Human Resources

Business Ethics & HR

2010-02-23T01:53:00.000-08:00

Business Ethics are the Principles and standards that define accpetable conduct in Buisness.They consists of moral principles governing teh right & wrongs pof human conduct .

Companies do have a code of conduct that every employee has to sign but apart from that HR shud try to place a seperate Business Ethics Policy in the company which every employee shud sign and adhere to. All this will help to create a healthy and ethical environment in the organisations .

Following is a low-down of points that must be kept in mind while designing Policy ::

1) The policy should be aimed to direct the employees for do's and dont's .There shud not be anythg left out which provides a chance of escape .

2) There shud be a proper legal action laid in the policy ,if any breach of policy occurs .

3) Policy thus made should be made informed to all employees in the organisation and all supporting practices shud be adopted .

CSR (Corporate social responsibilty) is a new paradigm of business ethics which is being taken up by the organisations .CSR explains a manner in which a business is conducted and corporate contribution to peace and war against terror .

After designing the policy HR becomes liable to ensure that the policies are implemented strictly & seriously in the organisation .

ESI ACT ,1948

2010-02-20T02:20:00.000-08:00

The Employee State Insurance Act 1948 provides for certain benefits to employees in case of sickness ,maternity and employment Injury and also make certain other provisions . The act extends to the whole of India and to all the factories(with 20 or more employees ) except the seasonal Factories .

Act makes cumpulsory that subject to the provision of act all employees in factories or establishment to which this applies shall be insured in the manner provided by this act .Such insured persons shall pay contribution towards Insurance Fund through their employers who will also pay their contribution . Such insured people will get certain benefits from the ESIC FUND .

ESIC Fund is used for the foll purposes ::

a) To pay for the benefits and provision of Medical Treatment .
b) To pay for the fees and allowances to the members of the corporation .
c) To pay for the salaries , leave , joining time allowance , travelling & compensatory allowances ,Gratuity & Pension .
d) For the establishments of Hospitals , dispensaries & other institutions.
e) To defray the cost of auditing accounts of corporations and valuation of assets & Liabilities .

ESIC Contribution ::

Rule 51 states that a total of 6.5 % of contribution has to be made .Out of which ER has to make 4.75% and 1.75 % has to be made by the employee .

Who all are covered under ESIC ??

All employees who earn < or =10,000 a month are to be covered under ESIC ACT .Any employee who earns > than 10,000 is not to be provided for any ESIC Benefits .

Incase if disabled employees the min limit is 25,000 per month and also for 3 years Employees contribution is paid by the Govt .

Some basic Info abt ESIC ::

1) Employees whose basic average daily wages during a wage period is Rs 15 or less than Rs 15 are exempted to make any contribution .

2) Principal employer shall pay in respect of employee whether directly employed by him or on contract . He can get the same recovered by the immediate employer later .

3) Only the employee's contribuition has to be deducted from employees wages and not the Employer's contribution .

4) If Principal employer fails to pay the amount then he is liable to pay simple interest of 12% pa or at such higher rate as specified in the regulation .

ESIC Insurance Court ::

All disputes relating to ESI are to be heared in ESIC Court .

Employee Benefits under ESIC ::

1) Periodical payments in case os sickness certified by a medical Practitioner ;
2) Periodical PAyments to an insured workmen in case of miscarriage or sickness arising out of pregnancy , confinement ;
3) periodical payment to an insured person suffering from disablement as a result of employment injury ;
4) Periodical payment to dependents of insured Persons ;
5) Medical treatment and attendence on insured person ;
6) Payment of funeral expenses on the death of insured person @ prescribed rate of RS 1500/- .

Provident Fund ,1952

2010-02-19T03:03:00.000-08:00

PF act provides for PF , Family Pension fund & deposit Linked Insurance for employees in factories & other establishments.

Applicability of this Act ::

1) PF Act is applicable to all those organisation where 20 or more peopel are employed or were employed at any time during the last 1 year .

2) Central Govt may even give instructions even to apply provision of PF act to a company which employs < 20 people .

What if number falls below 20 ??

# An establishment to which act implies shall to be governed by this act even when the number falls below 20 .

# Even if for a single day number of employees was 20 the act will apply to it . However casual employees will not be taken but if an establishment employs temporary employees as a regular feature such employees cannot be considered as casual employees & thus will be counted .

Appropriate Govt :

It maybe central Govt or state Govt .

Contribution of PF ::

Rate of Contribution :: 12% of BAsic Wages +DA (if applicable )

Both ER & EE have to make equal contribution .

ER contribution have not to be deducted from the wages of member .

