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• The key functions of HRM include recruiting people, training them, appraising
their performance, motivating them, ensuring their health and safety, managing
workplace communication, and so on.
1 Learning Objectives 6
7 Let’s Sum Up 15
• Explain human resource management
Objectives of HRM
Societal objectives
Organisational objectives
Functional objectives
Personal objectives
3. Human Resource Management
Scope of HRM
Personnel
Employee Union-labour research and
assistance relations information
system
4. Human Resource Management
HR
department
Personnel
Staffing Organisational Ethics and Training and
transaction
management development labour development
management
Functions of HRM
Manpower planning
Job analysis
Compensation management
Performance appraisal
Employee grievances
Challenges in HRM
Change management
Employee empowerment
Workforce diversity
Business expansion
Personnel Management
• The concept of PM was used by organisations before the concept of HRM came
into existence in the mid-1980s.
• The two concepts PM and HRM are confused with each other. However, there are
certain differences between the two. HRM is a modern approach to people
management while PM is a traditional one.
Strategic Management and HRM
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Chapter 2: Human
Resource Planning
Chapter Index
S. No Reference No Particulars Slide
From-To
1 Learning Objectives 20
7 Let’s Sum Up 39
• Explain the concept of human resource planning
• The term planning can be defined as a process of finding out a course of action for
the accomplishment of organisational goals and objectives.
• The process of planning starts with taking into consideration the current
operations of an organisation and finding out the areas of improvement for the
upcoming year.
• HRP is also called manpower planning as it involves putting the right people at
the right job at the right time so that organisational goals and objectives can be
met within the stipulated time.
2. Human Resource Planning
• HRP is needed to identify the skills and competencies of managers who might be
selected either internally within a public sector enterprise or externally from
other public enterprises.
• Most organisations face high lead times between operations, which create
unnecessary delays in product delivery. These lead times can be reduced if
organisations have a competent workforce in place. Hiring efficient workplace can
be possible through effective HRP.
3. Human Resource Planning
• To ensure that the entry and exit of people in the organisation are continually
monitored and any problem occurring at any stage of the process is immediately
sorted.
Reviewing business
goals
Scanning the
environment
Balancing manpower
demand and supply
Implementing and
monitoring the HR plan
2. Process of Human Resource Planning
2. Scanning the environment: In this step, the HR personnel determine the number
of people required to meet organisational goals and objectives.
3. Balancing manpower demand and supply: This step involves bringing manpower
demand and supply at an equilibrium position.
4. Implementing and monitoring the HR plan: After equalising demand and supply,
the HR plan is to be taken into action.
1. Techniques of HR Demand Forecasting
Techniques of HR
demand forecasting
Qualitative Methods
Qualitative
methods
Quantitative Methods
Quantitative
methods
Ratio trend
Trend analysis Work study
analysis
method method
method
5. Techniques of HR Demand Forecasting
2. A historical trend of the business factor is plotted with respect to the number of
employees. From this, a labour productivity ratio can be established.
3. In this step, the current labour productivity ratio is compared with the ratios of
the last five years and the differences or changes are noted.
• Ratio trend analysis method: This is a method used to forecast HR demand based
on the ratio of production level and the availability of workers.
• Work study method: This method, also called work-load analysis, is used to
estimate total production and predict activities for a certain period in the future.
This method is used when the estimated workload is easily measurable.
7. Techniques of HR Demand Forecasting
Factors affecting
HR demand
forecasting
• It ensures that the right people are placed at the right job at the right time,
which, in turn, helps organisations to mitigate various business risks like change
in technology, economic fluctuations, etc.
• HRP ensures that employees with desired skills and knowledge are available to
work under challenging situations, such as expansion and diversification.
• HRP estimates the cost of human resource, such as salary and other benefits;
thereby formulating HR budget for various departments of an organisation. This
ultimately helps in the preparation of an overall organisational budget.
1. Challenges in Human Resource Planning
• Planning HR requirements involves high cost, time, and efforts. However, HRP
can be a challenge for organisations lacking in funds.
• The selection of the right demand forecasting technique can be a major difficulty
in HRP. This is because the selection of a technique depends on various factors
like organisational budget, level of expertise available, stipulate time, etc.
2. Challenges in Human Resource Planning
• Effective HRP process helps organisations to identify vacant positions and the
skills and expertise required and to attract people to apply for those positions.
