Chapter-1

Introduction
Human resource management is the management process of an
organization's workforce, or human resources. It is responsible for the attraction,
selection, training, assessment, and rewarding of employees, while also overseeing
organizational leadership and culture and ensuring compliance with employment
and labour laws. In circumstances where employees desire and are legally
authorized to hold a collective bargaining agreement, HR will also serve as the
company's primary liaison with the employees' representatives (usually a trades
union).

HR is a product of the human relations movement of the early 20th century, when
researchers began documenting ways of creating business value through the
strategic management of the workforce. The function was initially dominated by
transactional work, such as payroll and benefits administration, but due to
globalization, company consolidation, technological advancement, and further
research, HR now focuses on strategic initiatives like mergers and acquisitions,
talent management, succession planning, industrial and labour relations, and
diversity and inclusion. In start-up companies, HR's duties may be performed by
trained professionals. In larger companies, an entire functional group is typically
dedicated to the discipline, with staff specializing in various HR tasks and
functional leadership engaging in strategic decision making across the business.

To train practitioners for the profession, institutions of higher education,

professional associations, and companies themselves have created programs of
study dedicated explicitly to the duties of the function. Academic and practitioner
organizations likewise seek to engage and further the field of HR, as evidenced by
several field-specific publications. In the current global work environment, all
global companies are focused on retaining the talent and knowledge held by the
workforce. All companies are focused on lowering the employee turnover and
preserving knowledge. New hiring not only entails a high cost but also increases
the risk of the newcomer not being able to replace the person who was working in
that position before. HR departments also strive to offer benefits that will appeal to
workers, thus reducing the risk of losing knowledge.

Definition:

According to Edwin B. Flipped, ―Human resource management is the

planning, organizing, directing and controlling of the procurement, development,
resources to the end that individual and societal objectives are accomplished.

Nature of HRM:

Human Resource Management brings organizations and people together

so that the goals of each are met. The nature of HRM includes
 a) Broader Function:

Human Resource Management is a comprehensive function because

it is about managing people in the organization. It covers all types of people
in the organization from workers till the top level management.
b) People Oriented

Human resource is the core of all the processes of human

resource management. So HRM is the process which brings people and
organizations together so that their goals can be achieved.
c) Action Oriented

Human resource management believes in taking actions in order to

achieve individual and organizational goals rather than just keeping records
and procedures.
d) Development Oriented

Development of employees is an essential function of human

resource management in order to get maximum satisfaction from their
work so that they give their best to the organization.

e) Continuous Function

As human resource is a living factor among all factors of production

therefore it requires continuous improvement and innovations in order to get
excellence. So it requires a constant alertness and awareness of human
relations and there importance in every day to day operations.

f) Future Oriented

HRM is very important activity which helps organization to

achieve its objectives in future by providing well motivated and competent
employees.

Functions of HRM
 The functions of HRM can be broadly classified into two categories,
• Managerial Functions and
• Operative Functions.

1. Managerial Functions

Managerial functions of personnel management involve planning,

organizing, directing and controlling. All these functions influence the
operative functions.

a) Planning:

It is a predetermined course of action. Planning pertains to formulating

strategies of personnel programmers and changes in advance that will
contribute to the organizational goals. In other words, it involves planning of
human resources, requirements, recruitment, selection, training etc.

b) Organizing:
 An organization is a means to an end. It is essential to carry out
the determined course of action. In the words of J.C. Massie, an organization
is a “structure and a process by which a co-operative group of human beings
allocates its task among its members, identifies relationships and integrates
its activities towards a common objective.”

c) Directing:

The next logical function after completing planning and organizing is

the execution of the plan. The basic function of personnel management at
any level is motivating, commanding, leading and activating people. The
willing and effective co-operation of employees for the attainment of
organizational goals is possible through proper direction.
d) Controlling:

After planning, organizing and directing various actives of

personnel management, the performance is to be verified in order to know
that the personnel functions are performed in conformity with the actual with
the plans, identification of deviations if any and correcting of identified
deviations.
2. Operative Functions

The operative functions of human resources management are

related to specific activities of personnel management, employment,
development, compensation and relations. All these functions are interacted
with managerial functions. Further, these functions are to be performed in
conjunction with management functions.

a) Job Analysis:
 It is the process of study and collection of information relating to
the operations and responsibilities of a specific job. It includes: Collection of
data, information, facts and ideas relating to various aspects of jobs
including men, machines and materials.

b) Human Resource Planning:

It is a process for determination and assuring that the organization

will have an adequate number of qualified persons, available at proper times,
performing jobs which would meet the needs of the organization and which
would provide satisfaction for the individuals involved. It involves:
a. Estimation of present and future requirements and supply of human
resources based on objectives and long range plans of the organization.
c) Recruitment:

It is the process of searching for prospective employees and

stimulating them to apply for jobs
• Identification of existing sources of applicants and developing them.