Gratuity Act

2010-02-19T01:37:00.000-08:00

Gratuity Act applies to employees engaged in Factories , Mines , Oil fields , Plantation ,Ports ,Railways Companies , Shops & Establishment .

Gratuity Act is applicable in any company in which 10 or more persons are employed or were employed on any day for preceeding 12 months .Appropriate Govt means central Govt where an establishment has branches in more than one state or an estblishment under the direct control of central Govt .

Continuous Service ::

A person is said to be in continuous service for the last 1 year if...

a) he works for 190 days in case he is employed in mine /underground and if such business works < 6 days a week .
b) 240 days in any other case .

For the last 6 months if ....
a) he works for 95 days in case he is employed in mine /underground and if such business works < 6 days a week .
b) 120 days in any other case .

Seasonal Business ::

An employee of a seasonal estabvlishment shall be deeemd to be in continuous service if he has actually worked for not less than 75 % of number of days on which establishment was operational during suich period .

Who is an employee under this Act ??

a) Every employee except any person who holds a post under the central govt /state govt and is governed by any other act is an employee .

b) Teacher is not an employee :: Teachers are not intended to be covered by the definition of employee .

c) All establishment except apprenticeships are entitled to Gratuity under this act .

Superannuation :: The age @ which an employee should vacate the employment (or as fixed in contract of emloyment is superannuation . In any other case age of 58 years is fixed .

Payment of Gratuity ::

Gratuity is only paid once an employee leaves an organisation . EVEN IF HE HAS COMPLETED 5 YEARS in the company though he is eligible for gratuity but he cannot receive the Gratuity during his association with the company . Only when he ceases to be an employee he can claim Gratuity . This could be on employees death or permanent disablement due to accident or some disease .

Procedure to claim Gratuity ::

Application should be send to the ER within 30 days from the date when gratuity becomes payable .If the date of superannuation or retirement maybe known ee may apply to ER before 30 days . A NOMINEE may also apply with a written application within 30 days .

Gratuity Amount ::

Step 1) Once the gratuity becomes payable ER shall determine the amount of gratuity and give notice in wirting to the controlling authority and the EE . This has to be done irrespective whether the application is received or no .

Step 2) The amount has to be paid to the EE within 30 days and if ER fails to do so then he has to pay interest to the EE @ LONG TERM DEPOSITS .The interest has to be paid from the date when gratuity becomes payable till the time when it is finally paid .

Step 3) NO interest has to be paid if there is a delay due to tHE problem of an employee and when ER has received a written application from the controlling authority for the delay in the payment .

Calculation of Gratuity Amount :;

Gratuity = 15 days last drawan basic salary for each completed years of service .

Definition of wages while calculating Gratuity ::

1) Wages include all emoluments earned by employee in cash while on duty or on leave .
2) It includes DA .
3) It doesn't include any bonus , commision , HRA ,OT wages or any other allowance .
4) If food supplied by ER is added in cash form to EE salary it will not be included .

Will a manager or an employee working in managerial capacity be covered in Gratuity Act ??

Yes . Anybody even employed in maangerial or administrative capacity will be covered under the Gratuity Act .But any employee who is working with central govt or state govt and is governed by any other act or rules will not be covered under the Gratuity Act .

Human Resources

2009-12-29T04:25:00.001-08:00

Check my new website on Human Resource .You will find plethora of stuff on HR and related to HR .

in reference to: iGoogle (view on Google Sidewiki)

Horoscopes

2009-12-24T04:18:00.000-08:00

Resignations -- " Now & Then "

2009-12-13T03:45:00.000-08:00

There has been a sea change in the ways in which employeees submit their resignation to the company . Not only the mode but the emotional connect when submitting the resignation has also undergone a massive change . Neither Employees nor organistaions react when an employee moves from one place to another .In very few organistaions an attempt is made to study teh reason for any resignation and steps are taken to retain the trained staff . In Organistions which make an effort to retain a moving out talent are the organisations who value their employees and are concerned about their staff.

Unlike yesteryears , today when an employee submits a resignation there is no celebration on his last day to bid a good farewell .No momentos are given to the departing employee .In very few cases a ressurance of an open invitation to rejoin back until the position is filled is given to the employee .Also from the employee's point of view he abscond from the day s/he decide to quit .Just a Text SMS to the superior is more than enough to express disinterest to continue further .

The bond between the manager and his employee seems to be just contractual and not emotional .Subsequentally people rarely stay in touch except with personal friends the employee made during his tenure at the organisation .