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Chapter 3: Job Analysis
and Job Design
Chapter Index
1 Learning Objectives 44
7 Let’s Sum Up 63
• Explain the concept of job analysis
• Each job has certain specifications as per the skills required to perform that job.
To assign the right jobs to the right people and maintain a flow of operations, it is
important for an organisation to analyse jobs.
Step 1
Step 2
Determining the
purpose of job Step 3
analysis Communicating
the objectives Step 4
Conducting job
analysis Step 5
Developing job
description and
job specification Maintaining and
updating job
description and
job specification
4. Job Analysis
Job content
Job context
Job requirement
5. Job Analysis
Interviews
Questionnaire
Observation
Participant’s diary/logs
1. Job Description
• It divides a job into various sub-jobs and explains the nature of each sub-job.
The main aim of job description is to differentiate a particular job from other
jobs in an organisation and decide the outer limits of that job.
2. Job Description
• It ensures that the duties and responsibilities of employees are aligned with the
organisation’s vision.
• It provides a basis for deciding job structure and measuring job performance.
• Job description lays the foundation for fair pay and grading systems.
3. In this step, various key responsibilities are identified from the raw data.
4. After the roles and responsibilities are finalised, they are ranked in an order
based on their priority.
• Job specification helps in determining what type of people are required to fill
particular job positions in an organisation.
2. Job Specification
Physical specifications
Mental specifications
Behavioural specifications
1. Job Design
• Job design can be defined as a process of specifying and arranging work activities
of individuals or groups in an organisational setting.
• The main objective of job design is to establish job structures in a manner that
they meet the organisation’s requirements as well as personal and individual
needs of jobholders.
2. Job Design
Analysing tasks
Designing jobs
Job rotation
Job enlargement
Job enrichment
Job simplification
2. Approaches to Job Design
Job Rotation
• Job rotation, one of the most commonly used job design approach, involves
shifting an employee from one job to another with an aim to add variety and
prevent monotony.
• Sometimes it also involves making certain alterations in the existing job profile of
an employee so that the job does not appear repetitive.
• Job rotation enables employees to bring out their creative instincts and maximum
potential.
3. Approaches to Job Design
Job Enlargement
• Job enlargement is a method of expanding the scope of a job with the addition of
some more tasks and duties to it.
• The main aim of job enlargement is to make the existing profile of the employees
appealing.
• The additional tasks or duties do not require new but can be performed by using
similar skills and efforts.
4. Approaches to Job Design
Job Enrichment
• Job enrichment is a process in which employees are given opportunities to utilise
their abilities by participating the decision-making process of an organisation.
• The concept of job enrichment was proposed by Herzberg in the 1950s in his two-
factor theory of motivation. According to him, a job can be enriched when it
involves the elements of enthusiasm, challenge, and vision.
5. Approaches to Job Design
Job Simplification
• Job simplification is a process wherein a job is broken into smaller tasks to make
the job easier and interesting.
• The divided tasks are assigned to employees as individual jobs. This improves the
productivity of employees by reducing their mental and physical efforts.
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Chapter 4: Recruitment
and Selection
Chapter Index
1 Learning Objectives 68
5 Let’s Sum Up 87
• Explain the concept of recruitment
• The process of finding and attracting talented applicants for a particular job
position in an organisation is called recruitment.
• Recruiting new people helps organisations to get jobs done in order to meet
organisational goals and objectives and improve its productivity.
• It lays a foundation for the selection of the right candidate for the right job.
• Recruitment helps in analysing both the current and future human resource
requirements of the organisation.
• Human Resource Planning (HRP): Effective HRP helps to identify gaps in the
existing workforce of an organisation.
6. Recruitment
Promotions
Transfers
Former employees
Employee referral/recommendations
8. Recruitment
Process of Recruitment
Recruitment planning
Strategy development
Searching
Screening
• The main purpose of selection is to find out the best candidate available from a
large group of people to do the required job successfully.
• Thus, organisations need to have capable HR personnel who can ensure the right
people with the right potential.
2. Selection
Process of Selection
Conducting preliminary interviews
1. Preparing for the interview: The interviewer must prepare for the interview
before actually conducting it.
Selection in India
• Selection practices spread across various sectors in India, for example, IT,
judicial, oil and gas, manufacturing, healthcare, engineering, hospitality, etc.
• In the IT sector, many IT companies used the structured interviews and reference
checks in their selection process.
• Indian Oil, a top public sector oil and gas corporation, uses application blanks,
resumes, mental ability tests, work samples, personality tests, etc. as a part of its
selection practices.
