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Job Title: Communications Manager – ITC HOTEL Reports to: ITC Director Grade: B2
Salary: 30000-70000 Benefits: Flexible working, 25 days holiday + concessionary days, contributory pension scheme, city centre location. Status: Full-time Mon – Fri according to business requirements. May include occasional weekend work Job Description: A Corporate Communications Manager creates, implement and oversee communications programs that effectively describe and promote the organization and its products. They often assist in the preparation of presentations and/or speeches geared toward employees and consumers. It's not uncommon for them to provide supervision and direction to staff Role overview: To develop and maintain strong external and internal communications at • Support the national communications strategy • Build the hotel reputation by increasing awareness and understanding of our work among our external audiences. • Cultivate strong relationships with the regional/local media (print and broadcast) to deliver the hotel promotion confidently and regularly, positively and accurately • Develop relations with key activists/stakeholders at regional level, to help us resolve local problems, locally and to generate new and innovative activities with local partners. • Facilitate the communication of key corporate messages within the ITC office/s. • Champion cultural change to achieve communication excellence • Ensure ongoing regional input towards creating a shared corporate vision and celebrating our achievements. • Ensure effective communications between ITC, other regional offices and head office. • Effectively manage key communications channels including local publications, intranet/internet.
Requirements: • Skills o o o o o o o o o o o o Professional attitude Pleasant personality with a proactive and can do attitude Able to handle tight deadlines Excellent presentation skills both verbal & written Possess network of both local and foreign media contacts Posses strong drive to succeed with determination and initiative to achieve excellent results in a challenging but rewarding environment Excellent command of both verbal and written English Language and Bahasa Indonesia Good interpersonal. Management/Sales & Marketing/Mass Communication . communication and strong analytical skills Innovative and creative thinking for where to market and how to market Good organizational skills Able to lead a young team with a positive attitude Must have Microsoft application skills • Experience o At least 5 years working experience in a similar position • Education o Must posses a Masters or Degree in Business Studies/Administration.
measuring.This includes collecting. . • Begin identifying and preparing potential job applicants who will be appropriate candidates. once recruited and selected.and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. the purposes and needs are: • Determine the present and future requirements of the organization in conjunction with its personnel-planning and job-analysis activities. Flippo defined recruitment as “the process of searching for prospective employees and stimulating them to apply for jobs in the organization. will leave the organization only after a short period of time. Once candidates are identified. “a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. Specifically. niche agencies which specialize in a particular area of staffing and in-house recruitment. • Increase the pool of job candidates at minimum cost. • Develop an organizational culture that attracts competent people to the company. The recruitment industry has five main types of agencies: employment agencies. • Infuse fresh blood at all levels of the organization. "headhunters" for executive and professional recruitment. under qualified or overqualified job applicants. an organization can begin the selection process. PURPOSE AND IMPORTANCE The general purpose of recruitment is to provide a pool of potentially qualified job candidates.For some components of the recruitment process. and screening and selecting potential candidates using tests or interviews. • Induct outsiders with a new perspective to lead the company. recruitment websites and job search engines.RECRUITMENT AND SELECTION Recruitment is defined as.” In simple words recruitment can be defined as a ‘linking function’-joining together those with jobs to fill and those seeking jobs. Organizations use these processes to increase the likelihood of hiring individuals who possess the right skills and abilities to be successful at their jobs.” Edwin B. • Help reduce the probability that job applicants. • Help increase the success rate of the selection process by reducing the number of visibly. The stages in recruitment include sourcing candidates by advertising or other methods. and evaluating information about candidates’ qualifications for specified positions. mid.
