1.

Human Resource Management (HRM)

The term Human resources was coined in the early 1900s and then more widely in
the 1960s - for the people who work for the organization. HRM considered
employees as an assets and therefore employees are sometimes referred to
as human capital in the subject of HRM.As with other business assets, the goal is
to make effective use of employees, reducing risk and maximizing return on
investment. The modern HR technology used the term human capital management
(HCM).

HRM is defined as a formal systems devised for the management of people within
an organization. HR manager has to performed diverse responsibilities for instance
staffing, employee compensation and benefits, and designing work.

Human Resource Management is the process of recruiting, selecting, providing

orientation, imparting training and development, appraising the performance of
employees, deciding compensation and providing benefits, motivating employees,
ensuring employee’s safety, welfare and health measures in compliance with
labour laws of the land. 

Simply HRM is concerned with people or employess dimension in organization.

2. Functions of Human Resource Management Includes:

2.1 Managerial Functions
2.2 Operative Functions
Managerial Function Includes:

1. Planning

Plan means look before you leap. It means what is to be done, where, how and by
whom it is to be done. One of the primary function where number & type of
employees needed to accomplish organizational goals are determined. Research
forms core HRM planning which also helps management to collect, analyze and
identify current plus future needs within the organization.

2. Organizing

It means grouping of activities with one another. Organization of the task is another
important step. Task is assigned to every employees as per their skills and activities
are integrated towards a common goal.

3. Directing

Directing is said to be a process in which the managers instruct, guide and check the
performance of the workers to achieve predetermined goals.This includes activating
employees to a different levels and guiding them to contribute towards maximum
organizational goal.

4. Controlling

Control in management means setting standards, measuring actual performance and

taking corrective action.Post planning, organizing and directing, performance of an
employee is checked, verified and compared with goals. If actual performance is
found deviated from the plan, control measures are taken.

Operative Function Includes:

1. Recruitment/Hiring
To make a pool of qualified candidates is called recruitment. Hiring is a process
which brings pool of prospective candidates who can help organization achieve
their goals and allows managements to select suitable candidates from the given
pool. It is consider a positive activity in HRM.

2. Job Analysis & Design

Describing nature of the job like qualification, skill, work experience required for
specific job position is another important operative task. Whereas, job design
includes outlining tasks, duties and responsibilities into a single work unit to
achieve certain goal.

3. Performance Appraisal

Checking and analyzing employee performance is another important function that

human resource management has to perform.

4. Training & Development

This function allows employees to acquire new skills and knowledge to perform
their job effectively. Training and development also prepares employees for higher
level responsibilities. Training is concern with present job and developing is future
oriented.

5. Salary Administration

Human Resource Department also determines pays for different job types and
incudes compensations, incentives, bonus, benefits etc. related with a job function.
6. Employee Welfare

This function takes care of numerous services, benefits and facilities provided to an
employee for their well-being.

7. Maintenance

Minimizing employee turnover and sustaining best performing employees within

the organization is the key. Minimizing ROI within HR department is also a key
goal for Human resource management team.

8. Labor Relations

Labor relation is regards to the workforce who work within a trade union.
Employees in such domain form a union/group to voice their decisions affectively
to the higher management.

9. Personal Research

Research is a vital part of human resource management. It is performed to keep a

check on employee opinion about wages, promotions, work condition, welfare
activities, leadership, employee satisfaction and other key issues.

10. Personal Record

This function involves recording, maintaining and retrieving employee related

information including employment history, work hours, earning history etc.
 3. What is Workforce diversity and its challenges

Workforce diversity means similarities and differences among employees in terms

of age, cultural background, physical abilities and disabilities, race, religion,
gender, and sexual orientation.Diversity makes the work force heterogeneous.

3.1 Increased Cost of Training

Apart from the usual training, an organization must invest in seminars, programs
and lectures designed to promote diversity in the workplace. If unity is to be
achieved, such training is essential as they will teach employees how to accept
thoughts, ideas and personalities of others in the workplace.
3.2 IntegrationIssues

Even in a non-diverse workplace exclusive social groups naturally happens, more

so in a diverse workforce. When such groups form, informal divisions can occur,
which will impede social integration. It will also lead to a situation where culturally
diverse employees will avoid each other. This can hinder the effective sharing of
knowledge, experience, skills, resulting in decreased productivity, team efficacy,
and business growth.

3.3 Increase competition

When employees do not accept each other culture, they are likely to compete
against each other, rather than become collaborative members of a team. Legs
polling among employees started which effect employee’s productivity.

3.4 Breeds disrespect

The employees who don’t accept other cultures openly show disrespect each
other’s. This can lead tension and in a highly tense or hostile workplace everyone is
affected.

3.5 Communication issue

Lack of communication among diverse work place is another issue which may
affect productivity.

3.6 Handling Complaint.

As another disadvantage, the investigation of employee complaints regarding
negative attitudes and harassment can take up a considerable amount of
management time, whether or not they are upheld.

4. The legal and Regularity Environment of HRM

Laws and regulations at the federal, state, and local levels regulate how companies conduct
staffing refer to legal and regularity environment. These includes

4.1 Equal Employment Opportunity

The basic EEO definition (or equal employment opportunity) is the idea that
everyone should be treated fairly when they’re considered for various employment
decisions (including hiring, promotion, termination, compensation, etc.). This
means, for example, that anyone competing for a position at a company should have
the same chances of succeeding if they’re right for the job. It is illegal for
employers to discriminate against an applicant or employee on the basis of: Race,
Age, Color, sex, religion and national origin.