• Creation/identification of new sources of applicants.

d) Selection:

It is the process of ascertaining the qualifications, experiences, skills,

knowledge etc., of an applicant with a view to appraising his/her suitability to a
job. This function includes:
• Framing and developing application blanks.
• Creating and developing valid and reliable testing techniques.
• Formulating interviewing techniques.
• Checking of references.

e) Placement:
 • Counselling the functional managers regarding placement.
• Conducting follow-up study, appraising employee performance in
order to determine employee adjustment with the job.
• Correcting misplacements, if any.
f) Induction and Orientation:

Induction and orientation are the techniques by which a new employee

is rehabilitated in the changed surrounding and introduced to the practices,
policies, purposes and people etc., of the organization.

Importance of human resources management

Human Resources are the Nation’s Well-being. A nation with abundance

of physical resources will not benefit itself unless human resources make use of
them. In fact, human resources with right attitude are solely responsible for making
use of national resources and for the transformation of traditional economies into
the modern industrial and knowledge economies.

a) Man Vis-a-vies Machine

Most of the problems in organizational sectional sections are human and

social rather than physical, technical or economic. No industry can be rendered
efficient, so long as the basic fact remains unrecognized that it is principally
human. It is not a mass of machines and technical processes but a body of men.

b) HRM and General Management

 Management of an organizational in modern economies is not only
complex and sophisticated but it is also vital influencing the economic growth of a
country. One of the fundamental tasks of management is to manage human
resources in the service of the economic objectives of the enterprise. Successful
management depends not solely, but significantly upon the ability to predict and
control human behavior.

Stress management

a) Introduction

Stress is part of life in a fast-paced society. However, stress is not

always bad. We need some stress to stimulate us. The good stress allows us to
perform at a higher level, which is beneficial. This type of stress is called eustress.
It helps us to set and achieve goals as well as perform at a higher level. For
example, the demands of an upcoming competition, work project or exam can
create stress, which stimulates a person to work harder to win the competition,
finish the project on time or do well on the exam. However, there are times when
stress is overwhelming. This type of stress called distress which paralyses rather
than stimulates. It contributes to decreased health and well-being. In fact, stress is a
factor in 11 of the top 15 causes of death in Canada and is a significant reason for
physician visits. Therefore, an important part of healthy living is to learn to bring
stress to beneficial levels.
b) Definition

Stress may be defined as “a state of psychological or physiological

imbalance resulting from the disparity between situational demand and the
individual’s ability or motivation to meet those demands.”
Dr. Hans Sale, described stress as “the rate of all wear and tear caused by life”.

What is Stress?

Although stress has been defined in many ways, the definition we

use in this guide is: Stress is the body’s physical response to a perceived threat. For
stress to occur there must be a perception of some level of danger or threat. If there
is no danger there is no stress. The perception of danger is usually a result of
evaluating the demands of a situation, identifying the resources you have to
address it and realizing that you do not have enough resources to adequately meet
the demands. This is the main feature of stress.

Since stress is the body’s response to a perceived demand or threat,

what then is that response? It is called the “fight or flight” response and has been
with us for millions of years. The stress response helped our early ancestors escape
from danger. As such, it gave those who had it an evolutionary advantage. The
stress response was so advantageous for survival that most animal species today
respond to stress in a similar way.
 The “fight or flight” response helps us escape from danger. For most
of human history, danger came in the form of surprise encounters with predators.
When faced with this danger a person had two options for survival: attack the
predator (fight) or run away as fast as possible (flight). Although these are two
different ways of addressing the situation, they both require the same physical
response, which is to prepare the body for some intense physical activity. This
response is hardwired into us. So what happens in a person’s body to prepare them
to face danger? A body preparing to fight or flee needs to get the most power out
of muscles. This means it needs to release and use energy, absorb oxygen and
circulate oxygen-rich blood to organs that need it such as heart, muscles, and the
brain. This is accomplished mainly through the release of hormones; namely
adrenaline and cortisol. Together, these hormones have several important
physiological effects including:
I. Increasing heart rate
II. Increasing breathing rate (respiration)
III. Increasing muscle tension
IV. Increasing blood pressure
V. Increasing the secretion of insulin
VI. Increasing blood flow to the brain, lungs, heart and muscles

