Article on Hr

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HR

ASSIGNMENT

SUBMITTED TO- SUBMITTEDBY- Ms. AZIZINDER SEKHON GAGANJOTSINGH AULAKH PUNJAB SCHOOL OFROLL NO. 5637 MANGEMENT STUDIES,MBA 1st PUNJABI UNIVERSITY, PATIALASECTION- B


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ARTICLE = 1

Motivating Employees: Team BuildingExercises

ARTICLE SOURCE =

http://www.contentwriter.in/articles/hr/team-building-

exercises.htm

SUMMARY OF THE ARTICLE=

The success of a company, to a large extent, depends onthe commitment, job satisfacation and morale of its employees.So its very Important for the organisations to motivate theiremployees. With more work load and work pressure the employeesstart to underperform which is not a good thing for the organisation asit could take the organisation towards the losses.The HR department plays a significant role in an organisation for

motivating their employees. In this article there are some activitiesthrough which the organisations can motivate their employees. Thetechniques are as follows-1. Open Discussion- Atleast once in a month there should be an

open discussion regarding the problems of the employees by theupper management. The problems of employees should bediscussed and they will get chance to tell their problems to themanagement. The management should solve these problems.2. Quiz and Game- In this the employees get bored and tired by

doing the work for the whole day. There must be other activitieslike quiz and games which can be helpful in motivating the

employees. Some space in the office can be used to makerecreation room in which employees can play games and canrelax in their free time.3. Celebrating Success- Whenever a employee gives good

performance and achieve target and goals his performanceshould be applauded. This is the best way through which theemployees can be motivated. This will motivate the employees
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to work more hardly to achieve the desired goals and to getrewards.4. Planning offsites Visits- The management can plan visits to

some places of tourist interest once in a year or twice a year fortheir employees. This would give the employees some time to

enjoy and will also be helpful in motivating the employees. Itwould be something different than their daily work and willincrease their interest in the work which will be beneficial for theorganisation.5. Traning- Lastly the employees should be send to attend the

training programmes and seminars. It will help them to acquireknowledge about latest trends and they will gain confidence forthe work.

So this article was mainly about the motivation of the employees inan organisation. Various activities are being discussed throughwhich the employees can be motivated in an organisation.

ARTICLE = 2

Hiring Competent people leads to Organizational

Effectiveness

ARTICLE SOURCE =

http://www.contentwriter.in/articles/hr/hiring-competent-people.htm

SUMMARY OF THE ARTICLE =

Human resource management is responsible for the peopledimension of an organization. HUMAN RESOURCE
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MANAGEMENT includes the use of labour in a productivemanner so as the organisation can achieve their goals andcan also satisfy the needs of their employees. Humanresource managements execute diverse functions asrecruitment and selection, training and development,

performance management, compensation management,Managing diversity, industrial relation, labor laws,International human resource management, HRIS, careerplanning, employee health and safety, HR audit andmanaging human resources in changing world.

Getting or hiring competent people can be described as mostimportant responsibility of the HR department in anorganisation. Employee selection is the vital factor for thedevelopment and establishment of the organisation in thecompetitive market. An organisation can`t achieve its

business objectives without competitive people. Companiestoday are facing revolutionary changes, complextechnologies and global competition. Organizations that failto have right person at right place at the right time are atrisk.

A proper match between work and the employee capabilitiesare now an economic necessity. For many companies,talented people are the prime source of competitiveadvantage. If the companies have talented people theirwork or services can help the company to survive in this

competitive market. The organisation can establish goodimage in the market and can give competitive advantageagainst competitors in the market. It is true thatorganizations succeed or fail on the basis of talents ofemployees, then mangers directly influence that success bythe people they hire.

The first step towards getting competent people startswith Strategic recruitment which is the the linking ofrecruitment activities with organization strategic businessobjectives and culture and followed by strategic selection

which is the the linking of selection activities withorganization strategic business objectives and culture.

Jaguar UK for example uses psychometric tests to measureindependence of thoughts, team working andcooperativeness. Mazda (USA) uses aptitude test, writtenform, personal interviews, and stimulated work exercise toweed out druggies, rowdies and unionists.


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Research has demonstrated that complete and unambiguousspecification of required competencies (via job analysis)reduce the influence of racial and gender stereotypes andhelps the interviewer differentiate between qualified andunqualified applicants Research also shows that applicants

whose KSAOs are well matched to the jobs they are hiredfor perform better and are more satisfied.