(e) Candidates forwarded by search firms and contractors. Here the organization can have the services of: (a) Employees working in other organizations. Internal Sources:Persons who are already working in an organization constitute the ‘internal sources’. relatives and existing employees. (d) Candidates referred by unions. promoted or even demoted. (f) Candidates responding to the advertisements. issued by the organization. and (g) Unsolicited applications/ walk-ins. friends.FACTORS AFFECTING RECRUITMENT The following are the 2 important factors affecting Recruitment: 1) INTERNAL FACTORS • Recruiting policy • Temporary and part-time employees • Recruitment of local citizens • Engagement of the company in HRP • Company’s size • Cost of recruitment • Company’s growth and expansion 2) EXTERNAL FACTORS • Supply and Demand factors • Unemployment Rate • Labour-market conditions • Political and legal considerations • Social factors • Economic factors • Technological factors SOURCES OF RECRUITMENT The sources of recruitment may be broadly divided into two categories: internal sources and external sources. someone from within the organization is upgraded. transferred. External Sources External sources lie outside an organization. (c) Students from reputed educational institutions. (b) Jobs aspirants registered with employment exchanges. Retrenched employees. . Whenever any vacancy arises. retired employees. dependents of deceased employees may also constitute the internal sources.
They can be found in many places (local and national newspapers. Benefits of Campus Recruitment • Companies get the opportunity to choose from and select the best talent in a short span of time. • Companies end up saving a lot of time and efforts that go in advertising vacancies. location. These all measure are used by ITC hotels in hiring. Direct External Recruitment Methods Campus Recruitment In Campus Recruitment. recruitment fairs) and should include some important information relating to the job (job title. campus recruiting means hiring people with little or no work experience.internal sources are the major sources for top management and . sometimes many college students get their job during their internship or campus recruitment can be done . • College students who are just passing out get the opportunity to present themselves to some of the best companies within their industry of interest. medium and large sized Companies and helps in streamlining the entire Campus Recruitment procedure. On the negative front. pay package. Where a business . notice boards. etc). External methods of recruitment are divided into two categories. It is common practice for Institutes today to hire a Placement Officer who coordinates with small.RECRUITMENT SOURCE USED IN ITC HOTELS FOR CORPORATE COMMUNICATION MANAGER In ITC hotels middle management recruitment in done done through internal sources. Indirect External Recruitment Methods Advertisements Advertisements are the most common form of external recruitment.Direct External Recruitment and Indirect External Recruitment methods. job description.for the job of corporate communication manager external sources are relevant but in internal sources only it can employee referral. screening and eventually selecting applicants for employment. how to apply-either by CV or application form. Landing a job offer while still in college and joining just after graduating is definitely what all students dream of. Companies / Corporate visit some of the most important Technical and Professional Institutes in an attempt to hire young intelligent and smart students at source.
• Public and private employment agencies: Public and private employment agencies are established to match job openings with listings of job applicants. This is particularly true for jobs requiring specialized skills. Professional websites: These are for specific professions. it is generic in nature. or a site developed by various employers. the compensation package and a host of other factors influence the manner of aspirants are likely to respond to the recruiting efforts of the company. and applicants may be filed and processed whenever vacancies occur. provides a pool of applicants for selection. how far away people will consider applying for the job. thus. This happens mostly in the case of unskilled and semi-skilled workers.e. some of the important methods are as follows: a. Employer web sites: These sites can be of the company owned sites. Recruiting. One of the disadvantages is. Walk-ins provide an excellent public relations opportunity because well-treated applicants are likely to inform others. the place of posting. On the other hand. These agencies also classify and screen applicants. walk-ins show up randomly. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organisation. b. to applicants. skills and not general in nature. Through the process of recruitment the company tries to locate prospective employees and encourages them to apply for vacancies at various levels. c. Gate hiring is quite useful and convenient method at the initial stage of the organization when large number of such people may be required by the organization SELECTION The size of the labour market. Job boards: These are the places where the employers post jobs and search for candidates.To select means to choose. • E-Recruiting: There are many methods used for e-recruitment. and there may be no match with available openings. such as typing exams.chooses to advertise will depend on the cost of advertising and the coverage needed i. the nature of job. Third Party Methods • Walk-ins: Walk-ins is relatively inexpensive. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Most agencies administer work-sample tests. the image of the company. • Gate Hiring and Contractors: The concept of gate hiring is to select people who approach on their own for employment in the organization. .
Medical Evaluation: Candidates who are selected by ITC are asked to undergo a medical test. the employee may find the job distasteful and leave in frustration. qualifications. therefore. This round lays more emphasis on functional competencies. Preliminary Assessment : The short listed candidates go through a preliminary round of interviews or presentations. the candidates may be given a business case for analysis and presentation Final interview : Here the candidates who successfully clear the first round of interview go through another round of interview with one or more of the functional heads. to find out which job applicant will be successful. if hired. To have more data on the functional skills. the company obtains and assesses information about the applicants in terms of age. Each one must be successfully cleared before the applicant proceeds to the next one. The time and emphasis place on each step will definitely vary from one organisation to another and indeed. while applicants for managerial jobs might be interviewed by a number of people. from job to job within the same organisation. in terms of training and operating costs. The sequence of steps may also vary from job to job and organisation to organisation. causing incalculable harm to the company in the long run.Purpose The purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job in an organisation best. Effective election. etc. He may even circulate negative information about the company. The Process Selection is usually a series of hurdles or steps. . Similarly a single brief selection interview might be enough for applicants for lower level positions. time and trouble. The most suitable person is then picked up after eliminating the unsuitable applicants through successive stages of selection process. especially. we shortlist the CVs received from various sources based on the suitability for the requirement. How well an employee is matched to a job is very important because it is directly affects the amount and quality of employee’s work. Any mismatch in this regard can cost an organisation a great deal of money. the needs of the job are matched with the profile of candidates. skills. experience. Recruitment Process in ITC hotels The actual steps involved in recruitment follow a well defined path : Application shortlist : In this step. demands constant monitoring of the ‘fit’ between people the job. To meet this goal. For example some organisations may give more importance to testing while others give more emphasis to interviews and reference checks. In course of time.
Preliminary Interview: A preliminary screening interview is conducted to test the candidate’s skill level in his field or domain of specialisation along with his communication skills. it involves basic mathematical and analytical questions. they are expected to speak about the topic for a small duration of time as decided by the panel. Written Aptitude Test: Candidates’ analytical and logical reasoning skills shall be tested with the help of an aptitude test. It also involves a briefing with regard to the job profile and the opportunities available. Extempore: Candidates are given a topic or situation and are expected to take a stand or give their opinion about it. Medical test Offer letter: The candidate is formally given the JOB offer letter which completes the selection process. this includes negotiations regarding the compensation and any further enquiries regarding the job.Selection Process for corporate communication manager The selection process for managerial department in ITC involves the following stages: Preplacement presentation: A brief presentation about the organisation and it’s features is given to the candidates by the panel. Psychometric Test: This test involves psychometric analysis of the candidate’s personality and attitude. . Final Interview : The final phase of the interview involves a round up with the senior management. Group Discussion: A topic is given to a group of candidates and their opinions and statements are observed and evaluated by the panel or moderator.
Pre-placement Presentation Group Discussion Extemporization Written Aptitude Test Preliminary Interview Psychometric Test for short listed candidates Final Interview with senior management Offer letter .
The inputs of training and development are as follows: 1) Skills 2) Education 3) Development 4) Ethics 5) Attitudinal Changes 6) Decision making and problem solving skills 1) Skills Training is imparting skills to the employees. These skills helps a person understand oneself and others better and act accordingly. need interpersonal skills mostly know as people skills.These skills involve learning to move various parts of their body in response to certain external and internal stimuli. on the other hand is confined theoretically learning in classroom. usually by changing the employee’s attitude or increasing his or her skills and knowledge. Education however is common to all the employees. Examples of interpersonal skills include listening. education and development. Employees particularly like supervisors and executives. Inputs in Training and Development Any training and development programme must contain inputs which enable the participants to gain skills. Which refers to the process of imparting specific skills. and use other equipments with least damage and scrap. the training is offered in case of operatives whereas development programs are conducted for employees at higher levels. A formal definition of training and development is determined as follows: “It is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning. learn theoretical concepts and help acquire vision to look into the distant future. There is also a need of motor skills or psychomotor skills as they are refer to performance of specific physical activities . To distinct more. Persuading and showing an understanding of others feelings .Training and Development In simple words. A worker needs skills to operate machines. computed as follows: Training and development needs=Standard performance – Actual performance We can make a distinction among training.” The need for training and development is determined by the employee’s performance deficiency. knowledge to an employee. Education. This is basic skills without which the operator will not function. Such distinctions enables us to acquire a better perspective about the meaning if the term training. training and development refers to the imparting of specific skills. abilities.
2) Education The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgment. sometimes.collect and analysis information. to see and feel points of view different from their own. Help him see himself as others see him and accept his self image as a prelude to change. generate alternatives. organizations depute or encourage employees to do courses on a part time basis. human relations. Knowledge about business environment. Attitude must be changed so that the employee feels committed to the organization and give better performance. Development programme should help an employee to be a self-starter. specific industry analysis and the like is useful for better management of a company. Also helps them understand the powers in their hands and thereby develop leadership styles which inspire and motivate others. In fact. If the production. which should again helps him being self generating. a divine discontent. Training of this type is typically provided to potential managers. Attitudes affect motivation. It helps teach an individual to communicate without filters. Education is more important for managers and executives than for lower-cadre workers. This programme should keep the employee aware of him i. satisfaction and job commitment. It should also help in making the employee sensitive towards the environment that is his work place and outside. 3) Development Another component of a training and development programme is development which is less skill – oriented but stress on knowledge. 6) Decision making and problem solving skills Decision making and problem solving skill focus on methods and techniques for making organizational decision and solve work related problems. Changing negative attitudes is difficult because of (1) Employees refuse to change (2) They have prior commitments and (3) Information needed to change attitudes may not be sufficient. They are less seen and talked about in the personnel function this does not mean that the HR manager is absolved if the responsibility. build sense of commitment. 5) Attitudinal Changes Attitudinal represents feelings and beliefs an individual towards others. There is no denial of the fact that ethics are largely ignored in businesses.e. That any training and development programme must contain an element of education is well understood by the HR specialist. supervisors and professionals . management principles and techniques. finance or marketing personnel indulge in unethical practices the fault rest on the HR manager. It is his/her duty to enlighten all the employees in the organization about the need for ethical behavior. Negative attitudes needs to be converted into positive attitudes. It should make their performance result oriented and help them in being more efficient and effective. his potentials and his limitations. And finally helps install a zest for excellence. 4) Ethics There is a need for imparting greater ethical orientation to a training and development programme. Learning related to decision making and problem solving skills seeks to improve trainee’s abilities to define and structure problems. motivation. a nagging dissatisfaction with the status quo.
group level and individual level. there will be no way of measuring its effectiveness. it is not possible to design a training and development programme and after it has been implemented. Inadequate in performance may be due to lack of skills or knowledge or any other problem. Without clearly-set goals. training and development goals must be established.e. What business are we in? At what level of quality do we wish to provide this product or service? Where do we what to be in the future? Its only after answering these and other related questions that the organization must assess the strength and weakness of its human resources. Needs assessment occurs at two levels i. Goals must be tangible. verifying and measurable.Importance of Training and development for the organization There are many benefits of Training and Development to the organization as well as employee. an individual obviously needs training when his or her performance falls short or standards that is when there is performance deficiency. Training Process The steps of Training Process are as under: Organizational Objectives and Strategies ↓ Assessment of Training Needs ↓ Establishment of Training Goals ↓ Devising Training Programme ↓ Evaluation of Results a) Organizational objectives and strategies The first step in the training process is an organization in the assessment of its objectives and strategies. intra group and internal group relation and policy implementation . . b) Needs assessment Implementation of Training programme Needs assessment diagnoses present problems and future challenge to be met through training and development. We have categorized as under 1) Benefits for the organization 2) Benefits for the individual 3) Benefits for personnel and human relation. c) Training and development objectives Once training needs are assessed.
The lecturer is presumed to possess knowledge about the subject. · Off site such as a university.the – Job. · Conducting the programme. 3) On. 2) Audio Visuals This is an extension of the lecture method.d) Designing training and development program Who are the trainees? Who are the trainers? What methods And techniques? What is the principles of learning the program? what are the where to conduct level of training ? e) Conducting training activities Where is the training going to be conducted and how? · At the job itself. how far the programme has been useful must be judge/determined. They can be used to provide a range of realistic examples of job conditions and situations in the condensed period of time. · Scheduling the training programme. however organizations either overlook or lack facilities for evaluation. g) Evaluation of the results The last stage in the training and development process is the evaluation of the results. · Monitoring the progress of the trainees. Methods of training A multitude of techniques are used to train employees. Evaluation helps determine the results of the training and development programme.Training It is used primarily to teach workers how to do their present jobs. f) Implementation of the training programme Program implementation involves actions on the following lines: · Deciding the location and organizing training and other facilities. Since huge sums of money are spent on training and development. A virtue in this method is that it can be used for large groups and hence the cost of training per employee is very low. Often. It is conducted at the work site and in the context of the job. Training techniques represent the medium of imparting skills and knowledge to employees. college classroom hotel. OHPs. Long lectures can also cause Boredom. · On site but not the job for example in a training room in the company. In the practice. video tapes and films. this method violates the principle of learning by practice. They are basically of two types. Majority of the industrial training is on the job training. as when experienced worker shows a trainee how to perform . However. This method includes slides. 1) Lectures It is the verbal presentation of information by an instructor to a large audience. etc. Training techniques are means employed in the training methods. it is informal. It also improves the quality of presentation to a great extent. Also this type of communication is a oneway communication and there is no feedback from the audience because in case of very large groups it is difficult to have interactive sessions.
However it is an impersonal method and the scope of learning is less as compared to other methods of training. After going through each block of material. Thismethod is most widely used in Aeronautical Industry. the focus of trainer’s focus is on making a good product and not on good training technique. · Allowing the person to respond · Providing feedback on the accuracy of the answers · If the answers are correct. This is a major disadvantage since case studies must primarily be used to influence or mend the attitude or thinking of an individual. Even though the kind of tension or pressure may be the same but the employee knows it is just a technique and not a real situation. 5) Computer Assisted Instruction (CAI) This is an extension of the PI method. and problems to the learner. In this method. Then the employee is allowed to mimic the trainer’s example. Also additional investment is required for the equipment. They allow participation through discussion. Also the employees behave differently in real situations than in simulations. Also the cost of preparing books. Information is provided to the employee in blocks. repeats the same. the trainee first receives an overview of the job. The trainees read the case. the transferability to the job is very high. The trainee repeats these jobs until the job is mastered. manuals and machinery is very high. Thus PI involves: · Presenting questions. And since a model is given to the trainee. he proceeds to the next block or else. memory and the data manipulation capabilities of the computer. facts. 8) Case study It is a written description of an actual situation in the business.tasks. It is an attempt to create a realistic for decision-making. which provokes the reader to think and make decisions/ suggestions. the trainee goes through a test/ answers a question. the learner’s response determines the frequency and difficulty level of the next frame. It is an ideal method to promote decision making skills. The essences are on creating a real life situation and have trainees assumed parts of specific . 9) Role Playing and Behavior Modeling This method mainly focuses on emotional (human relation) issues than other ones. They also provide transference to an extent. in form of books or through teaching machine. Many a times only the result at the end of the case may be considered and not the line of thinking to approach it. 7) Vestibule Training This method utilizes equipment which closely resembles the actual ones used in the job. select the best one and implement it. It has several steps. Feedback in the form of correct answers is provided after each response. It is however difficult to duplicate pressures and realities of actual situations. This is possible thanks to the speed. its purpose and the desired outcomes. training is offered without the intervention of the trainer. The trainer then demonstrates how the job is to be performed and to give trainee a model to copy. It is performed in a special area set aside for the purpose and not at the workplace. The emphasis is placed on learning skills than on production. 4) Programmed Instruction (PI) In this method. analyze it and develop alternative solutions. This is the most effective method of developing problem solving skills. The method /approach to analysis may not be given importance. 6) Simulation It is any equipment or technique that duplicates as nearly as the possible the actual conditions encountered at the job. In this method.