• Various personality tests and structured interviews are used as a part of best
selection practices by Indian manufacturing companies.
• Global organisations face some major problems during the selection of potential
candidates. One such major problem is cultural variations among nations.
• The working patterns, lifestyle and the overall environment are also quite
different in America, Europe, Australia, etc.
• Moreover, some countries prioritise certain selection trends while other countries
take alternative routes.
1. Outsourcing
• Outsourcing has enabled business enterprises to acquire all types of physical and
intellectual resources from around the world to carry out their operations.
Strategic thinking
Contract development
Outsourcing HR in India
• Human resource outsourcing in India is currently becoming popular among the
masses.
• The process of finding and attracting talented applicants for a particular job
position in an organisation is called recruitment.
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Chapter 5: Induction and
Orientation
Chapter Index
1 Learning Objectives 92
• The main aim of induction is to familiarise newly appointed employees with the
organisation’s vision, mission, goals, and objectives. An induction generally
provides a brief introduction about the history, culture, values, functions,
processes, products and services, and policies and standards of the organisation
to new employees. Moreover, employees are communicated the expectations of the
organisation from them.
2. Induction
Process of Induction
Step 1
Step 2
Collecting
employee Step 3
Identifying
information Step 4
the
Defining
objectives Step 5
the
of the Deciding
audience
induction the content
Providing
program and mode
feedback
of delivery
3. Induction
• If an employee leaves the organisation, the time, money, and efforts spent on the
induction process gets wasted.
1. Orientation
• However, it is not sufficient for employees to be only aware of work culture of the
organisation to perform effectively.
Types of Orientation
• General or specific orientation: A general orientation program is conducted for all
new recruits irrespective of their departments and profiles. In such a program,
employees are made aware of the dos and don’ts of their jobs, general safety
measures, precautions to be taken while performing their jobs, etc. On the other
hand, a job-specific orientation program aims at providing employees with
specific information about their job profile.
Process of Orientation
Step 1
Step 2
Reviewing
the Step 3
organisation’s Determining
policy and the objectives Step 4
Determining
expectations of the the type of
orientation Step 5
orientation Deciding the
program mode of
program Taking
delivery
feedback
4. Orientation
Clear objectives
Well-defined audience
Accurate information
Appropriate methodology
Let’s Sum Up
• The need for induction can be understood from the perspective of both the
organisation and employees.
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Chapter 6: Competency
Mapping and Assessment
Centres
Chapter Index
• Competency mapping enables both the organisation and employees to identify the
areas of improvement of employees’ performance.
Types of
competencies
Collecting information
1. Preparing for the model: This is the first and foremost step in the process of
developing a competency model wherein the purpose of the model is defined.
3. Building the model: This step involves grouping and sub-grouping skill sets into
competencies; for example, decision-making, problem-solving, interpersonal
skills, etc.
5. Competency Mapping
4. Implementing the model: This step involves putting the established model into
practice.
5. Evaluating and updating the competency model: This is the final step in the
competency model development process where a thorough evaluation is carried out to
assess how much are the resultant competencies beneficial to the organisation.
6. Competency Mapping
• For this, they need to strive hard to attract a large customer base and offer high-
quality products and services in the market.
• In assessment centres, candidates (who apply for higher positions) are given real-
life exercises.
• During the early days, the Office of Strategic Studies in the US used assessment
centres to appoint spies during the Second World War.
• In the following years after the Second World War, various American private
companies started using assessment centres to select people, notably, American
Telephone and Telegraph Company (AT&T) in 1956.
• Other large American companies, such as IBM, GE, and Sears, also started
using assessment centres in their selection process.
Measurement Tools
Measurement
tools
Simulation
tools
Leaderless In-basket
Role playing Presentations Work sample
group exercise exercise
6. Assessment Centres
Elements of
a test
• Not only this, interviews also enable the applicant to have a fair idea of the job
requirements.
• Thus, interview questions must be designed in such a way that they provide
adequate job-related information to candidates.
8. Assessment Centres
• In assessment centres, candidates (who apply for higher positions) are given
real-life exercises.
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Chapter 7: Training and
Development
Chapter Index
S. No Reference No Particulars Slide
From-To
• This not only leads to the development of employees but also increases their
productivity; thereby leading to organisational effectiveness.
• Training leads to the building of efficient and effective teams; thereby enabling
the organisation to quickly respond to changes in the business environment.
