Академический Документы
Профессиональный Документы
Культура Документы
Roles responsibility
and functions in an organization and its importance?
DEFINATION:
Definition:
(1)Job simplification:
Work simplification is introduced when job designer feels that the job is not
specialized.
Job Enlargement:
Job enlargement is a horizontal expansion of job tasks; that is, the worker is
assigned more tasks at the same general skill level.
In a bank, it might mean training a person to write home loans, car loans,
and installment loans rather than only one of these.
Job Enrichment
For job enrichment to be of greatest value, at least some of the added tasks
and responsibilities should involve greater use of the worker’s capabilities,
including creativity, pattern recognition, interpersonal communication, and
problem solving.
Job Rotation:
Job rotation can be used to make work more interesting while exploiting the
efficiencies of narrowly defined, repetitive jobs is to have employees work
in teams and exchange jobs on a periodic basis.
If workers take turns and rotate among the jobs, no one is stuck with an
extremely boring or physically demanding job all the time; the desirable and
undesirable jobs are equally shared.
How often rotation occurs will vary from job to job and will be affected by
learning rates, the time needed to switch jobs, and the relative desirability of
the jobs.
Job Evaluation
Concept
Job Evaluation is the process of analysis and assessment of jobs to ascertain
reliably their relative worth, using the assessment as a basis for a balanced
wage structure.
Job evaluation methods are of two categories – non analytical and analytical
Ranking Method
Job – Grading Method
Analytical Methods: -
Ranking Method:
This system starts with the selection of job factors, construction of degrees
for each factor, and assignment of points to each degree. Different factors
are selected for different jobs, with accompanying differences in degrees and
points. The range of grades and scores is also predetermined- for example,
from 210 to 230 points, the 5th grade; 231 to 251 points the 6th grade and so
forth. A given fob is placed on a particular grade, depending on the number
of points it scores.
METHODS OF TRAINING.
Two methods of training.
A) ON THE JOB TRAINING:
This type of training is also known as job instruction training, is the most
commonly used method.
Under this method the individual is placed on a regular job and certain
skills are taught that are necessary to perform that job.
The trainee learns under the supervision and guidance of a qualified
worker or instructor. On the job training has the advantage of giving first
hand knowledge and experience under the actual working conditions.
On the job training method include job rotation, coaching, job instruction
or training through step-by-step and committee assignments.
a) Job rotation: Job rotation involves movement of trainee from
one job to another. The trainee receives job knowledge and
gains experience from the supervisors or trainers in each of
different job assignment. This method gives on opportunity to
the trainee to understand the problems of employees on other
jobs and respect them.
b) Coaching: In coaching superior plays an active role in training
the subordinate by assigning him challenging tasks. The
superior acts as a coach in training the subordinate by assisting
and advising him to complete the assigned task..
c) Job instruction: This method is known as training through step
by step. Under “ “trainer explains trainee the way of doing
job, job knowledge and skills and allows him to do the job. The
trainer appraises the performance of the trainee, provides
feedback information and corrects the trainee. The process or
the steps under job instruction method are as follows
Step1: Prepare the employee for instruction. Put him at ease.
Explain the job and its importance. Get him interested in
learning the job.
Step 2: Present the job. Follow your breakdowns. Explain and
demonstrate one step at a time – tell why and how? Stress key
points. Instruct clearly and patiently. Give everything you will
want back, but no more.
Step 3: have him do the job. Have him tell why and how and
stress key points. Correct errors and omissions as he makes
them. Encourage him. Get back everything you gave him in the
step 2. Continue until you know he knows.
Step 4: Follow through. Put him on his own. Encourage
questions. Check frequently. Let him know how he is doing.
If the learner has not learnt, correct him and teach him
repeatedly.
1) Classroom method:
Classroom method for training personnel includes lectures,
discussions, role-playing and case study.
PROCESS/PROCEDURE OF TRAINING
Preparing trainers
Presentation
Performance
Follow up
1. Determining training needs of employee :-
In the very 1st step of training procedure, the HR department,
identifies the number of people requiring training, specific area in which
they need training, the age group of employee, the level in organization
etc. in some cases the employee may be totally new to the organization.
Here the general introduction training is required. Some employees may
have problems in specific areas; here the training must be specific. This
entire information is collected by HR department.
2. Selecting target group :-
Based on information collected in step 1 the HR department divides
employee into groups based on the following.
Age group of the employee to be trained
The area in which training is required
Level of the employee in the organization
The intensity of training etc.
3. Preparing trainers :-
Once the employees have been divided into groups, the HR
department arranges for trainers. Trainers can be in house trainers or
specialized trainers from outside. The trainers are given details by HR
department, like number of people in the group, their age, their level in
organization, the result desired at the end of training, the area of training,
the number of days of training, the training budget, facilities available
etc.
4. Preparing training packages :-
Based on the information provided by trainers, he prepares entire
training schedule i.e. number of days, number of sessions for each day,
topics to be handled each day, depth of which the subject should be
covered, the methodology for each session, the tests to be given foe each
session, handout/printed material to be given in each session etc.
