HRMMODULE B

OF GENERAL BANK MANAGEMENT

P BALACHANDRANDIRECTOR OF ACADEMIC AFFAIRS

INDIAN INSTITUTE OF BANKING AND FINANCE

dran @ vsnl.net

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

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”

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

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

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

6)WHAT IS DYADIC RELATIONSHIP

• RELATION BETWEEN NATIONS

• RELATION BETWEEN ORGANISATIONS

• RELATIONSHIP BETWEEN A PAIR OF PERSONS

• NONE OF THE ABOVE

7)DYAD- A PAIR

• TWO INDIVIDUALS MAINTAINING A SOCIOLOGICALLY SIGNIFICANT RELATIONSHIP

• INTERPERSONAL RELATIONSHIP

• ONE OF THE IMPORTANT TOOL IS TRANSACTIONAL ANALYSIS

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

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

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

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

12)Johari window

1. Helps in self –understanding

2. Helps in understanding others

3. Both

4. None of the above

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

1. CLOSED

2. DARK

3. BLIND

4. ARENA

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- 1. SIGMUND FRUED, 2. THOMAS HARRIS,3. DANIEL GOLEMAN,4. GARDNER

15)‘TRIES TO SCHEDULE MORE AND MORE IN LESS

AND LESS TIME’

1. TYPE C PERSON

2. TYPE B PERSON

3. AUTOCRATIC PERSON

4. TYPE A PERSON

16)LEFT HEMISPHERE OF THE BRAIN DEALS WITH

1. EMOTIONAL AREAS

2. CREATIVE AREAS

3. ANALYTICAL AREAS

4. SPIRITUAL AREAS

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

ABRAHAM MASLOW

1. FIRST

2. THIRD

3. FOURTH

4. FIFTH

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

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

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

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-------

1. ROLE AMBIGUITY2. ROLE STRESS3. ROLE ISOLATION4. ROLE EROSION

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?

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

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

-

• LINK PAY TO

1. QUALIFICATIONS

2. EXPERIENCE

3. NETWORKING ABILITY

4. PERFORMANCE

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

25)APPRAISAL METHOD OF FUTURE WILL BE MOSTLY

1. GROUP APPRAISAL METHOD

2. COMPARISON METHOD

3. ASSESSMENT CENTRE METHOD

4. MANAGEMENT BY OBJECTIVES

26)HALO EFFECT REFERS TO

1. FEEDBACK SYSTEM

2. COUNSELLING SYSTEM

3. APPRAISAL SYSTEM

4. MOTIVATION SYSTEM

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

1. TRUE

2. FALSE

3. NOT SURE

28)COUNSELLING AND ADVISING ARE

1. ONE AND THE SAME THING

2. THEY ARE DISTINCT

3. THERE IS OVERLAP

4. 1&3 ABOVE

5. 2&3 ABOVE

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.)

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

For the exam.

BEST WISHES FOR ALL SUCCESS

THANKS FOR THE ATTENTION

18.3.2007