netrashetty
Netra Shetty
S3 Graphics, Ltd is a company specializing in graphics chipsets. Although they do not have the large market share that they once had, they still produce graphics accelerators for home computers under the "S3 Chrome" brand name.
Performance Planning
Performance planning centers around the identification of specific job demand goals and priorities and the reward expectations of current job assignments. Specific training needs, performance activities, priorities, and explanations, as well as financial compensation, are identified, and the result is successful completion of stated objectives and goals. In this stage of career planning, the employee must rely primarily on the organization for effective performance planning, which becomes an HRD activity. However, some HRD practitioners lack the skill, and employees as well as organizations must then assume responsibilities that are inappropriate. The result is inadequate long-range life planning and serious shortages of qualified human resources within the organization.
The Role of Government
The government’s primary role in training and developing employees, is making sure that every employee is entitled to equal training and development opportunities. In order to make sure that every employee is entitled to training and development, most governments have equal opportunity policies. Equal Opportunity calls for individuals having access to training and development programs in a nondiscriminatory fashion. Equal opportunity regulations and anti-discrimination laws apply to the training and development process. Organizational training programs may be required for promotions, job bidding, or for salary increases. Under any of these situations, the organization is responsible for ensuring that training selection criteria are related to the job. Equal training opportunities must be accessible for all employees.
The employer must ensure that employees have access to training and development programs in a nondiscriminatory fashion. Equal opportunity regulations and anti-discrimination laws apply to the training and development process. Determining whether a training program has unfavorable impact is a primary means of deciding if a process id discriminatory. If relatively few women and minorities are given training opportunities, it would appear that there is discrimination in terms of development offered to different groups of employees. Organizational training programs may be required for promotions, job bidding, or for salary increases. Under any of these scenarios, it is the responsibility of the employer to ensure that training selection criteria are related to the job. Equal training opportunities must exist for all employees
TRAINING & DEVELOPMENT
ROCKWELL COLLINShas trained and developed many of its senior and fast track managers and supervisors. For lower and technical staff the organization have a complete training calendar for the year, if organization thinks and feel that an employee requires training to update his knowledge about the field, he just have to report the HR department and he will be listed for the next training program.
On-the-job Training:
As compared to other competitive organizations the training program of ROCKWELL COLLINSis quite different. It provides full opportunity to its employee to develop themselves and also train them according to the requirements of their job. In return they will be greatest asset for their organization. The employee is being trained in many ways while they are on job.
External sources
These are formal training opportunities that ROCKWELL COLLINSoffers to employees either internally or externally. A trainer, facilitator and/or subject matter expert are brought into the organization to provide the training session or an employee are be sent to one of these learning opportunities during work time. These training opportunities are provided in the form of seminars, classroom training courses and workshops.
STRENGTHS
1- They hire foreign instructor for the training of the employees
2- The employees after getting trained perform well and become able to maximize their potential.
WEEKNESS
1- The factor of favoritism effect the performance of certain employees.
PERFORMANCE APPRAISAL
The jobs are evaluated on yearly basis under 360o method; the competent employees are rewarded in shape of promotions, bonus, increments and annual holidays and promotion. The results of an appraisal can be used to identify areas for further development of the employee.
The organization also uses different questionnaires, which consist of numerous questions about the behavior of the employee, and then on the basis of these answers personality of the employee is judged.
When evaluation is made the unsatisfactory performers are given warning. The employee after warning is put under observation, for some period of time and if the employees’ performance is still unsatisfied then are demoted or fired.
COMPENSATION & BENEFITS
Promotion
Promotion is direct shift only to the next level from the current grade, the employee’s performance is evaluated and if his performance is above average he is given promotion. ROCKWELL COLLINSpromotes only those candidates who are experienced and eligible for that particular vacancy.
Increments
The company decides at the end of the financial year, according to its financial condition, whether increments should be given or not.
Free transport
ROCKWELL COLLINSprovide free transport to local employee.
Medical facility
ROCKWELL COLLINSprovide free medical facility to workers depending upon the position/rank of the employee.
House loans:
They give the facility of house loan only to deserving individual. The loan approval depends upon the post of the employee.
Overtime payment:
Overtime payment is pay for only those workers who are working more than their working hours mostly overtime payment is given to low level staff.
1- They should develop such system in their HR department that no ethical issues can be raised.
2- The employees should participate in all the activities of the department.
3- They should choose plan in such a way that when there is a need of recruitment the proper candidate must be available.
4- The factor of favoritism must be eliminated from the department of HR.
5- They should hold meetings of the HR employees more frequently for eliminating any misunderstanding.
name of standard and quality product. Rockwell Collinsis stressing more on its short term planning strategies to make its image good enough in the world community.And is stressing more on the customer services and health and nutrition factors. It has a strong management to keep the Rockwell Collinson the height of professionalism and commitment to quality.
Management functions have a strong impact in the .
