Hi Guys,
As HR professionals, many of them don't know HR-related topics, authors, principles, etc. As an awakening thing, I thought of starting an HR quiz, which will emphasize only on HR-related topics.
The procedure is as follows: I will start a question related to HR. The first person who answers the question will have to post the next question, and it will continue further. The person who gives the correct answer will have to post a new question, and the winner will be selected by the person who posted the question. He/she should select only the person who has posted the correct answer immediately after his/her question.
The answer may be open-ended or objective type. For open-ended questions, try to answer as short as possible, preferably as a kind of gist or abstract.
Let me start with the first one:
Maslow's Hierarchy Theory - Related to Motivation. However, it is interrelated to which of the below topics:
a) Training
b) Recruitment
c) Appraisal
d) Recognition
e) Combination of all
Explain the theory with a short note.
Now, I will wait for your answers. The first person who posts the correct answer will be selected by me. Then he/she can continue posting the next question.
Preet
From India, Bangalore
2As HR professionals, many of them don't know HR-related topics, authors, principles, etc. As an awakening thing, I thought of starting an HR quiz, which will emphasize only on HR-related topics.
The procedure is as follows: I will start a question related to HR. The first person who answers the question will have to post the next question, and it will continue further. The person who gives the correct answer will have to post a new question, and the winner will be selected by the person who posted the question. He/she should select only the person who has posted the correct answer immediately after his/her question.
The answer may be open-ended or objective type. For open-ended questions, try to answer as short as possible, preferably as a kind of gist or abstract.
Let me start with the first one:
Maslow's Hierarchy Theory - Related to Motivation. However, it is interrelated to which of the below topics:
a) Training
b) Recruitment
c) Appraisal
d) Recognition
e) Combination of all
Explain the theory with a short note.
Now, I will wait for your answers. The first person who posts the correct answer will be selected by me. Then he/she can continue posting the next question.
Preet
From India, Bangalore
Payroll, compliance & hiring?get startup-ready HR solutions today. See It In Action - Book Your Demo
Hi Vissumba,
Your answer is correct, but at this moment, you are not the winner as you have not completed the answer. Please check the question again. There is an open-ended question also asked.
Preet.
From India, Bangalore
Your answer is correct, but at this moment, you are not the winner as you have not completed the answer. Please check the question again. There is an open-ended question also asked.
Preet.
From India, Bangalore
According to Maslow, a person's motivational needs could be arranged in a hierarchical manner. In essence, he believed that once a given level of need becomes satisfied, it no longer serves as motivation. The next higher level of need has to be activated in order to motivate. There are two orders of needs: 1) Lower-order needs 2) Higher-order needs.
Lower-order needs include physiological needs, safety needs, and social needs. Physiological needs encompass food, clothing, shelter, sleep, sex, and thirst. Safety needs involve being free from natural calamities and dangerous occurrences. Social needs pertain to a sense of belonging and association with other individuals.
Higher-order needs consist of esteem needs and self-actualization needs. Esteem needs encompass self-respect, recognition, and a good reputation in the eyes of others. Self-actualization needs involve maximizing one's potential to achieve goals in life.
Looking forward to your reply.
Regards,
Krishna Saladi
+91 98481 04265
From India, Madras
Lower-order needs include physiological needs, safety needs, and social needs. Physiological needs encompass food, clothing, shelter, sleep, sex, and thirst. Safety needs involve being free from natural calamities and dangerous occurrences. Social needs pertain to a sense of belonging and association with other individuals.
Higher-order needs consist of esteem needs and self-actualization needs. Esteem needs encompass self-respect, recognition, and a good reputation in the eyes of others. Self-actualization needs involve maximizing one's potential to achieve goals in life.
Looking forward to your reply.
Regards,
Krishna Saladi
+91 98481 04265
From India, Madras
Hi Krishna, You need to post the next question at the earliest. Otherwise the chance will go to next winner. Preet
From India, Bangalore
From India, Bangalore
Hi All,
There are slight changes in the rules of this quiz. Once the winner is announced, they need to post their next question within 4 hours to continue the spirit with the participants. If they fail to post for any reason, the chance will be given to the next winner (the second most early and correctly replied person). The exclusion will only be for Saturday and Sunday. The winner of Friday's question can post their question either on the same day or on Monday. This change is to accommodate people since many are not working on both days.
Now Vissumba can post the next question before 2 pm.
Preet.
From India, Bangalore
There are slight changes in the rules of this quiz. Once the winner is announced, they need to post their next question within 4 hours to continue the spirit with the participants. If they fail to post for any reason, the chance will be given to the next winner (the second most early and correctly replied person). The exclusion will only be for Saturday and Sunday. The winner of Friday's question can post their question either on the same day or on Monday. This change is to accommodate people since many are not working on both days.
Now Vissumba can post the next question before 2 pm.
Preet.
From India, Bangalore
Hi all,
I think Maslow's theory was never related to reward, recruitment, or anything like that at all. He never used "these words" in his famous essay on this subject. His main emphasis was on what motivates a human being. Academicians who came later extended it to these management and business aspects. Maslow never approved of the idea of extending it to management fields.
Hence, the answer E is wrong according to my knowledge.
Thanks,
Seema
From India, Lucknow
I think Maslow's theory was never related to reward, recruitment, or anything like that at all. He never used "these words" in his famous essay on this subject. His main emphasis was on what motivates a human being. Academicians who came later extended it to these management and business aspects. Maslow never approved of the idea of extending it to management fields.
Hence, the answer E is wrong according to my knowledge.
Thanks,
Seema
From India, Lucknow
To support the above view, kindly go through the original article of Maslow (1943) at the link given below - http://psychclassics.yorku.ca/Maslow/motivation.htm
The relationship of it to management theories, especially X and Y theory, is beautifully explained in this link below - <link no longer exists - removed>
In 1965, Maslow's manuscript was published as Eupsychian Management (eupsychia was Maslow's term for the ideal society or organization), which earned him "international renown as a founder of the rapidly growing movement to humanize the workplace," a fact that many people don't associate him with.
Kindly pardon me if I was not able to do justice to The Great Maslow. :D
From India, Lucknow
The relationship of it to management theories, especially X and Y theory, is beautifully explained in this link below - <link no longer exists - removed>
In 1965, Maslow's manuscript was published as Eupsychian Management (eupsychia was Maslow's term for the ideal society or organization), which earned him "international renown as a founder of the rapidly growing movement to humanize the workplace," a fact that many people don't associate him with.
Kindly pardon me if I was not able to do justice to The Great Maslow. :D
From India, Lucknow
Hi all, I too agree with seema.it is related to Reward not at all related with Recruiments. Regards, Rama.
Hi Seema,
Though Maslow's theory basically evolved based on motivation, it is interrelated to the answer given. It can be interpreted in various ways. Secondly, the quiz is to identify the correct answer. There may be some wrong answers as well.
I have compared the answer given by Krishna on how it is related to the options given above.
Physiological needs: food, clothing, shelter, sleep, sex, thirst.
- Recruitment: A person needs a job to obtain the above. Without money, he can't fulfill these basic needs.
Safety needs: free from natural calamities, dangerous occurrences.
Appraisal: To achieve job security, the performance of an individual will be much more effective, which will be measured through appraisal.
Social needs: belongingness, association with other persons.
Training: Provides not only technical skills but also soft skills like interpersonal relationships, personality development, communication skills, etc., which are necessary to interact with people effectively.
Esteem needs: self-respect, recognition, and a good reputation in the eyes of others.
Recognition: When a person is satisfied with the above, naturally, he will seek recognition, such as promotion, job satisfaction, or a respected position in an organization.
Self-actualization needs: maximum utilization of one's potentialities to achieve goals in life.
Hope this clarifies your point of discussion.
If anyone would like to interpret in a different way or support Ms. Seema's views.
Preet
From India, Bangalore
Though Maslow's theory basically evolved based on motivation, it is interrelated to the answer given. It can be interpreted in various ways. Secondly, the quiz is to identify the correct answer. There may be some wrong answers as well.
I have compared the answer given by Krishna on how it is related to the options given above.
Physiological needs: food, clothing, shelter, sleep, sex, thirst.
- Recruitment: A person needs a job to obtain the above. Without money, he can't fulfill these basic needs.
Safety needs: free from natural calamities, dangerous occurrences.
Appraisal: To achieve job security, the performance of an individual will be much more effective, which will be measured through appraisal.
Social needs: belongingness, association with other persons.
Training: Provides not only technical skills but also soft skills like interpersonal relationships, personality development, communication skills, etc., which are necessary to interact with people effectively.
Esteem needs: self-respect, recognition, and a good reputation in the eyes of others.
Recognition: When a person is satisfied with the above, naturally, he will seek recognition, such as promotion, job satisfaction, or a respected position in an organization.
Self-actualization needs: maximum utilization of one's potentialities to achieve goals in life.
Hope this clarifies your point of discussion.
If anyone would like to interpret in a different way or support Ms. Seema's views.
Preet
From India, Bangalore
Yes, Preet, you may be right. However, my idea of the post was just to bring to the notice of the viewers that these are the extensions of his original theory by others. He never talked about recruitment in his essay. And, from what I understood from his original writing, others put concepts/terms of their own and combined it with Maslow's theory. I might be wrong as well.
To support the above view, kindly go through the original article of Maslow (1943) at the link given below:
http://psychclassics.yorku.ca/Maslow/motivation.htm
The relationship of it to management theories, especially X and Y theory, is beautifully explained in this link below:
<link no longer exists - removed>
In 1965, Maslow's manuscript was published as Eupsychian Management (eupsychia was Maslow's term for the ideal society or organization), which made him "international renown as a founder of the rapidly growing movement to humanize the workplace," which many people don't associate him with.
Kindly pardon me if I was not able to do justice to The Great Maslow. 😊
From India, Lucknow
To support the above view, kindly go through the original article of Maslow (1943) at the link given below:
http://psychclassics.yorku.ca/Maslow/motivation.htm
The relationship of it to management theories, especially X and Y theory, is beautifully explained in this link below:
<link no longer exists - removed>
In 1965, Maslow's manuscript was published as Eupsychian Management (eupsychia was Maslow's term for the ideal society or organization), which made him "international renown as a founder of the rapidly growing movement to humanize the workplace," which many people don't associate him with.
Kindly pardon me if I was not able to do justice to The Great Maslow. 😊
From India, Lucknow
Hi Seema,
Thank you for the great links. If you notice, Maslow never related his theory to HR. It is a subject in sociology that discusses motivation. However, as HR professionals, we understand this topic not only as a sociological subject but also through our studies in Personnel Management. In that subject, Maslow's theory was related to the points mentioned above.
I also agree with your points; Maslow developed this theory without considering Recruitment, Appraisal, or Recognition.
Hope this clarifies things.
Preet
From India, Bangalore
Thank you for the great links. If you notice, Maslow never related his theory to HR. It is a subject in sociology that discusses motivation. However, as HR professionals, we understand this topic not only as a sociological subject but also through our studies in Personnel Management. In that subject, Maslow's theory was related to the points mentioned above.
I also agree with your points; Maslow developed this theory without considering Recruitment, Appraisal, or Recognition.
Hope this clarifies things.