4.2 Affirmative action

 It is a policy in which an individual's color, race, sex, religion or national
origin are taken into account to increase opportunities provided to an
underrepresented part of society. Businesses and government entities
implement affirmative action programs to increase the number of people from
certain groups within companies, institutions, and other areas of society. The
policy focuses on demographics who have historically had low representation
in positions of leadership, professional roles, and academics. It is often
considered a means of countering historical discrimination against
particular groups.

4.3 Sexual harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual

favors, and other verbal or physical conduct of a sexual nature when either: The
conduct is made as a term or condition of an individual's employment, education,
and living environment.

Both men and women can be the victims of sexual harassment. When it happens at
work, school or uni, it may amount to sex discrimination.

What does it include?

Sexual harassment can include someone:

 Touching, grabbing or making other physical contact with you without your
consent
 Making comments to you that have a sexual meaning
 Staring at you
 sexual jokes and comments around or to you
 questioning you about your sex life
 insulting you with sexual comments
 Committing a criminal offence against you, such as making an obscene
phone call, indecently exposing themselves or sexually assaulting you.

4.4 Equal pay

 It means that men and women in the same employment performing equal
work must receive equal pay, as set out in the Equality Act 2010. It’s the law,
and if you’re an employer you must observe it. This applies not only to salary,
but to all contractual terms and conditions of employment, such as holiday
entitlement, bonuses, pay and reward schemes, pension payments and other
benefits.

4.5 Employment-at-will

Employment-at-will is a contractual relationship between employers and

employees in which an employee may be terminated at any time without cause.
Within such a contract, however, employees may also be free to terminate their
own position without giving warning to their employer.
Chapter No.2

1. What is job? Job design, steps involved in job design and different
Methods of job design.
Job is a paid position of employment. It is the work that someone does
to earn money. A job consists of duties, responsibilities, and tasks (performance
elements) that are (1) defined and specific, and (2) can be accomplished,
quantified, measured, and rated.

Job design essentially involves integrating/ joining job responsibilities and

determine specific qualifications needed to perform the job.

It is a systematic process of organizing work into the tasks required to perform a

specific job. It defines the contents and the way the tasks are combined to
complete a job. Job design integrates the tasks, function and
relationship in order to achieve certain organizational objectives.
A brief description of steps in job design are as follows:

1. Specification of tasks: This is the first step of job design under which the
individual task is specified. It means different tasks to be included in a job are
categorized and specified.

2. Combination of task: After specifying the individual tasks to be included in a

job, they are combined into a group and assigned to individual employee or group
for performance.

3. Specification of method: Under this step, different methods of performance of

each tasks are identified and determined. 

Different Methods of Job Design

 1. Job Simplification
In the job simplification technique, the job is simplified or specialized. A given job
is divided into small sub-parts and each part is assigned to one individual
employee. Job simplification is introduced when job designers feel that the jobs are
not specialized enough.Work simplification is done so that less-trained and the less
paid employees can do these jobs.

This method has limitations. Over simplification results in boredom which lead in
turn to errors.

2. Job Rotation
Moving employees from one job to another. Job rotation involves shifting a
person from one job to another, so that he is able to understand and learn what
each job involves.

With job rotation, an employee is given an opportunity to perform different jobs,

which enriches his skills, experience and ability to perform different jobs. It is the
process of preparing employees at a lower level to replace someone at the next
higher level. It reduced boredom. By this they can also learn new things, new
techniques, and new ways of doing better work. It may also happen that over a
period of time they will be finding a job for which they are better suitable. They
can also contribute in a better way to achieve the goals of the organization.

3. Job Enlargement

It is the process of increasing the scope of a job by adding more tasks to it which is
similar in nature. The related tasks are combined. Job enlargement involves
expanding the number of tasks or duties assigned to a given job. Job enlargement
therefore, naturally is opposite to work simplification. Adding more tasks/ duties to
a job does not mean that new skill and abilities are needed to perform it. There is
only a horizontal expansion.
Job enlargement reduces monotony and boredom. It helps to increase interest in
work and efficiency. But there is no time increase of the job. Enlarged jobs require
longer training period as there are more task to be learned.

4. Job enrichment 

Job enrichment is a term given by Fedric herzberg. According to him a few

motivators are added to a job to make it more rewarding, challenging and
interesting. According to herzberg the motivating factors enrich the job and
improve performance.

In other words we can say that job enrichment is a method of adding some
motivating factors to an existing job to make it more interesting. The motivating
factors can be

a)     Giving more freedom.

b)    Encouraging participation.

c)     Giving employees the freedom to select the method of working.

d)    Allowing employees to select the place at which they would like to

Work.

e)     Allowing workers to select the tools that they require on the job.

f)      Allowing workers to decide the layout of plant or office.

Job enrichment gives lot of freedom to the employee but at the same time increases
the responsibility. Some workers are power and responsibility hungry. Job
enrichment satisfies the needs of the employees.

It is a vertical expansion of duties, some unrelated tasks are add to make your
job more challenging.
CHP. 3

 Recruitment and Selection

Define Recruitment and it’s constrains.

Recruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organization. The basic purpose of
recruitments is to make a pool of qualified candidate. It is consider a positive
activity, i.e. encouraging more and more employees to apply. The recruitment
process includes analyzing the requirements of a job, attracting employees to that
job, screening and selecting applicants, hiring, and integrating the new employee to
the organization.
Recruitment and its constrains

1. Unattractive Jobs
If the job is boring, hazardous, tension ridden and lacking in opportunities for
advancement, very few persons may be available for such jobs. On the other hand,
if it carries good salaries, promotional avenues, or good working conditions, there
may be many persons available for such jobs. For instance traffic police, when the
contract period is limited for example 6 months contract may not encourage
maximum candidates.

