M.COM PERCEPTION

THE PERCEPTION PROCESS

Perception: 
The way a in which a person or an individual sees and understands the world. In other words, perception is to recognize a unique interpretation of the situation, not the exact recording of it. Recognition of the difference between the perceptual and real world and real world is vital to the understanding of organizational behavior. So, we should know that there is a difference between real and perceptual world. Every person perceives the world in his own way and understanding. And sometimes when our perception is different from the real world it creates problems and misunderstandings. For example, many managers think and perceive that their subordinates always want promotions, when, in fact, many workers or subordinates feel uncomfortable and forced with the promotions. So, the perceptual world of managers is often quite different from that of subordinates and yet both may be quite different from the real world. 

Sensation vs. Perception
Sensation is the way human beings use their sensory organs to experience color, loudness, taste, scent and smell and heat. There are five senses, vision, hearing, touch, smell, and taste. But perception is the complicated process of interaction of selection, organization, and interpretation of stimuli. Although, perception depends upon the senses for raw data, the cognitive process may filter, modify, or completely change these data.

Examples of the difference between sensation and perception are:

• The purchasing agent buys a part that she thinks is best, not the part the engineer says is best.
• The same worker may be viewed by one supervisor as a very good worker and by another supervisor as a very poor worker.
• The same cooking oil may be viewed healthy by a doctor and not good by any other individual.

Perceptual Selectivity: 
Numerous stimuli constantly confront everyone. The noise of air conditioners, the sound of other people talking and moving, and outside noises from cars and vehicles, planes, and many other sounds are heard by us every minute but why and how people select a specific stimulus or a few stimuli at a given time? The answers can be found in the principles of perceptual selectivity.

a) External attention factors
b) Internal set factors

External Attention Factors:

Many external factors affect perceptual selectivity. These factors are;

1. Intensity:
The intensity principle states that the more intense the external stimulus, the more likely it is to be perceived. A loud noise, strong odor, or bright light will be noticed more than a soft voice, weak odor or dim light. Advertisers use this principle to gain the attention of customers. Examples include bright packaging and TV commercials that are slightly louder to gain attention. So, supervisors may yell at their subordinates to get their attention but sometimes it may turn the subordinate off instead of gaining their attention.

2. Size:
It says that the larger the object, the more likely it will be perceived. The maintenance engineering staff may pay more attention to a big machine than a smaller one even the smaller may cost much more than the bigger one. Therefore, a 6-foot 5-inch, 250 pound supervisor gets more attention than a 5-foot 6-inch, 160 pound supervisor.

3. CONTRAST:

This principle states that a stimulus which stands out against the background gets more attention.

Therefore, safety signs have black lettering on a yellow background or white lettering on red back ground.
Example:- a worker with many years of experience hardly notices the deafening noise in a manufacturing company. However, if one or more machines stop working the person suddenly notices the difference.

4. REPITION:
It means that a repeated object is more attention getting than a single one. Thus, it is better to give directions more than once for a dull or difficult job. This explains why supervisors have to repeat themselves even for the simplest of tasks to make the workers understand.

5. MOTION:
The motion principle states that a moving object gets more and more attention than a stationary one. For example, the workers pay more attention to the moving objects like a conveyer belt than a stationary machine placed beside them.

6. NOVELTY AND FAMILIARITY:
Novelty means something new and fresh and familiarity means something known and experienced. So, the principle of novelty and familiarity states that new objects in familiar settings and familiar objects in new settings get more attention. Job rotation is an example of it. Recent researches show that job rotation not only increased attention but also improved employees, learning skills.

B:-)INTERNAL SET FACTORS:

Some factors that affect the selectivity of perception of are following;

1. LEARNING AND PERCEPTION:
Learning may play the most important role in developing perceptual set. Read the following.
TURN 
OFF THE 
THE ENGINE

It will take you several seconds to realize there is something wrong. Because of familiarity with the sentence from prior learning, the person is perceptually set to read “Turn off the engine” ignoring the second THE in it. This shows that learning affects selectivity of perception, because the people read and see what they expect to see and hear. Another example can be

M-A-C-T-V-I-S-H
M-A-C-D-O-N-A-L-D
M-A-C-B-E-T-H

M-A-C-H-I-N-E-R-Y

If the last word was pronounced “ Mac-Hinery” instead of machinery, the reader was caught in a verbal response set.

1. PERCEPTUAL SET IN WORKPLACE:
In organization life, some employees have learned to perceive the world around them in the same way.

For example, a recent study shows that the functional background (e.g., accounting, finance, marketing, and human resources) of a sample of managers significantly affect the changes they perceive in their organizations’ effectiveness.
Another common example is the difference in perception that occurs between the union and management. Some researchers say that perceptual differences are a major explanation of disputes in organizations and firms. For example, union members may perceive that they are underpaid, whereas management may perceive that they are overpaid for the amount they work. And so this difference in perception starts a dispute.

2. MOTIVATION AND PERCEPTION:
Motivation also plays an important role in perceptual selectivity. For example, a person who has a relatively high need for power, affiliation, or achievement will be more attentive to the relevant situation. An example is the worker who has a strong need for affiliation. When such a worker walks into the lunchroom, the table where several coworkers are sitting tends to get more attention and the empty table gets no attention.

3. PERSONALITY AND PERCEPTION: 
Personality of the perceiver also affects what is attended to in confronting situations. For example, the senior managers often complain that the younger mangers have trouble making tough decisions in management like the firing and hiring of personnel. The young managers, on the other hand, say that the old managers resist the change in rules and paperwork which ends against them.

PERCEPTUAL ORGANIZATION  
The perceptual process organizes the incoming information into a meaningful whole. In other words, the perceivers’ mind organizes the information in such a way that it can give meaning and is understandable.

For example, when a basket ball is shown to a student he does not see it as round object made of grain texture leather but he perceives it as a ball which provides fun and excitement as participants or spectators.

1.FIGURE GROUND:

The figure ground principle means simply that perceived objects stand out separable from their background. It can be effectively demonstrated as one is reading the following  items. At first glance, the receiver is receiving patches of irregularly shaped black and white shapes.

only when the white letters are perceptually organized against a black background the words FLY and TIE jump out.

