UNIT- 3- HUMAN RESOURCE MANAGEMENT

UNIT-3: Human Resource Management an enterprise and having regard for the well-being of the
Human Resource Management-Meaning, Nature and individuals and of working groups, to enable them to make
their best contribution to its success”.
Scope, Principles of HRD, Human Resource Planning, Job According to Decenzo and Robbins “HRM is concerned
Analysis – Job Description and Job Specification, Job with the people dimension in management. Since every
organisation is made up of people, acquiring their services,
Enrichment, Job Rotation, Training and Development – developing their skills, motivating them to higher levels of
Purpose and Methods, Performance Appraisal- Purpose, performance and ensuring that they continue to maintain
their commitment to the organisation are essential to
Procedure and Techniques, Discipline and Grievance achieving organisational objectives. This is true, regardless
Procedure. of the type of organisation-government, business,
education, health, recreation, or social action”.
MEANING: Thus, HRM can be defined as a process of procuring,
Before we define HRM, it seems pertinent to first define the developing and maintaining competent human resources in
term ‘human resources’. In common parlance, human the organisation so that the goals of an organisation are
resources means the people. However, different achieved in an effective and efficient manner. In short, HRM
management experts have defined human resources is an art of managing people at work in such a manner that
differently. For example, Michael J. Jucius has defined they give their best to the organisation for achieving its set
human resources as “a whole consisting of inter-related, goals.
inter-dependent and interacting physiological, OBJECTIVES:
psychological, sociological and ethical components”. The primary objective of HRM is to ensure the availability of
According to Leon C. Megginson “From the national point of right people for right jobs so as the organisational goals are
view human resources are knowledge, skills, creative achieved effectively.
abilities, talents, and attitudes obtained in the population; This primary objective can further be divided into the
whereas from the view-point of the individual enterprise, following sub-objectives:
they represent the total of the inherent abilities, acquired 1. To help the organisation to attain its goals effectively and
knowledge and skills as exemplified in the talents and efficiently by providing competent and motivated
aptitude of its employees”. employees.
Sumantra Ghosal considers human resources as human 2. To utilize the available human resources effectively.
capital. He classifies human capita into three categories- 3. To increase to the fullest the employee’s job satisfaction
intellectual capitals, social capital and emotional capital. and self-actualisation.
Intellectual capital consists of specialized knowledge, tacit 4. To develop and maintain the quality of work life (QWL)
knowledge and skills, cognitive complexity, and learning which makes employment in the organisation a desirable
capacity. personal and social situation.
Social capital is made up of network of relationships, 5. To help maintain ethical policies and behaviour inside
sociability, and trustworthiness Emotional capital consists of and outside the organisation.
self-confidence, ambition and courage, risk-bearing ability, 6. To establish and maintain cordial relations between
and resilience. Now it is clear from above definitions that employees and management.
human resources refer to the qualitative and quantitative 7. To reconcile individual/group goals with organisational
aspects of employees working in an organisation. goals.
Let us now define human resource management. Werther and Davis have classified the objectives of HRM
In simple words, HRM is a process of making the efficient into four categories as shown in table 1.2.
and effective use of human resources so that the set goals
are achieved. Let us also consider some important Scope:
definitions of HRM.
The scope of HRM is, indeed, very vast and wide. It
According to Flippo “Personnel management, or say,
includes all activities starting from manpower planning till
human resource management is the planning, organising,
employee leaves the organisation. Accordingly, the scope
directing and controlling of the procurement development
of HRM consists of acquisition, development,
compensation integration, 4intenance, and separation of
maintenance/retention, and control of human resources in
human resources to the end that individual, organisational
the organisation (see figure 1.1). The same forms the
and social objectives are accomplished”.
subject matter of HRM. As the subsequent pages unfold, all
The National Institute of Personnel Management (NIPM) of
these are discussed, in detail, in seriatim.
India has defined human resource/personnel management
as “that part of management which is concerned with
The National Institute of personnel Management,
people at work and with their relationship within an
Calcutta has specified the scope of HRM as follows:
enterprise. Its aim is to bring together and develop into an
1. The Labour or Personnel Aspect:
effective organisation of the men and women who make up
UNIT- 3- HUMAN RESOURCE MANAGEMENT

This is concerned with manpower planning, recruitment, It is the process of setting standards for performance,
selection, placement, transfer, promotion, training and checking to see how actual performance compares with
development, lay-off and retrenchment, remuneration, these set standards, and taking corrective actions as
incentives, productivity, etc. needed.
2. Welfare Aspect: (2) Operative Functions:
It deals with working conditions, and amenities such as The operative, also called, service functions are those
canteen, creches, rest and lunch rooms, housing, transport, which are relevant to specific department. These functions
medical assistance, education, health and safety, recreation vary from department to department depending on the
facilities, etc. nature of the department Viewed from this standpoint, the
3. Industrial Relations Aspects: operative functions of HRM relate to ensuring right people
This covers union-management relations, joint consultation, for right jobs at right times. These functions include
collective bargaining, grievance and disciplinary actions, procurement, development, compensation, and
settlement of disputes, etc. maintenance functions of HRM.
Functions: A brief description of these follows:
We have already defined HRM. The definition of HRM is Procurement:
based on what managers do. The functions performed by It involves procuring the right kind of people in appropriate
managers are common to all organizations. For the number to be placed in the organisation. It consists of
convenience of study, the function performed by the activities such as manpower planning, recruitment,
resource management can broadly be classified into two selection placement and induction or orientation of new
categories, viz. employees.
(1) Managerial functions, and Development:
(2) Operative functions (see fig. 1.2). This function involves activities meant to improve the
These are discussed in turn. knowledge, skills aptitudes and values of employees so as
(1) Managerial Functions: to enable them to perform their jobs in a better manner in
Planning: future. These functions may comprise training to
Planning is a predetermined course of actions. It is a employees, executive training to develop managers,
process of determining the organisational goals and organisation development to strike a better fit between
formulation of policies and programmes for achieving them. organisational climate/culture and employees.
Thus planning is future oriented concerned with clearly Compensation:
charting out the desired direction of business activities in Compensation function involves determination of wages
future. Forecasting is one of the important elements in the and salaries matching with contribution made by employees
planning process. Other functions of managers depend on to organisational goals. In other words, this function
planning function. ensures equitable and fair remuneration for employees in
Organising: the organisation. It consists of activities such as job
Organising is a process by which the structure and evaluation, wage and salary administration, bonus,
allocation of jobs are determined. Thus organising involves incentives, etc.
giving each subordinate a specific task establishing Maintenance:
departments, delegating authority to subordinates, It is concerned with protecting and promoting employees
establishing channels of authority and communication, while at work. For this purpose virus benefits such as
coordinating the work of subordinates, and so on. housing, medical, educational, transport facilities, etc. are
provided to the employees. Several social security
Staffing: measures such as provident fund, pension, gratuity, group
TOs is a process by which managers select, train, promote insurance, etc. are also arranged.
and retire their subordinates This involves deciding what It is important to note that the managerial and operative
type of people should be hired, recruiting prospective functions of HRM are performed in conjunction with each
employees, selecting employees, setting performance other in an organisation, be large or small organisations.
standard, compensating employees, evaluating Having discussed the scope and functions of HRM, now it
performance, counseling employees, training and seems pertinent to delineate the HRM scenario in India.
developing employees. Nature of HRM:
Directing/Leading: 1. HRM involves management functions like
Directing is the process of activating group efforts to planning, organizing, directing and controlling.
achieve the desired goals. It includes activities like getting 2. It involves procurement, development,
subordinates to get the job done, maintaining morale maintenance and management of human resource.
motivating subordinates etc. for achieving the goals of the 3. It helps to achieve individual, organizational and
organisation. social objectives.
Controlling:
UNIT- 3- HUMAN RESOURCE MANAGEMENT

