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