Selection of job characteristics
Selection of key jobs
Determination of correct rats of key jobs
Ranking key jobs under each job factor
Allocation of correct rates to each key job
Evaluation of all other jobs
Designing, adjusting and operating the wage structure.
4. Point rating system: it is quantifying, analytical and detailed approach hammered out to derive a balance wage structure with least dispute among employees. The method consists the following steps:
Select job factor or features.
Prepare yardstick of values for each job factor.
Decide the values of all the jobs against the predetermined yardstick.
Build a wage survey for selected key jobs.
Design the wage structure.
Adjust and operate the wage structure.
Human Resource Management—Page 24
Q. 8 (a) Explain the importance of Career Planning in industry.
Answer 8 (a)
Career planning involves efforts on the part of the organizations to provide avenues for growth to its employees. Certainly this growth should be accompanied by development.
The other side of the coi n is the role of employees in career planning. It involves effort on the part of employees to clearly think through and decided areas in which they would like to make a career for themselves.
When employees have assessed their career needs and have become aware of organizational career opportunities, the problem is one of alignment. The crucial role has to be played by HRD in ensuring this alignment to build up morale in the organization. A systematic choice of development techniques like training, special assignment, counseling and rotational assignments should be made to ensure this alignment.
Employees are often uncertain as to the type of work that would suit them best. There are a number of evaluation instruments available to determine basic aptitudes. Human Resource Development Managers should be able to guide employees by administering these instruments on them. Employees should also find out whether they are loners or socially active. These exercises with some assistance from HRD Managers should help in career need assessment.
Realizing that employees have definite career needs, organization should chart different career paths. These should be made known to all employees. As every employee wishes to see bright future for himself, these career paths do provide the hope to achieve success.
At certain stage the upward mobility stops for many employees. This is inescapable in view of pyramid organizations structure. This phenomenon is called plateauing. It takes place around the age f 40. Some suggested measures to deal with such employees are:
Mentors should be assigned measures to deal with such employees are:
Depending on the maturity of such mentors, good results can be achieved in assuaging the hurt feelings of plateaued employees
Additional career ladders could be established to retain some valuable resource.
Giving them importance by assigning them to some important task force or committee.
Assisting them to choose a new career. Some organizations assist their plateau executives to start their own business.
Career path models developed by a large public sector undertaking:
This organization has developed career paths models for the major discipline
Sales
Technical services
Operations
Engineering
Aviation
LPG
Finance
Personnel
Human Resource Management—Page 25 Q8 (b) “Career Planning and Succession Planning are very vital to meet the challenges thrown by the forces of globalization and liberalization.” Explain.
Answer 8 (b)
Career planning and succession planning is very vital to meet the challenges due to globalization and liberalization.
Market is open and vast in India and lot of professionally managed companies are entering the market, giving people a lot of scope in enhancing the career with very good and managed companies. No longer a hierarchical an autocratic organizations where no career planning and succession planning is performed.
Lot of recruitment and training cost is incurred due to lack or poor planning of career.
People do not see their career drafted and planned by organizations. HR only worries about the present state. No training and induction on work is provided continuously keep the gaps closed for all employees. Retention is the need of the hour. Talent and knowledge of personnel needs to be kept alive. Corporate environment and congenial atmosphere keeps employees motivated to do work.
Competition in the market to get best suitable candidates keep the HR to retain and curve a need career for the employee.
With globalization and liberalization, working hours and freedom to employees in their work, led to companies looking at the HR policies.
The survey recorded the most important changes in human resources in the different companies from 1991-96.
Virtually all companies starting placing emphasis on the up gradation of managerial and professional skills.
A flatter organizational structure had resulted in fewer levels of hierarchy and enhanced empowerment; empowerment to all categories, from shop floor workers to managers had facilitated decision-making, flexibility, and trust. This had led to improved employee involvement and motivation.
People at the middle levels of management were becoming more participated and result- oriented. On the other hand, decision-making was increasingly being handled at the group level.
In security level among employees had diminished and their sense of responsibility had increased.
There was emphasis on openness and transparency. An improvement in the communication channels within organization had resulted in better interpersonal
Change in recruitment policy had led to the induction of professional with diverse technical, managerial, and academic background.
Human Resource Management—Page 26
Q9 (b) What is meant by HRD Audit?
Answer9 (b)
HRD audit is a comprehensive evaluation of the current HRD strategies, structures, systems, styles and skills in context of the short term and long term business plans of the company. It attempts to find out the future HRD needs of the company after assessing the current HRD activities and inputs.
Importance of HRD audit
HRD audit plays a very important role in the working of the organization that can be traced with the help of the following points: