HRM MODULE B OF GENERAL BANK MANAGEMENT

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HRMMODULE B OF GENERAL BANK MANAGEMENT

• P BALACHANDRAN
• DIRECTOR OF ACADEMIC AFFAIRS
• INDIAN INSTITUTE OF BANKING AND FINANCE
• dran _at_ vsnl.net

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1)Some important areas

• Importance of HRM as a crucial function of any
  organisation
• Need to link the individual satisfaction with the
  growth of the organisation
• Subsystems of HRM to achieve this noble goal
• HRM and HRD- differences

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2)HRM- BROAD FUNCTIONS

• ADMINISTRATIVE
• DEVELOPMENTAL
• MAINTENANCE
• HRD- ORGANISED LEARNING EXPERIENCE IN A
  DEFINITE TIME PERIOD TO INCREASE THE POSSIBILITY
  OF IMPROVING JOB PERFORMANCE GROWTH

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3)ATTITUDE DEVELOPMENT

• ALL PRGRAMMES HAVE A-S-K DEVELOPMENT AS
  OBJECTIVES
• ATTITUDE DEVELOPMENT IS THE MOST IMPORTANT AND
  DIFFICULT TASK- but not an impossible one
• ATTITUDE DETERMINES ONES ALTITUDE IN LIFE

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4)SELF DEVELOPMENT

• INDIVIDUAL DRIVEN
• MOTIVATION
• LOCUS OF CONTROL
• POWER BASES
• -- MOTIVATION HAS TO COME FROM WITH IN FOR REAL
  GROWTH
• ---INTERNAL LOCUS OF CONTROL ENSURES GROWTH

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5)POWER BASE

• THIS DEALS WITH THE ABILITY TO INFLUENCE OTHERS
  THOROUGH FEAR/POWER OR CHARISMA/AUTHORITY
• POWER BASE IS INFLUENCED BY- POSITION, CHARISMA,
  CLOSENESS TO SOURCES OF POWER, EXPERTISE,
  COMPETENCE, MODELLING

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6)WHAT IS DYADIC RELATIONSHIP

• RELATION BETWEEN NATIONS
• RELATION BETWEEN ORGANISATIONS
• RELATIONSHIP BETWEEN A PAIR OF PERSONS
• NONE OF THE ABOVE

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7)DYAD- A PAIR

• TWO INDIVIDUALS MAINTAINING A SOCIOLOGICALLY
  SIGNIFICANT RELATIONSHIP
• INTERPERSONAL RELATIONSHIP
• ONE OF THE IMPORTANT TOOL IS TRANSACTIONAL
  ANALYSIS

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8)TA

• RELEVANCE IN BANKS, AIRLINES, HOSPITALS-ALL
  CONSUMER INDUSTRY
• NEED TO STUDY PARENT, ADULT , CHILD EGO STATES
• IMPORTANCE OF ALL THE THREE FOR A WELL ROUNDED
  GROWTH

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9)GREAT PLACE TO WORK

• CAMARADERIE
• PRIDE
• FAIRNESS
• RESPECT
• CREDIBILITY-SOME OF THE YARDSTICKS
• WILL COME ABOUT IF THE P-A-C EGO-STATES IS WELL
  UNDERSTOOD- AND HONED

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10)WHICH IS THE IDEAL LIFE POSITION

1. I AM OK- YOU ARE OK
2. IAM NOT OK-YOU ARE OK
3. IAM OK YOU ARE NOT OK
4. IAM NOT OK-YOU ARE NOT OK

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11)What is the usual life position seen in
practice

1. I AM OK- YOU ARE OK
2. IAM NOT OK-YOU ARE OK
3. I AM OK YOU ARE NOT OK
4. IAM NOT OK-YOU ARE NOT OK

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12)Johari window

1. Helps in self understanding
2. Helps in understanding others
3. Both
4. None of the above

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13)In Johari window the area known to others
but not to the self is----

• CLOSED
• DARK
• BLIND
• ARENA

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14)IMPORTANCE OF EQ

• EMOTIONAL INTELLIGENCE GROWS THROUGH THE
  ADULTHOOD AND IT CAN BE LEARNT AS ONE MATURES
  WITH PROPER AWARENESS ASSESSMENT AND EFFORT TO
  CORRECT.
• WHOSE VIEW IS THIS-
• SIGMUND FRUED,
• THOMAS HARRIS,
• DANIEL GOLEMAN,
• GARDNER

