HR ASSIGNMENT

SUBMITTED TOSUBMITTED BY- Ms. AZIZINDER SEKHON GAGANJOT SINGH AULAKH PUNJAB SCHOOL OF ROLL NO. 5637 MANGEMENT STUDIES, MBA 1st PUNJABI UNIVERSITY, PATIALA SECTION- B

ARTICLE = 1 Motivating Employees: Team Building Exercises

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http://www.contentwriter.in/articles/hr/team-buildingexercises.htm
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The success of a company, to a large extent, depends on the commitment, job satisfacation and morale of its employees. So its very Important for the organisations to motivate their employees. With more work load and work pressure the employees start to underperform which is not a good thing for the organisation as it 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 activities through which the organisations can motivate their employees. The techniques are as follows1. Open Discussion- Atleast once in a month there should be an open discussion regarding the problems of the employees by the upper management. The problems of employees should be discussed and they will get chance to tell their problems to the management. 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 activities like quiz and games which can be helpful in motivating the employees. Some space in the office can be used to make recreation room in which employees can play games and can relax in their free time. 3. Celebrating Success- Whenever a employee gives good performance and achieve target and goals his performance should be applauded. This is the best way through which the employees can be motivated. This will motivate the employees

to work more hardly to achieve the desired goals and to get rewards. 4. Planning offsites Visits- The management can plan visits to some places of tourist interest once in a year or twice a year for their employees. This would give the employees some time to enjoy and will also be helpful in motivating the employees. It would be something different than their daily work and will increase their interest in the work which will be beneficial for the organisation. 5. Traning- Lastly the employees should be send to attend the training programmes and seminars. It will help them to acquire knowledge about latest trends and they will gain confidence for the work. So this article was mainly about the motivation of the employees in an organisation. Various activities are being discussed through which the employees can be motivated in an organisation.

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Hiring Competent people leads to Organizational Effectiveness

ARTICLE SOURCE = http://www.contentwriter.in/articles/hr/hiring-competentpeople.htm SUMMARY OF THE ARTICLE =

Human resource management is responsible for the people dimension of an organization. HUMAN RESOURCE

MANAGEMENT includes the use of labour in a productive manner so as the organisation can achieve their goals and can also satisfy the needs of their employees. Human resource managements execute diverse functions as recruitment and selection, training and development, performance management, compensation management, Managing diversity, industrial relation, labor laws, International human resource management, HRIS, career planning, employee health and safety, HR audit and managing human resources in changing world. Getting or hiring competent people can be described as most important responsibility of the HR department in an organisation. Employee selection is the vital factor for the development and establishment of the organisation in the competitive market. An organisation can`t achieve its business objectives without competitive people. Companies today are facing revolutionary changes, complex technologies and global competition. Organizations that fail to have right person at right place at the right time are at risk. A proper match between work and the employee capabilities are now an economic necessity. For many companies, talented people are the prime source of competitive advantage. If the companies have talented people their work or services can help the company to survive in this competitive market. The organisation can establish good image in the market and can give competitive advantage against competitors in the market. It is true that organizations succeed or fail on the basis of talents of employees, then mangers directly influence that success by the people they hire. The first step towards getting competent people starts with Strategic recruitment which is the the linking of recruitment activities with organization strategic business objectives and culture and followed by strategic selection which is the the linking of selection activities with organization strategic business objectives and culture. Jaguar UK for example uses psychometric tests to measure independence of thoughts, team working and cooperativeness. Mazda (USA) uses aptitude test, written form, personal interviews, and stimulated work exercise to weed out druggies, rowdies and unionists.

Research has demonstrated that complete and unambiguous specification of required competencies (via job analysis) reduce the influence of racial and gender stereotypes and helps the interviewer differentiate between qualified and unqualified applicants Research also shows that applicants whose KSAOs are well matched to the jobs they are hired for perform better and are more satisfied. The use of selection methods such as interviews, references, psychological tests (interest test, aptitude test, and personality test) helps in identifying the required competencies for the job and in accomplishing the organizations strategic selection. The execution of HR practices in relation to HRM activities helps the organization to function smoothly. Hence, Getting competent people and training are backbone of HR as strong foundation (competent people) and (training) builds up a strong organization and prepare to sustain the organization in changing economy.