2. Reputation of the organization

 The reputation of the organization influences the recruitment process to a great

extent. A candidate may not apply to the enterprise if it doesn’t carry a good
 image in the society. The probability of attracting large pool of applicant is
reduced in such a case. This usually happen due to poor working conditions,
delay in salary, rude management, etc.

3. Organizational Policies
Internal policies of the enterprise may also act as a constraint on recruitment of
new persons. A policy of filling up higher positions from outside can discourage
competent persons to apply in such an enterprise (because of lack of promotion
avenues).

4. Trade Union Requirements

In some cases, agreements with trade union may also act as constraints to employ
persons from outside. An understanding with the union to fill up certain percentage
of posts through it will restrict the choice of management.

5.   Government Policies

Government policies may also act as constraints on recruitment policy.

Government legislation may require reserving certain percentage of posts for
weaker sections of society or for persons belonging to specified castes. Legislation
may require the enterprise to recruit new persons only from the lists supplied by
government employment exchange. Such legislations restrict the choice of
management in recruiting new persons.

6. Working conditions within the organization

Maintaining employees’ job satisfaction is one way for organizations to keep its

employees, and attract new ones.Prospective candidates will first look for work in
companies or organizations that are known to provide good working conditions

and looks out for the health and well-being of their employees.

Different sources of Recruitment

Sources of recruitment

1. Internal sources of recruitment

Internal sources of recruitment involve motivating the employees of the

organization to apply for the job within the organization. It is done through
internal advertisements, word of mouth or communication through the
hierarchy. Many organizations are practicing this approach to motivate the
skilled employees of the organization, to reduce the employee turnover, to
reduce the cost and to get a competitive advantage. Various methods of
internal sources or recruitment are as follows.
 1. Transfers

The employees of the organization are transferred to the similar jobs of

other departments. It may not involve a change in salary, responsibility, and
position of the job. Transfers help in reducing the boredom and monotony of
the employees or it may be used to fill the vacancies with suitable internal
candidates.

2. Promotions

Promotions involve vacancies of the organization are filled by promoting the

skilled employees to the suitable jobs and it can motivate the employees by
giving higher position, increased salary, status, and responsibility.
Promotions can help in reducing employee turnover by creating the hope of
getting higher positions.

3. Demotions
Depending on the performance of the employees of the organizations, sometimes
managers have to take decisions regarding lowering the positions of few
employees of the organization. These employees can act as a source of recruitment
to the lower positions.

5. Employees Referral
A recommendation from the current employees to fill the vacancy is called
employees referral. The present employees of a concern are informed about likely
vacant positions. The employees recommend their relations or persons intimately
known to them. Management is relieved of looking out prospective candidates.
Advantages of Internal Sources:
1. Improves morale:
When an employee from inside the organisation is given the higher post, it helps in
increasing the morale of all employees. Generally every employee expects
promotion to a higher post carrying more status and pay (if he fulfills the other
requirements).

2. No Error in Selection:ACR

When an employee is selected from inside, there is a least possibility of errors in
selection since every company maintains complete record of its employees and can
judge them in a better manner.

3. Promotes Loyalty:
It promotes loyalty among the employees as they feel secured on account of
chances of advancement.

4. No Hasty Decision:

The chances of hasty decisions are completely eliminated as the existing
employees are well tried and can be relied upon.

5. Economy in Training Costs

The existing employees are fully aware of the operating procedures and policies of
the organisation. The existing employees require little training and it brings
economy in training costs.

6. Self-Development:
It encourages self-development among the employees as they can look forward to
occupy higher posts.
Disadvantages of Internal Sources:

(i) It discourages capable persons from outside to join the organization.

(ii) It is possible that the requisite number of persons possessing qualifications for
the vacant posts may not be available in the organization.

(iii) For posts requiring innovations and creative thinking, this method of
recruitment cannot be followed.

(iv) If only seniority is the criterion for promotion, then the person filling the
vacant post may not be really capable.

Desspite of the disadvantages, it is frequently used as a source of recruitment for

lower positions. It may lead to nepotism and favoritism. The employees may be
employed on the basis of their recommendation and not suitability.

2. External Sources of Recruitment:

1. Press advertisement:
It is a method of recruitment frequently used for skilled workers,
clerical and higher staff. Advertisement can be given in newspapers
and professional journals. These advertisements attract applicants in
large number of highly variable quality.

Preparing good advertisement is a specialized task. If a company

wants to conceal its name, a ‘blind advertisement’ may be given asking
the applicants to apply to Post Bag or Box Number or to some
advertising agency.
2. Campus interviews:
It is the best possible method for companies to select students from various
educational institutions. It is easy and economical. The company officials
personally visit various institutes and select students eligible for a particular post
through interviews. Students get a good opportunity to prove themselves and get
selected for a good job.

3. Placement agencies:
A databank of candidates is sent to organizations for their selection purpose and
agencies get commission in return.

4. Employment exchange:
People register themselves with government employment exchanges with their
personal details. According to the needs and request of the organization, the
candidates are sent for interviews.

5. Walk in interviews:
These interviews are declared by companies on the specific day and time and
conducted for selection.

6. E-recruitment:
Various sites such as jobs.com, naukri.com, and monster.com are the available
electronic sites on which candidates upload their resume and seek the jobs.

7. Competitors:
By offering better terms and conditions of service, the human resource managers
try to get the employees working in the competitor’s organization.