A trained professional serves as a facilitator. It can be used to develop desired behaviors for future job responsibilities. Laboratory training is a form of group training primarily used to enhance interpersonal skills. However once the training is over employees get back to being the way they are. . It is very similar to on the job training method. In this method skilled workforce is maintained – since the participation. But it is always handled by a supervisor and not by the HR department. plumbers and mechanics.personalities (mostly interchanged roles of boss and subordinate to create empathy for one another). carpenters. · “Vicarious process” learning takes place not by own experience but by observation or imagination of others’ action. the perception of others about them and increased understanding of group process. more stress is laid on productivity. Examples: Laboratory training. “observational learning” or “imitation” implying that it a behavior is learned or modified through observation of other’s experiences. It is applied in cases of most craft workers. This method may be supplemented with other off-the-job methods for effectiveness. The person being trained is called understudy. 11) Apprenticeships and Coaching It is involved learning from more experienced employee/s. The consequence is better understanding of issues from the other’s point of view. These meetings have no agenda and take place away from the workplace. the focus is on learning. · This change may be videotaped and showed to the trainee and he can review and critique it. Immediate returns can be expected from training – almost as soon as the training is over the desired outcomes can be seen in the trainee. This approach uses high levels of participation and facilitates transferability. whereas here. But in that case. 10) Sensitivity Training It uses small number of trainees usually less than 12 in a group. feedback and jobtransference is very high. The objective is to provide the participants with increased awareness of their own behavior. They meet with a passive trainer and get an insight into their own behavior and that of others. Coaching is similar to apprenticeships. The discussions focus on why participants behave the way they do and how others perceive them. · It is referred to as “copying”. encounter groups. Concept of Behavior Modeling: · Fundamental psychological process by which new patterns of behavior can be acquired and existing ones can be altered. · It also helps him see the negative consequences that result from not using the behavior as recommended.
as well as an individual person. 10. the best automated method for organisational change. etc. as it gets people moving. Where PM is applied The PM approach is used most often in the workplace but applies wherever people interact— schools. the only true and lasting virtue for career success. and even political settings. The job mission statement is a job definition in terms of purpose. 7. deriving from the strategic plan. makes them self-starters in utilising own talents and initiative. employees. 6. career development and moving up on the stepping stones of the corporate career ladder. PM principles are needed wherever in the world people interact with their environments to produce desired effects. productivity.Performance management Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. the best career builder and career booster for any career. Armstrong and baron (1998) defined it as “A strategic and integrated approach to increasing the effectiveness of organizations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors” It is possible to get all employees to reconcile personal goals with organizational goals. Performance management can focus on performance of the organization. performance and profitability for both the individual and the organisation. 5. 3. the best integration of human behaviour research findings. The process is a natural. the most complete and sophisticated application of performance management. 11. the surest way for career progress. . 12. leadership and organisational development principles. the fastest known method for career promotion. 2. health setting. Information in this topic will give you some sense of the overall activities involved in performance management. growth. the most neglected part in teachings about management and leadership principles. product and scope. development. It can be applied by organisations or a single department or section inside an organisation. the best ingredient in career path planning. First of all. It is claimed that the self-propelled performance management system is: 1. a department. with the latest management. 8. and 13. a commitment analysis must be done. 4. the quickest way for career advancement. customers. 9. automatically like magic. self-inspired performance process and are appropriately named the self-propelled performance process (SPPP). Cultures are different but the laws of behavior are the same worldwide. sports teams. the surest and fastest way for increased motivation. The aim with this analysis is to determine the continuous key objectives and performance standards for each job position. governmental agencies. with the transparent and hidden forces embedded in this process. churches. processes to build a product or service. community meetings. performance and profit. the quickest way for career building. growth. inspirational. One can turn around any marginal business and increase productivity and profitability for any organization. where a job mission statement is drawn up for each job.
Benefits may include : Direct financial gains • • • • • Grow sales Reduce costs Stop project overruns Aligns the organization directly behind the CEO's goals Decreases the time it takes to create strategic or operational changes by communicating the changes through a new set of goals Motivated workforce • • • • • Optimizes incentive plans to specific goals for over achievement.Following the commitment analysis. There is a clear and immediate correlation between using performance management programs or software and improved business and organizational results. If a job description is not available. performance can be thought of as Actual Results vs Desired Results. operational efficiency benefits and by unlocking the latent potential in every employees work day i.e. may deliver a significant return on investment through a range of direct and indirect sales benefits. Any discrepancy. For employee performance management. then a systems analysis can be done to draw up a job description. rather than a spreadsheet based recording system. not just business as usual Improves employee engagement because everyone understands how they are directly contributing to the organisations high level goals Create transparency in achievement of goals High confidence in bonus payment process Professional development programs are better aligned directly to achieving business level goals Improved management control • • • • • Flexible. is the work analysis of a particular job in terms of the reporting structure and job description. responsive to management needs Displays data relationships Helps audit / comply with legislative requirements Simplifies communication of strategic goals scenario planning Provides well documented and communicated process documentation Organizational Development Definitions • In organizational development (OD). could . using integrated software. the time they spend not actually doing their job. where Actual is less than Desired. Benefits Managing employee or system performance facilitates the effective delivery of strategic and operational goals. The aim with this analysis is to determine the continuous critical objectives and performance standards for each job.
