Employee Development & HR Management Essentials
Understanding Employee Training
Training is an organized activity designed to increase the knowledge and skills of employees for a definite purpose. It involves systematic procedures for transferring technical know-how to employees, enabling them to perform specific jobs with proficiency. Through training programs, trainees acquire technical knowledge, skills, and problem-solving abilities.
Key Purposes and Benefits of Training
- Imparting basic knowledge and skills to new entrants.
- Assisting employees to function more effectively.
- Developing a second line of competent officers.
- Increasing productivity.
- Improving quality.
- Helping a company fulfill its future personnel needs.
- Improving organizational climate.
- Enhancing health and safety.
- Preventing obsolescence (keeping skills current).
- Fostering personal growth.
Methods of Training
On-the-Job Training Methods
- Specific Job Training
- Job Rotation
- Special Projects
- Apprenticeship
- Vestibule Training
- Multiple Management
Off-the-Job Training Methods
- Special Courses and Lectures
- Conferences
- Case Studies
- Laboratory Training
- Gaming
- Simulation
Employee Induction: Onboarding New Hires
Induction is the process of introducing a new employee to their job and the organization. It involves orienting new hires to the practices, policies, and purposes of the organization. Following placement, induction helps the new employee adjust to the company, its policies, and its position within the economy, facilitating their integration into the work environment.
Performance Appraisal: Evaluating Employee Performance
Performance appraisal, also known as performance evaluation, is a systematic method of evaluating employee behavior and job performance in the workplace. This evaluation typically includes both quantitative and qualitative aspects of an individual’s job accomplishment.
Characteristics of Performance Appraisal
- Structured Appraisal Procedure
- Informed Decision Making
- Maintenance of Work Performance Records
- Focus on Employee Development
- Merit Rating
- Improvement of Employer-Employee Relations
Uses of Performance Appraisal
- Aiding in Promotion Decisions
- Informing Personnel Actions
- Supporting Wage and Salary Administration
- Identifying Training and Development Needs
Compensation Management: Rewarding Employees
Compensation refers to the financial and non-financial rewards provided to employees for their services rendered to an organization. It encompasses money received for work performance, along with various benefits and services. Compensation is paid in forms such as wages, salaries, special allowances, and employee benefits like paid vacation, insurance, maternity leave, free travel facilities, and retirement benefits. It is a comprehensive term covering all forms of remuneration.
Objectives of Compensation
- Attracting Qualified Manpower
- Controlling Wages, Salaries, and Labor Costs
- Maintaining Employee Satisfaction
- Inducing High Performance
Essentials of Sound Wage and Salary Administration
- Rational Job Analysis
- Proper Job Evaluation
- In-depth Knowledge About the Organization
- Clarity of Objectives and Purposes of Wage and Salary Administration
Factors Affecting Wages
- Demand and Supply of Labor
- Organization’s Ability to Pay
- Prevailing Market Rate
- Productivity
- Cost of Living
- Trade Union Bargaining Power
- Job Requirements
- Legislative Considerations
Methods of Wage Payments
- Time Wage System
- Piece Wage System
- Balance and Debt System
Various Modes of Compensation
- Wages and Salary
- Incentives
- Fringe Benefits
- Non-Monetary Benefits
Workplace Discipline: Fostering Compliance
Discipline involves ensuring obedience to the rules and regulations of an organization. According to Webster’s Dictionary, discipline has three meanings: training that corrects, molds, strengthens, or perfects individual behavior; control gained by enforcing obedience; and punishment or chastisement.
Aspects of Discipline
- Positive Discipline: Motivates workers to abide by management instructions, ensuring successful fulfillment of organizational goals.
- Negative Discipline: Involves imposing fines or other punitive measures for non-compliance.
Aims and Objectives of Discipline
- Achievement of Organizational Goals
- Promoting Uniformity in Conduct
- Improving Quality of Work and Behavior
- Generating Positive Human Relations
Factors Responsible for Indiscipline
- Unfair Labor Practices
- Wage Differentials
- Wrong Work Assignments
- Defective Grievance Procedures
- Payment of Very Low Wages
- Poor Communication
Categories of Misconduct
- Minor Misconduct
- Major Misconduct
- Intolerable Misconduct