Also Technology has widened the gap . Everything starting from sumbiting the resignation and accepting the resignation all happens online and thru E mail .Earlier people shared details about the new employer .Some good refernces were also provided .

Some organitions however do recognise the value of the employees ::

1) The best way to treat an exiting employee cud be a fat cheque , a big smile and a pat on his back .

2) Recognition is a gr8 motivator . Keeping in touch with the employee , touching base with him from time to time keeps an emotional bond alive and also helps to create a goodwill that will make him a brand ambassador who spreads a positive image .

What works in favour of ex employer is keeping track of special days and wishing ex employees on those occations . The firm that has a high employee connect and exit is a serious exercise is the one which an employee remembers all thru his life and spreads a good word around .

The BEST of organistions have detailed exit analysis where causative factors are analyzed and corrective measures related to structure , environment and leadership are taken from time to time .

Business Ethics

2009-12-13T02:49:00.000-08:00

Every Business has some Ethics in its roots , on the basis of which ,its path ahead is defined . It becomes the responsibility of HR to make sure that ethics thus created are made known to its people , are followed and also are implemented .Ethics consists of moral principles governing the right and wrongs of human conduct ;its about the principles of right & wrong accepted by individuals or social group . They are the principles and standards that define acceptable conduct in business whih eventually should underpin decision making .

Normally companies get a COC (Code of Conduct )signed by their employees and donot place a seperate business policy .It becomes the duty of HR to place a seperate Business Ethics Policy in the company if it doesnot exist .It should be made ,mandatory for every employee to sign and adhere to it .It helps to create a healthy and ethical environment in the Organisations .

The following points may be kept in mind while framing the policy ::

1) The policy shoudl clearly define what employees shud do and dont .
2) There should not be any clause which provides a chance to escape .
3) Outside Business interests shud require the prior approval of the company .
4) Any kind of Bribe , gift is strictly prohibited .
5) Employees must not make any cash payments to its customers .
6) No payments shud be made to secure preferential action .
7) There should be a proper legal action laid in policy or panel decided to take action , if any breach of action occurs .

HR should take responsibility that managers ensure that employees reporting to them are fully informed of te Business Ethics Policy and the supporting Practices are adopted for their unit .

Thus , Industry needs to unite together and come towards forming strong Business Ethics Policies and take it seriously .This will enable peace and harmony @ the work place .

MBO

2009-11-12T23:38:00.000-08:00

MBO or Management by Objectives is one of the techniques which can be used to asess an employee's potential or to set future performance goals for him .It is basically a future oriented Technique used for performace appraisal of an employee .

Peter F Drucker gave the concept of MBO .MBO can be described in 4 steps ::

Step 1) To establish the goals each subordinate is to attain .Supervisors and subordinates may work together to establish such goals .Goals wud mean a desired outcome to be achieved . Such goals are then used to evaluate the employees .

Step 2) Involves setting the performance standard for the subordinates in a previously arranged time period .As subordinates perform they know what to do , what has been done and what remains to be done .

Step 3) In this step the actual level of goal attainment is compared with the goals agreed upon . The evaluator explores the reaons for the difference . This helps determine the possible training needs .

Step 4) This step involves establishing new goals and possibly new starategies for goals agreed upon .If subordinate has succeded the goal attainment he may be involved in goal setting process .

MBO Process is more useful and successful with managerial personnel and employees who have a fairly wide range of flexibility & self control in their jobs .Jobs with little or no flexibility , such as assembly line work are not very compatible with MBO .

Empowered Teams

2009-11-12T23:16:00.000-08:00

Empowering refers to passing on authority and responsibility .Empowerment occurs when power goes to employees who then experience a sense of ownership and control over their jobs .Empowered individuals know that their jobs belong to them . Since they have a say on how things are done employees feel more responsible . When they feel responsible they show more initiative in their work and enjoy the work more .
Empowered Teams are also known as Self directed Teams .

The following are the features of Self Directed Teams (SDT)::

1) They take the responsibility for the quality of their products and services .
2) They may hire their own replacement or assume responsibility for disciplining their own areas .
3) They are responsible for acquiring any new training they might need .
4) They order materials , keep inventories and deal with suppliers .
5) They may prepare their own budgets and cordinate their work with other departments .
6) They often create their own schedules and review their performance as a group .
7) They set their own goals and inspect their own work .
8) They plan , control and improve their own work processes .
9) They are empowered to share various management and leadership functions .

Orgnisational structure for empowered teams is flat . Management plays a role of a coach or a facilitator.Leadership is shared with the team unlike in a traditional system where its is controled .Informaton flow in such teams is open and is shared among team members .Rewards are skill based or team based .Teams collectively plan , control and improvise the job process .

