netrashetty
Netra Shetty
Safeco Insurance, a member of Liberty Mutual Group, is a national U.S. insurance company. It holds naming rights to the Seattle Mariners' baseball stadium, Safeco Field.
Safeco was founded in Seattle, Washington in 1923 by Hawthorne K. Dent as the General Insurance Company of America, a property and casualty insurer. This name is still used by Safeco on some of its insurance products.[1] Thirty years later the company founded the Selective Auto and Fire Ensurance Company of America, or SAFECO (i.e., S.A.F.E. Co.).
General Insurance's first headquarters were in downtown Seattle at the corner of University Street and Fourth Avenue. In 1936, it moved to the eight-story Brooklyn Building at the corner of N.E. 45th Street and Brooklyn Avenue N.E. in the University District.
General Insurance began to sell life insurance in 1957. Eleven years later the corporate name changed from the General Insurance Company of America to Safeco Corporation. (The company would end up changing the capitalization of its name from SAFECO to Safeco at the turn of the century.) Around the same time the company began to offer mutual funds and commercial credit (though precursors to the Safeco Funds had been around since the 1930s).
Safeco replaced the Brooklyn Building with the 22-story Safeco Plaza building in 1973. It remains the tallest building in the city outside Downtown.
In 1997, Safeco bought American States Financial Corporation to expand beyond the West Coast. Washington Mutual's WM Life Insurance Company was purchased the same year. Two years later Safeco bought R.F. Bailey (Underwriting Agencies) Limited of London.
Human Resource Development
The fundamental belief for Human Resource Management and Human Resource Development is that the people working in an organization are its greatest asset for achieving objectives. HRM is a coherent and holistic approach to the management of people that requires and develops organizational structures and systems, individual attitudes and behaviour. Human Resource Development (HRD) commonly refers to training or development of skills and is regarded as part of HRM (www.livelihoods.org).Human Resources Management involves the establishment and execution of policies, programs, and procedures that influence the performance, capabilities and loyalty of the employees of an organization. Through these policies and procedures, individuals are attracted, retained, motivated, and developed to perform the work of the organization. It is through these policies and procedures that the organization seeks to mold and shape the actions of its employees to operate successfully, comply with various public policies, provide satisfactory quality of employment, and improve its position in the marketplace through strengthened ability to compete and serve (Clardy 1996).
Human Resources Development (HRD) is a part of HRM. While HRM deals with the overall management of human resources (people), HRD deals with learning, training and development of the human resources with the aim of improving the each employee’s skills and capability and the organization’s performance.
Human Resources Development according to Eggland and Gilley (1998) can be defined as the introduction of organized activities designed to foster increased knowledge, skills, and competencies and improved behavior. HRD refers to learning and to the activities that bring about desired change (p.5). Human Resources Development is a part of HRM that deals with the training and development of the organization’s people. According to Sims (2002), HRD coordinates the organization’s efforts to provide training and development experiences for its employees. Employee training can be defined as a planned attempt to facilitate employee learning of job related knowledge, skills, and behaviours or helping them correct deficiencies in their performance. Development is an effort to provide employees with the skills needed for both present and future jobs (p.165).
HRD is a series of programs and activities, direct and indirect, instructional and/or individual that positively affects the development of individual and the productivity and profit of the organization (Smith 1988).
According to Donaldson and Scannel (2000), training is an attempt to transfer skills and knowledge to trainees in such a way that the trainees accept and use those skills in the performance of their jobs while learning is a lifelong process in which experience leads to changes within the individual. Learning is a change in behaviour resulting from experience. Learning is the act of acquiring knowledge or skill. It is a mental activity by which skills, habits, ideas, attitudes, and ideals are acquired, retained, and utilized, resulting in the progressive adaptation and modification of behaviour. Human Resources Management facilitates learning through experience and training. Watkins (1989) defined HRD as the filed of study and practice responsible for fostering of long-term, work related learning capacity at the individual, group, and organizational levels. As such, it includes but is not limited to training, career development, and organizational development. Nadler and Wiggs (1986) defined HRD as a comprehensive learning system that releases the organization’s human potential; a system that is both experience and experiential, on-the-job experiences that are keyed to the organization’s reason for survival. HRD is concerned with issues of individual, group and organizational learning and performance. It encompasses actions that vary form the everyday tasks of supporting learning and development through training and development through training, to the complex and at times impossible task of making change happen. HRD according to Chalofsky (1992) is the study and practice of increasing learning capacity of individuals and groups, collectives, and organizations through the development and application of learning-based interventions for optimizing human and organizational growth and effectiveness.
