Академический Документы
Профессиональный Документы
Культура Документы
• Adequate :In line with what is paid in similar companies in the same geographical
area. Salaries and perquisites should be similar to what is paid in the other companies
for the similar work e.g. people working in the night shifts and doing similar hours
and in the same geographical area should be paid equally otherwise they will shift for
better salary or facilities.
• Equitable: Salaries and perquisites should commensurate with the effort put in not
be less than the work and the ability used by the individual for hard work. Salaries
should be equal to the work put in.
• Cost Effective: Salaries and perquisites should be such that the company can afford
to pay or should not exceed the benefits the company gets from the employees. The
benefits should not be more than what they get, then only company will be able to
make more profit.
• Secure: The salary should be such, as the employees do not feel that even their basic
needs are not fulfilled. It should be sufficient to satisfy the employees basic need and
make him full secure.
• Incentive providing: Both monetary and non-monetary incentives should be given to
the employees as they motivate employees to work effectively and productivity.
• Supply and demand: The availability of people and the demand determine the
“going wage rate” when the demand is high and the availability low, salaries are high,
when the availability exceeds the demand, salaries are low.
• Ability to pay: In general if a company is doing well and has the ability to pay the
tendency is to raise the compensation level. However if a company is highly
successful there is little need to pay for more then the compensation rate to attract the
best available in the industry.
• Cost of living: The cost of living index does not determine the base compensation .It
indicates what the rate of increase in salary should be, to keep up with inflation so
that employees real wages do not reduce.
A proper compensation (salaries and perquisites is very imp) if the company wants to
survive or retain its present employee may:
Leave the company: He may switch over to another company; he may look for better
opportunities where he is fully or not underpaid.
Low morale of the employee: If an employee is underpaid according to the job then
his morale will come down.
Low motivation: A low motivated employee of the company will not be productive
employee. He will not feel happy or will not be attached to the company.
Bad image for the company: Underpaid employees create bad image for the
company.
Productivity suffers: Due to absenteeism, low motivation &morale, productivity
automatically comes down etc.
Q11.What are the various ways in which a person can help look for a new job?
Ans: A person can look for a new job through internal as well as external sources. A
person can look for a new job or new opportunity within his own organization or
where he is currently working through promotions, transfers, ex-employees who have
left the job now.
A person can also look for a new job through the following external sources:
• Employment Agencies: Government creates them and a person who seeks a new job
can register themselves at these agencies. Companies who want people come there
with their requirements & employee’s people from they’re only.
• Gate Hiring: Small factories to fill up vacancies at the lower level generally follow
it. In such cases the organization look on casual workers who present themselves at
the factory gates.
These are some of the ways in which a person can look for new job in both his own
organization whenever there is a requirement due to retirement of ex employees or
the employees changing jobs or he can look for a new outside the present company if
he felts that there is no opportunity, in the present company as he can find better
opportunities outside he can look for advertisement, newspapers, go to government
agencies or give bio data to the companies, gate hiring etc…
Q1.what is meant by Quality of work life? What role does the human resource
manager play in contributing to the QWL of employees?
Ans. To introduce, the HRD practices into the organization, it is important to have
conductive atmosphere. Quality of work life is one of the most important factors, which
leads to such conductive atmosphere. Good quality of work life leads to an atmosphere of
good interpersonal relations and highly motivated employees who strive for the
development.
Monetary benefit occupy the first place in the list of elements of QWL, other
elements are like physical working condition, job redesign etc are gaining imp rapidly.
Provided good quality of work life, employees concentrate more on their individuals and
group development .The management can get their attention with their high motivation
and morale which leave way by rapid and smooth HRD.
By providing good QWL one can eliminate the exploitation, injustice,
inequality oppression which hamper the continuous growth of human resources which in
turn leads to its overall development.
QWL has its root in scientific management advocated by F.W.Taylor way back in 1940’s.
