humanresourcedevelopmentbasics-ppt-111115002605-phpapp02

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Human Resource Development

Basics

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DEFINATION

1. Human resource development is a process in which

employees of the organization are continually helped in aplanned way to :

Acquire or sharpen capabilities required to perform

various functions associated with their present or expected

future roles.

Develop their general capabilities as individuals and

discover their inner potentials for own organizational

purpose.

2. HRD involves :

ways to adjust the individuals to his job and environment

Involvement of employees in various aspects of work

Concern for enhancing capabilities of individuals


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OBJECTIVES OF HUMAN RESOURCE DEVELOPMENT : To provide comprehensive framework for the overall

development of people in organization.

Develop a constructive mind and overall personality ofeach and every person in organization. Develop capabilities of individual in relation to his present

and expected performance in future. Maintain high level of motivation for employees in

company. To develop health and self renewing capabilities of whole

organization. To generate systematic information about the human

resource for purpose of human resource planning, PAS etc.


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Essentials of human resource development :

Urge and desire on the part of human resource in

organization to find better methods of work Requisite skill, attitudes and ability in the persons engaged

in HRD.

Proper rapport between HRD team and key persons in

organization.

Removal of hurdles from organization affecting

productivity from employees.

Strengthen human resource information system to keep

continuous track of every employee in company.

HRD focuses on making employees understand new

concepts implemented in company through seminars,

lectures, role playing etc.


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IMPORTANCE OF HRD :

HRD improves the capabilities of the people by makingthem better aware of the skills required for jobperformance and by improving clarity about performancestandards.

HRD promotes organizational effectiveness. Appropriateemployees centered policies help organization achieve its

goal more efficiently. HRD helps organization in procuring the right people at

right time and making effective utilization of hired humanresource.

HRD generates lot of useful data which facilitates human

resource planning and control. HRD improves teamwork where employees will be

motivated to work together leading to friendly workatmosphere in company.


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INSTRUMENTS OR MECHANISM OF HRD : Performance appraisal : is process of assessing

performance of employee at regular interval of time. Dataobtained by PAS will be helpful in analyzing employeesperformance and design motivation technique who haveperformed as per expectation and one who are not able tomeet expectations will be going through training program.

Counseling and monitoring : is a process in whichemployees will have an interaction with counselor wherecounselor after interacting with employees tries to identifytheir problem, suggest them strategies to overcome theirproblems, thus helping them to maintain balance in their

professional and personal life. Training : is an investment in HRD process which divides

both in short and long run. The ultimate goal of training isimproving competence of employees for raising thestandards of organizational performance.


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Quality circle : is a small group f employees doing similar or

related work. These group meet regularly to identify, analyze

and solve problems to improve general relations.

Quality of work life : quality of workers condition both

working and living influence workers job satisfaction. HRD

should take proper care of employees health and well being.

Quality of working life generally promotes healthy

atmosphere of motivation and development among theemployees.

Flexibility : HRD administrative machinery must become

flexible and be able to respond quickly and effectively to

changing environment as rigid and inflexible system will notbe able to deal with changing situation.


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Objectives of training program :

Basic objective of training program is to help develop

capacities and capabilities of employees both new and old

by upgrading their skills and knowledge so that

organization could gainfully avail employees services.

Training helps existing employees in improving their levels

of job performance on their present job assignments. in

case of new employee training has its objective to providebasic skill and information required by employees in

company.

Training creates self consciousness and greater awareness

to recognize their responsibilities and contribute their bestto organization.

Main objective o training is to bring about efficiency and

effectivenesshttp://www.facebook.com/mr.fortyse

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Need and importance of training program :

Increased productivity : training program improves the

performance of employees. Increased skill and efficiency results

in better quantity and quality of production. Leading to reducedcost of operations in company.

Higher employee morale : trained worker drives happiness and

job satisfaction from his work. This gives him job security and

ego satisfaction. Improved performance of employee will be

recognized by management which leads to increased morale ofemployee.

Less supervision : trained employees are well aware about

criteria and best way by which task can be performed which

leads to minimum wastages leading to less requirement of

supervision in company.

