Professional Documents
Culture Documents
CHALLENGES OF HRM
- 1
Introduction:-
- 2
Challenges of Human Resource Management:-
Lack of Motivation:-
Process Analysis:-
- 3
Strategic Prioritization:-
- 4
How long should the Induction be?
Lack of Competence:-
- 5
Errors in Rating and Evaluation:-
Resistance:-
Pay Reviews:-
- 6
Pay Secrecy:-
Comparable Worth:-
Employee Participation:-
- 7
It is appropriate to involve employees in many phases of a
reward system. For example, a wide variety of employees should serve
in job evaluation committees. If a point-ranking method is adopted, it is
reasonable to involve employees in identifying the compensable factors
to be used and the weight to be assigned to each factor. Employees are
also likely to have a good insight in identifying competitor firms that
should be included in a wage survey.
There are several mechanisms for employee involvement. At
the broadest level the employees can be surveyed to learn about their
preferences. Employee task forces can help integrate these preferences
into system. Such groups are usually an excellent way to involve
employees in any decision reward system.
- 8
Keep Organization Young and Productive :-
- 9
Development of Good Organizational Culture:-
- 10
Innovation:-
- 11
Help your employees adjust to change/Importance of Change
Management:-
- 12
risks losing talent to competitors.
This is especially true for multinational companies (MNCs)
who have operations on a global scale and employ people of different
countries, ethical and cultural backgrounds. Thus, a HR manager needs
to be mindful and may employ a ‘Think Global, Act Local’ approach in
most circumstances.
In order to effectively manage workplace diversity, an HR
Manager needs to change from an ethnocentric view ("our way is the
best way") to a culturally relative perspective ("let's take the best of a
variety of ways"). This shift in philosophy has to be ingrained in the
managerial framework of the HR Manager in his/her planning,
organizing, leading and controlling of organizational resources.
Employee Satisfaction:-
Demographic Challenges:-
- 13
Stability to Change:-
Specialization to Multitasking:-
- 14
Followers of orders to Entrepreneurs:-
The old concept that people are hired workers who hold certain
positions according to focused schedules and following internal rules
and regulations in being supplanted by a new concept that rewards
internal entrepreneurship. In the past performance evaluation
emphasized things like absenteeism punctuality and personal discipline.
Now it focuses on vision goals and results and especially on personal
contributions to organizational objectives. Rather than being
conservative bureaucrats, workers (the networked generation) created
by digital technology is leaving the older generation behind. We are
used to working by following rules and regulations, external controls
and standards; now we need to become goal oriented and mission
driven.
Challenge of Motivation:-
- 15
Motivators provided by the company are as under:-
(1)Work culture:-
Company should provide proper work culture where there is an
existence between company and employees. Company will also respect
with its employees.
(2)Acceptance of opinions:-
Company should respect the opinion of employees and if it
found proper, then company must give reward to follow the opinions of
employees.
(3)Company must keep the work place and all offices with neat
and clean air and modern technologies.
- 16
Conflict Resolutions:-
Discrimination:-
Health:-
- 17
HIV/AIDS to suit the workplace demography to avoid discrimination
on this ground.
Safety:-
UnionRelations:-
- 18
in several processes and operations in a large number of industrial
establishments. However, there is no provision in the act to compel the
employers to regularize those workers who were earlier on contract.
The current thinking is that this provision is not in tune with the
requirement of the Indian industry facing severe competition in a
globalize word. Most employers feel that section 10 should be repealed,
whereas most trade unions are opposed by the Group Of Ministers
(GOM) constituted by the NDA government, a reference to which has
been made earlier in this chapter.
- 19
CHAPTER-2
REVIEW OF LITERATURE
- 20
HUMAN RESOURCE MANAGEMENT
- 21
Indian industrial scenario is passing through a turbulent phase
at present. The liberalization of economy is beginning to make wide
ranging and far-reaching impact on how we manage our resources,
technology and people.
- 22
While Human Resources (HR) have always been critical to the success of
any organization, they have assumed an increasingly greater importance
that is being recognized inside and outside work organizations.
The role of HR is changing with the globalization of business
that began in earnest in the late1980s.The increasing recognition of HR
as a legitimate business unit has made it highly strategic in nature and
more critical to achieving corporate objectives.
To succeed, HR executives must “understand the complex
organizational design and be able to determine the capabilities of the
company’s workforce, both today and in the future.” HR involvement in
strategy is necessary to ensure that human resources support the firm’s
mission.
- 23
CHAPTER 2.4:- FUNCTIONS OF H.R.M.
Functions of HRM
Managerial Functions:-
1) Planning:-
Planning is the main function of management. In the context of
personnel management, it is concerned with manpower planning, studying
labour turnover rate, forecasting the future requirement of personnel and
planning for selection and training procedures, etc.
2) Organizing:-
Organizing involves the establishment of interrelationships
within organization. It provides a structure for the company by identifying
the various sub-groups created by individuals in managerial jobs as well as
operative jobs.