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Responsibility of Employees Towards An Organization ARTICLE SOURCE = http://www.contentwriter.in/articles/hr/employee-responsibility.htm SUMMARY OF THE ARTICLE =
The new and existing employees that are hired in an organization have a certain responsibility towards the organization, society, and the nation, at large. It is very important for the organisation to choose right employee in the organisation so that there would be less conflicts and proper work in the organisation. It would be easy for the organisation to achieve their business objectives. There are certain role and responsibilities of employees given in this article which are discussed below-

Do Early Homework- The employee should understand his work properly so that he can perform his work efficiently. He should make sure that he has acquired proper skill before starting any work. If the employee is not able to use any machine or doesn`t posses the required skill, he must tell this to his superior, it will also help to make good work relations 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 allotted there should be a proper planning so that it can be done efficiently. Use available Resources and Taking Responsibilty- As a part of the Organization every employee is equally responsible for the long life of the existing resources, for which smooth usage and suggestions for usage is required, which in case is not provided should be requested for. Participation- Whenever a new work is being allotted all the Employees should be eager enough to take the initiative rather than trying to avoid newer tasks. This will facilitate in employees learning new skills and reaching the Organizational goals with much effectiveness. Be Punctual and Regular- The Prime responsibilities of every employee must be Punctuality and Regularity. Unwanted and unexpected work delays can be dealt effectively. Cleanliness is Next to Godliness- One should maintain the cleanliness of their desk, and also premises of the Organization. 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 control methods with maximum output. Creative Thinking And Imagination- The employee should always think upon the improvement of work efficiency and organizational development. So we can say the organisation development is not only the development of the organisation but also the development of the employees working in it. The employees should sincerely do their work and obey the rule & regulations of the organisation.

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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/maximiseinvestment-people.htm SUMMARY OF THE ARTICLE=

The greatest asset any organization has is its people. One of the greatest challenges is managing them effectively and treating them in a manner that is consistent and fair. Human resources managers are tasked with managing information from job applicants, employees, and even board members, and the challenges can be daunting. From the posting of a position through an employees hiring, management, and departure, detailed information has to be provided, collected, and available to meet organizational and regulatory requirements. This article show how technology can help to comply with regulations by proving consistency and fairness in interactions with employees. Eliminating the Paper: Simplifying the job Search- Organisation can make efficient job searches by posting openings on their websites and collecting applications electronically, this is just the first step toward efficiency. An electronic document management (EDM) system is more than just an electronic filing cabinet to simplify search and retrieval. By adding 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 to indicate receipt of materials, to notify a manager that there is a new applicant, or to forward portfolio materials for review when they have been received.

Managing the Contracts: Employees Compensation, Benefits, and Obligations- An EDM system can store all the information about employees compensation, Benefits and Obligations, and it can be indexed in a way that simplifies management of the dates and related actions that need to take place at specific times. Digital workflow greatly enhances efficiency in the process. It can enable predefined automatic alerts and emails to inform the appropriate personnel that a specific action or review is needed. Monitoring Productivity- With a digital workflow system, management can proactively identify weaknesses in routine HR procedures (such as slow responses to job applicants or inconsistencies in granting comp time based on rules and records). Reports make it clear who is processing the lions share of work as well as who is unable to keep pace with demands, and work can be reallocated accordingly. Management can immediately identify systematic procedures that are ineffective, or employees who cause slowdowns early in a process. As a result, proactive action can be taken to transform lackluster performance into a positive review. Performance Evaluation: Fair is Fair- Proactive management, good mentoring, and training should eliminate surprises during scheduled reviews of the employees performance. When an HR department conducts its routine processes using digital workflow, management can tap into reporting tools to track the volume, speed, type of work, and productivity of each employee with a few clicks of a mouse. Managing Employees Files: Keeping The Details StraightDigital recordkeeping brings numerous benefits, eliminating the paper chase and potential lost records, and making it possible for employees to view their own information via the Web if they are granted access. This reduces time spent by the HR team in searching for files, and guarantees that each employee will be able to see as much or as little information as they have been permitted to view. Tying it All Togather: Integrating With The Line Of Business Applications-EDM and workflow solutions should be able to integrate thoroughly with the systems in which the applicant, employee, or other internal and external HR customer data is stored. Relevant data from the payroll software and HR applications can be housed in the central EDM repository. Changes or updates to the system can be used to initiate standard, routine processes, saving

considerable time and money, as well as efforts previously required to chase and update information manually. Keeping an Eye on The Vision: Following the Decisions Makers and Board Decisions- Digital workflow enables management to establish rules to search for actionable events that are identified within the meeting minutes. This data can be used to automate reminders about upcoming deadlines, request approval on a pre-defined document at the appropriate time, remind people of upcoming preestablished (and indexed) meeting dates, and to meet other needs. Putting the pieces Togather- The company management and HR department need to haveand communicate to the EDM and workflow solution provider(s)a clear vision of what the organization needs to achieve; a long-term vision for the future; and a sense of how the HR solution fits into the larger technology picture for the enterprise. A detailed project plan ensures that the expectations, timelines, milestones, and measurements are clear. Equally critical, resources need to be dedicated for adequate testing and end user training if the solution is to achieve optimal performance. Without any of these prerequisites, the best solution can fail unnecessarily. Facilitating Compliance- Keeping track of HIPAA, COBRA, and specialized regulations such as the Family Medical Leave Act (FMLA), Uniformed Services Employment and Reemployment Right Act (UNERRA), and demonstrating compliance with these and other regulations on request can be overwhelming. Conclusion: EDM enables staff to provide accurate information quickly, at any time and from any location, and to ensure that only those who are permitted to access and act upon sensitive data are able to do so. Equally important for the HR department is the availability of data to ensure good service and fair treatment for each and every one of its constituentsfrom the potential employees job application through hiring, employment, and eventual departure. With EDM, Management has oversight and information to work toward overall improvement, and to foster the optimal performance for each employee.

