1. Chapter :03
Human Resource Management

2. Man Power Planning
&
Personal Management
• Definition:-
“ the planning, organizing, Directing and controlling
of the procurement, Development, compensation,
Integration and maintenance of people for the
contributing to the organizational goals.”
• What is mean by planning?
A. What is to be done?
B. How , When and where it is to be done?
C. Who is do it? And How?
D. How the result are to be evaluated?

3. Function of personal management
 A) procurement and maintenance of adequate work –
force as regards to both -number and quality of
personnel.
 Requirement
 Interviewing
 Testing
 Placement
 Follow up of new employees for adjustment
 Merit rating
 Promotion , transfer and discharge
 Employment records

4. Function of personal management
• B) Education and training of present employee
Job instruction : Apprentice training
Economic education
Training plans: operative training , supervisory
training, Executive training.
General industrial education
Reading rooms & libraries
Record and statistics

5. Function of personal management
• C) maintaining satisfactory personal contact
1. Job analysis, job specification
2. Merit rating of employee
3. Wags and reward
4. Labour audit
5. Moral studies

6. Function of personal management
• D)Maintaining satisfactory group relation by
1. Contact employee group
2. Contact employee representative
3. Contact government agencies

7. Function of personal management
e) Maintain employee health
1. Health standard.
2. Physical examination
3. Treatment of minor injuries and diseases
4. Rest period
5. Hospitalization

8. Function of personal management
f) Maintaining employee safety
1. Safety standard
2. Safety guard & inspection of safety
equipment
3. Safety programmers, safety publicity, safety
rules
4. Fire protection

9. Function of personal management
g) Maintain employee service activities
1. Credit unions
2. Group insurance
3. Profit sharing
4. Housing programme
5. Saving & investment plans

10. Uses and benefits of manpower
planning
1. Manpower planning ensures optimum use of the
available human resource .
2. It is useful for the organization but also for the nation.
3. It creates facilities to educate people in the
organization
4. Manpower planning brings about rapid economic
development.
5. It create future opening and promotions.
6. It helps for career development of the employee.
7. Due to planning training becomes more effective.

11. Steps in man power planning
1. Anticipate manpower plans
2. Plan the job description and the job requirements.
3. tap adequate sources of requirements
4. Find out new blood for appointments to higher posts.
5. Optimum motivation for internal promotion
6. Anticipate expected losses due to retirements, transfer
and other causes
7. Annual estimation of vacancies=No. of vacancies x100
Total No. of employee

12. Staffing
• Introduction to HR planning
Definition:-“an effort to anticipate future
business and environmental demands upon
and organization and to provide personnel to
fulfill that business and satisfy that demand”
HR planning is the term used to identify how
organizations ensure that right persons is
hired to the specific jobs.

13. HR planning
• It provides an efficient and realistic means of predicting
future staffing necessities so that organization can move
professionally undertake new initiative of new system.
• Work of HR
1. Data gathering
2. Analysis and forecasting
3. succession and career planning
4. Organizational culture
5. Workforce development
6. Organizational development
7. Remuneration scheme

14. Recruitment procedure
• The process by which a job vacancy
is identified and potential employees are notified.
• The nature of the recruitment process
is regulated and subject
to employment law.
• Main forms of recruitment through advertising in newspapers,
magazines, trade papers and internal vacancy lists.
• Job description – outline of the role
of the job holder
• Person specification – outline
of the skills and qualities required
of the post holder
• Applicants may demonstrate their suitability through application
form, letter or curriculum vitae (CV)

15. Sources of recruitment
1. Employment exchange: it keep record of
various candidate
2. Advertisement
3. Technical Institute
4. Labour unions
5. Application received and factory gate
6. Former employees:- cal back employee
7. Friends and relative of present employees

16. Selection
• Select best suited candidate
Consider following points
1. The number of post to be fill
2. The academic qualification
3. Age
4. Grade of post
5. Future prospects

17. Selection procedure
• First stage
Advertisement
Receive application
Scrutiny of application
Fixing date of interview
Issue a call
• Second stage
Preliminary interview
General written test
Knowledge test
Trade test
Suitability of job
previous history of candidate

18. Selection procedure
• Third stage
Interview
Employment test
Reference verified
Medical examination
• Final stage
Overall review of process
Final decision
Appointment

19. Personnel – Training & Development
• Education increases knowledge and understanding
but training increases skill and ability of workers to
perform specific jobs.
• To acquire a higher standard of efficiency in
production, training is important to all concern
right from unskilled workers to the executive staff.
• New machine & new techniques are used in
production process workers should trained to
handle this.
• So that wastage can be minimize and per unit cost
of production can also reducesed to minimum.

