Professional Documents
Culture Documents
have had to bring in senior staff from elsewhere. But they recognise that while this may have dealt with a short-term skills shortage, it has not solved the longer term question of managerial supply: what sort, how many, and where will they come from? To address these questions you need to understand:
Q2. Write a short note on focus groups. A focus group is a form of qualitative research in which a group of employees are asked about their perceptions, opinions, beliefs and attitudes towards the culture and policies of the organization. Focus groups are interviews, but of 6-10 people at the same time in the same group. Questions are asked in an interactive group setting where participants are free to talk with other group members. Focus groups are a powerful means to evaluate services or test new ideas. One can get a great deal of information during a focus group session. Preparing for the session Identification of the major objective of the meeting. Carefully developing five to six questions. Planning the session. Calling potential members to invite them to the meeting. About 2-3 days before the session, call each member to remind them to attend.
Scheduling: Plan meetings to be one to 1-1.5 hours long. Over lunch tends to be a very good time for others to find time to attend. Ground Rules: It's critical that all members participate as much as possible, yet the session move along while generating useful information. Because the session is often a one-time occurrence, it's useful to have a few, short ground rules that sustain participation, yet do so with focus. Consider the
Membership: Focus groups are usually conducted with 6-10 members who have some similar nature, e.g., similar age group, status in a program, etc. Select members who are likely to be participative and reflective. Attempt to select members who don't know each other. Employee newsletters Employee newsletters are an effective tool to communicate with your employees. You canProvide information about your customers: The more familiar your employees are with your customers, the more successful your company will be. So it's very important that you provide them with enough information about your prospects. Explain how to sell your products: Share effective tips and techniques to sell your products and services. The more your employees know about selling techniques, the more sales you will make. Explain your company goals: Every company has some important goals. You can explain your goals, why they are so important, and how your employees can help the company achieve them. Welcome new employees: You might have new employees joining your company. Extending a warm welcome message to them makes them work more passionately and with more energy.
results obtained. In order to carry this out, the areas that need to be audited must be identified. A list of the indicators corresponding to the different areas of the HR function could contain some of the following: Description of the staff of the company The complete staff can be described by: hierarchic levels years of service qualification sex nationality the number of permanent and temporary employees, interns and physically or mentally challenged employees indexes of personnel rotation and absenteeism
Job analysis The various indicators of Job analysis are as follows: The number of described posts Occupants per post Degree to which the job description cards have been updated The degree of detail in the job description cards The methods used to analyze and describe the jobs.
HR planning HR planning, as you have studied in unit 7, is an important area of preplanning includes the methods employed to plan personnel needs, the measures adopted to cover future personnel needs, and the temporary planning horizon. Recruiting and personnel selection Main indicators of this are as follows: the number of days required to a vacant post
the number of applications received by work place categories the average amount of days between the reception of the application the average cost of recruitment cost of selection per job post the degree to which internal and external sources of recruitment are used the average number of candidates that do not pass the selective tests the study of the reliability and validity of the selection tests
the organisations are brought to the fore and the organisations may not like it to get their weaknesses published. It is a point to mark that, in most of the organisations, great support was given to all HRD activities by the top Management of the organisations.
Q6. Elaborate on the different aspects work place policies and practices to be considered by the employers
Workplace Policies and Practices Many smaller companies do not like writing certain aspects of ways of conducting business. For such companies, it is mere formality and they do not appreciate peopleoriented culture. Though it should be avoided because it is patently illegal because laws require that companies should mention very clearly the policies about guaranteeing specific protections to employees Safeguarding employee information Employees personal information should be safeguarded. Separate files should be maintained for personal information as contrasted with employment related information. Employee performance management An audit can review companys job descriptions for compliance (i.e., to determine whether the descriptions list the essential functions of the job). Various legal issues can arise due to performance related problems of employees. Audit will help in following improvements and reviews: A 90-day written standard performance evaluation form, An annual written standard performance evaluation form, A performance management/performance improvement plan, A description of the companys policy for both voluntary resignation and companyinitiated termination, Wage and salary administration program, Bonus/stock option criteria. Safe work environment Audit practices may also help the companies to know about factors that contribute to a safe work environment. A company may choose to develop an audit sheet tailored to a particular issue, such as the companys zero-tolerance policy for harassment. For example, a company may wish to review and evaluate its practices of dealing with inappropriate harassing behaviour in its workplace.
Auditing workplace behaviors that support legal compliance A safe, dignified, and respectful work environment is not only mandated by the law, but also increases motivation and productivity of the employees. An example of review of business practices used to deal with allegations of harassment safe working environments should be considered especially for the females in the offices so as to make them feel confident and concentrate on work is shown as under: