Human Resource Concepts

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:

  1. Initial discussion;
  2. Oral Warning;
  3. Written Reprimand;
  4. Suspension;
  5. 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.… Read the rest

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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.… Read the rest

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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).
… Read the rest
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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.… Read the rest

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Introduction to Organization Development

Organizations change from time to time. Changes with respect to continuous improvements, diversity, and work process engineering require the organization to move forward through a process called organizational development.

Definition of Organization Development:

Organization development is a process that addresses system wide change in the organization.

Change agent:

  • Change agents are individuals responsible for fostering the change effort and assisting employees in adapting to changes
  • They are may be internal employees, or external consultants.

What is change?

Organization development efforts support changes that are usually made in four areas:

  • The organization’s systems
  • Technology
  • Processes
  • People

Two metaphors clarify the change process.… Read the rest

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Factors influencing wage and salary structure of an organization

The wage policies of different organization vary some what. Marginal units pay the minimum necessary to attract the required number of kind of labor. Often, these units pay minimum wage rates required by labor legislation, and recruit marginal labor. At the other extreme, some units pay well about going rates in the labor market. They do so to attract and retain the highest caliber of labor force. Some managers believe in the economy of higher wages. They feel that, by paying high wages, they would attract better workers who will produce more than average worker in the industry. This greater production per employee means greater output per man hour.… Read the rest

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