Preet
From India, Bangalore
Such a nice game Preet has started! Pehle he question pe itni sari discussions? This way, people will lose the spirit of the game. Seema mam, you were the last one to answer. Please post a question for us. This game would really help us brush up our knowledge and test our gray matters. Hurry up. APKA SAMAY SHURU HOTA HAI ABB...!! 😂😂😉
From India, New Delhi
From India, New Delhi
Hi all,
Thank you very much. Now, my question is: write a short note about Performance Appraisal, classification of P.A., and the latest trends.
Thank you for giving this nice opportunity.
Regards,
Krishna Saladi
+91 98481 04265
From India, Madras
Thank you very much. Now, my question is: write a short note about Performance Appraisal, classification of P.A., and the latest trends.
Thank you for giving this nice opportunity.
Regards,
Krishna Saladi
+91 98481 04265
From India, Madras
Hi Krishna,
Nice. At last, you have posted your question. Make sure the question is concise for easy answering, especially since you're inquiring about the latest trends which can vary by company. Let's simplify the question to: "Short note on PA and Types of PA."
Hi guys, any answers?
Preet
From India, Bangalore
Nice. At last, you have posted your question. Make sure the question is concise for easy answering, especially since you're inquiring about the latest trends which can vary by company. Let's simplify the question to: "Short note on PA and Types of PA."
Hi guys, any answers?
Preet
From India, Bangalore
Hi,
I do agree to the point of Seema Singh as Maslow's Theory is connected with motivation. It clearly defines that an employee's needs and levels move from the stages of lower to higher to provide a comfort zone and workplace satisfaction - the concept discussed by Maslow to highlight the importance of motivation.
Regards,
Reshmi Raghavan
From India, Coimbatore
I do agree to the point of Seema Singh as Maslow's Theory is connected with motivation. It clearly defines that an employee's needs and levels move from the stages of lower to higher to provide a comfort zone and workplace satisfaction - the concept discussed by Maslow to highlight the importance of motivation.
Regards,
Reshmi Raghavan
From India, Coimbatore
Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, usually taking the form of a periodic interview (annual or semi-annual). In these interviews, the work performance of the subordinate is examined and discussed to identify weaknesses, strengths, opportunities for improvement, and skills development.
Performance evaluation can be divided into two general categories: Ranking and Rating. The former involves comparing employees against each other to determine the relative ordering of the group based on some performance measure. Ranking can be Straight Ranking (relative to each other), Alternation Ranking (best and worst employees are rated, then middle employees are rated accordingly), and Paired-Comparison Ranking (raters make ranking judgments about discreet pairs of people).
Rating requires raters to evaluate employees based on an absolute standard rather than in relative terms. Performance standards are on a scale where the appraiser can check the point that describes the employee's performance. Performance variation is described along a continuum from good to bad, with descriptors being adjectives, behaviors, or outcomes.
When adjectives are used as anchors, the format is called a standard rating scale - from well above average to well below average.
BARS or Behaviorally Anchored Rating Scales are the most common behavior descriptor formats.
When outcomes are used as standards, the most common one is Management by Objectives (MBO), which is both a planning and appraisal tool with many variations across firms.
Raters can be supervisors, self, customers, peers, and subordinates.
A good performance evaluation depends on a sound basis for establishing performance dimensions and the scale associated with each dimension. It should be relevant to the strategic plan of the company. Also, employees should be involved in developing every stage of performance dimensions and building scales so that employees have more positive reactions to ratings, regardless of their performance level. Raters should be properly trained, and all employees should understand how the system operates and its purpose. Raters should be motivated to be accurate.
Lastly, a diary or log should be maintained of employee performance for memory and documentation.
Source: Milkovich and Newman, 2005. Compensation.
From India, Lucknow
Performance evaluation can be divided into two general categories: Ranking and Rating. The former involves comparing employees against each other to determine the relative ordering of the group based on some performance measure. Ranking can be Straight Ranking (relative to each other), Alternation Ranking (best and worst employees are rated, then middle employees are rated accordingly), and Paired-Comparison Ranking (raters make ranking judgments about discreet pairs of people).
Rating requires raters to evaluate employees based on an absolute standard rather than in relative terms. Performance standards are on a scale where the appraiser can check the point that describes the employee's performance. Performance variation is described along a continuum from good to bad, with descriptors being adjectives, behaviors, or outcomes.
When adjectives are used as anchors, the format is called a standard rating scale - from well above average to well below average.
BARS or Behaviorally Anchored Rating Scales are the most common behavior descriptor formats.
When outcomes are used as standards, the most common one is Management by Objectives (MBO), which is both a planning and appraisal tool with many variations across firms.
Raters can be supervisors, self, customers, peers, and subordinates.
A good performance evaluation depends on a sound basis for establishing performance dimensions and the scale associated with each dimension. It should be relevant to the strategic plan of the company. Also, employees should be involved in developing every stage of performance dimensions and building scales so that employees have more positive reactions to ratings, regardless of their performance level. Raters should be properly trained, and all employees should understand how the system operates and its purpose. Raters should be motivated to be accurate.
Lastly, a diary or log should be maintained of employee performance for memory and documentation.
Source: Milkovich and Newman, 2005. Compensation.
From India, Lucknow
Hi Seema,
Your answer for PA seems to be correct. You also need to tell the types of appraisal. Anyways, Krishna has to tell whether it is the right answer or not. On his acceptance, Seema can post the next question after 12 PM but before 2 PM today.
Preet
From India, Bangalore
Your answer for PA seems to be correct. You also need to tell the types of appraisal. Anyways, Krishna has to tell whether it is the right answer or not. On his acceptance, Seema can post the next question after 12 PM but before 2 PM today.
Preet
From India, Bangalore
Hi Pooja, The first question is already answered. Pls answer for the second question that is. Short note on Appraisal and types of appraisal Preet
From India, Bangalore
From India, Bangalore
Well in my opinion it is basically a combination of all. Each play a significant role which summons up the theory of maslow'. Should i be wrong please do correct me. Regards, Sandeep
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
Hi Sandeep, Your answer is correct. But now the second question is asked about appraisal. Kindly answer the second question. Preet
From India, Bangalore
From India, Bangalore
Dear All,
I also agree with what Seema says. Maslow's theory only tries to focus on different levels of motivational needs. It has nothing to do with rewards, recruitment, etc. Recognition is just one part of it.
Regards,
Akhouri Nishant
From India, New Delhi
I also agree with what Seema says. Maslow's theory only tries to focus on different levels of motivational needs. It has nothing to do with rewards, recruitment, etc. Recognition is just one part of it.
Regards,
Akhouri Nishant
From India, New Delhi
Hi Nishant,
I think this post is going somewhere else, deviating from the original objective. Maslow's theory has already been discussed, and the next question has been asked. Before posting something, please go through all the posts in this topic. I have already related to the options given by me. Kindly try to answer the question instead of discussing who is correct.
Preet
From India, Bangalore
I think this post is going somewhere else, deviating from the original objective. Maslow's theory has already been discussed, and the next question has been asked. Before posting something, please go through all the posts in this topic. I have already related to the options given by me. Kindly try to answer the question instead of discussing who is correct.
Preet
From India, Bangalore
Hi All,
With Seema's answer for the second question, I closing the second question by posting the types of appraisal. Now Seema can post the next question.
Types of Appraisals:
Self Appraisal
Manager�s Appraisal
Technical Appraisal
180 Degree Appraisal
360 Degree Appraisal
Preet
From India, Bangalore
With Seema's answer for the second question, I closing the second question by posting the types of appraisal. Now Seema can post the next question.
Types of Appraisals:
Self Appraisal
Manager�s Appraisal
Technical Appraisal
180 Degree Appraisal
360 Degree Appraisal
Preet
From India, Bangalore
Dear Preet,
First of all, thank you for starting the HR quiz (which started with a big question mark...) and for completing my last answer on PA. My question is related to the compensation field of HR and is very simple. I hope people answer as soon as possible.
"What is the broad banding concept in compensation, and why should an organization go for it? A related small question with it is - What are shadow ranges?"
BEST OF LUCK!! :D
Seema
From India, Lucknow
First of all, thank you for starting the HR quiz (which started with a big question mark...) and for completing my last answer on PA. My question is related to the compensation field of HR and is very simple. I hope people answer as soon as possible.
"What is the broad banding concept in compensation, and why should an organization go for it? A related small question with it is - What are shadow ranges?"
BEST OF LUCK!! :D
Seema
From India, Lucknow
It has to do with salary ranges in an organization, either it includes all the positions in the company or just a few, such as executives and those above. Companies have started to do this nowadays in order to improve their efficiency and quality among their people.
I personally think that it should be done because this is the best way where an employee can be measured and put on a scale according to his performance. Once an employee knows that there is a salary range in his current portfolio, then he will strive to reach the maximum.
For example, companies that don't follow any grading or structure have low morale among their employees as they are not sure about their increment or how much their pay rise would be if they have fulfilled their targets or goals given by their management. I've seen this happen. This slowly leads to resignations.
I hope I have gotten it right. If I happen to be wrong, do let me know.
Thanks
From United Arab Emirates, Dubai
I personally think that it should be done because this is the best way where an employee can be measured and put on a scale according to his performance. Once an employee knows that there is a salary range in his current portfolio, then he will strive to reach the maximum.
For example, companies that don't follow any grading or structure have low morale among their employees as they are not sure about their increment or how much their pay rise would be if they have fulfilled their targets or goals given by their management. I've seen this happen. This slowly leads to resignations.
I hope I have gotten it right. If I happen to be wrong, do let me know.
Thanks
From United Arab Emirates, Dubai
As far as the answer is concerned, only part of the answer is given for the question. It is necessary to define broad banding in compensation and address the other part of the question as well.
These are all good topics that are essential in the present industrial scenario.
Thanks with Regards,
Thiru
From Germany, Herzogenaurach
These are all good topics that are essential in the present industrial scenario.
Thanks with Regards,
Thiru
From Germany, Herzogenaurach
Hi Thiru, Sandeep tried to answer the question. Encourage him. If you know the complete answer please post it and participate in the game. Preet
From India, Bangalore
From India, Bangalore
Hi Seema,
Thank you for your contribution and response. Your answer is almost all correct; however, in my view, the classification of P.A. means Traditional method and Modern method. Bars, Field review method, Straight ranking method, etc., come under the traditional method, while 360-degree feedback, M.B.O., etc., come under Modern methods. (Attention Preetak, what is your opinion and do you have any comments?)
Anyhow, congratulations!!! And now it's your chance; pose your question. Thank you for giving this opportunity.
Regards,
Krishna Saladi
+91 98481 04265
From India, Madras
Thank you for your contribution and response. Your answer is almost all correct; however, in my view, the classification of P.A. means Traditional method and Modern method. Bars, Field review method, Straight ranking method, etc., come under the traditional method, while 360-degree feedback, M.B.O., etc., come under Modern methods. (Attention Preetak, what is your opinion and do you have any comments?)
Anyhow, congratulations!!! And now it's your chance; pose your question. Thank you for giving this opportunity.
Regards,
Krishna Saladi
+91 98481 04265
From India, Madras
As per my views, none of the above-mentioned options given by the concerned person is valid. To some extent, recognition can come in Maslow's Hierarchy of Needs.
Awaiting other team members' views.
Regards,
Derek
From India, Nagpur
Awaiting other team members' views.
