
Laissez faire management style : Management not interested in what subordinate does .They don’t
micromanage or give instruction to employees . They allow employee to use their creativity
resource and experience to achieve the goals.
IT company don’t bother about labour turnover : Because they have more SOP ( standard
operating procedure ).
A company can not become people oriented quickly
Sowth west Airlines compete with road traffic. Lower cost similar to road commute but faster.
Person fit : How employee fit into organisation
PJ – person job fit
JD – Job description
PG fit :Person group fit : person to person fitment
PE fir :Person Environment fit :
Resource based view :
Importance of Leadership
Doality = Authenticity vs accountability
05-02-2023
When an organisation is sick external CEO is better because he can bring fresh perspective
CEO visiting subsidiary is less effective than horizontal managers meet CEO at head quarters as the
later has the advantage of horizontal group head collaboration.
Recruitment : Attracting people for a position . Recruitment ends when a person applied for a job.
Quality of recruitment = No of candidate with PE fit / Total number of people applied .
Cost/ hire = Total cost of hiring process / number of people joined the organisation
Quiet hiring : when organisation acquire new skills without doing recruitment is called quiet hiring
bringing short term contract employee . Or giving more responsibility to existing employee beyond
their job description . Moving to other internal position or taking other project also is an example.
Quiet firing: Is quiet quitting . Means employee does bare minimum job and stay in the company
without proactively engage in the job.
11-02-2023
Five fitment test
1. Environment fit : It is the linkage between HRM system with external environment . According
to this HRM system should be adapted to social , cultural and institutional characteristics.
2 Vertical Strategic fit: It specify how HR system fit with organizations strategy and vision
3. Internal Organization Fit : It deals with how HRM fit with other department within an
organization such as technology , production etc
4 Intra function HR fit: it is the link between various function within the HR systems
5 Intra activity HR fit : it represent the co-ordination between policies and activities associated
with a particular HR activity.
HR Strategies
locus
of work place control
outcome
Commitment HR startegy
Collaborative HR strategy
Internal development of employees on
outcome control
organisation outsource work to external
contractors and external expert and look for
only the end result
Paternalistic HR Strategies
Traditional HR strategies
learning opportunities and promotion
in return of their compliance with
process control
recruit external candidates based on behaviour
process control
process
I←---internal --- Acquisition of employees ----- External ------------------------------→I
When to Hire
- Manipulate attrition rate
- Buffer employee to use when needed immediately
Valid hiring Test: A hiring test is valid when selected people perform job well
Reliability Test: Consistent result on repetitive process.
Face validity: Just skim through the question and validate
Predictive validity: correlation between pilot test and actual test.
Criteria validity : measures how a test measure the outcome it was designed for
Cronbach Alpha : inter item correlation test and should be more than .7 to accept as valid data
ADDIE frame work for training
Analysis : Analyse the job requirement
Design : Design the training like place , time , duration etc
Development : Develop any new things if required
Implement: Deliver the actual training
Evaluate : Evaluate the effectiveness of training
12-02-2023
Kirk – Patrick Model
Kirkpatrick model is a learning evaluation model. It has four criteria to rate against . They are




reaction: Measures learners find training relevant , engaging and favourable usually
measured using rating surveys
learning : Measures weather the trainees obtained the intended knowledge after training .
methods of assessment is exam or interview
behaviour: One major measurement criteria is behaviour change after the training . This is
measures by observing the pre and post training behavioural change at work place . Lack of
behavioural change does not mean that training is ineffective , but lack of organisational
culture that foster learning environment.
Result : Check the improvement in organisational performance indicator. These indicators
are key performance indicators such as profit increase , cost reduction , sales increase etc.
These are analysed using the data collected from various department inside the
organisational
Reason for poor performance
Can’t do
Won’t do
Lack of skills
No salary increase or no promotion
Work is repetitive
Job Ambiguity
No gain from Pain
Job is not aligned with personnel goal
Job misfit
Fear of loosing job
Notice period
Mentoring relationship formal vs informal :
Formal Mentorship
Formal mentorship has initial high intensity compared to informal mentorship because of
predefined environmental support like work place mentorship .
Where mentor men tee relationship has some predefined norms set by company culture and HRM
system .But it never go beyond a level as the scope of this relation is for limited purpose.