Less wastages: untrained workers lack operative knowledge

required to perform activity on contrary trained worker will

know the art of operating machinery leading to minimum

wastages and efficient accomplishment of work .


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Easy adaptability : technological changes and

implementation of new aspects in company requires

employees to be flexible to changing situation which can be

done through proper training and development toemployees in company.

Reduced turnover and absenteeism : are mainly due to job

satisfaction. Timely training and development provided to

workers will make the work more interesting due to whichit becomes easy for company to retain workers.

Employee development : through continuous training and

development employees will be updated with latest

information which leads to employees personal as well aprofessional development.


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Benefits of training to individuals:

Helps individual employee in better decision making and

efficient problem solving.

Helps in achieving self development and self confidence

Provides information for improving leadership, attitudes,

communication skill etc.

Increased job satisfaction and recognition.

Moves person towards personal goals while improving

interactive skills.

Develops sense of growth in organization

Helps eliminate fear in attempting task.


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STEPS IN TRAINING PROCESS

Determining

trainingneeds

Establishing

trainingpolicies

Settinggoals

Methodsand

techniques

Decidingtrainingvenue

Preparingtrainingbudget

Methods ofevaluating

training


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Steps in training program :

1. Determining training needs :

a)organizational analysis : involves entire study of organizationwhich includes objectives, resource and resource allocation.

b) analysis of objective : analysis short and long term objective, alongwith strategies of company.

c) task and role analysis : is required to determine to evaluate thetraining needs of employees as per knowledge and experiencepossessed by each employee in company.

2. Establishing training policies :

companies policies play vital role in designing training program.Every organization should have well designed training program .Policies of program clarifies the responsibility of managementtowards program and guidelines to be followed by employees

during the program.


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3. Setting goals and objectives : objective of training program

refers to main motto for which training program is being

conducted in company . Operational objective : concerned

with efficiency about organizational working and outputs.Performance objective: relates to individual performance in

terms of efficiency and performance. Reaction objective:

refers to reaction of employees relating to training program in

company.

4. Preparing training budget: it is concerned with allocation of

budget for conducting training program.

5. Deciding about training venue: depends upon the type of

training to be provided to employees. Venue of training is

important as environment o program should be suitable forproviding and seeking information.


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6.Deciding on methods and technique of training program : type

of training program may vary from being job specific to

generalized in nature. Factors to be considered during

selection of method are : Depth of knowledge, nature of skills required of particular job.

Background of trainees for assessing capacities and potential

Consideration regarding cost, time, availability of trainers,

required facilities etc. Number of persons to be trained and developed

7. Determining methods of evaluating training program : main

objective of training program is to evaluate how far objectives

of training programs have been achieved. judging andmeasuring reaction of participants. Assessing and measuring

how far learning has been gainful for employees. Measuring

changes in terms of cost, quality and production.http://www.facebook.com/mr.fortyse

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DESIGNING TRAINING PROGRAM :

1.Responsibility for training : training program to be successful

requires all parties to take care of their responsibilities. Top

management should frame and authorize basic training policy.Personal department will be in charge of instruction to be given

in training program. Employee are responsible to provide their

satisfaction on training program in form of feedback.

2. Selection and motivation of trainees : selection of candidates

for training program is important as it is to be decided about

nature of employees for whom training program is aimed at,

who are set of employees if sent in for training program will

yield effective results in form of profits to company.


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3.Preparation of trainer: success of training program depends

upon the quality of trainer or instructor. Trainer should be

qualified person and he may be from within or outside the

organization. Trainer should be aware about company as wellas objective of training program

4.Training material :may include study notes, case studies, charts,

brochures. Material is prepared in training section with help of

supervisors. Material should be provided in advance totrainees which will help them to come prepared in advance for

training sessions.

5.Training period : length of training program depends upon

skills o trainees, purpose of training, and learning capacities of

trainees in company.


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6.Performance tryout : trainee is asked to do job several times

and mistakes committed by employee are communicated to

him in for of feedback.

7. Follow up : the follow up for training program is don in formof employee feedback, in which employees expresses their

level of satisfaction towards training program which helps in

quality assessment of program and rectify mistakes in content

of training program.