The mechanical approach or quantitative approach that scientific management assessed
gave way to the frustration of workers, which leads to human relations movement and
later so on technical movement which is the basic by today’s quality of work life. Thus
the evolution of the concept QWL was mainly in 3 phases: Scientific management,
Human relation movement and finally Socio technical system advocates such an
organization design which ensure high quality of work life.
Improving QWL was not considered as important factor in India until recently because
there were more factors like resource deficiency, environmental threats and serious
financial problems. There is a need to limit positive attitude in workers, union and
management to improve QWL.
Measuring QWL:
Walton’s & factors are considered as most comprehensive criteria for measurement of
QWL.
Constitutionalism
Social relevance
Barrier to QWL
All parties of the organization still resist to any schemes to improve QWL at present
level is satisfactory arrange and no steps need to be taken to improve it. They fail to
measure the impact of improved QWL on the psyche of the employee.
Employees on the other hand resist to change with a pre-concerned notion that any
scheme the management taken up would be to increase production without extra cost.
However the situation changing for good .All parties organization i.e. employee,
employers and union are realizing the spontaneous of QWL.
Strategies are made for improving quality of work life through self managed work,
job design and enrichment, effective leadership and supervisory behavior, career
development, alternative work schedules, job security, administrative or organization
justice and participating mgt. By implementing such changes management can create
sense of investment, commitment and togetherness among the employees, which
paves for better quality of work life.
The personnel management function has never become broad and strategic involving
all managerial and personnel and regarding employees as the most important
organisational assets.
Ans: Succession Planning :It refers to the plans a company makes to fills most imp
executive position .In practice the process involves a fairly complicated and
integrated series of steps.
A most comprehensive definition of succession planning is that it is the process of
ensuring a suitable supply of success or for current and future senior or key jobs
arising in the business strategy, so that the career of individuals can be planned and
managed to optimize the organization needs and the individual aspirations.
As a first step, management staffing plans should be developed. These plans should
be prepared on an individual basis for all anticipating needs in the intermediate years
ahead and for key position in the intermediate and long-range future. The potential
effects by external factors, such as economic forecasts and overall manpower market
forecasts should be received and considered. The business plans should be received
to determine their effect all-managerial needs. As business plans for both the near
and long term are developed, the organizations plans and human resources forecasts
should be formed.
The Second Step concerns staffing and development. Staffing includes recruitment,
selection and placement of candidates from the outside and inside the organization
and development of managerial personnel should be ensured through approaches such
as formal training both within the organization and outside, planned job rotation
performance planning and appraisal, counseling and coaching.
The third step concerns needing a congenial environment, where people give their
best. The organization’s environment should ensure the retention of the most
desirable employee.
The Fourth Step consists of doing appraisals. Appraisals and analysis of results
achieved should provide an organization with essential feedback on the performance
of managers.
The Fifth Step is the S.P exercise in the preparation of management resource
statutory consisting of the following:
Personal Data
Performances
Potential
Skills Career Goals
Career Plans
Potential appraisals are done to know the potential of the employees so that the
employees who have more potential become eligible for promotions.
In basket:
The candidate is given a number of reports, names, and notes on incoming phone
calls, letters and the material collected in the in-basket of the simulated jobs he is
supposed to take over. The candidate is asked to take appropriate actions on each of
these materials.
Group Discussion:
A leaderless group discussion is given a topic for discussion and asked to arrive at a
group discussion. The raters then evaluate each group member’s personal skills,
acceptance by the group, leadership ability and individual inference.
Management Games:
Participants engage in realistic problem solving. E.g., as member of two more
companies that are competing in the marketplace. Decisions would have to be made
about matters like how to advertise and manufacture and how much inventory to keep
in stock.
Individual Presentation:
A participant’s communication skill and persuasiveness evaluated by having the
person take an oral presentation on an assigned topic.
Objective Tests: Papers and pencil tests for personality, mental ability, interests and
achievement may be conducted to measure the participant’s sense on factors to be
assessed.
Q4. Describe some common rating errors in performance appraisals? How does
the personal bias of the appraiser affect performance appraisals?
Halo Effect: This occurs when the rater’s personal opinions of the employee affects
his assessment. Halo errors can be positive or negative meaning that internal
impressions can cause the rating to be too high or too low.
Central Tendency Error: Some raters prefer neither high nor low ratings and assign
average ratings to all the subordinates. This fails to discriminate between people in
the same department and therefore, of little use to performance management
decisions,.
Regency Effect: Raters often tend to forget past behaviors and remember actions
that occurred recently. Some appraisers use this tendency among their appraisals to
be more visible nearer the time of the assessment, particularly if the date of the
assessment is known.
Contrast Error: At times appraisals lets one person’s appraisal affect that of the next
person where an average performer is evaluated immediately after an outstanding one
in which case the average performer may get rated as a poor performer.
Perceptual Set: There is, at times a tendency among raters to see what they want to
see and their assessment is affect by their attitude.
Personal bias of the appraiser affects the performance appraisal as the right
performance appraisal is not done or the right candidate is not promoted due to
personal liking or dislike of the appraiser. Personal bias could be due to personal
liking of the appraiser. He may like the appraise personally though he may not be
deserving of promotion and persons who have better performance or better potential
are not promoted if the appraiser does not like them personally.
Personal bias may occur a group or class of people who the appraiser may have
personal pre-justice against their religion, cast, creed, and colour. He may not
promote them though they may be more capable of promoting the business. The
appraiser may see things his own way to a person who has qualities or characteristics
similar to his own. The appraiser may like the persons who are similar to his own
personality but that is not the way the appraisal should be done as it includes the
personal bias of the appraiser.
The appraiser may see what they want to see to or except see and then assessment is
effected by this attitude.
At time male appraiser have personal bias for female candidate and may think they
are not capable of getting high ratings though they may be capable of getting better
rating.
At times of appraisal the appraiser finds or makes an opinion based on his personal
opinion or the way he thinks. The appraisee may get confused at that times or he is
not able to respond properly due to nervous or he may feel uncomfortable with the
appraiser .the appraiser rates according to that meeting or appraisal only who the
appraisal behaves between that appraisal time.
So, the personal bias of the appraisal effects the appraisal system, as the may give
higher rating to the persons he thinks is capable of getting higher rating due to his
things, his attitude and his own .He may like the similar to his own and may give
higher rating to them and the desiring candidates may not get good rating or the
incapable candidates will be promoted by getting higher rating.
This sports the whole effect at the whole purpose the appraisal by not giving chance
to the right candidate for promotion due to personal liking or disliking of the
appraiser. This personal opinion about the candidate effect the whole procedure.
Advantages of MBO
• Too much emphasis on short term performance and loosing sight of long-term
objectives
• May be used by some supervisors as a control devise that intimidates rather than
motivates subordinates
• Resignation: when an individual sees career opportunities else where which are
not available in the existing, transfer may be the only alternative. When used
spontaneously it results in promotion, salary increased and a new learning
experience.
• Mentors: Mentors can aid career development by sharing their knowledge and
insight and wisdom to help their junior managers.
Career development looks at the long term career effectiveness and success of
organization personal .The long term career development of employees through
career development programmes help the organization .in the following ways:
• Establishment Stage: The first five years of a career are linked to establishment
stage where safety needs are the highest. This is the beginning of a person’s work
life and the focus is on earning well to acquire assets the person believes are
essential like a car, house, furniture and such other.
• Advancement Stage: The advancement stage begins from the age of 30-45.
During this period the person’s safety needs would have been largely satisfied.
Hence there is considered less concern for hygiene factors (house, car) and focus
shifts to achievement, esteem and autonomy on the job.
• Maintenance Stage: During this period gains of the past are consolidated. Since
the individual has satisfied the psychological and financial needs this phase is a
period of creativity. The employee now wishes to satisfy his esteem and self-
actualization needs. However, many people experience psychological xxxxx.