Regards,
Derek
From India, Nagpur
Dear Preethi, Don’t agree with you regarding this thing.... sorry but have a different point of view. Regards, Derek
From India, Nagpur
From India, Nagpur
Hi Derek,
It is not Preethi. Name is Preet. Anyways, no probs. I have already compared Maslow's theory with HR topics. I have also accepted Seema's point that Maslow didn't mention HR topics or management topics explicitly. However, his theory was interpreted with HR topics, as I have clearly mentioned. Hope this clarifies your point.
Hi Krishna,
Kindly post your replies at the earliest, as we have already informed Seema to post her question.
Preet
From India, Bangalore
It is not Preethi. Name is Preet. Anyways, no probs. I have already compared Maslow's theory with HR topics. I have also accepted Seema's point that Maslow didn't mention HR topics or management topics explicitly. However, his theory was interpreted with HR topics, as I have clearly mentioned. Hope this clarifies your point.
Hi Krishna,
Kindly post your replies at the earliest, as we have already informed Seema to post her question.
Preet
From India, Bangalore
Hi all,
Sandeep has answered it partially correctly, but the basic fundamentals are not clear in that response.
Broadbanding of pay structures started as a trend in the late 80s and early 90s in flatter and more flexible organizations. Many positions traditionally covered by numerous separate pay ranges were swept into a relatively few, very wide job classifications, which are called bands. Usually, to simplify administration and enhance a sense of common purpose and a single team atmosphere. By collapsing a number of narrower salary grades, the organization reaps the benefit of a low hierarchical order in the organizational structure, and it may signal to employees that development is more important than worrying about promotions all the time. This promotes "paying for the person" rather than paying for the job.
Shadow ranges are these earlier narrow ranges that were sunk into wider bands. The shadows are necessary to keep in mind so that one knows where this broad band originally came from.
Research indicates that Broad Banding, if more often than not effective in improving career development/management.
So,... here we are..... I think Preet can decide who should be the next one to launch a new question.
Seema Singh
From India, Lucknow
Sandeep has answered it partially correctly, but the basic fundamentals are not clear in that response.
Broadbanding of pay structures started as a trend in the late 80s and early 90s in flatter and more flexible organizations. Many positions traditionally covered by numerous separate pay ranges were swept into a relatively few, very wide job classifications, which are called bands. Usually, to simplify administration and enhance a sense of common purpose and a single team atmosphere. By collapsing a number of narrower salary grades, the organization reaps the benefit of a low hierarchical order in the organizational structure, and it may signal to employees that development is more important than worrying about promotions all the time. This promotes "paying for the person" rather than paying for the job.
Shadow ranges are these earlier narrow ranges that were sunk into wider bands. The shadows are necessary to keep in mind so that one knows where this broad band originally came from.
Research indicates that Broad Banding, if more often than not effective in improving career development/management.
So,... here we are..... I think Preet can decide who should be the next one to launch a new question.
Seema Singh
From India, Lucknow
Hi Seema, In your opinion if Sandeep is answered the question correctly atleast partially, then he needs to get a chance to post the next question. So Sandeep post your question. Preet
From India, Bangalore
From India, Bangalore
Hi Sandeep, Your time to post the question got over. Seema I think you need to continue with the next question. Preet
From India, Bangalore
From India, Bangalore
Hi all, the next question is .. "What is a competency? What can be the benefits of competency based HR management?" This is an easy one i suppose...Best of Luck!! thanks seema
From India, Lucknow
From India, Lucknow
hi derek sorry! actually i don’t know ur name i felt ur name preethi sorry boss.. regards krishna
From India, Madras
From India, Madras
Hi
Seema
Here is the Answer
1. A Competency is an underlying characteristic of a person which enables him /her to deliver superior performance in a given job, role or a situation.
2. Hayes (1979) - Competencies are generic knowledge motive, trait, social role or a skill of a person linked to superior performance on the job.
3. Albanese (1989) - Competencies are personal characteristics that contribute to effective managerial performance.
4. UNIDO (2002)- A Competency is a set of skills, related knowledge and attributes that allow an individual to successfully perform a task or an activity within a specific function or job
5.Competencies are the human capabilities and work-related behaviors that provide a competitive advantage to an organization
What is COMPETENCY MAPPING?
It is the process of identification of competencies required to perform successfully a given job or role or a set of tasks at a given point time.
Benefits of competency based HR management?
Competency mapping aids in all core HR activities..
1 Recruitment & selection.
2. Training need analysis.
3. Performance appraisal.
4.Succession planning.
5.Compensation Management.
6. New assignment / Project allocation
Benefits of competency based HR management in points
1. Crystal clear clarity in the roles and responsibility of the employees ( through job analysis).
2. Reduced attrition rate due to reduced stress in the workplace.
3. Hiring mistakes can be avoided ( reduction in recruiting cost).
4. Increases the effectiveness of the training programs (accurate training need analysis).
5. Competitive work force can be developed.
6. Employees will be highly motivated ( Interest towards employee development by management)
7. Increase in the employee morale towards management.
8. It helps as tool for promotion, succession planning, job rotation and job enrichment plan etc..
9. Help organization �Raise the bar of performance expectations�
10.Helps teams and individuals align their behaviors with key organization strategy.
11.Each employee in the organization understand how to achieve expectation.
I Hope i have answered all the questions
Need more explanation?
Regards
Dev
From India, Bangalore
Seema
Here is the Answer
1. A Competency is an underlying characteristic of a person which enables him /her to deliver superior performance in a given job, role or a situation.
2. Hayes (1979) - Competencies are generic knowledge motive, trait, social role or a skill of a person linked to superior performance on the job.
3. Albanese (1989) - Competencies are personal characteristics that contribute to effective managerial performance.
4. UNIDO (2002)- A Competency is a set of skills, related knowledge and attributes that allow an individual to successfully perform a task or an activity within a specific function or job
5.Competencies are the human capabilities and work-related behaviors that provide a competitive advantage to an organization
What is COMPETENCY MAPPING?
It is the process of identification of competencies required to perform successfully a given job or role or a set of tasks at a given point time.
Benefits of competency based HR management?
Competency mapping aids in all core HR activities..
1 Recruitment & selection.
2. Training need analysis.
3. Performance appraisal.
4.Succession planning.
5.Compensation Management.
6. New assignment / Project allocation
Benefits of competency based HR management in points
1. Crystal clear clarity in the roles and responsibility of the employees ( through job analysis).
2. Reduced attrition rate due to reduced stress in the workplace.
3. Hiring mistakes can be avoided ( reduction in recruiting cost).
4. Increases the effectiveness of the training programs (accurate training need analysis).
5. Competitive work force can be developed.
6. Employees will be highly motivated ( Interest towards employee development by management)
7. Increase in the employee morale towards management.
8. It helps as tool for promotion, succession planning, job rotation and job enrichment plan etc..
9. Help organization �Raise the bar of performance expectations�
10.Helps teams and individuals align their behaviors with key organization strategy.
11.Each employee in the organization understand how to achieve expectation.
I Hope i have answered all the questions
Need more explanation?
Regards
Dev
From India, Bangalore
Yes, the answer given by our member "devanand" is correct. I really liked the definition part of it. The benefits cited are quite comprehensive. So, the next question goes to you.
Just one request - If you could cite an example from your experience, where you realized a significant difference in benefits gained at the organizational level by choosing to apply "competency-based HR practice" over the existing/traditional practice, that would make it really interesting. Thanks.
Seema
From India, Lucknow
Just one request - If you could cite an example from your experience, where you realized a significant difference in benefits gained at the organizational level by choosing to apply "competency-based HR practice" over the existing/traditional practice, that would make it really interesting. Thanks.
Seema
From India, Lucknow
Hi Seema,
I am working in an automotive company as an HR Executive specializing in Competency Mapping, and I am implementing the system in the organization. The process is still ongoing. Currently, we have used Competency-based Training Needs Analysis (TNA), which was traditionally done differently. By utilizing the competency-based TNA, employees are motivated, and they are receiving the required training, leading to good relationships with management.
It's a very involved process, and I believe I have completed only about 2% of the entire project so far.
Thanks for reading.
Regards,
Dev
From India, Bangalore
I am working in an automotive company as an HR Executive specializing in Competency Mapping, and I am implementing the system in the organization. The process is still ongoing. Currently, we have used Competency-based Training Needs Analysis (TNA), which was traditionally done differently. By utilizing the competency-based TNA, employees are motivated, and they are receiving the required training, leading to good relationships with management.
It's a very involved process, and I believe I have completed only about 2% of the entire project so far.
Thanks for reading.
Regards,
Dev
From India, Bangalore
Hi all,
Here is the next question.
You all must be knowing that projective technique is the tool or method used in the study and assessment of the individual in Behavioral Science. Nowadays, Behavioral science is getting more attention in the performance-driven world.
So my question is: What is projective technique? Different types of projective techniques (tools)? What are its advantages when compared to other behavioral assessment tools like psychometric tests... If possible, briefly explain any one PI?
Please try to answer because I think as HR professionals, we have to know something about Behavioral Science. Am I right?
Regards,
Dev
From India, Bangalore
Here is the next question.
You all must be knowing that projective technique is the tool or method used in the study and assessment of the individual in Behavioral Science. Nowadays, Behavioral science is getting more attention in the performance-driven world.
So my question is: What is projective technique? Different types of projective techniques (tools)? What are its advantages when compared to other behavioral assessment tools like psychometric tests... If possible, briefly explain any one PI?
Please try to answer because I think as HR professionals, we have to know something about Behavioral Science. Am I right?
Regards,
Dev
From India, Bangalore
Hi Dev,
It is really a great question. In my opinion, all HR professionals must know behavioral science, which includes psychology. HR professionals essentially practice psychology. That is why we refer to HR professionals as "Practicing Professionals."
Preet
From India, Bangalore
It is really a great question. In my opinion, all HR professionals must know behavioral science, which includes psychology. HR professionals essentially practice psychology. That is why we refer to HR professionals as "Practicing Professionals."
Preet
From India, Bangalore
Hi preet, The maslow hierarchy theory is related to recognition. by recognizing each step a human being come to know about his/her self actualization. so the answer is recognition. Regards Aarti
From India, Mumbai
From India, Mumbai
Hi Preet and others,
I think members who visit this post, which is definitely getting lengthier and lengthier hour by hour, are not able to make sense of it. Some are still answering the The Great Maslow's theory controversy. Can we not have an opening page of this QUIZ posting where we keep adding all the questions as they come and tell the viewer which one is the latest? Otherwise, he or she has to go over all the responses to get a clue about its head and tail. Say What??
Seema
From India, Lucknow
I think members who visit this post, which is definitely getting lengthier and lengthier hour by hour, are not able to make sense of it. Some are still answering the The Great Maslow's theory controversy. Can we not have an opening page of this QUIZ posting where we keep adding all the questions as they come and tell the viewer which one is the latest? Otherwise, he or she has to go over all the responses to get a clue about its head and tail. Say What??
Seema
From India, Lucknow
Hi Seema,
We can do that, but the ultimate idea of this quiz is to spread HR knowledge. Let them go through all the posts, but they have to post the answer only to the last question asked.
Hi guys, kindly check the last page of the post and find out the last question, and answer only that. Do not answer the questions that are already answered and accepted by the person who is posting the question.