Many companies are enhancing the number of self directed teams in their organisations .In some companies the divitional heads run their divisions like MD's run their companies .

Quality Circles

2009-11-12T22:17:00.000-08:00

QC consists of 7 -10 people from the same work area who meet regularly to define , analyse and solve quality and related problems in their area .The membership is strictly voluntary and meetings are held once a week for and hour or two . During the initial meetings the members are trained in problem solving techniques borrowed from group dynamics , industrial engeenering & Quality Control .Some of the techniques include brainstorming , Pareto analysis , cause & effect analysis histograms , control charts , stratification and scatter diagrams .

QC are credited with producing quick , concrete and impressive results when correctly implemented .the following are the advantages ::

1) Employees are involved in decision making .
2) Savings to costs ratios generally are higher than those achieved with other productivity -improvements programms .
3) QC members enhance their chances of promotion to supervisory positions .

To several workers , accustomed to thinking of work as a mindless routine , what happens on the shop floor (thru QC ) is a welcome relief .QC give added power to the individual worker .They are a way of motivating the workers and retaining them .

QC begin with a great deal of training in identifying work problems , appkying statistics to track and evaluate quality .For circles to succeed in the long run , the mangement needs to show its commitment , by implementing some of the suggestions of the groups and providing feedback on the disposition of all suggestions .
Last and not the least they are an effective bridge between participative and non-participative management approaches .

Total Quality Management

2009-11-12T22:01:00.000-08:00

TQM as it is called refers to deep commitment of an organisation to Quality .Quality of Products and services is an obsession and every process is subject to intense scrutinity to improve .Almost every issue is subject to exploration and process is a continuing one .Employees are provided by extensive training in problem solving , group decision making and statistical methods .

Why TQM is necessary in an organisation ???

1) To meet the customers requirement on time , the first time and 100 % of the time .
2) To strive to do error-free work .
3) To manage the work by prevention , and not by correction .
4) To measure the cost of Quality .

TQM comes under Participative method because every employee in the organisation is involved and is expected to take responsibility for improving quality ,everyday .It is a formal programme which involves direct participation by all the employees .Though the methods of participation may differ from company to company . TQM starts from the grassroot level and moves up since if the process is not improvised from the scratch , it will not result in enhancement of service . Thus all employees and the top management should contribute to uplift the quality of service to enhance a quality Product to customers .

Brainstorming --the right way !

2009-11-07T00:31:00.000-08:00

Brainstorming is a v useful technique if used in the right way and doing it in a process .Brainstroming aids in motivation because it involves members of a team in bigger management issues, and it gets a team working together .For brainstorming activity to reap desired results it needs to be structured more than being random . following the Brainstoring process is crucial for it to create new ideas, solve problems, motivation and developing teams.

Using a Flip chart is v important while doing a brainstormings session This is crucial as Brainstorming needs to involve the team, which means that everyone must be able to see what's happening. Brainstorming places a significant burden on the facilitator to manage to manage the process, people's involvement and sensitivities, and then to manage the follow up actions. Effective Brainstorming session results in improving the organization's performance and developing the team.

The following 3 step process ensures an effective session ::

1) Planing and Agreeing to the Aim of Brainstorming

Ensure everyone participating in the brainstorm session understands and agrees the aim of the session (eg, to formulate a new job description for a customer services clerk; to formulate a series of new promotional activities for the next trading year; to suggest ways of improving cooperation between the sales and service departments; to identify costs saving opportunities that will not reduce performance or morale, etc). Keep the brainstorming objective simple. Allocate a time limit. This will enable you to keep the random brainstorming activity under control and on track.

2) Manging the Brainstorming Activity

Brainstorming enables people to suggest ideas at random. Your job as facilitator is to encourage everyone to participate, to dismiss nothing, and to prevent others from pouring scorn on the wilder suggestions (some of the best ideas are initially the daftest ones - added to which people won't participate if their suggestions are criticised). During the random collection of ideas the facilitator must record every suggestion on the flip-chart. Use Blu-Tack or sticky tape to hang the sheets around the walls. At the end of the time limit or when ideas have been exhausted, use different coloured pens to categorise, group, connect and link the random ideas. Refine the ideas by making new headings or lists. With the group, assess, evaluate and analyse the effects and validity of the ideas or the list. Develop and prioritise the ideas into a more finished list or set of actions or options.

3) Implementing the Actions Agreed

Agree what the next actions will be. Agree a timescale, who's responsible. After the session circulate notes, monitor and give feedback. It's crucial to develop a clear and positive outcome, so that people feel their effort and contribution was worthwhile. When people see that their efforts have resulted in action and change, they will be motivated and keen to help again.

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PEST Analysis --A Tool !!

2009-11-06T23:56:00.000-08:00

The PEST analysis is a useful tool for understanding market growth or decline, and as such the position, potential and direction for a business. A PEST analysis is a business measurement tool. PEST is an acronym for Political, Economic, Social and Technological factors, which are used to assess the market for a business or organizational unit. The PEST analysis headings helps in reviewing a situation, and can also, like SWOT analysis be used to review a strategy or position, direction of a company, a marketing proposition, or idea.

Completing a PEST analysis is very simple, and is a good subject for workshop sessions. PEST analysis also works well in brainstorming meetings. Use PEST analysis for business and strategic planning, marketing planning, business and product development and research reports. One can also use PEST analysis exercises for team building games. PEST analysis is similar to SWOT analysis - it's simple, quick, and uses four key perspectives. As PEST factors are essentially external, completing a PEST analysis is helpful prior to completing a SWOT analysis (a SWOT analysis - Strengths, Weaknesses, Opportunities, Threats - is based broadly on half internal and half external factors).

PEST is also extended to seven or even more factors, by adding Ecological (or Environmental), Legislative (or Legal), and Industry Analysis, which produces the PESTELI model.STEEPLED is another interpretation which includes pretty well everything except the kitchen sink(this is just to make u laugh ) : Political, Economic, Social and Technological - plus Ecological or Environmental, Ethical, Demographic and Legal .

Political

ecological/environmental issues
current legislation home market
future legislation
international legislation
regulatory bodies and processes
government policies
government term and change
trading policies
funding, grants and initiatives
home market lobbying/pressure groups
international pressure groups
wars and conflicts

Economic

home economy situation
home economy trends
overseas economies and trends
general taxation issues
taxation specific to product/services
seasonality/weather issues
market and trade cycles
specific industry factors
market routes and distribution trends
customer/end-user drivers
interest and exchange rates
international trade/monetary issues

Social

lifestyle trends
demographics
consumer attitudes and opinions
media views
law changes affecting social factors
brand, company, technology image
consumer buying patterns
fashion and role models
major events and influences
buying access and trends
ethnic/religious factors
advertising and publicity

Technological

competing technology development
research funding
associated/dependent technologies
replacement technology/solutions
maturity of technology
manufacturing maturity and capacity
information and communications
consumer buying mechanisms/technology
technology legislation
innovation potential
technology access, licencing, patents
intellectual property issues
global communications
ethical issues

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The Apprentices Act , 1961

2009-11-06T04:52:00.000-08:00

Objective ::The Basic objective of this act is to provide for the regulation and control of training of apprentices .

Meaning :Any person who is undergoing apprenticeship training in pursuance of a contract of apprenticeship is an Appenrentice .
Two conditions must be fullfilled ::
1) He should be undergoing apprenticeship training .
2) There should be a contract of apprenticeship .

Education Criteria [sec 3]

The below education criterias must be fulfilled by any apprenticeship :

a) s/he should not be less than 14 years of age , and
b) s/he must subscribe teh prescribed standards of education and physical fitness .

Apprenticeship Training :: [sec 2]

It means a course of training in any industry or establishment undergone in pursuance of a contract of apprenticeship and under prescribed terms and conditions .Such a contract is called contract of apprenticeship .

Apprenticeship Contract [sec 4]::

Before undergoing any apprenticeship Training , there should be a contract b/w the employer and the person intending to be engaged as an apprentice.
In case of a minor , his guardian shall enter into a contract with the employer .

Registration of the Contract ::

1) The employer shall send the contract to the apprentieship adviser for registration within 3 months of the date on which it was signed .

2)The contract shall be registered by the apprenticeship adviser on being satisfied that the person described as apprentice in the said contract is qualified under this act .

Period of Apprenticeship Training[sec 6]

a) must be specified in the contract of apprenticeship .

b) in case of trade apprentices who have undergone institutional training in a school or any other instituion recognised by the national council the period must be decided by the institution or the council .

c) in case of other trade apprenticeship /technical aprenticeship /vocational apprenticeship , the period of training shall be as prescribed in the rules .

Payment to apprenticeship ::[sec 13]

1) The stipend paid by the employer to the apprentice should not be less than the prescribed minimum rate & the rate should be mentioned in the contract .

2) The stipend paid should not be on the basis of piece work nor he shall take part in any output bonus or other incentive scheme .

Obligation of Apprentices::

1) He should learn his trade conscientiously and diligently to qualify himself as a skilled person before the expiry of the peiod of training .

2) He should carry out all lawful orders of his employer & superiors in the establishments .

3) He should carry out his obligations under the contract of apprenticeship .

4) He should attend the practical and instructional classes regularly .

Novation of Contract of Apprenticehsip

If the employer for some reason is unable to fulfill his obligation then with the permission of apprenticehsip adviser the appentice or his guardian shall complete the training in another employer for the unexpired portion of the period of apprenticeship training .The agreement on registration with the AA shall be deemed to be the contract of apprenticeship b/w the other employer & the apprentice.

From the date of such registration the contract of registration from the first employer is deemed to be terminated .

Period of extention of Training ::

If the apprentice is unable to complete his training due to some strike /lockout or layoff in an establishment , the period of his apprenticeship training would be extended equal to the period of strike or lockout & s/he shall be paid a stipend during the period of such strike or lockout or layoff .

Termination of Contract

1) The contract gets terminated on the expiry of the period of apprenticeship training .

2) If its a mutual termination ,either party can make application for termination to the AA and thus also copy of the same to the other party who on being satisfied that it is in the interest of both parties shall register the contract as terminated .

3) If the contract is terminated from the employers side then he shall pay the prescribed amount of compentation to the apprentice .

4) If the contract is terminated for failure on the part of apprentice , he or his guardian shall refund the cost of training to the employer .

Terms used ::

AA =Apprenticeship Adviser
CAC = Central Apprenticeship Council
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Audit of HR Function

2009-11-06T03:46:00.000-08:00

The folllowing cirterias would help measure effectveness of the HR Function in an organisation ::

1) The HR deptt plans the company's manpower needs proactively .

2) The HR deptt conveys organisational Goals to everyone .

3) The HR deptt links appraisal and compensation to corporate objectives .

4) The HR deptt meets the company's and individual training needs .

5) The HR deptt diseminates information down the ranks .

6) The HR deptt doesnot handle staff welfare , canteens or payroll mangement .

7) The HR deptt has knowledge of behaviourial sciences and industrial psycology .

8) The HR deptt gets feedback on its performance from its employees .

9) HR Practices are audited , ther costs computed and then effectiveness is evaluated .

10) The HR deptt is represented in strategy-building sessions of the Top Management .

11) HR issues are discussed explicitly when strategic plans are formulated .

12) The performance of the HR deptt and of the organisation are linked .

13) The HR deptt can easily compete for funds and management involvement .

14) HR managers have sufficient powers to suggest strategic initiative to the top management .

15) The structure of HR deptt is effective enough in delivering competant services .

16) Line managers are recruited along with trained specialists in the HR deptt .

17) The HR Function is given as much significance as other functions in the organisation

18) Last but not the least the Head of the HR deptt is always accessible to all its employees .

Balanced Score Card

2009-11-05T03:11:00.000-08:00

It is a strategic planning and management system used to align business activities to the vision statement of an organization. A Balanced Scorecard approach is to take a holistic view of an organization .

A Balanced Scorecard approach generally has four perspectives:

1) Financial
2) Internal business processes
3) Learning & Growth (human focus, or learning and development)
4) Customer

Each of the four perspectives is inter-dependent - improvement in just one area is not necessarily a guarentee or recipe for success in the other areas .

Implementing the Balanced Scorecard system company-wide should be the key to the successful realisation of the strategic plan/vision.

A Balanced Scorecard should result in:

1) Improved processes
2) Motivated/educated employees
3) Enhanced information systems
4) Monitored progress
5) Greater customer satisfaction
6) Increased financial usage

Feedback is essential and should be ongoing and contributed to by everyone within the organization.

And it should be kept in mind that Balanced Scorecards do not necessarily enable better decision-making .

A ) Finance section could measure ::
1) Return On Investment
2) Cash Flow
3) Return on Capital Employed
4) Financial Results (Quarterly/Yearly)

B) Internal Business Processes ::

1) Number of activities per function
2) Duplicate activities across functions
3) Process alignment (is the right process in the right department?)
4) Process bottlenecks
5) Process automation

C) Learning & Growth ::
1) Is there the correct level of expertise for the job?
2) Employee turnover
3) Job satisfaction
4) Training/Learning opportunities

D) Customer ::

1) Delivery performance to customer
2) Quality performance for customer
3) Customer satisfaction rate
4) Customer percentage of market
5) Customer retention rate

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BELL CURVE METHOD IN AN ORGANISATION .

