Human Resource Management (HRM) MBA Handwritten Notes For Your University Exams

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1. Introduction to Human Resource Management

• Definition and Scope of HRM
  • Role and importance of HRM in organizations
  • Functions of HRM: Staffing, training, development, compensation, and employee relations
  • Evolution of HRM: From personnel management to strategic HRM
• HRM Models and Theories
  • Harvard model, Michigan model, Guest model, and others
  • Strategic HRM: Aligning HR strategies with business strategies
  • HRM as a key factor in organizational success

2. Human Resource Planning

• Workforce Planning
  • Importance of workforce planning
  • Forecasting demand and supply of labor
  • Techniques for workforce planning: Quantitative and qualitative methods
• Job Analysis and Design
  • Job analysis: Collecting data about job roles and responsibilities
  • Job design: Structuring jobs to enhance productivity and employee satisfaction
  • Methods of job design: Job rotation, job enlargement, job enrichment
• Talent Acquisition
  • Recruitment and selection processes
  • Internal vs. external recruitment
  • Selection methods: Interviews, psychometric tests, assessment centers, background checks

3. Recruitment and Selection

• Recruitment Strategies
  • Recruitment sources: Online job portals, recruitment agencies, campus recruitment, employee referrals
  • Employer branding and attracting top talent
  • Recruitment process: Job posting, screening, interviewing, and onboarding
• Selection Process
  • Steps in selection: Application review, testing, interviewing, decision-making
  • Types of interviews: Structured, unstructured, behavioral, panel interviews
  • Legal and ethical considerations in recruitment and selection

4. Training and Development

• Training Needs Analysis
  • Identifying training needs at individual, team, and organizational levels
  • Methods of training needs assessment: Surveys, performance appraisals, job analysis
• Training Programs
  • Types of training: On-the-job training, off-the-job training, e-learning
  • Designing training programs: Setting objectives, content development, delivery methods
  • Evaluating training effectiveness: Kirkpatrick’s Four Levels of Evaluation
• Employee Development
  • Career development programs: Succession planning, mentorship, coaching
  • Leadership development and high-potential employee programs
  • Continuous learning and skill development

5. Performance Management

• Performance Appraisal
  • Purpose and importance of performance appraisal
  • Methods of performance appraisal: Rating scales, 360-degree feedback, Management by Objectives (MBO)
  • Setting performance standards and objectives
• Performance Feedback
  • Providing constructive feedback
  • Conducting performance reviews and appraisals
  • Dealing with poor performance and corrective actions
• Reward Systems
  • Intrinsic and extrinsic rewards: Salary, bonuses, recognition, career development opportunities
  • Designing effective reward systems: Aligning rewards with performance and organizational goals

6. Compensation and Benefits

• Compensation Management
  • Components of compensation: Base salary, incentives, bonuses, allowances
  • Pay structures: Job-based pay, skill-based pay, competency-based pay
  • Salary surveys and benchmarking
• Benefits and Perks
  • Employee benefits: Health insurance, retirement plans, paid leave, and other perks
  • Legal compliance in benefits administration
  • Employee wellness programs and work-life balance initiatives
• Equity and Fairness in Compensation
  • Pay equity: Internal and external equity
  • Legal aspects: Equal pay for equal work, anti-discrimination laws

7. Employee Relations

• Labor Relations
  • Role of trade unions and employee associations
  • Collective bargaining and negotiation
  • Conflict resolution and dispute management
• Employee Engagement
  • Importance of employee engagement for organizational success
  • Measuring employee engagement: Surveys, feedback tools
  • Strategies for improving employee engagement and motivation
• Workplace Communication
  • Effective communication strategies in the workplace
  • Handling communication barriers and conflicts
  • Promoting a positive organizational culture

8. Legal Aspects of HRM

• Labor Laws and Regulations
  • Key labor laws: Industrial Disputes Act, Minimum Wages Act, Payment of Gratuity Act, etc.
  • Legal compliance in recruitment, compensation, benefits, and terminations
  • Occupational health and safety laws
• Ethics in HRM
  • Ethical decision-making in HRM
  • Diversity, inclusion, and equal employment opportunities
  • Handling employee grievances and ensuring fairness

9. Organizational Development

• Organizational Change and Development
  • Understanding organizational change: Types and processes
  • Change management models: Lewin’s Change Model, Kotter’s 8-Step Change Model
  • Employee involvement in change processes
• Building Organizational Culture
  • Defining and shaping organizational culture
  • Role of leadership in fostering a positive culture
  • Aligning culture with organizational goals and values
• Team Building and Collaboration
  • Importance of teamwork in organizations
  • Team development stages: Forming, storming, norming, performing, adjourning
  • Collaborative work environments and cross-functional teams

10. HRM in Global Context

• International HRM
  • Global HRM challenges: Cultural differences, legal compliance, expatriate management
  • Managing a global workforce: Recruitment, training, performance management, and compensation
  • Cross-cultural management and diversity in global teams
• Global Talent Management
  • Identifying and developing global talent
  • Global leadership and expatriate assignments
  • Managing international assignments and repatriation

11. HR Metrics and Analytics

• HR Metrics
  • Importance of data-driven decision-making in HRM
  • Key HR metrics: Turnover rate, absenteeism rate, training effectiveness, cost per hire
  • Using HR analytics for improving HR practices and business outcomes
• HR Information Systems (HRIS)
  • Role of HRIS in automating HR processes
  • Benefits of HRIS: Improved decision-making, cost reduction, and efficiency
  • HRIS tools and software

12. Strategic Human Resource Management

• Strategic HRM
  • Aligning HRM with business strategy
  • Role of HR in organizational performance and competitive advantage
  • HR as a partner in business strategy formulation
• HRM and Organizational Performance
  • Impact of HR practices on employee performance and organizational success
  • Measuring the effectiveness of HRM strategies
  • Best practices in HRM