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15)TRIES TO SCHEDULE MORE AND MORE IN LESS AND
LESS TIME

• TYPE C PERSON
• TYPE B PERSON
• AUTOCRATIC PERSON
• TYPE A PERSON

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16)LEFT HEMISPHERE OF THE BRAIN DEALS WITH

1. EMOTIONAL AREAS
2. CREATIVE AREAS
3. ANALYTICAL AREAS
4. SPIRITUAL AREAS

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17)SELF ACTULISATION IS THE ------- NEED IN THE
HEIRARCHY LISTED BY ABRAHAM MASLOW

• FIRST
• THIRD
• FOURTH
• FIFTH

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18)HYGIENE FACTORS ARE

• IMPORTANT AS THEY CREATE AN ATMOSPHERE FOR DOING
  WORK AND THEIR ABSENCE CAN DISSATISFY THE
  EMPLOYEES
• EG. JOB SECURITY, STATUS, INTERPERSONAL RELATIONS
  WITH SUBORDINATES, SUPERVISORS ETC.
• THEY ARE NOT NECESSARILY MOTIVATORS

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19) Quality of life and work life balance

1. Refer to one and the same thing
2. Refer to different and distinct aspects
3. Refer to promotions only
4. Refers to opportunities only

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20)Role ambiguity

• Lack of clarity on the role to be performed on
  the part of the individual and organisation
• Ability needed to work in ambiguous situations-
  as many new areas are emerging where precedents
  are missing
• One who can thrive in such set ups has an edge

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21)CASELET

• A BRANCH ACCOUNTANT GOES ON LEAVE AND THE FIELD
  OFFICER IS ASKED TO OFFICIATE IN HIS PLACE.
• HE IS NOT CONFIDENT OF HANDLING.HE WILL
  FEEL-------
• ROLE AMBIGUITY
• ROLE STRESS
• ROLE ISOLATION
• ROLE EROSION

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22) CASE

• A COMPANY INTRODUCED PROFIT SHARING METHOD TO
  IMPROVE THE PRODUCTIVITY OF STAFF. THIS LED TO
  BETTER RESULTS.AS BOTH THE PRODUCTIVE AND NON
  PRODUCTIVE PEOPLE GOT SAME INCENTIVES, SOME WERE
  DEJECTED-WHO ARE THEY?

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22)DEJECTED PEOPLE WILL BE

1. MANAGEMENT
2. GOOD WORKERS
3. UNPRODUCTIVE WORKERS
4. MANAGEMENT AND GOOD WORKERS
5. ALL THE PEOPLE IN THE ORGANISATION

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23)EMPLOYEES FEEDBACK IS GATHEED THROUGH

1. FEEDBACK AT STAFF TRAINING SESSIONS
2. CONDUCTING REGULAR CLIMATE SURVEYS
3. CALLING FEEDBACK THOROUGH NOTICES ON THE NET
4. REDRESSAL MECHANISM

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24)BEST WAY TO IMPROVE MOTIVATION LEVEL OF
EMPLOYEES IS TO

• LINK PAY TO
• QUALIFICATIONS
• EXPERIENCE
• NETWORKING ABILITY
• PERFORMANCE

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25)APPRAISAL METHOD OF FUTURE WILL BE MOSTLY

1. GROUP APPRAISAL METHOD
2. COMPARISON METHOD
3. ASSESSMENT CENTRE METHOD
4. MANAGEMENT BY OBJECTIVES

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26)HALO EFFECT REFERS TO

1. FEEDBACK SYSTEM
2. COUNSELLING SYSTEM
3. APPRAISAL SYSTEM
4. MOTIVATION SYSTEM

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27)COUNSELLING OF LOW PERFORMERS DONOT YIELD
RESULTS TRUE OR FALSE.

• TRUE
• FALSE
• NOT SURE

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28)COUNSELLING AND ADVISING ARE

• ONE AND THE SAME THING
• THEY ARE DISTINCT
• THERE IS OVERLAP
• 13 ABOVE
• 23 ABOVE

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29)In sum

• Please read the text at least once
• Read the summary repeatedly
• See important terms given at the end
• Review the Check your progress section
• (ALSO SEE THE SAMPLE QUESTIONS GIVEN,THAT WILL BE
  PUT ON OUR WEBSITE ALSO.)

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30)SUGGESTED ANSWERS

• 10-1 11-3 12-1 13-3 14-3
• 15-4 16-3 17-4 19-2 21-3
• 22-4 23-2 24-4 25-3
• 26-3 27-2 28-5

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For the exam.

• BEST WISHES FOR ALL SUCCESS
• THANKS FOR THE ATTENTION
• 18.3.2007