General Bank

Management- HRM
Module B
Presentation by
Dr. P Balachandran
dran@ vsnl. net
28.4.2008

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
THANKS FOR THE ATTENTION