• It improves the knowledge of employees about their job roles, which leads to
enhanced productivity and organisational effectiveness.
4. Concept of Training
• Training enables employees to identify their strengths and use them as well to
recognise their weaknesses and correct them.
5. Concept of Training
Stakeholders in Training
• Top management: A training program cannot be conducted without the consent of
the top management. This is because it is the top management that allocates
resources for conducting any training program.
Process of Training
Reviewing Deciding
Assessing
organisational training
training needs
objectives objectives
• Many organisations find it difficult to look for a trainer who has skills to train
people from different backgrounds.
• Determining the type and design of the training for a diverse audience is also
sometimes difficult.
8. Concept of Training
Acceptance of participants
Technological advancement
• Job training or orientation: This training is given to both new and existing
employees. Orientation aims at making employees aware of job roles,
responsibilities, and accountabilities.
• Training for promotion: There are some employees in organisations who tend to
perform better than their existing job roles. Many organisations identify and
appreciate these employees by giving them special training that can prepare
them for the next promotion. As promotion leads to changes in job roles and
responsibilities of employees, training needs to be given. In this way, employees
are trained to get promotion and perform efficiently.
1. Methods of Training
• Job rotation
• Assignments
• Apprenticeship
• Internship
• Orientation
2. Methods of Training
Off-the-job training methods: In this method, trainees are sent to the location
outside the actual workplace to acquire new skills and knowledge. Off-the-job
training may be provided by certified trainers within the organisation or external
trainers. Some of the common off-the-job training methods include:
• Classroom lectures
• Audio visual
• Case studies
• Role playing
• Simulation
• Vestibule training
3. Methods of Training
• Sometimes employees are asked to handle some of the tasks related to their
future job position. For instance, an employee may be asked to handle a team in
case he/she has been considered for a team leader in the future.
2. Concept of Development
• Methods of training are broadly classified into two categories on-the-job training
and off-the-job training.
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Chapter 8: Human
Resource Development
Chapter Index
S. No Reference No Particulars Slide
From-To
• Poor performance: If employees lack the required skills and are demotivated,
they would not perform as per the expectations, which adversely affect the
organisation’s productivity.
• Launch of new products: Organisations need to introduce new products from time
to time to stay ahead of competition.
Levels of needs
Organisational
Work level Personal level
level
5. Meaning of Human Resource Development
• Organisational level: The need for HRD arises at the organisational level when
an organisation alters its business strategy with respect to the changes in the
business environment.
• Personal level: Employees are motivated to perform effectively if they have the
right attitude and a high level of motivation and satisfaction.
6. Meaning of Human Resource Development
Objectives of HRD
• To respond quickly to the changing business environment.
Scope of HRD
• Training and development: HRD programs are designed to train employees in
particular jobs.
Functions of HRD
Needs Assessment
Design
Implementation
Evaluation
2. Process of HRD
1. Needs assessment: This is the first step that involves determining the need for an
HRD program in an organisation. This is done by identifying gaps in the
performance of employees.
2. Design: After the objectives are identified, the next step is that the program
should be designed in such a way that the set objectives can be met effectively.
3. Implementation: This is the next phase of the HRD process where the designed
HRD program is put into practice so that the identified objectives can be met.
4. Evaluation: This is the final step of the HRD process where the effectiveness of
the designed HRD program is measured. In this step, it is checked whether the
designed HRD program has met the set objectives.
3. Process of HRD
The four phases of the HRD process together referred to as ‘A DImE’ framework, is
shown below:
1. Types of HRD Systems
Career system
Work system
Development system
Self-renewal system
Culture system
2.Types of HRD Systems
• Career system: This system focuses on attracting new employees and retaining
the existing ones so that an organisation can continuously achieve its
performance.
• Work system: HRD ensures that the employees are attracted and retained
effectively so that the organisational objectives are met.
• Effective linkage: An HRD program can be effective if all HRD functions, such as
performance appraisal, training, and career development are aligned with each
other.
• Clear objectives: An HRD program must follow a set of clearly defined objectives
in order to be effective. It is essential that HRD objectives must be defined based
on the needs of employees, organisational requirements, and changes in the
external and internal business environment.
• Feedback from employees: An effective HRD program always has room for
feedback so that the loopholes of the program can be identified and corrected.
2. Effectiveness of HRD
• Coal India Limited (CIL) has an effective HRD program in place which focusses
on developing existing human resources.