Benefits of External Sources of Recruitment:

1. New talents get the opportunity.

2. The best selection is possible as a large number of candidates apply for

the job.

3. In case of unavailability of suitable candidates within the organization, it

is better to select them from outside sources.

Limitations of External Sources of Recruitment:

1. Skilled and ambitious employees may switch the job more frequently.

2. It gives a sense of insecurity among the existing candidates.

3. It increases the cost as advertisement is to be given through press and

training facilities to be provided for new candidates.
Differentiate Between effective and efficient recruiting.
Effective recruiting means that the person employed for the job is the best suitable
and possible candidate for it, with all the required skills, talents and qualifications
of the job. Efficient recruiting, on the other hand, means that the process has been
carried out without incurring a lot of costs on the part of the organization.

Selection

Selection is the process of picking or choosing the right candidate, who is most
suitable for a vacant job in organization. It is a process of matching organization’s
requirements with the skills and the qualifications of individuals.

Selection Process
The selection procedure comprises of following systematic steps:
1. Preliminary Interview

The preliminary interview is also called as a screening interview wherein those

candidates are eliminated from the further selection process who do not meet the
minimum eligibility criteria as required by the organization.

Here, the individuals are checked for their academic qualifications, skill sets,
family backgrounds and their interest in working with the firm. The preliminary
interview is less formal and is basically done to clear out the unsuitable candidates
from the selection process.

2. Receiving Applications 
 Once the individual qualifies the preliminary interview he is required to fill in the
application form in the prescribed format. This application contains the candidate
data such as age, qualification, experience, etc. This information helps the
interviewer to get the fair idea about the candidate and formulate questions to get
more information about him.

3. Screening Applications

 Once the applications are received, these are screened by the screening committee,
who then prepare a list of those applicants whom they find suitable for the test. The
shortlisting criteria could be the age, sex, qualification, experience of an individual.
Once the list is prepared, the qualified candidates are called for the test either
through a registered mail or e-mails.

4. Employment Tests

In order to check the mental ability and skill set of an individual, several tests are
conducted. Such as intelligence tests, aptitude tests, interest tests, psychological
tests, personality tests, etc. These tests are conducted to judge the suitability of the
candidate for the job.

5. Employment Interview

 The one on one session with the candidate is conducted to gain more insights
about him. Here, the interviewer asks questions from the applicant to discover
more about him and to give him the accurate picture of the kind of a job he is
required to perform.

Also, the briefing of certain organizational policies is done, which is crucial in the
performance of the job. Through an interview, it is easier for the employer to
 understand the candidate’s expectations from the job and also his communication
skills along with the confidence level can be checked at this stage.

6. Checking References 

The firms usually ask for the references from the candidate to cross check the
authenticity of the information provided by him. These references could be from
the education institute from where the candidate has completed his studies or from
his previous employment where he was formerly engaged. These references are
checked to know the conduct and behavior of an individual and also his potential
of learning new jobs.

7. Medical Examination

 Here the physical and mental fitness of the candidate are checked to ensure that he
is capable of performing the job. In some organizations, the medical examination is
done at the very beginning of the selection process while in some cases it is done
after the final selection.

Thus, this stage is not rigid and can take place anywhere in the process. The
medical examination is an important step in the selection process as it helps in
ascertaining the applicant’s physical ability to fulfill the job requirements.

8. Final Selection 

Finally, the candidate who qualifies all the rounds of a selection process is given
the appointment letter to join the firm.

Thus, the selection is complex and a lengthy process as it involves several stages
than an individual has to qualify before getting finally selected for the job.
Difference between Recruitment and Selection

Basis Recruitment Selection

Meaning It is an activity of establishing contact It is a process of picking up more

between employers and applicants. competent and suitable employees.

Objective It encourages large number of It attempts at rejecting unsuitable

Candidates for a job. candidates.

Process It is a simple process. It is a complicated process.

Hurdles The candidates have not to cross over Many hurdles have to be crossed.
many hurdles.

Approach It is a positive approach. It is a negative approach.

Sequence It proceeds selection. It follows recruitment.

Time Less time is required. More time is required.

Consuming

Employees Training
Training is concern to fill deficiency in current job.Training is a program that helps
employees to learn specific knowledge or skills to improve performance in their
current job. It takes place after orientation. Training is the process of enhancing
the skills, capabilities and knowledge of employees for doing a particular job.
Training process molds/ shape the thinking of employees and leads to quality
performance of employees. It is continuous and never ending in nature.

Importance of Training or why Training

Training is crucial for organizational development and success. It is fruitful to both

employers and employees of an organization. An employee will become more
efficient and productive if he is well trained.

Training is given on four basic grounds:

1. New candidates who join an organization are given training. This training
familiarize them with the organizational mission, vision, rules, policies and
regulations and the working conditions.
2. The existing employees are trained to refresh and enhance their knowledge.
3. If any updations and amendments take place in technology and in statute
training is given to cope up with those changes. For instance, purchasing a
new equipment, changes in technique of production, computer impartment.
The employees are trained about use of new equipment’s and work methods.
4. When promotion and career growth becomes important. Training is given so
that employees are prepared to share the responsibilities of the higher level
job.