The use of selection methods such as interviews, references,psychological tests (interest test, aptitude test, andpersonality test) helps in identifying the requiredcompetencies for the job and in accomplishing theorganizations strategic selection. The execution of HRpractices in relation to HRM activities helps theorganization to function smoothly.

Hence, Getting competent people and training are backbone ofHR as strong foundation (competent people) and (training)builds up a strong organization and prepare to sustain theorganization in changing economy.

ARTICLE = 3

Responsibility of Employees Towards An Organization

ARTICLE SOURCE =http://www.contentwriter.in/articles/hr/employee-responsibility.htm


The new and existing employees that are hired in anorganization have a certain responsibility towards the

organization, society, and the nation, at large.

It is very important for the organisation to choose rightemployee in the organisation so that there would be lessconflicts and proper work in the organisation. It would beeasy for the organisation to achieve their businessobjectives.

There are certain role and responsibilities of employees givenin this article which are discussed below-
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Do Early Homework- The employee should understand his workproperly so that he can perform his work efficiently. Heshould make sure that he has acquired proper skill beforestarting any work. If the employee is not able to use anymachine or doesn`t posses the required skill, he must tell

this to his superior, it will also help to make good workrelations with the superiors and also with other employees.Plan with Manager- There should be proper time management

in the organistion. Whenever a work or plan is allottedthere should be a proper planning so that it can be doneefficiently.

Use available Resources and Taking Responsibilty- As a part ofthe Organization every employee is equally responsible forthe long life of the existing resources, for which smoothusage and suggestions for usage is required, which in caseis not provided should be requested for.

Participation- Whenever a new work is being allotted all theEmployees should be eager enough to take the initiativerather than trying to avoid newer tasks. This will facilitatein employees learning new skills and reaching theOrganizational goals with much effectiveness.

Be Punctual and Regular- The Prime responsibilities of everyemployee must be Punctuality and Regularity. Unwantedand unexpected work delays can be dealt effectively.

Cleanliness is Next to Godliness- One should maintain thecleanliness of their desk, and also premises of theOrganization. It will also encourage the employees to do

their work in a proper manner.Washroom- Its the responsibility of the employees to keep the

washrooms clean. They are not the only one using them.Cost Effectiveness- The employees should develop the habit of

cost saving work style and put stress on waste controlmethods with maximum output.

Creative Thinking And Imagination- The employee shouldalways think upon the improvement of work efficiency andorganizational development.

So we can say the organisation development is not only the

development of the organisation but also the developmentof the employees working in it. The employees shouldsincerely do their work and obey the rule & regulations ofthe organisation.


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ARTICLE = 4

Human Resources, Electronic Document Management,and Workflow: Seven Ways to Use Technology to

Maximize the Investment in Your People

ARTICLE SOURCE=

http://www.contentwriter.in/articles/hr/maximise-

investment-people.htm

SUMMARY OF THE ARTICLE=

The greatest asset any organization has is its people. One ofthe greatest challenges is managing them effectively andtreating them in a manner that is consistent and fair.

Human resources managers are tasked with managinginformation from job applicants, employees, and evenboard members, and the challenges can be daunting. Fromthe posting of a position through an employees hiring,management, and departure, detailed information has to beprovided, collected, and available to meet organizational

and regulatory requirements.

This article show how technology can help to comply withregulations by proving consistency and fairness ininteractions with employees.

Eliminating the Paper: Simplifying the job Search- Organisationcan make efficient job searches by posting openings ontheir websites and collecting applications electronically,this is just the first step toward efficiency. An electronicdocument management (EDM) system is more than just an

electronic filing cabinet to simplify search and retrieval. Byadding digital workflow to the electronic storage repository,rules can be pre-set to initiate the appropriate action.Paper or digital letters can be generated automatically toindicate receipt of materials, to notify a manager that thereis a new applicant, or to forward portfolio materials forreview when they have been received.
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Managing the Contracts: Employees Compensation, Benefits,and Obligations- An EDM system can store all theinformation about employees compensation, Benefits andObligations, and it can be indexed in a way that simplifiesmanagement of the dates and related actions that need to

take place at specific times. Digital workflow greatlyenhances efficiency in the process. It can enable pre-defined automatic alerts and emails to inform theappropriate personnel that a specific action or review isneeded.

