Human resource management by Amin
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This document provides an overview of human resource management topics including personnel training and development, leadership, motivation, and industrial legislation. It discusses the purposes and types of training, including induction training and skill enhancement. Leadership styles like autocratic, bureaucratic, democratic, and laissez-faire are defined. Motivation theories around intrinsic and extrinsic motivation are explained. Key industrial acts in India like the Factory Act, ESI Act, Workmen's Compensation Act, and Industrial Dispute Act are outlined regarding their provisions and benefits.
Human resource management by Amin
- 1. Human Resource Management By Mr. Pathan A.B. Lecturer MGM`s Polytechnic, Aurangabad. 2/15/2014 1
- 2. 1. Personnel – Training & Development • Purpose of training is basically to enhance the skill sets of employees so that they can produce the best result for an organization. • Objectives 1. To introduce work culture & environment. 2. To know the skill set which is required to do the job. 3. To introduce new technology. 4. Increase the knowledge level of employees. 5. To reduce accidents because of lack training. 2/15/2014 2
- 3. 1.1 Types of Training • Induction Training • Skill Enhancement 1. Induction Training • Induction training plays important role for new employees to become productive & quick in their new job or work. • It avoids major & costly mistakes by new people who don’t know the techniques of their new jobs. 2/15/2014 3
- 4. • Induction training includes following areas:1. Introduction to the products of the company. 2. Understanding & learning about the duties of job. 3. Introduction to new colleagues. 4. Seeing the layout of the premises of organization. 5. Understand values and aims of the business. 6. Learning about the internal working of organization 7. Understand policies of the business. 8. Know the rules and regulations. 2/15/2014 4
- 5. Advantages of Induction Training • • • • • New employees feels comfortable in organization. Job profile is focused. Person understand the goals & objectives. Understand rules, regulations, policies. Becomes friendly with new colleagues. 2/15/2014 5
- 6. Disadvantages of Induction Training • New employee may be confused on first day because of long induction programs. • If proper induction is not done the job profile may not be understand by new person. • New person may not understand every part delivered in the induction training. 2/15/2014 6
- 7. 2. Skill Enhancement • Skill enhancement training is generally on the job training. • It helps employees to enhance their present skills of work. • Methods 1. Demonstration:- it is showing the trainee how work has to be done. 2. Coaching:- it involves the training by experienced person or expert person to the new employee. 3. Job rotation:- different jobs are assigned to employee to check the performance. 4. Projects:- new employees may join a project team which gives exposure to the person to know the other sides of business. 2/15/2014 7
- 8. Advantages of Skill Enhancement • Employee exactly understands what the job is and it has to be performed to increase the productivity. • A wider range of skills can be acquired by the employee • Employee gets an opportunity to learn from expert. • The confidence level of employee increases. 2/15/2014 8
- 9. Disadvantages of Skill Enhancement • Training could be expensive. • Working time may be lost • Employees may take training and leave the present job. 2/15/2014 9
- 10. 2. Leadership and Motivation 2.1 Leadership • A leader is a person who leads the group of people in an organization. • Leaders of a business organization need to motivate the employees to achieve the goals of an organization. Principles of Leadership: 1. Understand yourself & do self improvement. 2. Find out & take responsibilities. 3. Be technically expert. 4. Make clear, timely and sound decisions. 5. Be a good role model for employees. 6. Keep consistent communication. 2/15/2014 10
- 11. 2.1.1 Types of Leadership 1. 2. 3. 4. Autocratic Leadership Bureaucratic Leadership Democratic Leadership or participative Leadership Laissez-faire Leadership 1. Autocratic Leadership : • Do not trust employees • Do not allow employee to give their inputs. 2. Bureaucratic Leadership : • want to do everything according to procedure or policy • Don’t work without approval of top level. • Enforce the rules and regulations. 2/15/2014 11
- 12. 3. Democratic Leadership or participative Leadership • Develop plans to evaluate employees performance • Permits employees to establish goals. • Supports employees to grow on the job and be promoted them. • Recognizes and encourages achievement of employees. 4. Laissez-faire Leadership • Provides very little or no direction to employees. • Gives full freedom to employees. • All authority or power is given to the employees who can determine goals, make decisions and resolve problems on their own. 2/15/2014 12
- 13. 2.2 Motivation • “ The process that initiates, guides and maintains goal oriented behaviors.” Two Types of Motivations: 1. Intrinsic Motivation: • Intrinsic motivation reflects the desire to do something because it is enjoyable. • If the person is intrinsically motivated, he would not be worried about external rewards like awards, money or praise. • A person enjoys and is sufficient for a person to do that activity again in the future. • Example : - writing poems, short stories, playing games etc. 2/15/2014 13
