Bachelors In Business Management - For BBA, BBS students and self learners. (TU, NEPAL)

Advanatages of team building: Team Building activities improve the relations and strengthen the bond among the employees. Every one strives hard to achieve a common goal. Please refer to Michael’s example once again. His team members had the liberty to write to him anytime or freely discuss issues with him. There was never a misunderstanding among the team members as everyone knew what the other person was up-to. Team Building activities also reduce the chances of confusions, misunderstandings and in a way making the communication effective. Individual is very clear about his goals and objectives and what exactly is expected from him. Team Building exercises also increase the trust factor among the employees. If you are sitting next to a driver, whom you don’t trust, you will always feel uncomfortable and will never be able to enjoy the ride. If you don’t trust your teacher, you can never learn anything from him. You need to trust people. Don’t always assume that yo...

SOCIALIZATION After studying this chapter, students should be able to understand the following: A. Explain Socialization B. Describe Training C. Identify Development D. Understand Training and Development Trends E. Evaluate the Recruitment Process LESSON OVERVIEW Today we will be discussing the orientation or the socialization process that acclimatizes the new hires to the organization. We will discuss in detail that who is responsible for conducting this process and the stages of the socialization process. Further we will also have overview of the training and development process. A. Socialization In order to reduce the anxiety that new employees may experience, attempts should be made to integrate the person into the informal organization. The initial T&D effort designed for employees is Socialization, the guided adjustment of new employees to the company, the job, and the work group. I. Purposes of Socialization Socialization formats are unique to each firm. However...

- Job analysis techniques.  1. They are concerned with tasks that make up various jobs they are industrial engineering-oriented. The important techniques are A. Functional job analysis:  Functional Job Analysis (FJA) was used by U.S. Employment Service job analysts to classify jobs for the DOT (Fine & Wiley, 1971). The most recent version of FJA uses seven scales to describe what workers do in jobs: (1) Things, (2) Data, (3) People, (4) Worker Instructions, (5) Reasoning, (6) Math, and (7) Language. B. Job Element Method? This method of Job Analysis, developed by Ernest Primoff, is a worker oriented method and is used primarily with lesser skilled workers and industrial occupations. This method, like the Critical Incident Technique, focuses on satisfactory workers. This method attempts to identify the characteristics of satisfactory workers ( job elements ). Once identified, these elements are used to develop appropriate selection tests. The steps to perform a Job El...

- Job specification. Job specification is a statement of employee characteristics and qualifications required for satisfactory performance of defined duties and tasks comprising a specific job or function. Job specification is derived from job analysis. While the job description describes activities to be done, it is job specifications that list the knowledge, skills, and abilities an individual needs to perform a job satisfactorily. Knowledge, skills, and abilities (KSAs) include education, experience, work skill requirements, personal abilities, and mental and physical requirements.Job specifications for a data entry operator might include a required educational level, a certain number of months of experience, a typing ability of 60 words per minute, a high degree of visual concentration, and abilityto work under time pressure. It is important to note that accurate job specifications identify what KSAs a person needs to do the job, not necessarily what qualifications the current ...

- Job Evaluation. Job Evaluation involves determination of relative worth of each job for the purpose of establishing wage and salary differentials. Relative worth is determined mainly on the basis of Job Description and Job Specification only. Job Evaluation helps to determine wages and salarygrades for all jobs. Employees need to be compensated depending on the grades of jobs they perform. Remuneration must be based on the relative worth of each job. Ignoring this basic principle results in inequitable compensation and attendant ill effects on employees’ morale. A perception of inequity is a sure way of De-motivating an employee.

- Job Description. Job Description is a broad and written statement of a specific job in the organisation, based on the findings of a the job analysis. Job Description generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the title of the job, and the name or designation of the person to whom the employee will reports. Job description usually forms the basis of job specification.

- Approaches to HR- Planning HR- planning is the process of determining an organization's human resource needs. It has three approaches. They are: quantitative approach, qualitative approach, and mixed approach. Quantitative approach This is traditional approach. It is management-driven approach. It is also known as top-down approach and hard approach. As name implies, it gives focus on required numbers of employees rather than personal aspect of individual. Quantitative approach of HR- planning is foundation of Human Resource Management Information System (HRMIS), Demand Forecasting Technique (DFT), and Work Study Technique (WST). HRMIS: Human resource management information system gives information about name, post, qualification, experience, remuneration and allowance, performance and updated human resource inventory. Computerized HRMIS facilitates in formulation of HR- planning. DFT: Trend analysis, mathematical models, economic model, Markov analysis, etc. are maj...

Human Resource Planning For Productivity Introduction Planning provides direction, reduces uncertainty, and minimizes waste and sets standards. No activities can be done without planning. Here we are going to discuss on human resource planning not only planning. HR-planning is the entry point of human resource management. It is concerned with determining human resource requirements, job analysis, recruitment, selection and socialization. HR- planning is also called ‘Personnel planning’, ‘Employment planning’, and ‘Manpower planning’. HR- planning is the process of determining an organization's human resource needs. It is important factor in human resource management programs because it ensures the right person at right place, at right time. It helps the organization to achieve overall strategic objective. HR- planning is the process of assessing the organization's human resource needs in light of organizational goals and making plans to ensure that a competent, stable work...