Branding & Innovation

Human Resource Planning

Anand S Nair — Tue, 15 Jun 2010 08:20:27 +0000

According to Bowey “human resource planning is an effort to anticipate future business and environmental demands upon an organization and to provide personnel to fulfill that business and satisfy the demand. It is the duty of the senior management to emphasis the importance of human resource planning in an organization. HRP should be integrated with the strategic plans of the organizations. It should be done with the help of the most accurate information that is available. It is necessary to assign the human resource planning with a central unit. First a clear time plan must be prepared. The scope of the activity should also be clearly defined. Only then a proper planning can be done in an organization. Often the firms experience failure because of improper planning. Every activity of an organization to become a success should undergo a proper HRP process. Thus human resource planning is not inevitable in an organization.

Interview

Anand S Nair — Fri, 11 Jun 2010 08:19:15 +0000

An interview is a face to face interaction between two persons for a particular purpose. An interview is the presentation of the self for the interviewee, interviewer and the organization. An interview involves a four point process which are gather, analyze, decide and act. Interviewing is a skill it is only through practice that you can make it perfect. Personal interview is a universal tool that is used in any selection process. There are various types of interviews like the personal interview, depth interview, stress interview, group interview panel interview etc. various limitations for an interview are subjective judgment of the interviewer may be based on his prejudices. One prominent characteristic of a candidate may be allowed to dominate his entire personality. The interviewers experience may have created a close association between some particular trait and distinct type of personality. The effectiveness of an interview is always dependent on the prior knowledge about the applicant, attitude of the interviewer, first five minutes of the interview, and the content of the interview and the validity of the interview. Of course there are many more that can be added to this. Thus it is necessary that the interviewee as well as the interviewer takes proper preparations before going for an interview.

Recruitment

Anand S Nair — Tue, 08 Jun 2010 08:15:42 +0000

Recruiting is the discovering of potential candidates for actual or anticipated vacancies. It brings together those with jobs to fill and those seeking jobs. It helps in providing with information that will attract significant pool of qualified candidates and discourage unqualified ones from applying. There are various factors that affect the recruitment. These include the external as well as the internal factors. The external factors include the supply and demand the labor market, the image and goodwill of the company, the political social and legal environment, the unemployment rate and the competitors of a particular firm. Whereas the internal factors include the recruitment policy, human resource planning, size of the firm, cost of recruitment, the growth and the expansion of every organization and the job attractiveness. Recruitment in short can be defined as the process of identifying the prospective employees stimulating and encouraging them to apply for a particular job or jobs in the organization.

International Human Resource Management

Anand S Nair — Fri, 04 Jun 2010 08:12:18 +0000

Global HRM is required because of the increasing globalization firms as well as the employees are moving all over the world. There are major problems that are occurring in the international operations that arise out of human resource management blunders. Hence it is necessary to understand human resource management in a global perspective. There are various reasons for increasing the importance of international human resource management these includes the increase in the number and significance of global organizations. There a worldwide recognition that the success of the global business depends on the quality of human resource and also how effectively these resources are managed and utilized. The cost incurred due to poor performance or failures in international assignments are very high, such as loss of market share, loss of reputation of the firm etc. Thus international human resource management includes global recruitment, global selection process managing the expatriates rate, performance appraisal, training and development and compensation benefits. It is hence very important for any organization to efficiently manage their IHRM.

Human Resource Management

Anand S Nair — Mon, 31 May 2010 19:32:10 +0000

Human resources are organizations greatest assets. They should be properly selected properly trained and properly motivated. According to byers and rue “human resource management is the function facilitating the most effective use of people to achieve both organizational as well as individual goals”. Thus human resource management is the process of training appraising and compensating employees such that they are motivated to achieve both the organizational as well as individual goals. HRM helps an enterprise in attracting talent through proper human resource planning. It helps in developing the necessary skills and attitude with training and also helps in securing cooperation through motivation. It plays an important role in retaining talent through the right policies. It helps in improving the quality of work life in an organization. Human resource development is the process of training and development of employees to make them effective. It is a subset of HRM. There are various challenges before HRM such as globalization which would require more productivity, technological trends that would require new skill set etc. Thus an effective HRM is the backbone of any organization and it plays an important role in the effective functioning of that organization.