3) Directing:-
Personnel management is directly concerned with direction
function also. It includes issuing instructions to the workers, developing
communication network, interpreting various industrial laws and
integrating workers.
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4) Controlling:-
Personnel department helps in controlling also. It provides basic
data for establishing standards, making job analysis and performance
appraisal etc.These all techniques assist in effective control of the quality,
time and efforts of workers.
Operative Functions:-
1. Procurement of Personnel:-
The first operative function of personnel management is
concerned with the obtaining of the proper kind and number of personnel
necessary to accomplish organizational goals. It deals specifically with
such subjects as the determination of manpower requirements, their
recruitment, selection, placement and orientation etc.
2. Development of Personnel:-
After personnel have been obtained, they must, to some degree,
be developed before going to work. Development has to do with the
increase of skill through training. Different training methods are used in
this process in order to develop the employees. Framing a sound
promotion policy determination of the basis of promotion and making
performance appraisal are the basis of personnel development functions.
3. Compensation to Personnel:-
Compensation means, determination of adequate and equitable
remuneration of personnel for their contribution to organizational
objectives. It is one of the most difficult and important functions of the
personnel management to determine the monetary compensation for
various jobs. For choosing a suitable compensation policy a number of
decisions are taken into the function viz, job evaluation, remuneration
policy, incentive and premium plans, bonus policy and co-partnership etc.
In addition to this, it also assists the organization for adopting the suitable
wage and salary policy and payment of wages and salaries at the right
time.
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physical condition of the employee will suffer if labour management
relations are not good. It is the duty of personnel manager to make
harmonious relation with the help of efficient communication system and
co-partnership.
5. Record Keeping:-
Record-keeping is also an important function of personnel
manager. In this system, personnel manager collects and maintains
information, which is concerned with the staff of the organization.
Recording is essential for every organization because it assist the
management in decision-making e.g. for promotions.
- 26
CHAPTER 2.5:- WHY STUDY H.R.M.?
- 27
CHAPTER-3
PROCESS
- 28
CHAPTER 3.1:- HUMAN RESOURCE PLANNING
Definition:-
- 29
Process of Human Resource Planning:-
External Environment
Internal Environment
- 30
2. Forecasting Human Resource Availability:-
Forecasting Requirement provides managers with means of
estimating how many and what types of employees will be required. But
there is an other side to the coin, as this example illustrates:
A large manufacturing firm on the west cost was preparing to
begin operations in a new plant. Analysts had already determined that
there was a large, long term demand for the new product. Financing was
available and equipment was in place. But production did not begin for
two years! Management had made a critical mistake: it had studied the
demand side of human resources but not the supply side. There were not
enough qualified workers in the local labour market to operate the new
plant. New workers had to receive extensive training before they could
move into the newly created jobs.
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equipment manufacturer had achieved excellent success in requiting from
regional
schools located in rural areas. Manager in this firm believe that because
many students come from a farming environment they can adept more
quickly to the firm’s method of operation. Pepsi often requites from
second tier schools because graduates of top business are seldom willing
out in menial job.
Other firms many discover from past records that the majority of
their more successful employees grew up no more then 20 miles from their
place of work. This information may suggest concentrated recruiting
efforts in that particular geographic area.
Surplus of Employees:-
1. Restricted Hiring:-
When a firm implements a restricted hiring policy it reduces the
workforce by not replacing employees who leave. New workers are hired
only when the overall performance of the organization may be affected if
static jobs are not filled. For instance if a quality control department that
consisted of four inspectors lost one to a competitor this individual
probably would not be replaced. However if the firm lost all its inspectors
it would probably replaced at least some of them to ensure continued
operation.
2. Reduced Hours:-
A company can also react to a reduced work lode requirement by
reducing the total number of hours employee work. Instead of continuing a
40 hours week management may decide to cut each employee’s time to 30
hours.
This cut bakes normally appli8es only to hourly employees
because management and other professional typically are salaried.
3. Early Requirement:-
Early requirement of some present employees another way to
reduce the number of works. Some employees will be delighted to retire
but others will be some what reluctant. The latter may be willing to accept
early retirement if the total requirement packaged is made sufficiently
attractive. A key point to remember is that because of the age
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discrimination in employment act as amended retirement can no longer be
mandated by age.
4. Layoffs:-
At times, a firm no choice but to layoff part of its workforce. A
layoff is not the same as a firing, but it has the same basic effect. The
worker is no longer employed. When the firm is unionized, layoff
procedures are usually stated clearly in the labour management agreement.
Typically, workers with the least seniority are laid off first. If the
organization is union free, it may base layoff on a combination of factors,
such as seniority and productivity level. When managers and other
professionals are laid off, the decision is likely to be based on ability,
although internal politics may be a factor.
- 33
CHAPTER 3.2:- RECRUITMENT
Introduction:-
Recruitment is the process of attracting individuals on a timely
basis, in sufficient numbers, and with appropriate qualifications and
encouraging them to apply for jobs with an organization. Finding the
appropriate way of encouraging qualified candidates to apply for
employment is extremely important when a firm needs to hire
employees. Tapping productive sources of applicants and using suitable
recruitment methods are essential for the greatest recruiting efficiency
and effectiveness. Some firms however, may prefer options other than
recruitment.