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METHODS OF TRAINING PROGRAM

A On job training :

1. Job instruction training: this technique was developed duringworld war two. It basically includes four steps:

a) trainees receives overview of job, its purpose and desiredoutcomes.

b) trainer demonstrates job to employee so that trainees can get

brief outlook of job.c) Trainee is asked to copy trainers demonstration, till trainee is

perfect in performing given job.

2. Coaching : involves direct personal instruction given to

employee by employer which involves process of learningwhile doing. Effectiveness of coaching depends uponeffectiveness of coach in which he is required to explainappropriate ways of doing things, state observationaccurately, offer positive alternatives etc.


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3.Mentoring : senior person in organization assumes the

responsibility for training junior employees in company. Mentor

acts as teacher, guide, counselor etc. basic objective of

mentoring is to help employee gain psychological maturity andeffectiveness integrated with organization.

4.Position rotation: refers to broadening knowledge horizon of

employees in company. Employees movement in terms my be

confined within his department or outside department. Thismethod helps employees to get in touch with work procedure in

various department which makes him versatile person and

quite flexible to adjust to changes. It also helps employees to

maintain good relation with employee in company.


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OFF JOB TRAINING :

1. Vestibule training : in this type of training, a training center is

set up and actual job conditions are duplicated or simulated

in it. Trainers are employed to provide training with the helpof equipment and machines which are identical to that of

workplace. These method of training is used when number of

employees to be trained are more in number.

2. Classroom training : is traditional way of education whichplaces the trainee in a classroom. Training may take place

within the premises of organization or at selected sites. Main

aim of classroom training is to take employee away from

work scenario which provides him scope to mingle with

subordinates from similar position.


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3.Internship training :in this method educational institution and

company have tie up with each other where candidates during

their internship program are allowed to work in organization

where they get to have practical exposure towards taskperformance at workplace.

4. Conference : in this method employees are called in together

where they are required to have discussion on problem given

to them by which they find in effective strategies to findsolution to situation. Problem given during the training is

related to real work situation.

5. Role playing : is a method of human interactions that involves

realistic behavior in imaginary situation. The situation given to

employees are related to their job when employees place

themselves in different characters they get an brief idea about

kind of behavior to be expressed as per demand of situation.


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Criteria for evaluation of training program

1. Reaction : refers to evaluation of trainees reaction toprogram. Which includes questions relating to what were thegoals of program ?, did you achieve them ? Etc.

2. Learning : refers to skill, Knowledge, information gained byemployee through means of training and developmentprogram. In this step we get to evaluate efficiency of trainerand candidates who attended training program.

3. Job behavior : it focus on difference in job behavior ofemployee before and after training program.

4. Organization :it tries to measure effect of training program interms of increased profitability and profit generated incompany.

5. Ultimate value : it is measurement of total investment madein training program and output generated in terms ofincreased productivity, skill enhancement of employee incompany.


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Techniques for evaluating training program

Experimental and control groups : in this method employees

are divided into two groups one group of employees are sent in

for training program and other group of employees do notreceive training program. Then evaluation is done by comparing

performance of two group what is difference between quality of

work delivered by group attended training program and one

who have not attended the same.

Time series analysis : series of measurement are taken before

the programme begins and continues during and after the

program is completed. The results obtained are plotted on a

graph to determine whether changes have occurred and remain

as result of the training effort.


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Questionnaires and structured interview : interview with

immediate supervisor of trainees are taken into consideration

as evaluation criteria. In this method questionnaire is given to

trainees who have attended training program and are asked torate the trainers according to quality of training give by them.

Cost benefit analysis : in this method benefit of training

program is evaluated by comparing the investment made on

training program and output generated by the same.


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Principles of training :

training objectives : objectives of training helps in planning

strategy for training program. Specific objectives of program

provide guidelines or roadmap to proceed further withprogram.

Individual consideration : people differ in terms of their

thinking, personality, capability of understanding. Training

program should take all employee needs into considerationand design the training program.

Motivation to trainees : training program cannot be successful

without interest of employees attending training program.

Therefore employees should be motivated to attend training

program by mentioning them advantages of the same.


