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Monthly Archives: January 2017

#HR Word: #Developmental #Counselling

Developmental counselling is a mutual attempt where both managers or superiors and subordinates or juniors take part in order to identify strengths and weaknesses, decide on performance related problems, and determine and create an appropriate action plan.

Developmental counselling is an employee focused communication in order to work on aligning the individual’s career goals to the company’s goals

It can be considered as a four step process–

  1. Identification of Need: a thorough check is to be kept in order to map for events arising the need to conduct developmental counselling
  2. Preparation for Counselling:this includes activities such as selecting the location, scheduling the sessions, preparation for the session, organizing information and creating an environment to learn
  3. Conduct the Counselling: this includes discussing the issues during the sessions, working on an action plan and document
  4. Follow up on the sessions: Implement the plan of action and evaluate

Example: Companies these days conduct Leadership Development Programmes (e.g. E&Y) which fall under Developmental Counselling

 
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Posted by on January 31, 2017 in HR Word of The Day

 

#HR #Word: #Deregulation

Deregulation is the practice of lightening the policy burden on the Human Resources (HR) department and at the same time, delegating HR authority to the line managers


This came in vogue in US after the National Personnel Review in 1993. Since then, deregulation practice has been started in an effort to reduce the cost and complexity of the federal human resource management (FHRM) system. This practice has therefrom started to flow to various organisations across the planet.

However there remains an obvious downside to excessive deregulation. While implementing the practice, one must be aware of certain laws and policies in place which should nevertheless remain in place for structured functioning of the organisation. This creates a challenge for HR managers regarding the extent of implementing deregulation.

Usually most of deregulation is seen in the following areas of HR activities:

  1. Performance management
  2. Leaves and staffing

On the contrary, areas of HRM like hierarchy and final selection decisions, disciplining and firing of employees have yet not experienced fair amount of deregulation. Barriers to deregulation include most line managers perceiving delegated authorities as additional workload and hence the line managers prefer to remain away from these responsibilities.

 
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Posted by on January 30, 2017 in HR Word of The Day

 

#HR Word: #Deprivation

Deprivation refers to a situation where an individual is denied of the basic necessities of life. 

In social terms, it is one of the consequences of the disparity in the socio- economic norms prevalent in the environment, due to the caste system followed in the Indian society.

There is a lot of ethnic diversity in India leading to formation of minority and majority groups, not just in terms of the population but also in terms of the resources available to each of these groups. 

As the society is governed by its citizens, the majority social groups have monopolized the scarce goods of prestige and power. Therefore, deprivation plays a very important role in any society.

An individual experiences deprivation when a particular need remains unsatisfied.

Effects of Deprivation:

Functional tension: It affects motivation, it is the positive desire to fulfill a particular need and exert effort in doing the same. If this need is satisfied, then the tension will be reduced and will lead to a temporary calming effect. Therefore, functional tension and desire for relief are directly proportional. Higher the tension, higher will be the need to satisfy the same and be relieved.

Dysfunctional tension: It may also be termed as apathy. It occurs when the effort is not expected to or does not relieve the dissatisfaction caused.

Example:

 An employee believes that the target put forward is impossible to achieve, therefore no matter how much effort he/ she puts in, he/ she will not be able to achieve the target and reduce her dissatisfaction.

 

Dysfunctional tension is a complex type of Deprivation for the managers also as they are unable to understand the reasons due to which an employee underperforms, even when he/ she has the considerable potential.

 The manager needs to put in additional efforts to know the reason for the same and then try to reduce these causes as they will hamper the productivity of the employee in future.

 
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Posted by on January 30, 2017 in HR Word of The Day

 

#HR Word: #Demarcation #Dispute

Demarcation Dispute is non-agreement between trade unions under same employer on the work that will be completed by members of their trade union


In multi union set up demarcation for the responsibilities of member of particular union become point of dispute.

In a country where only one union is allowed to be recognised union then such dispute come to membership level also. In order to secure maximum membership, unions pull members by claiming work that they will get from management will not be difficult as compared work that would be asked to other union members.

Following may be reasons for such dispute

-Time required to finish work

In the plant setup, some of the task require less time to complete. Also many times there is time lag between point when one completes the task and new task arrives at the his desk. This is due to inherent nature of the job.

-Dependency on other sections/person to complete work

Certain task involves inputs being coming from two of source to table to complete the task. In such cases the performance of the person become dependent on the input coming from both sources. Also the quality of inputs become the major factor that determines performance of the person doing such task.

-Nature of work

By design certain task become much easier than others in series of tasks. Then these become source of dispute to man these task with particular union member.

All such issue become problem for the employer to solve as there are multiple demand for the same task. Also these issue take away productive time in negotiating.

 As there is hardly any dispute resolution mechanism to solve dispute between two or more unions, such dispute needs to be solved by mutual discussions. Hence all such dispute need to be handled with mutual understanding which becomes problem for employer to solve.

 
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Posted by on January 28, 2017 in HR Word of The Day

 

#HR Word : #Delayering

Delayering is removal of some of the intermediate layers between the top management & lower layers to focus on operational efficiency, reduce compensation costs, & better implementation of the ideals


Delayering helps in creating a more compact organization and makes the company more transparent with less hierarchy.

In any organization the functional role is divided into layers of management. The levels create the hierarchy upon which the organization is based. Often too many levels lead to confusion among the employees & the implied task gets either hampered or slowed.

Advantages

1. Increased decision making ability for the lower levels, as they are closer to the higher levels

2. Better communication among the employees, as chances of “Lost in translation” is lost

3. Doing away with redundant or not much value adding positions & putting those employees in meatier roles makes more sense.

Disadvantages

1. Top management may start gaining more power in decision making without ground realities.

2. Delayering may not be suitable for all organizations, like government organizations, where decision making is dependent on several authorities.

3. To implement delayering it takes time & need to make people aware of the benefits.

Along with delayering we need other initiatives to improve upon the organizational aspects like job rotation among verticals, employee engagement, etc. in order to motivate employees & keep organizational efficiency high.

 
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Posted by on January 27, 2017 in HR Word of The Day

 

#HR Word: #Degradation of #Work

Degradation of work can be simply defined as reduction in the quality of work. By any reason if we can say that the quality of work is reducing or the employees are not achieving the satisfactory outputs from the provided inputs, then we can say that there is degradation of work.

 

Degradation of work is a threat to a company in the present scenario where the industry is facing a lot of competition from the external markets, where many innovative methods are introduced to increase the productivity and there by quality, where many startups are taking births with new ideas and where disruptive technologies are coming up which can completely change the way to deal with situations and change people’s expectations. In this situation if a company is suffering from the degradation of work, it could even lead to its extinction. Industries are adopting many new ways to increase the productivity of the employees. This is the best way to achieve more from less. 

Lot of research is going on in this field on how to increase the productivity and Human Resource department is gaining its importance in the companies because of this.

 

Research has identified many reasons for the degradation of work, some of the important reasons which could be addressed to increase the productivity in a company are:

Poor Management: Poor management practices like poor supervision, poor communication flow, ineffective organization structure, lack of proper acknowledgement etc. decreases a company’s productivity in many ways.

Outdated Technology: If company uses outdated systems and methods to implement its processes, the productivity decreases. It has to upgrade and automate the processes.

Employee Dissatisfaction: Dissatisfied employees are the ones who are unproductive. Dissatisfaction can happen because of many different reasons and companies should handle this issue very carefully.

Companies should find out the major reasons behind the work degradation and should handle it effectively to increase the productivity.

 
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Posted by on January 26, 2017 in HR Word of The Day

 

#HR #Word: #Degeneration

Degeneration basically refers to the situation when pay and performance link is basically weakened or absent. The reason for this situation is when all the employees (referring to a particular department/ team) gets high rating and high incentive. After some time, that incentive does not motivate employees to give better performance than others because rating is linked to salary and all gets equal salary

The reason for all the employees getting high rating cause rating drift.

The manager does not want to give low rating to under performers due to emotional connect or some other reason or the company is not performing well. In these situations, all the employees get above average rating.

If the incentive is linked to rating, all the employees will get good incentives. Due to absence of any distinguishing factor between the high performers and low performers’ rating and incentives, the high performers gradually becomes demotivated to perform well. Hence, the incentive or pay based on performance does not drive performance.

One of the major cause of degeneration is the inefficiency of the manager to conduct proper and unbiased performance appraisal

If the manager is not monitoring performance properly, not monitoring on various parameters, feel uncomfortable during performance evaluation of low performers, depends upon third party, for example, peer review which can lead to screwing each other etc. all these can cause rating drift.

 Other reasons for degeneration could be not proper system in place for performance appraisal or incentives are not good enough to generate high performance.

Degeneration could fixed by:

Training of the managers at all levels to conduct proper performance appraisal

• Systematic linkage of performance and incentive

• Proper performance appraisal mechanism in place

Rewards and recognition system

Example of Degeneration:

Manager named as Tony is looking after a team of 5 members. He is newly appointed manager of this team. 3 members of the team are good performers and motivated employees. 2 are under performers. The high performers are getting more pay than under performers due to pay-performance linkage system in the company. At the time of the appraisal this year, Tony feel uncomfortable in giving low rating to the 2 under performers and give them above average rating. In order to remove any parity, he gives above average rating to high performers also. Now after the appraisal is over, all are getting equal salary. It demotes the high performers as they see no point of working hard when they are getting same salary as under performers. This is called as Degeneration.

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Thanks every one for Referring this Blog, if you feel any thing need to be updated/added, Feel free to Menton it in Comment Section.

Wishing you all Happy Republic Day. Jai Hind.

Thanks

Manish Pipalwa.

 
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Posted by on January 25, 2017 in HR Word of The Day

 
 
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