2. PERCEPTUAL GROUPING:
It states that there is a tendency to group several stimuli together into a recognizable pattern. When people are presented with stimuli they tend to group them into closure, proximity and similarity.

 Closure: it means that people sometimes perceive a whole when it does not exist. For example, a manager perceives complete agreement of his workers on a given project, when, in fact, there was opposition from several workers.                            

                                                               

a.  Proximity: it means closeness and nearness. This principle states that stimuli and things close together are perceived to be parts of a single whole. For example, a number of workers working on a single machine are perceived as one.

                               

b.  Similarity: when objects and things are similar they are perceived as in the same group.
For example, workers wearing same uniform tend to be perceived as one although they have their own different personalities.

                                                              

IMPRESSION MANAGEMENT:
Impression management (sometimes called “self-presentation”) is the process by which people attempt to manage or control the perceptions others form of them. There is often a tendency that people present themselves so as to impress others in a desirable way.

EMPLOYEE IMPRESSION MANAGEMENT STARATEGIES:
There are two tactics which the employees use in impression management. If employees are trying to minimize responsibility for some negative event or to stay out of trouble, they may employ a demotion-preventative strategy. On the other hand if they are seeking to maximize responsibility for a positive outcome or to look better than they really are, then they can use promotion-enhancing strategy.

Demotion-preventative strategy;                                                          

a. Accounts; these are employees attempts to excuse or justify their actions. For example, he says he was not feeling well.                                                          

b. Apologies; when there is no logical way they may apologize to he boss for what went wrong and promises that it won’t happen again.

c. Disassociation; when employees are indirectly associated with something that went wrong they will say that it was not their fault and its some one else’s mistake.

Promotion-enhancing strategy;

a. Entitlements; in this case employees feel that they have not been credited for a positive outcome and they try to note to key people that they are pleased that their suggestion and efforts worked out so well.

b. Enhancements; here employees may have received credit but they point out that they really did more and had a bigger than originally thought. For example, their idea did not only solve the problem but can also be used in the future.

c. Obstacle disclosure; in this case, employee identifies either personal (health or family) or organizational (lack of resources) they have overcome to accomplish an outcome. They are trying to create the impression that as despite of these difficulties they faced they obtained positive outcome so they deserve a lot of credit.

d. Association; here, the employee makes sure to be seen with the right people at the right times. This creates the perception that the employee is well connected and is associated with the right people.

M.COM ORGANISATION BEHAVIOUR

Some decades back organizations were very simple, and the business were only local and were not done on international level. So, therefore, managing the organizations was quite easy and much much simpler than now. The people in the organizations used to be mostly males and of the same origin and background which means that the personnel or the workforce then was not as diverse as now. The new millennium has started and the competition these days has increased tremendously. Every firm and organization tries to compete with others. But firms can have an advantage over its competitors by having better people and personnel. So, as the competition increases emphasis on better and better personnel in an organization increases. Therefore, training better people and workers has become the main concern and issue for the managers. Managers and directors adopt established and new innovative techniques to lift the performance of their workers. So, there is when the importance of organizational Behavior comes into play. Organizational Behavior is simply “a way of managing the people and workers”

CHALLENGES FACED BY THE MANAGEMENT:

Today’s management faces many challenges and difficulties.   Some of the challenges facing management are downsizing, reengineering, knowledge and information explosion, global competition and total quality management. All these factors that are creating difficulties for the management and administrations of the companies can be called the new environment. So, every management has to cope with these difficulties.

THE NEW ENVIRONMENT:
The new environment; Globalization, Information technology, total quality and diversity and ethics: 1.

1. Globalization

Due to the advancements in transportation and development in the field of science the world has become a smaller place and this is called globalization or global village where transporting goods and transmitting information is done in a very shorter period of time than a century ago. So, these advancements have made the world a smaller place and now companies can send and sell their services and products even to far away lands and areas.

2. Information Technology

The other major environmental development is that of the computers which poses a challenge to the management of organizations today. In other words, to perform better organizations must employ new technologies and inventions to remain competitive. As the advancements are so much in this field, organizations have to update their knowledge every few months later to a have knowledge of new software and equipments which is a problem and more importantly the organizations have to employee people that can use these new techniques and machines and training and employing these people is a very difficult thing to do.

3. Total Quality

Besides other factors the quality of products is given a great deal of importance, due to many choices the customers have, which means that the products and services of the organization has to be of good quality to compete. And this is another headache for the managers. Recently, beside other marketing activities companies should make their products and services so that it must have a better quality to be a success in the market, which increases the responsibilities of any management and people involved in it.

4. Diversity and ethics

Diversity means, that nowadays in an organization, people come from different parts of the world with different places and cultures with different ages, backgrounds, religions, ethnicities and values and norms. And managers should keep this in mind that the organization should be designed so that there should be no discrimination on the basis of gender, ethnicity or religion. So, formulating and maintaining such rules, policies and environment in an organization is difficult for its management.

What can be done?
The answer to all the challenges faced by organizations is simple!

“People can be used as a competitive advantage over the others.”

As nowadays all the organizations have the techniques and technologies exposed and available to them and most the organizations have the same factors to face with the same financial resources and same technologies. So, the only way these organizations can perform better than others (their competitors) is by having better personnel and expert workers. Efficient personnel can be strength of any organization in an environment where competition is cut throat and very tough. Organizations can have better workers to give them an advantage or edge over their competitors. How to train develop and maintain good personnel is very basic question for managements all over the world. And studies to understand and take the best out of the workers, is provided by a very new field of science the study of Organizational behavior (OB).

UNDERGOING A PARADIGM SHIFT:

Paradigm means a broad model, a framework, a way of thinking, or a scheme of understanding reality. The impact of internationalization, information technology, total quality and diversity has lead to a “Paradigm shift” in organizations. In other words, as the environment has changed tremendously and these factors have also affected the type and style of management in organizations, so, for todays and tomorrow’s organizations and management, there are new rules with different boundaries requiring new and different behavior inside the boundaries for organizations and management to be successful. And these changes and transformations in the management and structures of the organizations are called the “Paradigm Shift”
So, the factors like diversity, total quality, information technology, downsizing, internationalization and globalization have brought a paradigm shift in the organizations all over the globe.
EXAMPLES:

1. At first most organizations used type writers and conventional approaches but due to the advancements in the field of computers, the organizations and firms felt a need to change their approach and replace type writers with computers for word processing due to their many benefits and advantages.

