If we take various contingent factors into account, we find that there may be differences in wage and salary structures. These differentials may be industrial and occupational, regional, organisational and personal. Industrial and Occupational Differentials : Industrial and occupational differentials exist because of requirement of different skill set and imbalance in demand and supply of personnel having such skills. Wages and salaries are usually fixed on the basis of skills required to perform a job. Thus, highly specialized jobs requiring higher level of skills are linked with higher pay too. Coupled with this, shortage of supply of such personnel also induces the payment of higher pay. Regional Differentials : Apart from industrial arid occupational differentials, there may be differences in wages and salaries region-wise also within the same industry and occupation group. Such differences are visible in different countries of the world as well as different regions within a country. Continue reading
HRM Functions
Topics for Employee Training Programs
Training can be defined as the process of “Transferring information and knowledge to employers and equipping employers to translate that information and knowledge into practice with a view to enhancing organization effectiveness and productivity, and the quality of the management of people.” It also means that in organizational development, the related field of training and development deals with the design and delivery of workplace learning to improve performance. The common topics for employee training and development programs are; Corporate ethics: This covers the value of good manners, courtesy, consideration, personal decor and good rapport. It also shows why and how to discourage gossip, controversies, personal work at office, rush jobs etc. Communications: The increasing diversity of today’s workforce brings a wide variety of languages and customs. Right from the way the receptionist handles a call to how the CEO deals with a customer gives a glimpse of the image Continue reading
Benefits of Performance Appraisal
Perhaps the most significant benefit of performance appraisal is that, in the rush and bustle of daily working life, it offers a rare chance for a supervisor and subordinate to have “time out” for a one-on-one discussion of important work issues that might not otherwise be addresses. Performance Appraisal offers a valuable opportunity to focus on work activities and goals, to identify and correct existing problems, and to encourage better future performance. Thus the performance of the whole organization is enhanced. For many employees, an “official” appraisal interview may be the only time they get to have exclusive, uninterrupted access to their supervisor. Said one employee of a large organization after his first formal performance appraisal, “In twenty years of work, that’s the first time anyone has ever bothered to sit down and tell me how I’m doing.” The value of this intense and purposeful interaction between a supervisors and Continue reading
What is E-Recruitment?
Organizations use a variety of recruitment sources to attract applicants like direct applications, employee referrals, newspaper advertising, employment agencies, and executive search firms. Recruiting the right person to the right position is of crucial importance to the performance of every company. At the same time recruitments are expensive, difficult and time-consuming. Web based recruitment tools can be used to publish job postings, administrate applications, including spontaneous applications, and build up a CV Database. This recruitment strategy includes identification of the right channels with a campaign that effectively summarizes the job requirements, company and community. A simple job posting in a publication or online career center is no longer enough — the employer also needs to market itself as a place the candidate would want to work and its community as a place the candidate would want to live. Companies often adopt online systems because they believe e-recruitment is more likely Continue reading
Development of Employee Disciplinary Policies
Discipline is best defined as the observation of principles, rules or any other laid down procedures, practices, written or otherwise in the organization by the employees or group of employees, to whom these apply, for smooth and effective functioning of the organization. Since, disciplinary measures have serious implications for employees; they often are based on the principles of being fair, just and acceptable to employees and, where applicable, the union as well. It cannot be enforced or imposed on employees, as history has proved, it never benefits anyone. So one of the most significant transformations that has impacted the workplace in the past few years is the ‘reinstatement’ of discipline in a positive and employee-supported environment. The way it is practiced in today’s organizations is extremely well communicated and adopts a discretionary approach. The principal ingredients of sound employee disciplinary policies in organizations are: Location of responsibility: The responsibility for Continue reading
Employee Assistance Programs in Organizations – Employee Counseling
Counseling has been practiced in one form or other since the evolution of mankind. In every field which requires dealing with people, counseling is essential. Counseling is a dyadic relationship between two persons; a manager who is offering help (counselor) and an employee whom such help is given (counselee). It may be formal or informal. Formal counseling is a planned and systematic way of offering help to subordinates by expert counselors. Informal counseling is concerned with day to day relationship between the manager and his subordinates where help is readily offered without any formal plan. Every manager has a responsibility to counsel his subordinates. When individual managers are unable to deal with specific problems, the counseling services of a professional body is required. An organization can either offer the services of a full-time in-house counselor or refer the employee to a community counseling service. Counseling occasionally is necessary for employees Continue reading