4. HRM is a mighty disciplinary subject. It includes

9. Industrial relations: - Another important area of HRM is
the study of management psychology maintaining co-ordinal relations with the union members.
communication, economics and sociology. This will help the organization to prevent strikes lockouts
5. It involves team spirit and team work. and ensure smooth working in the company.
PRINCIPLES OF HRD
The scope of HRM refers to all the activities that come
under the banner of HRM. The activities are as follows In order to make HRD effective, the following principles
1. Human resources planning: - Human resource must be followed:
planning is a process by which the company to
identify the number of jobs vacant, whether the 1. Corporate Policy on Human Resources: The
company has excess staff or shortage of staff and Company must state its human resources policy
to deal with this excess or shortage. explicitly. The policy should be communicated
2. Job analysis design: - Another important area throughout the organization and should be
of HRM is job analysis. Job analysis gives a vigorously pursued. The survey conducted by the
detailed explanation about each and every job in centre for HRD at XLRI in 1984 revealed that only
the company. Based on this job analysis the 17 out of 53 organizations had a formal stated
company prepares advertisements. policy focusing on HRD.
3. Recruitment and selection: - Based on
information collected from job analysis the 2. Commitment of Top Management: Complete faith
company prepares advertisements and publishes and support of top management is essential for the
them in the news papers. A number of applications success of HRD. Managers all levels will support
are received after the advertisement is published, HRD efforts only when the chief executive
interviews are conducted and the right employee is considers his people as the greatest asset. He
selected thus recruitment and selection are yet must have respect for all individuals. Actions speak
another important areas of HRM. louder than words. The chief executive may take
4. Orientation and induction: - Once the the following actions to promote HRD:
employees have been selected an induction or
orientation program is conducted. The employees (i)Create an enabling culture whereunder
are informed about the background of the individuals can grow up to their full potential.
company. They are told about the organizational (ii)Chair the HRD task force himself.
culture and values and work ethics and introduce to (iii)Attend the initial HRD orientation programmes
the other employees. for line mangers.
5. Training and development: - Every employee (iv)Periodically review the progress of HRD.
goes under training program which helps him to put (v)Commit time and recourses to HRD.
up a better performance on the job. Training (vi)Focus on employee development throughout.
program is also conducted for existing staff that
have a lot of experience. This is called refresher 3. Sound Planning: The HRD needs differs from one
training. Training and development is one area organization to another. Therefore, the HRD needs
were the company spends a huge amount. of the organizations should be properly examined
6. Performance appraisal: - Once the employee and ascertained. Then a plan should be prepared
has put in around 1 year of service, performance for the proper utilization of new skills. Otherwise,
appraisal is conducted i.e. the HR department skilled employees may get frustrated and may
checks the performance of the employee. Based on resign to join some other organization. After this, an
these appraisal future promotions, incentives, action plan should be prepare to develop the
increments in salary are decided. necessary skills. The action plan should focus on
7. Compensation planning and remuneration: - developing the diagnostic and problem solving
There are various rules regarding compensation capabilities of the total organization. Due attention
and other benefits. It is the job of the HR should be given to the internal and external
department to look into remuneration and environment of the organization. Proper linkages
compensation planning. should be created between various sub-systems of
8. Motivation, welfare, health and safety: - HRD.
Motivation becomes important to sustain the
number of employees in the company. It is the job 4. Conducive Climate: HRD efforts can be
of the HR department to look into the different successful only when the climate in the
methods of motivation. Apart from this certain organization is positive a developmental. The main
health and safety regulations have to be followed features of such a climate are:
for the benefits of the employees.
UNIT- 3- HUMAN RESOURCE MANAGEMENT

8. Regular Monitoring:Appropriate mechanisms

(i)Openness or freedom to express one’s ideas and should be created for continuous review of
opinions. progress in the implementation of HRD. Necessary
(ii)Trust and mutuality among people. changes/improvements should be carried out on
(iii)Team spirit or collaboration the basis of such reviews.
(iv)Reasonable freedom for experimentation and
risk taking. Job Analysis - Job Description and Job Specification
(v)A belief that developing the competencies in the Job analysis is primary tool in personnel management. In
employees is the job of every manager/supervisor. this method, a personnel manager tries to gather,
(vi)Faith in the capability of employees to change synthesize and implement the information available
and acquire new competencies at any stage of life. regarding the workforce in the concern. A personnel
(vii)Interest in confronting issues and solving rather manager has to undertake job analysis so as to put right
than hiding problems. man on right job.
There are two outcomes of job analysis :
5. Competent Functionaries: Persons with proven 1. Job description
reputations and skills should be appointed as the 2. Job specification
heads of the HRD departments. The head of the The information collected under job analysis is :
HRD department should directly report to the chief 1. Nature of jobs required in a concern.
executive. This is necessary to ensure status and 2. Nature/ size of organizational structure.
creditability of theHRD department. The HRD 3. Type of people required to fit that structure.
professional should strive for improving the 4. The relationship of the job with other jobs in the
conditions for the growth and development of concern.
employees. 5. Kind of qualifications and academic background
required for jobs.
6. Gradual Approach: HRD requires basic changes 6. Provision of physical condition to support the
in organizational culture. It should be introduced, activities of the concern. For example- separate
therefore, in stages. Eachsubsystems of HRD cabins for managers, special cabins for the
should be sequentially phased and built one over supervisors, healthy condition for workers,
the other. Such phasing may consists of: adequate store room for store keeper.
(i)Geographical Phasing. It means introducing the Advantages of Job Analysis
HRD system in one or two parts in the 1. Job analysis helps the personnel manager at the
organizational and slowly spreading it to other time of recruitment and selection of right man on
parts. right job.
(ii)Vertical Phasing: It implies introducing the HRD 2. It helps him to understand extent and scope of
system at one or two levels in the organization and training required in that field.
expanding it gradually to the other levels. 3. It helps in evaluating the job in which the worth of
(iii) Functional Phasing: It involves introducing one the job has to be evaluated.
function or sub-system of HRD and gradually 4. In those instances where smooth work force is
extending all functions. required in concern.
(iv)Sophistication Phasing: It refers to introducing 5. When he has to avoid overlapping of authority-
simple forms of subsystem and then applying more responsibility relationship so that distortion in chain
sophisticated forms. of command doesn’t exist.
6. It also helps to chalk out the compensation plans
7. Sharing experiences:HRD professionals should for the employees.
continuously exchange their experiences for 7. It also helps the personnel manager to undertake
professional development knowledge in performance appraisal effectively in a concern.
behavioural sciences is growing continuously and, A personnel manger carries analysis in two ways :
therefore, exchange of experiences would help all. a. Job description
The HRD network set up in India publishes a b. Job specification
newsletter. Every organization can write about its 1. JOB DESCRIPTION is an organized factual
HRD experiences in this publication. The India statement of job contents in the form of duties and
society for training and development (ISTD), New responsibilities of a specific job. The preparation of
Delhi and 38 Indian Society for Applied job description is very important before a vacancy
Behavioural. Sciences are other professional is advertised. It tells in brief the nature and type of
bodies which can help HRD managers in developin job. This type of document is descriptive in nature
their professional competencies.
UNIT- 3- HUMAN RESOURCE MANAGEMENT