20. Objective of training
• To increase production
• To provide superior and advanced skill to the
workers
• To give workers opportunity for promotion to
higher posts.
• To develop workers performance
• To improve workers knowledge.
• To teach them to reduce wastage
• To build up confidence among workers, leading to
better efficiency

21. Advantage
• Increase efficiency
• Reduce wastage
• Increase life of machine
• Increase earning capacity of worker.
• reduce absenteeism
• Reduce accident
• Increase output per labour employed
• Help in improving the quality and quantity of
product
• Trained workers make few mistake

22. Types of training
1. Induced training :- initial training at the time of
admission in organization . Workers get clear idea of
product, history of organization, rule and regulation
of working condition.
2. Job Training :- clear idea about handling equipment,
machinery and material of the respective jobs.
3. Training for promotion: given new responsibility ,
when they are expected promotion
4. Refresher training:- with passage of time , several
methods and instruction are either forgotten or may
be outdated.

23. Leadership
• It is important qualities of manager.
• Definition: “ the process of influencing other
work enthusiastically towards achieving set
objective”
• It include ability, initiative & creativeness
which give confidence & cooperation to
worker.

24. Following factor consider for leader
1. Position :-the leader should having some
prestigious position in organization.
2. Person:- A leader shall be effective only if he
possesses abilities , interest and character.
3. Process :- person should acquire leadership
quality once they get position. . The influence
process affects the situation.

25. Role of leader
 Group task Role :-
1. An initiator
2. Information seeker
3. Opinion seeker
4. Information giver
5. Elaborator
6. Coordinator
7. Energizer
8. recorder

26. Role of leader
 Team building
1. Encourager
2. Compromiser
3. Group observer and commentator
 Individual Role
1. Perfect judge
2. Counselor
3. Time manager
4. Help- seeker
5. Aggressor and dominator

27. Leadership theory
• Trait theory
• The situation theory
• Group theory

28. Leadership theory
 Trait theory :-
 Quality necessary in leader
 Honesty , initiative , judgment, intellectual
capability
 Inborn quality
 divides people in two group
1. Leader
2. Non-leaders
Based on qualitative aspects rather than
quantitative once.

29. The situation theory
• Based on situation rather than characteristics
or qualities of leader
• Leaders are made and not born
• Think good leader adjust to situation
• Provide appropriate training

30. Group theory
• Leadership cannot exit unless there are
followers..
• It analyze team characteristics of group
followers and leader relationship with group

31. Leadership Style
1. Autocratic
2. Laissez – fair
3. Democratic
4. charismatic

32. Autocratic style
• Dominate and guide men trough coercion ( do
it).
• Do not like subordinates ask question .
• Direct gives order and assign duties without
consideration of subordinates confidence.
• As per own wish

33. Laissez – faire style
• Complete freedom gives to subordinates.
• Work as per their will & wish
• Leader play passive role.
• This type of leadership is not always effective
as it is democratic in nature .
• Insecurity exits in between workers.

34. Democratic leadership style
• Importance to the opinion of his subordinates
• Welcome free and fair participation of
different group in preparing policies and plan
of organization
• Does not interfere in working
• Friendly relationship , time consuming,
productivity increase , use of talent and
abilities
• Motivate the people who respect the leader

35. Charismatic leadership
• Interpersonal attraction that inspire followers
• Followers having certain emotional involvement
towards organization.
• This leader contribute his selt – confidance, ideas
which influence people.
• Small decision will be taken by leader , consider
the opinion of followers.