The Benefits of Training

 1. Improves morale of employees- Training helps the employee to get job
security and job satisfaction. The more satisfied the employee is and the
greater is his morale, the more he will contribute to organizational success
and the lesser will be employee absenteeism and turnover.
2. Less supervision- A well trained employee will be well acquainted with the
job and will need less of supervision. Thus, there will be less wastage of
time and efforts.
3. Fewer accidents- Errors are likely to occur if the employees lack knowledge
and skills required for doing a particular job. The more trained an employee
is, the less are the chances of committing accidents in job and the more
proficient the employee becomes.
4. Chances of promotion- Employees acquire skills and efficiency during
training. They become more eligible for promotion. They become an asset
for the organization.
5. Increased productivity- Training improves efficiency and productivity of
employees. Well trained employees show both quantity and quality
performance. There is less wastage of time, money and resources if
employees are properly trained.

Different Training Methods

1. On the job training

On the job training- On the job training methods are those which are given to the
employees within the everyday working of a concern. It is a simple and cost-
effective training method.The success of how much the person can learn
depends on, how the experienced employee teaches them. Most of the
training includes certain crafts, any technical areas or trades etc ( Maths

quesyion and formula). And for guidance as well as support some skilled or

semi-skilled workers are kept to observe and help them.

A) Advantages:

1. The job is learnt by the workers in actual conditions and in a physical

environment other than learning the job in artificial conditions. This helps the
employees to bring motivation within them and learn their job well.

2. This type of training is not very expensive in comparison to other training and it
consumes a less amount of time in learning.

3. This type of training program is under certain supervision of the supervisors to

really see whether or not everything is happening in a proper way as they are
keenly interested in the training program.

4. Any kind of production isn’t affected or isn’t suffered when such a training
method is adopted.

5. The person or the trainee learns the maximum amount of rules and regulations
when they are learning about the job.

6. This takes less amount of time when it comes to learning a special skill as a
person can acquire a certain skill even in a short period of time.

B) Limitations:

1. This kind of training is mainly disorganized and it done in a very

haphazard way.
2. At times the person supervising the training may not be ready to
willingly give their time and this may lead to training not taking place in
the appropriate way it needs to be carried out in.

3. Sometimes certain experienced trainers may not be available at all times.

4. At times when things are not happening in the appropriate way it leads
to the trainee getting a lack of motivation when they are receiving the
training.

On-the-job training methods are as follows:

1. Job rotation:
This training method involves movement of trainee from one job to another gain
knowledge and experience from different job assignments. This method helps the
trainee understand the problems of other employees.

2. Coaching:
Under this method, the trainee is placed under a particular supervisor who
functions as a coach in training and provides feedback to the trainee. Sometimes
the trainee may not get an opportunity to express his ideas.

3. Job instructions:
Also known as step-by-step training in which the trainer explains the way of doing
the jobs to the trainee and in case of mistakes, corrects the trainee.

4. Committee assignments:
A group of trainees are asked to solve a given organizational problem by
discussing the problem. This helps to improve team work.
5. Internship training:
Under this method, instructions through theoretical and practical aspects are
provided to the trainees. Usually, students from the engineering and commerce
colleges receive this type of training for a small stipend.

2. Off the job training:

This type of method involves a trainee leaving their work for the time being and
they need to give or devote their entire work time for getting the necessary training
required.such training is provided to separate employees from the actual working
condition.

At this time the person does not contribute to any of the production activities that
the company does in that time. This kind of training is mainly provided or arranged
by the company itself or they may use special institutes for this purpose who
provide such kind of training.

Off the Job Training” Methods 

1. Classroom Lectures 
Under off the job methods of training, classroom method or lecture method is well-
known to train white collar or managerial level employees in the organization.
Under this method employees are called to the room like that of classroom to give
training by trainer in the form of lectures. This method is effectively used for the
purpose of teaching administrative aspects or on management subject to make
aware of procedures and to give instructions on particular topic. 

Advantage – It can be used for large groups. Cost per trainee is low. 

Disadvantages – Low interest of employees. It is not learning by practice. It is

One-way communication. No authentic feedback mechanism. Likely to lead to
boredom for employees. 
2. Audio-Visual 
Providing training by way of using Films, Televisions, Video and Presentations
etc. for instance how to use faire protection tools. Videos are shared with
audionance. This method of training has been using successfully in education
institutions to train their students in subjects to understand and assimilate easily
and help them to remember forever. New companies have come up for providing
audio visual material for students in their concern subjects. In the corporate sector,
mainly in customer care centers employers are giving training to their employees
by using audio visuals material to teach how to receive, talk and behave with the
customer.
Advantages – Wide range of realistic examples, quality control possible. 

Disadvantages – One-way communication, No feedback mechanism. No flexibility

for different audience.
 3. Simulation
 The simulation Method of training is most famous and core among all of the
job training methods. In the simulation training method, trainee will be trained
on the especially designed equipment or machine seems to be really used in the
field or job. But, those equipment or machines are specifically designed for
training a trainees were making them ready to handle them in the real field or
job.  This method of planning is mostly used where very expensive machinery
or equipment used for performing Job or to handle  that job.

Example:- The simulation method has been using widely  for the purpose of

training aeroplane pilots on aeroplane simulator to make them ready to handle an

fly  aeroplane. Especially in Air force fighter pilots are getting trained on the jet
fighters simulator. Because the cost of aeroplane or jet fighter will be very
expensive, hence employer may not allow directly to get trained on real equipment
to avoid damage to equipment or machine or in sometimes may cause loss of
trainee life. To avoid all such risks by the employer giving training on simulator is
safe.  (normally simulators for the purpose of training would be provided by the
manufacturer of original equipment).

