Welcome to My Blog!

Hi Friends! this is my new blog for you all. This blog is dedicated to all HR learners who are studying with it and wishes to build a great career in this field as well as for professionals who have to deal with the HR Management bodies directly or indirectly in any point of their career. Though it’s not a tutorial site, I have tried my best here to give you a complete picture of all Human Resource Management activities along with other professional matters that I come across during my day to day professional life . If you find it useful be with me and explore the world of Human Resource Management…….

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Competency Mapping

 
       Today organizations are all talking in terms of competence instead of skill set. It has been a general observation that hard work, sincerity, knowledge, intelligence alone does not make a person a star performer in his profession. There are other factors that help an individual excel in his job.
 
Good managers are generally aware about different qualities a person must possess to do a job effectively, and they make use of their knowledge to select and train their subordinates. Organizational psychologists have refined this understanding and converted it into a structural and formal process called Competency Mapping.
 
It has emerged as one of the most powerful tools aiding the improvement for the HR professionals in finding the right employee for a job and development of the employed person in doing the assigned job effectively.  Continue reading

Tips for Successful Interview

     

 ImageInterview is the most essential step in the selection process, though it have some limitation and sometimes poor predictors of job success. Different types of interviews may be used depending on the nature and importance of the position to be filled within an organizationSome common types of selection Interviews methods are mentioned below: 

Structured Interview

Structured Interview is a standardized method of comparing job candidates. In structured Interview a set of pre-planned standardized question is asked to all job candidates. The order of the questions to be asked, time given to all applicants to answer the question and collecting the information from them will be uniform.Therefore, there will be consistency and minimum bias in structured interviews. Example of some structured interview questions include: Continue reading

Payroll Management

 
       In an organization, payroll refers to the amount paid to employees during a certain period of time, for services they provided. It is the sum of all financial records of salaries, wages, bonuses and deductions. The process consists of calculation of salaries and tax deductions of the employees, administrating the retirement benefits and disbursements of salaries to employees. It can also be called as an accounts activity which undertakes the salary administration of employees in the organization.
Administrating the employees’ salaries is not an easy task, the HR and accounts department work together to calculate and disburse the salary to the employees. For this purpose Database of employees is maintained. Employee’s details such as name, employee ID, basic salary, daily attendance, etc are recorded. Gross Salary is calculated after adding the allowances and incentives to the basic salary of the employee. Net salary is calculated by deducting the tax and other calculated deductions (loan installments, etc).

Components of Compensation Package

We already know a lot about compensation management and components of total compensation package. Today we will learn  about the essential components to design a well formed compensation systems for any organization.

As Compensation strategy is a part of business strategy, with the change  of organizational structures and business need, the compensation systems have also been changing with time. From the bureaucratic organizations to the participative organizations, employees have started asking for their rights and appropriate compensations. The higher education standards and higher skills required for the jobs have made the organizations provide competitive compensations to their employees. That’s why an ideal compensation system are designed keeping in minds the strategic goals and business objectives. To design a well formulated compensation system following components are used: Continue reading

Training and Development

     

     Training and development is an important part of human resource management. This is a process whereby people acquire capabilities to aid in the achievement of organizational goal. It is all about the acquisition of knowledge, skills and abilities through professional development. If an organization have such efficient and effective occupants who can meet the requirements of the organization, training is not essential. If the case is different, it is necessary to raise their skill level by giving them training.

 Before know more about it at first we must be clear about the difference between training and development. In fact Training usually refers to teaching operational or technical employees how to do the job for which they were hired. On the other hand teaching managers and professionals the skill needed for both present and future jobs is called development.  Continue reading

Legal Aspects of Performance Appraisal

       It’s important for everyone to know their rights and obligations with respect to employment and performance management, appraisal and discipline. Here you’ll find various legal aspects of  Performance appraisal.

1. Performance appraisals should not be used in a merely punitive or retaliatory fashion. It is grossly unprofessional for a manager or supervisor to use the appraisal process to ‘get even’ with an employee who has displeased or upset them in some way.

2. Appraisals should not be used to discriminate against employees on the basis of race, religion, age, gender, disability, marital status, pregnancy, or sexual preference.

3. Performance appraisal results should be fair, accurate and supported by evidence and examples. For instance, if an employee has poor interpersonal skills and is harming morale and group performance, the supervisor might keep a log of incidents. Co-workers may be interviewed and their views and reactions recorded. The nature and effects of the employee’s behavior should be documented. Continue reading

Performance Appraisal

     Performance Appraisal is a systematic way of reviewing and assessing the performance of an employee during a given period of time. It is a formal assessment of how well an employee is doing his or her job. A performance appraisal is based on an employee’s performance of assigned duties and responsibilities, not on the employee’s personality characteristics. The appraisal measures skills and accomplishments with reasonable accuracy and uniformity. It provides a way to help identify areas for performance enhancement and to help promote professional growth.

Employees’ performance should be evaluated regularly for many reasons. One reason is that Performance Appraisal may be necessary for validating selection devices or assessing the impact of training programs. A second reason is administrative to aid in making decisions about pay raises, promotions and training. Still the third reason is to provide feedback to employees to help them improve their present performance and plan future careers. Continue reading