36. Motivation
Definition :
“ It deals with behavior get started , is energized ,
sustained, directed, stopped and what kind of
objective action is present in organization while it is
going on”
Mr. Jones
“ motivation is the process of initiating and directing
behavior”
Victore H. Vroom

37. Intrinsic and extrinsic Motivation
• Motivation is defined as an inner state that
energizes, activates and directs the behavior of
individual towards certain goals. Strong motives or
needs the individual restless and put him in a state
of disequilibrium until his needs are fulfill or
satisfied.

38. Intrinsic motivation
• Intrinsic motivation refers to motivation that is
driven by an interest or enjoyment in the task itself,
and exists within the individual rather than relying
on any external pressure. Intrinsic Motivation is
based on taking pleasure in an activity rather
working towards an external reward

39. Extrinsic motivation
• Extrinsic motivation refers to the performance of an
activity in order to attain an outcome, which then
contradicts intrinsic motivation. Extrinsic motivation
comes from outside of the individual. Common
extrinsic motivations are rewards like money and
grades, coercion and threat of punishment.
Competition is in general extrinsic because it
encourages the performer to win and beat others, not to
enjoy the intrinsic rewards of the activity. A crowd
cheering on the individual and trophies are also
extrinsic incentives.

40. Moslow’s Theory of motivation
• Maslow's hierarchy of needs is a theory in
psychology, proposed by Abraham Maslow in his
1943.
• Realization of organization objectives .
• Inspire people

41. Industrial Legislation
• Importance :
 Improves the industrial relationship i.e. employee-
employer relations.
 Helps pay fair wags to workers.
 Minimize unrest among workers
 Reduce conflict and strikes
 Promote wholesome environment condition in the
country
 Fixes hours of works , rest pauses etc.

42. Factory act ,1948
• It regulate condition of work ( health , safety etc) in
factory .
• This act received the assent of Governor – General of
India on September 23,1948
• This act applicable for all factory in which 10 or more
than 10 workers are working.
• This factory act has provision in respect of
1. Employee health & safety
2. Hours of working
3. Wholesome work environment
4. Employee welfare
5. Leave with wags

43. Important Definition
1. Factory :- A place where 10 or more persons are
working and in which manufacturing process going on
using electricity, steam, oil, etc.
2. Manufacturing process :-A process for
- Making ,altering , repairing , finishing , packing,
washing, cleaning or treating a substance for its use
,sale, transport , disposal etc.
- Pumping oil , water or sewage ,or
- Generating transforming or transmitting power
3. Workers :- a person employed directly or through any
agency whether for wags or not in manufacturing or
premises of manufacturing process.

44. Important Definition
4. Adult:- A person who complete 18 year of age.
5. Child:- A person who not complete15 year of age.
6. Power:- Electrical Energy or any kind of energy.
7. Machinery:- include
1. Primary movers:- Engine , Motor etc.
2. Transmission machinery :- Shaft ,wheel , drum ,
pulley, Belt etc.
8. Occupier of factory :- a person who have ultimate
control over the affairs of factory

45. Approval , licensing and registration of
factory
• Before starting factory :-
1. Take permission of the state government or chief
inspector on which factory is to be made .
2. Get the factory plan & specifications approved
by inspector of industries.

46. Health
1. Cleanliness :-
 Removal and disposal of dirt and refuse from floors , benches etc.
 Washing of floor of work at least once in week.
2. Disposal of wastage and effluents:-
Suitable arrangement should be made for disposal of wastage and
effluents due to manufacturing process.
3. Ventilation and Temperature:-
 Adequate ventilation by fresh air circulation .
 Suitable temperature provide condition of comfort and prevent
injury to health of workers.
4. Dust and Fumes:- employee shall take necessary step to step
workrooms free from dust or fumes

47. Health
5. Overcrowding :-
• No workroom should be overcrowded to an extent, which is
injurious to health .
• Workspace should provide 4.2 cu. M.
6. Lightning :-
• Both artificial and natural , sufficient for workroom
• Glares and shadows causes eye strain or risk of accident.
7. Drinking water:-
Available at suitable point conveniently situated in factory
Mark as drinking water.

48. Safety
A)Following things are securely fenced
1. Moving pats of primary mover and flywheel
connected to it.
2. Head race and tail race of water wheel and water
turbine.
3. Any part of stock bar projecting beyond the lathe
head stock.

