netrashetty
Netra Shetty
Allergan, Inc., is a global specialty pharmaceutical company. Their product ranges include ophthalmic pharmaceuticals, dermatology products, and neurological products.
At the heart of any effective selection system is an understanding of what characteristics are essential for high performance. In order to help the organization in choosing the best applicant, the information obtained from the job analysis is used in creating a job specification. The job specification sets the criteria or the knowledge, skills and abilities that an applicant must posses in order to fulfill the job successfully. The selection criteria of the company are the following:
1. Education – the educational attainments of the applicants are assessed in order to identify the individuals that posses the right abilities and attitudes.
2. Experience – experience is another criterion that the company uses in the selection process. Experience refers to the amount of time individual spent working, either in a general capacity or in a particular field of study. Experience is presumably an indicator of an individual’s familiarity with work, his or her ability to work, and a surrogate measure of a person’s competencies as an employee.
3. Skills and Abilities – skills and abilities are another set of selection criteria. Skills and abilities relate more precisely than do experience or education to the specific qualifications and capabilities of an individual to perform a specific job.
4. Personal Characteristics – personal characteristics reflect the individual’s personality and may be in certain kinds of job.
High Air can use different selection tools in order to ensure that the section process is effective and fair.
In addition to the organization’s current selection method, which is job interview several selection methods can be used to add to the effectiveness, reliability and validity of the selection process.
1. Reference and Background Verification
Reference checking, which involves collecting information from applicant’s previous employers provides a potentially useful means of assessment. Reference checks serves two important purposes. One is to verify information provided by applicants to ensure that they have not fabricated their qualifications and past work histories. Reference checks also provide information about applicants that might predict job performances (Sims 2002).
2. Employment or Ability Tests
Employment and ability tests can also be used by the organization in order to make its selection process more effective. An employment test is a device for measuring characteristics of an individual to include factors such as personality, verbal and quantitative skills, intelligence, o aptitude. Such tests are generally administered before the final stage of interviewing. The testing of applicants offers two advantages: test results seem to be objective and free from personal bias, and they are usually expresses numerically so that they lend themselves to statistical analyses and thus can be validated (Sims 2002)
Work-Life Balance
Work-Life balance has never been more important. Different factors led to the growth of work-life balance arrangements. In the case of High Air, geographic restrictions have caused the company to require employees to come earlier to work. On the one hand, this is advantageous but on the other hand, this is also a potential source of stress and dissatisfaction. The company needs to come up with more accommodating arrangements which will allow the employees to balance their responsibilities at work and their responsibilities at home and their persona lives.
Proponents of strategic HR management generated tremendous interest on the subject. Some large organizations had implemented it. In contrast, some lament the ineffectual efforts by many organizations in implementing the system.Strategic human resource management is not going to disappear. This is so as long as people continue to run organizations of whatever size and for whatever purpose. It is very certain that people will continue to play pivotal roles.
As the world of business becomes more complex and challenging, strategic human resource management will continue to grow in importance in the success story of organizations.
Importance of SHRM
The organization's "ends" is its financial success. Human resource strategy is one of the means to attain this. Organizations have always tried to comply with legal obligations in the course of carrying out their business activities. Also, finance and technology are important assets. But people are required to make effective and efficient use of them.
In non-profit organizations, the end is to provide the specified services to the intended group or groups in the most cost-effective way, in the most satisfactory manner, and serving the majority of the target groups.
Effective development and implementation of an HR strategy requires HR professionals who are conversant in finance, negotiation, change management, and the overall operations of the organization.
An HR strategic plan aligns the HR function to the corporate plan. Good knowledge about the organization, its objectives, systems and processes, can assist HR people in doing this task well.
You shall experience a tremendous growth if you are aspiring for a career in human resource. A couple of years of experience is required to reach the managerial post. A bachelor's degree in Management is the eligibility criterion to become a part of the human resource team. Specialization in human resource management is preferred to step up the ladder. The characteristics traits of an HR manager are:
* Must possess leadership qualities.
* Should have excellent communication skills.
* Must have the ability to think and take decisions.
* Must be a team player and should be self motivated.
* Should possess negotiation skills.
* Must have the capability to initiate.
* Should possess strong presentation skills.
Employee training is the planned effort of an organization to help employees learn the job related behaviours and skills they will need to do their job properly. It is a set of planned activities that the organization will have their employees complete in order to increase their job knowledge and skills and to have them get accustomed to the attitudes and social atmosphere of the company. It will help the employee to be familiar with the goals of the organization and the job requirements.