Meaning:-
“Recruitment is a process to discover the sources of manpower
to meet the requirement of the staffing schedule and to employ effective
measure for attracting the manpower in adequate number to facilitate
effective selection of an efficient working force.”
“Recruitment is the process of attracting individuals on a timely
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basis in sufficient number and with appropriate qualifications and
encouraging them to apply for jobs with an organization.”
Process of Recruitment:-
Recruitment is the process of searching capable people and
inducing them to apply or seek employment in the organization. It is
seeking potential candidates for jobs in the organization and involves
publishing information about the jobs with a purpose to attract and invite
the prospective candidates to apply for the dame and seek employment in
the organization. It finds capable people who are interested in applying
for a job.
External Environment
Internal Environment
Alternatives to Recruitment
Recruitment
Recruited Individuals
Alternatives to Recruitment:-
HRP indicate a needs for additional or replacement employees
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a firm may decide against increasing the size of its work force,
recruitment and selection cost are not insignificant. The search process
interviewing agency fee payment and relocation and processing of the
new employee. Selection decision are not irreversible employee are
placed on the pay roll the may be difficult to remove even if their
performance is marginal.
Sources of Recruitment:-
Recruitment sources are the location where qualified individuals
can be found.
1. Present Employees:-
Promotions and transfers from among the present employees
can be a good source of (i) recruitment. It is good public relations (ii) it
builds morale (iii) it encourages competent individuals who are
ambitious (iv) it improves the probability of a good selection (v) it is
cheaper than going outside to recruit. However, promotion can be
dysfunctional to the organization as the advantage of hiring outsiders
who may be better qualified and skilled is denied. It may also help to
track persons who have the potential for further training or those who
have the right background for the vacant positions. Some companies
develop skill banks that list current employees who have specific skills.
2. Employee Referrals:-
This can be a good source of internal recruitment. Employees
can develop good prospects for their families and friends by acquainting
them with the advantages of a job with the company, furnishing cards of
introduction, and even encouraging them to apply. This source is usually
one of most effective methods of recruiting because many qualified
people are reached at a very low cost to the company. In an organization
with a large number of employees, this approach can provide quite a
large pool of potential organizational members.
3. Former Employees:-
Former employees are also an internal source of applicants.
Some retired employees may be willing to come back to work on a part –
time basis or may recommended someone who would be interested in
working for the company. Sometimes, people who have left the company
for some reason or the other are willing to come back and work.
- 36
Individuals, who left for other jobs, might be willing to come back for
higher emolutions. An advantage with this source is that the performance
of these people is already known.
- 37
Technology (IITs) are on the top of the list of avenues for recruiters. In
fact, in some companies, recruiters are bound to recruit a given number
of candidates from these institutes every year. The IIMs are an important
source for recruiting management trainees.
- 38
Sitting and implementation of a project in an area would result
in displacement of several hundred inhibitants. Rehabilitating the
displaced people is a social responsibility of business. Such people are a
source of recruitment, not only for the project, which caused the
displacement, but also for other companies located elsewhere.
7. Radio and Television:-
Government departments use radio and television but sparingly,
and that too only. Companies in the private sector are hesitant to use the
media because of high costs and also because they fear that such
advertising will make the companies look desperate and damage their
conservative image.
Radio and television can be used to reach certain types of job
applicants such as skilled workers.
8. Acquisitions and Mergers:-
Another method of staffing organizations is a result of the
merger or acquisition process. When organizations combine into one,
they have to handle a large pool of employees, some of whom may no
longer be necessary in the new organization.Consequently,the new
organization has, in effect, a pool of qualified job applicants (although
they are current employees).
9. Competitors:-
Rival firms can be a source of recruitment. Popularly called
‘poaching’ or ‘raiding’, this method involves identifying the right people
in rival companies, offering them better terms and luring them away. For
instance, several executives of HMT left to join Titan Watch Company,
so also from BEL to BPL.There are legal and ethical issues involved in
raiding rival for potential candidates. From the legal point of view, an
employee is expected to join a new organization only after obtaining a
‘no objection certificate from his/her present employer, Violating this
requirement shall bind the employee to pay a few months’ salary to
his/her present employer as a punishment.
- 39
1. Job Posting:-
A procedure for communicating to company employees the
fact that a job opening exists. Some firms provide employees with an up
to date computer list of job opening they may post opening on the
company’s intents.
2. Job Bidding:-
A technique that permit individuals in an organization who
believe that they possess the required qualification to apply for a posted
job.
- 40
SELECTION
Introduction:-
Selection is a long process, commencing from the preliminary
interview of the applicants and ending with the contract of employment.
In practice, the process differs among organizations and between two
different jobs within the same organization. Selection procedure for
senior managers will be long-drawn and rigorous, but it is simple and
short while hiring shop floor workers.