49. Safety
B. Work on near machinery in motion :
Any part is examined while it is in motion by specially
adult worker wearing tight fitting clothing. No women
or young worker permitted to clean , lubricate or
adjust any part of moving machinery.
c:- Employment of young persons on dangerous
machines.
No young person shall work on dangerous machine
unless, He has got sufficient training to work at that
machinery

50. Safety
D) Excessive lift:-
No person shall be asked to lift , carry or move any load so
heavy as to cause him an injury.
E) Lifting machine, for Chains , rope and lift tackles:- like
toggle , pulley block, examine once in year
F) Pressure plant :-
Working pressure does not exceed the safe value.
E) Floor , stairs and means of access different to different
places:-
Sound construction, properly maintain, and provide handrails.

51. Safety
f) Precautions against dangerous fumes:-
No person shall allowed to enter any confined space ,
chamber , tank in which dangerous fumes are
likely to be present

52. Welfare
1. Washing facility
2. Facility for sitting
3. First aid appliances :- every 150 workers
,ambulance room
4. Canteen
5. Shelters ,rest room and lunch room

53. Working hours
1. Weekly hours :- 48 hr.
2. Weekly holidays :-
3. Daily hours :- not more than 9 hr.
4. Interval for rest:- not more than 5 hr. continuous.1/2
hr break
5. Extra wags for over time :- more than 9hr/day or
48/week give overtime wags twice the rate ordinary
rate of wags .
6. Restriction on double employment :- not allow to
work in another factory.
7. Restriction on employment of women:- 6 AM to 7 PM

54. The Employee State Insurance Act , 1948
( ESI act)
Workman compensation act have some problem
regarding –
• It did not cover many diseases
• Involve delay in payment
• Objective :-
To provide certain benefits to employees in case of
sickness , employment injury and for certain other
matters in relation thereto.

55. Important definition
1. Contribution:- sum of money payable to cooperation by principal
employer in respect of an employee.
2. Cooperation :- it consist of
 A chairman
 A vice chairman
 5 people nominated by central government.
3. Employment injury :- caused by accident or at the time of employee.
4. Principal Employee :-
Owner, any person responsible for supervision and control of undertaking.
5. Sickness:- needs medical treatment and require absention from work on
medical ground

56. The Employee State Insurance Act , 1948
( ESI act)
Medical Benefit council :-
Matter relating to administration of medical benefits.
Council can investigate against medical practitioner in connection with medical
treatment and attendance.
Finance and Audit:-
Creation of fund called ESI fund.
Fund is created mainly by contribution made by employer and employees.
Fund utilized for-
1. Payment of benefits and provision of medical treatment to worker & their
families.
2. Establishment and maintenance of ESI hospital and dispensaries.
3. Payment of fees , allowances , salaries etc

57. Contribution
Towards making funds ,
Deduct from salaries , share shall submit to bank
ESI cooperation appoint inspector and check particular
about funds submitted by employee
Benefits:-
1. Sickness benefit:-Periodical payment by producing
medical certificate.
2. Disablement benefit:-
3. Dependents benefit :- insured person die.
4. Medical benefit:- demand medical tretment.

58. Workman compensation act 1923
• It come into force in 1924.
Objective :- the worker can claim compensation if the
injury has been caused by an accident in the course of
employment .provided he was not under influence of
drink or drug and the accident was not due to his wilful
disobedience of rule. The amount of compensation
depend upon result of injury and nature of
disablement . All fatal accident should notice of the
commissioner and employee should deposit the
amount of compensation.

59. Important definition
1. Dependant mean:-
 A widow , a minor son, unmarried daughter or a widowed
mother .
 If wholly dependent on the earnings of worker at the time of his
or death ;
i) A widower , a minor brother and unmarried sister
ii) A widower daughter in law.
2. Minor :- A person below 18 yr of age.
3. Partial disablement :- disable temporary nature and in which
reduce the earning capacity of workman.
4. Total disablement ;- disable temporary or permanently and he
cannot earn at all.