and it constitutes all those facts which are related to From the above advantages, we can justify the importance
a job such as : of job analysis and it’s related products. Both job
1. Title/ Designation of job and location in the description as well as job specification are important for
concern. personnel manager in personnel management function.
2. The nature of duties and operations to be Therefore, job analysis is considered to be the primary
performed in that job. tool of personnel management.
3. The nature of authority- responsibility
relationships. Job Rotation - Meaning and its Objectives
4. Necessary qualifications that are required Job Rotation is a management approach where employees
for job. are shifted between two or more assignments or jobs at
5. Relationship of that job with other jobs in a regular intervals of time in order to expose them to all
concern. verticals of an organization. It is a pre-planned approach
6. The provision of physical and working with an objective to test the employee skills and
condition or the work environment required competencies in order to place him or her at the right place.
in performance of that job. In addition to it, it reduces the monotony of the job and
Advantages of Job Description gives them a wider experience and helps them gain more
7. It helps the supervisors in assigning work to insights.
the subordinates so that he can guide and Job rotation is a well-planned practice to reduce the
monitor their performances. boredom of doing same type of job everyday and explore
8. It helps in recruitment and selection the hidden potential of an employee. The process serves
procedures. the purpose of both the management and the employees. It
9. It assists in manpower planning. helps management in discovering the talent of employees
10. It is also helpful in performance appraisal. and determining what he or she is best at. On the other
11. It is helpful in job evaluation in order to hand, it gives an individual a chance to explore his or her
decide about rate of remuneration for a own interests and gain experience in different fields or
specific job. operations.
12. It also helps in chalking out training and
development programmes. Job Rotation Objectives
2. JOB SPECIFICATION is a statement which tells us ▪ Reducing Monotony of the Job: The first and
minimum acceptable human qualities which helps foremost objective of job rotation is to reduce the
to perform a job. Job specification translates the job monotony and repetitiveness involved in a job. It
description into human qualifications so that a job allows employees to experience different type of
can be performed in a better manner. Job jobs and motivates them to perform well at each
specification helps in hiring an appropriate person stage of job replacement.
for an appropriate position. The contents are : ▪ Succession Planning: The concept of succession
1. Job title and designation planning is ‘Who will replace whom’. Its main
2. Educational qualifications for that title function of job rotation is to develop a pool of
3. Physical and other related attributes employees who can be placed at a senior level
4. Physique and mental health when someone gets retired or leaves the
5. Special attributes and abilities organization. The idea is to create an immediate
6. Maturity and dependability replacement of a high-worth employee from within
7. Relationship of that job with other jobs in a the organization.
concern. ▪ Creating Right-Employee Job Fit: The success of
Advantages of Job Specification an organization depends on the on-job productivity
8. It is helpful in preliminary screening in the of its employees. If they’re rightly placed, they will
selection procedure. be able to give the maximum output. In case, they
9. It helps in giving due justification to each are not assigned the job that they are good at, it
job. creates a real big problem for both employee as
10. It also helps in designing training and well as organization. Therefore, fitting a right
development programmes. person in right vacancy is one of the main
11. It helps the supervisors for counseling and objectives of job rotation.
monitoring performance of employees. ▪ Exposing Workers to All Verticals of the
12. It helps in job evaluation. Company: Another main function of job rotation
13. It helps the management to take decisions process is to exposing workers to all verticals or
regarding promotion, transfers and giving operations of the organization in order to make
extra benefits to the employees. them aware how company operates and how tasks
UNIT- 3- HUMAN RESOURCE MANAGEMENT