Safety & Health in an Organization

Anand S Nair — Tue, 25 May 2010 19:30:15 +0000

Employee safety and efficiency are directly related to each other. Safety in an organization helps to prevent occurrences of accidents and thereby improves and ensures free flow of work. It helps to improve the morale and the productivity of employees. It also helps the employees to contribute effectively towards teamwork. Safety in an organization ensures that the employee can concentrate on their work with confidence and without fear. Industrial accidents are occurrences which interrupts the orderly progress of the work in an industrial establishment. It is an unexpected event. This is a personal injury that occurs to an employee which arises out of the employment or in course of employment. There are various causes for accidents in an organization such as job related causes, unsafe conditions, work shifts the environment of the work place etc. it is found through researches that it is often young and untrained workers who are more prone to accidents. It is the responsibility of the management, plant manager, and safety officer to see to it that there is always a safe working condition that is prevailing in an organization. Every organization should formulate a safety policy for the safety of employees.

Effects of Grievances

Anand S Nair — Fri, 21 May 2010 19:27:00 +0000

There are different effects of grievances that occur. The various effects of grievances on production includes the low quality of production, the low quantity of production and the productivity, the increase in the wastage of materials, the increase in the spoilage of materials and also an increase in the breakage of machinery. The total cost per unit for production will also increase drastically. Various effects of grievances on the employees are in the increase in the rate of absenteeism and turnover. It reduces the level of commitment sincerity and punctuality of the employees. There is an increase in the incidence of accidents and all this in turn reduces the level of employee morale. Grievances also causes great effect on the managers such as it strains the superior and subordinate relation it increases the disciplinary cases and also increases unrest among the managers. It makes it difficult to bring in industrial peace. These are the various effects that are created due to employee grievances. Organization should take great care in handling the grievances in an organization.

Grievance Handling

Anand S Nair — Mon, 17 May 2010 03:25:28 +0000

According to Michael A Jucius “grievances means any discontent or dissatisfaction whether expressed or not and whether valid or not, arising out of anything connected with the company that an employee thinks, believes or even feel is unfair unjust or inequitable” There are various features for grievances these includes any form of discontent regarding any aspect of the organization. The dissatisfaction must arise out of the employment and not on personal grounds. The discontent can be regarding real or imaginary reasons. The causes for grievances include those resulting from improper working conditions, resulting due to management policies, those that are resulting from alleged violations and from personal maladjustment. Grievances from improper working conditions happen when there is no availability of proper working tools, and when there is improper matching of the worker with the job. Grievances from management policies arise out of wages, leave, overtime, seniority, transfer etc. grievances from alleged violations include past policies, company rules, central or state laws etc. and finally grievances from personal maladjustment arise when there is over ambition in the part of the worker, when there is excessive self esteem and an impractical attitude towards life.

Types of Compensation & Compensation Principles

Anand S Nair — Fri, 14 May 2010 19:23:42 +0000

There are basically two types of compensation namely direct compensation and the indirect compensation. Direct compensation includes basic salary, house rent allowance, conveyance leave travel allowance, medical allowance, bonus and special allowance. And the indirect compensation includes leave policy, overtime policy, hospitalization, insurance, leave travel, retirement benefits holiday homes, and the flexible timings. The basic wage structure in India consists of basic pay dearness allowance fringe benefits, overtime payments annual bonus and incentives. Various compensation principles includes that the plan and the policy should be flexible and should be changing with respect to the local and national needs. There should be constant job evaluation in an organization. The firm should always try and ensure that there is equal pay for equal work. There should also be provisions for handling work grievances. Adequate information regarding the different procedures of the organization should be intimated to the employees as well as the union workers. There are different methods of payment of compensation which are based on the time rate system, payment by result system, skill based system, job based system and competency based pay.

Compensation Management

Anand S Nair — Mon, 10 May 2010 19:21:54 +0000

Compensation of an employee is the total amount of remuneration that is received in cash or kind payable by an enterprise to an employee in return for the work done during the accounting period. It refers to all forms of pay and reward owing to the employees arising out of their employment. Compensation is what the employees receive in exchange in exchange for their contributions to the organizations. It is the value of social contributions made by the employers. Compensations include wages and salaries. There are various objectives for compensation which includes maintaining equity, attracting talent, and retaining talent, finding out new and desired behavior, it helps in controlling costs and also helps in complying with legal rules. Another major function is that it helps in the ease of operation. There are various factors that influence the compensation management are the organizations ability to pay, the supply and demand of labour, the prevailing market rate, the cost of living and the productivity of the firm. Compensation can be used for motivating the employees. It helps in fostering values and culture in their employees. It helps the organization in achieving their objectives.