4. Lectures or Clas1s Room Method:

In this method, the different aspects of the ongoing program are explained by
a single individual to the others. This is convenient enough as the facts and
details as well as special type of information is provided to the people by
means of a lecture. To make the lecture more interesting and understanding
audio as well as video is added to it to make it more appealing to the people
present and a large number of people are trained at a time to provide more
advantages.
 5. Team Discussion or seminar

In a seminar type method, the trainees present are made to write papers
regarding the topics focused on. After that the papers are read at a time and a
discussion takes place where all the people or trainees present, participate in
it. Later on after all the views are discussed then the chairman present will
take all the views together and make a decision. At times the material
regarding the topic to be discussed may already be provided to the trainees
along with the necessary information so that they are ready in advance before
the actual discussion takes place.

Definition of Career

The progress and actions taken by a person throughout a lifetime, especially those related to that
person's occupations. A career is often composed of the jobs held, titles earned and work
accomplished over a long period of time, rather than just referring to one position.

1. Exploration : A career stage that generally ends in the mid-twenties when one makes
transition from formal education to job .We start exploring about different career opportunities.
Our decision for career gets influenced by parents, peers and the financial resources. It is a time
when a number of expectations about one’s career are developed, many of which are unrealistic.

2. Establishment
The establishment period begins with the search for work and getting first job, being accepted by

peers, learning the job and gaining the first tangible evidence of success or failure in the real

world.fcareer

3. Mid-Career : A stage marked by:-

o Continuous improvement in the performance
o Levelling off in the performance
o Beginning of deterioration process

4. Late career stage : A career stage in which neither the person is learning about their jobs nor
they are expected to outdo their level of performance from previous years. It also has two affects
on:
o Individuals who have grown in mid-career stage
o Individuals who have stagnated or deteriorated

5. Decline (Late Stage) : This is the final stage in one’s career which is usually marked by
retirement. This is the difficult stage for everyone but hardest for those who have had continued
successes in the earlier stages and then comes the time has come for retirement.

Chp:6
What is compensation?

Compensation is a complex and crucial phenomena for organizations. Attracting and retention of
high quality human resource depend upon the institutional compensation packages.

Compensation defined as a systematic approach to give monetary value to employees in

exchange of work performed. It aimed to achieve numerous purposes including attracting new
personnel, improving job performance, and providing job satisfaction. Compensation comprised
direct and indirect payments in shape of personnel benefits and incentives in order to motivate
employees for the achievement of desired institutional goals.
Compensation in cash form has two fundamentals, base pay and pay. Base pay is given to
employees, based on hours, weeks or a month at maximum plus overtime and uniform
allowances etc. Contingent pay is based on performance allowances, for instances profit sharing,
incentive pay bonuses and merit increases. Fringe compensation, other than monetary benefits,
on the other hand refers to employee welfare and benefit schemes.

Elements of Pay

There are six types of monetary, or core, compensation. The elements of pay are
discussed below.

1. Base pay

Employees obtain a base salary or basic pay to do their jobs. It is reiterated to employees until
they stayed in their work. Companies pay employees a base pay to each hour of their work and
get salary for their work. Companies usually define the size of base pay, based on the required
skills, effort, accountability of the workplace requirements and the harshness of working
conditions.

2. Cost-of-Living Adjustments (COLAs)

It is a periodic pay raise, which is based on increase in the consumer price index (CPI). It permit
workers to sustain their buying power and normal living by correcting base pay for inflation.

3. Seniority Pay

Seniority is defined as the number of years employed at current job. According to the duration of
employees’ service they obtain the periodic increase in their basic salary because of seniority pay
system. This system explain that personnel have become more valued for the institutions and
these workforce will leave the organization if they are not compensated through seniority pay
system. This rationale is based on the theory of human capital, which clarify that the knowledge
and skills of the employees are generating productive capital known as human capital.

4. Merit Pay
Merit pay plan is related to the adjustments in base pay depend upon the job performance . Merit
pay schemes contain the benefit of “norm of distributive justice.” It is a common belief that
employees are to be rewarded according to their influences.

5. Incentive Pay

It is a reward (other than base pay or salaries) which varies according to workers’
accomplishment, based on of some standardized formula, individual and group goals, or depend
upon firm earnings.

6. Skill-Based Pay and Pay-for-Knowledge

Skill-based pay plan, pay for the skill of the individual not the job actually performed.
The aim of skill based pay plan is to induce employees to master their skills and earn extra
pay(Barrett, 2007). Pay-for-knowledge plans compensate managerial service and professional
employees for effectively learning definite programs.

Dimensions of Compensations

1. Minimum Wage

Minimum wage is the lowest wage paid to the workers. It is according to legal authority
or by contract (Merriam Webster, 2014). It is the minimum daily or monthly payment that
managers lawfully pay to employees. In Pakistan the minimum wage is governed under the
Minimum Wages Act, 1948 which is applicable to both the public as well as private sector.

2. Living Wage

Living wage described as one which might empower the earner to deliver for himself
and his household a measure of frugal or economical relief , including children education, health
protection, essential social needs and old-age insurance in addition to bare essentials of food,
clothing and shelter (Mehboob & Asmat, 2014). At present, though, there is neither a generally
recognized view of what is living wage, nor there is a normally decided procedure on how to
measure it. Yet it is clarifies, in part, the reasonably minimum development in exercise of the
living wage discussion till date (Anker, 2011).

3. Fair Wage

The notion of fair remuneration is related with the volume of the business to pay. The United
States Government has also elaborated fair wage as the wage which is more than the minimum
wage but less than the living wage. The lesser limit of the fair wage is visibly the minimum
wage: the higher limit is established by the size of the industry to pay.

Public Sector Employees Benefits

In the public sector of Pakistan, the following benefits are offered to employees in
addition to their monthly salary.

