There are some training methods followed for the development of skill and capabilities of the existing & new employees. So that, there can be improvement of the efficiency of the employees. Some selected skill development training methods are described below: 1. Transactional Analysis This type of training method is helpful to eradicate or minimize the dysfunctional aspects of personality, developed from critical assumptions assimilated during childhood. The life script is a basic concept of transactional analysis. The programme for transactional analysis may vary from one day to five days. This method of training enables participants to develop interpersonal competencies to improve relationships with self and others for changing their behavior appropriately to optimize interrelationships. As far as possible, the trainer must operate from adult state and not be personally involved in transactions between participants. The trainer must have expert knowledge of transactional analysis before interpretation of behavior. The trainer should 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.
Problems in Employee Counseling
A manager has to deal with various types of problems in dealing with his subordinates, employees and particularly problem employees. Basically no employee is a problem employee, except hereditary and inborn perversions, criminal tendencies, addictions, and nervous and psychological breakdowns. Once an employee turns to be a problem employee, the employer has mainly two options viz., repair and recover, or replace. For the purpose of repairing and recovering and rehabilitating, employee counseling has an important role to play. Problems are generally associated with the causes like: 1. Inferiority and Low Self-Esteem Inferiority feeling of an employee may play great havoc in individual life and work. Though a mild form of inferiority in certain persons may help them to work hard and overcome the inferiority. But very often, inferiority complex may lead a person to utter disappointment and depression leading to withdrawal perversion, absenteeism and even psychosomatic and psychotic problems. Inferiority Continue reading
Factors Influencing Wage and Salary Administration
The wage payment is an important factor affecting the labor management relations. Workers are very much concerned with the rates of wages as their standard of living is linked to the amount of remuneration they get. Managements, however, do not come forward to pay higher wages because cost of production goes up and profits decrease to that extent. A number of factors, thus, influence the remuneration payable to the employees. The factors influencing Wage and Salary Administration can be categorized into (i) External Factors and (ii) Internal Factors. 1. External factors influencing Wage and Salary Administration Demand and supply : The labor market conditions or demand and supply forces operate at the national and local levels and determine organizational wage structure. When the demand of a particular type of labor is more and supply is less then the wages will be more. On the other hand, if supply of labor Continue reading
Characteristics of Effective Teams
Many authors have written various features that they believe are essential for team effectiveness. Having read them it can be suggested that the following are the features of an effective team: Clear Understanding of the Goals/Objectives: Perfect understanding of what the goals of the team are, is very important. Every member of the team should be able to talk for the team on the progress of their project when called upon. However, this happens when every member of the team understands the team’s goal and can tell if they are making progress or not. Shared Values: Effective teams share desires to succeed at whatever they do. They have a common sense of purpose. The team must agree that the work they are doing is worthwhile and that their goals are worth making the effort to achieve. Members interact and work independently to achieve team objectives. They take collective responsibility for Continue reading
Point Rating Method of Job Evaluation
Point Rating technique is the most widely used system of job evaluation. The method evaluates the compensable factors of each job. It involves a more detailed, quantitative and analytical approach to the measurement of job work. Under this method of job evaluation, jobs are broke down based on various identifiable factors such as skill, effort, training, knowledge, hazards, responsibilities and so on. Thereafter, points are allocated to each of these factors. Weights are given to factors depending on their importance to perform the job. Points so allocated to various factors of a job are then summed. Then, the jobs with similar total of points are placed in similar pay grades. The sum of points gives an index of the relative significance of the jobs that are rated. Point Rating System requires six steps and is usually implemented by a job evaluation committee or by an individual analyst. Determine critical factors Continue reading
Meaning and Definitions of Job Satisfaction
Job satisfaction is a feeling that can produce a positive or negative effect toward one’s roles and responsibilities at work and it is important to understand the concept of job satisfaction as there is no single way to satisfy all workers in the workplace. Also, job satisfaction is the positive attitude towards ones job and it is the combination of feelings and beliefs, which include the mental, emotional, and physical domains. Job satisfaction can also be defined as a worker’s emotional response to different job related factors resulting in finding pleasure, comfort, confidence, rewards, personal growth and various positive opportunities, including upward mobility, recognition and appraisal done on a merit pattern with monetary value as compensation. Another definition is that job satisfaction is reflected as an employee’s general affective assessment of himself/herself in the context of his or her job. Some more definitions are listed below; Job satisfaction is defined Continue reading