60. Employee liability for compensation
If
1. Injury has been caused by accident
2. During the course of employment
3. Result of death or permanent or temporary
disablement

61. Amount compensation
A) where death result form injury :- amount equal to 40
% of the monthly wags multiplied by relevant factor
or amount of Rs.20000 whichever is more.
B) Where permanent total disablement :- amount equal
to 50 % of monthly wags multiplied by relevant
factor or an amount of Rs.24000 whichever is more
c) Where temporary disablement whether total or partial
result from the injury , a half monthly payment of sum
equivalent to 25 % of monthly wags of workman to be
paid.

62. Distribution of compensation
• Payment of death or under legal disablement of
workman shall be deposited by employer with
commissioner . Not directly .
• An employer of course can give advance to any
dependent on account of compensation not
exceeding Rs.100
• The commissioner after deducting this advance ,
may allot entire amount to any dependant.

63. Notice and claims of accident
• A workman should give in writing notice to employer regarding accident.
The purpose of giving notice to is to enable the employer to check the facts of
accident
 The notice should contain particulars of workman , date of accident and
cause of accident
 A claim for compensation must made within 2 yr of the occurrence of the
accident or within 2 yr of date of death.
 In case of occupational diseases the period of two yr is counted from the
day the workman given notice of disablement to his employer.
 Where commissioner receive an information about fatal accident , he may
send notice to workman employer asking circumstances which led to death
, about deposition of compensation.

64. Industrial dispute act ,1947
Dissatisfaction amongst the labour as regards their exiting
labour condition , avoid strikes
This act aims at making industrial peace through voluntary
negotiation and compulsory adjudication.
Important aspects of the act :-
1. Industrial dispute may referred as industrial tribunal
1. Strike should be prohibited during pendency of
 conciliation and adjudication proceedings
 Settlement reaches in the course of concilition proceedings
 Awards of industrial tribunals declared bindings by
appropriate government.

65. Important definition
1. Award :- interim or final determination of an industrial dispute .
2. Average pay:- avg. wags payable to workman.
3. Industry :- manufacturing business
4. Industrial dispute :- any dispute or difference --between employee and employers ,
- Between employee and workman
- Between workman and workman
5. Lay off:- failure
( on account of shortage of caol ,power , raw material etc)
6. Lock out:- closing the place of employment
7. Public utility services:- railway, Postal,
8. Retrenchment :- termination of services of worker by employer for any reason.
9. Strike :- refusal of work
10. Settlement :- arrived at in the course of conciliation proceeding. Agreement
11. Workman :- person in industry for manual , clerical , technical , supervisory work

66. Authority under this act.
1.Work committee:-
 in industry where more than 100 worker are
employed for any day in preceding 12 month shall
constitute work committee .
Work committee shall have representative of
workers and employer.
Work committee should preserve amity and good
relation with worker and employer

67. Authority under this act
2. Conciliation officer :-
 conciliation officer appointed by any appropriate government and they
shall mediate and promote the settlement of industrial disputes.
3. Board of conciliation:-
 BOC should be headed by chairman and shall have two or four members
4. Court of Enquiry :-
 Appropriate government may constitute a court of enquiry to look into
any matter connected with industrial dispute .
 It consist of 1 or more independent persons.
 Court shall inquire and submit report ordinary with six month from the
date of commencement .

68. Authority under this act
5. Labour court :-
 State government is to select one person with judicial experience to
adjudicate the matter special below:-
1. The legality of an order passed by an employer
2. The application and interpretation of standing order.
3. Discharge and dismiss of workmen.
6. Tribunals :-
State government appoint person on the level of high court judge and
adjudicate on matters pertaining to :
1. Wags
2. Allowances
3. Hours of work
4. Leave with wags and holidays.
5. Rules of discipline .
6. Classification of grades.
7. Retrenchment of workers .

69. Assignment: - 04
1. Explain the main provisions of workmen’s
Compensation act.
2. Define Industrial dispute. State the causes of
industrial dispute.
3. Explain Maslow’s theory of Motivation.
4. State the causes of accidents. What are the
safety precautions to be taken in manufacturing
industries to prevent accident?
5. State the provision of Factory Act.
6. State the qualities of good leadership.