Definition:-
“Selection is the process of choosing from a group of applicants
those individuals best suited for a particular position and an
organization.”
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Process of Selection:-
External Environment
Internal Environment
Preliminary Interview
Selection Tests
Rejected Applicants
Employment Interview
Selection Decision
Physical Examination
Job Offer
Employment Contract
Evaluation
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market, unemployment rate, labour-market conditions, legal and
political consideration, company’s image, company’s policy, HRP and
cost of hiring.
Preliminary Interview:-
The applications received from job seekers would be subject to
scrutiny so as to eliminate unqualified applicants. This is usually
followed by a preliminary interview the purpose of which is more or less
the same as scrutiny of applications that is elimination of unqualified
applications. Scrutiny enables the HR specialists to eliminate
unqualified job seekers based on the information supplied in their
application forms.
Preliminary interview, on the other hand, helps reject misfits
for reasons, which did not appear in the application forms. Besides,
preliminary interview, often called ‘courtesy interview’ is good public
relations exercise.
Selection Tests:-
Job seekers who pass the screening and the preliminary
interview are called for tests. Different types of tests may be
administered, depending on the job and the company. Generally; tests
are used to determine the applicant’s ability, aptitude and personality.
Ability Tests are (also called achievement tests) assist in
determining how well an individual can perform tasks related to the job.
Personality Tests are given to measure a prospective
employee’s motivation to function in a particular working environment.
Interest Tests are used to measure an individual’s activity
preferences. These tests are particularly useful for students considering
many careers or employees deciding upon career changes.
Graphology Test is designed to analyze the handwriting of an
individual. It has been said that an individual’s handwriting can suggest
the degree to energy, inhibitions and spontaneity, as well disclose the
idiosyncrasies, and elements of balance and control.
Polygraph Test (polygraph is a lie detector) are designed to
ensure accuracy of the information given in the applications.
Departmental stores, banks, treasury officers and jewellery shops that
are those highly vulnerable to theft or swindling may find polygraph
tests useful.
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Medical Tests reveal physical fitness of a candidate. With the
development of technology, medical tests have become diversified.
Drug Tests help to measure the presence of illegal or
performance affecting drugs. Genetic screening identifies genetic
predispositions to specific medical problems.
3. Employment Interview:-
Interview is a formal, in depth conversation conducted to
evaluate the applicant’s acceptability. It is considered to be an excellent
selection device. Its popularity stems from its flexibility. Interview can
be adapted to unskilled, skilled, managerial and professional employees.
The employment interview can be (i) one-to-one (ii) sequential
(iii) panel; in the one-to-one interview, there are only two participants-
the interviewer and the interviewee. This can be the same as the
preliminary interview discussed earlier.
The sequential interview takes the one-to-one a step further and
involves a series of interviews, usually utilizing the strength and
knowledge –base of each interviewer, so that each interviewer can ask
questions in relation to his or her subject is of each candidate, as the
candidate moves from room to room.
The panel interview consists of two or more interviewers and
the figure may go up to as many as 15.Any panel interview is less
intimate and more formal that the one-to-one, but if handled and
organized well, it can provide a wealth of information.
4. Reference and Background Checks:-
Many employers request names, addresses and telephone
numbers or references for the purpose of verifying information and
perhaps, gaining additional background information on an applicant.
Although listed on the application form, references are not
usually checked until an applicant has successfully reached the fourth
stage of a sequential selection process. When the labour market is very
tight, organizations sometimes hire applicants before checking
references.
Previous employers known public figures, university
professors, neighbors or friends can act as references. Previous
employers are preferable because they are already aware of the
applicant’s performance.
5. Selection Decision:-
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After obtaining information through the preceding steps,
selection decision-the most critical of all the steps-must be made. The
other stages in the process have been used to narrow the number of
candidates. The final decisions have to be made from the pool
individuals who pass the tests, interviews and reference checks. The
views of the line manager will be generally considered in the final
selection because it is he/she who is responsible for the performance of
the new employee.
6. Physical Examination:-
After the selection decision and before the job after offer is
made, the candidate is required to undergo a physical fitness test. A job
offer is, often, contingent upon the candidate being declared fit after the
physical examination. The results of the medical fitness test ate recorded
in a statement and are preserved in the personnel records. One reason for
a physical test is to detect if the individual carries any infectious diseases.
Secondly, the test assists in determining whether an applicant is
physically fit to perform the work. Third, the physical examination
information may be used to determine if there are certain physical
capabilities, which differentiate successful and less successful
employees. Fourth, medical check-up protects applicants with health
defects from undertaking work that could be detrimental to themselves or
might otherwise endanger the employer’s property. Finally, such an
examination will protect the employer from workers’ compensation
claims that are not valid because the injuries or illnesses were present
when the employee was hired.
7. Job Offer:-
The next step in the selection process is job offer to those
applicants who have crossed all the previous hurdles. Job Offer is made
through a letter of appointment. Such a letter generally contains a date
by which the appointee must report on duty. The appointee must be
given reasonable time for reporting. This is particularly necessary when
he or she is already in employment, in which case the appointee is
required to obtain a relieving certificate from the previous employer.
Again, a new job may require to another city, which means considerable
preparation, and movement of property.
8. Employment Contracts:-
After the job offer has been made and the candidates accept the
offer, certain document need to be executed by the employer and the
candidate. One such document is the attestation form. This form
contains certain vital details about the candidates, which are
authenticated and attested by him/her. Attestation form will be a valid
record for future reference. There is also a need for preparing a contract
- 45
of employment. The basic information that should be included in a
written contract of employment will very according to the level of the
job. Most employers insist on agreements being signed by newly hired
employees. But high employee turnover sectors such as software,
advertising and media are more prone to use such contracts.
Types of Interview:-
Unstructured Interview:-
Unstructured Interviews are unpatterned interviews in which
questions, which are to be asked, are not predetermined prior to the
interview. Employment specialist develops the questions as the
interview goes on. The responses of the applicants often lead to the
development of questions. In such an interview, different questions are
put to different candidates .This may take the form of depth interview of
the candidate’s work experience; interest etc. The atmosphere is usually
informal and conversational. The method is not reliable and may
overlook the candidate’s strengths and weaknesses.
Systematic or Structured Interview:-
It is just reverse type of the unsystematic interviews. It is a
directed or formal interview. In such interview, set questions are asked
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to the candidates. Job specifications and job descriptions provide a lot of
questions for such type of interviews. Such interviews are helpful in
selection of persons for routine types of work and where a large number
of people are to be selected.
Semi-Structured Interview:-
The semi-structured interview involves planning on the part of
the interviewer but also allows flexibility in precisely what the
interviewer asks candidates.
4. Stress Interview:-
The system prevails in interview in which firmness and
patience is needed more. Hence in, interviewer asks questions
continuously to the candidate so that his brain will not remain vacant
and force him to quick decisions. The system is prevalent for such posts
where mental equilibrium is very necessary. In India this method is used
by the businessmen for selection of efficient salesmen.
5. Group Interview:-
In such system, candidates are collectively given a problem. All
candidates discuss oven them. Interviewer sits at the back and hears the
discussions and learns about the leader of the group and how others are
influenced by him and how others accept his views. This process is
followed for the posts of leadership. This is not recognized more.
6. Board Interview:-
This system is against group interview. Hence, interviewers are
in group. They ask the distinct questions to the applicant. In the board,
every member is a specialist. In this way, every specialist evaluates the
ability of the candidate. The system is mostly prevalent in India
especially for higher posts.
7. Problem Solving Interview:-
In these interviews, hypothetical problems are set for the
applicants. They are required to show how they would tackle those
problems and situations. The applicant is assessed on the basis of his
answers and approach to solve the problem given to him.
8. Exit Interview:-
This interview is taken of the candidates who are leaving the
concern. The main objective of this is to improve in future the drawback
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of the concern. As is evident this type of interview has noting to do with
the selection. However various shortcomings can be corrected with the
observations of such interviews.
Introduction:-
The initial T&D effort designed for employees is orientation.
Orientation is the guide adjustment of new employees to the company,
the job, and the work group.
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To perform effectively, new employees need information that
not only permits them to do their jobs but also provides information that
will help them understand their co-workers’ behavioral patterns.
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Purpose of Orientation:-
Orientation formats are unique to each Firm.
A basic purpose from the firm’s view point is to have the new
employee become productive as quickly as possible. Therefore, Specific
information about performing the job may be provided at an early point
in time. Knowledge of how the job fits in to the departmental goals and
goals of the company tend to illustrate its importance and provide
meaning to the work.
4. Team Membership:-
5. Employee Development:-
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the firm for advancement in the job or for promotion. An individual’s
employment security is increasingly becoming dependent upon his or her
ability to acquire needed knowledge and skills that are constantly
changing. Thus, employees should be kept aware of company. Sponsored
developmental programs and those available externally and they should
receive encouragement to take advantage of any appropriate
opportunities.
7. Socialization:-
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CHAPTER 3.4:- EMPLOYEE DEVELOPMENT
Introduction:-
Training & Development is planned, continuous efforts by
management to improve employee competency levels & organizational
performance.
Training is designed to provide learners with the knowledge &
skills needed for their present jobs. Development involves learning that
looks beyond the knowledge & skill needed for a present job.
Training is for improvement in the existing skills. For lack of
skills &ability to perform a job and task to improve the performance of
an employee.
Definition:-
Training:-
“According to Michel Armstrong, “Training is systematic
modification of behavior through learning which occurs as a result of
education, instruction, development & planned experience.”
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Development:-
“Development is a going to leering process which helps for
growth in terms of knowledge, skills, ability &capabilities throughout
this work (So T & D).”
So, training prepares people to perform their present job more
effectively. Now the development is a long term procedure. It represents
all those activities/ programmes of teaching skills, knowledge or attitude
that increase employees position & prepare them for future position.