1. Pension
Pension is regular government servants obtain pension with other post-retirement benefits
under the law from their particular government departments on retirement at the age of 60 or
earlier after 25 years of pensionable service for civilian employees. However, in the armed forces
18 years of service is required for pension (Sayeed, 2004). Pension is a fixed sum to be paid
regularly to a person following retirement from service usually under pre-determined legal or
contractual terms (Lemke and Lins, 2013). There are diverse sorts of pensions including
compensation pension, individual pension, retiring pension, pre-mature pension, extra-ordinary
pension, superannuation pension, family pension. Government pays pension on regular basis to
retried, disabled, or incapacitated officials or their families under the laid policies and procedures
designed in Project to Improve Financial Reporting & Auditing.
2. General Provident Fund (GPF)
Provident Funds means a fund in which subscriptions of employees are deposited in
accounts. It also comprises any interest and incremental adding on such payments under the
rules of Fund (Ali, 2014). General Provident Fund (GPF) is a pension endowment in which a
specific amount of the employee’s pay is taken every month and kept by the government that is
paid back upon retirement with some addition. GPF so deducted is invested by the government in
various profitable schemes which is primarily maintained in the Public Account. It is non-
refundable if not availed by the subscriber (Nazir, 2011) .
3. House Building Advance
House building advances are granted for the construction of new houses, acquiring a
newly made house, entirely rebuilding a house previously owned by the public servant
concerned or for spreading/ modernizing a house already owned by the government servant
concerned (Hamid Ali, 2015).
4. Motor Car Advance
Subject to the general provisions of para.254 of the government of Pakistan issued from
time to time, a competent authority may approved a loan to a government employees for the
acquisition of motor car or motor boat (Hamid Ali, 2015).
5. Advances for Motor Cycle
An advance for the purchase of motorcycle may be granted to government servant
drawing pay @ Rs.1951 and above but not more than Rs. 5058 per month. These advances
should not exceed from eighteen months pay of government servant.
6. Advances for Bicycle

Advances for the purchase of bicycle may be granted to employees of the government,
who are temporary/ permanent and drawing salary up to 1950 per month.
7. Interest free advances
Public sector employees are granted interest free loan, generally miscellaneous loans for
different purposes. These advances are repayable but it is interest free.(Hamid Ali, 2015)
8. Allotment of Residence
The public servants are allotted residential houses owned or leased by the government
under such conditions as may be imposed by the local government concerned (Hamid Ali, 2015)

9. Family Pension after the Death of Employees

If a civil servant dies during service, the dependent will get the gratuity in lieu of one
fourth of gross pension (Hamid Ali, 2015)

10. Medical Coverage for Employees and their Dependent Family Members
 The federal government servants are entitle to medical facility under the (Medical
Attendance) Rules, 1959. These rules are called the West Pakistan Government Servants
(Medical Attendance) Rules, 1959. "Medical treatment" means the use of all medical and
surgical facilities available at the Government hospital in which a government servant is to be
treated (Health Deptt. Notification, 1959). Allotments of plots on subsidized rates and or
installments and compensating children’s marriages are some other benefits offered to the public
servants of Pakistan.

Definition of Career

It is an occupation started for a significant period of time by a person's with opportunities for
progress. The career is an individual's metaphorical/ symbolic/ representation "journey" through
learning, work and other aspects of life. There are a number of ways to define career and the
term is used in a variety of ways. Be a doctor, soldier, banker.

The progress and actions taken by a person throughout a lifetime, especially those related to that
person's occupations. A career is often composed of the jobs held, titles earned and work
accomplished over a long period of time, rather than just referring to one position.

1. Exploration : A career stage that generally ends in the mid-twenties when one makes
transition/change from formal education to job .We start exploring about different career
opportunities. Our decision for career gets influenced by parents, peers and the financial
resources. It is a time when a number of expectations about one’s career are developed, many of
which are unrealistic.

2. Establishment

The establishment period begins with the search for work and getting first job, being accepted by

colleagues, learning the job and gaining the first tangible evidence of success or failure in the

real world.Thus, the individual passes through recruiting process, acceptance of a job, and

orientation into the chosen organization at this stage.

 3. Mid-Career : A stage marked by:-
o Continuous improvement in the performance
o Levelling off in the performance
o Beginning of deterioration process

4. Late career stage : A career stage in which neither the person is learning about their jobs nor
they are expected to outdo their level of performance from previous years. It also has two affects
on:
o Individuals who have grown in mid-career stage
o Individuals who have stagnated or deteriorated

6. Decline (Late Stage) : This is the final stage in one’s career which is usually marked by
retirement. This is the difficult stage for everyone but hardest for those who have had
continued successes in the earlier stages and then comes the time has come for
retirement.

TIPS FOR SUCCESSFUL CAREER DEVELOPMENT

1. Write down your goals and plans. ...
2. Go to  career development coaching. ...
3. Accept your weaknesses. ...
4. Develop a timeline for your career goals. ...
5. Look for skills development opportunities in all places.

What basic rights do most employees hold?

All employees have basic rights in the workplace — including the right to privacy,
fair compensation, and freedom from discrimination. A job applicant also has
certain rights even prior to being hired as an employee. Those rights include the
right to be free from discrimination based on age, gender, race, national origin, or
religion during the hiring process.
 Other important employee rights include:

 Right to be free from discrimination and harassment of all types;

 Right to a safe workplace free of dangerous conditions, toxic substances, and
other potential safety hazards;
 Right to be free from retaliation for filing a claim or complaint against an
employer (these are sometimes called “whistleblower” rights);
 Right to fair wages for work performed.

