On The Job Training Methods For Effective Employee Development The method by which training is delivered often varies based on the needs of the company, the trainee, and on the task being performed. The method should suit the audience, the content, the business environment, and the learning objective. Ideally, the method chosen will motivate employees to learn, help employees prepare themselves for learning, enable the trainees to apply and practice what they’ve been taught, help trainees retain and transfer what they have learned, and integrate performance with other skills and knowledge.  The basic objective of training is learning which brings about a radical change in the perspective of an individual preparing him for the task. On the Job Training: This is the most common method of  training. The trainee is placed on the job and the manager or mentor demonstrates the trainee how to do the job. To be successful, the training  should be done according to a structured programme that uses task lists, job breakdowns, and performance standards as a lesson plan. Common on the Job training methods include:- Demonstration: Demonstration is very effective for basic skills training. The trainer shows trainees how to do something. The trainer may provide an opportunity for trainees to perform the task being demonstrated. Panel: A panel provides several points of view on a topic to look for alternatives to a situation. Panel members may have differing views but they must also have objective concerns for the purpose of the training. This is an excellent method for using outside experts. Projects: Projects require the trainees to do something on the job, which improves the business as well as helps them learn about the topic of training. It might involve participation on a team, the creation of a database, or the forming of a new process. Employees can voluntarily under-take some small projects that would better the performance of a system. This would help the employee to become noticed and others ease of doing a particular thing and a source of inspiration. Say, Simplifying a database application by introducing a new software. Mentoring: A mentor can tutor others in their learning. Mentors help employees solve problems both through training them in skills and through modeling effective attitudes and behaviors. This system is sometimes known as a buddy system. Visit our GUMROAD Ebook Store for all your MBA guide...

Organizational Discipline – A Way of Life Organizational Discipline: Discipline is the force that prompts individuals or groups to observe rules, regulations, standards and procedures deemed necessary for an organization. Discipline is one word that instills fear in the minds of individuals. The very word sounds autocratic when uttered by your boss and creates a feeling that you are being forcibly controlled. If you do not live up to the expectations of the management, definitely you are going to get listed for disciplinary action. Why is that discipline always gets enforced to gain obedience?Why people get intimidated when subjected to disciplinary action?Why streamlining your behavior becomes so difficult some times? Have you ever given a thought on how we always try to put the blame on management for being a father figure? We have to see things from a broader perspective. When you work for somebody, it is their prerogative to develop some rules and standardize some norms which they think is suitable for the mode of operations. Policies and procedures are formulated for the effective functioning of the organization. It is your responsibility to make them satisfied with your conduct to gain trust and confidence. Organizations are real time schools where you can learn a lot about proper social behavior and develop high standards of discipline. Learning Induces Change in Behavior Learning, an ongoing process is a wonderful experience and individuals must use the opportunity to fit themselves well in the human network when they work for big corporates. The objective of discipline is “orderly behavior”. How many of you maintain a cordial relationship with your peers in the organization?Are you sure they are not talking behind your back for some unpleasant quality of yours?Are you alienating yourself from the rest of the group? Self appraisal is the best way to rank yourself against various critical factors of interpersonal relationship with your team members. Things which we have to consider that might be the causes for indiscipline and misconduct stems from psychological, social and personality oriented factors. Absenteeism Pic Source: Dominion Systems Absenteeism is one thing that no superior can withstand as it directly affects the productivity and vitality of the company. The reasons if presented are weird, he becomes more agitated. Dishonesty is not a thing to be tolerated by the management. Insubordination also causes clashes between the executives and the employees as their “egos are battered.” Carrot and Stick Policy Considering from the employees’ point of view, the carrot and stick policy of the management alone do not make them committed to the firm. Challenging tasks, sense of participation, favorable work climate etc. makes them more responsible and faithful. Immediate rewards and recognitions are more appealing than deferred benefits like pension or gratuity. The emotional aspects of the employees must not be handled in a conservative but in a flexible manner by the management. This will create a feeling of trust and openness between the two. Democracy Hard and fast rules may not solve the purpose when there is no room for any humanism or democracy. This might even be the cause for employees to work against the interests of the company. This leads to disciplinary actions which prove hectic to both the parties. The management on its part has to definitely shed its autocratic attitude and adapt to more participative style of leadership. Personnel department has to play their administrative role in acting as a link factor between the employees and their superiors. Although managers exercise the authority of punishment, it is the HR department’s duty to develop proper procedures of administration of discipline and assist the management in conducting enquiries and solicit the cooperation...

Human Capital is the skill sets, knowledge and experience of human resource put to effective use to increase productivity. The term capital indicates the resource value of humans in which organizations invest their time, energy and money. The much pondered subject in recent times in big corporate organizations is about managing human capital.