2. Similarly, management systems had to be changed and a need was felt to leave the useless old systems aside and move to new approach to management systems. These new management techniques makes use of the technologies like computers an many other new equipments. So, this shift or transfer from one set to another is called a “Paradigm shift”.

PARADIGM EFFECT:
When a “Paradigm shift” takes place there is real controversy and disagreement in the organization, often involving large restructuring and extensive redesigning of the whole organization or of the entire community or under conditions of great uncertainty and doubt which is called the “Paradigm Effect”.

In the time of a paradigm shirt there is always a resistance to the changes by many people and they don’t want to change the old rules and models with new ones and want to follow the old set of rules and regulations. But other want the change to take place and this condition of disagreement and conflict is called paradigm effect.

DEFINING ORGANIZATIONAL BEHAVIOR (OB)

Organizational behavior has emerged about a couple of decades ago. OB is a theoretical subject and field of science. Or in other words OB tends to be more theoretically oriented and at the micro level of analysis. Specifically, OB draws from many theoretical frameworks of the behavioral sciences that are focused at understanding and explaining individual and group behavior in organizations. So OB can be defined as;

“It is an attempt to replace all the management with behavioral science concepts and techniques”.
                  Or much more comprehensive definition can be;           
“Organizational Behavior is the science which tries to understand, predict and manage the human behavior in an organization”

EXPANATION:

Organizational Behavior represents the behavioral approach to management, not the whole management. It works on the principles and knowledge of Psychology. OB has its basis from the Industrial psychology. But it is not the new version of translation of industrial Psychology. It has its own grounds of study. Simply, to put it in a few words Organizational behavior is the science which makes an easy and better management of the human resources to perform better.

WWW.STUDYVALUE.COM

BBA SCOPE AND FUNCTIONS OF HRM

Scope of HRM/Functions of HRM

The scope of HRM refers to all the activities that come under the banner of HRM. These activities are as follows:

1. Human Resources Planning

Human resource planning or HRP refers to a process by which the company to identify the number of jobs vacant, whether the company has excess staff or shortage of staff and to deal with this excess or shortage.

2. Job Analysis Design

Another important area of HRM is job analysis. Job analysis gives a detailed explanation about each and every job in the company. Based on this job analysis the company prepares advertisements.

3. Recruitment and Selection                             

Based on information collected from job analysis the company prepares advertisements and publishes them in the news papers. This is recruitment. A number of applications are received after the advertisement is published, interviews are conducted and the right employee is selected thus recruitment and selection are yet another important area of HRM.

4. Orientation and Induction

Once the employees have been selected an induction or orientation program is conducted. This is another important area of HRM. The employees are informed about the background of the company, explain about the organizational culture and values and work ethics and introduce to the other employees.

5. Training and Development

Every employee goes under training program which helps him to put up a better performance on the job. Training program is also conducted for existing staff that have a lot of experience. This is called refresher training. Training and development is one area were the company spends a huge amount.

6. Performance Appraisal

Once the employee has put in around 1 year of service, performance appraisal is conducted that is the HR department checks the performance of the employee. Based on these appraisal future promotions, incentives, increments in salary are decided.

7. Compensation Planning and Remuneration

There are various rules regarding compensation and other benefits. It is the job of the HR department to look into remuneration and compensation planning.

8. Motivation, Welfare, Health and Safety

Motivation becomes important to sustain the number of employees in the company. It is the job of the HR department to look into the different methods of motivation. Apart from this certain health and safety regulations have to be followed for the benefits of the employees. This is also handled by the HR department.

9. Industrial Relations

Another important area of HRM is maintaining co-ordinal relations with the union members. This will help the organization to prevent strikes lockouts and ensure smooth working in the company.

BBA IMPORTANCE OF HRP

Importance for HRP/Factors affecting HRP in the organization

Human resource planning can be defined as the process of identifying the number of people required by an organization in terms of quantity and quality. All human resource management activities start with human resource planning. So we can say that human resource planning is the principle/primary activity of human resource management.

1. Employment

HRP is affected by the employment situation in the country i.e. in countries where there is greater unemployment; there may be more pressure on the company, from government to appoint more    people. Similarly some company may force shortage of skilled labour and they may have to appoint people from other countries.

2. Technical changes in the society

Technology changes at a very fast speed and new people having the required knowledge are required for the company. In some cases, company may retain existing employees and teach them the new technology and in some cases, the company have to remove existing people and appoint new.

3. Organizational changes

Changes take place within the organization from time to time i.e. the company diversify into new products or close down business in some areas etc. in such cases the HRP process i.e. appointing or removing people will change according to situation.

4. Demographic changes

Demographic changes refer to things referring to age, population, composition of work force etc. A number of people retire every year. A new batch of graduates with specialization turns out every year. This can change the appointment or the removal in the company.

5. Shortage of skill due to labour turnover

Industries having high labour turnover rate, the HRP will change constantly i.e. many new appointments will take place. This also affects the way HRP is implemented.

6. Multicultural workforce

Workers from different countries travel to other countries in search of job. When a company plans it’s HRP it needs to take into account this factor also.

7. Pressure groups

Company has to keep in mind certain pleasure. Groups like human rights activist, woman activist, media etc. as they are very capable for creating problems for the company, when issues concerning these groups arise, appointment or retrenchment becomes difficult.

Definition of VRS

VRS refers to voluntary retirement scheme, when company faces the problem of surplus labour, they have to remove the extra workers. This needs to be done to avoid increase in cost. One of the methods used by the companies is the VRS scheme. Under this scheme people have put in 20 or more number of years of service are given an option to opt for early retirement benefits and some other amount which is due to them are paid when they leave the company.

BBA HUMAN RESOURCE PLNNING

What is Human Resource Planning

Human resource planning can be defined as the process of identifying the number of people required by an organization in terms of quantity and quality. All human resource management activities start with human resource planning. So we can say that human resource planning is the principle/primary activity of human resource management. From human resource planning the organization identifies how many people it has currently and how many people will be required in future. Based on this information major human resource decisions are taken.