are performed. It gives them a chance to employees bear significant responsibility for their work and
understand the working of the organization and results. In some cases, using enrichment can minimize
different issues that crop up while working. layers of management. Plus, with job enrichment,
▪ Testing Employee Skills and Competencies: employees learn more vertical skills that equip them for a
Testing and analyzing employee skills and higher level position.
competencies and then assigning them the work Benefits to the Employee
that they excel at is one of the major functions of Employees are more mentally stimulated when they take on
job rotation process. It is done by moving them to authoritative, decision-making roles. This keeps them
different jobs and assignments and determining mentally focused on their tasks and the objectives of the
their proficiency and aptitude. Placing them what company. Also, ambitious employees are more likely to
they are best at increases their on-job productivity. stick with an employer if they are trusted to perform higher
▪ Developing a Wider Range of Work Experience: level duties. Better career opportunities may also come as
Employees, usually don’t want to change their area you train for new skills and learn how to work through
of operations. Once they start performing a specific important workplace problems and solutions.
task, they don’t want to shift from their comfort
zone. Through job rotation, managers prepare them HRM - Performance Appraisal Methods
in advance to have a wider range of work Meaning of Performance Appraisals
experience and develop different skills and Performance Appraisals is the assessment of individual’s
competencies. It is necessary for an overall performance in a systematic way. It is a developmental tool
development of an individual. Along with this, they used for all round development of the employee and the
understand the problems of various departments organization. The performance is measured against such
and try to adjust or adapt accordingly. factors as job knowledge, quality and quantity of output,
Job rotation is a well planned management approach that is initiative, leadership abilities, supervision, dependability, co-
beneficial both for employees and operation, judgment, versatility and health. Assessment
What Is the Meaning of Job Enrichment? should be confined to past as well as potential performance
Job enrichment is a common motivational technique used also. The second definition is more focused on behaviors
by organizations to give an employee greater satisfaction in as a part of assessment because behaviors do affect job
his work. It means giving an employee additional results.
responsibilities previously reserved for his manager or other Performance Appraisals and Job Analysis Relationship
higher-ranking positions. In essence, an enriched job gives
the employee more self-management in his duties. Performance Performance
Job Analysis à
Purpose Standards à Appraisals
Job enrichment, job rotation and job enlargement are three Describe the Translate job
Describe the job
examples of ways employers try to make jobs more work and requirements into
relevant strengths
satisfying. Whereas job enlargement adds broader personnel levels of acceptable
and weaknesses
responsibilities to a position, job enrichment gives the requirement of a or unacceptable
of each individual.
employee more vertical authority. The objective is to give particular job. performance
an employee more personal accountability for the work that Objectives of Performance Appraisals
he does. By doing so, the employer hopes that he feels Use of Performance Appraisals
more of a sense of self-worth from his role in the business. 1. Promotions
Autonomy 2. Confirmations
A primary trait of job enrichment is autonomy, meaning that 3. Training and Development
the employee has less responsibility to report on his work 4. Compensation reviews
tasks to a supervisor. This frees him to focus more on his 5. Competency building
work, making decisions and working to accomplish 6. Improve communication
company and career goals. Enrichment reduces that 7. Evaluation of HR Programs
potential of micromanagement from a supervisor, which can 8. Feedback & Grievances
oppress and demoralize an otherwise competent and 4 Goals of Performance Appraisals
capable employee. General Goals Specific Goals
Related Reading: What Is the Role of Job Satisfaction on
Retention? Individual needs
Benefits to the Company Performance feedback
Companies turn to job enrichment as a way of boosting the Developmental Use Transfers and Placements
organizational morale. The more valuable each employee Strengths and Development
feels, the more motivated they are to produce top results. needs
Also, companies can operate more efficiently when Administrative Decisions / Salary
UNIT- 3- HUMAN RESOURCE MANAGEMENT

Uses Promotion 1. Rating Scales: Rating scales consists of several

Retention / Termination numerical scales representing job related performance
Recognition criterions such as dependability, initiative, output,
Lay offs attendance, attitude etc. Each scales ranges from excellent
Poor Performers identification to poor. The total numerical scores are computed and final
conclusions are derived. Advantages – Adaptability, easy to
HR Planning use, low cost, every type of job can be evaluated, large
Training Needs number of employees covered, no formal training required.
Organizational Goal Disadvantages – Rater’s biases
Organizational achievements 2. Checklist: Under this method, checklist of statements of
Maintenance Goal Identification traits of employee in the form of Yes or No based questions
HR Systems Evaluation is prepared. Here the rater only does the reporting or
Reinforcement of organizational checking and HR department does the actual evaluation.
needs Advantages – economy, ease of administration, limited
Validation Research training required, standardization. Disadvantages – Raters
Documentation For HR Decisions biases, use of improper weighs by HR, does not allow rater
Legal Requirements to give relative ratings
Performance Appraisal Process 3. Forced Choice Method: The series of statements
1. Objectives definition of appraisal arranged in the blocks of two or more are given and the
2. Job expectations establishment rater indicates which statement is true or false. The rater is
3. Design an appraisal program forced to make a choice. HR department does actual
4. Appraise the performance assessment. Advantages – Absence of personal biases
5. Performance Interviews because of forced choice. Disadvantages – Statements
6. Use data for appropriate purposes may be wrongly framed.
7. Identify opportunities variables 4. Forced Distribution Method: here employees are
8. Using social processes, physical processes, human and clustered around a high point on a rating scale. Rater is
computer assistance compelled to distribute the employees on all points on the
Difference between Traditional and Modern (Systems) scale. It is assumed that the performance is conformed to
approach to Appraisals normal distribution. Advantages – Eliminates
Disadvantages – Assumption of normal distribution,
Modern, Systems unrealistic, errors of central tendency.
Categories Traditional Appraisals
Appraisals 5. Critical Incidents Method: The approach is focused on
Individualistic, Control Systematic, certain critical behaviors of employee that makes all the
Guiding difference in the performance. Supervisors as and when
oriented, Developmental,
Values they occur record such incidents. Advantages – Evaluations
Documentary Problem solving
are based on actual job behaviors, ratings are supported by
Leadership Directional,
Facilitative, Coaching descriptions, feedback is easy, reduces recency biases,
Styles Evaluative
chances of subordinate improvement are high.
Frequency Occasional Frequent Disadvantages – Negative incidents can be prioritized,
Formalities High Low forgetting incidents, overly close supervision; feedback may
be too much and may appear to be punishment.
Grouped, 6. Behaviorally Anchored Rating Scales: statements of
Rewards Individualistic
Organizational effective and ineffective behaviors determine the points.
TECHNIQUES / METHODS OF PERFORMANCE They are said to be behaviorally anchored. The rater is
APPRAISALS supposed to say, which behavior describes the employee
Numerous methods have been devised to measure the performance. Advantages – helps overcome rating errors.
quantity and quality of performance appraisals. Each of the Disadvantages – Suffers from distortions inherent in most
methods is effective for some purposes for some rating techniques.
organizations only. None should be dismissed or accepted 7. Field Review Method: This is an appraisal done by
as appropriate except as they relate to the particular needs someone outside employees’ own department usually from
of the organization or an employee. corporate or HR department. Advantages – Useful for
Broadly all methods of appraisals can be divided into two managerial level promotions, when comparable information
different categories. is needed, Disadvantages – Outsider is generally not
• Past Oriented Methods familiar with employees work environment, Observation of
• Future Oriented Methods actual behaviors not possible.
Past Oriented Methods 8. Performance Tests & Observations: This is based on
the test of knowledge or skills. The tests may be written or
UNIT- 3- HUMAN RESOURCE MANAGEMENT

