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HR Dimensions

HR Dimensions
HR Dimensions I would like to brief you on some of the key aspects that mark the paradigm shift in the HR environment towards better management prospects. 1. The Human Resource function has shifted its focus to a much wider canvas that includes EMPOWERMENT OF EMPLOYEES RESTRUCTURING THE ORGANISATION and so on.  2. A range of HR sub-systems are involved in PLANNING THE NUMBERS TYPES AND SKILLS OF HR ENSURING THEIR AVAILABILITY PLACING IN THE RIGHT JOB PROMOTING AND NURTURING THEIR MENTAL HEALTH HELPING THEM DEVELOP SPECIAL TALENT AND SKILLS 3. Human Resource is considered as an “investment” and no more an “expenditure”. Investment in TRAINING RE-TRAINING and CONTINUOUS LEARNING ON THE JOB develops the skills and competences of managers and employees and prove to be an useful investment. 4. The concepts  of LEARNING ORGANISATIONS and TEAM-BUILDING serves a basis for “Competitive advantage” and “Motivating the employees.” 5. Values that are stressed upon are CO-OPERATION HARMONISATION SYNERGY TRUST BEING PRO-ACTIVE COLLABORATION 6. Strategy: VISION MISSION OBJECTIVES GOALS- How these can be achieved? The techniques that are basically holistic in nature can solve the purpose. Such techniques involve SEWA– Self mastery, Empathy for workers, Worker-directedness and Achievement in performance ABO-Action by Objective These techniques produce performers who find their way through any set of given problems, manage themselves and lead the team to a stae of self- realisation. Let us make a sincere comparison between the past and the present in terms of HR perspective.  Old model vs New model 1. Job was the basic unit/ Team is thebasic unit 2. Relations with environment there handled by the individuals/ Densely networked with environment 3. Information flow was vertical/ now it is vertical, horizontal and holistic 4. Many layers of management / Organisations have become flat 5. Emphasis on structures/ Emphasis on process and literally virtual organisations have evolved 6. Career path upward and linear/ career path lateral and flexible 7. Standardised evaluation and reward system/ Customised evaluation and reward system 8. Ethnocentric/ International 9. Single strong culture/ Multicultural and diversity of viewpoints and behaviour  A comparison between Personnel management and Human Resource management  Dimensions                   Personnel management       HR management Time and planning                     Short term, ad hoc                        Long term, pro-active Psychological contact              Compliance                                      Commitment Control systems                          External control                            Self control Employee- relations                  Low trust                                          Individual, developed Preferred roles                            Bureaucratic, formal                   Organic, flexible Evaluation- criteria                   Cost- minimisation                       Maximum...
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HR Selection Process

HR Selection Process
HR Selection Process and Techniques   Following the process of recruitment is selection, where the management has to select the right employees at the right time. The intention is to choose appropriate candidates for the unfilled spots and to avoid commitments to those whom the management thinks will not work well. The best qualified individuals from the pool find their place whose qualifications match the job specifications.   What is the Selection Process in Human Resource Management? Selection process depends upon the · Size of the company · Nature of the business · Kind and Number of persons to be employed · Government regulations to be followed etc.   The process includes 1. Collection of data about the candidate’s qualification 2. Experience 3. Physical and mental ability 4. Nature and Behavior 5. Aptitude and the like   Steps in Scientific Selection Process: A. Job Analysis: This is the basic step for finding the right candidate and each organization should lay down job analysis, job description and job specification with clarity in order to lure the right candidates for selection. B. Recruitment: Process of searching for prospective employees and stimulating them to apply for jobs in the organization. C. Application Form: This is also known as the application blank. This facilitates collecting detailed information from the prospective employees regarding their age, gender, family details, qualification, skills, experience, achievements etc. This is widely used to screen employees at the preliminary level. D. Written Examinations: are conducted to gauge the · Mathematical ability · Aptitude · Reasoning · Knowledge in various disciplines · General Knowledge and · English language abilities of the candidates. E. Preliminary Interview: This is suitable to eliminate the undesirable and unsuitable candidates and also to gather personal information from the candidates on a one to one basis. F. Group Discussion: Group discussions help the management to pick out bright candidates from among the group members and also the ability of each individual to adjust to the group. Each group is expected to analyze, interpret and find alternate solutions and select the best solution for a particular case study or subject matter. G. Tests: To further assess the skills of the employees the management conducts different kinds of tests. H. Final Interview: This is the most essential step in the process of selection. The interviewer matches the information obtained about the candidate through the application with that of his own observation and questioning. · Informal · Formal · Planned · Patterned · Non-Directive · Depth · Stress · Group and · Panel interviews are some of the types of interviews conducted in accordance with the job requirement. Also See: Interview Preparation Tips I. Medical Examination: Certain jobs require certain physical qualities like clear vision, perfect hearing, unusual stamina, tolerance of hard working conditions, clear tone etc. J. Reference Checks: The personnel department will engage in checking reference if the candidate passes all the tests and found suitable for the job. What kind of Companies the Employees are Attracted to – Here is an interesting infographic on “How to Attract the Perfect Employee”...
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Trade Unions