Informal mentorship
Informal mentorship has less intensity initially as the relationship begins as mentor and mentee
takes time to synchronise themselves due to lack of systemic support.. Once both find a rythem the
relationship accelerate and goes at high intensity than formal mentorship
Mentor function
Carrier
Psychological
Access to network
Counselling
Right kind of exposure
Friendship
Coach( narrow skill set )
Role model
Sponsorship
Protection
Mentor function map
Mentee negativity
High
dysfunctional
Toxic relationship
Low
functional
dysfunctional
Low
High
Mentor negativity
Ambivert : person has the balance of introvert and extravert personality.
Biases in appraisal decisions
Strictness or leniency
Unclear performance standard
centrality bias
halo effect
recency bias
Performance evaluation method
Peer appraisal : appraisal by one’s peer
Crowd appraisal : use of social media to get appraisal from others
Rating committees : A rating committee typically consists of employees immediate supervisor or
two or three other supervisor.
Self rating :
appraisal by subordinates
Tools for appraising performance
 Graphic rating scale method : A performance appraisal method in which the employee rate
themselves against list of traits or behaviour which is important for to perform the job.
 alternation ranking method
 paired comparison method
 forced distribution method
 Critical Incident Method : Supervisor maintain a log book of critical incidents
 narrative forms
 Behaviourally Anchored rating scales
 Management by objectives
 Electronic performance monitoring
25-03-2023
Reward and compensation
Factors affect the compensation
1. Aligning total rewards with strategy
The compensation should align with the strategic objective management wanted to achieve
2. Equity and its impact on pay rates
In compensation we have 4 equities to consider

 external equity : refers to how a company job pay rate compares the job pay rate in
another company
 Internal equity: refers to how a company job pay rate compares the the other job pay
rate in same company
 Individual equity : refers to fairness of a company job pay rate compares the other
individuals do similar job within the company
 procedural equity : refers how fair the reward and compensation decision are made
3. Legal consideration
Various act relevant to the country like minium wage act, code of wage bill 2017
4. Union Influence on compensation decision
5 . pay policies
Golden Parachute : A payment companies make in connection with change in ownership or control
of the company
Scanlon plan: Designed to encourage co-operation , involvement and sharing of benefit in 1937 by
Joseph Scanlon
26-03-2023
4 new Labour codes :
1.
2.
3.
4.
2019 code on wages
2020 code on industrial relation
2020 code on social security
2020 code on health and working condition
29 existing labour laws are replaced with new 4 labour codes
01- April – 2023
Employment :
Employment is an agreement of work between employee and employer written and accepted by
both parties . In employment
In employment individual obliged to do work ( substitution not possible )
Employer should provide work and the employee should accept the work
Employer should have control over the work how it is carried out.
Employee has protection from
a) Unlawful dismissal
b) statuary redundancy payment
Worker :
worker status is a half way between employee and self employed . But they still have some statuary
legal protection
a) protection from discrimination
b) minimum wage protection
c) protection from unlawful deduction of wages
Because of the above fact majority of the IT professionals are employees not worker . They join
the company after signing a contract. But certain states given exception for certain period like SEZ .
This made BPO and ITES professional under workmen category
SME : Small and medium enterprises
According to 2020 definition
Micro1 : Investment in plant and machinery or equipment not more than 1 crore Indian rupees
Small : Investment in plant and machinery or equipment not more than 10 crore Indian rupees
Medium : Investment in plant and machinery or equipment not more than 50 crore Indian rupees
IIMK investment has total tangible asset of 32 crore according to the 2020 balance sheet . Hence it
will come under Medium enterprise by size .But it is not an enterprise . It is an educational
institution .
IIMK is not a factory since there is no manufacturing activity happens . But it falls in service sector.
Shop and commercial establishment law exist in different states in India and hence have different
view in case of educational institution .
IIMK comes under Kerala jurisdiction and in case Sarangadharan v Asst. Labour Officer
Kerala court taken a view that taking fee from student and employing teachers is not a commercial
activity. But IIMK consultancy work definitely falls in commercial activity. But major income is
generated from teaching my conclusion is that IIMK is an educational institution hence exempted
from shop and establishment act Kerala
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What's MSME | Ministry of Micro, Small & Medium Enterprises 8