Recruitment is one of the important tasks which human resources management department has to perform very carefully. They have to understand the need of the vacant position. They have to know what should be the qualification of the candidate for the required position. They have to also look after that what is the age range of the candidate because in several cases some position needs to be more that twenty five years, thirty five years and so on. There are certain reasons of age barrier, for example many company have some different kind of sales positions required. For those positions, company want to have young and enthusiastic candidate, so they prefer that if the position is for sales associate, where the person have to travel a lot, they should be not more than an age of thirty years. Another reason of the human resources management to distinguish age is hierarchy. 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.
Corrective Disciplinary Actions to Employees Taken by Organizations
For repeated but relatively minor incidents of substandard performance, misconduct, or rule violations, corrective counseling and discipline should be progressive. The normal sequence of action is: Initial discussion; Oral Warning; Written Reprimand; Suspension; Discharge. Depending on the severity of the case, the action may begin at any of these steps. Any action involving suspension or discharge requires prior review by the Director of Human Resources or his/her designated representative. Initial Discussion: Normally, initial disciplinary action should be in the form of an oral discussion, especially for minor rule violations. If it appears that an employee has failed to perform his/her work or conduct him/herself according to requirements, the supervisor should first talk to the employee about the matter and informally inquire further into the situation. If facts indicate that the employee may have been at fault, the supervisor should discuss the matter with him/her and the expectations of the supervisor Continue reading
Compensation Management Process
In order to achieve the objectives of compensation management, it should proceed as a process. The compensation management process has various sequential steps as shown: 1. Organisation’s Strategy Organisation’s overall strategy, though not a step of compensation management is the starting point in the total human resource management process including compensation management. Companies operating in different types of market/product having varying level of maturity, adopt different strategies and matching compensation strategy and blend of different compensation methods. Thus, it can be seen that organisations follow different strategies in different market situations and align their compensation strategy and contents with these strategies. In a growing market, an organisation can expand its business through internal expansion or takeover and merger of other organisations in the same line of business or a combination of both. In such a growing market, the inputs, particularly human resources, do not grow in the same proportion as Continue reading
Process of Salary and Wage Fixation
Steps involved in determining wage and salary rates are as follows : 1. Job Analysis: A job analysis describes the duties, responsibilities, working conditions and interrelationships between the job as it is and the other jobs with which it is associated. Job descriptions are crucial in designing pay systems, for they help to identify important job characteristics. They also help determine, define and weigh compensate factors (factors for which an organization is willing to pay-skill, experience, effort and working environment). After determining the job specifications, the actual process of grading, rating or evaluating the job occurs. A job is rated in order to determine its value in relation to all the other jobs in the organization which are subject to evaluation. The next step is that of providing the job with a price. This involves converting the relative job values into specific monetary values or translating the job classes into Continue reading
Reasons for Employee Turnover
For employers, a challenge to deal with, in order to improve retention, are the common reasons for which the employees tend to migrate towards better positions. Here are some of them: Expectations not Met Expectations play a large part in determining whether an employee is satisfied or dissatisfied with the current state of affairs. On joining the firm the individual will have a range of expectations covering areas such as the style of management, the working hours, holidays, pay, and bonus and so on. It is not unusual for employees to leave within the first six months when they discover that things aren’t quite as they imagined they would be. Their expectations may have been unrealistic from day one, but each departure is yet more disruption, harming productivity, adding extra unnecessary costs and making it more difficult to reach goals for sales, revenue and profitability. Few firms seem to appreciate Continue reading
E-Learning at the Workplace
Globally, the e-learning market has been growing rapidly, and e-learning is beginning to emerge as the new model of training and education across a wide range of different sectors and industries. This growth has resulted in part from extensive changes in the working environment, and from a shift from a product-based economy to a knowledge-based one, meaning that there is a more pressing need to train and educate workforces in new technologies and services. In addition, technological advancement and challenges in technology-oriented working life have paved the way for new forms of electronic learning. Consequently, e-learning now accounts for a significant proportion of corporate investment in workforce training. E-learning is a learning experience that is delivered by electronic technologies including for example, the use of the internet, intranets, interactive TV, virtual classrooms and so forth. For some scholars, e-learning is considered only as a mechanism for delivering training and education Continue reading