Process of HRP/Steps in HRP

Human resource planning can be defined as the process of identifying the number of people required by an organization in terms of quantity and quality. All human resource management activities start with human resource planning. So we can say that human resource planning is the principle/primary activity of human resource management.

The process of HRP involves various steps they can be explained as:

1. Personnel requirement forecast

This is the very first step in HRP process. Here the HRP department finds out department wise requirements of people for the company. The requirement consists of number of people required as well as qualification they must posses.

2. Personnel supply forecast

In this step, HR department finds out how many people are actually available in the departments of the company.

3. Comparison

Based on the information collected in the 1st and 2nd step, the HR department makes a comparison and finds out the difference. Two possibilities arise from this comparison:

a) No difference

It is possible that personnel requirement = personnel supplied. In this case there is no difference. Hence no change is required.

b) Yes, there is a difference

There may be difference between supply and requirement. The difference may be:

I. Personnel surplus

II. Personnel shortage

4. Personnel surplus

When the supply of personnel is more than the requirement, we have personnel surplus. We require 100 people, but have 125 people. That is we have a surplus of 25 people. Since extra employees increase expenditure of company the company must try to remove excess staff by methods of:

• Layoff
• Termination
• VRS/CRS

5. Personnel shortage

When supply is less than the requirement, we have personnel shortage. We require 100 people; we have only 75 i.e. we are short of 25 people. In such case the HR department can adopt methods like Overtime, Recruitment, Sub-contracting to obtain new employees.

Advantages of HRP

Human resource planning can be defined as the process of identifying the number of people required by an organization in terms of quantity and quality. All human resource management activities start with human resource planning. So we can say that human resource planning is the principle/primary activity of human resource management. The process of HRP plays a very important role in the organization. The importance of HRP can be explained as follows:

1. Anticipating future requirement

Thru this process of HRP, the company is able to find out how   many people will be required in future. Based on this requirement the company could take further actions. This method also helps the company to identify the number of jobs which will become vacant in the near future.

2. Recruitment and selection process

The recruitment and selection process is a very costly affair for a company. Many companies spend lakhs of rupees on this    process. Therefore recruitment and selection must be carried out only if it is extremely necessary. HRP process helps to identify whether recruitment and selection are necessary or not.

3. Placement of personnel

Since the HRP process is conducted for the entire organization, we can identify the requirements for each and every department. Based on the requirement, we can identify existing employees and place them on those jobs which are vacant.

4. Performance appraisal

HRP make performance appraisal more meaningful. Since feedback is provided in performance appraisal and employee is informed about his future chances in same company, the employee is motivated to work better. Information for all this is collected from HRP process.

5. Promotion opportunity

HRP identifies vacancies in the entire organization including all the branches of all the company. Therefore when the company implements promotion policy it can undertake its activities in a very smooth manner.

Limitations of Human Resource Planning

Human resource planning can be defined as the process of identifying the number of people required by an organization in terms of quantity and quality. All human resource management activities start with human resource planning. So we can say that human resource planning is the principle/primary activity of human resource management. Although HRP is a very advantageous method it has some limitations which can be explained as follows:

1. The future is uncertain

The future in any country is uncertain i.e. there are political, cultural, technological changes taking place every day. This effects  the employment situation. Accordingly the company may have to appoint or remove people. Therefore HRP can only be a guiding  factor. We cannot rely too much on it and do every action according to it.

2. Conservative attitude of top management

Much top management adopts a conservative attitude and is not ready to make changes. The process of HRP.

3. Problem of surplus staff

HRP gives a clear out solution for excess staff i.e. Termination, layoff, VRS,. However when certain employees are removed from company it mostly affects the psyche of the existing employee, and they start feeling insecure, stressed out and do not believe in the company. This is a limitation of HRP i.e. it does not provide alternative solution like re-training so that employee need not be removed from the company.

4. Time consuming activity

HRP collects information from all departments, regarding demand and supply of personnel. This information is collected in detail and each and every job is considered. Therefore the activity takes up a lot of time.

5. Expensive process

The solution provided by process of HRP incurs expense. E.g. VRS, overtime, etc. company has to spend a lot of money in carrying out the activity. Hence we can say the process is expensive.

BBA Challenges Before the HR Manager

Challenges Before the HR Manager/Before Modern Management

Personnel management which is know as human resource management has adapted itself to the changing work environment, however these changes are still taking place and will continue in the future therefore the challenges before the HR manager are the following:

1. Retention of the Employees

One of the most important challenge the HR manager faces is retention of labour force. Many companies have a very high rate of labour turnover therefore HR manager are required to take some action to reduce the turnover.

2. Multicultural work force

With the number of multi cultural companies are increasing operations in different nations. The work force consists of people from different cultures. Dealing with each of the needs which are different the challenge before the HR manager is integration of multicultural labour work force.

3. Women in the work force

The number of women who have joined the work force has drastically increased over a few years. Women employees face totally different problems. They also have responsibility towards the family. The organization needs to consider this aspect also. The challenge before the HR manager lies in creating gender sensitivity and in providing a good working environment to the women employees.

4. Retrenchment for employees

In many places companies have reduced the work force due to changing economic situations, labourers or workers who are displaced face sever problems. It also leads to a negative atmosphere and attitude among the employees. There is fear and increasing resentment against the management. The challenge before the HR manager lies in implementing the retrenchment policy without hurting the sentiments of the workers, without antagonizing the labour union and by creating positive attitude in the existing employees.

5. Change in demand of government

Most of the time government rules keep changing. While a lot of freedom is given to companies some strict rules and regulations have also been passed. The government has also undertaken the disinvestment in certain companies due to which there is fear among the employees regarding their job. The challenge before the HR manager lies in convincing employees that their interest will not be sacrificed.

6. Initiating the process of change

Changing the method of working, changing the attitude of people and changing the perception and values of organization have become necessary today. Although the company may want to change it is actually very difficult to make the workers accept the change. The challenge before the HR manager is to make people accept change.

BBA METHODS OF TRAINING

METHODS OF TRAINING
Various methods are used to train personnel for managerial level jobs in the company. These methods can be explained as

On the Job Training Methods in HRM

In the job method, the training is given to personnel inside the company. These methods are:

Job rotation
This method enables the company to train managerial personnel in departmental work. They are taught everything about the department starting from the lowest level job in the department to the highest level job. This helps when the person takes over as a manager and is required to check whether his juniors are doing the job properly or not. Every minute detail is studied.

1. Planned progression
In this method juniors are assigned a certain job of their senior in addition to their own job. The method allows the employee to slowly learn the job of his senior so that when he is promoted to his senior job it becomes very easy for him to adjust to the new situation. It also provides a chance to learn higher level jobs.
2. Coaching and counseling
Coaching refers to actually teaching a job to a junior. The senior person who is the coach actually teaches his junior regarding how the work must be handled and how decisions must be taken, the different techniques that can be used on the job, how to handle pressure.
There is active participation from the senior. Counseling refers to advising the junior employee as and  when he faces problems. The counselor superior plays an advisory role and does not actively teach employees.
3. Under study
In this method of training a junior is deputed to work under a senior. He takes orders from the senior, observes the senior, attends meetings with him, learns about decision making and handling of day to day problems. The method is used when the senior is on the verge of retirement and the job will be taken over by the junior.
4. Junior board
In this method a group of junior level managers are identified and they work together in a group called junior board. They function just like the board of directors.

Off the Job Training Methods

Off the job training refers to method of training given outside the company. The different methods adopted in off the job training are the following:

1. Classroom method
The classroom method is used when a group of managers have to be trained in theoretical aspects. The training involves using lectures, audio visuals, case study, role play method, group discussions etc. The method is interactive and provides very good results.
2. Simulation
Simulation involves creating atmosphere which is very similar to the original work environment. The method helps to train manager handling stress, taking immediate decisions, handling pressure on the jobs etc. An actual feel of the real job environment is given here.
3. Business games
This method involves providing a market situation to the trainee manager and asking him to provide solutions. If there are many people to be trained they can be divided into groups and each group becomes a separate team and play against each other.
4. Committee
A committee refers to a group of people who are officially appointed to look into a problem and provide solution. Trainee managers are put in the committee to identify how they study a problem and what they learn from it.
5. Readings
This method involves encouraging the trainee manager to increase his reading related to his subject and then ask him to make a presentation on what he has learned. Information can be collected by trainee manager from books, magazines and internet etc.
Every company has a specific training procedure, depending upon its requirements. A general training procedure is explained as

1. Determining training needs of employee
In the very 1st step of training procedure, the HR department, identifies the number of people required training, specific area in which they need training, the age group of employee, the level in organization etc. in some cases the employee may be totally new to the organization. Here the general introduction training is required. Some employees may have problems in specific areas; here the training must be specific. This entire information is collected by HR department.
2. Selecting target group
Based on information collected in step 1 the HR department divides employee into groups based on the following:
i. The area of training
ii. Level in the organization
iii. The intensity of training
3. Preparing trainers

Once the employees have been divided into groups, the HR department arranges for trainers. Trainers can be in house trainers or specialized trainers from outside. The trainers are given details by HR department, like number of people in group, their age, their level in organization, the result desired at the end of training, the area of training, the number of days of training, the training budget, facilities available etc.
4. Preparing training packages
Based on the information provided by trainers, he prepares entire training schedule i.e. number of days, number of sessions each day, topics to be handled each day, depth of which the subject should be covered, the methodology for each session, the test to be given for each session, handout/printed material to be given in each session.
5. Presentation
On the first day of training program the trainer introduces himself and specifies the need and objective of the program and then actually stars the program. The performance of each employee is tracked by the trained and necessary feedback is provided.
6. Performance
At the end of training program the participants reports back to their office or branches. They prepare report on the entire training program and what they have learned. Their progress and performance is constantly tracked and suitable incentives are given if the participant is able to use whatever he has learned in training.
7. Follow up
At the end of training program the participants reports back to their office or branches. They prepare report on the entire training program and what they have learned. Their progress and performance is constantly tracked and suitable incentives are given if the participant is able to use whatever he has learned in training.

Evaluation of Training Program               

Effectiveness of training programs are constantly evaluated by the company to find if the money, they have invested has been spend properly or not. Training programs can be evaluated by asking following questions.
               
i. Has change occurred after training?
ii. Is the change due to training?
iii. Is the change positive or negative?
iv. Will the change continue with every training program?
A training program should give following resulting changes:
1. Reaction
Reaction refers to attitude of employee about the training, whether the employee considers training to be positive or negative one. If reaction is positive then people have accepted the program and changes will be possible.
2. Learning
Another method of judging effectiveness is to identify levels of learning i.e. how much the people have learnt during the training. This can be found out by trainers mark sheet, the report submitted by the employee, and actual performance.
3. Behavior
The HR department needs to understand behavior of the employees, to understand the effectiveness of training. The behavioral change can be seen in how the person interacts with juniors, peer groups and seniors. They mark change in behavior and inform the HR department of the success of training program.
4. Result
Results provided by employee in monetary terms also determines effectiveness of training program i.e. employee success in handling the project, the group performance before and after training etc.