an actual presentation of skills. Tests must be reliable and • Comparison of actual goals with goals attained by
validated to be useful. Advantage – Tests may be apt to the employee
measure potential more than actual performance. • Establish new goals and new strategies for goals
Disadvantages – Tests may suffer if costs of test not achieved in previous year.
development or administration are high. Advantage – It is more useful for managerial positions.
9. Confidential Records: Mostly used by government Disadvantages – Not applicable to all jobs, allocation of
departments, however its application in industry is not ruled merit pay may result in setting short-term goals rather than
out. Here the report is given in the form of Annual important and long-term goals etc.
Confidentiality Report (ACR) and may record ratings with 2. Psychological Appraisals: These appraisals are more
respect to following items; attendance, self expression, directed to assess employees potential for future
team work, leadership, initiative, technical ability, reasoning performance rather than the past one. It is done in the form
ability, originality and resourcefulness etc. The system is of in-depth interviews, psychological tests, and discussion
highly secretive and confidential. Feedback to the assessee with supervisors and review of other evaluations. It is more
is given only in case of an adverse entry. Disadvantage is focused on employees emotional, intellectual, and
that it is highly subjective and ratings can be manipulated motivational and other personal characteristics affecting his
because the evaluations are linked to HR actions like performance. This approach is slow and costly and may be
promotions etc. useful for bright young members who may have
10. Essay Method: In this method the rater writes down the considerable potential. However quality of these appraisals
employee description in detail within a number of broad largely depend upon the skills of psychologists who perform
categories like, overall impression of performance, promote the evaluation.
ability of employee, existing capabilities and qualifications 3. Assessment Centers: This technique was first
of performing jobs, strengths and weaknesses and training developed in USA and UK in 1943. An assessment center
needs of the employee. Advantage – It is extremely useful is a central location where managers may come together to
in filing information gaps about the employees that often have their participation in job related exercises evaluated by
occur in a better-structured checklist. Disadvantages – It its trained observers. It is more focused on observation of
highly dependent upon the writing skills of rater and most of behaviors across a series of select exercises or work
them are not good writers. They may get confused success samples. Assessees are requested to participate in in-
depends on the memory power of raters. basket exercises, work groups, computer simulations, role
11. Cost Accounting Method: Here performance is playing and other similar activities which require same
evaluated from the monetary returns yields to his or her attributes for successful performance in actual job. The
organization. Cost to keep employee, and benefit the characteristics assessed in assessment center can be
organization derives is ascertained. Hence it is more assertiveness, persuasive ability, communicating ability,
dependent upon cost and benefit analysis. planning and organizational ability, self confidence,
12. Comparative Evaluation Method (Ranking & Paired resistance to stress, energy level, decision making,
Comparisons): These are collection of different methods sensitivity to feelings, administrative ability, creativity and
that compare performance with that of other co-workers. mental alertness etc. Disadvantages – Costs of employees
The usual techniques used may be ranking methods and traveling and lodging, psychologists, ratings strongly
paired comparison method. influenced by assessee’s inter-personal skills. Solid
• Ranking Methods: Superior ranks his worker performers may feel suffocated in simulated situations.
based on merit, from best to worst. However how Those who are not selected for this also may get affected.
best and why best are not elaborated in this Advantages – well-conducted assessment center can
method. It is easy to administer and explanation. achieve better forecasts of future performance and
• Paired Comparison Methods: In this method each progress than other methods of appraisals. Also reliability,
employee is rated with another employee in the content validity and predictive ability are said to be high in
form of pairs. The number of comparisons may be assessment centers. The tests also make sure that the
calculated with the help of a formula as under. wrong people are not hired or promoted. Finally it clearly
N x (N-1) / 2 defines the criteria for selection and promotion.
Future Oriented Methods 4. 360-Degree Feedback: It is a technique which is
1. Management By Objectives: It means management by systematic collection of performance data on an individual
objectives and the performance is rated against the group, derived from a number of stakeholders like
achievement of objectives stated by the management. MBO immediate supervisors, team members, customers, peers
process goes as under. and self. In fact anyone who has useful information on how
• Establish goals and desired outcomes for each an employee does a job may be one of the appraisers. This
subordinate technique is highly useful in terms of broader perspective,
• Setting performance standards greater self-development and multi-source feedback is
useful. 360-degree appraisals are useful to measure inter-
UNIT- 3- HUMAN RESOURCE MANAGEMENT

personal skills, customer satisfaction and team building or human life or facing the numerous risks involved in
skills. However on the negative side, receiving feedback actual performance. For example, most of traffic rules,
from multiple sources can be intimidating, threatening etc. signals and procedures of driving could be taught in a park
Multiple raters may be less adept at providing balanced and that resembles main road or through a video game
objective feedback. featuring car or twowheeler driving. Piloting planes are
taught using more complex simulations. The methods are
Training and Development Methods indirect but could also be expensive. The method calls for a
1. Classroom Lecture Method: certain level of grasp and information processing capability
This is the most commonly used, simple, cost effective and and transfer of learning on the part of the trainees.
conventional method. It is timesaving because it covers
maximum number of people in a short period of time. It 4. Role Playing Method:
involves a speech by the instructor with very limited Role is a set of expectations around a given position and is
discussions. Clear and direct methods of presentation. determined by the role partners. Roles are always
Weaknesses of the method are that, lecture time is more reciprocal and described in pairs such as trainer-trainee,
than the normal human attention span of fifteen minutes buyerseller, interviewer-interviewee and so on. Playing
and the contents of the lecture could be easily forgotten. roles would entail practical problems like inter-role conflicts,
Since the method does not provide for active participation intra-role dilemmas, role overloads and role under loads. As
on the part of the trainees, the extent of take-home learning a result of these hurdles, role confusion ensues. In order to
is not to be known clearly. Moreover, lecture might be be trained to perform roles, trainees must attain role clarity.
useful only if the presentation is made skillfully. While This may involve negotiation among the role senders and
lecture is a useful method in so far as information role receivers with regard to their expectations with counter
dissemination is the objective, it has not been highly expectations upon one another. Participants in role-play
successful in modifying human behavior or in building method are required to respond to specific problems and
commitments in the audience’s minds. An improvisation of expectations of people that they might actually encounter in
this method is the lecture-cum-demonstration method in their jobs. Role-playing is often used to teach such skills as
which the lecturer reemphasizes a skill or information by interviewing, negotiating, grievance handling, performance
displaying the same in action. appraisal, and buying and selling and effective
communication. It promotes healthy human relations skills
2. Group Discussion Method: among people.
It is a method used to knowledge and attitudinal 5. Case Study Method:
development of trainees. In this method, sets of people It is a written down, narrative description of a real situation
examine several empirical studies to find out commonalities or incident relating to an organization and its business,
to derive the underlying general principles. They then depicting any problem that participants could face in their
combine their ideas and focus their attention on a given employment. Participant trainees are required to propose
problem at a time, speaking from multiple points of view any number of viable solutions or decisions that match the
within a group. An instructor is optional, while a leader is variables represented in the case. Case study can be
necessary in this method. The various advantages of the interest creating and thought stimulating for the participants.
method are that more ideas can be generated from each It helps to develop analytical, reasoning and problem-
session. Moreover each member gets an opportunity to solving skills of the participants. As it shows and reduces
present one’s own ideas and get feedback from members gaps in understanding, a holistic understanding of reality is
of the same group. Peer pressure and commitments made made possible through case study method. It also helps to
to groups serve to ensure adherence to decisions jointly reemphasize messages provided during lectures, group
taken in the group. As a precaution, care must be taken to discussions and other methods. The disadvantage of the
secure the participation of all members and make sure that method might be the difficulty in drawing adequate number
a few members do not pre-determine the course of of stimulating cases that actually represent the real life
discussions or dominate the whole proceedings. situations of the trainees.