The management of the Rockwell Collinsdoes not compromise on the quality and the values to be followed. This way the company is prospering by accelerating its functions in a well mannered way.
Performance Planning
Performance planning centers around the identification of specific job demand goals and priorities and the reward expectations of current job assignments. Specific training needs, performance activities, priorities, and explanations, as well as financial compensation, are identified, and the result is successful completion of stated objectives and goals. In this stage of career planning, the employee must rely primarily on the organization for effective performance planning, which becomes an HRD activity. However, some HRD practitioners lack the skill, and employees as well as organizations must then assume responsibilities that are inappropriate. The result is inadequate long-range life planning and serious shortages of qualified human resources within the organization.
The Role of Government
The government’s primary role in training and developing employees, is making sure that every employee is entitled to equal training and development opportunities. In order to make sure that every employee is entitled to training and development, most governments have equal opportunity policies. Equal Opportunity calls for individuals having access to training and development programs in a nondiscriminatory fashion. Equal opportunity regulations and anti-discrimination laws apply to the training and development process. Organizational training programs may be required for promotions, job bidding, or for salary increases. Under any of these situations, the organization is responsible for ensuring that training selection criteria are related to the job. Equal training opportunities must be accessible for all employees.
The employer must ensure that employees have access to training and development programs in a nondiscriminatory fashion. Equal opportunity regulations and anti-discrimination laws apply to the training and development process. Determining whether a training program has unfavorable impact is a primary means of deciding if a process id discriminatory. If relatively few women and minorities are given training opportunities, it would appear that there is discrimination in terms of development offered to different groups of employees. Organizational training programs may be required for promotions, job bidding, or for salary increases. Under any of these scenarios, it is the responsibility of the employer to ensure that training selection criteria are related to the job. Equal training opportunities must exist for all employees
TRAINING & DEVELOPMENT
ROCKWELL COLLINShas trained and developed many of its senior and fast track managers and supervisors. For lower and technical staff the organization have a complete training calendar for the year, if organization thinks and feel that an employee requires training to update his knowledge about the field, he just have to report the HR department and he will be listed for the next training program.
On-the-job Training:
As compared to other competitive organizations the training program of ROCKWELL COLLINSis quite different. It provides full opportunity to its employee to develop themselves and also train them according to the requirements of their job. In return they will be greatest asset for their organization. The employee is being trained in many ways while they are on job.
External sources
These are formal training opportunities that ROCKWELL COLLINSoffers to employees either internally or externally. A trainer, facilitator and/or subject matter expert are brought into the organization to provide the training session or an employee are be sent to one of these learning opportunities during work time. These training opportunities are provided in the form of seminars, classroom training courses and workshops.
STRENGTHS
1- They hire foreign instructor for the training of the employees
2- The employees after getting trained perform well and become able to maximize their potential.
WEEKNESS
1- The factor of favoritism effect the performance of certain employees.
PERFORMANCE APPRAISAL
The jobs are evaluated on yearly basis under 360o method; the competent employees are rewarded in shape of promotions, bonus, increments and annual holidays and promotion. The results of an appraisal can be used to identify areas for further development of the employee.
The organization also uses different questionnaires, which consist of numerous questions about the behavior of the employee, and then on the basis of these answers personality of the employee is judged.
When evaluation is made the unsatisfactory performers are given warning. The employee after warning is put under observation, for some period of time and if the employees’ performance is still unsatisfied then are demoted or fired.
COMPENSATION & BENEFITS
Promotion
Promotion is direct shift only to the next level from the current grade, the employee’s performance is evaluated and if his performance is above average he is given promotion. ROCKWELL COLLINSpromotes only those candidates who are experienced and eligible for that particular vacancy.
Increments
The company decides at the end of the financial year, according to its financial condition, whether increments should be given or not.
Free transport
ROCKWELL COLLINSprovide free transport to local employee.
Medical facility
ROCKWELL COLLINSprovide free medical facility to workers depending upon the position/rank of the employee.
House loans:
They give the facility of house loan only to deserving individual. The loan approval depends upon the post of the employee.
Overtime payment:
Overtime payment is pay for only those workers who are working more than their working hours mostly overtime payment is given to low level staff.
1- They should develop such system in their HR department that no ethical issues can be raised.
2- The employees should participate in all the activities of the department.
3- They should choose plan in such a way that when there is a need of recruitment the proper candidate must be available.
4- The factor of favoritism must be eliminated from the department of HR.
5- They should hold meetings of the HR employees more frequently for eliminating any misunderstanding.
name of standard and quality product. Rockwell Collinsis stressing more on its short term planning strategies to make its image good enough in the world community.And is stressing more on the customer services and health and nutrition factors. It has a strong management to keep the Rockwell Collinson the height of professionalism and commitment to quality.
Management functions have a strong impact in the .
The management of the Rockwell Collinsdoes not compromise on the quality and the values to be followed. This way the company is prospering by accelerating its functions in a well mannered way.
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