Preet
From India, Bangalore
We can do that, but the ultimate idea of this quiz is to spread HR knowledge. Let them go through all the posts, but they have to post the answer only to the last question asked.
Hi guys, kindly check the last page of the post and find out the last question, and answer only that. Do not answer the questions that are already answered and accepted by the person who is posting the question.
Preet
From India, Bangalore
Regarding the Question about Projective Tests...
Objective and Projective tests are tests for personality or parts of personality of people - their behavior and motivations.
Objective methods are atheoretical and/or empirical in the sense that they don't require any theory to interpret the results of tests. The results often derive their meaning from empirical procedures such as matching a person's results to those of a clinical sample. Objective tests are not likely to be based on Psychodynamic (Freudian theory) theory, and therefore the results are considered less useful for providing insights into the dynamics of a person's interactions with the world. The earliest popular tests of this kind was Minnesota Multipurpose Personality Inventory.
Projective tests remain popular today but their heydays were in the early half of the 20th century. They are based on psychodynamic theory for explanation, and a major assumption underlying these is that stimuli which are prone to a variety of interpretations will encourage clients to reveal information that they otherwise would not share in response to direct questioning. Thematic Appreciation Test (TAT) by Henry A. Murray is a classic example of a projective device. It is measured on qualitative scoring methods even though quantitative methods have been available.
Compared to most surveys and focus group research, Projective Techniques rely on "Indirect Questioning". For example, in Marketing Research, rather than asking the respondent directly about their buying behavior and motivation, questions are framed in terms of other people or imaginary situations, e.g., asking to describe the "dream involving Swiss chocolates".
The stimuli here are relatively ambiguous so that respondents' ability to guess the expected answers is reduced, and bias of "socially desirable" answers is reduced. Some examples of projective techniques are - Word Association; sentence completion; symbol matching; cartoon tests; objective personification; shopping list analysis; picture drawing; autodriving; thematic storytelling; dream exercises; collage construction, etc.
In survey research, the degrees of freedom are usually less in number, whereas, Projective Techniques theoretically allow an infinite number of responses. Limitless variations exist, for example, in the ways consumers might imagine dreams about a BMW, or construct collages that represent their thoughts and feelings about United Airlines.
In the broadest sense, Projective methods tend to generate data that originate in what neuroscientists characterize in lay terms as the "right brain". They tend to encourage emotional, fanciful, and visual expressions that materialize to elicit data that are more symbolic, metaphorical, and aesthetic. Projective techniques are able to access primary motivations that arise from an individual's urges and instincts that arise from different levels of consciousness (Freud, 1911). Such interests are clearly the direct concern of the marketers with communication; product design; and brand positioning.
Dev, hope this is somewhere near to your expectations. I am not an expert in psychology but trying to find answers for an interesting question.
Thanks
Seema
From India, Lucknow
Objective and Projective tests are tests for personality or parts of personality of people - their behavior and motivations.
Objective methods are atheoretical and/or empirical in the sense that they don't require any theory to interpret the results of tests. The results often derive their meaning from empirical procedures such as matching a person's results to those of a clinical sample. Objective tests are not likely to be based on Psychodynamic (Freudian theory) theory, and therefore the results are considered less useful for providing insights into the dynamics of a person's interactions with the world. The earliest popular tests of this kind was Minnesota Multipurpose Personality Inventory.
Projective tests remain popular today but their heydays were in the early half of the 20th century. They are based on psychodynamic theory for explanation, and a major assumption underlying these is that stimuli which are prone to a variety of interpretations will encourage clients to reveal information that they otherwise would not share in response to direct questioning. Thematic Appreciation Test (TAT) by Henry A. Murray is a classic example of a projective device. It is measured on qualitative scoring methods even though quantitative methods have been available.
Compared to most surveys and focus group research, Projective Techniques rely on "Indirect Questioning". For example, in Marketing Research, rather than asking the respondent directly about their buying behavior and motivation, questions are framed in terms of other people or imaginary situations, e.g., asking to describe the "dream involving Swiss chocolates".
The stimuli here are relatively ambiguous so that respondents' ability to guess the expected answers is reduced, and bias of "socially desirable" answers is reduced. Some examples of projective techniques are - Word Association; sentence completion; symbol matching; cartoon tests; objective personification; shopping list analysis; picture drawing; autodriving; thematic storytelling; dream exercises; collage construction, etc.
In survey research, the degrees of freedom are usually less in number, whereas, Projective Techniques theoretically allow an infinite number of responses. Limitless variations exist, for example, in the ways consumers might imagine dreams about a BMW, or construct collages that represent their thoughts and feelings about United Airlines.
In the broadest sense, Projective methods tend to generate data that originate in what neuroscientists characterize in lay terms as the "right brain". They tend to encourage emotional, fanciful, and visual expressions that materialize to elicit data that are more symbolic, metaphorical, and aesthetic. Projective techniques are able to access primary motivations that arise from an individual's urges and instincts that arise from different levels of consciousness (Freud, 1911). Such interests are clearly the direct concern of the marketers with communication; product design; and brand positioning.
Dev, hope this is somewhere near to your expectations. I am not an expert in psychology but trying to find answers for an interesting question.
Thanks
Seema
From India, Lucknow
Hi Seema,
Thanks for answering the question. You are close to the answer. However, your response is quite generic in nature. Can you please redefine your answer to make it more precise?
1. Please provide the definition of PT.
2. Explain the different types.
3. Outline the advantages.
I believe you can improve it. The question is still open, so I encourage others to give it a try.
Regards,
Dev
From India, Bangalore
Thanks for answering the question. You are close to the answer. However, your response is quite generic in nature. Can you please redefine your answer to make it more precise?
1. Please provide the definition of PT.
2. Explain the different types.
3. Outline the advantages.
I believe you can improve it. The question is still open, so I encourage others to give it a try.
Regards,
Dev
From India, Bangalore
Hi Dev, You need to close this question by today by 11AM. Whoever gives the closest correct answer will be the winner. For today’s question the deadline to answer will Monday 11AM. Preet
From India, Bangalore
From India, Bangalore
Dear Seema, It’s a good learning for me, try to answer within time phrame to post a new question. It is really intersting. You will compulsory answer it. Thanks Thiru
From Germany, Herzogenaurach
From Germany, Herzogenaurach
Projective Techniques are part of Qualitative research methods. The Qualitative part is divided into direct and indirect. Latter would involve PT and former has IDIs and Focus group as examples. PT involves four types:
� Association
� Completion
� Construction
� Expressive
Definition from wikipedia-
o these are unstructured prompts or stimulus that encourage the respondent to project their underlying motivations, beliefs, attitudes, or feelings onto an ambiguous situation. The respondents are asked to interpret the behavior of others. In doing so, they indirectly project their own motivations beliefs and values and attitudes into the situation.
o they are all indirect techniques that attempt to disguise the purpose of the research
o examples of projective techniques include:
word association - say the first word that comes to mind after hearing a word - only some of the words in the list are test words that the researcher is interested in, the rest are fillers - is useful in testing brand names - variants include chain word association and controlled word association
sentence completion - respondents are given incomplete sentences and asked to complete them
story completion - respondents are given part of a story and are asked to complete it
cartoon tests - pictures of cartoon characters are shown in a specific situation and with dialogue balloons - one of the dialogue balloons is empty and the respondent is asked to fill it in
thematic apperception tests or TAT- respondents are shown a picture (or series of pictures) and asked to make up a story about the picture(s)
role playing - respondents are asked to play the role of someone else - researchers assume that subjects will project their own feelings or behaviours into the role
third-person technique - a verbal or visual representation of an individual and his/her situation is presented to the respondent - the respondent is asked to relate the attitudes or feelings of that person - researchers assume that talking in the third person will minimize the social pressure to give standard or politically correct responses
Qualitative Information is information based on peoples views, opinions and perceptions.
Advantages
-They may illicit responses that respondents are unwilling or unable to give if they knew the purpose of the study.
-Helpful when the issues are sensitive, personal or subject to strong social norms.
-Helpful when underlying motivations, beliefs, and attitudes are operating at subconsciou level.
Disadvantages
Require highly trained interviewer and interpretor of results. risk of interpretation bias, are more expensive and may involve the subject in unsual behaviors.
WoW...i think its ok...
thanks thiru and Dev
From India, Lucknow
� Association
� Completion
� Construction
� Expressive
Definition from wikipedia-
o these are unstructured prompts or stimulus that encourage the respondent to project their underlying motivations, beliefs, attitudes, or feelings onto an ambiguous situation. The respondents are asked to interpret the behavior of others. In doing so, they indirectly project their own motivations beliefs and values and attitudes into the situation.
o they are all indirect techniques that attempt to disguise the purpose of the research
o examples of projective techniques include:
word association - say the first word that comes to mind after hearing a word - only some of the words in the list are test words that the researcher is interested in, the rest are fillers - is useful in testing brand names - variants include chain word association and controlled word association
sentence completion - respondents are given incomplete sentences and asked to complete them
story completion - respondents are given part of a story and are asked to complete it
cartoon tests - pictures of cartoon characters are shown in a specific situation and with dialogue balloons - one of the dialogue balloons is empty and the respondent is asked to fill it in
thematic apperception tests or TAT- respondents are shown a picture (or series of pictures) and asked to make up a story about the picture(s)
role playing - respondents are asked to play the role of someone else - researchers assume that subjects will project their own feelings or behaviours into the role
third-person technique - a verbal or visual representation of an individual and his/her situation is presented to the respondent - the respondent is asked to relate the attitudes or feelings of that person - researchers assume that talking in the third person will minimize the social pressure to give standard or politically correct responses
Qualitative Information is information based on peoples views, opinions and perceptions.
Advantages
-They may illicit responses that respondents are unwilling or unable to give if they knew the purpose of the study.
-Helpful when the issues are sensitive, personal or subject to strong social norms.
-Helpful when underlying motivations, beliefs, and attitudes are operating at subconsciou level.
Disadvantages
Require highly trained interviewer and interpretor of results. risk of interpretation bias, are more expensive and may involve the subject in unsual behaviors.
WoW...i think its ok...
thanks thiru and Dev
From India, Lucknow
Hi Preet,
Thank you for starting this quiz. In fact, it's a great idea because we all have a lot of things to learn, share, and spread some knowledge. Regarding the issue of checking the last page, I think in the subject line, you can add, "Check last page for latest questions." I hope I am not off track, but I wanted to share and suggest something to solve the problem. Correct me if I am wrong.
Regards,
Poonam Sonawane
From India, Mumbai
Thank you for starting this quiz. In fact, it's a great idea because we all have a lot of things to learn, share, and spread some knowledge. Regarding the issue of checking the last page, I think in the subject line, you can add, "Check last page for latest questions." I hope I am not off track, but I wanted to share and suggest something to solve the problem. Correct me if I am wrong.
Regards,
Poonam Sonawane
From India, Mumbai
Dear Dev, Please rate the answer to procedd for next question. I think seema had put more efforts... Thiru
From Germany, Herzogenaurach
From Germany, Herzogenaurach
Dear All
Yes, the answer given by our member "Seema " is correct. I really thank her for answering..
Good work :!:
This is only a additional information
You have left one important Method of PI..
Rorschach Ink Blot Test
Created in the 1920�s by Swiss psychologist Hermann Rorschach (1884-1922).