3. Simulation Exercises Method: 6. Sensitivity Training or T Group Training or

Simulators are a group of training devices of varying Laboratory training Method:
degrees of complexity that model the real world. They It is a set of experiences in unstructured agenda-less
range from simple paper mock-ups of mechanical devices groups designed to make people aware of themselves (self-
to computerized creations of total environments. In fact, insight), their immediate situation and their own impact on
some argue that case-study, roleplay and a host of other others. Unlike many other programs, T-groups are
methods can be brought under the category of simulation. concerned with the real problems existing within the group
The advantage of simulation methods is that they improve itself. People are helped to become more responsive to
the possibility of learning without damaging the equipments others’ sensitivities and work more harmoniously and
responsibly together by encouraging them to interact freely
UNIT- 3- HUMAN RESOURCE MANAGEMENT

and actively. The members are enabled to recognize group transferable to the job experiences. The participant is
dynamics and diagnose human relationship problems. The usually asked to establish priorities for and then handle a
participants are encouraged to communicate thoughts and number of office papers, such as memoranda, reports,
feelings with each other in an open, unstructured, warm and telephone messages and emails that would typically cross a
honest manner than is typically done in the usual work or manager’s desk. The method has at least two main stages.
social situation. A beneficial outcome of the method is that At the outset, the participant starts by working through the
participants find better means of behavior for effective case within a specified time limit all by himself without
interpersonal relationships without the aid of power or discussing the details with anyone. Subsequently, other
authority over others. The method has to be used carefully participants analyze and discuss the questions of who’s,
as people may resent negative feedback and show anger in which’s, how’s, what’s, where’s, why’s and when’s of each
response. People have to be first prepared well to accept decision or step. The merits of this method include the best
criticism in a constructive manner so that conflicts could be of traditional case study at the same time combining the
managed properly. refinements to allow greater flexibility, realism and
involvement.
7. Management Games Method: The emphasis here is to understand things thoroughly,
Games are used as a training tool, than as mere pastimes which is an opportunity too rarely presented during busy
or amusement. Trainees are divided into teams and are working days. It is done in a permissive atmosphere of
given common tasks on which they would be competing to experimenting and learning, rather than within the confines
arrive at decisions, and then jointly implementing and of a boss subordinate relationship.
evaluating the decisions taken with regard to the games.
For example, blocks of wood would be supplied to every 10. Vestibule Training Method:
team and one of the members would be blind-folded with a This kind of training takes place away from the production
piece of cloth. The person would have to arrange the blocks area on equipment that closely resembles the actual ones
one above the other, as per the instructions and guidance used on the job. It is a type of off-the-job training in which
of the other members. As they set on to reach greater employees get training in a realistic job setting but in a
target heights, the rewards would also grow exponentially. location different from the one in which they would be
This game is used to bring out the nuances of teamwork, working. For example, a group of lathes may be located in a
leadership styles and communication patterns exhibited by training center where the trainees will be instructed in their
the members while playing the game. The demerits of the use. The method is used frequently for training typists and
method are that, at times, games might result in lack of bank tellers, among others. The word ‘vestibule’ means
seriousness in some trainees and that the learning is entrance. Thus vestibule training serves to facilitate full-
indirect and slow. But it helps to convey messages in a non- fledged entry into job. A primary advantage of vestibule
threatening and fun-filled manner. training is that it removes the employee from the pressure
of having to produce while learning. Disturbance of
8. Outward Bound Training (OBT) Method: production or supervisor during training is minimized. The
As part of OBT, managers and other staff members meet disadvantages include the extra investment on equipment
and cohabitate as teams at unfamiliar wilderness out of the and additional persons to be employed as trainers.
workplace and away from the hustles and bustles of daily
life, where they would live in cabins or tents for a certain 11. Apprenticeship Training Method:
number of days. They test their survival skills and learn It combines classroom instructions with on-the-job training.
about their own personality and hidden potentials for It is a method in which trainees at a novice stage called
creativity, cooperation and leadership. Participants get ‘apprentices’, work under the guidance of skilled, licensed
opportunities to learn their limits and capabilities. instructor and receive lower pay than workers. The method
Participants irrespective of their official position and is a combination of education and employment and is
seniority would have to learn to be natural in their behavior aimed at preparing workforce with certain levels of
and get rid of masks worn in an office situation. It is an qualification to meet the growing needs of the industry. The
expensive method and the learning might not be method develops special skills like mechanical, electronic,
transferable to others or to other situations. tailoring, etc. Apprenticeship is traditionally used in skilled
jobs, such as those of plumber, carpenter, machinist and
9. In -basket Training (IBT) Method: printer. The extensive nature of the training assures quality
IBT is a method where the trainee is required to examine a outputs, though time consumed is long. Employees
basket full of papers and files relating to his area of work recruited from the apprenticeship program are expected to
and make recommendations on problems contained in hit the ground running, implying that they would have to
them. This method is meant for trainees in a managerial start performing with efficiency. But uniform duration of
level to improve their decision-making and problem-solving apprenticeship training does not permit slow learners to
abilities. This is a form of simulation training designed reach the levels of mastery like others.
around day to- day business situations and hence is
UNIT- 3- HUMAN RESOURCE MANAGEMENT

12. Work shadowing Method: for active involvement of all the participants who are
This training method is chosen while preparing a second- assigned various roles such as sub-group leader, recorder,
line leader to take up the role of the headship, in which summarizer, presenter etc. A fourth advantage of the LSIE
case, the candidate could not benefit by sending them to is that the group emphasizes on extensive on-the-spot
any other formal training program. The best way to be documentation of viewpoints expressed by people. Finally,
trained for a future executive position would be through the method culminates in the entire large group addressing
direct participant observation of the crucial events that take to the common issues. At this stage, priority is to be set on
place in the present incumbent’s work life. The trainees are areas of intervention and a plan of action is drawn and
made to remain in the company of the role model whose accepted based on voting by members, thereby building
work is to be learnt by the trainees. Trainees learn the commitment of all the participants to implement the agreed
intricacies of a job of high level, by physically being in the upon plans. A disadvantage of the method could be that it
presence of the job-holder. Closely following the styles of requires a lot of volunteers to assist the proceedings.
working permits greater degree of learning besides helping
the trainee to imbibe the values and principles adhered to 15. Personal Coaching Method:
by the model. Yet, care needs to be taken to avoid It is an on-the-job approach in which a manager has the
situations wherein trainees are not warmly welcomed and opportunity to teach an employee, usually his immediate
are seen by supervisors in the department as obstacles to subordinate, on a one-to-one basis. Coaching is helping
their routines. self and others gain new perspectives their intentions and
behaviors, to understand what’s possible and how to
13. Programmed Instruction Method (PIM): access inner resources such as motivation, commitment,
passion, etc. as a coach, the supervisor gently confronts
PIM provides instruction without the face-to-face employees with their shortcomings and makes suggestions
intervention of an instructor. To ensure a sequential for corrective actions. The supervisor is also alert to
approach to learning, instructions are designed in such a encouraging good performance. Coaching is considered to
way that all future learning depends on acquisition and be one of the most effective management development
retention of previous learning. With this method, information techniques. Constant guidance makes the trainee learn
is broken down into small portions called ‘frames’. The quickly.
learner reads each frame in sequence and responds to
questions designed to verify learning. Based on the 16. Mentoring Method:
answers given by the trainees they are provided with Mentoring is an on-the-job approach to training in which the
immediate feedback on response accuracy. If the learners trainee is given an opportunity to learn on a one-to-one
have got all the answers right, they proceed to the next basis from more experienced members of the organization.
frame. If not they repeat the frame. Primary features of this The mentor is usually an older, experienced executive who
approach are immediate reinforcement and the ability of serves as a host, friend, confidant and advisor to a new
learners to proceed at their own pace. Programmed member of the firm. The mentor is given the charge of
instructions may be presented in a book or in computers. protecting and responsibility of helping the new employee.
The relationship may be formally planned or it may develop
14. Large Scale Interactive Events (LSIE) Method: informally. For mentoring to be productive, the parties’
The method has a lot of unique advantages when interests must be compatible and they must understand
compared to other methods. First, this method stresses each other’s learning styles and personalities. If mentors
upon the sharing of expertise by all the participants, unlike form overly strong bonds with trainees, unwarranted
other methods where the instructor supplies most of the favoritism might result. A highly successful mentor-protégé
inputs and might even look down upon trainees as people relationship might create feelings of jealousy among other
who are ignorant or unskilled in the topic being covered. colleagues who are not able to show equally good results
LSIE is based on the belief that all the participants, by virtue out of the mentoring process.
of being in their job for a certain period of time, possess
some degree of expertise that need to be shared and 17. Job Rotation Method:
combined with that of others. This method of training involves the shifting of trainees from
Second advantage is that this method transcends the one job to another so as to widen their exposure and
limitation of other methods in terms of the number of people enable them to obtain a general understanding of the
who could be trained per batch. The major advantage of totality of the organization. Besides helping them to
this method is that a group as large as 300 – 400 members overcome boredom, job rotation permits direct interaction
could be trained simultaneously without losing the with a large number of individuals within the organization,
effectiveness of other training methods. The third thereby facilitating future working relationships. The method
advantage is the use of group processes. While the trainer should be used at sufficient gaps to permit the development
limits his role with a brief but inspiring presentation to of a strong degree of expertise in the trainee in an assigned
stimulate thinking of the participant, the methods paves way position. Care should be taken by the organization to
UNIT- 3- HUMAN RESOURCE MANAGEMENT

ensure that work efficiency does not suffer when a few Internships involve placing young college and university
trainees are rotate into new jobs where they would be students in temporary jobs in which they can earn while
taking time to learn and perform. There could be some they learn, with no obligations towards any regular
disadvantages of using the method of Job Rotation. employment from the side of the employer or from the
Trainees have to be prepared to face contrasting styles of trainee. Such an arrangement enables to provide a fresher
operation and standards that vary according to superiors. the much-needed exposure to an organization and also to
Some trainees might feel more like visiting casual determine the person organization fit. Students divide their
observers in the departments than being a part of the attention between academic activities and practical work
workforce, which would negate the purpose of job rotation. assignments, which help them to internalize the theory and
Employees who are looking for more challenging practices. However, care must be taken to prevent the
assignments might feel frustrated when asked to perform whole process from getting reduced to the fulfillment of
different kinds of simple jobs at the same level. merely an academic requirement rather than being treated
as a stepping-stone towards an illustrious career.
18. Computer-Based Training (CBT) Method:
CBT is a technology-driven training method that takes full 21. Development Centre Method:
advantage of the speed, memory and data manipulation This method is designed based on the structure, styles and
capabilities of the computer for greater flexibility of contents of assessment centres used to assess the
instruction. It involves the trainee sitting in front of a potential of an individual to meet the demands of a higher-
computer terminal rather than listening to an instructor. level managerial position. Multiple facilitators observe the
Learning is enhanced through presentations combining members performing multiple tasks according to multiple
automation, stereophonic sound, full motion video and criteria, using multiple methods. However, the difference in
graphics. Increased speed and decreased dependence on development centers is that they focus their attention on
instructor are the strengths of this method. Computer- helping to improve the potential of the persons participating
Managed Instructions (CMI) is a system that automatically in the sessions. This method of training is found effective in
generates and scores tests, tracks trainees’ performance building leadership, decision-making, goal setting and
and prescribes activities for students. An orderly, step-by- counseling skills in experienced trainees.
step manner is possible by using this method. As additional
advantages, CBT allows reuse of the program for any PURPOSE OF TRAINING AND DEVELOPMENT
number of time and allows for varying time for fast and slow Training is defined by Wayne Cascio as “training consists of
learners. planed programs undertaken to improve employee
But CBT method cannot reduce the learner’s anxiety and knowledge, skills, attitude, and social behavior so that the
fear, which can be done only by a trained instructor. CBT is performance of the organization improves considerably.”
well suited for teaching facts but is less useful for teaching The purpose of training and development can be explained
human skills or changing attitudes. as follows.
19. Behavior Modeling Method: Improving quality of work force :–
This method involves emulation of behavior from a Training and development help companies to improve the
reference group or a role model whose behavior is shown quality of work done by their employees. Training programs
live before the trainees or by using videotapes or Compact concentrate on specific areas. There by improving the
discs (VCD). The method entails recording and producing quality of work in that area.
events or situations with clear descriptions in order to cover Enhance employee growth :-
certain subjects. The footage could be viewed, reviewed Every employee who takes development program becomes
and discussed to enhance learning quality. The advantages better at his job. Training provides perfection and required
of using this method are many. Many events and practice, therefore employee’s area able to develop them
discussions can be put on one tape or CD. It is a handy professionally.
method for small firms that cannot afford more expensive Prevents obsolescence :-
approaches. It is particularly helpful for first-line Through training and development the employee is up to
supervisors. date with new technology and the fear of being thrown out
Observing a powerful model in the audiovisual form could of the job is reduced.
help learn activities like mediating during conflict situations, Assisting new comer :-
handling customer complaints and grievances. The Training and development programs greatly help new
challenges involved in using the method include the high employees to get accustomed to new methods of working,
level of one-time production costs in the initial stage. new technology, the work culture of the company etc.
Moreover, projectors and other expensive gadgets would Bridging the gap between planning and implementation
be required along with continuous power supply. :-
Plans made by companies expect people to achieve
20. Internship Method: certain targets within certain time limit with certain quality
for this employee performance has to be accurate and
UNIT- 3- HUMAN RESOURCE MANAGEMENT