The increased blood flow to essential body systems such as the lungs and
heart is accompanied by a decreased blood flow to less critical systems, which
include the digestive tract, kidneys and skin. Other effects of stress hormones are: a
decrease in libido, an increase in the ability of blood to clot, a decrease in growth
and tissue repair, and an increase in immune function. Although the immune
system initially becomes stronger in times of stress, this response lasts for a brief
period. Studies show that during chronic (i.e. long-term or ongoing) stress, immune
function actually decreases, which leaves the body more vulnerable to infection.
Fortunately for our ancestors, once the predator was dead or safely out of range,
they were able to sit down on a rock somewhere and relax. With the threat gone,
the body would stop secreting adrenaline and cortisol and the person’s body would
return to its normal state of equilibrium. The days of being chased by a predator
are long gone, but the “fight or flight” response is still wired into us. Today’s
threats and demands last much longer than what our ancestors were accustomed to.
Going to school, getting a job, dealing with conflicts, managing finances, daily
hassles and raising a family are only a few examples of long-lasting, stress-
provoking situations.

History of Stress
 The term stress was borrowed from the field of physics by one of the
fathers of stress research Hans Selly. In physics, stress describes the force that
produces strain on a physical body (i.e.: bending a piece of metal until it snaps
occurs because of the force, or stress, exerted on it).

Hans Selly began using the term stress after completing his medical
training at the University of Montreal in the 1920’s. He noticed that no matter what
his hospitalized patients suffered from, they all had one thing in common. They all
looked sick. In his view, they all were under physical stress.

Since 1956, when stress was introduced into the American

vernacular, the concept has been wholeheartedly embraced by popular culture.

Stressors
Stressors could be loud noise, uncomfortable air-conditioning, debts,
ringing telephones, broken relationships, unrealistic deadlines, discouragement,
fear, pain and thousands of other things that impact upon us in the normal course
of life. It is impossible to avoid stressors. The only totally stress-free state is death!
Stressors will always be there because we live in an imperfect and unpredictable
world.
We experience stress as the body adjusts to the external demands placed
upon it. Our body constantly seeks to maintain stability and stress is usually sensed
as the body readjusts to too much pressure.

Scientists use the term HOMEOSTASIS (homeo = the same; stasis =

standing) to define the physiological limits in which the body functions efficiently
and comfortably. Stress disturbs homeostasis by creating a state of imbalance. The
source of stress may be outside the body or it may originate from within the body
in the form of blood pressure, pain, tumours or disturbing thoughts.

Have you ever seen a plastic clown toy that automatically returns to an
upright position if pushed over? The clown stays upright because of a heavy base
that will always restore the toy to a vertical position. Stress is the tension that the
body exerts as it seeks to return to a steady-state.
 We need to assist our bodies to cope with stress because our natural
biological stressadjustors are not ideally suited to the demands of modern living.
Our bodies are well suited to cope with the stressors faced by our primitive
ancestors. The stressors faced by humans conditioned to a nomadic hunter-gatherer
lifestyle are obviously different to the high-tech lifestyle of today. Our distant
ancestors needed chemical responses to stress to enable them to trigger physical
flight or fight responses to the perils and pleasures of hunting.

These types of responses are inappropriate today. If you physically ran

away from your workplace whenever things got on top of you then this would not
enhance your standing in the Organisation. Conversely if you punch the boss on
the nose when he/she gives you a tough time then the resulting dismissal and
assault charges will generate considerably greater levels of stress. Consequently we
need to develop special skills to deal with special stressors.

We are all very aware of specific stressors that affect us. As already
discussed these assume many shapes and forms. In addition to the specific stressors
there are also back-ground stressors that can have a more subtle but equally
damaging impact on us.
Causes of Stress

Factors that cause stress are called "Stressors." The following are
the sources or causes of an organizational and Non-organizational stress.
a) Causes of an Organizational Stress

The main sources or causes of an organizational stress are:-

• Career Concern : If an employee feels that he is very much behind in

corporate ladder, then he may experience stress and if he feels that there
are no opportunities for self-growth he may experience stress. Hence
unfulfilled career expectations are a major source of stress.
• Role Ambiguity: It occurs when the person does not known what he is
supposed to do on the job. His tasks and responsibilities are not clear. The
employee is not sure what he is expected to do. This creates confusion in
the minds of the worker and results in stress.

• Rotating Shifts: Stress may occur to those individuals who work in

different shifts. Employees may be expected to work in day shift for some
days and then in the night shift. This may create problems in adjusting to
the shift timings, and it can affect not only personal life but also family life
of the employee.

