Career planning is the responsibility of the employee. Of course, the organisation has to provide opportunities for development of the employees and their careers to meet the requirements of the organisation. This means assisting the employees to achieve a better match between personal goals and the opportunities that are available in the organisation. Career Planning refers to the process of [...]
Collective Bargaining is the process whereby workers organize collectively and bargain with employers regarding the workplace. In various national labour and employment law contexts collective bargaining takes on a more specific legal meaning. In a broad sense, however, it is the coming together of workers to negotiate their employment. Collective bargaining is specifically an industrial relations mechanism or tool, and [...]
The grievance handling is a device by which grievances are settled, generally to the satisfaction of the trade unions, employees and the management. This procedure is essential for the promotion and maintenance of good labour-management relations and a high degree of efficiency in the undertaking. Good grievance redressal machinery is also essential for high morale of workers and maintaining a [...]
Counselling has been defined as a process which takes place in one-to-one relationship between an individual beset by problems with he cannot cope alone and a professional worker whose training and experience have qualified him to help other reach solutions to various types of personal difficulties. Counselling refers to the provision of professional assistance and guidance (by the organization) in [...]
Job description is descriptive in nature. It defines the purpose and scope of a job. It is prepared on the basis of information collected by job analysis. Job description is a written summary of the basic tasks, associated with a particular job. It describe an employee's qualification its performance on job and even its temporary assignment. It also clarify work [...]
Employee Morale is an indicator of attitudes of employees towards their jobs, superiors and environment. It is the sum total of employee's attitudes, feelings arid sentiments towards these variables. Employee Morale is a by-product of motivation and group relationship in the organisation. It is a mental process which once started permeates in the entire group creating a mood which results [...]
Quality circle is an aid to HRA. Quality circle is defined as a small group of people engaged in similar work who meet voluntarily on regular basis under the leadership of their supervisors to identity and discuss their work problems, analyse the causes thereof and recommend the solutions to superiors and to implement the solutions themselves. According to Wendell L. [...]
Incentives may broadly be classified into monetary or non-monetary. Monetary incentives have an important contribution to make within the total motivation pattern. They provide extra-financial motivation, by rewarding the worker over and above his regular remuneration tor performing more than the targeted work. Some of the financial motivations are overtime wages, higher basic wages, incentive bonus, merit increments, suggestion rewards, [...]
Quality of Work Life (QWL) has been defined as the quality of relationship between employees and the total work environment. As employees spend most of the time at their work place, so it should yield greater job satisfaction for them by making them eager to come to work every day. Walton defines QWL as - "a process by which an [...]
Performance management is a way of systematically managing all such people for innovation, goal focus, productivity and satisfaction- it is a goal-congruent win-win plan. Performance management's main aim is to ensure success for all managees - and all task teams- who believe in its approach, and implement it with sincerity and commitment. The managees' success must reflect in the organizations [...]