Blog by alisha ansari | Digital Diary

Transfer employee the transfer

is a change in Joe where the new job of the equal to the old in term of page status and responsibilities here substantali the equal mean and that the general nature of duties and responsibilities remain the same thought their change in their specific nature It may also involve change in a transfer inverse the shifting of an employee from own job to another without a special difference to changing responsibility or competition every types of movement from one job to another change in shift etc...

types of transfer

on the basis of producer when a particular department of job is faced with the purpose of work its strange may be supplemented through transfer from other department it preventive from the our staff department by absorbing the surplus staff in other departments of the organisation...

replacement transfer

a replacement transfer is the transfer of a senior employee to replace the junior employee or in new employee when the letter is made of or shifted to other job.. shift transfer employee are transferred from on shift to another on similar job when the uniterals in some undertaken where shifts are operated regularly employee maybe required for the ship..

on the basis of units

sectional transfer this transfer are made with in the department from one section to another two train the workers and prepare them to handle the operation of the different section of the department..

Department transfer

transfer from one department to another department within the plant are made its the nature of work of the same in both and department such as clearly or routine job..

principal of transfer and policy

of transfer return transfer police policy must be in written and should be cannot to all the employee of all organisation clear transfer policy should very clearly specify the types of the circumstance under which transfer will be made

Different type of interview in formal interview search interview Mein tax place anywhere it is not plan and is used when the stop is required urgently if friend or relative of the employment act a candidate to the house of the employer or manager who was if you questions like name but place education and experience... formal interview the types of interview is pre plan and is held in a formal atmosphere all the formula formalities and producer the new the time the panel of interviews and the question to be asked a decide and advance... pattern aur structure interview such interview is fully plan to a high degree of accuracy and prescence it is based on the assumption that to be most effective every percent details should be worked out in advance there for a less of question to be asked is prepared and question are asked in a particular cycle.. group interview in this interview group rather than individual or interview generally a topic for discussion in given to the group the candidates in the group are carefully observe as to who will lead the discussion how will they will practice paper in the decision how it will make his represent and presentation how will they will react to each others view such interview is based on the assumption that behaviour display in group situation in related to potential success in the job.. stress interview the purpose of such interview is to fund how a candidate behaves in stress full situation weather is losses his temper get confused or fragned or fails there for the interview adopt hostel behaviour toward the candidate and deliberately puts and candidate on the Defined by trying to any in order to put a candidate under strain the interview were ask question rapidly his answer interputs him frequently keep silent for undly long period of time ask to many question makes remark access him of line and so on..
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Selection the word of daily order selection is a process in which candidates for employment are divide into two classes those who are to be afford employment and those who are not selection means a process by which the qualified personal may be chosen from the applicant offering their service to the organisation for employment as election process is a tool in the hand of the management to different the qualified and unqualified applicant by applying various technician such as interview test etc... manpower planning man power planning is the development of strategies to match the supply of Manpower to the ability of job organisation or National level involves reviewing current man power resource forecasting future requirement and availability and taking the step to ensure that the supply of people and skills need demand.. selection process for large scale business function selection producer start only after application received by a concern concentrating the standard set out by the organisation these application are the application are screen out and each step finally those who are found fit or the job are selected the following step are involved in the selection producer... preliminary interview this is the first step after received and security of the application forms in the selection process its purpose is to animate and unqualified or unsuitable candidate it should be brief to have an idea of general education experience training appliance personality and salary requirement of the candidates etc..
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Process of HRP

HRP essentially involved for Casting personal needs assign personal supply and machine demand supply factor personal related program the planning process is mainly influence it by oral organisation objective and the environment of business it can be said that HRP is a method of forecasting human resource requirement and availability as well as breathing the gap between their supply and demand...

Environmental scanning

its referred to the systematic monitory of the external force in flancing the organisation it requires scanning of all the factor anxieting in the internal part of the firm by scanning manager can anticipate their impact and make adjustment early...

organisational objective and policies

after analysis of the environment the objective of HR plan must be derived from organisational objective which are defined by top management and the role of HRP is to subserve the oral objective by ensuring availability and utilisation of Human Resource once the objective are specified HR department must specify its objective with regards to HR utilization in the organisation..

demand forecasting

it is a process of estimating the future quantity and quality of people required the basis must be the annual budget and long term corporate plan translated into activity levels for each function and department it is common among organisation thought they may not two personal supply forecasting...

Supply forecasting

it is another aspect of Human Resource assignment that measure the number of people likely to be available from within and outside and organisation after making for absentiism internal moment and promotion wastage and change in hours and other condition for work..

Discharge

discharge or dismissal involve releasing and employing from the payroll of the organisation for valuation of organisation rule for the performance of for misconduct in its initiated by the management it is not progrative of employee or his representative to discharge the employees it is drastic step which is resorted to with a great care and supported by a judge and sufficient cows most manager Tekken such step however it is not in common and management use the weapon as an tool for maintaining standard performance..

unsatisfactory performance

it means present failure on the part of the employees to perform his assign task to meet the standard of a job this maybe due to various reason he may be a this rental employee who show his adverse attitude toward the organisation he may not be properly skill or will qualified to handle the job efficiently he may be discharge on this charge only when it is proud that he is unable to improve his potential to meet the standard of the job..

misconduct

its referred to will full version of organisation rules and regulation by the employees it include discipline and this honesty which constituted the major cause of this dismissal. Disconnection between demotion and discharge nature demotion is transfer of employed to a job lower than his present assignment carrying lower Pare status and responsibilities..

couses demotion

maybe the result of an unsatisfactory performance on the part of the employee of the unmoidable circumstance such as closer of the department or a wing of the plant on the part of an employee restart is always the result of Miss conduct of unsatisfactory performance on the part of the employees it is a panel award

