Sathyamangalam Department of EEE 5.1. Workforce Environment 5.1.A. Workforce Capability And Capacity
A.1.CAPABILITY and CAPACITY
Strength ARC DDP API FDP Communication skill 5.1. Workforce Environment 5.1.A.Workforce Capability And Capacity
A.2.New WORKFORCE Members
Strength Faculty qualification Faculty area of specialization Workforce religion Language of communication Workforce gender Age group Workforce from rural background Workforce from urban 5.1.Workforce Environment 5.1.A.Workforce Capability And Capacity A.3. Work Accomplishment Strength Team work under HOD Systematic planner and Execution 5.1.Workforce Environment 5.1.A.Workforce Capability And Capacity
A.4. WORKFORCE Change Management
Strength Faculty Training Recruitment based on specialization Facilitating research activities Weakness More technical in house program may be conducted in recent development. ( Example IT for power management, Energy storage systems, Nano-grid etc.,) Uniform system to be followed for new recruitment and Career Advancement Scheme Flexible time of working Work at Home Continuous lecture hours should be avoided Compressed Work Week Action Plan Periodical in house program to be arranged and included in DDP. 5.1.Workforce Environment 5.1.B. Workplace Environment B.1.Workplace Environment Strength Green Campus RO-Water supply, 24*7 power supply Medical and Hospital facilities First Aid box Group insurance Medical and Hospital facilities Campus is monitored by a surveillance camera. Good lighting system RFID ID cards for accessing entry Weakness Retiring Room Medical Insurance Workforce Environment 5.1.B. Workplace Environment B.2.Workforce Policies and Benefits Strength Recruitment and promotional policy, Research and development policy, Faculty development policy and benefits are available. 5.2. Workforce Engagement 5.2.A.WORKFORCE PERFORMANCE A.1. Elements of ENGAGEMENT Strength Leadership skills of the workforce Professional and personal growth of the workforce Performance of the workforce Motivation Workload sharing based on designation CAS Weakness Continuous lecture hours should be avoided. On duty leave for faculty members to be increased. Action Plan The timetable system to be modified based on the other extra works assigned to faculty. 5.2. Workforce Engagement 5.2.A.WORKFORCE PERFORMANCE A.2.Organizational Culture Strength Team work headed by experienced faculty Periodical meeting along with faculty members Targeted time will be fixed for each assignment. Periodical communication of students performance in their academic and curricular activities is informed to parents through SMS, Emails. Diverse ideas of Work force are converted into R&D works, Consultancy works. 5.2. Workforce Engagement 5.2.A.WORKFORCE PERFORMANCE A.3.PERFORMANCE Management Strength High performance activities related to teaching- learning Systematically planned with team head Execution through Department Development Plan Academic Performance Indicators High performance works are supported by monetary and non monetary rewards Students and stakeholders are appraised about their the significance to undertake the high performance activities / strategic plans to meet the mission of the Department. 5.2. Workforce Engagement 5.2.B.ASSESSMENT OF WORKFORCE ENGAGEMENT B.1.Assessment of ENGAGEMENT Strength API DDP 5.2. Workforce Engagement 5.2.B. ASSESSMENT OF WORKFORCE ENGAGEMENT B.2.Correlation with Organizational RESULTS Strength Incentive for R & D and consultancy work. 5.2. Workforce Engagement 5.2.C.ASSESSMENT OF WORKFORCE ENGAGEMENT
C.1.Learning and Development System
Strength Short, medium and long term development to be planned 5.2. Workforce Engagement 5.2.C.ASSESSMENT OF WORKFORCE ENGAGEMENT C.2. Learning And Development Effectiveness Strength Counseling Soft skill development, Training and placement 5.2. Workforce Engagement 5.2.C.ASSESSMENT OF WORKFORCE ENGAGEMENT C.3. Career Progression Batch wise Induction programs FDP, STDP and Communication programs
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