Advantages of Training Programs

The following are the advantages of training program to the company:
1. Increase in efficiency of worker
Training programs can help workers to increase their efficiency levels, improve quality and thereby increase sales for the company.
2. Reduced supervision
When workers have been formally trained they need not be supervised constantly. This reduces the work load on the supervisor and allows him to concentrate on other activities in the factory.
3. Reduction in wastage
The amount of material wasted by a trained worker is negligible as compared to the amount of material wasted by an untrained worker. Due to this the company is able to reduce its cost its cost of production.
4. Less turnover of labor
One of the advantages of the training program is that it increases the confidence of employees and provides them with better career opportunities. Due to this employee generally do not leave the company. There by reducing labor turnover.
5. Training helps new employees
A person, who is totally new to the company, has no idea about its working. Training helps him to understand what is required from him and helps him to adjust to the new environment.
6. Union management relations
When employees are trained and get better career opportunities. The union starts having a possible attitude about the management. They feel that the management is genuinely   interested in workers development. This improves union management relations.
Following are the advantages of training program to the employee:
1. Better career opportunities
Training programs provide the latest information, develops talent and due to this the employee is in a position to get better jobs in the same company or other companies.
2. High rewards
Effective training programs result in improved performance. When performance appraisal is done excellent performance from the employee is rewarded by giving him incentives and bonus.
3. Increased motivation
Employees who have been trained are generally more confident as compared to others. Since their efforts will be rewarded in future they are very much interested in improving their performance. Therefore we can say that their motivation levels are very high.
4. Group efforts
Training programs are not only technical programs but are also conducted in areas like conflict management, group dynamics (formal and informal groups), behavioral skills, stress management etc. This enables employees to put in group effort without facing problems that groups normally face. In other words training teaches people to work in a group.
5. Promotion
People who attend training programs learn from them and improve themselves are generally considered for promotion. Thus training increases chances of promotion.

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BBA RECRUITMENT

Definition of Recruitment

Recruitment is the process of hiring talented employees for certain jobs by motivating them to apply for those jobs which are available in organization.

Objectives of Recruitment

Recruitment fulfills the following objectives:
1. It reviews the list of objectives of the company and tries to achieve them by promoting the company in the minds of public.
2. It forecasts how many people will be required in the company.
3. It enables the company to advertise itself and attract talented people.
4. It provides different opportunities to procure human resource.

Methods of Recruitment

Recruitment is a process of searching for prospective employees and stimulating them to apply for jobs.
Companies can adopt different methods of recruitment for selecting people in the company. These methods are:
1. Internal sources
2. External sources

Internal Sources of Recruitment

Internal sources of recruitment refer to obtaining people for job from inside the company. There are different methods of internal recruitment:
1. Promotion
Companies can give promotion to existing employees. This method of recruitment saves a lot of time, money and efforts because the company does not have to train the existing employee. Since the employee has already worked with the company. He is familiar with the working culture and working style. It is a method of encouraging efficient workers.
2. Departmental examination
This method is used by government departments to select employees for higher level posts. The advertisement is put up on the notice board of the department. People who are interested must send their application to the HR department and appear for the exam. Successful candidates are given the higher level job. The method ensures proper selection and impartiality.
3. Transfer
Many companies adopt transfer as a method of recruitment. The idea is to select talented personnel from other branches of the company and transfer them to branches where there is shortage of people.
4. Retirement
Many companies call back personnel who have already retired from the organization. This is a temporary measure. The method is beneficial because it gives a sense of pride to the retired when he is called back and helps the organization to reduce recruitment selection and training cost.
5. Internal advertisement
In this method vacancies in a particular branch are advertised in the notice board. People who are interested are asked to apply for the job. The method helps in obtaining people who are ready to shift to another branch of the same company and it is also beneficial to people who want to shift to another branch.
6. Employee recommendation
In this method employees are asked to recommend people for jobs. Since the employee is aware of the working conditions inside the company he will suggest people who can adjust to the situation. The company is benefited because it will obtain.

Advantages of Internal Recruitment

1. Internal methods are time saving.
2. No separate induction program is required.
3. The method increases loyalty and reduces labour turnover.
4. This method is less expensive.

Disadvantages of Internal Recruitment

1. There is no opportunity to get new talent in this method.
2. The method involves selecting people from those available in the company so there is limited scope for selection.
3. There are chances of biased and partiality.
4. Chances of employee discontent are very high.

External Methods/Sources of Recruitment

External sources of recruitment refer to methods of recruitment to obtain people from outside the company. These methods are:
1. Management consultant
Management consultant helps the company by providing them with managerial personnel, when the company is on the look out for entry level management trainees and middle level managers. They generally approach management consultants.
2. Employment agencies
Companies may give a contract to employment agencies that search, interview and obtain the required number of people. The method can be used to obtain lower level and middle level staff.
3. Campus recruitment
When companies are in search of fresh graduates or new talent they opt for campus recruitment. Companies approach colleges, management, technical institutes, make a presentation about the company and the job and invite applications. Interested candidates who have applied are made to go through a series of selection test and interview before final selection.
4. News paper advertisement
This is one of the oldest and most popular methods of recruitment. Advertisements for the job are given in leading news papers; the details of the job and salary are also mentioned. Candidates are given a contact address where their applications must be sent and are asked to send their applications within a specified time limit. The method has maximum reach and most preferred among all other methods of recruitment.
5. Internet advertisement
With increasing importance to internet, companies and candidates have started using the internet as medium of advertisement and search for jobs. There are various job sites like naukri.com and monster.com etc. candidates can also post their profiles on these sites. This method is growing in popularity.
6. Walk in interview
Another method of recruitment which is gaining importance is the walk in interview method. An advertisement about the location and time of walk in interview is given in the news paper. Candidates require to directly appearing for the interview and have to bring a copy of their C.V. with them. This method is very popular among B.P.O and call centers.

Advantages of External Recruitment

1. There is influx of new talent in the method.
2. The method encourages more and more competition.
3. There is lesser chance of partiality through this method.
4. If options like campus recruitment have been exercised we get a chance to employ fresh graduates, thus increasing employment.

Disadvantages of External Recruitment

1. The method is costly because it involves recruitment cost, selection, training cost.
2. The method is time consuming.
3. The method reduces loyalty to the company.

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BBA Selection

Following are the advantages of training program to the employee:

1. Better career opportunities

Training programs provide the latest information, develops talent and due to this the employee is in a position to get better jobs in the same company or other companies.

2. High rewards

Effective training programs result in improved performance. When performance appraisal is done excellent performance from the employee is rewarded by giving him incentives and bonus.

3. Increased motivation

Employees who have been trained are generally more confident as compared to others. Since their efforts will be rewarded in future they are very much interested in improving their performance. Therefore we can say that their motivation levels are very high.

4. Group efforts

Training programs are not only technical programs but are also conducted in areas like conflict management, group dynamics (formal and informal groups), behavioral skills, stress management etc. This enables employees to put in group effort without facing problems that groups normally face. In other words training teaches people to work in a group.

5. Promotion

People who attend training programs learn from them and improve themselves are generally considered for promotion. Thus training increases chances of promotion.

   

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BBA TRAINING AND DEVELOPMENT

Definition of Training and Development Program

Training is the process of planned programs and procedures undertaken for the improvement of employee's performance in terms of his attitude, skills, knowledge and behavior. These training and development programs can significantly improve the overall performance of organization.

Training is normally viewed as a short process. It is applied to technical staff, lower, middle, senior level management. When applied to lower and middle management staff it is called as training and for senior level it is called managerial development program/executive development program/development program.

Objectives/Purpose/Goals of Training and Development

The purpose of training and development can be explained as follows:

1. Improving quality of workforce

Training and development programs can help in improving the quality of work produced by the workforce of organization. Mostly, training is given in a specific area like finance, marketing or HR, which helps in improving the quality of work in that particular area.

2. Enhance employee growth

By attending these training and development programs, employees are able master the work of their jobs and that's how they develop and grow themselves in a professional way.

3. Prevents obsolescence

These programs help employees to keep themselves up to date with the new trends in latest technology, which reduces the chances of termination of the job.

4. Assisting new comer

These programs help new employees to adjust themselves in a new working environment, culture and technology. They feel themselves as regular employees of that organization.

5. Bridging the gap between planning and implementation

It helps organizations to easily achieve their targets and goals what they actually planned for. Employees know their job better and they deliver the quality performance according to needs of top management. That's why organizations can easily implement their plans.

6. Health and safety measures

Training and development program clearly identifies and teaches employees about the different risk involved in their job, the different problems that can arise and how to prevent such problems. This helps to improve the health and safety measures in the company.

METHODS OF TRAINING OF OPERATING PERSONNEL AND FACTORY WORKERS

Training can be define as a process of planned programs and procedures undertaken for the improvement of employee's overall performance like his attitude, behavior, skills and knowledge etc. This can be useful for organizations to achieve their targets efficiently.

There are different methods of training for operating personnel (factory workers). Training these workers becomes important because they handle equipment worth crores of rupees. The different methods can be explained with the help of following diagram:

1. On the job training method

In this method workers who have to be trained are taken to the factory, divided into groups and one superior is allotted to every group. This superior or supervisor first demonstrates how the equipment must be handled, and then the worker is asked to repeat whatever he has observed in the presence of the supervisor. This method makes it easy for the employee to learn the details about specific equipment. Once the worker studies the first equipment thoroughly the supervisor moves on to the next equipment and so on.

2. Apprenticeship training

In this method both theory and practical session are conducted. The employee is paid a stipend until he completes training. The theory sessions give theoretical information about the plant layout, the different machines, their parts and safety measures etc. The practical sessions give practical training in handling the equipment. The apprentice may or may not be continued on the job after training.

3. Vestibule training

In this method of training an atmosphere which is very similar to the real job atmosphere is created. The surroundings, equipment, noise level will be similar to the real situation. When an employee is trained under such conditions he gets an idea about what the real job situation will be like. Similarly when he actually starts doing the job he will not feel out of place. This method is used to train pilots and astronauts. In some places graphics are also used to create the artificial surroundings. This method involves heavy investment.

4. Job rotation

In this method the person is transferred from one equipment to the other for a fixed amount of time until he is comfortable with all the equipments. At the end of the training the employee becomes comfortable with all the equipment. He is then assigned a specific task.     

5. Classroom method

In this method the training is given in the classroom. Video, clippings, slides, charts, diagrams and artificial modules etc are used to give training.

There are different methods of training for operating personnel (factory workers). Training these workers becomes important because they handle equipment worth crores of rupees. The different methods can be explained with the help of following diagram:

1. On the job training method

In this method workers who have to be trained are taken to the factory, divided into groups and one superior is allotted to every group. This superior or supervisor first demonstrates how the equipment must be handled, and then the worker is asked to repeat whatever he has observed in the presence of the supervisor. This method makes it easy for the employee to learn the details about specific equipment. Once the worker studies the first equipment thoroughly the supervisor moves on to the next equipment and so on.

2. Apprenticeship training

In this method both theory and practical session are conducted. The employee is paid a stipend until he completes training. The theory sessions give theoretical information about the plant layout, the different machines, their parts and safety measures etc. The practical sessions give practical training in handling the equipment. The apprentice may or may not be continued on the job after training.

3. Vestibule training

In this method of training an atmosphere which is very similar to the real job atmosphere is created. The surroundings, equipment, noise level will be similar to the real situation. When an employee is trained under such conditions he gets an idea about what the real job situation will be like. Similarly when he actually starts doing the job he will not feel out of place. This method is used to train pilots and astronauts. In some places graphics are also used to create the artificial surroundings. This method involves heavy investment.

4. Job rotation

In this method the person is transferred from one equipment to the other for a fixed amount of time until he is comfortable with all the equipments. At the end of the training the employee becomes comfortable with all the equipment. He is then assigned a specific task.     

5. Classroom method

In this method the training is given in the classroom. Video, clippings, slides, charts, diagrams and artificial modules etc are used to give training.

Methods of Training for Managers, Methods of Managerial Development/Executive Development

Various methods are used to train personnel for managerial level jobs in the company. These methods can be explained with the help of following diagram:

On the Job Training Methods in HRM

On the job method refers to training given to personnel inside the company. There are different methods of on the job training:

Job rotation

This method enables the company to train managerial personnel in departmental work. They are taught everything about the department. Starting from the lowest level job in the department to the highest level job. This helps when the person takes over as a manager and is required to check whether his juniors are doing the job properly or not. Every minute detail is studied.

1. Planned progression

In this method juniors are assigned a certain job of their senior in addition to their own job. The method allows the employee to slowly learn the job of his senior so that when he is promoted to his senior job it becomes very easy for him to adjust to the new situation. It also provides a chance to learn higher level jobs.

2. Coaching and counseling

Coaching refers to actually teaching a job to a junior. The senior person who is the coach actually teaches his junior regarding how the work must be handled and how decisions must be taken, the different techniques that can be used on the job, how to handle pressure.

There is active participation from the senior. Counseling refers to advising the junior employee as and  when he faces problems. The counselor superior plays an advisory role and does not actively teach employees.

3. Under study

In this method of training a junior is deputed to work under a senior. He takes orders from the senior, observes the senior, attends meetings with him, learns about decision making and handling of day to day problems. The method is used when the senior is on the verge of retirement and the job will be taken over by the junior.

4. Junior board

In this method a group of junior level managers are identified and they work together in a group called junior board. They function just like the board of directors.

Off the Job Training Methods

Off the job training refers to method of training given outside the company. The different methods adopted in off the job training are the following:

1. Classroom method

The classroom method is used when a group of managers have to be trained in theoretical aspects. The training involves using lectures, audio visuals, case study, role play method, group discussions etc. The method is interactive and provides very good results.

2. Simulation

Simulation involves creating atmosphere which is very similar to the original work environment. The method helps to train manager handling stress, taking immediate decisions, handling pressure on the jobs etc. An actual feel of the real job environment is given here.

3. Business games

This method involves providing a market situation to the trainee manager and asking him to provide solutions. If there are many people to be trained they can be divided into groups and each group becomes a separate team and play against each other.

4. Committee

A committee refers to a group of people who are officially appointed to look into a problem and provide solution. Trainee managers are put in the committee to identify how they study a problem and what they learn from it. 

5. Readings

This method involves encouraging the trainee manager to increase his reading related to his subject and then ask him to make a presentation on what he has learned. Information can be collected by trainee manager from books, magazines and internet etc.

Every company has a specific training procedure, depending upon its requirements. A general training procedure is explained below along with diagram:

1. Determining training needs of employee

In the very 1st step of training procedure, the HR department, identifies the number of people required training, specific area in which they need training, the age group of employee, the level in organization etc. in some cases the employee may be totally new to the organization. Here the general introduction training is required. Some employees may have problems in specific areas; here the training must be specific. This entire information is collected by HR department.

2. Selecting target group

Based on information collected in step 1 the HR department divides employee into groups based on the following:

i. The area of training
ii. Level in the organization
iii. The intensity of training

      

3. Preparing trainers

         

Once the employees have been divided into groups, the HR department arranges for trainers. Trainers can be in house trainers or specialized trainers from outside. The trainers are given details by HR department, like number of people in group, their age, their level in organization, the result desired at the end of training, the area of training, the number of days of training, the training budget, facilities available etc.

4. Preparing training packages

Based on the information provided by trainers, he prepares entire training schedule i.e. number of days, number of sessions each day, topics to be handled each day, depth of which the subject should be covered, the methodology for each session, the test to be given for each session, handout/printed material to be given in each session.

5. Presentation

On the first day of training program the trainer introduces himself and specifies the need and objective of the program and then actually stars the program. The performance of each employee is tracked by the trained and necessary feedback is provided.

6. Performance

At the end of training program the participants reports back to their office or branches. They prepare report on the entire training program and what they have learned. They the start using whatever they have learned during their training. Their progress and performance is constantly tracked and suitable incentives are given if the participant is able to use whatever he has learned in training.

7. Follow up

At the end of training program the participants reports back to their office or branches. They prepare report on the entire training program and what they have learned. They the start using whatever they have learned during their training. Their progress and performance is constantly tracked and suitable incentives are given if the participant is able to use whatever he has learned in training.

Evaluation of Training Program

                

Effectiveness of training programs are constantly evaluated by the company to find if the money, they have invested has been spend properly or not. Training programs can be evaluated by asking following questions.

                

i. Has change occurred after training?
ii. Is the change due to training?
iii. Is the change positive or negative?
iv. Will the change continue with every training program?

A training program should give following resulting changes:

1. Reaction

Reaction refers to attitude of employee about the training, whether the employee considers training to be positive or negative one. If reaction is positive then people have accepted the program and changes will be possible.

2. Learning

Another method of judging effectiveness is to identify levels of learning i.e. how much the people have learnt during the training. This can be found out by trainers mark sheet, the report submitted by the employee, and actual performance.

3. Behavior

The HR department needs to understand behavior of the employees, to understand the effectiveness of training. The behavioral change can be seen in how the person interacts with juniors, peer groups and seniors. They mark change in behavior and inform the HR department of the success of training program.

4. Result

Results provided by employee in monetary terms also determines effectiveness of training program i.e. employee success in handling the project, the group performance before and after training etc.

Advantages of Training Programs

The following are the advantages of training program to the company:

1. Increase in efficiency of worker

Training programs can help workers to increase their efficiency levels, improve quality and thereby increase sales for the company.

2. Reduced supervision

When workers have been formally trained they need not be supervised constantly. This reduces the work load on the supervisor and allows him to concentrate on other activities in the factory.

3. Reduction in wastage

The amount of material wasted by a trained worker is negligible as compared to the amount of material wasted by an untrained worker. Due to this the company is able to reduce its cost its cost of production.

4. Less turnover of labour

One of the advantages of the training program is that it increases the confidence of employees and provides them with better career opportunities. Due to this employee generally do not leave the company. There by reducing labour turnover.

5. Training helps new employees

A person, who is totally new to the company, has no idea about its working. Training helps him to understand what is required from him and helps him to adjust to the new environment.

6. Union management relations

When employees are trained and get better career opportunities. The union starts having a possible attitude about the management. They feel that the management is genuinely   interested in workers development. This improves union management relations.

Following are the advantages of training program to the employee:

1. Better career opportunities

Training programs provide the latest information, develops talent and due to this the employee is in a position to get better jobs in the same company or other companies.

2. High rewards

Effective training programs result in improved performance. When performance appraisal is done excellent performance from the employee is rewarded by giving him incentives and bonus.

3. Increased motivation

Employees who have been trained are generally more confident as compared to others. Since their efforts will be rewarded in future they are very much interested in improving their performance. Therefore we can say that their motivation levels are very high.

4. Group efforts

Training programs are not only technical programs but are also conducted in areas like conflict management, group dynamics (formal and informal groups), behavioral skills, stress management etc. This enables employees to put in group effort without facing problems that groups normally face. In other words training teaches people to work in a group.

5. Promotion

People who attend training programs learn from them and improve themselves are generally considered for promotion. Thus training increases chances of promotion.