2009-11-05T02:45:00.000-08:00

One of the errors in rating the employees in organisations is liniency which means we cluster a large numer of emloyees around a high point on a rating scale . Bell Curve also called Forced distribution method of performance Appraisal seeks to overcome this problem by compelling the rater to distribute the ratees on all points on the rating scale .

This method operates under an assumption that employee performance level conforms to a normal statistical distribution which is a Bell Curve .

Bell Curve assumes that in any organisation only 10% employees are excellent performers , 20% are Good , 40% are average performers , 20 % are below average and left 10 % are usatisfactory performers .

Any Organsiation which selects only good and skillfull performers and retain only them , the use of this method would be unrealistic and possibly v destructive to an employee morale .

The error of central tendency may also occur as the rater resists from placing an employee in the lowest or in highest group .

Difficulties also arise for the rater to explain to the ratee why s/he has been placed in a particulr group .One merit of this method is that it seeks to eliminate the error of liniency .

Bell Curve method is not acceptable to raters and ratees , especially in small groups or when group members are highly skilled .

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Performance Appraisal

2009-11-05T02:33:00.000-08:00

Meaning::It is a systematic evaluation of the individual with respect to his or her performance on the job & his or her potential for development .

Need of Performance Appraisal in an Organisation::

1) To effect promotions based on competance and performance .

2) To confirm the services of probationry employees .

3) To assess training and development needs of the employees .

4) To give employees a constructive criticism and guidance for the purpose of their development .

5) To improve communciation in the organisation .PA provides a format of dialogue b/w superior and subordinate .

6) Performance Appraisal helps to measure th effectiviness of HR funstions of selection , training and transfers etc .

Application of Web 2.0 in HR management

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Web 2.0 refers to second generation of web development and design ,that facilitate communication , secure information sharing , inter-operatability , and collaboration on the WWW. It facilitates communication & information sharing .The best part is that it is absolutely free of charge unlike yesteryears .

HR can also very smartly use web 2.0 becoz of the following reasons ::

1) Latest happenings in HR :: There are about 100's of website where one can learn about Hr policies and processes .One can even share their HR knowledge .

2) Helps in knowing employees :: Most generation "Y "employees create their profiles on social networking sites .By adding them to your link or network one can easily stay in touch with them , can know more about them ,their activities , their talents and can create a more strong human bond and friendship .

3) Internal communication Tool :: Companies Blogs / intranet sites are the best way to communicate HR voice to employees and vice versa .A Blog can be a v useful HR tool to allow free flow of information within the company & to keep in touch .

4) Reaching to candidates :: Presently there r many recuriting sites like recruitingblogs .com, naukri.com , timesjobs.com,shine.com,monster.com that allow to store jobs and profiles of candidates . With this and good networking we can contact the eligible candidates .

Universal Management Functions

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There r mainly 4 universal management functions::

1) Planning :: Plans should define real value and must be linked to external needs .

2) Organizing :: How the managers structue the organisation and how does the successful execution of the plans happens .

3) Leading :: Leadership requires selecting & developing the right people with right skills @ right time , assuring decisions are made in just way which fosters commitment and building an environment of open communication & self motivation .

4) Controlling :: Effective measures should exist to control the fucntions .Without effective controlling the alignment is v difficult .

TIPS FOR HR PROFESSIONALS

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1) Every HR must understand the Business & all its nuances from the customer/business/sales /operations point of view .If ther undertand the meaning of the business then only they can truly connect to their roles .

2) HR Professionals must develop skills sets in technology ,IT etc .This will bring efficiency in their work .

3) Relavant legal Frameworks shud be known and learnt by all HR people .Not having a legal knack can be a disaster and without which HR practices will be weak . This may require some study aswell .

4) A flair needs to be develop connect with people -build rapport with them -while maintaining strengths of conviction on difficult matters .

5) Constant and transparent communication should be practised as a regular norm in the organisation .it helps to keep employees motivated and connected with the organisation .

6) Creating a friendly and open environment that fosters a culture of caring the key assets in organisation is v important .

7) HR shuld aim hard to develop a robost Performance Management matrix .

8) A culture shud be developed wherein top management walks the talk .

9) HR professinals should also strive to bring about newness in the system by contantly changing and innovating for the better .

10) Hr shuold also create a condusive work environment .few problems @ workplace is the key to reduce stress @ work and create a happy employee which bring an overall pleasant rhythem in the organisation .

11) HR professionals should unlearn and learn all the time to develop & grow .

BACKGROUND SCREENING

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With higher incidences of Resume Embellishments hassle free verification system is a must in every organisation or must say where this is a pre-norm .With limited number of jobs available and more candidates chasing the same , candidates may just do up their CV's to improve their employability .

Since the cost of making a wrong hiring could be very disasterous,thus companies do extensive background screening on potential employees, contract employees and vendors .

Lack of digitised information is a key challenge faced in india and indeed in the whole of Asia .Thus this makes conventional processes of verification more expensive , document driven and inefficient .Another reason for the same is that in india there is a dearth of database Infrastructure .Universities and colleges maintain records in files-in hard copies . It is the same with police stations , Pf registraror and even RTO's .Eg if a crime is commiteed in one part of the country ,most other police stations are not aware of that except for the police station in whose juristration the crime was commited .

What we require is an organised and centralised database that is reliable , updated and accessible to all involved .From a recruitment perspective , a collaraborative online database solution involving all parties concerned --the candidate , the recruiter , the verifier , the verifying authorities etc--will help in developing a "pre qualifies and prechecked 'ready to hire talent pool .

We need to create a web based online database.It will cover all industries and all sectors .The online service will facilitate faster verification of facts submitted by candidates seeking employment with less documentation compared to the current more conventional methods of verification .With this all information supplied by the candidate will be availoable in public domain . Such model has to be in complaiance with all relevant privacy laws in Asia PAcific .

TIPS TO DO MORE WITH LESS " T "BUDGET .

2009-10-29T06:15:00.000-07:00

In this article I will give you some tips on how to achieve most from a Reduced Training Budget and to continue meeting our employee needs .So lets read down ...

1)What's essential to the survival of the Business :: We need to sharpen our focus .We shud determine what is critical for the business & utilise the financial resources in those areas .

2)Cut travel costs ::Airfare , lodging and meals for dozens of employees for a week can be prohibitive .Instead we can bring one trainer to the employees or better still we can conduct the training via video conferencing .Investigate measures with low cost or rather free of cost .

3)Mentoring Programs :: we can create a formal mechanism for mentoring and coaching of junior employees through a structured program . Our experienced employees can get handy during this time . What do you think??

4) Job Swapping :: Helps employees to learn skills from each other on the job . It requires just no budget .

5) Tap Free Resources :: Incentivize employees to attend free seminars and conferences that can increase networkoppurchunitiesand get exposure to up-to-date topics .

6) Develop In House Trainers :: Companies can use idle internal resources for taking training sessions across different locations . The employees who volunteer for such can be given an additional point during the performance review . This position will be favourable to both .

7) OnLine Training :: With technology advancing everyday to te next level , online training can take care of our routine trainings like INDUCTIONS. Moving courses online reduces travel , instructor and vendor costs.

8) Increase classroom Fill in Rates :: More participants attending one session mean signaficantly fewer sessions required in a year .

9) Eliminate Catering ::Either catering shud be completely avoided or participants can be given a lunch break during the session where in they can be asked to go out for lunch or can have their tiffins therein .Yes , they have to bring in tiffins like any other routine day .

10) Various Inhouse exercises :: like GD's , debates will encouage healthy team building exercises .Internal Seminars and conferences can be conducted in house .All these will only foster learning and sharing in the organisations .

INTELLIGENT OPTIMISM --A CRITICAL SKILL

2009-10-29T04:09:00.000-07:00

Martin seligman is the psycologist who framed this word "OPTIMISM " .But ever heard of intelligent optimism ?? Did i heard No ! Not to worry .Today I will give u a bunch on that word .With so much troublesome air around us and things moving slow in life there is hope to stay with this word .Here's a lowdown ....

Intelligent optimism doesnot deny the reality of today's world but rathers seeks to learn how to fashion our lives amid such existing difficulties .By meditating the below you can actually get optimistic in life ::

1) Dont get carried away by circumstances you cannot control or change .You cannot change global Warming but you can control your energy consumption .You cant stop downsizing in the company but you can arm yourself with marketable skills.

2) Dissolve some money or time on something that truly gives you immense pleasure and ightens your spirit .

3) Reframe the event so that you are not a victim .There is always a another way to view a situation .If you can't get that project figure out what you shud not do in when vouching for another .

4) Start everyday with a Gratitude .

5) Dont see yourself as a victim . Rather if one thg slips out from your hand try to do somethg different .

6) Think enough !! When we concentrate on what we dont have we miss out on many things that we still have .Think what you can do to se a result that gives you a sense of power .

7) Refuse to watch or read anything that puts a dark pall over your day . instead of tuning into gloom , read a book that transport you to another time & a better mood .

8) Last practice saying this mantra ," This too shall Pass ".It always has and it always will .