Monitoring Productivity- With a digital workflow system,management can proactively identify weaknesses in routineHR procedures (such as slow responses to job applicants orinconsistencies in granting comp time based on rules andrecords). Reports make it clear who is processing the lionsshare of work as well as who is unable to keep pace with

demands, and work can be reallocated accordingly.Management can immediately identify systematicprocedures that are ineffective, or employees who causeslowdowns early in a process. As a result, proactive actioncan be taken to transform lackluster performance into apositive review.

Performance Evaluation: Fair is Fair- Proactive management,good mentoring, and training should eliminate surprisesduring scheduled reviews of the employees performance.When an HR department conducts its routine processesusing digital workflow, management can tap into reporting

tools to track the volume, speed, type of work, andproductivity of each employee with a few clicks of a mouse.

Managing Employees Files: Keeping The Details Straight-Digital recordkeeping brings numerous benefits,eliminating the paper chase and potential lost records, andmaking it possible for employees to view their owninformation via the Web if they are granted access. Thisreduces time spent by the HR team in searching for files,and guarantees that each employee will be able to see asmuch or as little information as they have been permittedto view.

Tying it All Togather: Integrating With The Line Of BusinessApplications-EDM and workflow solutions should be able tointegrate thoroughly with the systems in which theapplicant, employee, or other internal and external HRcustomer data is stored. Relevant data from the payrollsoftware and HR applications can be housed in the centralEDM repository. Changes or updates to the system can beused to initiate standard, routine processes, saving


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considerable time and money, as well as efforts previouslyrequired to chase and update information manually.

Keeping an Eye on The Vision: Following the Decisions Makers andBoard Decisions- Digital workflow enables management toestablish rules to search for actionable events that are

identified within the meeting minutes. This data can beused to automate reminders about upcoming deadlines,request approval on a pre-defined document at theappropriate time, remind people of upcoming pre-established (and indexed) meeting dates, and to meet otherneeds.

Putting the pieces Togather- The company management andHR department need to haveand communicate to the EDMand workflow solution provider(s)a clear vision of whatthe organization needs to achieve; a long-term vision forthe future; and a sense of how the HR solution fits into the

larger technology picture for the enterprise. A detailedproject plan ensures that the expectations, timelines,milestones, and measurements are clear. Equally critical,resources need to be dedicated for adequate testing andend user training if the solution is to achieve optimalperformance. Without any of these prerequisites, the bestsolution can fail unnecessarily.

Facilitating Compliance- Keeping track of HIPAA, COBRA, andspecialized regulations such as the Family Medical LeaveAct (FMLA), Uniformed Services Employment andReemployment Right Act (UNERRA), and demonstrating

compliance with these and other regulations on request canbe overwhelming.

Conclusion: EDM enables staff to provide accurateinformation quickly, at any time and from any location, andto ensure that only those who are permitted to access andact upon sensitive data are able to do so. Equally importantfor the HR department is the availability of data to ensuregood service and fair treatment for each and every one ofits constituentsfrom the potential employees jobapplication through hiring, employment, and eventual

departure. With EDM, Management has oversight andinformation to work toward overall improvement, and tofoster the optimal performance for each employee.


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ARTICLE = 5

Corporate Management - THE NEW

CORPORATE MANTRA

ARTICLE SOURCE =http://www.lifepositive.com/mind/work/corporate-

management/corporate-mantra.asp


In this article the corporate management have been discussed. Themain purpose of a corporate organisation is to earn profits. Thereshould be more profit with least cost on the resources. In mostorganizations, the role of the human resource developmentmanager is more of a compensation administrator.

The people working the offices are facing more stressproblems as they spend lots of their time in their offices.Clearly only quality people can produce quality goods andservices. There should be proper stress buster plans,

communications workshops and personal growthprogrammes.Many of the new meditation and personal growth workshops

being tried out are New Age in nature. There is a directrelationship between corporate health and employees wellbeing. Nurturing the employee takes many forms, forexample, worker empowerment, facilities for physicalexercise, counseling and new approaches to the workermanagement interface. The single most critical factoraffecting productivity of workers is stress.

Corporate organisations are looking to traditional Indian

systems such as yoga and meditation forinducing peace and relaxation. The results reported by themanagement; greater teamwork and improved individualeffectiveness. Meditation, once considered the preserve ofHimalayan yogis, has proved to be very successful in anumber of organizations.