The Ideology of Corporate Culture What is Corporate Culture: the collective beliefs, value systems, and processes that provide a company with its own unique flavor and attitude. Management Attitude: Globalization has necessitated organizations existing in the corporate business world to respond in a unique way in an attempt to enjoy a competitive edge in the market. Corporate culture is a value that keeps an organization intact and helps in building team spirit amongst the members. It is not possible to specifically describe or delineate the concept of culture, yet, people are aware of its fine and striking presence. Let us say that each corporate firm has a dissimilar but unique culture which embraces the values, norms, beliefs and assumptions of the members of the organization and their behavior. It is also greatly induced by the leadership style and management attitude. Role of Culture: Why do organizations need culture as a milieu? Has culture any role in improving the output? Management uses culture as a means to reach out to the employees in an informal manner, to signify what is expected of them plus what is to be expected from the management. Culture cuts through all the levels of an organization and unites the members or employees, to work towards enterprise objectives in a remarkable manner. It is a sort of identity label on the organization and its interest to promote or espouse the value systems through out the organization. Corporate culture encompasses the following qualities enlisted: Quality driven Presence of an informal atmosphere Open communication Customer centric business model Proper and likable dress code Trust and confidence amid employees Value based management CEOs’ as strategic drivers in setting a candid corporate culture CEO’s naturalness and spontaneity with the employees Gratifying employee welfare and security measures Value systems indicated by the vision and mission statements Codified employee behavior Well devised operating strategies Greater autonomy tomanagers at different levels Rewards and recognitions and so on… https://blog.enplug.com/corporate-culture   Corporate culture is considered to be a dogma, which many organizations utilize as a means to develop and amalgamate prospective employee groups. An employee learns all about the firm, its activities, the role he is supposed to play, information regarding his superiors, training, career advancements or promotions, pay, employee leave procedures and the long range goals of the organization during the time of induction. The firms should capitalize on this incubation period to spruce up the minds of the employees to act in accordance with the desired values expected by the management.   Value Systems: It is inevitable for each and every organization to develop a value system over a period of time based on the founder’s outlook towards business and people working for him. This creates a strong or a weak culture which has an effect on the output or performance of the employees. This also serves as a clear indication whether the organization is proceeding in the right direction. We should never forget that a sound culture eventually aims at achieving the end goals of an organization. The cultural framework of an organization facilitates this process to materialize in a smooth manner. Though intangible in nature, it wields its negative power, when not nurtured appropriately. Flourishing organizations always have pride in their robust cultural back ground, which is a mark of distinction. It definitely shapes up an organization to deliver performance that matches and often surpasses the industry standards. The head of an organization has an important role as a leader as well as a change agent in taking his organization to the next level. The mutual faith and trust between the superior and his subordinates is the anchor point of an organization. Culture – An Intervention Technique: The culture of an...

Managing Critical Factors of HR The prerequisite for an organization to excel in all aspects of its business activities is absolute strategic management of its HR functions.Human resource management is an extensive term that covers various aspects of personnel function. This discussion is focused on three main aspects that constitute human resource management. Personnel administration Human resource development Industrial relations Personnel administration: It can be also called as the HR module where policies and programmes are laid down by the HR department for the benefit of the human resource personnel. Employment and compensation are chiefly dealt with in personnel administration. While business firms in the corporate environment are in constant demand of man power, finding the right person for the right job is always a testing task for them. Right from job analysis to HR planning, recruitment, selection, placement, induction and orientation, HR department is held accountable to define and develop these operative functions. Mere acquisition and incorporation of human resource is not adequate, the organizations have to engage themselves in empowering their employees through competent training, motivation and refining their social relations. Job Assessment: Job assessment has to be done for fixing compensation that includes wages and salary administration, incentives, bonus, fringe benefits and social security measures. The shifting business environment and consumer requirements compel the organizations to restructure and re-engineer their organizational functions. These moves can be viewed as strategic responses reflecting from all domains of an organization, namely product, marketing, manufacturing etc., where people are the centre of focus. Human resource development: This is easier said than done. Firms are trying to evolve and employ various methodologies of training to enhance the performance levels to the desired standards. Performance cannot be achieved by coercion or bureaucracy, as the work force is protected by numerous enactment of labor laws enforced by various governments. Training and development is a separate entity by itself and is a continuous process that aims at the development of the organization as a whole and also facilitates employee career planning and development. Industrial relations: The following factors have to be scrutinized by the management to maintain good personal relations with the employees. Motivation Morale Job satisfaction Communication Grievance handling Discipline procedure Quality of work life Employee participation All said and done, the organizational health can be measured by checking the effectiveness of HR management through aspects like HR audit and research that aid the firms to analyze and understand the extent to which they are efficient in utilizing human resource for the benefit of their organization. The experience of a human resource manager comes in handy at situations like these, where he has to don different roles to suit the occasion. Personnel role-advisor for top management, policy maker, counselor to employees, spokesman of the company, change analyst, liaison Welfare role-researcher, catering man, motivator Clerical role-time keeping, wages and salary administration, record maintenance, human engineering Fire fighting legal role-negotiator, trouble shooter, peace maker, problem solver, grievance handling. The management employs scientific, analytical, psychological and social techniques to build the business around human resource, who are the real value additions to the...