CAIIB-General Bank
ManagementHRM- Module B
Presentation by
Dr. P Balachandran
dran@ vsnl. net
22.11.2008
IMPORTANT AREAS
•
•
•
•
•
•
•
•
HRM OBJECTIVES
ASPECTS OF HUMAN DEVELOPMENT
HUMAN BEHAVIOUR AT WORK
MOTIVATION
ROLE CLARITY
EMPLOYEE FEEDBACK
PERFORMANCE APPRAISAL
ROLE OF I.T. IN HRM
HRM OBJECTIVES• ROLE
• CORPORATE STRATEGIES
“ORGANISATIONS THAT HAVE WORLD CLASS
AMBITIONS WILL NEED TO NURTURE
KNOWLEDGE WORKERS”
MD, GLAXO
“ALL CORPORATE STRENGTHS ARE
DEPENDENT ON AND CENTRED
AROUND –HUMAN RESOURCES”
CEO, GODREJ SOAPS
HUMAN DEVELOPMENT
•
•
•
•
•
TRAINING NEED ANALYSIS
ROLE ANALYSIS
ATTITUDINAL DEVELOPMENT
CAREER PATH
SELF DEVELOPMENT
SELF DEVELOPMENT
•
•
•
•
LOCUS OF CONTROL
TRANSACTIONAL ANALYSIS
JOHARI WINDOW
EMOTIONAL INTELLIGENCE
LOCUS OF CONTROL
•
•
•
•
MEANING
EXTERNAL
INTERNAL
RELEVANCE IN HRD
TA
• PIONEER IS ERIC BERNE
• FAMOUS WORDS –
I AM OK YOU ARE OK
• TRANSACTIONAL ANALYSIS
DIMENSIONS
RELEVANCE/ USAGE IN BANKS
JOHARI WINDOW
KNOWN TO
SELF
NOT KNOWN
TO SELF
KNOWN TO
OTHERS
ARENA
BLIND
NOT KNOWN
TO OTHERS
CLOSED
DARK
EMOTIONAL INTELLIENGE
•
•
•
•
•
•
SELF AWARENESS
SELF REGULATION
MOTIVATION
EMPATHY
SOCIAL SKILLS
ALL NECESSARY FOR SUCCESS IN THE
WORK AREA.
• MUCH MORE IMPORTANT THAN IQ- IS ONE
VIEW
HUMAN BEHAVIOUR AT WORK
•
•
•
•
INDIVIDUAL DIFFERENCES
TRAIT THEORY
BRAIN USAGE
GENDER BIAS
BEHAVIOUR IS INFLUENCES BY
• ENVIRONMENTAL FACTOR
ECONOMIC, SOCIAL, POLITICAL
• PERSONAL FACTORS
AGE, SEX, EDUCATION, ABILITIES , MARITAL
STATUS, NO. OF DEPENDENTS
• ORGANISATIONAL FACTORS
PHYSICAL FACILITIES, ORGNL. STRUCTURE,
LEADERSHIP, COMPENSATION, REWARDS
…….NEXT SLIDE-CONTD.
BEHAVIOUR IS INFLUENCES BY
(CONTINUED)
• PSYCHOLOGICAL FACTORSPERSONALITY,
PERCEPTION,
ATTITUTDES,
VALUES ,
LEARNING ETC.
TYPES OF PERSONALITY
TYPE A
• WORKAHOLIC
• TIME URGENCY
• GO GETTER,INSENSITIVE
TYPE B
• PLACID,
• HUMANE
• LONG TERM SUCCESS
BRAIN USAGE
LEFT HEMISPHERE
• LOGICAL
• THINKING
• WORKING
RIGHT HEMISPHERE
• EMOTION
• ART
• MUSIC
• RELAXAION.
• STRESS CONTROL
MOTIVATIONAL THEORIES
• ABRAHAM MASLOW –HUMAN NEEDS
• PHYSIOLOGICAL
• SAFETY
• SOCIAL
• SELF ESTEEM
• SELF ACTUALISATION
MOTIVATIONAL FACTORS
HERZBERG
• MOTIVATIONAL FACTORS- FACTORS
CREATES HIGHLY MOTIVATING
SITUATION, ABSENCE DOESNOT
CAUSE DISSATISFACTION.
• HYGEINE/MAINTENANCE-FACTORS
THAT DO NOT LEAD TO MOTIVATION,
BUT ABSENCE CAUSE SERIOUS
DISSATISFACTION. LEADING TO
LOWER PRODUCTIVITY
MOTIVATIONAL FACTORS
•
•
•
•
•
•
RECOGNITION
ADVANCEMENT
RESPONSIBILITY
ACHIEVEMENT
POSSIBLE GROWTH
WORK ITSELF
MAINTENANCE/HYGIENE
FACTORS
• COMPAY POLICY AND ADMN.
• TECHNICAL SUPERVISION
• INTERPERSONAL RELATIONS WITH
SUBORDINATES/SUPERIORS/PEERS
• SALARY/JOB SECURITY/STATUS
• PERSONAL LIFE/WORKING
CONDITIONS
ROLE AND POSITION
•
•
•
•
•
•
•
•
ROLE
STAGNATION
AMBIGUITY
EROSION
OVERLOAD
INADEQUACY
CONFLICT
ISOLATION
EMPLOYEE FEEDBACK
• CLIMATE SURVEY
• COMPENSATION
• 360 DEGREE FEEDBACK- NEW
METHOD IN THE INDUSTRY
PERFORMACE APPRAISAL
• CONFIDENTIAL VS. OPEN REPORTS
• GIVING OF FEED BACK –NEED AND
WAYS
• MBO-MANAGEMENT BY OBJECTIVE
• COUNSELLING
• ASSESSMENT CENTRES
KNOWLEDGE MANAGEMENT
IMPORTANCE OF TECHNOLOGY
TO ASSESS TRAINING NEEDS
DATA BASE
RESEARCH
E LEARNING
SOME TIPS FOR PREPARATION
• READ THE MODULES WELL
• DO THE CHECK YOUR PROGRESS
• REFER TO THE GLOSSARY-KEY WORDS OF
TERMS AT THE END OF CHAPTER
• READ SUMMARY-LET US SUM UP
REPEATEDLY.
• REFER TO THE VIRTUAL CL. PPTS./MCQS
UNDER PRODUCTS AND SERVICES ON OUR
WEBSITE.
ALL THE BEST FOR SUCCESS
• –
• SEE THE CASE LET AND MCQs GIVEN ,
WHICH WILL BE PUT ON OUR PORTAL
BY MONDAY NEXT.
• THANKS FOR THE ATTENTION