netrashetty
Netra Shetty
CBS Corporation (NYSE: CBS, NYSE: CBSA) is an American media conglomerate focused on broadcasting, publishing, billboards, and television production, with most of its operations in the United States. The President and CEO of the company is Leslie Moonves. Sumner Redstone, owner of National Amusements, is CBS's majority shareholder & serves as Chairman. The company began trading on the NYSE on January 3, 2006. Until then, the corporation was known as Viacom, and is the legal successor to said company.[4] A new company, keeping the Viacom name was spun off from CBS. CBS, not Viacom, retains control of the partial and total over-the-air television & radio broadcasting, TV production & distribution , publishing, pay-cable, recording, and outdoor advertising assets formerly owned by the larger company. CBS has its headquarters in Midtown Manhattan, New York City.
Apprenticeship programme:
Apart from the requirements under apprenticeship Act, various we will have our own apprenticeship programme where in the workers are employed on a small stipend to learn the job first and after satisfactorily completing the training they are absorbed in the industry.
Simulation Methods:
Simulation is a technique which duplicates, as nearly as possible, the actual condition encountered on a job. This training will also be provided by us.
Knowledge-based Methods:
In this method of training, an effort is made to expose participants to concepts and theories, basic principles, and pure and applied knowledge in any subject any area. Basically this training would be for creating an awareness of the knowledge of fundamentals.
Experiential Methods:
The emphasis in this category is on achieving through group processes and dynamics, a better understanding of oneself and others. It has been asserted that attitudinal helps and individual to improve his comprehension of self, others, group behaviour and personal interaction. Such knowledge and understanding will help the employees to solve the problems of human relationships.
PERFORMANCE APPRAISAL
The performance appraisal of our company will be based on the following methods:
Graphic rating scale:
The most widely used performance evaluation technique is a graphic rating scale. In this technique, the evaluator is presented with a graph and asked to rate employees on each of the characteristics. In this only two things are considered which are: quality of performance and ability to perform the job
Forced choice:
In this the evaluator must choose from a set of descriptive statements abut the employee.
Management by objectives: -
Another individual evaluation method in use today is management by objectives (MBO). In this system, the supervisor and employee to be evaluated jointly set objectives in advance for the employee to try to achieve during a specified period.
Critical incident technique:
In this technique, personnel specialists and operating managers prepare lists of statements of very effective and very ineffective behavior for an employee.
Ranking:
In ranking method, the evaluator is asked to rate employees from highest to lowest on some overall criterion. In our firm we will pick the top and the bottom employees first and then select the next highest and lowest.
Paired comparison:
This approach makes the ranking method easier and more reliable. First, the names of the persons to be evaluated are placed on separate sheets (or cards) in a predetermined order, so that each person is compared to all others to be evaluated.
The issue of motivation and compensation was manifested in news articles and research studies conducted stating that Wal-Mart has low wages and sparse benefits package. With this, the management needs to restudy and focus the competitiveness of their offers that will lead to further motivation and productivity of their workforce. As with organization, “people are the most valuable asset”, employee satisfaction – ensured through proper motivation and compensation – must be carefully considered by the HR team. This must be done to retain good staff and to encourage them to give of their best while at work requires attention to the financial and psychological and even physiological rewards offered by the organization.
Basic financial rewards and conditions of service are determined by national bargaining or government minimum wage legislation such as the Employment Relations Act (2004) or by collective bargaining with labor unions. Details of conditions of service are often more important than the basics (Sims, 2002). Hence, financial and other motivations must constantly be evaluated and improved to ensure employee satisfaction. According to the expectancy theory, employees expect and need to be rewarded according to the work they do, and will help them to develop their capability, help them to work up to a higher level so that they can be better rewarded. Employees expect organizations to have compensation systems that they perceive as being fair and commensurate with their skills and expectations (Sims, 2002). The compensation may, in some cases, act as employee motivators. These compensations that employees receive may be value-added compensation including direct compensation, such as salary, incentives and commissions; and indirect compensation, such as insurance benefits, employee recognition programs, flexible work hours, and vacation benefits. In accordance to the systems theory, work must be divided specifically among work units such as companies, divisions, departments or groups. Tasks must be assigned perfectly so there will be no gaps and overlaps of responsibilities, as dictated by the contingency theory. Also, different levels of an organization require different kinds of work. The HR staff needs to consider these aspects in the planning of the organizational structure.
Apprenticeship programme:
Apart from the requirements under apprenticeship Act, various we will have our own apprenticeship programme where in the workers are employed on a small stipend to learn the job first and after satisfactorily completing the training they are absorbed in the industry.
Simulation Methods:
Simulation is a technique which duplicates, as nearly as possible, the actual condition encountered on a job. This training will also be provided by us.
Knowledge-based Methods:
In this method of training, an effort is made to expose participants to concepts and theories, basic principles, and pure and applied knowledge in any subject any area. Basically this training would be for creating an awareness of the knowledge of fundamentals.
Experiential Methods:
The emphasis in this category is on achieving through group processes and dynamics, a better understanding of oneself and others. It has been asserted that attitudinal helps and individual to improve his comprehension of self, others, group behaviour and personal interaction. Such knowledge and understanding will help the employees to solve the problems of human relationships.
PERFORMANCE APPRAISAL
The performance appraisal of our company will be based on the following methods:
Graphic rating scale:
The most widely used performance evaluation technique is a graphic rating scale. In this technique, the evaluator is presented with a graph and asked to rate employees on each of the characteristics. In this only two things are considered which are: quality of performance and ability to perform the job
Forced choice:
In this the evaluator must choose from a set of descriptive statements abut the employee.
Management by objectives: -
Another individual evaluation method in use today is management by objectives (MBO). In this system, the supervisor and employee to be evaluated jointly set objectives in advance for the employee to try to achieve during a specified period.
Critical incident technique:
In this technique, personnel specialists and operating managers prepare lists of statements of very effective and very ineffective behavior for an employee.
Ranking:
In ranking method, the evaluator is asked to rate employees from highest to lowest on some overall criterion. In our firm we will pick the top and the bottom employees first and then select the next highest and lowest.
Paired comparison:
This approach makes the ranking method easier and more reliable. First, the names of the persons to be evaluated are placed on separate sheets (or cards) in a predetermined order, so that each person is compared to all others to be evaluated.
The issue of motivation and compensation was manifested in news articles and research studies conducted stating that Wal-Mart has low wages and sparse benefits package. With this, the management needs to restudy and focus the competitiveness of their offers that will lead to further motivation and productivity of their workforce. As with organization, “people are the most valuable asset”, employee satisfaction – ensured through proper motivation and compensation – must be carefully considered by the HR team. This must be done to retain good staff and to encourage them to give of their best while at work requires attention to the financial and psychological and even physiological rewards offered by the organization.
Basic financial rewards and conditions of service are determined by national bargaining or government minimum wage legislation such as the Employment Relations Act (2004) or by collective bargaining with labor unions. Details of conditions of service are often more important than the basics (Sims, 2002). Hence, financial and other motivations must constantly be evaluated and improved to ensure employee satisfaction. According to the expectancy theory, employees expect and need to be rewarded according to the work they do, and will help them to develop their capability, help them to work up to a higher level so that they can be better rewarded. Employees expect organizations to have compensation systems that they perceive as being fair and commensurate with their skills and expectations (Sims, 2002). The compensation may, in some cases, act as employee motivators. These compensations that employees receive may be value-added compensation including direct compensation, such as salary, incentives and commissions; and indirect compensation, such as insurance benefits, employee recognition programs, flexible work hours, and vacation benefits. In accordance to the systems theory, work must be divided specifically among work units such as companies, divisions, departments or groups. Tasks must be assigned perfectly so there will be no gaps and overlaps of responsibilities, as dictated by the contingency theory. Also, different levels of an organization require different kinds of work. The HR staff needs to consider these aspects in the planning of the organizational structure.