-I t consists of a series of 10 cards, each containing a complicated inkblot.
- Some are in black and white; some in color.
- Individuals are asked to describe what they see in each card.
Test scores are based on several parameters:
1) what part of the blot a person focuses on;
2) what particular details determine the response;
3) the content of the responses (what objects, persons, or situations they involve); and
4) the frequency with which a particular response has been given by previous test takers.
The reliability of the Rorschach has generally been shown as unsatisfactory because test results are dependent upon a psychologist's judgment.
YOU ARE THE WINNER
You can post next question
Thanks
Dev
From India, Bangalore
Yes, the answer given by our member "Seema " is correct. I really thank her for answering..
Good work :!:
This is only a additional information
You have left one important Method of PI..
Rorschach Ink Blot Test
Created in the 1920�s by Swiss psychologist Hermann Rorschach (1884-1922).
-I t consists of a series of 10 cards, each containing a complicated inkblot.
- Some are in black and white; some in color.
- Individuals are asked to describe what they see in each card.
Test scores are based on several parameters:
1) what part of the blot a person focuses on;
2) what particular details determine the response;
3) the content of the responses (what objects, persons, or situations they involve); and
4) the frequency with which a particular response has been given by previous test takers.
The reliability of the Rorschach has generally been shown as unsatisfactory because test results are dependent upon a psychologist's judgment.
YOU ARE THE WINNER
You can post next question
Thanks
Dev
From India, Bangalore
Winner - great!!
The next question is in the form of a situation:
Ram Singh, 37 years old, was a construction worker and had joined a new construction company in Delhi just a week back. Yesterday, he went to the company canteen for lunch, and suddenly a beam of wood crashed down along with a part of the roof due to continuous overnight rainfall. He died in the hospital due to fatal head injuries.
A new joiner - HR Executive Sunita has heard about workers' compensation to be given to workers' families after their death, but she is thinking that it was just an accident that happened due to natural reasons. The company is a private limited company with an employee strength of approximately 360. The worker had not attained the status of a permanent worker.
The questions are:
"Which labor law should Sunita refer to for this case?
Will Ram Singh's family get workers' compensation from the company? In how many days will they receive the compensation?
What is the maximum amount of compensation that would be paid?"
Hope I get legally correct answers...
Thanks,
Seema
From India, Lucknow
The next question is in the form of a situation:
Ram Singh, 37 years old, was a construction worker and had joined a new construction company in Delhi just a week back. Yesterday, he went to the company canteen for lunch, and suddenly a beam of wood crashed down along with a part of the roof due to continuous overnight rainfall. He died in the hospital due to fatal head injuries.
A new joiner - HR Executive Sunita has heard about workers' compensation to be given to workers' families after their death, but she is thinking that it was just an accident that happened due to natural reasons. The company is a private limited company with an employee strength of approximately 360. The worker had not attained the status of a permanent worker.
The questions are:
"Which labor law should Sunita refer to for this case?
Will Ram Singh's family get workers' compensation from the company? In how many days will they receive the compensation?
What is the maximum amount of compensation that would be paid?"
Hope I get legally correct answers...
Thanks,
Seema
From India, Lucknow
Ok, he is coming under ESI scheme.
Any other clarification or additional information, as I have just made up this case for young HR professionals - something to think about. I cannot deny that I could have possibly left out some pertinent "facts" of this case.
Thanks,
Seema
From India, Lucknow
Any other clarification or additional information, as I have just made up this case for young HR professionals - something to think about. I cannot deny that I could have possibly left out some pertinent "facts" of this case.
Thanks,
Seema
From India, Lucknow
Hi all,
When asking questions, aim for brevity in responses. Lengthy answers are more suitable for academic settings like college studies. Those responding to questions, kindly keep your answers concise to enhance understanding of the concept or topic.
Dev
Please announce the winner. I believe Seema is the winner, but confirmation is needed.
Observing the current trend, there is interest in this topic with a desire to learn more. However, only Seema, Dev, or Krishna have been actively participating in answering questions. I encourage everyone to join in and benefit from understanding HR concepts.
Preet
From India, Bangalore
When asking questions, aim for brevity in responses. Lengthy answers are more suitable for academic settings like college studies. Those responding to questions, kindly keep your answers concise to enhance understanding of the concept or topic.
Dev
Please announce the winner. I believe Seema is the winner, but confirmation is needed.
Observing the current trend, there is interest in this topic with a desire to learn more. However, only Seema, Dev, or Krishna have been actively participating in answering questions. I encourage everyone to join in and benefit from understanding HR concepts.
Preet
From India, Bangalore
Hi all,
He is eligible for compensation under the Factories Act. According to that, if any employee death occurs on the company premises due to company conditions, and if the employee has served for even half an hour, the compensation will be Basic pay * 60% multiplied by the number of years of service. This is just an attempt.
Regards,
Dev
From India, Bangalore
He is eligible for compensation under the Factories Act. According to that, if any employee death occurs on the company premises due to company conditions, and if the employee has served for even half an hour, the compensation will be Basic pay * 60% multiplied by the number of years of service. This is just an attempt.
Regards,
Dev
From India, Bangalore
Hi Seema,
Great question. Shall I answer this? Ok, no, I will not do it as you mentioned that let the fresh HR professionals try this.
Hi All,
I suggest these types of case studies will also help many people understand the real-time situations at work. Let us post case studies as part of the questions.
Poonam,
I will try to add the topic about which is the last question. Thanks for the good suggestion.
Regards,
Preet
From India, Bangalore
Great question. Shall I answer this? Ok, no, I will not do it as you mentioned that let the fresh HR professionals try this.
Hi All,
I suggest these types of case studies will also help many people understand the real-time situations at work. Let us post case studies as part of the questions.
Poonam,
I will try to add the topic about which is the last question. Thanks for the good suggestion.
Regards,
Preet
From India, Bangalore
Hi all,
Dev's answer is not at all on the right track. Though he tried, and that should be praised... Please refer to the laws before attempting to guess the answers. Can someone more familiar with labor laws and their application answer this?
Thanks,
Seema
From India, Lucknow
Dev's answer is not at all on the right track. Though he tried, and that should be praised... Please refer to the laws before attempting to guess the answers. Can someone more familiar with labor laws and their application answer this?
Thanks,
Seema
From India, Lucknow
Hi friends,
This is Sunil from Hyderabad. I thrive in the city, drawing inspiration from both roots and fruits. I have learned extensively from practical experiences as well as academic studies. During my school days, I ventured into entrepreneurship. One key point I wish to emphasize is that while these authors may be great individuals who have proposed excellent theories, they are not from our local background. Hence, their theories may not be universally applicable as human psychology and behaviors vary across different geographical locations and environmental conditions.
As an HR professional, I aim to develop my own formulas and theories tailored to specific situations in the workplace to effectively extract and utilize the skills I desire.
This is Sunil from Hyderabad. I thrive in the city, drawing inspiration from both roots and fruits. I have learned extensively from practical experiences as well as academic studies. During my school days, I ventured into entrepreneurship. One key point I wish to emphasize is that while these authors may be great individuals who have proposed excellent theories, they are not from our local background. Hence, their theories may not be universally applicable as human psychology and behaviors vary across different geographical locations and environmental conditions.
As an HR professional, I aim to develop my own formulas and theories tailored to specific situations in the workplace to effectively extract and utilize the skills I desire.
Theories are ideal situations. Practicality is what counts. With all due respect, can I ask people to answer what they think is right in a particular situation if they were to handle cases like the one above.
We should be more concerned with what is right in a particular place, time, and according to the given situations of that organization. Theory has no takers if not backed up by practice.
So, waiting for some real flavor of Life.... :D
From India, Lucknow
We should be more concerned with what is right in a particular place, time, and according to the given situations of that organization. Theory has no takers if not backed up by practice.
So, waiting for some real flavor of Life.... :D
From India, Lucknow
hi dev, this is indeed a very good question. I’ll just watch and wait for answers to this question as I’m not sure about the answer. Regards, Sandeep
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
Hi all,
Maslow's theory is related to motivation. It describes that a person first fulfills their basic needs, followed by safety needs, and then social needs. After satisfying these needs, they try to fulfill their self-esteem needs, and finally, there are self-actualization needs.
Regards,
Manju Dhiman
From India, Panipat
Maslow's theory is related to motivation. It describes that a person first fulfills their basic needs, followed by safety needs, and then social needs. After satisfying these needs, they try to fulfill their self-esteem needs, and finally, there are self-actualization needs.
Regards,
Manju Dhiman
From India, Panipat
Hi,
I don't know to what extent my post related to this query, but I just wanted to post a few things related to this query.
Workmen's Compensation under The Workmen's Compensation Act, 1923
EMPLOYEES ENTITLED TO COMPENSATION
Every employee (including those employed through a contractor but excluding casual employees), who is engaged for the purposes of the employer's business and who suffers an injury in any accident arising out of and in the course of his employment, shall be entitled to compensation under the Act.
EMPLOYER'S LIABILITY FOR COMPENSATION (ACCIDENTS)
The employer of any establishment covered under this Act is required to compensate an employee:
a. Who has suffered an accident arising out of and in the course of his employment, resulting in (i) death, (ii) permanent total disablement, (iii) permanent partial disablement, or (iv) temporary disablement whether total or partial, or
b. Who has contracted an occupational disease.
CALCULATION OF COMPENSATION
The amount of compensation payable by the employer shall be calculated as follows:
(a) In the case of death: 50% of the monthly wages X Relevant Factor or Rs. 50,000, whichever is more. And Rs. 1000 for funeral expenses.
(b) In the case of total permanent disablement specified under Schedule I: 60% of the monthly wages X Relevant Factor or Rs. 60,000, whichever is more.
(c) In the case of partial permanent disablement specified under Schedule I: Such a percentage of the compensation payable in case (b) above as is the percentage of the loss in earning capacity (specified in Schedule I).
(d) In the case of partial permanent disablement not specified under Schedule I: Such a percentage of the compensation payable in case (b) above, as is proportionate to the loss of earning capacity (as assessed by a qualified medical practitioner).
(e) In the case of temporary disablement (whether total or partial): A half-monthly installment equal to 25% of the monthly wages, for the period of disablement or 5 years, whichever is shorter.
Regards,
Sreeni
From Singapore, Singapore
I don't know to what extent my post related to this query, but I just wanted to post a few things related to this query.
Workmen's Compensation under The Workmen's Compensation Act, 1923
EMPLOYEES ENTITLED TO COMPENSATION
Every employee (including those employed through a contractor but excluding casual employees), who is engaged for the purposes of the employer's business and who suffers an injury in any accident arising out of and in the course of his employment, shall be entitled to compensation under the Act.
EMPLOYER'S LIABILITY FOR COMPENSATION (ACCIDENTS)
The employer of any establishment covered under this Act is required to compensate an employee:
a. Who has suffered an accident arising out of and in the course of his employment, resulting in (i) death, (ii) permanent total disablement, (iii) permanent partial disablement, or (iv) temporary disablement whether total or partial, or
b. Who has contracted an occupational disease.
CALCULATION OF COMPENSATION
The amount of compensation payable by the employer shall be calculated as follows:
(a) In the case of death: 50% of the monthly wages X Relevant Factor or Rs. 50,000, whichever is more. And Rs. 1000 for funeral expenses.