• The main objective of this program is to enhance the skills and competencies of
employees by providing training in different areas like technical, management,
etc. for their future growth and development.
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Chapter 9: Career
Planning and Succession
Planning
Chapter Index
• In other words, career can be defined as changes that take place in the work
attitude of individuals when they pass through the different stages of life. This is
the subjective view of the word career.
Career Stages
Exploratory stage
Establishment stage
Maintenance stage
Decline stage
3. Definition of Career
1. Exploratory stage: This is the pre-employment stage that takes place before
individuals get into any job. This stage generally ends in early and mid-twenties
for most people. This stage is crucial for individuals as it is the period when
individuals explore and analyse their goals and objectives and prepare their
mind-sets accordingly. It is about self-exploration where individuals identify
their goals and interests. Career objectives in this stage are often influenced by
parents, teachers, and peer groups.
2. Establishment stage: This stage normally begins when individuals join their
first job. They make mistakes and are full of anxiety about their professional life.
As it is the first job experience for individuals, they strive to establish a position
in the society and get recognised for their work.
4. Definition of Career
3. Maintenance stage: After individuals enter into their professional life, they
strive to maintain stability in their jobs. Thus, this stage is referred to as the
maintenance stage.
4. Decline stage: This is the last stage of individuals’ career where they retire and
take leave from their organisations to provide job opportunities to successors.
Irrespective of having a glorified career or dismissal one, this stage comes to
every individual. Different people react differently to this stage. For some, it is
the end of creativity and being active, while others welcome it as a relief from
work pressure and stress. Many people also consider this stage as an
opportunity to socialise with their friends and family members.
5. Definition of Career
Career Anchors
General managerial
Technical/functional
Security/stability
Entrepreneurial creativity
Service/dedication to a cause
Pure challenge
Autonomy/independence
Lifestyle
1. Career Planning
• People always come across a phase when they feel overwhelmed by a job or
career they are into.
• In such a case, they generally fail to plan the changes they need to make for
their career growth and development.
The main aim of career planning is to enable individuals to making right career
choices. However, career planning is influenced by various factors. Some of these
factors are explained as follows:
• Skills and abilities: The skills and abilities of an individual play an important
role in his/her career planning. The chosen education and training program
must be in sync with the actual skills and capabilities of an individual. A lack of
sync between the education and actual skills may result in making wrong career
choices.
3. Career Planning
• Values and interests: Career planning is highly influenced with one’s areas of
interests. Different individuals have different areas of interests based on which
they look for suitable career options. Any mismatch between the areas of
interests and career options largely affect the career planning process.
• A good career plan not only helps individuals in their career growth but also
helps the organisation in meeting its goals and objectives.
Performing self-assessment
• Decline in career opportunities also affects career planning. The decline may
occur because of changes in internal and external business environment of an
organisation. For example, with the advent of computers, the career
opportunities for clerks declined. The decline generally results in career shifts.
• A lack of knowledge about one’s aspirations and interests leads to the mismatch
of needs and opportunities. This results in career complications.
1. Succession Planning
• To give a quick response to organisational changes that may take place in the
future.
Developing
Identifying key Identifying the
succession
positions talent pool
strategies
Implementing
Evaluating the
succession
plan
strategies
4. Succession Planning
• It may have the wrong timing of implementation when the organisation is still
immature. This will induce disharmony among employees leading to poor
business growth.
Let’s Sum Up
• Just like career planning, an organisation prepares a replacement plan for its
key positions. The process of preparing such a plan is called succession planning.
It prepares organisations to fill the vacancies of their key positions.
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Chapter 10: Performance
Management
Chapter Index
• The term performance management was coined by Dr. Aubrey Daniels in the late
1970s to describe a technology used for managing the two critical elements of
performance, behaviour and results.
• In the late 1970s and early 1980s, many Indian organisations started using
performance appraisal to evaluate employee behaviour and develop employee
capabilities.
• Employees are the most important and valuable sources for an organisation’s
growth and progress. Therefore, an organisation needs to motivate and reward its
employees from time to time in order to ensure their continuous performance.
• It focuses on developing new skills of employees so that they may hold various
key positions in the future.
Performance
appraisal methods
Past-oriented Future-oriented
methods methods
5. Meaning of Performance Appraisal
• Forced choice method: This method requires the appraiser to provide rating to an
employee from a set of descriptive statements.