• Retirement Stage: During this phase individual completes one career and moves
onto another. The individual now has the freedom to take an activity that he may
have been interested in such as social work, teaching which were difficult to
pursue while working.
PART B
Corrective Discipline: is action taken when there is non-compliance with the rules.
Typically, corrective discipline is a penalty like warning or suspension.
Written Reprimand: When the offence is more serious, written reprimand may be
given. Since this would remain on the employees record it is regarded as a more
severe penalty.
Loss of Privileges and Fines: Loss of privilege means losing a good assignment or
the right to work on a machine of one’s choice for offences. Leaving the work place
without permission a time may be imposed which would have a relationship with the
amount of time lost due to the offence.
Lay off demotion, discharge: There are several penalties and usually out of the
preview of the supervisor alone. These disciplinary actions have to be taken in
consolation with the personal department and senior managers after a proper enquiry.
• First of all the root causes: Two supervisors needs to identify reasons for
indiscipline. This can be achieved by interacting regularly with employees and
their co-workers and observing them closely on the job.
• Analyse reason purpose performances: through frequent interaction and
observation determine if the indiscpline is due to lack of skill and training low
effort or circumstances beyond the employees’ control.
• Prepare for discipline interview: After determining causes and reason for poor
performance, prepare for an interview with the employees by examining past
records and taking to previous supervisor.
• Conduct the interview core and professionalism: Conduct the interview
privately and discuss the problem, not the person give the employees on
opportunity to speak and listen to his point of view also.
• Some discipline: Prescribe the discipline steps to taken according to the problem
in specific terms with a clean timetable.
• Win respect Administer disciple in a firm and equitable manner and earn respect.
Q3.what are the limitation to applying the hot stove rule to all employees?
Ans. Hot stove rule is an approach to disciple. This disciplinary action has the same
characteristic, as the penalty a person would receive if he touched a hot stove.
The consequences are:
• Warning: Before any behaviour has taken place the consequences of undesirable
behaviour are communicated to the employees.
• Consistency: The same action is taken against any person performing the undispable
act: there is no discrimination.
Q1.How can conflicts are avoided in an organization? What are the differences
between arbitration and mediation?
Ans: Conflicts are part of the natural order of the things .In an organization, employees
and management have divergent resources may be allocated and this leads to grievances.
The PM plays and important role in handling disagreements while each supervisor deals
only with problems occurring in his department The personal executive has a company
wide perspective of complaints and can identify the types and cause of the problems with
this information the personnel department can create formal procedure for problem
solving.
Conflicts generally arise on certain issues between the union and the management and the
workers. It is necessary to avoid the rest cause of all the conflicts for that is important
first of all to discover the reasons for conflicts generally conflicts due to following
reasons on the part of union, management, workers etc.
Manifestation of conflict
Manifestation of organization group conflict: Manifestation of individual
(Union management conflict) (Unorganized conflicts)
Work to rule
Demonstration
Loss of production
Strikes
• Direct observation: Not all problems are express but a good supervisor
known the customary behaviour of his subordinates. When a significant
change occurs in his behaviour or work it may be assumed that employee has
a problem.
• Open door policy: A formal open door procedure allows an employee to
discuss his problem with his supervisor and then up the hierarchy to the
highest level, if necessary.
• Exit interview: If the conflict is so great that the employee resign the exit
interview provides are best opportunities to discover the nature of
dissatisfaction.
ARBITRATION
The grievance handling procedure does not always work and when a deadlock occurs
the union management or the employees are unable to solve the conflict on arbitration
is required. The arbitrator acts as Judge, hear both sides of the dispute and after
weighing the facts renders abiding decision which is to be accepted by both the
parties.
MEDIATION
It is different from arbitration in that the mediator is a third party who enters a dispute
but has no power of decision. He can only suggest, coax, recommend or keep the two
parties talking with each other.