• Role Conflict: It takes place when different people have different

expectations from a person performing a particular role. It can also occur
if the job is not as per the expectation or when a job demands a certain type
of behaviour that is against the person's moral values.

• Occupational Demands: Some jobs are more stressful than others. Jobs
that involve risk and danger are more stressful. Research findings indicate
that jobs that are more stressful usually require constant monitoring of
equipment’s and devices, unpleasant physical conditions, making
decisions, etc.
• Lack of Participation in Decision Making: Many experienced
employees feel that management should consult them on matters affecting
their jobs. In reality, the superiors hardly consult the concerned employees before
taking a decision. This develops a feeling of being neglected, which may lead to
stress.
Symptoms of Stress

Stress can cause changes in those experiencing it. In some cases there are
clear signs that people are experiencing stress at work and if these can be identified
early, action can be taken before the pressure becomes a problem. This may make
it easier to reduce and eliminate the causes.

It is important that everyone looks out for changes in a person's or a group's

behaviour. However, in many cases the changes may only be noticeable to the
person subject to the stress and so it is also important to look at how you are
feeling and tryto identify any potential issues you may have as early as possible
and take positive action to address them; this may be raising the matter with a line
manager, talking to an occupational health professional or your own GP.

Stress can show itself in many different ways - see below. Some of the items in this
list may not be signs of stress if people always behave this way. Managers may
need to manage staff exhibiting some of these signs differently. You are
particularly looking for changes in the way people behave that could be linked with
excessive pressures.

Types of Stress symptoms

a) Physical symptoms
b) Mental symptoms
c) Emotional symptoms
d) Behavioural symptoms
a. Physical Symptoms

• Palpitation, chest pain, general discomfort, sleeplessness, feeling of fatigue

• Indigestion, constipation, other digestive discomforts which don’t have
origin in gastrointestinal infections

• Overeating, under eating, nausea, giddiness, other eating disorders like

bulimia

• Allergy, asthmatic problems, respiratory difficulties

• Back ache, head ache, neck pain, thyroid problem, muscle pain, general
body ache
• Urinary problems
• Sexual problems / difficulty in sexual relationships
• Menstrual disorder, stomach cramps
• Rashes, itching, boils/ skin problems, strain in eye
• Falling hair, premature greying of hair
• Low resistance to cold, infections
• Obesity, arthritis, hypertension, strokes.

Most of these physical symptoms are diagnosed as diseases calling for

medical attention. In fact, medical treatment mostly alleviates the symptoms for
some time, whereas the root cause remains deeply lodged and makes a comeback
at the slightest provocation.

Most of the time we are not even aware that there is some stress which
is responsible for all these terrible symptoms..
b. Mental Symptoms

Like physical problems, mental symptoms are also regarded as

problem areas which if not handled properly can lead to severe disorder needing
intervention by experts.

Some of these symptoms are:

• Lack of concentration
• Communication problem
• Trouble in decision makin

• Difficulty in remembering temporary and selective memory lapses

• Repeating mistakes
• Becoming an introvert / extrovert
• Hypochondria
• Depression
• Hallucination

The mind is our most important backup software. Any snag in its
functioning sooner or later results in a personality disorder. It also induces
abnormal emotional and behavioural symptoms.

The mind with its tools of thought and memory is not properly
understood. The subconscious and unconscious impression in the mind which
remains embedded in the psyche raise their heads without any prior notice. These
radicals’ elements know how to camouflage themselves- leaving the individual
clueless about the ‘why’ and ‘how’ aspects while one are facing the symptoms.
 At times incorrect information and half-truths affect the bio-psyche
combination extremely severely causing severe mental stress. This not only affects
day to day functioning, but also spreads gloom all around.

Most of us behave in the same fashion when under mental pressure that
originates under such circumstances. Mental pressure does make one jump to
negative conclusions without waiting for the facts to be verified.

c. Emotional Symptoms

The emotions we feel have a direct connection with the body- mind
condition which responds to environmental inputs as well as to the interpretation of
such inputs.