ARTICLE = 5
Corporate Management - THE NEW CORPORATE MANTRA
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http://www.lifepositive.com/mind/work/corporatemanagement/corporate-mantra.asp

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In this article the corporate management have been discussed. The main purpose of a corporate organisation is to earn profits. There should be more profit with least cost on the resources. In most organizations, the role of the human resource development manager is more of a compensation administrator. The people working the offices are facing more stress problems as they spend lots of their time in their offices. Clearly only quality people can produce quality goods and services. There should be proper stress buster plans, communications workshops and personal growth programmes. Many of the new meditation and personal growth workshops being tried out are New Age in nature. There is a direct relationship between corporate health and employees well being. Nurturing the employee takes many forms, for example, worker empowerment, facilities for physical exercise, counseling and new approaches to the worker management interface. The single most critical factor affecting productivity of workers is stress. Corporate organisations are looking to traditional Indian systems such as yoga and meditation for inducing peace and relaxation. The results reported by the management; greater teamwork and improved individual effectiveness. Meditation, once considered the preserve of Himalayan yogis, has proved to be very successful in a number of organizations. Employing systems with religious or spiritual overtones raises the issue of values, not quite unwelcome. Says Anil

Sachdev, Managing Director, Eicher Consultancy Services (ECS): "The single biggest conflict for employees is their personal values clashing with the values dictated by business practices. He believes that if the leadership of any company is willing to walk the talk, it inspires everyone concerned. Personal growth, communication workshops, yoga, group activity and meditation are very much in place in ECS but ethics remains paramount. The Japanese management principles, too, are finding many takers in India. In one plant, the assembly line system where one worker put in one component, was changed. Instead, groups were formed where one entire crew completed the assembly of one car. To contain stress, the Bombay-based Mahindra & Mahindra uses the Rational Emotive Therapy developed by the US psychologist Albert Ellis. It works on the precept that a small crisis engenders negative feelings stress and turmoil soon balloon the incident out of proportion. The system requires that the employees involved write down their negative feelings. Given the demand, seminar leaders, counselors and consultants are moving in to work with the corporate sector. Programs to improve the physical health of employees have also gone beyond providing for table tennis in the common room. Companies such as NIIT and Cynamid have set up fully equipped gymnasiums at their corporate 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 more teeth in the organization. Most of these programs are designed to improve the overall life of the employee and not just to improve a certain set of skills. Most companies do not see these as additional costs when they do cost benefit analysis. It is always the top management that decides whether employees at lower levels too should under go the same training. NIIT encourages employees to find a marriage partner within the organization (We attract the best people, and they should make the best partners too) and offers the couple two months basic salary as gift apart from interest-free loans. Undoubtedly, companies have to become more sensitive to worker issues instead of just paying lip-service. The momentum has to be sustained, and if the organization takes a step in this direction, the employees have to ensure that it is nurtured. Growing the employee will grow the

organization but, like Kaizen, these cannot be one-time inputs, they have to become a normal way of life.

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Understanding Relationships in an Increasingly Diverse Workplace Culture ARTICLE SOURCE =
http://www.humanresourcesiq.com/talent-

management/articles/relationships-in-an-increasinglydiverse-workplace/ SUMMARY OF THE ARTICLE =

Employers today facing retirements are worried about loss of their organizational memory and tacit knowledge. Because of this, the problem of skills shortages has become increasingly acute. Newcomers dont have an understanding of the workplace culturethat is, if they dont have workplace experience in that particular country. The result is high turnover among immigrants. Employees are either motivated to stay and work to their best ability, or to quit and leave (or worse, quit and stay) by their manager. Then there are some techniques given in this article for managing the diversity in the workplace. These techniques are listed belowUnderstand that we each have a culture, and it drives our perceptions, expectations, and behaviours. The employees should respect the culture of the other employees. Identify and own our values. Defining our values helps to draw the line in the sand. Help newcomers understand your context, values, and expectations. The newcomers are not known with the values and the culture of the organisation, so it is the responsibility of the old employees to make them aware with the values and culture of the organisation so that they can easily adapt themselves to the conditions of the organisation. Recognize that most newcomers will have strong technical skills but weak soft skillsidentify what soft skills they need. Make that part of their performance review and plan for professional development. Learn about cultural orientation and how it affects behaviours. Explain what you expect. What does initiative mean to you? Explain it to the new employee and give them feedback in private. Then the author has given his own real life experience about the cultural differences. So in an organisation if managers can learn to treat new employees like valued relationships, increased retention and productivity will follow.

So its very important for the organisation to know about their new employees because the new employees posses technical skills but they have to be trainned according to the organisation culture and environment. Its the responsibility of the organisation to develop such a training programmes which can train these new comers so that they can adjust themselves according to the diversity in the workplace.