Right to be paid equally:

Gender inequalities are bound to happen in organizations and at times women are
underpaid than men. Per the Equal Remuneration Act, 1976, there must be no
gender bias while paying.

Right to be paid the minimum wages for

organised and scheduled Work:
Under the Minimum Wages Act, both skilled and unskilled labourers should be
paid a basic wage and if paid lower than that, then it will be put under the category
of Forced Labour and the employee has every right to sue the employer

Factory Act:
The working hours for both skilled and unskilled labour are specified in law. An
adult worker can work only for 9 hours a day, i.e., 48 hours a week with half an
hour interval between a day’s work. Mandatory of 1 day in a week must be given
 as a paid break for the employee. As for children, they can work only for 4.5 hours
a day. And for overtime working the pay should be doubled.

Female employees cannot be made to work between 7 pm and 6 am and the

possible extension will be till 10 pm after which no female worker can be compelled
to work.

Right to get earned leave:

Any adult who has worked continuously for 20 days can avail 1 earned leave
and for children, it is 1 day for a continuous work of a period of 15 days. They will
be paid the normal day’s pay and if they want they can carry over the annual leave
for the next year.

Safety and health 

A safety and health management system, or safety program, can help you focus

your efforts at improving your work environment. Whatever you call it, your plan
describes what the people in your organization do to prevent injuries and illnesses
at your workplace. A workplace health and safety management system can
minimise the risk of injury and illness from workplace operations

All total, on average at least 150 workers die each day due to job injuries and

illnesses

Here are few most dangerous jobs

1. Logging workers.
2. Fishers and related fishing workers. ...
3. Aircraft pilots and flight engineers. ...
4. Roofers. ...
5. Driver/sales workers and truck drivers. ...
6. Farmers, and other agricultural workers. ..

Meaning of Motivation:
Motivation is a basic psychological process. Motivation is derived from the
word “motivate”, which means to move, push or influence to proceed for
fulfilling a want.

Primary Motives:
Primary motives are the motives that are absolutely essential for a person to
satisfy. These are the basic needs of an individual that apply on everybody.
Conditions for primary motives includes:
 These motives should be physiologically based.
 The motives need not to be learned.
These are for the basic needs .Examples of primary motives include: food, shelter,
sleep, avoidance of pain and basic safety etc.

2. Secondary Motives:
Once the primary motives are satisfied, the individual moves on to the secondary
motives. Secondary motives include the motives that are more of a need in a
modern and developed society .The secondary motives are the ones that are learned
and then applied to satisfy personal needs and wants. Following are the major
motives that fall in the secondary motives category:

2.1) Power Motive: control over the other people.

2.2) Achievement Motive: To work hard to achieve better things. These
employees always accept challenges.
2.3) Security Motive: These include security of job, property, security of health
etc.
2.4) Social Affiliation Motive: connection with others. In order to motivate them,
the management can give them access to a higher group or elite club that they
would prefer. Arrangement of dinner for the group to make social affiliation.

2.5) Status or Prestige Motive: some people prefer class, status and prestige over
other things. They need to be counted in the elite class and want to buy material
items that enhance their prestige. Buying luxury cars, branded clothes and
accessories.

Motivational Theories

1. Maslow's Hierarchy of Needs

 Maslow wanted to understand what motivates people. He believed that
people possess a set of motivation systems unrelated to rewards.Maslow
(1943) stated that people are motivated to achieve certain needs. When one
need is fulfilled a person seeks to fulfill the next one, and so on.

The original hierarchy of needs five-stage model includes:

1. Biological and Physiological needs - air, food, drink, shelter, warmth and sleep.

2. Safety needs - protection from dangerous, security of job, safety, order, law,
stability, freedom from fear.

3. Love and belongingness needs - friendship, closeness, affection and love, -

from work group, family, friends.

4. Esteem needs - achievement, mastery, independence, status, dominance,

prestige, self-respect, respect from others.

5. Self-Actualization needs - realizing personal potential, self-fulfillment, seeking

personal growth and peak experiences.

2. Herzberg Two Factors Theory

Herzberg's findings revealed that certain characteristics of a job are consistently

related to job satisfaction, while different factors are associated with job
dissatisfaction.

Two-factor theory distinguishes between:

  Motivators/ Factors of Satisfaction: (e.g. challenging work, recognition for
one's achievement, responsibility, opportunity to do something meaningful,
involvement in decision making, sense of importance to an organization) that
give positive satisfaction, arising from intrinsic conditions of the job itself, such
as recognition, achievement, or personal growth.
 Hygiene factors (e.g. status, job security, salary, fringe benefits, work
conditions, good pay, paid insurance, vacations) that do not give positive
satisfaction or lead to higher motivation, though dissatisfaction results from
their absence.

3. ERG motivation theory by Alberger's

ERG theory from 1969 compress Maslow's five human needs into three
categories: Existence, Relatedness and Growth.

1. Existence Needs
Include all material and physiological desires (e.g., food, water, air, clothing,
safety, physical love and affection). Maslow's first two levels.
2. Relatedness Needs
includes social and external esteem; relationships with significant others like
family, friends, co-workers and employers . This also means to be recognized and
feel secure as part of a group or family. Maslow's third and fourth levels.
3. Growth Needs
Internal esteem and self actualization; these impel a person to make creative or
productive effects on himself and the environment (e.g., to progress toward one's
ideal self). Maslow's fourth and fifth levels. This includes desires to be creative
and productive, and to complete meaningful tasks.