Human Resource Management (HRM): Key Concepts for PhD Entrance Exam
Overview of HRM: Concepts and Perspectives
• Definition: HRM involves the strategic management of people in an organization to achieve
goals.
• Perspectives:
• Traditional: Focus on personnel management and administrative tasks.
• Modern: Emphasis on strategic alignment, talent management, and employee
engagement.
HRM in a Changing Environment
• Challenges:
• Adapting to globalization and technological advancements.
• Managing workforce diversity and remote work trends.
• Compliance with dynamic labor laws and ethical practices.
HR Planning: Objectives, Process, and Techniques
• Objectives:
• Ensure the right number of employees with the right skills.
• Anticipate and manage workforce needs.
• Process:
• Analyzing organizational goals.
• Forecasting HR demand and supply.
• Action planning (recruitment, training).
• Techniques:
• Workforce analysis, scenario planning, and succession planning.
Job Analysis
• Definition: Process of collecting information about a job's duties and requirements.
• Outcome: Job description (tasks, responsibilities) and job specification (skills, qualifications).
Recruitment and Selection
• Recruitment: Process of attracting suitable candidates.
• Selection: Screening and choosing the best candidate through interviews, tests, and reference
checks.
Induction, Training, and Development
• Induction: Introducing new hires to the organization’s culture and policies.
• Training: Enhancing specific skills for current roles.
• Development: Preparing employees for future responsibilities.
Performance and Potential Appraisal
• Performance Appraisal: Evaluating an employee's job performance against set goals.
• Potential Appraisal: Identifying an employee’s capacity for future roles and responsibilities.
Overview of Industrial Relations
• Definition: The relationship between management and employees, governed by laws and
collective agreements.
• Key Elements:
• Employee participation, conflict resolution, and workplace harmony.
Wage Policy and Determination
• Factors:
• Market trends, industry standards, labor laws, and organizational profitability.
• Methods:
• Time-based, piece-rate, and performance-linked pay systems.
Trade Unions
• Purpose:
• Represent workers’ interests in negotiations with employers.
• Promote fair treatment and improve workplace conditions.
Dispute Resolution and Grievance Management
• Methods:
• Negotiation, mediation, arbitration, and legal processes.
• Grievance Handling:
• Addressing employee complaints through structured procedures.
Labor Welfare
• Scope:
• Health and safety measures, housing, recreation, and social security.
• Objective: Improve employee well-being and productivity.
Overview of E-HRM
• Definition: Use of technology in HR functions, like recruitment, training, and payroll.
• Benefits:
• Enhances efficiency, reduces costs, and provides real-time data for decision-making.