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Use of previous training program : data of previous trainingprogram acts as basis for planning present training program.Mistakes occurred in previous training program will help tocome up with strategies to avoid repetition of same mistakes.

Suitable organizational conditions : venue of training programis first aspects to be taken into consideration in which place oftraining program should be free from disturbance wheregiving and receiving information should be easier. Company

should not be going through violent situation such as strikes,lockouts etc.

Preparing the instructor: instructor is one of the key factorresponsible for success of training program as learning ofemployees depends on quality and method of training adopted

by trainer. Feedback : should be taken from employees relating to their

satisfaction towards the training program and even employeesshould be given feedback about variation in their performanceafter attending training program. http://www.facebook.com/mr.fortyse

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Promotion is the transfer of an employee to a job that pays

more money or that enjoys some preferred status.

Promotion is the advancement of an employee to a better job

better in terms of greater responsibilities, more prestige orstatus, greater skill, increased rate of pay or salary.

Promotion involves change from one job to another that is

better in terms of status and responsibility.


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Purpose of promotion :

To put the employee in position where he will be of a greater

value to the company.

To develop competitive spiritin the employees to acquire skilland knowledge required by higher level jobs.

To develop internal source of employee ready to take jobs at

higher levels in organization.

To promote employee self developmentand make them awaittheir turn promotions.

To promote employee interest in training and development

programs in team development areas.

To build loyalty among employees and boost up employees

morale.

To reward committed and deserving employees.


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PRINCIPLES OF PROMOTION :

Promotion policy should be in writing and must be understood

by all employees to avoid any suspicion regarding line of

promotion in minds of employee. Promotion policy should lay down percentage of vacancies in

higher levels of hierarchy are to be filled up by promotion.

Promotion policy should mention the basis of promotion

seniority or merit. Job analysis decides about position of job and their relationship

to other position. It should be charted to provide clear

recognition of natural movement from one job to another.

Promotion programs should be allied to training program

which enables employees to improve themselves for

promotions.

Vacancy or would be vacancy should be notified to employees

in advance. http://www.facebook.com/mr.fortyseven


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BASIS OF PROMOTION :

Seniority based promotion : seniority means length of

recognized service in organization. If seniority is adopted as

basis for promotion, senior most person in the lower grade willbe promoted as and when there is opening in higher position in

company. The logic behind considering seniority as bass of

promotion is that there is a positive correlation between the

length of service in the same job and the amount of knowledgeand level of skill acquired y an employee in organization.

Advantages

It is easy to measure the length of service and to judge seniority.

Employees trust this method as there is no scope for favoritism

Minimizes the scope for grievance and conflict


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Merit based promotion : merit means ability to work. It

denotes individual employees skill, knowledge, ability as

measured from educational, training and past employment

record. If merit is adopted as basis of promotion the most ableperson in the lower grade, no matter he is junior most in the

company shall be promoted. It encourages all employees to

improve their efficiency. Analysis of employees promotion is

determined by his job performance and productivity generated

by employee in company.

Advantages :

Skills of employees can be better utilized at higher level

Competent employees are motivated as promotion is related to

their performance.

This system encourages employees to acquire more skills by

implementing effective promotion system.


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Disadvantages

promotion strategy may be influenced by trade union

members in company.

Techniques of merit measurement are subjective

Merit does not hold good as sole criteria for the process of

promotion.

Seniority cum merit basis

To over come problem of seniority and merit based promotioncompany brought a blended method of promotion which

includes both criteria for promotion. Company focus on merit

based promotion as it focuses on enhancing organizational

effectiveness on contrary trade union prefer seniority basedpromotion to protect employee interest in company. Balanced

promotion approach will hold good for both parties in

company.http://www.facebook.com/mr.fortyse

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Transfer involves shifting the employee from one job to

another job without special reference to changing

responsibility or compensation. Transfer may involve

promotion, demotion or no change in status and responsibility. Purpose of transfer

To meet the organizational requirement : organization may

require shifting of employees from one department to other

department or to different branches of company. This is donein company to meet the timely requirements of organization

relating to production, accomplishment of assignment etc.