• Forced distribution method: Assumes that In this method, the performance level
of employees is matched with a normal statistical distribution.
7. Meaning of Performance Appraisal
Personnel decisions
Employee motivation
Biasness
Resistance
Recency effect
11. Meaning of Performance Appraisal
• Potential appraisal develops the sense of reality among employees, which refers
to an individual’s way of interpreting a situation.
Self-appraisal
Psychometric tests
Management games
Leadership exercises
Let’s Sum Up
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Chapter 11: Compensation
and Rewards ECONOMICS
Chapter Index
Compensation includes not only salary and wages, but also the direct and indirect
rewards and benefits. The following are the different forms of compensation:
• Indirect financial compensation: It mainly includes financial rewards that are not
a part of direct compensation, such as benefits, leaves, retirement plans, and
educational facilities.
Significance of Compensation
The following points explain the significance of compensation in an organisation:
• Retaining employees
Components of Compensation
Basic pay:
wages and salary
Allowances:
Base compensation
TA, DA, HRA
Direct incentives:
Compensation commission, bonus, long terms incentives
Fringe benefits:
retirement, safety, security benefits
Supplementary
compensation
Indirect incentives:
perquisites, employee stock options
4. Concept of Compensation
Theories of Compensation
The two most important theories that have been developed are reinforcement theory
and equity theory.
• Equity theory: John Stacey Adams (1963) propounded the equity theory wherein
“every employee wants to arrive at equity in the rewards provided to him or her”.
This theory holds the meaning of equity in terms of the perception of an employee
not the employer.
5. Concept of Compensation
Industry Compensation
• Organisations sometimes need to compare their compensation structure with that
of other organisations in the industry in order to gauge whether their employees
are overpaid or underpaid. For this, organisations need to consider data on the
labour market, labour demand and supply, and other data relevant to labour law.
Executive Compensation
Executive compensation are the monetary and non-monetary benefits given to
employees working at upper level management of an organisation. The main
components of executive compensations are:
Cash compensation
Executive benefits
Perks
7. Concept of Compensation
Compensation Administration
Compensation administration is a systematic process that involves a number of
steps: Job analysis
Job evaluation
Job pricing
International Compensation
International compensation can be defined as the combination of monetary and non-
monetary rewards that are offered to expatriates (professional or skilled workers
living in a foreign country) for their performance. Components of international
compensation are:
• Allowances
• Taxes
• Spousal assistance
9. Concept of Compensation
Concept of Remuneration
Remuneration is payment made to an employee in exchange for work or services
he/she performed. It includes both wages and salary and other benefits. It is
influenced by various factors.
• Internal Factors: These are the factors that exist within the organisation.
Therefore, these factors can be controlled.
Fringe Benefits and Fringe Benefit Tax (FBT)
Organisations also have to pay taxes in lieu of the benefits that they provide to their
employees. These taxes are known as fringe benefit taxes (FBT). In the year 2009,
FBT was abolished by the government of India as a part of 2009-10 budget.
1. Reward Management
• A process of developing reward strategies and putting them into practice is called
reward management.
• A reward system comprises standards, rules, and procedures associated with the
allocation of benefits or rewards to employees with an aim to gain their
commitment towards organisational goals.
• The main components of reward systems are base salary, incentives (both short
term and long term) and other benefits (for example, pension programs, medical
programs).
2. Reward Systems
Monetary reward
system
Non-monetary
reward system
Additional reward
system
3. Reward Systems
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Chapter 12: HR Audit and
Accounting
Chapter Index
Process of HR Audit
• In other words, HRA is a future approach that reflects the potential of human
resource in monetary terms.
• HRA acts as an important tool to human asset control and provides information
to an organisation whether the asset is appreciated, depleted, or conserved.
2. HR Accounting
Methods of HR Accounting
Methods of HRA
Components of HRIS
• Input: This component enters employee data into HRIS. The processes and
procedures needed for data collection are initially established. Once the data is
collected, it is entered into the system in a coded form. Next, the data is validated
using validation tables, which can be changed or updated whenever needed.
• Data maintenance: This component of HRIS updates the data which is stored in
the storage device. Although new data is included in the system, the old data is
also kept as a backup.
Types of HRIS
Types of HRIS
Operational
Tactical HRIS Strategic HRIS
HRIS
4. HR Information Systems (HRIS)
• HRA acts as an important tool to human asset control and provides information
to an organisation whether the asset is appreciated, depleted, or conserved.
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