. The Application
The employment application is candidate’s first chance to present his qualifications to the Organization. As such, it is extremely critical for his/her continued participation in the examination process. Before beginning, one has to review thoroughly what the Job Announcement specifies as the requirements to qualify for the position. Candidate must meet these criteria to be considered for the position; ensure that, otherwise candidate will be wasting his effort in completing the application. Most entries on the form are self-explanatory, but a few pointers on filling it out may help
2. Written Exams:
Written exams are usually obtained from one of several test construction firms available to them. These tests are designed to determine level of technical and/or analytical abilities associated with the particular position for which candidate had applied. The test which is conducted in ROCKWELL COLLINSselection purpose is TEST OF COGNITIVE ABLITIES. This test is mostly taken from fresh graduates. Whereas, some people are selected on the basis of experience.
3. Performance Exams:
Performance exams test ability to accomplish specific job-related tasks by providing the opportunity to actually perform them. These tests are scheduled through the Human Resources Department office, with notification in writing of the date, time, location and duration of the test. Instructions will be given on the tasks to be completed and then asked to complete them. Individuals with considerable relevant experience will conduct the evaluations. Safety, quality of work, adaptability, performance under stress, etc. are evaluated.
4. Specialized Testing
Some positions will require specialized testing, such as technical skills, agility and communication skills etc. These tests are scheduled just as like other tests.
5. The Panel Interview
The results of this component of the exam process will be used to determine if candidate should be included on the List of Eligible Candidates forwarded to the hiring authority for consideration for a departmental Selection Interview.
This portion of the examination is normally weighted 100% (or as indicated on the Job Announcement). Typically, previous test results are used only to qualify you for participation in the Panel Interview.
The Panel is comprised of qualified individuals, which may or may not be employees of the City. Normally, the panel will consist of three evaluators. These individuals will evaluate responses to a variety of job-related questions over the scheduled time period.
6. The Selection Interview
Once the List of Eligible Candidates is established it is sent to the Department(s) that is hiring to fill a current vacancy. The Department Head is responsible for setting up Selection Interviews. He/she may interview anyone on the list, since all persons referred to the department are qualified. The Department Head will be looking for the candidate with the best qualifications for their particular position. The candidate selected to fill the vacancy will undergo a medical examination, drug screen, background investigation, and a probationary period before attaining permanent employment status.
STRENGTHS
1- They implement a crucial testing system which affects the selection process.
2- They have a separate selection criteria for each job.
WEEKNESS
1- They take group interview which causes many confusion.
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.
Safeco was founded in Seattle, Washington in 1923 by Hawthorne K. Dent as the General Insurance Company of America, a property and casualty insurer. This name is still used by Safeco on some of its insurance products.[1] Thirty years later the company founded the Selective Auto and Fire Ensurance Company of America, or SAFECO (i.e., S.A.F.E. Co.).
General Insurance's first headquarters were in downtown Seattle at the corner of University Street and Fourth Avenue. In 1936, it moved to the eight-story Brooklyn Building at the corner of N.E. 45th Street and Brooklyn Avenue N.E. in the University District.
General Insurance began to sell life insurance in 1957. Eleven years later the corporate name changed from the General Insurance Company of America to Safeco Corporation. (The company would end up changing the capitalization of its name from SAFECO to Safeco at the turn of the century.) Around the same time the company began to offer mutual funds and commercial credit (though precursors to the Safeco Funds had been around since the 1930s).
Safeco replaced the Brooklyn Building with the 22-story Safeco Plaza building in 1973. It remains the tallest building in the city outside Downtown.
In 1997, Safeco bought American States Financial Corporation to expand beyond the West Coast. Washington Mutual's WM Life Insurance Company was purchased the same year. Two years later Safeco bought R.F. Bailey (Underwriting Agencies) Limited of London.
Human Resource Development
The fundamental belief for Human Resource Management and Human Resource Development is that the people working in an organization are its greatest asset for achieving objectives. HRM is a coherent and holistic approach to the management of people that requires and develops organizational structures and systems, individual attitudes and behaviour. Human Resource Development (HRD) commonly refers to training or development of skills and is regarded as part of HRM (www.livelihoods.org).Human Resources Management involves the establishment and execution of policies, programs, and procedures that influence the performance, capabilities and loyalty of the employees of an organization. Through these policies and procedures, individuals are attracted, retained, motivated, and developed to perform the work of the organization. It is through these policies and procedures that the organization seeks to mold and shape the actions of its employees to operate successfully, comply with various public policies, provide satisfactory quality of employment, and improve its position in the marketplace through strengthened ability to compete and serve (Clardy 1996).
Human Resources Development (HRD) is a part of HRM. While HRM deals with the overall management of human resources (people), HRD deals with learning, training and development of the human resources with the aim of improving the each employee’s skills and capability and the organization’s performance.