To meet employee request : transfer may be given to employee

at their personal interest if employee himself is willing to work

in different department or if employee wants to shift to his

home town which will help him in career development.


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To ensure effective utilization of human resource :if employees

performance is not satisfactory in his department,

management may feel that if same employee is transferred

may perform better in other department, this may prove to beone of reasons for transfer in company.

To make employee versatile : employees may be shifted from

one job to other to give him basic framework of various task

performed in company which will lead to knowledge

enhancement of employee in company.

To adjust to workforce :employees may be transferred from

department where there is less work load to department

where work load is minimum to make employee to get

adjusted to changing situation.


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To reduce conflicts in company : where employees find it

difficult to adjust in department may be transferred to other

department they are comfortable working.

To penalize employees : transfer may be part of disciplinaryaction taken against employee due to his undesirable behavior

in company.

To maintain tenure system : refers to transfers take place in

company to comply with organizational requirement and tofollow rules and regulations set in company.

To accommodate family related issues : family related issues

refers to ailment of family members, request for transfer

among ladies relating to marriage issues etc.


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Types of transfer :

On basis of purpose :

1. replacement transfer : refers to transfer of senior employee

to replace junior employee or new employee in company.These kinds of transfer may be temporary in nature to utilize

experience of senior employee in company.

2. production transfer : these types of transfers are done in

the company to meet production requirement , that is tobalance shortage or surplus of employee in company.

3. versatility transfer : major focus of these type of transfer is

to make employee competent in company. Employee is

transferred to different departments in company to make

him accustomed to activities performed in various

department.


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Shift transfers : when units in organization are runs in shift,

employees are transferred from one shift to another shift in similar

jobs or employees in some concern may be permanently appointed

to one shift during the time of recruitment.

Remedial transfer : are done in the organization at request of

employees where initial placement of employee may not be

effective to correct same employee may be replaced in company.

Precautionary transfer : these transfer are made as precautionary

measure to avoid misuse of office funds by employees in company. Transfer on basis of unit :

Sectional transfer :these transfers are made within the department

from one section to other. Main purpose of transfer is to make

workers get accustomed to various activities in department.

Departmental transfer : theses transfers are done between

departments where nature of work is similar.

Inter plant transfers : if there are more then one plant running

under same management, transfers are made between plants are

known as inter plant transfer.


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Transfer policy :

Transfer policy must be in writing and should be known to

all employees in company. Policy must clearly mention reason and circumstance of

transfer.

Basis for the transfer should be clearly mentioned in

policy.

Effect of transfer on pay and seniority of employee should

be clarified

Nature of transfer should be mentioned weather it is

temporary or permanent in nature.

Transfer implemented in company should be profitable to

employees as well as company.


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Demotion : is shift to position in which responsibilities aredecreased aw well as employees privilege are decreased.

Causes of demotion :

Inadequacy on part of employees to perform job.

Demotion may be result of staff reduction in company.

Demotion is one of disciplinary measure taken in company.

Demotion also take place due to faulty placement of employee incompany.

Demotion policy : a clear list of rules along with punishable offences should be made

available to all employees in company.

Violation of rule should be investigated by competent employee incompany.

Reasons for demotion should be clearly mentioned to employees incompany.

There should be consistent treatment for employees committingmistakes in company.

Scope should be give for review of demotion practices in company.http://www.facebook.com/mr.fortyse

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Career planning is continuous process of developing human

resource for achieving optimum results.

Objectives of career planning :

To offer career to employees in company so that attracting andretaining employee in company becomes an easy process.

To ensure effective utilization of human resource in company.

Effective career planning is directed towards employee

motivation which in turn leads to increased productivity incompany.

To reduce employee turnover.

To meet immediate and future requirement of human resource

in company.


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S i i di id l l i


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Steps in individual career planning :

1. preparing personal profile : in this step individual isrequired to prepare personal profile which includes hisabilities in terms of task accomplishment and his careerobjectives in terms of future prospectus.

2.Formulating personal and professional goals : individual hasto plan for both professional as well as personal goals.Personal goals of individual directs him to choose area of his

interest and professional goals direct him to enhance hisperformance at work place.

3. analyzing environment effect : career planning involvesanalyzing of environment which includes assessing internal aswell as external environment of organization to know level of

competition and opportunities available in market. 4. analyzing of strength and weakness : strength and weakness

of person should be compared with the job requirement andjob opportunities available in job market.


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5. develop alternatives : career planning requires development

of alternatives. Alternatives are assessed in view of

environment and job opportunities available.

6. developing contingency plans : career plans are developed inenvironment of uncertainty. Contingency plans should be

formulated for facing uncertain future situations.

7. monitoring career plans : career plans should be monitored

to find if it is as per the assumptions or not. It should beflexible in nature to adjust to changing situation.


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Benefits of career planning :

Helps individual to discover his talents, needs and motives.

Helps individual to assess his future position in organization.

Provides individual to get optimum return on personalinvestment.

It builds sense of belongingness between the employees and

management in company.

Helps individual need to retain sense of control over hispersonal destiny.

It makes implementation process easier in organization.

It helps in reducing turnover and absents in company.

Helps in ensuring proper supply of efficient labour forcompany.

Helps in effective utilization of human resource in company.

It significantly contributes to cost reduction in company.http://www.facebook.com/mr.fortyse

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Steps in effective career planning and development

1. support from top management : career planning to be

successful in organization requires consistent support from

top management in company. 2. clear cut goals : corporate goals must be clearly laid down

to specifically direct effort of department to common goal

attainment.

3. rewards for performance : efficient performance ofemployers and employees in company should be rewarded to

motivate them for effective performance in future.

4. proper placement : efforts should be made to place

employee in area of their interest following principle of rightperson at right job.


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5. career paths : career path refers to area of specialization or

department in which employee will be placed in company

should be mentioned to employees in advance.

6. continuous basis : career planning should be carried oncontinuous basis in organization to ensure effective career

development of employees in company.

7. awareness : employees should be made aware about career

opportunities available to employees in company.


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External mobility or exit from organization takes place in two

forms one depending upon the decision of company and

another one is depending upon the willingness of employee in

company. From organization point of view employee exit maytake place due to transfer, dismissal of employee and from

employee perspective it may be due to retirement or career

development decision in company.

Absenteeism : is the total man shifts lost because of absenceas a percentage of the total man shifts scheduled to work.


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F t f b t i


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Features of absenteeism :

Absenteeism is lowest on pay day and highest after pay day in

company.

The percentage of absenteeism is generally higher in highshifts than in day shifts.

Rate of absenteeism varies among the department depending

upon nature of work in company.

Absenteeism is higher in department where supervisors arework oriented.


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C f b t i


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Causes of absenteeism :

Maladjustment at workplace : when workers find it difficult to

adjust to work environment prevailing in company or go

through disturbed relation problem in company in suchsituation employees tend to remain absent in company.

Unhealthy working conditions : if the company is not

maintaining hygiene at work place then employees tend to

remain absent in organization. Social and religious ceremonies :family and social function

divert attention of workers in company as workers give more

preference to attending these function compare to being

present at workplace.

Industrial fatigue : to earn more wages workers prefer doing

overtime, work under high speed incentive plan which leads to

physical strain to workers leading to absenteeism due to ill

health. http://www.facebook.com/mr.fortyseven

I d t lf f iliti l k f d t f iliti h


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Inadequate welfare facilities : lack of adequate facilities such as

drinking water, sanitation, canteen may prove to be one of

reason for employees to remain absent in company.

Alcoholism : is a very common problem found among theworkers. Due to such and other habits employees tend to

remain absent due to drowsy state of mind in company.

inadequate leave facility : when employees get minimum leave

to address to family problems, employees remain absent inorganization.

Age : can be one reason for employees to remain absent in

company as aged people get exhausted quickly compare to

middle aged and young people in company.

Management systems : when employees are treated as mere

tools in organization without giving importance to employees

efforts in company, workers remain absent in company.


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Classification of absenteeism :


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Classification of absenteeism :

Entrepreneurs : are those absentees who consider job to be smallfor their career development. They engage themselves in varioustypes of social and professional activities to focus on their monetary

and career development in company. Status seekers : reason for these people is due to discrepancy

between desired and current status. Work, job and money areimportant to them as they are directed towards increasing employeestatus in company.

Epicureans : theses kind of people are vague in terms of their goalsdue to which they involve themselves into activities which strainthem compared to career development in their professional life.

Family oriented people : these people remain absent in companydue to imbalance in their personal and professional life. They lay

more focus on family issues due to which they are not able toallocate proper time to work in organization.

Sick and old employees : these employees remain absent due to illhealth in company.


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P i f id h ld b k


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Prevention of accidents : proper care should be taken to

ensure workers safety in company by timely maintenance of

machines, directing workers in advance about operation in

company etc which increases employees security at workplace directing towards reduced absenteeism in company.

Liberal grant of leave : employees should be granted leave in

critical situation which will reduce workers attitude to remain

absent without prior information. Cordial relation at work : strained relation between employees

and supervisors in company may create unwillingness among

workers to be regular in company. Maintenance of cordial

relation can be effective measure to reduce absenteeism in

company.


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Maintaining discipline : effective implementation of rules and


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Maintaining discipline : effective implementation of rules and

regulations, appropriate procedure for all activities in company

will help in bringing proper discipline in company.

Incentives : cash prizes, bonus, and promotion foe employeeswill encourage workers to be regular at workplace.

Effective supervision : supervisors can reduce absenteeism by

earning confidence and commitment of workers by

maintaining better relationship with employees in company.

Calculation of absenteeism :

Absenteeism rate = number of man days lost * 100

man days worked + man days lost


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Employee attrition refers to number of employees leaving


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Employee attrition refers to number of employees leaving

organization for career development or lack of job satisfaction in

company.

Reasons of attrition in company :

employees leave organization due to stagnant growth and lack of

career opportunities in company.

Violent or non supportive organizational culture will lead to

increased employee attrition in company.

Lack of required infrastructure facilities can be one of reason forattrition in company.

Disturbed relation between employees and supervisors in company

prove to be one of reason for employees absenteeism in company.

Attrition rate = number of employees leaving

company * 100

number of employees working in

companyhttp://www.facebook.com/mr.fortyse

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Strategies for employee retention in company :


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Strategies for employee retention in company :

Fostering culture of management concern :refers to regular

knowledge up gradation of employee in company in form of

training and development and implement effectiveorganizational culture directing towards management and

employee development in company.

Providing relevant training : content of training program

should be designed in manner which will hold good for

present as well as long run in company.

Permitting job enlargement : refers to broaden horizons of

employee jobs without confining their activities to companies

set of rules and regulations.


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Walking the talk : employee welfare plan should not be limited


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Walking the talk : employee welfare plan should not be limited

to planning process but same should be carried step ahead in

terms of implementing plan in company.

Rewarding managers : managers in company should berewarded in company for effective employee management and

delivering effective training for employees in company.

Strengthening the management : is possible only when

inefficient employees are not entertained in company.


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Employee separations : occur when employees cease to be members of an


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p y p p yorganization.

Resignation : employee may decide to quit organization voluntarily onpersonal or personal basis grounds such as getting a better job, changingcareers etc these can be for employee resignation in company.

retirement :occurs at end of employees career in

company. Retirement results in certain benefits to employee in form ofbenefit to employees in company.

Lay off :removal of employees from payroll of organization due to reasonsbeyond control of an employer. Implementation of new technology reduces

complexity of work reducing the requirement of workforce in company. Retrenchment : is permanent termination of employee services due to

economic reasons such as surplus of staff, poor demand for products,general economic slow down winding up of business etc.

Rightsizing means reducing the size of workforce or increasing it tomaintain employee strength at desired level. Right sizing meansdownsizing employees strength through planned elimination of jobs.


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V l t ti f t l i t f


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Voluntary separation refers to employee moving out of

organization with his own wish for reasons such as career

development, lack of job satisfaction etc.

Involuntary separation refers to removal of employee fromwork place due to poor performance in company. Employee in

this situation is not willing to quit job ,but is compelled to do so

as employee is not able to perform as per company

expectations. These problems in company can be overcome by effective

utilization of employee.

Effective manpower planning in company

Proper placement of employees in company.


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THANK YOU


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