There are typical steps that go into a training program. These are outlined below.
1) Conduct Needs Assessment:
A need is described as a "gap" between what is currently known and what will be needed now and in the future. These gaps in knowledge could be between what an organization expects to happen and what actually does, how employees are performing on the job and how the organization desires them to perform, and existing skills and desired skill level.
In order to conduct an assessment there are some analyses that must be done.
* An organizational analyses determines the effectiveness of an organization, where training is needed and under what conditions the training will be conducted.
* A task analysis is used to provide data about a job or group of jobs, and the knowledge, skills, attitudes and abilities that are needed to achieve optimum performance. This information can come rom job descriptions, task analyses, employee questionnaires and interviews, performance evaluation, and observation of the workplace.
* Finally - person analysis analyses how well an individual employee is doing their job and determines which specific employees need training and what kind of training. The methods of this kind of analysis include employee questionnaires and interviews, performance evaluation, skill and knowledge testing and the observation of behaviour and results.
2) Implement Training Methods:
Now that the analysis has been done, the training method needs to be chosen. The two most frequently used training methods include:
* Lecture: Lecture involves one-way communication, from instructor to learner - the learner is passive in the process.
* On-the-job-training: This method involves such methods as apprenticeship and mentoring, where the employee is actively engaged in the type of work they will later be doing on their own.
* Programmed instruction: This is a form of instruction that is pre-programmed and then delivered methodologically to an individual. This form of instruction is self-paced - the employee determines how fast they will learn and complete the steps and it is often completed more quickly than group training. It can be delivered via a computer and can be costly to prepare.
* Simulations: This sort of training involves an employee being placed into a simulated situation of what may occur in real on-the-job situations. Techniques include: Case studies where trainees analyze a problem outlined in a report and offer solutions; role playing where simulated roles are acted out; and behavioural modelling where trainees observe proper work behaviour and then role play it.Part of the implementation of the training is making sure that the training is actually teaching the employees the skills they will need - this is known as the Transfer of Training. A more technical definition is: the extent to which the knowledge, skills or attitudes learned in the training will be used or applied on the job. There are ways to increase the probability of what employees are being trained will really relate to their actual job behaviour. To do this, one can maximize the similarity between the training situation and the job situation, provide a variety of examples when teaching skills and reward trained behaviours and ideas on the job.
At the heart of any effective selection system is an understanding of what characteristics are essential for high performance. In order to help the organization in choosing the best applicant, the information obtained from the job analysis is used in creating a job specification. The job specification sets the criteria or the knowledge, skills and abilities that an applicant must posses in order to fulfill the job successfully. The selection criteria of the company are the following:
1. Education – the educational attainments of the applicants are assessed in order to identify the individuals that posses the right abilities and attitudes.
2. Experience – experience is another criterion that the company uses in the selection process. Experience refers to the amount of time individual spent working, either in a general capacity or in a particular field of study. Experience is presumably an indicator of an individual’s familiarity with work, his or her ability to work, and a surrogate measure of a person’s competencies as an employee.
3. Skills and Abilities – skills and abilities are another set of selection criteria. Skills and abilities relate more precisely than do experience or education to the specific qualifications and capabilities of an individual to perform a specific job.
4. Personal Characteristics – personal characteristics reflect the individual’s personality and may be in certain kinds of job.
High Air can use different selection tools in order to ensure that the section process is effective and fair.
In addition to the organization’s current selection method, which is job interview several selection methods can be used to add to the effectiveness, reliability and validity of the selection process.
1. Reference and Background Verification
Reference checking, which involves collecting information from applicant’s previous employers provides a potentially useful means of assessment. Reference checks serves two important purposes. One is to verify information provided by applicants to ensure that they have not fabricated their qualifications and past work histories. Reference checks also provide information about applicants that might predict job performances (Sims 2002).
2. Employment or Ability Tests
Employment and ability tests can also be used by the organization in order to make its selection process more effective. An employment test is a device for measuring characteristics of an individual to include factors such as personality, verbal and quantitative skills, intelligence, o aptitude. Such tests are generally administered before the final stage of interviewing. The testing of applicants offers two advantages: test results seem to be objective and free from personal bias, and they are usually expresses numerically so that they lend themselves to statistical analyses and thus can be validated (Sims 2002)
Work-Life Balance
Work-Life balance has never been more important. Different factors led to the growth of work-life balance arrangements. In the case of High Air, geographic restrictions have caused the company to require employees to come earlier to work. On the one hand, this is advantageous but on the other hand, this is also a potential source of stress and dissatisfaction. The company needs to come up with more accommodating arrangements which will allow the employees to balance their responsibilities at work and their responsibilities at home and their persona lives.