5. Presentation :-
On the first day of training program the trainer introduces
himself and specifies the need and objective of the program. This is
done so that employees get the right idea about the objectives. He then
actually starts the program. The performance of each employee is tracked
by the trained and necessary feedback is provided.
6. Performance :-
At the end of training program the participants reports back to their
office or branches. They prepare report on the entire training program
and what they have learned. They the start using whatever they have
learnt during their training. Their progress and performance is constantly
tracked and suitable incentives are given if the participant is able to use
whatever he has learnt in training.
7. Follow up :-
Based on the employee performance, after training, the HR
department is able to identify what is exactly wrong with training
program and suitable correction is made in the training programme in the
future.
3. Business games :-
This method involves providing a market situation to the trainee
manager and asking him to provide solutions. If there are many people
to be trained they can be divided into groups and each group
becomes a separate team and play against each other.
4. Committee :-
A committee refers to a group of people who are officially
appointed to look into a problem and provide solutions. Trainee
managers are put in the committee to identify and study a problem in the
organization and to provide suggestions on how they will solve the
problem and to explain what they learnt from it.
5. Conference :-
Conferences are conducted by various companies to have elaborate
discussions on specific topics. The company which organizes the
conference invites trainee managers from different companies and calls
for experts in different fields to give presentations or lectures. The trainee
managers can ask their doubts to these experts and understand how
problems can be solved on the job.
6. Readings :-
This method involves encouraging the trainee manager to increase his
reading related to his subject and then asking him to make a
presentation on what he has learnt. Information can be collected by
trainee manager from books, magazines and internet etc.
7. In basket training :-
The method is adopted from the ‘IN’ and ‘OUT’ baskets normally
found in the manager’s cabin. In this method the training is given to the
manager to handle files coming in and to finish his work and take
decisions within a specified time limit. The trainee manager is taught
how to prioritize his work, the activities which are important for his job
and how to take decisions within limited time.
Q.3)Explain the process of HR planning? Show flow chart?
Definition:
According to Geisler, “Manpower planning is the process –Including
forecasting, developing and controlling by which a firm ensures that it has-
• The right number of people,
• The right kind of people,
• At the right places,
• At the right time, doing work for which they are economically most
useful”.
Process of HR planning:
1) Analyzing organizational plans.
Recruitment Selection
Recruitment is the process of searching the Selection involves the series of steps by which
candidates for employment and stimulating the candidates are screened for choosing the
them to apply for jobs in the organization most suitable persons for vacant posts.
Recruitment is concerned with tapping the Selection is concerned with selecting the most
sources of human resources. suitable candidate through various interviews
and tests.
Objectives of Induction:
iv. To foster a close and cordial relationship between the newcomers and
the old employees and there supervisors.
For example in succession planning the key concern can be who will be
next CEO or what will happen if the Marketing Manager retires in coming
March.
Simple ways to describe it are "how long employees tend to stay" or "the
rate of traffic through the revolving door.
Labour Turnover does not just create costs, but some level of Labour
Turnover is important to bring new ideas, skills and enthusiasm to the labour
force.
FRINGE BENEFITS:
Fringe benefits may be defined as wide range of benefits and services that
employees receive as an integral part of their total compensation package.
They are based on critical job factors and performance.
They include benefits such as paid vacation, pension, health and insurance
plans, etc. Such benefits are computable in terms of money and the amount
of benefit is generally not predetermined.
The purpose of fringe benefits is to retain efficient and capable people in the
organization over a long period.
They foster loyalty and acts as a security base for the employees.
They differ from employee to employee, and depend upon the nature of job,
seniority, and merit.
♦ Wages:
Wages are compensation. This includes basic wages, allowances,
bonuses etc. On the employers’ points of view, wages form that part of
cost of production which is attributed as compensation paid to labor.
Wages are paid in the form of time rate or piece rate to the workers, who
are directly involved in the production or commercial activities.
♦ Salary:
This is compensation paid to the indirect labor in the form of cash.
Indirect labor involves supervisors, managers and supporting staff like
office assistants, clerks, etc. Salaries are paid in the form of time rate,
mostly on monthly basis.
♦ Subsistence wages
♦ Minimum Wages
♦ Fair Wages
♦ Living Wages
Q.5) What is 360 degree appraisal and write down its
advantages and disadvantages. Explain its assessment
center?
360 systems involve evaluation of a manager by every one above him,
alongside and below him.
The responses are presented collectively to the assesses in the form of charts
and graphs. Comments and interpretations are presented later.
Counseling sessions are arranged to solve the weakness identified in the 360
degree assessment.
The 360 degree assessment program is effective when used from the top
down.
The fact that the manager at the top has also been administered the test
convinces everyone and they are willing to go through it as well?
Advantages of 360 degree appraisal:
ii. The gap between self assessment and the views of one’s colleagues
is reduced.
v. Empowerment is facilitated.
• Assessment centre:
Definition:
It may be define as a central location where managers may come
together to have their participation in job related exercises evaluated by
trained observer.
• Companies in India also used this technique but also help to determine
training and development needs of employees.