(b) In the case of total permanent disablement specified under Schedule I: 60% of the monthly wages X Relevant Factor or Rs. 60,000, whichever is more.
(c) In the case of partial permanent disablement specified under Schedule I: Such a percentage of the compensation payable in case (b) above as is the percentage of the loss in earning capacity (specified in Schedule I).
(d) In the case of partial permanent disablement not specified under Schedule I: Such a percentage of the compensation payable in case (b) above, as is proportionate to the loss of earning capacity (as assessed by a qualified medical practitioner).
(e) In the case of temporary disablement (whether total or partial): A half-monthly installment equal to 25% of the monthly wages, for the period of disablement or 5 years, whichever is shorter.
Regards,
Sreeni
From Singapore, Singapore
Hi Sreeni,
In my opinion, your answer is not properly fitting here. Just go through the question. In a real-time situation, what would be your action on the above case? Just citing the provision under the WC act will not serve the purpose. Once again, please review the reply given by Seema, as the employee is also covered under ESI.
Kindly answer the question accordingly.
Preet
From India, Bangalore
In my opinion, your answer is not properly fitting here. Just go through the question. In a real-time situation, what would be your action on the above case? Just citing the provision under the WC act will not serve the purpose. Once again, please review the reply given by Seema, as the employee is also covered under ESI.
Kindly answer the question accordingly.
Preet
From India, Bangalore
As this accident has occurred inside the factory premises, the legal heirs of the workman have every right to claim compensation, whether or not he is a permanent workman. If he is covered under the ESI Act, compensation can be claimed from the ESI Corporation; otherwise, the Management has to pay the compensation as per the rules laid down in the Workmen's Compensation Act, 1923. If the workman comes under the Workmen's Compensation Act, the compensation is payable based on his age and last drawn wages.
The full amount of compensation benefit can be calculated based on his last drawn wages: Wages (subject to Rs. 4000/-) x Factor (as given in the schedule) x loss factor.
Thanks with Regards,
Thiru
The full amount of compensation benefit can be calculated based on his last drawn wages: Wages (subject to Rs. 4000/-) x Factor (as given in the schedule) x loss factor.
Thanks with Regards,
Thiru
Compensation as per Workmen's Compensation Act, 1923
Example:
1. Workman data:
Age of the Deceased is 37 years and his monthly wage is Rs. 10,000.
2. Rule:
Where death results from the injury: an amount equal to fifty percent of the monthly wage of the deceased workman multiplied by the relevant factor or an amount of eighty thousand Rupees, whichever is more.
Where the monthly wage of a workman exceeds four thousand rupees, his monthly wage for the purpose of calculation shall be deemed to be four thousand rupees only.
3. Calculation:
If his wage exceeds four thousand rupees, only four thousand rupees are to be taken for calculation.
Hence, 4000 x 50% = 2000 x 192.14 (Age Factor mentioned in the Act) = Rs. 3,84,280.
Or
Rs. 80,000, whichever is more.
So, heirs are eligible for Rs. 3,84,280 as death compensation.
In this case, the workmen are ESI members, so the compensation would be calculated by the ESI corporation.
Thanks with regards,
Thiru
Example:
1. Workman data:
Age of the Deceased is 37 years and his monthly wage is Rs. 10,000.
2. Rule:
Where death results from the injury: an amount equal to fifty percent of the monthly wage of the deceased workman multiplied by the relevant factor or an amount of eighty thousand Rupees, whichever is more.
Where the monthly wage of a workman exceeds four thousand rupees, his monthly wage for the purpose of calculation shall be deemed to be four thousand rupees only.
3. Calculation:
If his wage exceeds four thousand rupees, only four thousand rupees are to be taken for calculation.
Hence, 4000 x 50% = 2000 x 192.14 (Age Factor mentioned in the Act) = Rs. 3,84,280.
Or
Rs. 80,000, whichever is more.
So, heirs are eligible for Rs. 3,84,280 as death compensation.
In this case, the workmen are ESI members, so the compensation would be calculated by the ESI corporation.
Thanks with regards,
Thiru
Hi all,
Thiru has given the correct (lawful) answer to the question I posed in the form of a small case study based on Worker's Compensation in the event of death. India_123's answer was also good; however, it lacked completeness. From the email, it seems he did not exactly want to provide an answer to the question but was interested in participating in the quiz, which I appreciate. Even if you are unsure, just answer.
Thiru's second reply is comprehensive and exactly what I was looking for. One thing missed by Thiru is: when will the legal heir receive the payment? Is there any specified time duration in the law?
So, Thiru is the WINNER. Over to him.
Thanks,
Seema
From India, Lucknow
Thiru has given the correct (lawful) answer to the question I posed in the form of a small case study based on Worker's Compensation in the event of death. India_123's answer was also good; however, it lacked completeness. From the email, it seems he did not exactly want to provide an answer to the question but was interested in participating in the quiz, which I appreciate. Even if you are unsure, just answer.
Thiru's second reply is comprehensive and exactly what I was looking for. One thing missed by Thiru is: when will the legal heir receive the payment? Is there any specified time duration in the law?
So, Thiru is the WINNER. Over to him.
Thanks,
Seema
From India, Lucknow
Hi Seema, I think Thiru has come very closer to the answer and I think his answer is most appropriate. what do you say? Anyhow you are the person to decide on the winner. Preet
From India, Bangalore
From India, Bangalore
Hi Thiru, congratulations. As announced by Seema, you are the winner. Kindly post your next question. Preet
From India, Bangalore
From India, Bangalore
Hi Thiru, Your time is running out for posting the question. You need to post it before 2PM. Preet
From India, Bangalore
From India, Bangalore
Dear all,
I agree with all of you. The theory does not relate to recruitment, appraisal, and such matters. It only emphasizes the hierarchy of motivation. As far as I know, this is just a theory of motivation.
This is a nice quiz to start. Everyone will have so much to learn.
Regards,
From India
I agree with all of you. The theory does not relate to recruitment, appraisal, and such matters. It only emphasizes the hierarchy of motivation. As far as I know, this is just a theory of motivation.
This is a nice quiz to start. Everyone will have so much to learn.
Regards,
From India
Dear Seema & Preet,
Thank you for your compliments, and I am also very sorry that I have exceeded my time limit due to some official commitments.
My question is: What is the difference between termination, dismissal, discharge, and retrenchment? Please explain briefly.
Thanks with Regards,
Thiru
From Germany, Herzogenaurach
Thank you for your compliments, and I am also very sorry that I have exceeded my time limit due to some official commitments.
My question is: What is the difference between termination, dismissal, discharge, and retrenchment? Please explain briefly.
Thanks with Regards,
Thiru
From Germany, Herzogenaurach
Hi, First of all thanks a lot for these kind of practice to generate and share the ideas, I agree that Maslow theory is how to motivate a human being, to get fruitful results. Refards arun
From India, Delhi
From India, Delhi
Hi Thiru,
Thanks for posting your question. It is better late than never, but try to maintain timings as we may proceed with the other winner to post the question. It is a good question that every HR person should know. Don't ask them to write a brief reply; the response should be short and sweet.
Hi all,
Once the question is closed for answering, do not answer again or reply on those topics. (Still, I am receiving answers for Maslow's theory.) Come on, guys, answer this question. Your time is till Tuesday 11.30 AM.
Preet
From India, Bangalore
Thanks for posting your question. It is better late than never, but try to maintain timings as we may proceed with the other winner to post the question. It is a good question that every HR person should know. Don't ask them to write a brief reply; the response should be short and sweet.
Hi all,
Once the question is closed for answering, do not answer again or reply on those topics. (Still, I am receiving answers for Maslow's theory.) Come on, guys, answer this question. Your time is till Tuesday 11.30 AM.
Preet
From India, Bangalore
Hi Preet & Others,
It is a very good initiative from your end. Through this, HR people can learn new things about HR. Seema did a good job by posting a case study in a real-time situation. It provides the opportunity to analyze the case and actions to be taken by the HR person.
We appreciate this initiative. To keep this spirit high and enable people to learn more, we are thinking of sponsoring this topic by giving prizes to one lucky winner from the list of winners who answer correctly on a fortnightly basis.
If you agree, I will send you the details and procedures on how the winner will be chosen for prizes from Prosearch Station. Prosearchstation (Unit of Promentor Consulting) is a Bangalore-based recruitment firm that serves IT & Non-IT clients across India. We handle recruitments from freshers to senior management levels.
Best of luck to everyone who answers correctly or attempts to answer the question.
Regards, Praveen Pro Search Station
From India, Bangalore
It is a very good initiative from your end. Through this, HR people can learn new things about HR. Seema did a good job by posting a case study in a real-time situation. It provides the opportunity to analyze the case and actions to be taken by the HR person.
We appreciate this initiative. To keep this spirit high and enable people to learn more, we are thinking of sponsoring this topic by giving prizes to one lucky winner from the list of winners who answer correctly on a fortnightly basis.
If you agree, I will send you the details and procedures on how the winner will be chosen for prizes from Prosearch Station. Prosearchstation (Unit of Promentor Consulting) is a Bangalore-based recruitment firm that serves IT & Non-IT clients across India. We handle recruitments from freshers to senior management levels.
Best of luck to everyone who answers correctly or attempts to answer the question.
Regards, Praveen Pro Search Station
From India, Bangalore
Hi,
Dismissal is a temporary removal of the person from the organization as a punishment for his actions.
Discharge is the end of a service contract with mutual understanding.
Termination is done during the training/probation period of any employee. This means we have to specify in the appointment order that we may terminate their services if the employee's performance is not satisfactory.
As requested by Preet, I am just posting a simple answer. If Thiru wants me to explain it in detail, I can do so.
Regards, Sreeni
From Singapore, Singapore
Dismissal is a temporary removal of the person from the organization as a punishment for his actions.
Discharge is the end of a service contract with mutual understanding.
Termination is done during the training/probation period of any employee. This means we have to specify in the appointment order that we may terminate their services if the employee's performance is not satisfactory.
As requested by Preet, I am just posting a simple answer. If Thiru wants me to explain it in detail, I can do so.
Regards, Sreeni
From Singapore, Singapore
Hi Thiru, Let us wait till 6 pm today. We will give the chance to others to answer. If no one answer by 6 today, then I will put my answer. Preet
From India, Bangalore
From India, Bangalore
Hello,
My answers are:
TERMINATION: Termination means voluntary or involuntary release from the organization, getting separated.
DISMISSAL: Dismissal means an initiative by the organization (involuntary) for the release of the employee.
DISCHARGE: Mutual release from the organization.
RETRENCHMENT: Downsizing of employees by the organization.
Regards,
Dipika Amlani
From India, Mumbai
My answers are:
TERMINATION: Termination means voluntary or involuntary release from the organization, getting separated.
DISMISSAL: Dismissal means an initiative by the organization (involuntary) for the release of the employee.
DISCHARGE: Mutual release from the organization.
RETRENCHMENT: Downsizing of employees by the organization.
Regards,
Dipika Amlani
From India, Mumbai
Hi Sreeni,
Your way of answering is correct, which is short and sweet. Brief answers might confuse the readers, and many of them don't have the patience to read such big answers. Thanks for answering in short.