Accordingly physical and mental stresses do lead to emotional stress and vice
versa. Emotional stress is the most intense of all three and hence needs immediate
redressal.
Some of the symptoms of emotional stress are as follows:

• Prone to anger and violence

• Easily irritated, panicky
• Mood swings, emotional, over and under drive
• Feeling lonely and useless
• Guilty, ashamed, anxious
• Suffering from phobias, fearful, distressful
• Lapsing into crying spell
• Too much of artificial laughter
• Feeling a lump in the throat while talking
• Ill will towards others, feeling of insecurity
 Once in a while every normal human being exhibits one or some of the
above listed emotional states. However, if it becomes a set pattern and one finds it
difficult to break the pattern, then it becomes a matter of concern and should be
taken seriously to pre-empt chromic disorder.

d. Behavioural Symptoms

Our behaviour reflects our mood, State of mind, Emotions, thoughts

and physical well-being discomfort. Of course, the better actors amongst us do
succeed in camouflaging the true feelings. In fact these are people who take pride
in saying that thought inside their mind they have two horses pulling them apart in
two different directions yet they carry on with life by setting up a third from which
is a mask to their real inner being. Masking does help once in a while either by
keeping others at a distance or by protecting oneself against perceived as well as
real harm.

Some of the Stress generated Behavioural Symptoms are as follows:

• Excess smoking / drinking

• Erratic sleeping time
• Poor time management, excess time boundaries
• Withdrawn, over active
• Rash driving, technophobia
• Aggressive behaviour, lethargic / workaholic
• Addiction to computer
• Over ambitious, emotional
• Loud talking, stuttering, other speech abnormalities not attributed to
physical challenges.
• Nail biting, splitting hair, frequent blinking of eyelids
• Kleptomania
• Compulsive and impulsive lying
• Bullying, getting bullied
 The mental, emotional and behavioural symptoms , if not watched carefully,
become a part of one’s personality based on which one gets classified as type ‘A’
or type ‘B’ or any other type of personality.

Coping with stress at work place:

Step 1: Raising Awareness

Help yourself to identify when you are facing rising levels of

stress, tipping the scales from positive to negative. This is important, as being able
to identify signs of being stressed can help you to take steps to ensure that your
overall quality of life does not drop. If left unacknowledged, the problem will only
snowball, leading to disastrous consequences to your health and overall wellbeing.
You can identify if you are feeling stressed by checking if you have any physical
or psychological reactions, such as excessive sweating or heart palpitations, or the
onset of headaches, irritability or the need to escape. If you experience any of these
reactions, identify if you are feeling any overwhelming negative motions, and if
you are constantly worried.

Step 2: Identify the Cause

You need to be able to analyze the situation and identify what is

causing the rise in stress. These stressors can be external and internal. External
stressors refer to things beyond your control, such as the environment or your
colleagues at work. Internal stressors refer to your own thinking and attitude.
Often, we only start reacting to stress when a combination of stressors working
together exceeds our ability to cope. Keep a diary or a list of events that have
caused you to feel strong negative motions, or that are likely stressors. This will
help you to identify the causes of your stress. Whilst it is not always possible to
eradicate them, we can change the way that we cope with it.
Step 3: Coping with Stress

In order to deal with the situation that is causing you stress, you need
to calm your mind and body so as to stave off the reactions and cope with it in a
positive way. This can be through different methods, such as taking time off. If a
situation is triggering your stress and you are unable to calm down, remove
yourself from it. Go outside and take a walk to calm down. Alternatively, you can
try implementing relaxation techniques such as deep breathing. If it is an internal
stressor, stop your thought process until you are able to deal with it logically. The
key to making these 3 steps work for you is to practice them. These are not
instantaneous solutions, and you need to condition your mind and practice them so
that you can implement it when you are feeling stressed.
Stress Relievers

• Counselling
• Exercise
• Acupressure
• Massage
• Tourism/vacationing
• Hobbies
• Creative activitie
• Gossip, talk, sharing positive thoughts
• Fantasies
• Diet
• Change of place, clothes, lifestyle, attitude
• Medical/chemical remedy
• Hypnosis
• Meditation
objectives
1. To identify the stress level of school teachers while taking
online in pandemic situation.
2. To find out the teachers mind set while taking online class.
3. To analysis the students attitude that make stress while taking
online class.
4. To analysis the student attentions after online class.
 Need of study
Stress is unavoidable one in everyone’s life. It affects each and everyone’s
personal life also. It shows the abnormal behavior in one’s. Stress being an
invisible factor, may affect any teachers involved in it. Many teachers affected by
stress and they face more health issues. This study focuses on analyzing the stress
level and the importance of stress management for teachers under high pressure
and high work load in school.
Scope of the study

The scope of the study is extended only to the teachers working in school.
It does not cover teachers working in other school to fulfill the objectives of this
research this study is conducted to analyze the stress management among the
teachers.
Statement of problem
The stress level among teachers decreases the performance and also deteriorates the
physical and intellectual functioning. High stress affects the creative performance and results in
forgetfulness, frequent mistakes, restlessness, lack of concentration irritability. This study is
among the stress level of school teachers.