Career planning

career planning is a process of acids the employees to achieve a better match between their career goals and the opportunities available in organisation components of career planning is career planning as a Process involve the following components..

 analysing employee need for as creation

something most of the employees do not can know their career and discretion organisation also asume the career goals and of employees which need to not be in tune with the reality there for first of all analysis of the employees career and goals must be done through objective assessment...

analysing career opportunities

once career as creation and goals of employee arcano there is a need to analyse various career opportunities available to offer under prevailing career path in the organising career indicate progressions many employee may not be aware of their progression path is lead to made to know the them..

identifying congruence and incongruous

a mechanism for identify between employee career aspiration and Organisation career system is developed his helps identify specific Areas where mismatch of prevails..

action plans and periodic

review heavy identify the mismatch now it is necessary to formulate and alternative strategy to deal with the same sum of the strategies adopted by several organisation include change in career system by creating new career path new Santali new rewards by job for lateral movement..

Job description

job description is prepared on the basis of data collect it through job analysis job description is a function description of the content what the job analyse it is narration of the content of a job it is a description of the activities and duties to be perform in a job the relationship of the job with other jobs the requirement and tools involved and nature of supervision working condition and hazards of the job and so all as a categories of job need to be spell out the clear and comprehensive differentiate on job from the other in some job description is written statement of what a job holder does how it is run and why it is done ....

purpose of job description

job description is done or full film in grading and classification of job and placement and orientation of new employees and promotion and transfer and outline for career path and developing work standard...

what is job evaluation

job evaluation means analysis of job on the basis of factor like educational qualification work experience etc that are needed for good performance in a job a job is evaluated period to the appointment of the employees on a specific job it's main purpose is to develop fair waste and salary differentiator for employees..

productivity and improvement of job

analysis the main purpose of job analysis is to streamline of human efforts and get the best possible output it help in designing designing in reaching evaluating and cutting back and adding the extra responsibilities in a particular job this is done to enhance the employees satisfaction will increase in the human output the most businesses the employees represent both and Organisation biggest expense and its most valuable assess the means the company productivity and its Profit ability depend on making sure all it's workers perform up to next Axis there full potential..

Reasons for emergence of HRM

Rapid growth of global competition the important and number of mnc's have reason in the current years due to crop growth of global competition and internationalisation.. need for International manager is scarcity of international manager is the main hurdle which comes in the way of Exhibition of international strategy is prefer to the increase requirements of global manager with unique profession of dealing with cultural device in division in the multinational corporation..

scope of IHRM human resource planning

the producer of predicting the future demand and supply of a global organisation regarding themes of people in right quantity is referred to as a human resource planning this producer is much allegiant with the business plan of multinational organisation..

requirement and selection the producer

of inviting individual to apply for the job in an organisation is cannot as the requirement the employees now are not confident to National or local level for the requirement as all the countries of the world have come closer because of modern communication and transport system..

approaches to is IHRM

this approach intels the export of policies and practice of the home country of organisational to international location the companies with the competitive strategies of image creation frequently you such type of approach..

Personal policy

is a brieflyn force of action establishing a guide to work toward acceptable outcomes and objective personal policy constituted guide to action they furnished to general standard or basis on which decision are reached their journal lines is and Organisation values philosophy concept and principle..

characteristic of personal policy

personal policies are the statement of objective for the guidance of management in its relation with employees a policy is predetermine course of action policy are the recognise intentions of the top management and guide to the subordinate in executive of their personal policy provide journal standard or basis on which decision are taken..

development of personal policies

day to day problem formulation of personal policies and their development is the rule responsibilities of top management they are man purpose is to assist the top executive in reaching the decision in a given situation if the policy fails to suggest a solution to the problem in a new situation in maybe amended suitable or a new policy may be formality to With The arising situation..

role of personal manager

in a position of staff officer the personal manager as is the line authorities in formulating and developing the personal policies will developing the personal policy we must have in mind the needs goals and objective of the organisation..

factors in policy formulation a company

having operation in various parts of country or having Global operation must adjust its policy in such a fashion as to enable and rational manager to develop specific principal to metre requirement of this areas..

describe the content of personal policy

name of the company this includes complete historical reviewed of the development of the company and full detail regarding process in management..

selection this include source of requirement and method producer and technique for selection..

working condition

working condition such as working how I leaves rule top most authority level channels for promotions and rules regarding Suspension and retirement etc should be clearly maintain in personal policy...

Strategic management

strategic management is the process of system medical opportunity and traits related to organisation strength and weakness formulating and arriving at strategic choice through critical evolution of alternative and them implementing them to meet the set objective of the organisation..

strategic HRM

the term strategy is widely used and prepositive important in the words of the countries dictionary strategy means general ship does strategy is associated with the long term decision taken at the top of the enterprise organisation literally meaning of strategy is the art of and science of directing military force..

strategy formulation

it is concerned with making decision with regard to define the organisation Vision and Mission establishing long and short term objective to achieve the organisation and its selecting the strategy to be used in achievements organisations objective..

strategic implementation

it is considered with algaining the organisation structure system and process with the chosen strategy it in was making decision with regard to machinery strategy and Organisation structure providing organisation leadership Persian to the strategy and monitoring the effectiveness of the strategy in achieving to the organisation of active..

define strategic management human resource

.. women resource producer and programs.. human resource policies are continuing guideline on the approach and Organisation in 10 to adopt in managing its people there he present specific guideline to a child Manager on various matters concerning employment and state the issent of the organisation on different aspect of Human Resource Management such as requirement promotion competition training selection it is..