Maintenance of harmonious human relations in an organization depends upon the promotion and maintenance of employee discipline. No organization can prosper without employee discipline. Discipline has been a matter of utmost concern for all organizations. Maintenance of effective discipline in an organization ensures the most economical and optimum utilization of various resources including human resources. Thus, the objective of discipline in an organization is to increase and maintain business efficiency. Effective discipline is a sign of sound human and industrial relations and organizational health. The different approaches to employee discipline include,(i) human relations approach, (ii) human resources approach, (iii) group discipline approach, (iv) the leadership approach, and (v) judicial approach. The employee is treated as human being and his acts of indiscipline will be dealt from the viewpoint of values, aspirations, problems, needs, goals behavior etc. Under human relations approach the employee is helped to correct his deviations. The employee Continue reading
HRM Concepts
Job Enlargement – Definition, Benefits and Differences with Job Enrichment
Job enlargement is a job design technique wherein there is an increase in the number of tasks associated with a certain job. In other words, it means increasing the scope of one’s duties and responsibilities. The increase in scope is quantitative in nature and not qualitative and at the same level. Job enlargement is a horizontal restructuring method that aims at increase in the workforce flexibility and at the same time reducing monotony that may creep up over a period of time. It is also known as horizontal loading in that the responsibilities increase at the same level and not vertically. Many believe that since the enlargement is horizontal in nature there is not a great need for training! Contrary to this, job enlargement requires appropriate training especially on time and people management. Task related training is not required much since the person is already aware of the same or Continue reading
Important Soft Skills for Workplace Success
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
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