Again, I think your answer is swapped with the terminology asked by Thiru. In my opinion, dismissal is a permanent removal. Anyway, check and answer. Thiru will decide on the winner.
Preet
From India, Bangalore
Your way of answering is correct, which is short and sweet. Brief answers might confuse the readers, and many of them don't have the patience to read such big answers. Thanks for answering in short.
Again, I think your answer is swapped with the terminology asked by Thiru. In my opinion, dismissal is a permanent removal. Anyway, check and answer. Thiru will decide on the winner.
Preet
From India, Bangalore
Hi Praveen,
Thank you for your compliments. As for the prizes you are ready to offer, at this moment, we are not in a situation to say yes or no. It might be against the rules and regulations of the Cite HR website. Let me check with Mr. Sidartha Roy and get back to you.
Preet.
From India, Bangalore
Thank you for your compliments. As for the prizes you are ready to offer, at this moment, we are not in a situation to say yes or no. It might be against the rules and regulations of the Cite HR website. Let me check with Mr. Sidartha Roy and get back to you.
Preet.
From India, Bangalore
Hello.
I went through this and I was impressed with the spirit with which it is done. I liked the post of Seema on Maslow Performance appraisal. It was ok, but the reply could be more comprehensive.
The current topic is on Dismissal, discharge, termination, etc. Let me wait for the correct answer and your verdict! Can I correct if there is a mistake? :lol: :lol: :lol:
Nice discussion forum with great spirit. Keep going.
Siva
From India, Chennai
I went through this and I was impressed with the spirit with which it is done. I liked the post of Seema on Maslow Performance appraisal. It was ok, but the reply could be more comprehensive.
The current topic is on Dismissal, discharge, termination, etc. Let me wait for the correct answer and your verdict! Can I correct if there is a mistake? :lol: :lol: :lol:
Nice discussion forum with great spirit. Keep going.
Siva
From India, Chennai
Hi,
Here is my explanation. Its just my perception. please correct me if anything goes wrong.
Dismissal � It�s a punishment to the employee received in consideration of his/her mis conduct or behaviour. Like if a person caught while misusing office confidential matters or when his/her deeds negatively effect the organization reputation he/she should be dismissed from his/her services. It�s the punishment that a person receives for his illegal deeds. I made a mistake in my previous post by mentioning it as a temporary removal. Here I would like to correct it as dismissal is a permanent removal.
Eg:
Unauthorized divulgation of any information regarding operation of the Company to any organization or persons including clients
Misbehavior with colleagues, superior officers or clients and so on�.
Discharge : The word itself gives the meaning of releasing from duty or obligation. There are plenty of meanings for the same word. But when we compared it to our topic it�s nothing but officially relieving a person from his/her duties.
For Ex: Mr. Amith was joined in XYZ co. in the year 2005 by signing two years bond. Now he got an opportunity to work with some ABC co., which is more reputed than XYZ.. So officially he has the right to leave the company as per their commitment by serving notice period. And he can discharge from his duties as per their mutual agreement.
Termination: As earlier mentioned this is done during the Training / Probation Period of any employee. That means we have to specify the Appointment order that we may terminate their services if the performance of the employee is not satisfied. There is a similarity in between the terms Termination & Dismissal. When an employer is not satisfied with the performance of the employee he has the right to terminate his/her employment without giving prior notice. But whereas it has to be mentioned in the appointment or offer letter.
For example: A company hired a person called Arjun as a Trainee Recruiter & after completing the training period he/she may be placed on probabation. If they found Mr. Arjun is not fit for that position or if there is any other problems aroused because of arjun the company have the right to terminate means remove him from the services with or without notice period(depends on their agreement made in between the employer & employee)
Retrenchment: Its nothing but reducing the man power. Means reduction of expenditure by reducing the employee turnover.
Eg: If a company running in loss or if they contemplated that particular department is not running well and there is no use of existing, they will shut down the department and remove the staff in order to save the expenditure. Some times the company will pay them some compensation and sometimes not. It totally depends on which basis they are shutting down or removing the employees.
Regards
Sreeni :)
From Singapore, Singapore
Here is my explanation. Its just my perception. please correct me if anything goes wrong.
Dismissal � It�s a punishment to the employee received in consideration of his/her mis conduct or behaviour. Like if a person caught while misusing office confidential matters or when his/her deeds negatively effect the organization reputation he/she should be dismissed from his/her services. It�s the punishment that a person receives for his illegal deeds. I made a mistake in my previous post by mentioning it as a temporary removal. Here I would like to correct it as dismissal is a permanent removal.
Eg:
Unauthorized divulgation of any information regarding operation of the Company to any organization or persons including clients
Misbehavior with colleagues, superior officers or clients and so on�.
Discharge : The word itself gives the meaning of releasing from duty or obligation. There are plenty of meanings for the same word. But when we compared it to our topic it�s nothing but officially relieving a person from his/her duties.
For Ex: Mr. Amith was joined in XYZ co. in the year 2005 by signing two years bond. Now he got an opportunity to work with some ABC co., which is more reputed than XYZ.. So officially he has the right to leave the company as per their commitment by serving notice period. And he can discharge from his duties as per their mutual agreement.
Termination: As earlier mentioned this is done during the Training / Probation Period of any employee. That means we have to specify the Appointment order that we may terminate their services if the performance of the employee is not satisfied. There is a similarity in between the terms Termination & Dismissal. When an employer is not satisfied with the performance of the employee he has the right to terminate his/her employment without giving prior notice. But whereas it has to be mentioned in the appointment or offer letter.
For example: A company hired a person called Arjun as a Trainee Recruiter & after completing the training period he/she may be placed on probabation. If they found Mr. Arjun is not fit for that position or if there is any other problems aroused because of arjun the company have the right to terminate means remove him from the services with or without notice period(depends on their agreement made in between the employer & employee)
Retrenchment: Its nothing but reducing the man power. Means reduction of expenditure by reducing the employee turnover.
Eg: If a company running in loss or if they contemplated that particular department is not running well and there is no use of existing, they will shut down the department and remove the staff in order to save the expenditure. Some times the company will pay them some compensation and sometimes not. It totally depends on which basis they are shutting down or removing the employees.
Regards
Sreeni :)
From Singapore, Singapore
Hello,
1. Termination
This refers to the end of an employee's duration with an employer. Depending on the case, the decision could be made by the employee, employer, or mutually agreed upon by both.
Termination, in other words, refers to the cessation of employment. It could be due to retirement, resignation, dismissal, discharge, or retrenchment.
There are two types of terminations:
A. Voluntary termination
Resignation and retirement due to age fall under this category.
B. Involuntary termination
Dismissal, discharge, forced resignation, retrenchment all fall under this category.
2. Dismissal
This refers to the employer's choice to let go of the employee for a reason. The reason in the case of dismissal is always for a fault or misconduct committed. In colloquial language, it is referred to as getting fired. There is stigma attached.
Dismissal is referred to as "Capital Punishment" in labor law parlance. The severance here takes place after conducting inquiries on the charges leveled.
3. Discharge
Discharge again is initiated at the instance of the employer. Probably, it has the origin for relieving the employee on medical grounds or on his inability to perform. Discharge is not a punitive action. It is generally considered that it has no stigma attached. But when we read Standing Orders, we always see in punishments "a person can be dismissed or discharged," making it punitive in nature. If we use the terminology in a letter saying "you are discharged as you were found guilty of the misconducts," it is equivalent to dismissal and punitive in nature.
If we say "you are discharged as we have examined your medical reports and found that you are no longer capable of performing the duties assigned to you," it does not carry a stigma.
There are instances when we issue a discharge simpliciter. Probationers' termination order falls into this category (Municipal Committee Sirsa Vs. Munshi Ram 2003 SC). There were also cases where employees were issued with discharge simpliciter and evidence rendered in the labor court. But we need to examine case to case basis.
Even though discharge started with no stigma basis, we still have two types in today's context. One punitive action which has stigma attached and instead of using the word dismissal, the word discharge is used.
The other where no stigma is attached.
4. Retrenchment
Reduction in employee's strength.
Siva
From India, Chennai
1. Termination
This refers to the end of an employee's duration with an employer. Depending on the case, the decision could be made by the employee, employer, or mutually agreed upon by both.
Termination, in other words, refers to the cessation of employment. It could be due to retirement, resignation, dismissal, discharge, or retrenchment.
There are two types of terminations:
A. Voluntary termination
Resignation and retirement due to age fall under this category.
B. Involuntary termination
Dismissal, discharge, forced resignation, retrenchment all fall under this category.
2. Dismissal
This refers to the employer's choice to let go of the employee for a reason. The reason in the case of dismissal is always for a fault or misconduct committed. In colloquial language, it is referred to as getting fired. There is stigma attached.
Dismissal is referred to as "Capital Punishment" in labor law parlance. The severance here takes place after conducting inquiries on the charges leveled.
3. Discharge
Discharge again is initiated at the instance of the employer. Probably, it has the origin for relieving the employee on medical grounds or on his inability to perform. Discharge is not a punitive action. It is generally considered that it has no stigma attached. But when we read Standing Orders, we always see in punishments "a person can be dismissed or discharged," making it punitive in nature. If we use the terminology in a letter saying "you are discharged as you were found guilty of the misconducts," it is equivalent to dismissal and punitive in nature.
If we say "you are discharged as we have examined your medical reports and found that you are no longer capable of performing the duties assigned to you," it does not carry a stigma.
There are instances when we issue a discharge simpliciter. Probationers' termination order falls into this category (Municipal Committee Sirsa Vs. Munshi Ram 2003 SC). There were also cases where employees were issued with discharge simpliciter and evidence rendered in the labor court. But we need to examine case to case basis.
Even though discharge started with no stigma basis, we still have two types in today's context. One punitive action which has stigma attached and instead of using the word dismissal, the word discharge is used.
The other where no stigma is attached.
4. Retrenchment
Reduction in employee's strength.
Siva
From India, Chennai
Dear Mr. Sreenu,
As mentioned by Preet, your answer in your first post is correct and short. However, in the second post, you have covered everything in brief, which is very accurate and understandable by everyone. Congratulations, Mr. Sreenu! You are the winner. Please put up the question at the earliest.
Thanks and wish you all the best.
Thiru
From Germany, Herzogenaurach
As mentioned by Preet, your answer in your first post is correct and short. However, in the second post, you have covered everything in brief, which is very accurate and understandable by everyone. Congratulations, Mr. Sreenu! You are the winner. Please put up the question at the earliest.
Thanks and wish you all the best.
Thiru
From Germany, Herzogenaurach
Dear Thiru,
I think the answer by Dipika is closer and correct. Sreeni's definitions are not correct. You must look at this closely again and pass your judgment.
I reproduce Dipika's answer. You should also refer to my response to this:
Siva
From India, Chennai
I think the answer by Dipika is closer and correct. Sreeni's definitions are not correct. You must look at this closely again and pass your judgment.
I reproduce Dipika's answer. You should also refer to my response to this:
Siva
From India, Chennai
Hi Sreeni, congratulations. As confirmed by Thiru, you are the winner. However, I agree with Mr. Siva's comments that Deepika's answer is the most appropriate. Nevertheless, Thiru is the person who has to decide on the winner.
