HR research, HR Policies and Validity generalisation of HR

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HR research, HR Policies and Validity generalisation of HR


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HR Research, HR Policies and Validity Generalisation of HR Dr. G C Mohanta, BE(Mech), MSc(Engg), MBA, PhD(Mgt) Professor :

HR Research, HR Policies and Validity Generalisation of HR Dr. G C Mohanta, BE(Mech), MSc(Engg), MBA, PhD(Mgt) Professor

HR Research:

HR Research

HR Research:

HR Research HR research may be defined as the systematic investigation of a problem related to human resource management with a view to solve the problem or to derive principles governing the solution of the problem

Objectives of HR Research:

Objectives of HR Research To build knowledge Research is a source of enhancing knowledge it provides verifiable clues to solve the problems it provides most efficient relationships which otherwise might have never been observed or verified To evaluate current HRM practices Research helps in systematic evaluation of current HRM practices It provides clues for replacing many practices which are not in tune with effective utilisation of human resources

Objectives of HR Research:

Objectives of HR Research To anticipate HRM problems Proactive organisations anticipate changes through researches Formulate their strategies and policies to take the advantages of changing situations

Need for HR Research:

Need for HR Research To build upon existing knowledge – HR research contributes significantly for building up of the existing HRM knowledge To evaluate proposed programmes , practices and activities - These are needed to be appraised thoroughly, before implementation, - HR research provides necessary information for evaluation To evaluate current and new policies and practices – The action research provides for implementation of policies and practices based on the results of research To anticipate personnel problems – HR problems are the outcome of employees’ dissatisfaction over several issues, - HR research can predict the possible problems and suggest measures for their prevention

Areas of HR Research:

Areas of HR Research Human resource planning process Recruitment and selection process Training and development Performance and potential appraisal Compensation management Motivation of personnel Leadership and supervision Employee benefits and services

HR Research Process:

HR Research Process Statement of Purpose Statement of Problem Statement of Methods and Procedures Data Collection and Analysis Statement of Results and Implications

HR Research Techniques:

HR Research Techniques Historical studies Case studies Survey Method Action Research Method

HR Policies:

HR Policies

HR Policies:

HR Policies HR Policies can be defined as pre-made management decisions affecting the employer-employee relationship Policies are general statements that guide thinking and action in decision making A policy is a plan of action

Functions of HR Policies:

Functions of HR Policies Establishing the standards and expectations the employer has of employees Defining the benefits and privileges offered to employees Providing a structure for compliance with legislation affecting the employer-employee relationship Establishing a basis for certain personnel actions Helping to ensure consistent treatment of employees

Objectives of HR Policies:

Objectives of HR Policies Maximum use of human resources –Best use of manpower can be ensured when employees are scientifically selected & placed on a suitable job; - Personnel policies define the job and their responsibilities and then help in their proper handling Personnel development – Personnel policies must encourage healthy and constructive competition among the workers - So that employees may be motivated for their maximum development

Objectives of HR Policies:

Objectives of HR Policies Sound industrial relations – The efficiency of a business to a large extent depends upon industrial peace; - Personnel policies aim at maintaining sound industrial relations Proper recognition of workforce and protection of their prestige Safeguarding the interests of labour and management

Need of HR Policies:

Need of HR Policies To achieve the objectives of the organisation To achieve uniformity in decisions To delegate authority To achieve better control To evaluate efficiency To create confidence among employees To motivate the employees To guide the management

Scope of HR Policies:

Scope of HR Policies Recruitment and hiring of employees Terms and conditions of employment Manpower planning and development Industrial relations Communication with employees on all levels

Factors Affecting HR Policies:

Factors Affecting HR Policies Laws of the country Social values and customs Management philosophy and values Stages of development Financial position of the organisation Union objectives and practices Types of workforce

Steps in Formulation of HR Policies:

Steps in Formulation of HR Policies Identifying the need Gathering information Examining policy alternatives Putting the policy in writing Getting approval Communicating the policy Evaluating the policy

Validity Generalisation of HR:

Validity Generalisation of HR Test validation is used in terms of separate validation efforts for each test on each job In the simplest form of validity generalisation , one firm uses the validity results of another firm, but both firms are interested in using the same test to select persons for the same job Validity generalisation can be done with help of Position Analysis Questionnaire (PAQ) which was designed to describe a wide variety of jobs using a common set of job dimensions Job component validity system allows an organisation to conduct the job analysis of a job, using the PAQ then rely on already established relationships to construct a recommended test battery for use in selecting persons for the job in question

Validity Generalisation of HR:

Validity Generalisation of HR Frank Schmidt and Job Hunter have compiled an enormous amount of data clearly indicating that many of the differences we observe in the validity of a given test, across different jobs, can be attributed to problems of unreliability and measurement, rather than true differences in the predictability of performance Certain types of tests , such as, intelligence tests are related to performance on virtually all jobs These tests predict performance better than alternatives do and so there is no need to conduct any validity studies An organisation can simply use these tests for selection and know it is selecting the best people

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