Once selection part is over, the next important part is training. Training is important in many aspects. One of them is giving an overview of tasks at hand and the systems in place to accomplish those tasks. Another aspect is it motivates a new employee to get involved in the organization so that he can become a part of the organization.
Training is an everlasting process because of constant change in the external environment. The constant training brings out constant development and evolution of the human resource.
Reward is a gesture either in kind or in cash to appreciate the output which was beyond what was expected of the employee. Reward does not necessarily need to be through a formal announcement. Sometimes even a pat on the back does wonder for the morale. The whole idea of rewarding is to recognize the extra result given by the person. Every human being loves recognition and adulation.
Performance appraisal is like regular maintenance check. Even in plants and machinery regular maintenance check helps reduce the shutdown time. Once performance appraisal has been discussed then future development needs of a particular employee can be planned. From employee’s perspective as well, performance appraisal is important as it gives her an opportunity to introspect and understand what went right and what went wrong in the year gone by.
Usually line manager or immediate boss is the best person to discuss appraisal. Chances of bias cannot be ruled out but this the most prevalent method of appraisal.
Most of the people misunderstand industrial relations with trade union activity. But this is not so. To quote Adam Smith, “I don’t trust you and you don’t trust me that is why we end up cooperating in business. Employees don’t trust employers and vice versa is also true. They live in symbiosis to satisfy each other’s needs. If handled properly industrial relations can work wonders. It paves the way for worker’s participation in management. Since they are near the ground realities so they are best suited to throw new light on certain situations. Given a chance to have their say they also feel to be part of a larger picture enhancing their self esteem.
Line Managers are pivotal in the scheme of things. They are like interlocutors between the higher management and front-line people. They are the one who give on the job training to people. They are the one who remain in the thick and thin with people.
Culture can be understood as the particular way the whole organization behaves. Let us take two contrasting examples to understand this. Visualize a dilapidated building of any government office in India. You will find beetle stained walls, people loafing around, staffs engrossed in endless talks or in afternoon siesta. The whole scene is as if they have all the leisure in this world. Visualize an office of a private bank in India. You will find neat office with well dressed and courteous staffs always eager to do the job.
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