netrashetty
Netra Shetty
Analog Devices, Inc. (NYSE: ADI) is an American multinational semiconductor company specializing in data conversion and signal conditioning technology. Their products are used in industrial process controls, medical and scientific instruments, communications gear, computers, and consumer electronics devices.[3]
Analog Devices is headquartered in Norwood, Massachusetts, with design and manufacturing facilities both in the US and abroad.
Work Measurement Methods
The purpose of work measurement is to determine the time it ought to take to do a job. There are four main systems of work measurement. First, and most used, is time study. The second system, work sampling, is a statistical procedure for measuring work and requires an understanding of the techniques of statistics and probability.
3.2.6 Position Analysis Questionnaire (PAQ)
This is one of the most sophisticated and yet easily administered techniques to analyze job. These elements are of a worker-oriented nature, meaning that they characterize or imply the human behaviors that are involved in various jobs.
3.2.7 Strategies for Designing and HRD Program
HRD philosophy that states unequivocally that effective human resource development can improve performance (i.e. change behavior, produce results, increase productivity). This provides a framework for the HRD program. It also provides a common objective for each of the members of the HRD staff of Descon Co. on which to focus their efforts.
3.2.8 Job Time Study
Time study is a work measurement technique for recording the times of performing a certain specific job or its elements carried out under specified conditions, and for analyzing the data so as to obtain the time necessary for an operator to carry it out at a defined rate of performance.
3.2.9Characteristics of Effective HRD Managers
HRD managers must have the ability to plan HRD activities that foster training, development and education. These activities should be targeted at the needs of
employees, supervisors, line mangers, customers and nonemployees of the organization.
3.2.10 Work Study and employee productivity
Work study is the systematic examinations of the methods of carrying on activities the effective use of resources and to set up standards of performance for the activities being carried out. Work study then aims at examining the way an activity is being carried out, simplifying or modifying the method of operation to reduce unnecessary of excess work, or the wasteful use of resources, and setting up a time standard for performing that activity.,
The HR responsibilities cover several areas of focus. Generally, HRM responsibilities fall into nine broad categories:
Organizational tasks - Design and structure groups and departments. Plan programs and processes. Identify job functions, skills and competencies. Review organizational functions and recommend improvements. Manage reorganization and change.
Resources for the organization - Determine staffing needs. Recruit, hire, develop, review and reward staffers. Advertise positions, screen and interview applicants, test, check references, facilitate offers and present contracts. Manage orientation, retention and termination, whether by resignation, retirement or dismissal.
Performance management - Set performance standards and improvement objectives, assess performance and provide feedback. Monitor, measure, evaluate and document performance against expectations. Identify performance problems, propose solutions, facilitate feedback, and coordinate and document disciplinary action.
Employee development - Provide career development, training and coaching. Facilitate management succession (i.e. knowledge and skills training, experiential learning, on the job training, internal and external training, guided reading, computer-based or e-learning, video instruction, courses, role playing and other options). Monitor the learning process and its results, and evaluate teaching approaches.
Reward management - Establish fair pay systems and other financial rewards, such as profit sharing or pay based on incentives, performance, contributions, teamwork or competency. Develop and facilitate non-financial motivational programs. Implement bonuses, gain-sharing, flexible benefits, pensions and living allowances.
Employee relations - Work with the union, employee-supervisor mediation, negotiations, legal issues, feedback and grievances. Build relationships with employees through various policies, procedures and outreach (Intranet, newsletters and so on).
Health and safety - Provide a safe working environment. Comply with standards. This may mean dealing with hygiene, first aid, ergonomics, accident prevention, risk assessment, audits, safety training, removal of hazards and policies assuring health and safety, such as risk reduction and risk minimization programs.
Employee welfare - Help with individual services such as employee assistance, leaves of absence for long-term illnesses, family issues, issues of aging and the elderly, employment problems, death in the employee's family and counseling. Offer group activities, clubs, retiree events and wellness or support programs.
Administration - Manage HR policies, procedures, functions and systems. Develop, implement and direct the processes needed to capture, track, evaluate and report data, maintain records and comply with legal requirements.
Analog Devices is headquartered in Norwood, Massachusetts, with design and manufacturing facilities both in the US and abroad.
Work Measurement Methods
The purpose of work measurement is to determine the time it ought to take to do a job. There are four main systems of work measurement. First, and most used, is time study. The second system, work sampling, is a statistical procedure for measuring work and requires an understanding of the techniques of statistics and probability.
3.2.6 Position Analysis Questionnaire (PAQ)
This is one of the most sophisticated and yet easily administered techniques to analyze job. These elements are of a worker-oriented nature, meaning that they characterize or imply the human behaviors that are involved in various jobs.
3.2.7 Strategies for Designing and HRD Program
HRD philosophy that states unequivocally that effective human resource development can improve performance (i.e. change behavior, produce results, increase productivity). This provides a framework for the HRD program. It also provides a common objective for each of the members of the HRD staff of Descon Co. on which to focus their efforts.
3.2.8 Job Time Study
Time study is a work measurement technique for recording the times of performing a certain specific job or its elements carried out under specified conditions, and for analyzing the data so as to obtain the time necessary for an operator to carry it out at a defined rate of performance.
3.2.9Characteristics of Effective HRD Managers
HRD managers must have the ability to plan HRD activities that foster training, development and education. These activities should be targeted at the needs of
employees, supervisors, line mangers, customers and nonemployees of the organization.
3.2.10 Work Study and employee productivity
Work study is the systematic examinations of the methods of carrying on activities the effective use of resources and to set up standards of performance for the activities being carried out. Work study then aims at examining the way an activity is being carried out, simplifying or modifying the method of operation to reduce unnecessary of excess work, or the wasteful use of resources, and setting up a time standard for performing that activity.,
The HR responsibilities cover several areas of focus. Generally, HRM responsibilities fall into nine broad categories:
Organizational tasks - Design and structure groups and departments. Plan programs and processes. Identify job functions, skills and competencies. Review organizational functions and recommend improvements. Manage reorganization and change.
Resources for the organization - Determine staffing needs. Recruit, hire, develop, review and reward staffers. Advertise positions, screen and interview applicants, test, check references, facilitate offers and present contracts. Manage orientation, retention and termination, whether by resignation, retirement or dismissal.
Performance management - Set performance standards and improvement objectives, assess performance and provide feedback. Monitor, measure, evaluate and document performance against expectations. Identify performance problems, propose solutions, facilitate feedback, and coordinate and document disciplinary action.
Employee development - Provide career development, training and coaching. Facilitate management succession (i.e. knowledge and skills training, experiential learning, on the job training, internal and external training, guided reading, computer-based or e-learning, video instruction, courses, role playing and other options). Monitor the learning process and its results, and evaluate teaching approaches.
Reward management - Establish fair pay systems and other financial rewards, such as profit sharing or pay based on incentives, performance, contributions, teamwork or competency. Develop and facilitate non-financial motivational programs. Implement bonuses, gain-sharing, flexible benefits, pensions and living allowances.
Employee relations - Work with the union, employee-supervisor mediation, negotiations, legal issues, feedback and grievances. Build relationships with employees through various policies, procedures and outreach (Intranet, newsletters and so on).
Health and safety - Provide a safe working environment. Comply with standards. This may mean dealing with hygiene, first aid, ergonomics, accident prevention, risk assessment, audits, safety training, removal of hazards and policies assuring health and safety, such as risk reduction and risk minimization programs.
Employee welfare - Help with individual services such as employee assistance, leaves of absence for long-term illnesses, family issues, issues of aging and the elderly, employment problems, death in the employee's family and counseling. Offer group activities, clubs, retiree events and wellness or support programs.
Administration - Manage HR policies, procedures, functions and systems. Develop, implement and direct the processes needed to capture, track, evaluate and report data, maintain records and comply with legal requirements.
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