or quit the organisation altogether. If they can see light at the end of the tunnel.HR always used to take back seat when the entire organisation is on work overload situation. • Reward them for their efforts. • Be present .Update them periodically about the situation. rather than equally. when in need. Performance coaching where a manager intervenes to give feedback and adjust performance 3. Performance appraisal where individual performance is formally documented and feedback delivered A performance problem is any gap between Desired Results and Actual Results. the good listener . intangible rewards mechanism including a few kind words can go a long way towards reassuring employees when they are on work overload. The main point that HR needs to keep in mind is that work should be distributed according to capacity and nature of work. The US Government's Office of Personnel Management indicates that Performance Management consists of a system or process whereby: 1. • Keep them in the loop . Other organizational development definitions are slightly different. Performance planning where goals and objectives are established 2. Rewards need not always be cash rewards. late working or week-end working is unavoidable in spite of good work practices: • Communicate to employees . particularly if they are told that the work over load is temporary in nature.constitute the performance improvement zone. Performance management and improvement can be thought of as a cycle: 1. 2.Dealing with work overload Dealing with employees who complain of work overload is a challenge that most HR professionals are facing increasingly often Employees who are allotted more work than they can handle are likely to demonstrate diminished enthusiasm and productivity. Work is planned and expectations are set Performance of work is monitored Staff ability to perform is developed and enhanced Performance is rated or measured and the ratings summarized Top performance is rewarded GLOBAL HRM PRACTICES WHICH ITC HOTELS FOLLOWS 1. Demonstrate to the team that HR is also available to support the employees who are extending their hours of work. 3. Performance improvement is any effort targeted at closing the gap between Actual Results and Desired Results. face burnout. they will be less likely to complain and more likely to work harder to complete the job.HR. four ways to handle situations where due to the nature of business. 4. 5. 2. Recognising their effort.Inform the employees about the need for extra working and also the importance of such a situation.
It’s vital to understand that employees these days prefer non-monetary forms of benefits as opposed to monetary ones Employees look forward to a good working atmosphere where meritocracy is respected. but also foster employee motivation and productivity 3. Another way to dispel monotony is to prevent work from getting too serious.” Thus. This helps us in keeping the employees engaged and does not let boredom set in at work. We also do not mind people taking breaks from their seats for a short while from time-to-time. picnics. These include birthday celebrations. insightful suggestions on different ways to improve the bottom-line. We try and keep the atmosphere light and keep employees engaged. get-togethers. there is no reason why one should accept the monotony as inevitable. This may include providing opportunities to everyone to do buddy-ship. contribute to design and architecture discussions and generally push everyone to have some or other client facing opportunities. good talent is recognised and opportunities are provided to grow and interact with members of the senior and top management. It is definitely possible to keep the interest alive with a little effort and support from HR HR manager of ITC says “We focus on employee engagement in a holistic manner. “'Work has to be fun’ is the motto we adopt. parties. mentoring. various employee engagement activities are practiced. tangible and non-tangible benefits and it is time organisations invest in providing a steady mix of both to their employers to attract and retain the best talent. Thus.Engaging employees the non-monetary way It’s a known fact that employee engagement and motivation are prime issues of concern for HR. good employees need both. festival celebrations. contests. People managers point out that such measures not only have a larger impact on the overall performance of the company. deliver short training. We have month end parties to celebrate the birthdays and celebrate achievements.. a combination of proactive behaviour and an open environment at work can help convert monotony into enthusiasm. We have large quantum of HR-induced people engagement events to break monotony. 4. . unlike in many companies There is a lot that employees can do from their side as well.The recent slowdown witnessed many organisations approaching their employees.Beat the monotony at work Drudgery at work is something most of us grapple with on a daily basis. However. in an endeavour to receive valuable.