Process:-
External Environment
Internal Environment
Establishment of Training
Goals
Implementation of Training
Programme
Evaluation of Result
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1. Organizational Objectives and Strategies:-
2. Needs Assessment:-
Trainers are able to pitch their course inputs closer to the specific
needs of the participations.
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Goals must be tangible, verifiable, and measurable. This is easy
where skill training is involved. For example, the successful trainee will
be expected to type 55 words per minute with two or three errors per
page.
1. Immediate supervisors
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5. Outside consultants
6. Industry associations
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Methods of Training and Development:-
Often, learning at the same time they are performing jobs is not
feasible for employees. Thus, although a large portion of training and
development takes place on the job, many T&D programs occur away
from the work setting. These methods are discussed next.
1. Coaching: -
Coaching is an on-the-job approach in which a manager
provides instruction on a one-to-one basis. The trainee, in addition to
having the opportunity to observe, is assigned significant tasks requiring
decision-making skills. The experiences provided must teach the
individual to be flexible and adaptive and to have a board perspective.
2. Mentoring:-
3. Business Games:-
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an actual business situation. Participants are able to see how their
decisions affect other groups and vice versa.
4. Case Study:-
5. Videotapes:-
6. In-Basket Training:-
7. Internships:-
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working enables them to integrate theory learned in the classroom with
the practice of management.
8. Role Playing:-
9. Job Rotation:-
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Computer-based training takes advantage of the speed,
memory, and data manipulation capabilities of the computer for greater
flexibility of instruction. The increased speed of presentation and
decreased dependence on an instructor are advantages of this training
approach. Computer-based training may also utilize multimedia.
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and expensive distance learning. Videoconferencing and similar
technology can be used to increase. Employee’s access to training,
ensure consistency of instruction and reduce the cost of delivering
.Training and development programs.
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motivated to learn because they see clearly that they are acquiring the
knowledge they need to perform their jobs.
20. Simulators:-
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CHAPTER 3.5 :- PERFORMANCE APPRAISAL
Definition:-
Performance Appraisal is a system of review & evaluation of
an individual’s or team’s job performance.
Performance Management:-
Performance Management is a process that significantly affects
organizational success by having managers and employees work together
to set expectations, review results, and reward performance. It has been
described as a three – step process.
1) Performance planning, by managers and employees for determining
performance expectations.
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2) Performance coaching, which is an ongoing process throughout the
appraisal period.
3) Performance review, a formal step that results in the individual and /
or team evaluation.
Performance appraisal is only one technique designed to
enhance performance management.
External Environment
Internal Environment
Identify Specific
Performance Appraisal Goals
Examine Work
Performed
Appraise
Performance
Discuss Appraisal
with Employee
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Managers may choose from among several appraisal methods.
The type of performance appraisal system used depends on its purpose.
Rating Scales:-
A widely used appraisal method, which rates employees
according to defined factors, is called the rating scales method. Using
this approach, judgments about performance are recorded on a scale. The
scale is divided in to categories- normally 5 to 7 in number that are often
defined by adjectives, such as out standing, average, or unsatisfactory.
Many rating scale performance appraisal forms also provide for
an assessment of the employee’s growth potential.
2. Computerized Rating Scales:-
HR tasks such as performance appraisal may seem too personal
to relegate to machines. However, software programs are available to
assist raters in this chore, which may be time – consuming and often a
pleasant for instance; the expert system might begin by notifying the
supervisor when reviews for employees are scheduled. They can assist in
recording performance data relevant to employee performance through
out the rating period to they can easily be inserted in final appraisal
report.
3. Critical Incidents:-
The critical incident method a performance appraisal technique
that requires a written record of highly favorable and highly unfavorable
employee work behavior.
Essay:-
In the essay method, A performance appraisal method in which
the rater writers a brief narratives describing an employee’s performance.
This method tends to focus on extreme behavior in the employee’s work
rather than routine day-to-day performance.
Work Standards:-
The work standards method, a performance appraisal method
that compares each employee’s performance to a predetermined standard
or expected level of output.
6. Ranking:-
In using the ranking method, the raters simply places all
employees from a group in rank order of overall performance. A job
evaluation method in which the rater examines the description of each
job being evaluated and arranges the jobs in order according to their
value to the company, also a performance appraisal method in which the
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rater places all employees in a given group in rank order on the basis of
their over-all performance.
Forced Distribution:-
An appraisal approach in which the rater is required to assign
individuals in a work group to a limited number of categories similar to a
normal frequency distribution.
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The basic purpose of a performance appraisal system is to
improve performance of individuals, teams, and the entire organization.
The system is to improve performance of individuals, teams, and the
entire organization. The system may also serve to assist in making
administrative decision such as pay increases. In addition, the appraisal
system must be legally defensible. Although a perfect system should
possess certain characteristics.
2. Performance Expectations:-
Managers and subordinates must agree on performance
expectations in advance of the appraisal period. Evaluating employees
using criteria that they know nothing about is not reasonable. The
establishment of highly objective work standards is relatively simple in
many areas, such as manufacturing, assembly and sales. For numerous
other types of jobs, however elusive, should be defined in understandable
terms.