Employing systems with religious or spiritual overtones raisesthe issue of values, not quite unwelcome. Says Anil
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Sachdev, Managing Director, Eicher Consultancy Services(ECS): "The single biggest conflict for employees is theirpersonal values clashing with the values dictated bybusiness practices. He believes that if the leadership of anycompany is willing to walk the talk, it inspires everyone

concerned. Personal growth, communication workshops,yoga, group activity and meditation are very much in placein ECS but ethics remains paramount.

The Japanese management principles, too, are finding manytakers in India. In one plant, the assembly line systemwhere one worker put in one component, was changed.Instead, groups were formed where one entire crewcompleted the assembly of one car.

To contain stress, the Bombay-based Mahindra & Mahindrauses the Rational Emotive Therapy developed by the USpsychologist Albert Ellis. It works on the precept that a

small crisis engenders negative feelings stress and turmoilsoon balloon the incident out of proportion. The systemrequires that the employees involved write down theirnegative feelings.

Given the demand, seminar leaders, counselors andconsultants are moving in to workwith the corporatesector. Programs to improve the physical health ofemployees have also gone beyond providing for tabletennis in the common room. Companies such as NIIT andCynamid have set up fully equipped gymnasiums at theircorporate offices and the facilities are available before and

after office hours without any membership chargers.There are today more innovative and progressive programs for

employees as the human resource function is given moreteeth in the organization. Most of these programs aredesigned to improve the overall life of the employee andnot just to improve a certain set of skills. Most companiesdo not see these as additional costs when they do costbenefit analysis. It is always the top management thatdecides whether employees at lower levels too shouldunder go the same training.

NIIT encourages employees to find a marriage partner within

the organization (We attract the best people, and theyshould make the best partners too) and offers the coupletwo months basic salary as gift apart from interest-freeloans. Undoubtedly, companies have to become moresensitive to worker issues instead of just paying lip-service.The momentum has to be sustained, and if the organizationtakes a step in this direction, the employees have to ensurethat it is nurtured. Growing the employee will grow the
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organization but, like Kaizen, these cannot be one-timeinputs, they have to become a normal way of life.

ARTICLE = 6

Understanding Relationships in anIncreasingly Diverse Workplace Culture

ARTICLE SOURCE =http://www.humanresourcesiq.com/talent-
http://www.humanresourcesiq.com/talent-management/articles/relationships-in-an-increasingly-diverse-workplace/http://www.humanresourcesiq.com/talent-management/articles/relationships-in-an-increasingly-diverse-workplace/


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management/articles/relationships-in-an-increasingly-

diverse-workplace/


Employers today facing retirements are worried about loss oftheir organizational memory and tacit knowledge. Becauseof this, the problem of skills shortages has becomeincreasingly acute.

Newcomers dont have an understanding of the workplaceculturethat is, if they dont have workplace experience inthat particular country. The result is high turnover amongimmigrants.

Employees are either motivated to stay and work to their bestability, or to quit and leave (or worse, quit and stay) bytheir manager.

Then there are some techniques given in this article formanaging the diversity in the workplace. These techniquesare listed below-

Understand that we each have a culture, and it drives ourperceptions, expectations, and behaviours. The employeesshould respect the culture of the other employees.

Identify and own our values. Defining our values helps to drawthe line in the sand.

Help newcomers understand your context, values, andexpectations. The newcomers are not known with thevalues and the culture of the organisation, so it is theresponsibility of the old employees to make them awarewith the values and culture of the organisation so that theycan easily adapt themselves to the conditions of theorganisation.

Recognize that most newcomers will have strong technicalskills but weak soft skillsidentify what soft skills theyneed. Make that part of their performance review and planfor professional development.

Learn about cultural orientation and how it affects behaviours.

Explain what you expect. What does initiative mean toyou? Explain it to the new employee and give themfeedback in private.

Then the author has given his own real life experience aboutthe cultural differences.

So in an organisation if managers can learn to treat newemployees like valued relationships, increased retentionand productivity will follow.
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So its very important for the organisation to know about theirnew employees because the new employees possestechnical skills but they have to be trainned according tothe organisation culture and environment. Its theresponsibility of the organisation to develop such a training

programmes which can train these new comers so that theycan adjust themselves according to the diversity in theworkplace.

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