Proponents of strategic HR management generated tremendous interest on the subject. Some large organizations had implemented it. In contrast, some lament the ineffectual efforts by many organizations in implementing the system.Strategic human resource management is not going to disappear. This is so as long as people continue to run organizations of whatever size and for whatever purpose. It is very certain that people will continue to play pivotal roles.
As the world of business becomes more complex and challenging, strategic human resource management will continue to grow in importance in the success story of organizations.
Importance of SHRM
The organization's "ends" is its financial success. Human resource strategy is one of the means to attain this. Organizations have always tried to comply with legal obligations in the course of carrying out their business activities. Also, finance and technology are important assets. But people are required to make effective and efficient use of them.
In non-profit organizations, the end is to provide the specified services to the intended group or groups in the most cost-effective way, in the most satisfactory manner, and serving the majority of the target groups.
Effective development and implementation of an HR strategy requires HR professionals who are conversant in finance, negotiation, change management, and the overall operations of the organization.
An HR strategic plan aligns the HR function to the corporate plan. Good knowledge about the organization, its objectives, systems and processes, can assist HR people in doing this task well.
You shall experience a tremendous growth if you are aspiring for a career in human resource. A couple of years of experience is required to reach the managerial post. A bachelor's degree in Management is the eligibility criterion to become a part of the human resource team. Specialization in human resource management is preferred to step up the ladder. The characteristics traits of an HR manager are:
* Must possess leadership qualities.
* Should have excellent communication skills.
* Must have the ability to think and take decisions.
* Must be a team player and should be self motivated.
* Should possess negotiation skills.
* Must have the capability to initiate.
* Should possess strong presentation skills.
Employee training is the planned effort of an organization to help employees learn the job related behaviours and skills they will need to do their job properly. It is a set of planned activities that the organization will have their employees complete in order to increase their job knowledge and skills and to have them get accustomed to the attitudes and social atmosphere of the company. It will help the employee to be familiar with the goals of the organization and the job requirements.
There are typical steps that go into a training program. These are outlined below.
1) Conduct Needs Assessment:
A need is described as a "gap" between what is currently known and what will be needed now and in the future. These gaps in knowledge could be between what an organization expects to happen and what actually does, how employees are performing on the job and how the organization desires them to perform, and existing skills and desired skill level.
In order to conduct an assessment there are some analyses that must be done.
* An organizational analyses determines the effectiveness of an organization, where training is needed and under what conditions the training will be conducted.
* A task analysis is used to provide data about a job or group of jobs, and the knowledge, skills, attitudes and abilities that are needed to achieve optimum performance. This information can come rom job descriptions, task analyses, employee questionnaires and interviews, performance evaluation, and observation of the workplace.
* Finally - person analysis analyses how well an individual employee is doing their job and determines which specific employees need training and what kind of training. The methods of this kind of analysis include employee questionnaires and interviews, performance evaluation, skill and knowledge testing and the observation of behaviour and results.
2) Implement Training Methods:
Now that the analysis has been done, the training method needs to be chosen. The two most frequently used training methods include:
* Lecture: Lecture involves one-way communication, from instructor to learner - the learner is passive in the process.
* On-the-job-training: This method involves such methods as apprenticeship and mentoring, where the employee is actively engaged in the type of work they will later be doing on their own.
* Programmed instruction: This is a form of instruction that is pre-programmed and then delivered methodologically to an individual. This form of instruction is self-paced - the employee determines how fast they will learn and complete the steps and it is often completed more quickly than group training. It can be delivered via a computer and can be costly to prepare.
* Simulations: This sort of training involves an employee being placed into a simulated situation of what may occur in real on-the-job situations. Techniques include: Case studies where trainees analyze a problem outlined in a report and offer solutions; role playing where simulated roles are acted out; and behavioural modelling where trainees observe proper work behaviour and then role play it.Part of the implementation of the training is making sure that the training is actually teaching the employees the skills they will need - this is known as the Transfer of Training. A more technical definition is: the extent to which the knowledge, skills or attitudes learned in the training will be used or applied on the job. There are ways to increase the probability of what employees are being trained will really relate to their actual job behaviour. To do this, one can maximize the similarity between the training situation and the job situation, provide a variety of examples when teaching skills and reward trained behaviours and ideas on the job.
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