Preet
From India, Bangalore
Preet
From India, Bangalore
Dear Preet,
I appreciate the enthusiasm. Good going! But just look at the correctness. As posted by me, Sreeni's answer is not correct, and Deepika's is closer to the right reply. In fact, hers is the right answer except for the definition of Discharge. There are also instances where discharge takes place by mutual consent.
Siva
From India, Chennai
I appreciate the enthusiasm. Good going! But just look at the correctness. As posted by me, Sreeni's answer is not correct, and Deepika's is closer to the right reply. In fact, hers is the right answer except for the definition of Discharge. There are also instances where discharge takes place by mutual consent.
Siva
From India, Chennai
Dear Siva, As for as this post is concerned the appropriate answer given by Mr.Sreenu is correct. Ms.Deepika may also be correct but total acceptance is with Sreenu only. Thanks with Regards, Thiru
From Germany, Herzogenaurach
From Germany, Herzogenaurach
Hi Thiru,
I reviewed both the answers of Mr. Sreeni again. The first one is wrong as he swapped the answer with other terminology. The second answer seems to be correct, but the usage of explanation is also a little bit incorrect.
For example, Sreeni says the termination is only during training or probation. If you know, termination can be done for a confirmed employee as well. He mentioned that termination can be due to poor performance. That may be one reason, and an employee can also be terminated without assigning any reason.
By considering all these aspects, even though Deepika didn't provide any examples, the wording used by her is clearer and serves the purpose.
In my opinion, as Mr. Siva said, Deepika should be the winner.
Preet
From India, Bangalore
I reviewed both the answers of Mr. Sreeni again. The first one is wrong as he swapped the answer with other terminology. The second answer seems to be correct, but the usage of explanation is also a little bit incorrect.
For example, Sreeni says the termination is only during training or probation. If you know, termination can be done for a confirmed employee as well. He mentioned that termination can be due to poor performance. That may be one reason, and an employee can also be terminated without assigning any reason.
By considering all these aspects, even though Deepika didn't provide any examples, the wording used by her is clearer and serves the purpose.
In my opinion, as Mr. Siva said, Deepika should be the winner.
Preet
From India, Bangalore
Hi,
I just need your confirmation on who is the winner so that the person can proceed further.
If you think that Deepika is the winner, let her have a chance to post the question. Why waste our time by simply having discussions? Whoever posts the question, our bottom line is to gather information. It's not about who wins the battle; it's about obtaining the right insights from various HR professionals.
Please proceed accordingly.
Regards,
Sreeni
From Singapore, Singapore
I just need your confirmation on who is the winner so that the person can proceed further.
If you think that Deepika is the winner, let her have a chance to post the question. Why waste our time by simply having discussions? Whoever posts the question, our bottom line is to gather information. It's not about who wins the battle; it's about obtaining the right insights from various HR professionals.
Please proceed accordingly.
Regards,
Sreeni
From Singapore, Singapore
Dear All,
The topic goes beyond control. It has become a discussion rather than answering a question in a quiz.
Okay, let me accept both the answers of Dipika and Sreeni as correct. But with examples, I accept Mr. Sreeni's answer. Let me explain the terms. As mentioned by Preet, termination may not only be included for trainees/probationers but also applicable to confirmed employees.
The word termination has a wide connotation and may include within its ambit the various ways in which the employer-employee relationship may come to an end. Therefore, it may include discharge, dismissal, and even retrenchment. However, generally, the term is used to refer to the termination of the employee's services by the employer. Thus, the meaning of this word may change depending on the context in which it is used.
Dismissal generally refers to the termination of the employee's services on disciplinary grounds.
Discharge refers to the termination of employment brought about by an act of the employer. Discharge may include dismissal and retrenchment.
Retrenchment, in common parlance, means the discharge of surplus labor.
Now, I request Preet to announce who the winner is. I have given my answer, please.
Thanks with Regards.
Thiru
From Germany, Herzogenaurach
The topic goes beyond control. It has become a discussion rather than answering a question in a quiz.
Okay, let me accept both the answers of Dipika and Sreeni as correct. But with examples, I accept Mr. Sreeni's answer. Let me explain the terms. As mentioned by Preet, termination may not only be included for trainees/probationers but also applicable to confirmed employees.
The word termination has a wide connotation and may include within its ambit the various ways in which the employer-employee relationship may come to an end. Therefore, it may include discharge, dismissal, and even retrenchment. However, generally, the term is used to refer to the termination of the employee's services by the employer. Thus, the meaning of this word may change depending on the context in which it is used.
Dismissal generally refers to the termination of the employee's services on disciplinary grounds.
Discharge refers to the termination of employment brought about by an act of the employer. Discharge may include dismissal and retrenchment.
Retrenchment, in common parlance, means the discharge of surplus labor.
Now, I request Preet to announce who the winner is. I have given my answer, please.
Thanks with Regards.
Thiru
From Germany, Herzogenaurach
Hi Thiru & Others, As per our terms & conditions, the person who posts the answer first is the winner. So we need to declare Sreeni as the winner. Sreeni you can post your question. Preet
From India, Bangalore
From India, Bangalore
Hi All,
Sorry for posting so late, and I missed the initial discussion part. 😢
My view is that all the confusion and the resulting discussion and differences in views and knowledge are quite interesting. This should be a part of a healthy forum; conflict can be productive.
At the same time, decisions have to be fast. So, some senior HR expert/s can act as the neutral person here who finally gives an approval for the correctness and validity of answers. As intelligent people, we should be open to ideas, but for workability part, we cannot rely solely on the judgment of the person who is asking it. He/she can be wrong as well.
Rest all is on you!!
Thanks,
Seema
From India, Lucknow
Sorry for posting so late, and I missed the initial discussion part. 😢
My view is that all the confusion and the resulting discussion and differences in views and knowledge are quite interesting. This should be a part of a healthy forum; conflict can be productive.
At the same time, decisions have to be fast. So, some senior HR expert/s can act as the neutral person here who finally gives an approval for the correctness and validity of answers. As intelligent people, we should be open to ideas, but for workability part, we cannot rely solely on the judgment of the person who is asking it. He/she can be wrong as well.
Rest all is on you!!
Thanks,
Seema
From India, Lucknow
Hi All,
Sreeni has already posted his question. Any answers?
Hi Sreeni,
Try to post a question that can be answered briefly. Your query about the difference between HR & PM is too vague to answer. It is a broad topic, and determining a winner may be challenging. Since different individuals provide various valid points, it becomes difficult to declare a clear winner.
Hi Seema,
In this discussion, the individual posing the question is the appropriate person to designate the winner. While they may be incorrect, they hold the authority to decide the winner by presenting the question along with an answer. In case the answer is inaccurate, seniors can identify and correct the errors. Mr. Siva and I acknowledged Sreeni's response, considering it mostly accurate despite some flaws. Thiru declared Sreeni as the winner, and I approved it based on that. Sreeni's answer, though partly incorrect, is acceptable overall.
Any comments on the above?
Preet
From India, Bangalore
Sreeni has already posted his question. Any answers?
Hi Sreeni,
Try to post a question that can be answered briefly. Your query about the difference between HR & PM is too vague to answer. It is a broad topic, and determining a winner may be challenging. Since different individuals provide various valid points, it becomes difficult to declare a clear winner.
Hi Seema,
In this discussion, the individual posing the question is the appropriate person to designate the winner. While they may be incorrect, they hold the authority to decide the winner by presenting the question along with an answer. In case the answer is inaccurate, seniors can identify and correct the errors. Mr. Siva and I acknowledged Sreeni's response, considering it mostly accurate despite some flaws. Thiru declared Sreeni as the winner, and I approved it based on that. Sreeni's answer, though partly incorrect, is acceptable overall.
Any comments on the above?
Preet
From India, Bangalore
Hi Thiru,
It is not that everyone becomes slow; the issue is accessing the CiteHR website. I am unable to access it. I have instructed everyone to post questions that can be answered concisely. Now, Sreeni's post is still relevant, and people need to respond to it.
Preet
From India, Bangalore
It is not that everyone becomes slow; the issue is accessing the CiteHR website. I am unable to access it. I have instructed everyone to post questions that can be answered concisely. Now, Sreeni's post is still relevant, and people need to respond to it.
Preet
From India, Bangalore
Let me try again..... :-)
The difference between PM & HR is as follows:
PM (Personnel Management): Widely used a few years back. The main task of PM was to maintain personnel records of the employees of the organization. It was just a job to maintain the records (database), sometimes PM used to take care of recruitment & joining formalities but never extended beyond that.
HR (Human Resources): A very broad definition. HR takes care of all aspects, right from strategic planning, recruitment, joining formalities, induction, training, employee relationships, handling grievances, attrition, retention, exit formalities.
HR is basically concerned with the development and implementation of people strategies, which are integrated with corporate strategies, and ensures that the culture, values, and structure of the organization, and the quality, motivation, and commitment of its members contribute fully to the achievement of its goals.
PM is basically an administrative function (operational level).
Warm Regards,
Dipika
From India, Mumbai
The difference between PM & HR is as follows:
PM (Personnel Management): Widely used a few years back. The main task of PM was to maintain personnel records of the employees of the organization. It was just a job to maintain the records (database), sometimes PM used to take care of recruitment & joining formalities but never extended beyond that.
HR (Human Resources): A very broad definition. HR takes care of all aspects, right from strategic planning, recruitment, joining formalities, induction, training, employee relationships, handling grievances, attrition, retention, exit formalities.
HR is basically concerned with the development and implementation of people strategies, which are integrated with corporate strategies, and ensures that the culture, values, and structure of the organization, and the quality, motivation, and commitment of its members contribute fully to the achievement of its goals.
PM is basically an administrative function (operational level).
Warm Regards,
Dipika
From India, Mumbai
Hi all,
Sorry, guys. I was not available yesterday. What happened to everyone? Dipika has posted her answer, but there has been no reply from anyone. Sreeni, as you have posted the question, you need to confirm whether the answer is correct or not. It should not have stopped like this. Come on, guys, let it continue. Don't stop.
Preet
From India, Bangalore
Sorry, guys. I was not available yesterday. What happened to everyone? Dipika has posted her answer, but there has been no reply from anyone. Sreeni, as you have posted the question, you need to confirm whether the answer is correct or not. It should not have stopped like this. Come on, guys, let it continue. Don't stop.
Preet
From India, Bangalore
Hi all, What happened to all. Sreeni, pls confirm whether Dipika’s answer is correct or not. Preet
From India, Bangalore
From India, Bangalore
hey I never knew about this discussion - must have been sleeping! I would say that Deepika is correct & continue the thread ! Its a good thread guys!
From India, Mumbai
From India, Mumbai
Hi Pranati,
Thanks for joining this thread. However, thank you for your comment on Dipika's answer. The winner can be declared by the person who is posting the question. In this case, Mr. Sreeni has to declare the winner.
Hi Sreeni,
You need to declare it by 2 PM latest. If you do not do so, we will decide on the winner.
Preet
From India, Bangalore
Thanks for joining this thread. However, thank you for your comment on Dipika's answer. The winner can be declared by the person who is posting the question. In this case, Mr. Sreeni has to declare the winner.
Hi Sreeni,
You need to declare it by 2 PM latest. If you do not do so, we will decide on the winner.
Preet
From India, Bangalore
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Strategic-hr-ma nagement2_422.p df
Job Description - HR & Admin.doc
Tangent HR Solutions.ppt