Soft skills are essentially people skills – the non-technical, intangible, personality-specific skills that determine one’s strengths as a leader, speaker, listener, negotiator, and conflict mediator. It means skills related to human attitude, team work, leadership qualities, over all human nature enhancements. Soft skills thus is a sociological term relating to a person’s “EQ” (Emotional Intelligence Quotient), the cluster of personality traits, social graces, communication, language, personal habits, friendliness, and optimism that characterize relationships with other people. They are, in many instances, complementary, and serve to unlock the potential for highly effective performance in people qualified with the requisite hard skills. In broader terms soft skills is a range of abilities including work ethics, courtesy, teamwork, self-discipline and self-confidence, professional presence, language proficiency, cultural sensitivity, communication skills, ability to accept and learn from criticism, ability to handle client relationships, networking, creativity, ability to motivate yourself and lead others, time management, leadership Continue reading
Human Resource Management
Human Resource Management (HRM) is branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities.
Job Design – Meaning, Importance and Methods
It is believed that a well designed job motivates the employees for higher level of performance. Poorly designed jobs often result in boredom and employee frustration, high turnover, reduced motivation, low level of productivity and increase in operating cost. To avoid such negative consequences, the jobs have to be designed systematically and scientifically Thus, job design is a systematic process of organizing work into the tasks required to perform a specific job. It defines the contents and the way the tasks are combined to complete a job. Job design integrates the tasks, function and relationship in order to achieve certain organizational objectives. It is a logical sequence of job analysis which provides job-related data and skill requirement of the incumbent. There are three important influences of job design, they are- work flow analysis, business strategy and organizational structure. Job design is a process through which job related data are revealed Continue reading
Employee Separation Methods
Concept of Employee Separation An employee who works for an organization has to leave the organization one day or the other. Even in Japanese organizations, where there is life-time employment, separation is inevitable. Separation is the act of an employee leaving his organization because of any of the reasons viz., superannuation, turnover, transfer, dismissal, retrenchment, etc. A manager, who looks after the staffing function, has to adhere to the formalities, rules, terms, conditions, legal provisions, standing orders etc. in separating any person who works for the organization. While an unconfirmed employee must be given notice pay, a confirmed employee must be given compensation, gratuity, pension benefits etc. according to rules. Similarly, when an employee is not able to make the contribution expected of him, the organization would not be able to go on tolerating it. Hence, the need for separation arises. But the manager must be able to determine Continue reading
Characteristics of Successful Teams
A team can be said to be a group of people working together to achieve a goal. It can also be seen “as a limited number of people who have shared objectives at work and who co-operate, on a permanent or temporary basis, to achieve those objectives in a way that allows each individual to make a distinctive contribution”. In order team to be effective, it should have certain characteristics, listed below Sponsor: In order to have effective liaison with the quality council, there should be a sponsor. Preferably the sponsor is a member of the quality council, thereby providing organizational support. Team Charter: A team charter is a document that defines the team’s mission, boundaries, the back ground of the problem, the team’s authority and duties and resources. It also identifies the members and their assign the roles-leader, recorder, timekeeper and facilitator. The sponsor and the team negotiate the Continue reading
Challenges of Strategic Human Resource Management
Strategic Human Resource Management (SHRM) can be defined as a link between human resources and the strategic goals and objectives of the business. Most importantly, the aim of that is to improve business performance and to develop an organizational culture that will foster innovation, flexibility and competitive advantage. In other words, the HR function is seen as a strategic partner helping the company to implement and formulate strategies as well as reach its goals and flourish. The main activities of HR department include selecting and recruiting the right people for the job roles, training and rewarding them. Very often SHRM is being confused with HRM. SHRM has more of a long-term orientation towards objectives. It doesn’t focus on internal human resource issues; the attention is focused more on addressing and solving problems that have an effect on management programs in a long run. In other words, SHRM focuses on occurring Continue reading
Collective Bargaining and the Negotiation Process
Collective bargaining is accurately an automated relations apparatus or tool, and is an aspect of negotiation, applicable to the application relationship. As a process, the two are in essence the same, and the attempt applicative to negotiations is participation ant to aggregate bargaining as well. However, some differences charge to be noted. In aggregate bargaining the abutment consistently have an aggregate absorption back the negotiations are for the account of several employees. Area aggregate bargaining is not for one employer but for several, aggregate interests become affection for both parties to the bargaining process. In negotiations in non-employment situations, aggregate interests are less, or non-existent, except when states accommodate with anniversary other. Further, in labor relations, negotiations absorb the public absorption such as area negotiations are on accomplishment, which can papules on prices. This is around accustomed back an affair or the parties seek the abutment of the public, especially Continue reading