Job stress comes in many different forms and affects your body in various ways. Minor sources of stress may include equipment that won’t work or phones that won’t quit ringing. Major stress comes from having too much work, not having enough work, doing work that is unfulfilling, fearing a job layoff, or not getting along with your boss. Usually it is the major sources of stress that lead to burnout, causing people to become unhappy and less productive in their work. Job stress can affect your health and home life as well. Low levels of stress may not be noticeable; slightly higher levels can be positive and challenge you to act in creative and resourceful ways; and high levels can be harmful, contributing to chronic disease. The major sources of job stress fall into seven categories: Control. This factor is the most closely related to job stress. Studies show that Continue reading
Human Resource Management
Human Resource Management (HRM) is branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities.
Corrective disciplinary actions to employees taken by organizations
For repeated but relatively minor incidents of substandard performance, misconduct, or rule violations, corrective counseling and discipline should be progressive. The normal sequence of action is: Initial discussion; Oral Warning; Written Reprimand; Suspension; Discharge. Depending on the severity of the case, the action may begin at any of these steps. Any action involving suspension or discharge requires prior review by the Director of Human Resources or his/her designated representative. Initial Discussion: Normally, initial disciplinary action should be in the form of an oral discussion, especially for minor rule violations. If it appears that an employee has failed to perform his/her work or conduct him/herself according to requirements, the supervisor should first talk to the employee about the matter and informally inquire further into the situation. If facts indicate that the employee may have been at fault, the supervisor should discuss the matter with him/her and the expectations of the supervisor Continue reading
Desirable conditions for the success of an incentive scheme
A good wage incentive plan should have the following characteristics. Administrative simplicity: The incentive system should be simple and must be easily understood by the workers and their representatives.  An incentives scheme, which can be understood, only by engineers and mathematicians or a scheme which involves the use of complex formulate or references and cross-references is sure to fail.  The incentive scheme should be such that workmen can calculate their own earnings easily and quickly. Minimum clerical work: The system should fit into existing system of production and cost control.  It should not involve any significant addition to the clerical work. Maximum coverage: The system should cover as many workmen as possible.  A scheme if applied to a few workmen creates a demoralizing effect on the morale of those not covered by the scheme. Direct: Incentive payments should increase at least in direct proportion to the Continue reading
Different approaches to training needs assessment
What is need assessment? “A training need exists when an employee lacks the knowledge or skill to perform an assigned task satisfactorily. It arises when there is a variation between what the employee is expected to do on the job and what the actual job performance is.” To pinpoint the range of training needs and define their content, the HR department uses different approaches to needs assessment. 1. Survey: Survey the potential trainees to identify specific topics about which they want to learn more. It suggests that trainees are more likely to be receptive to the resulting programs when they are viewed as relevant. The group’s expertise may be tapped through a group discussion, a questionnaire, the Delphi procedure, or a nominal group meeting. 2. Group recommendation: The group’s expertise may be tapped through a group discussion, a questionnaire, the Delphi procedure, or a nominal group meeting. i. Group discussion: Continue reading
Different Employee Training and Development Methods
Every organization needs well-adjusted, trained and experienced people to perform its activities. As jobs in today’s dynamic organizations have become more complex, the importance of employee education has increased. Employee training is a learning experience, it seeks a relatively permanent change in employees that improves job performance. Training involves changing skills, knowledge, attitudes, or behavior. This may means changing what employee know, how they work, or their attitudes toward their jobs, coworkers, managers, and the organization. Managers, with HRM assistance, decide when employees need training and what form that training should take. On-the-Job Training Methods 1. Job instructions: It is received directly on the job, and so it is often called “on-the-job” training (OJT). It is used primarily to teach an employee how to do their current jobs. A trainer, supervisor, or coworker serves as the instructor. OJT includes several steps: The trainee receives an overview of the job, its Continue reading
Development of Human Resources in an Organization
Human resource development (HRD) is a sub-system that operated in the main system; the organization. In order for the organization to be successful the objectives and goals of the subsystems must be aligned towards achieving the set goals of the main system. For example, the primary objective of the organization would be to maximize return on shareholder investment. We may find that the objectives of training and development would be a level removed down, that is to maximize the capabilities of the employees, induce innovation, and produce high quality products and service. They may be different but a closer look at each of these objectives reveals that they serve a singular purpose; maximize the return. HRD and Motivation Motivation is certainly the key for the people to keep returning to the job. However it must not be viewed through a single window which shows you that rewards and bonuses makes Continue reading