Having selected the manager for the job, he or she must be trained. However, it is not sufficient to provide training only for the manager: the whole family must be trained. Training should include at least two phases. Pre-departure training should focus on language, history and culture for the whole family and on job-specific training for the manager. On arrival in the new country two or three weeks without too much job-related activity should be allowed for adaptation to the new culture. Transition training should continue with language and culture training as well as meetings at which the new expatriates have the chance to mix with local residents and other foreign nationals. Caring for expatriate managers does not cease at this point. The home office must remain alert to the need to provide psychological support in a variety of ways and to convince expatriates that they are not being disadvantaged Continue reading
Human Resource Concepts
Stress management: Evaluating stress
Feeling the effects of stress is a normal part of life, especially when you are facing major challenges. But each person responds to stress differently. What causes a lot of stress for one person may not cause stress for someone else. That’s because a large part of stress is a matter of perception-how you view a situation determines how much stress it causes you. Therefore, only you can best evaluate the amount of stress in your life and learn better ways to cope with it. Ask yourself the following questions to learn what is causing you stress and how you respond: What job, family, or personal stress do I have? Chronic stress can be caused by an ongoing stressful situation such as: Family or relationship problems. Caring for a family member who is elderly, has chronic health problems, or is disabled. Care giving is a major source of stress. For Continue reading
Stress management: Managing job stress
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
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 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