perfect. Training helps in achieving accuracy and during the meeting itself, but the companion must not
perfection. answer questions on the worker’s behalf.
Health and safety measures :-
Training and development program clearly identifies and 4. Decision – Following the meeting, the employer must
teaches employees about the different risk involved in their decide what action is justified and inform the employee
job, the different problems that can arise and how to accordingly in writing. There are four levels of sanction:
prevent such problems. This helps to improve the health
and safety measures in the company. a.Oral warning;
DISCIPLINARY PROCEDURES b.First Written Warning;
c.Final Written Warning;
The Code of Practice applies to misconduct and/or poor d.Dismissal.
performance issues. It does not apply to redundancy
dismissals or non-renewal of fixed term contracts on their If the employee has been guilty of gross misconduct, then
expiry. dismissal may be justified, even for a first offence.
Otherwise, the employer should impose such sanction as
There are five key steps: befits the proven misconduct, taking into account previous
sanctions. A warning will normally only stay on file for a
1.Investigation – A necessary investigation for potential period of one year, after which point it cannot be taken into
disciplinary matters should be carried out without account in relation to later isciplinary action.
unreasonable delay to establish the facts of the case. This
may involve holding an investigatory meeting with the 5. Appeal – When confirming the decision, the employer
employee concerned. It may be appropriate to suspend the should set out the procedure for appealing the decision.
employee whilst the investigation is ongoing. Suspension The employee should let the employer know the grounds
should be as brief as possible and kept under review. If for their appeal in writing and a meeting should be arranged
suspension is considered necessary, it should be with full to hear this. The employee has a right to be accompanied
pay and be made clear to the employee that it is not itself a at the hearing by a Trade Union representative or work
disciplinary action. place colleague.

2. Informing the Employee – If, following investigation Disciplinary Procedures

there is a disciplinary case to answer, the employee should
be notified of this in writing. Notification should contain The Code of Practice applies to misconduct and/or poor
sufficient information about the alleged misconduct or poor performance issues. It does not apply to redundancy
performance and its possible consequences, to enable the dismissals or non-renewal of fixed term contracts on their
employee to prepare to answer the case at a disciplinary expiry.
meeting. This normally includes providing copies of any
evidence which has been collated as part of the There are five key steps:
investigation. The notification should advise the time and
venue for the disciplinary meeting and inform the employee 1.Investigation – A necessary investigation for potential
of their right to be accompanied at the meeting by a Trade disciplinary matters should be carried out without
Union representative or work place colleague. unreasonable delay to establish the facts of the
case. This may involve holding an investigatory meeting
3. Disciplinary – A meeting should be held without with the employee concerned. It may be appropriate to
unreasonable delay whilst allowing the employee suspend the employee whilst the
reasonable time to prepare their case. The employer should investigation is ongoing. Suspension should be as brief as
explain at the meeting the complaint against the employee possible and kept
and run through the evidence that has been gathered. The under review. If suspension is considered necessary, it
employer should give the employee adequate opportunity to should be with full pay and be made clear to the employee
set out their case and answer the allegations that have that it is not itself a disciplinary action.
been made. The employee should also be allowed to ask 2. Informing the Employee – If, following investigation
questions, present evidence and call any relevant there is a disciplinary case to answer, the employee should
witnesses. The employee has the right to be accompanied be notified of this in writing. Notification should contain
at the disciplinary meeting by a Trade Union representative sufficient information about the alleged misconduct or poor
or work place colleague, provided the employee has made performance and its possible consequences, to enable the
a reasonable request for accompaniment. The companion’s employee to prepare to answer the case at a disciplinary
role is limited to addressing the hearing, to put and sum up meeting. This
the worker’s case, respond on behalf of the worker to any
views expressed at the meeting and confer with the worker
UNIT- 3- HUMAN RESOURCE MANAGEMENT

normally includes providing copies of any evidence which

has been collated as part of the investigation. The
notification should advise the time and venue for the
disciplinary meeting and inform the employee of their right
to be accompanied at the meeting by a Trade Union
representative or work place colleague.

3. Disciplinary – A meeting should be held without

unreasonable delay whilst allowing the employee
reasonable time to prepare their case. The employer should
explain at the meeting the complaint against the employee
and run through the evidence that has been gathered. The
employer should give the employee adequate opportunity to
set out their case and answer the allegations that have
been made. The employee should also be allowed to ask
questions, present evidence and call any relevant
witnesses. The employee
has the right to be accompanied at the disciplinary meeting
by a Trade Union representative or work place colleague,
provided the employee has made a reasonable request for
accompaniment. The companion’s role is limited to
addressing the hearing, to put and sum up the worker’s
case, respond on behalf of the worker to any views
expressed at the meeting and confer with the worker during
the meeting itself, but the companion must not answer
questions on the worker’s behalf.

4. Decision – Following the meeting, the employer must

decide what action is justified and inform the employee
accordingly in writing. There are four levels of sanction:

a.Oral warning;
b.First Written Warning;
c.Final Written Warning;
d.Dismissal.

If the employee has been guilty of gross misconduct, then

dismissal may be justified, even for a first offence.
Otherwise, the employer should impose such sanction as
befits the proven misconduct, taking into account previous
sanctions. A warning will normally only stay on file for a
period of one year, after which point it cannot be taken into
account in relation to later isciplinary action.

5. Appeal – When confirming the decision, the employer

should set out the procedure for appealing the decision.
The employee should let the
employer know the grounds for their appeal in writing and a
meeting should be arranged to hear this. The employee has
a right to be accompanied at the hearing by a Trade Union
representative or work place colleague.