KSET

Teacher

HUMAN RESOURCE PLANNING

The process by which management determines how an organization should move from its current manpower position to its desired manpower position. Through it management strives to have the right number and right kind of people at the right place at the right time, doing things which result in both the organization & the individual receiving, maximum long range benefit.
The basic purpose of human resource planning is to make optimum utilization of an organization current & future human resources.
It has both quantitative and qualitative aspects.
With the help of human resource planning, areas of surplus manpower can be anticipated & timely action can be taken it is known as redeployment.

Job analysis is defined as the process of determining by observation and study the tasks which comprise the job, the methods& equipment used and the skills and attitudes required for successful performance of the job.
Job- it is a group of task positions involving same duties, responsibility, knowledge & skills. Each job has definite title & is different from other jobs.
Positions- it implies a collection of tasks & duties regularly assigned to one person.
Occupation- it implies a group of jobs which are similar as to the type of work & which contain common characteristics.
Duty- it means a related sequence of tasks.
Task- it refers to distinct work activity with an identifiable beginning & end.
Job Family- it implies a similar type of jobs.
Job classification- it means grouping of jobs in to certain categories on some specified basis.
Job evaluation- it implies determining the worth of a job to an organization by comparing it with other jobs within the organization & with job market outside.
Job is impersonal whereas position is personal.

It is a state of a complete physical, mental & social well- being and not merely the absence of disease.
Ill health leads to high rate of absenteeism & labour turnover.
Factors affecting worker’s health
Cleanliness
Lighting
Temperature & ventilation
Freedom from noise
Dust control
Working space and seating arrangements

Health – factories act 1948
Protection against health hazards
Preventive measures
Curative measures
Preventive measures- It means pre -employment and periodic medical examination and removal of health hazards to the maximum possible extent & training of first aid staff, educating workers in health & hygiene.
Curative measures- It consist of treatment for the affected workers.
Prevention is always better than cure.

According to the factories act 1948 accident is an occurence in an industrial establishment causing bodily injury to a person which makes him unfit to resume his duties in the next 48 hours.
Accident is an unexpected and sudden event arising out of & in the course of employment. Self- inflicted injuries, injuries inflicted with the consent of person cannot be regarded as accidents.

Labour welfare means the efforts to make life worth living for workmen.
Labour welfare means anything done for the comfort& improvement, intellectual or social of the employees over and above the wages paid which is not a necessity of the industry.
Committee on labour welfare 1969
Such facilities as canteens, rest & recreation facilities, arrangements for travel to end from work & for the accommodation of workers employed at a distance from their homes.
Labour investment committee 1946
Employee welfare measures also known as fringe benefits.
Central government has made elaborate provisions for health, safety & welfare of workers under Factories act 1948 and Mines act 1952.
Plantation labour act 1951, motor transport workers act 1961, employee state insurance act 1948.

Intramural – facilities within the establishment includes washing, bathing, creches, canteen and rest room.
Extramural- facilities outside the establishment such as housing ( industrial housing scheme 1952)
Education
Transportation
Recreation
Consumer co-operative stores
Statutory provisions for employee welfare are –
The factories act 1948
The plantation labour act 1951
The mine act 1952
The motor transport workers act 1961
The contract labour ( regulation & abolition act 1970)

It is also known as self- management ( Yugoslavia)
It is also known as co-determination ( Germany)
Participation refers to the mental & emotional involvement of a person in a group situation which encourages him t contribute to groups goals & share in the responsibility of achieving them. It is a process by which authority & responsibility of managing industry are shared with workers.
Workers participation in management based on the theory that a worker invests his labour and ties his fate to his place of work.
Worker’s participation in management may be formal and informal.
Worker’s participation should be distinguishing from collecting bargaining the former is based on mutual-trust, information sharing & mutual problem solving. While collective bargaining is essential based on power play pressure tactics & negotiations.
There can be four levels of participation 1) shop floor 2) plant 3) department 4) corporate levels.
Four degrees of participation- 1) communication 2) consultation 3) code-termination 4) self-management.
Importance of worker’s participation in management-
Mutual understanding
Higher productivity
Industrial harmony
Industrial democracy
Less resistance to change
Creativity & innovation

It derived from the Latin word stringers which means to draw tight.
Stress is different from anxiety which a state of uncertainty. It is also different from agitation which is physical part of anxiety.
Stress also differs from frustration which is blocked goal attainment.
Stress is an internal phenomenon & a mental attitude. Stress is mental, emotional or physical reaction resulting from individual response to environmental pressure & similar stumili.
Hans selye- father of stress.
Burnout- It is a syndrome wherein a person breaks down physically and emotionally due to continuous over work a long period of time. Work addicts or work aholic are suspetible to burnout.