Human Resources Development according to Eggland and Gilley (1998) can be defined as the introduction of organized activities designed to foster increased knowledge, skills, and competencies and improved behavior. HRD refers to learning and to the activities that bring about desired change (p.5). Human Resources Development is a part of HRM that deals with the training and development of the organization’s people. According to Sims (2002), HRD coordinates the organization’s efforts to provide training and development experiences for its employees. Employee training can be defined as a planned attempt to facilitate employee learning of job related knowledge, skills, and behaviours or helping them correct deficiencies in their performance. Development is an effort to provide employees with the skills needed for both present and future jobs (p.165).
HRD is a series of programs and activities, direct and indirect, instructional and/or individual that positively affects the development of individual and the productivity and profit of the organization (Smith 1988).
According to Donaldson and Scannel (2000), training is an attempt to transfer skills and knowledge to trainees in such a way that the trainees accept and use those skills in the performance of their jobs while learning is a lifelong process in which experience leads to changes within the individual. Learning is a change in behaviour resulting from experience. Learning is the act of acquiring knowledge or skill. It is a mental activity by which skills, habits, ideas, attitudes, and ideals are acquired, retained, and utilized, resulting in the progressive adaptation and modification of behaviour. Human Resources Management facilitates learning through experience and training. Watkins (1989) defined HRD as the filed of study and practice responsible for fostering of long-term, work related learning capacity at the individual, group, and organizational levels. As such, it includes but is not limited to training, career development, and organizational development. Nadler and Wiggs (1986) defined HRD as a comprehensive learning system that releases the organization’s human potential; a system that is both experience and experiential, on-the-job experiences that are keyed to the organization’s reason for survival. HRD is concerned with issues of individual, group and organizational learning and performance. It encompasses actions that vary form the everyday tasks of supporting learning and development through training and development through training, to the complex and at times impossible task of making change happen. HRD according to Chalofsky (1992) is the study and practice of increasing learning capacity of individuals and groups, collectives, and organizations through the development and application of learning-based interventions for optimizing human and organizational growth and effectiveness.
. The Application
The employment application is candidate’s first chance to present his qualifications to the Organization. As such, it is extremely critical for his/her continued participation in the examination process. Before beginning, one has to review thoroughly what the Job Announcement specifies as the requirements to qualify for the position. Candidate must meet these criteria to be considered for the position; ensure that, otherwise candidate will be wasting his effort in completing the application. Most entries on the form are self-explanatory, but a few pointers on filling it out may help
2. Written Exams:
Written exams are usually obtained from one of several test construction firms available to them. These tests are designed to determine level of technical and/or analytical abilities associated with the particular position for which candidate had applied. The test which is conducted in ROCKWELL COLLINSselection purpose is TEST OF COGNITIVE ABLITIES. This test is mostly taken from fresh graduates. Whereas, some people are selected on the basis of experience.
3. Performance Exams:
Performance exams test ability to accomplish specific job-related tasks by providing the opportunity to actually perform them. These tests are scheduled through the Human Resources Department office, with notification in writing of the date, time, location and duration of the test. Instructions will be given on the tasks to be completed and then asked to complete them. Individuals with considerable relevant experience will conduct the evaluations. Safety, quality of work, adaptability, performance under stress, etc. are evaluated.
4. Specialized Testing
Some positions will require specialized testing, such as technical skills, agility and communication skills etc. These tests are scheduled just as like other tests.
5. The Panel Interview
The results of this component of the exam process will be used to determine if candidate should be included on the List of Eligible Candidates forwarded to the hiring authority for consideration for a departmental Selection Interview.
This portion of the examination is normally weighted 100% (or as indicated on the Job Announcement). Typically, previous test results are used only to qualify you for participation in the Panel Interview.
The Panel is comprised of qualified individuals, which may or may not be employees of the City. Normally, the panel will consist of three evaluators. These individuals will evaluate responses to a variety of job-related questions over the scheduled time period.
6. The Selection Interview
Once the List of Eligible Candidates is established it is sent to the Department(s) that is hiring to fill a current vacancy. The Department Head is responsible for setting up Selection Interviews. He/she may interview anyone on the list, since all persons referred to the department are qualified. The Department Head will be looking for the candidate with the best qualifications for their particular position. The candidate selected to fill the vacancy will undergo a medical examination, drug screen, background investigation, and a probationary period before attaining permanent employment status.
STRENGTHS
1- They implement a crucial testing system which affects the selection process.
2- They have a separate selection criteria for each job.
WEEKNESS
1- They take group interview which causes many confusion.
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.
Last edited: