HRM
MODULE B
OF GENERAL BANK
MANAGEMENT
P BALACHANDRAN
DIRECTOR OF ACADEMIC AFFAIRS
INDIAN INSTITUTE OF BANKING AND FINANCE
dran @ vsnl.net
1)Some important areas
• Importance of HRM as a crucial function of
any organisation
• Need to link the individual satisfaction with
the growth of the organisation
• Subsystems of HRM to achieve this noble
goal
• HRM and HRD- differences
2)HRM- BROAD FUNCTIONS
• ADMINISTRATIVE
• DEVELOPMENTAL
• MAINTENANCE
• HRD- “ORGANISED LEARNING EXPERIENCE
IN A DEFINITE TIME PERIOD TO INCREASE THE
POSSIBILITY OF IMPROVING JOB
PERFORMANCE GROWTH”
3)ATTITUDE DEVELOPMENT
• ALL PRGRAMMES HAVE A-S-K
DEVELOPMENT AS OBJECTIVES
• ATTITUDE DEVELOPMENT IS THE
MOST IMPORTANT AND DIFFICULT
TASK- but not an impossible one
• ATTITUDE DETERMINES ONES
ALTITUDE IN LIFE
4)SELF DEVELOPMENT
•
•
•
•
•
INDIVIDUAL DRIVEN
MOTIVATION
LOCUS OF CONTROL
POWER BASES
-- MOTIVATION HAS TO COME FROM
WITH IN FOR REAL GROWTH
• ---INTERNAL LOCUS OF CONTROL
ENSURES GROWTH
5)POWER BASE
• THIS DEALS WITH THE ABILITY TO
INFLUENCE OTHERS THOROUGH
FEAR/POWER OR
CHARISMA/AUTHORITY
• POWER BASE IS INFLUENCED BYPOSITION, CHARISMA, CLOSENESS
TO SOURCES OF POWER, EXPERTISE,
COMPETENCE, MODELLING
6)WHAT IS DYADIC
RELATIONSHIP
• RELATION BETWEEN NATIONS
• RELATION BETWEEN
ORGANISATIONS
• RELATIONSHIP BETWEEN A PAIR OF
PERSONS
• NONE OF THE ABOVE
7)DYAD- A PAIR
• TWO INDIVIDUALS MAINTAINING A
SOCIOLOGICALLY SIGNIFICANT
RELATIONSHIP
• INTERPERSONAL RELATIONSHIP
• ONE OF THE IMPORTANT TOOL IS
TRANSACTIONAL ANALYSIS
8)TA
• RELEVANCE IN BANKS, AIRLINES,
HOSPITALS-ALL CONSUMER
INDUSTRY
• NEED TO STUDY PARENT, ADULT ,
CHILD EGO STATES
• IMPORTANCE OF ALL THE THREE FOR
A WELL ROUNDED GROWTH
9)GREAT PLACE TO WORK
•
•
•
•
•
•
CAMARADERIE
PRIDE
FAIRNESS
RESPECT
CREDIBILITY-SOME OF THE YARDSTICKS
WILL COME ABOUT IF THE P-A-C EGOSTATES IS WELL UNDERSTOOD- AND
HONED
10)WHICH IS THE IDEAL
LIFE POSITION
1.
2.
3.
4.
I AM OK- YOU ARE OK
IAM NOT OK-YOU ARE OK
IAM OK –YOU ARE NOT OK
IAM NOT OK-YOU ARE NOT OK
11)What is the usual life position
seen in practice
1.
2.
3.
4.
I AM OK- YOU ARE OK
IAM NOT OK-YOU ARE OK
I AM OK –YOU ARE NOT OK
IAM NOT OK-YOU ARE NOT OK
12)Johari window
1.
2.
3.
4.
Helps in self –understanding
Helps in understanding others
Both
None of the above
13)In Johari window the area
known to others but not to the self
is---1.
2.
3.
4.
CLOSED
DARK
BLIND
ARENA
14)IMPORTANCE OF EQ
“EMOTIONAL INTELLIGENCE GROWS
THROUGH THE ADULTHOOD AND IT CAN
BE LEARNT AS ONE MATURES WITH
PROPER AWARENESS ASSESSMENT AND
EFFORT TO CORRECT.”
• WHOSE VIEW IS THIS1. SIGMUND FRUED,
2. THOMAS HARRIS,
3. DANIEL GOLEMAN,
4. GARDNER
15)‘TRIES TO SCHEDULE
MORE AND MORE IN LESS
AND LESS TIME’
1.
2.
3.
4.