- 14. 2. Extrinsic Motivation : • Extrinsic motivation is desire of a person to do something for external rewards like praise, awards and money etc. • People may not enjoy the activity what they do. • Example : - Writing stories for selling it for getting money out of it. 2/15/2014 14
- 15. Maslow`s Theory of Motivation 2/15/2014 15
- 16. Industrial Legislation • Industrial legislation gives a platform for employer as well as employees to settle their disputes and problems. • It defines some industrial acts • Advantages of industrial acts 1. Solves problems among employees 2. Solves problems between industry and employees 3. Settle problem among industries. 4. Helps worker to get justice. 2/15/2014 16
- 17. Industrial Acts 1. 2. 3. 4. Factory Act Employee state insurance (ESI Act) Workmen`s Compensation Act Dispute Act 2/15/2014 17
- 18. 1. Factory Act • The Factory Acts were a series of Acts, to limit the number of hours worked by the workers i.e. women, children or Adult person. • It has provisions relating to the health, safety and welfare of workers as well as their working conditions, safety measures & other facilities to enhance their welfare. • The main aim of Factory Act 1948 is to protect factory workers from dangers to their health from machines, adverse working conditions in the factories. 2/15/2014 18
- 19. Provisions of Factory Act • • • • • • • • • • Health Provisions Safety Provisions Welfare Provisions Employment of Young Persons Annual leave with Wages Dangerous Operations Enforcing Authority Accidents and Diseases Miscellaneous Provisions Offences and Penalties 2/15/2014 19
- 20. Provisions regarding working hours • Hours of work:- No adult worker shall be allowed to work in factory for more than 48 hours in a week & 9 hours in a day. • Holidays: - No adult worker shall be allowed to work in factory on weekly holiday. • Overtime Wages: - when worker works for more than 9 hours in a day or 48 hours in a week, he shall be entitled to wages at the rate of twice his ordinary rate of wages. • Employment of Women: - no women shall be work in any factory except between 6 a.m. to 7 p.m. • Restriction on double employment: - No worker shall be allowed to work in any other factory. 2/15/2014 20
- 21. 2. Employee State Insurance (ESI Act) • ESI Act passed in 1948. • Following are the benefits under ESI Act:1. Funeral benefit:• If an insured employee dies, the eldest serving member of his family is entitled to reimbursement of such expenditure subject to maximum of Rs.2500 (W.E.F. December,2000) • The claim for the funeral expenses should be submitted with prescribed document and form within three months of the death of the insured employee 2/15/2014 21
- 22. 2. Maternity benefit:• A periodical cash benefit is payable to an insured woman employee, in case of confinement, miscarriage, medical termination of pregnancy, premature birth of a child or sickness arising from pregnancy etc. 3. Disablement benefit:• It is payable to an employee who is injured in the course of his employment and is permanently or temporarily disabled or contacts any occupational disease. 2/15/2014 22
- 23. 4. Dependents benefit:• If any employee dies during any period for which he is entitled to a cash benefit, the amount of such benefit shall be payable up to & including the day of his death. • The amount of benefit shall be paid to the nominee or where there is no nomination, then the legal representative of the employee. 5. Medical benefit:• Medical care and treatment is provided free of charge to insured workers during their sickness and employee injury. 2/15/2014 23
- 24. 6. Sickness benefit :• Periodical payments to insured person in case of his sickness duly certified for not more than 56 days all, during continuous period. 2/15/2014 24
- 25. 3. Workman Compensation Act • It is an act to provide for payment by certain classes of employers to their workmen of compensation for injury in accident. • The object of awarding compensation is to replace the actual loss suffered by the workmen. • Provisions under Workman compensation Act:1. Compensation in respect of diseases. 2. Compensation to include medical aid. 3. Compensation in fatal cases. 4. Compensation in the case of permanent or temporary incapacity. 2/15/2014 25
- 26. 4. Industrial Dispute Act • industrial dispute can be defined as any dispute differences between employers and employers or employers and workman or workman and workman. • Causes of industrial disputes:1. Demand for higher wages. 2. Non-implementation of bonus schemes 3. Demand for working condition 4. Failure to recognize Unions 5. Demand for proper leave Rules 6. Over time payments 7. Political interference 8. Punishment to workers 9. Insecurity of service 10. Wrong policy or decisions 2/15/2014 26
- 27. • Provisions under Industrial Acts: 1. Dismissal or workers:- removal of worker from the job. 2. Suspension of workman:- temporary removal of worker from the job. 3. Closure:-employer closes the business. 4. Lock-out:- temporary closing of a place of business not the actual business itself. 5. Retrenchment:- it is the termination of the service of workman for any reason whatever except as punishment inflicted by way of disciplinary action. It does not involve retirement of worker or termination of the service of a worker. 6. Settlement:- it includes written agreement between the employer and workmen. 7. Strike:- refuse to continue the work under a common understanding of any number of workers. 2/15/2014 27