3. Standardization:-
Employees in the same job category under the same supervisor
should be appraised using the same supervisor should be appraised using
the same evaluation instrument. Also important is that appraisals be
conducted regularly for all employees and that they cover similar periods
of time. Although annual evaluations are most common, employees are
evaluated more frequently by many successful firms. A legal aspect of
standardization is formal documentation. Employees should sign their
evaluations.
4. Trained Appraisers:-
Responsibility for evaluating employee performance should be
assigned to the individual or individuals who directly observe at least a
representative sample of the worker’s job performance. Usually, this
person is the employee’s immediate supervisor. However, as previously
discussed, other approached are gaining in popularity. This method,
along with self-directed work teams, requires employees as well as
supervisors to be trained in performance appraisal. Training in
performance appraisal should be an on going process to ensure
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consistency. The training should cover how to rate employees and
conduct appraisal interviews.
5. Open Communication:-
Most employees have a strong need to know how well they are
performing. A good appraisal system provides highly desired feedback
on a continuing basis. A worthwhile goal is to avoid surprises during the
appraisal interview. Even though the interview presents an excellent
opportunity for both parties to exchange ideas, it should never serve as a
substitute for day-to-day communication and coaching required by
performance management.
7. Due Process:-
Ensuring due process is vital. If a formal policy does not exist,
one should be developed to permit employees to appeal appraisal results
they consider inaccurate or unfair. They must have a procedure for
pursuing their grievances and having them addressed objectively.
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CHAPTER 3.6:-REMUNERATION MANAGEMENT
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Components of Remuneration Management:-
External Environment
Internal Environment.
Compensation
Financial Non-financial
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dental & vision) compensation.
Security benefits (retirement, Telecommuting.
disability, life insurance)
Employee services
Premium pay (hazard pay,
shift differentials)
I) External Factors:-
External Factors to an organization are:
1. Labour Market:-
Demand and supply of labour influence wage and salary
fixation. A low wage may be fixed when the supply of labour exceeds
the demand fir it. A higher wage will have to be paid when the demand
exceeds supply, as in the case of skilled labour. While unskilled labour is
available in plenty, there is a shortage of technicians, computer
specialists and professional managers. High remuneration to skilled
labour is necessary to attract and retain it.
Cost of Living:-
Next in importance to labour market is the cost of living. This
criterion matters during periods of rising prices, and is forgotten when
prices are stable or falling. The justification for cost of living as a
criterion for wage fixation is that the real wages of workers should not be
allowed to be whittled down by price increases. A rise in the cost of
living is sought to be compensated by payment of dearness allowance,
basic pay to remain undisturbed. Many companies include an escalatory
clause in their wage agreements in terms of which dearness allowance
increases or decreases depending upon the movement of consumer price
index (CPI).
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Labour Unions:-
The presence or absence of labour organizations often
determine the quantum of wages paid to employees, Employers in non-
unionized factories enjoy the freedom to fix wages and salaries as they
please. Because of large-scale unemployment, these employers hire
workers at little or even less than I minimum wages. An individual non-
unionized company may be willing to pay more to its employees if to
discourage them from forming one, but will buckle under the combined
pressure from the other n unionized organizations. The employees of
strongly unionized companies too, have no freedom in wage salary
fixation. They are forced to yield to the pressure of labour representatives
in determining and revising pay scales.
4. Labour Laws:-
Payment of Wages Act,1936,Minimum Wages Act,1948;The
Payment of Bonus Act,1965;Equal Remuneration Act,1976;and the
payment of Gratuity Act,1972.The Payment of Wages Act was passed to
regulate payment of wages to certain c of persons employed in the
industry. It also seeks to protect workers against irregularities in payment
wages and unauthorized deductions by the employers. In addition to legal
enactments, there are wages boards, tribunals and fair wages committees,
which aim at providing a decent standard of, living to workers.
Society:-
Remuneration paid to employees is reflected in the prices fixed
by an organization for its goods and services. For this reason, the
consuming public is interested in remuneration decisions.
Economy:-
The last external factor that has its impact on wage and salary
fixation is the stat of the while it is possible for some organizations to
thrive in a recession, there is no question that the economy affects
remuneration decisions. For example, a depressed economy will
probably increase the labour supply. This, in turn, should serve to lower
the going wage rate. In most cases, the cost of living will rise in an
expanding economy. Since the cost of living is used as a pay standard,
the economy’s health experts a major impact upon pay decisions. Labour
unions, the government, and society are all less likely to press for pay
increases in a depressed economy.
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Among the internal factors which have an impact on pay structure are the
company’s strategy, job evaluation, performance appraisal and the
worker himself or herself.
1. Business Strategy:-
The overall strategy which a company pursues should
determine the remuneration to its employees. Where the strategy of the
enterprise is to achieve rapid growth, remuneration should be higher than
what competitors pay. Where the strategy is to maintain and protect
current earnings, because of the declining fortunes of the company,
remuneration level needs to be average or even below average.
3. The Employee:-
Several employees related factors interact to determine his/her
remuneration. These include performance, seniority, experience,
potential, and even sheer luck.
Performance is always rewarded with a pay increase.
Rewarding performance motivates the employee to do better.
Managements prefer performance to affect pay increases but unions view
seniority as the most objective criterion for pay increases. Experience
makes an employee gain valuable insights and should therefore be
rewarded. Potential is useless if it is never realized. Yet, organizations do
pay some individuals based on their potential. Young managers are paid
more because of their potential to perform even if they are short of
experience. Some people have luck to be at the right place at the right
time.
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CHAPTER-4
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CHAPTER 4.1:- VISION & MISSION OF THE
COMPANY
OUR VISION
To be a world class Oil & Gas company integrated in energy
business with dominant Indian leadership and global presence
OUR MISSION
World Class
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- Provide value linkages in other sectors of energy business.
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CHAPTER 4.3:- VISION & MISSION OF HR
HR VISION
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To attain organizational excellence by developing and inspiring
the true potential of company’s human capital and providing
opportunities for growth, well being and enrichment.
HR MISSION
HR OBJECTIVES
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RECRUITMENT & SELECTION PROCESS
OF ONGC
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1. The Corporation shall cause all vacancies to be filled by Direct
recruitment to be notified to the Employment Exchange in accordance
with the provisions of the Employment Exchange (Compulsory
Notification of Vacancies) Act, 1959 (31 of 1959) and/ or in house
circular and / or to be advertised in daily news papers having circulation
in major parts of the country and in such daily newspapers in the
regional languages as the corporation may consider suitable.
4. Where a candidate who fulfills the said criteria is not considered by the
selection committee, it shall record in writing the reasons for not
considering such candidate.
Objectives:-
The objectives of training and development are as follows:
Induction Training:-
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The fresh incumbents of the organization are exposed to wide
gamut of technology of petroleum industry through synergic approach
covering multi-disciplinary theoretical and practical aspects with
emphasis upon on the job training.
Management Training:-
One of the most important aspects of executive development is
“Man-Management”; suitable programs are being organized with special
emphasis on appreciation of roles played by various disciplines in the
company. Environment and public enterprises, principles of
management, Corporate planning, project management, management of
change, management of technology, man-management, team building
and conflict resolution, management of R&D, personal effectiveness
including oral and written communication, presentation skills, managing
stress etc. are wider areas covered through various training modules.
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OF ONGC
Appraisal Year:-
The appraisal period is 12 months of financial year between 1st
April of a year to 31st March of succeeding year.
Appraisee:-
Appraisers:-
There are two levels of appraisers. The first appraisers also called
reporting authority, means an executive under whose direct
control and supervision the Appraise operates. In case of
seconded appraise, immediate functional senior executive (who
may be equal in status to the 1st appraiser) could be the joint
Appraiser with the reporting authority, and he would only record,
whether or not agrees with the observations of the first appraiser.
Co-Reviewing Officer:-
Senior officer (E-5 and E-6) located in the projects take professional
guidance from their professional seniors posted in the regional office but
the overall control of project activities is vested in the project head, who
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has to review the PARs before their transmission. ED/RD/Head of
Institute may like to associate the functional head of the office before he
records final observation and assigns a grade. In such cases the ED/RD
may like to secure comments only (no grades) of the professional group
head as co-reviewing officer in the space provided in the form on page 4.
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Appraisee’s performance for the total year, and refer to this in his
assessment.
The reporting officer will initiate action without waiting for the
appraise to fill in personal data etc. he will record his observations about
the appraise which may not deal with his performance as an employee
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but make reference of his conduct, during the period of suspension, if so
desired.
4. Erring Appraisee:-
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CHAPTER-6
ANALYSIS
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Every organization wants its employees to possess the passion
and zeal of an entrepreneur. It could be a vision of an organization where
employees work with the passion of an entrepreneur, where they feel that
they own the organization, are self-motivated and have a great sense of
pride in belonging to the company. Developing an ownership culture at
the workplace is a tough task for any employer, but it is the only way to
ensure employee loyalty, and bridge the gap between employer and
employee. If nurtured, this feeling not only optimizes productivity and
excellence beyond expectations, but also helps in combating attrition.
Right to Equity:-
Right to Influence:-
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Employee opinions and concerns should always be addressed.
And, if necessary, certain organizational policies must be changed to
better suit their requirements. The organization should create confidence
amongst its employees that their opinion can influence its policies.
Right to Control:-
Empowerment:-
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1. Creating a `will’ is all about inspiring and exciting people. It is about
creating a belief in the values of the organization, a desire to contribute
to its success, and a willingness to `go the extra mile’. It is about helping
people understand the `bigger picture’ and communicating those visions
in relevant and convincing ways so that employees choose to engage
with them.
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CHAPTER-7
BIBLIOGRAPHY
Books:-
(Gary Dessler)
Websites:-
ZeroMillion.com
citehr.com
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allexperts.com
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