Succession planning is a process for identifying and developing internal people with the potential to fill key leadership positions in the company. Succession planning increases the availability of experienced and skillful employees that are hopeful to undertake these roles as they become available. This process focuses on seeking the right person, not just the available person. It’s built on the idea of recognizing the potential leaders in organization and developing them so that they are ready to move up when the opportunity arises. It’s one of the best methods to promote recruitment and retention in organization. Although people often mix up replacement planning and succession planning, the latter goes beyond former planning because its focus is larger than one position or department. While often related to planning for senior executive replacements only, it is really broader than that can extend as far down the organization chart as managers want to Continue reading
HRM Functions
Training Scheduling Theories
Theories of Training Scheduling Training Scheduling can be done either during the working hours or after the working hours. There are many training design theories. These theories offer guidelines as to what methods to use in what situation for designing the sequencing of the training program for it to be effective. Two important training scheduling theories one concentrating at the macro level, the “Elaboration theory” and another which concentrates at the micro level, the “Gagne and Briggs theory” are explained here. 1. Elaboration Theory Sequencing is the process of how to group and order the content of training. It gains importance in training programs only when a strong relationship exists among the topics of the course. In such cases, how the sequencing has to be carried out so that the trainees are benefited to the maximum extent is brought out through the elaboration theory. Elaboration theory, a macro design theory, Continue reading
Wage Boards in Compensation Management
Wage boards are set up by the Government, but in selection of members of wages boards, the government cannot appoint members arbitrarily. Members to wage boards can be appointed only with the consent of employers and employees. The representatives of employers on the wage boards are the nominees of employers’ organization and the workers’ representatives are the nominees of the national center of trade unions of the industry concerned. The composition of wage boards is as a rule tripartite, representing the interests of labor, Management and Public. Labor and management representatives are nominated in equal numbers by the government, with consultation and consent of major Central Organizations. These boards are chaired by government nominated members representing the public. Wage board function industry-wise with broad terms of reference, which include recommending the minimum wage differential, cost of living, compensation, regional wage differentials, gratuity, hours of work etc. The main objectives of Continue reading
Role of Performance Appraisal in Improving Employee Performance
All organization faces the problem of directing the energies of their staff to the task of achieving organization goals and objectives. In doing so, organization need to devise means to influences and channel the behavior of their contributions. Performance appraisals constitute one of the major management tools employed in this process. This is based on the perception of an individual’s performance in a job is improved by having definite goals, feedback about their performance and complemented by an appropriate reward system. Therefore, performance appraisal are been implemented. Performance appraisals are used in nearly all organization in worldwide. Corporations use different tools and have a number of goals for performance appraisal often resulting in some confusion as to the true purpose of performance appraisal systems. However, it is core because it allows an organization to measure and evaluate an individual employee’s behavior and accomplishment over a specific period of time. There Continue reading
Features of a Sound Employee Disciplinary System
Discipline is an inevitable correlate of organization. To be organized means to be disciplined and vice-versa. The behavior of an employee is at the root of all discipline in an organization. Some of the key features of a sound employee disciplinary system are: 1. Knowledge of Rules The employee must be informed clearly about what constitutes good behavior and the rewards that may emanate from it. All instructions should be clear and understandable. It is common sense that an employee will obey an instruction more readily if he understands it. The supervisor himself must know all the rules. He cannot effectively communicate with his workers if his own knowledge about rules is half baked. In fact, he needs to know more than the barest minimum that he wants his workers to know. This reserve of knowledge is essential in order to be able to answer several unexpected question from workers. Continue reading
Process of Performance Appraisal
One of the most important things to remember about performance appraisals is that its effectiveness will be highly influenced by its purpose. For example, a programme, which is developed, to focus on employee development and training needs may not be suitable for making major decisions about salaries. Likewise, it is possible that the organization, management and employee may all have different goals for the performance appraisal process. Performance appraisal involves ‘identifying, evaluating and developing employees’ work performance with the dual purpose of achieving the organization’s goals and objectives whilst also ensuring the employee receives recognition, feedback and development’. The process of performance appraisal starts with employee planning and ends with an evaluation of employee progress. The process of performance appraisal consists broadly two steps. First, complete the performance appraisal form; secondly, participate in a performance appraisal interview and discussion. These two sages comprise the following levels in the appraising performance Continue reading