TYPE C PERSON
TYPE B PERSON
AUTOCRATIC PERSON
TYPE A PERSON
16)LEFT HEMISPHERE OF
THE BRAIN DEALS WITH
1.
2.
3.
4.
EMOTIONAL AREAS
CREATIVE AREAS
ANALYTICAL AREAS
SPIRITUAL AREAS
17)SELF ACTULISATION IS
THE ------- NEED IN THE
HEIRARCHY LISTED BY
ABRAHAM MASLOW
1.
2.
3.
4.
FIRST
THIRD
FOURTH
FIFTH
18)HYGIENE FACTORS ARE
• IMPORTANT AS THEY CREATE AN
ATMOSPHERE FOR DOING WORK AND
THEIR ABSENCE CAN DISSATISFY THE
EMPLOYEES
• EG. JOB SECURITY, STATUS,
INTERPERSONAL RELATIONS WITH
SUBORDINATES, SUPERVISORS ETC.
• THEY ARE NOT NECESSARILY
MOTIVATORS
19) Quality of life and work life
balance
1.
2.
3.
4.
Refer to one and the same thing
Refer to different and distinct aspects
Refer to promotions only
Refers to opportunities only
20)Role ambiguity
• Lack of clarity on the role to be performed
on the part of the individual and
organisation
• Ability needed to work in ambiguous
situations- as many new areas are emerging
where precedents are missing
• One who can thrive in such set ups has an
edge
21)CASELET
•
•
1.
2.
3.
4.
A BRANCH ACCOUNTANT GOES ON
LEAVE AND THE FIELD OFFICER IS
ASKED TO OFFICIATE IN HIS PLACE.
HE IS NOT CONFIDENT OF HANDLING.HE
WILL FEEL------ROLE AMBIGUITY
ROLE STRESS
ROLE ISOLATION
ROLE EROSION
22) CASE
• A COMPANY INTRODUCED PROFIT
SHARING METHOD TO IMPROVE THE
PRODUCTIVITY OF STAFF. THIS LED
TO BETTER RESULTS.AS BOTH THE
PRODUCTIVE AND NON PRODUCTIVE
PEOPLE GOT SAME INCENTIVES,
SOME WERE DEJECTED-WHO ARE
THEY?
22)DEJECTED PEOPLE WILL BE
1.
2.
3.
4.
MANAGEMENT
GOOD WORKERS
UNPRODUCTIVE WORKERS
MANAGEMENT AND GOOD
WORKERS
5. ALL THE PEOPLE IN THE
ORGANISATION
23)EMPLOYEES FEEDBACK
IS GATHEED THROUGH
1. FEEDBACK AT STAFF TRAINING
SESSIONS
2. CONDUCTING REGULAR CLIMATE
SURVEYS
3. CALLING FEEDBACK THOROUGH
NOTICES ON THE NET
4. REDRESSAL MECHANISM
24)BEST WAY TO IMPROVE
MOTIVATION
LEVEL
OF
EMPLOYEES IS TO
•
1.
2.
3.
4.
LINK PAY TO
QUALIFICATIONS
EXPERIENCE
NETWORKING ABILITY
PERFORMANCE
25)APPRAISAL METHOD OF
FUTURE WILL BE MOSTLY
1.
2.
3.
4.
GROUP APPRAISAL METHOD
COMPARISON METHOD
ASSESSMENT CENTRE METHOD
MANAGEMENT BY OBJECTIVES
26)HALO EFFECT REFERS TO
1.
2.
3.
4.
FEEDBACK SYSTEM
COUNSELLING SYSTEM
APPRAISAL SYSTEM
MOTIVATION SYSTEM
27)COUNSELLING OF LOW
PERFORMERS DONOT YIELD
RESULTS TRUE OR FALSE.
1. TRUE
2. FALSE
3. NOT SURE
28)COUNSELLING AND
ADVISING ARE
1.
2.
3.
4.
5.
ONE AND THE SAME THING
THEY ARE DISTINCT
THERE IS OVERLAP
1&3 ABOVE
2&3 ABOVE
29)In sum
Please read the text at least once
Read the summary repeatedly
See important terms given at the end
Review the Check your progress section
(ALSO SEE THE SAMPLE QUESTIONS GIVEN,THAT WILL BE
PUT ON OUR WEBSITE ALSO.)
30)SUGGESTED ANSWERS
• 10-1
11-3
12-1
13-3
14-3
• 15-4
16-3
17-4
19-2
21-3
• 22-4
23-2 24-4
25-3
• 26-3
27-2
28-5
For the exam.
BEST WISHES FOR ALL SUCCESS
THANKS FOR THE ATTENTION
18.3.2007