Trade Unions
People Management and Trade Unions Need for Trade Unions Why do employees join trade unions is an important question. Most of the workers are members of any one of the trade unions. One of the major objectives of trade unionism is to promote industrial democracy. This objective is achieved when trade union is “an organization of the workers, for the workers and by the workers”. In practice this rarely happens and instead unions become an oligarchy. Union leaders by and large, show authoritative behavior with less participation, openness and transparency. Decision-making is centralized, elections are often postponed and positions are filled repeatedly by nominations. Rank and file is pampered with promises and seldom gets near to decision-making process. Positions get worse when unions are guided by outside leaders and regulated by the policies of political parties. Ideology of Trade Unions Absence of democratic leadership reduces the effectiveness of trade unions and prevents the development of trade union leadership from among the workers within the industries. In due course, trade unions become obsessed with political ideology or personal interest ousting the welfare of the workers. Before we move on to the functions of trade unions, let us understand the reasons for the existence of such organizations. To get a common platform to air ones views, aims, ideas and feelings and obtain recognition and status among fellow workers. Make use of the principle of unity for the purpose of securing good working conditions, higher economic compensations, better career prospects and welfare needs. Security of employment and protection against calamity of accident, death and social security after retirement. Restrict management action which is against the interest of the workers. Functions of a Trade Union The internal functions of a labor union includes better wage claim, to ensure better working conditions, reasonable work etc.,The external functions include conducting night school, games, sports and other recreational activities. These two functions may be grouped as economic and social functions. Many unions try to capture political power through election, so that they can influence upon the programmes and policies of government in favor of labor. This function is known as political function. Under the legal functions, the interpretation of law takes the major share. A jist of the main purpose of trade organizations: To improve the standard of living and working condition of the workers. To protect the security of workers’ employment. To ensure better health, reasonable working hours and welfare measures. To improve the political status. To raise the vocational status. To bring better participation in the management. To inculcate the feeling of self respect and confidence among worker force. To bring industrial peace and harmony. As long as unionism is considered as an anathema by the management, there will be lack of harmony and mutual trust between the management and labor force. Management must not consider labor unions as a legal obligation as it does not develop faith and goodwill. Instead the union has to be viewed as a partner in trade to live with and work with. Union must also recognize that work is worship and the survival and success of organization depends on the very survival and success of the workforce. Once the team spirit is built up no unreasonable demands will be raised and union leaders must view strikes and lock outs as last resorts to put pressure on management. The Trade Unions Act, 1926- An act to provide for the registration of Trade Unions and in certain respects to define the law relating to registered Trade...
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What is Operations Management

What is Operations Management
What is Operations Management and Why is it Important? Operation is that part of as organization, which is concerned with the transformation of a range of inputs into the required output (services) having the requisite quality level. Management is the process, which combines and transforms various resources used in the operations subsystem of the organization into value added services in a controlled manner as per the policies of the organization. The set of inter-related management activities, which are involved in manufacturing certain products, is called as production management. If the same concept is extended to services management, then the corresponding set of management activities is called as operations management.   What is Production?  Production is defined as ‘the step-by-step conversion of one form of material into another form through chemical or mechanical process to create or enhance the utility of the product to the user’. Thus production is a value addition process. At each stage of processing, there will be value addition.     Pic Courtesy: Minds.com   Edwood Buffa defines production as ‘a process by which goods and services are created’. Some examples of production are: manufacturing custom-made products like, boilers with a specific capacity, constructing flats, some structural fabrication works for selected customers, etc., and manufacturing standardized products like, car, bus, motor cycle, radio, television, etc.   Characteristics of a Production System 1. Production is an SYSTEMATIZED activity, so every production system has an objective. 2. The system transforms the various inputs to useful outputs. 3. It WORKS IN TANDEM with the other organisation systems. 4. There exists a feedback about the activities, which is essential to control and improve system performance.   Evolution of Production Management Why Operations Management is Important? Increases productivity of every organization Leads to economic growth and development Helps employees to receive high wages Earns profit for a company Also plays a strategic role in a firm’s competitive success Want to Learn Some Interesting Operations Management Terms? Capacity planning—The process of determining the production capacity needed by an organization to meet changing demands for its products. Different types of capacity exist. For example, design capacity is the maximum amount of work that an organization is capable of completing in a given period; effective capacity is the maximum amount of work that an organization is capable of completing in a given period due to constraints such as quality problems, delays, and material management. Efficiency—Performing activities at the lowest possible cost. Enterprise resource planning (ERP)—Large, sophisticated software systems used for identifying and planning the enterprise-wide resources needed to coordinate all activities involved in producing and delivering products. Forecasting—The process of predicting future events, including product demand. Just-in-time—A philosophy designed to achieve high-volume production through elimination of waste and continuous improvement. Lean systems—Sometimes synonymous with just-in-time, it is a philosophy that takes a total system approach to creating efficient operations through the elimination of waste. Location analysis—Identifying the best location for facilities. Mass customization—The ability of a firm to highly customize its goods and services at high volumes through its operations management function. Product design—The process of deciding on the unique and specific features of a product. Process selection—The process of identifying the unique features of the production process that will give the product its unique characteristics. Process selection typically goes hand in hand with product design, as we need to create a process that gives rise to the particular product design desired. An excellent product design is worthless if a process for its creation cannot be developed. Productivity—A measure of how efficiently an organization converts inputs into outputs. It is usually measured by a ratio of output divided by input. Productivity is essentially a scorecard of how efficiently resources are used and a measure of...
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