Hi,
I am sorry, guys. I was busy and on leave, so I couldn't make it. Anyway, Deepika is the winner. Congratulations, Deepika. You can carry on with your question.
Once again, sorry to all my friends.
Regards,
Sreeni
From Singapore, Singapore
I am sorry, guys. I was busy and on leave, so I couldn't make it. Anyway, Deepika is the winner. Congratulations, Deepika. You can carry on with your question.
Once again, sorry to all my friends.
Regards,
Sreeni
From Singapore, Singapore
Hi all,
If we introduce a time delay like this, the purpose of this thread is defeated. Therefore, I am posting a poll-like question for you to answer. This poll will be open for voting until Monday morning.
Preet
From India, Bangalore
2If we introduce a time delay like this, the purpose of this thread is defeated. Therefore, I am posting a poll-like question for you to answer. This poll will be open for voting until Monday morning.
Preet
From India, Bangalore
Dear Preet Greetings! Perception differ in answer. I too agree vth Seema. We will keep a senior and experienced person to check whether the answer is correct or not. Comments Please..... Rgds, John N
From India, Madras
From India, Madras
Hi John,
For which question are you talking about? In general, Seema mentioned the idea of having a senior person as a judge to determine whether an answer is right or wrong. If that is the case, then I could also take on that role. However, not everyone may be well-versed in certain topics.
For instance, in Mr. Thiru's question, I was not familiar with the topic, so I chose to remain quiet. Similarly, when questions cover different topics, and the appointed judge is unable to answer or is unfamiliar with the topic, what should be done, and who can declare the winner?
This is why we suggest that the person posting the question is the best individual to judge the answers and declare the winner. If the answer is provided by the question poster, then whoever is knowledgeable can point out any mistakes and offer the correct answer. This approach helps to conclude the topic for further discussion.
This is my opinion. If you disagree, please share your views.
Preet
From India, Bangalore
For which question are you talking about? In general, Seema mentioned the idea of having a senior person as a judge to determine whether an answer is right or wrong. If that is the case, then I could also take on that role. However, not everyone may be well-versed in certain topics.
For instance, in Mr. Thiru's question, I was not familiar with the topic, so I chose to remain quiet. Similarly, when questions cover different topics, and the appointed judge is unable to answer or is unfamiliar with the topic, what should be done, and who can declare the winner?
This is why we suggest that the person posting the question is the best individual to judge the answers and declare the winner. If the answer is provided by the question poster, then whoever is knowledgeable can point out any mistakes and offer the correct answer. This approach helps to conclude the topic for further discussion.
This is my opinion. If you disagree, please share your views.
Preet
From India, Bangalore
Dear All,
Appointing a senior: what is the process involved and how can we select the senior? For answering all the questions, seniors are not necessary. The person who knows the answer, can explain, and convince the members involved is enough. Otherwise, we may have to wait for all the answers to be rated by the senior. Will it really work and serve best for the purpose?
This is only my opinion. Any comments, please.
Thanks,
Thiru
From Germany, Herzogenaurach
Appointing a senior: what is the process involved and how can we select the senior? For answering all the questions, seniors are not necessary. The person who knows the answer, can explain, and convince the members involved is enough. Otherwise, we may have to wait for all the answers to be rated by the senior. Will it really work and serve best for the purpose?
This is only my opinion. Any comments, please.
Thanks,
Thiru
From Germany, Herzogenaurach
Dear Preet,
Greetings!
We can keep a judge as a senior person in general.
Preet: For example, for the question by Mr. Thiru, I did not know the correct answer or much about that topic, hence I needed to keep quiet. Similarly, when there is a question on different topics for which the appointed judge could not answer or did not know the answer, what will be the situation, and who can declare the winner.
That is why we are telling the person who is posting the question is the best person to judge the answer and declare the winner. If the answer given by the person who posted the question is incorrect, then whoever knows well can point out the mistake and give the correct answer. The discussion stops there.
My View on this ----- A person who is posting the question may or may not be aware of the topic or answer (To my knowledge, if I ask a question, it is based on not being clear on the concept or being confused on the particular topic). If this is the case, if X or Y gives a wrong answer or a half-correct answer and the person who posted the question thinks it's correct, then he or she will say the answer is correct. Then there is no use in clearing the doubt exactly. Even for the first query you posted, there was a different answer. It's all about the perception of the person in choosing the right answer.
So, to overcome this issue, we must have a senior person as a judge.
Give your comments...
Regards,
John N
From India, Madras
Greetings!
We can keep a judge as a senior person in general.
Preet: For example, for the question by Mr. Thiru, I did not know the correct answer or much about that topic, hence I needed to keep quiet. Similarly, when there is a question on different topics for which the appointed judge could not answer or did not know the answer, what will be the situation, and who can declare the winner.
That is why we are telling the person who is posting the question is the best person to judge the answer and declare the winner. If the answer given by the person who posted the question is incorrect, then whoever knows well can point out the mistake and give the correct answer. The discussion stops there.
My View on this ----- A person who is posting the question may or may not be aware of the topic or answer (To my knowledge, if I ask a question, it is based on not being clear on the concept or being confused on the particular topic). If this is the case, if X or Y gives a wrong answer or a half-correct answer and the person who posted the question thinks it's correct, then he or she will say the answer is correct. Then there is no use in clearing the doubt exactly. Even for the first query you posted, there was a different answer. It's all about the perception of the person in choosing the right answer.
So, to overcome this issue, we must have a senior person as a judge.
Give your comments...
Regards,
John N
From India, Madras
Hi, I too agree with Raj and some senior person has to take charge of the right answers. Regards, Lavanya. :D
From India, Madras
From India, Madras
Hey Team Sorry for delay reply... I was out of Town so couldn’t check the reply. Do let me know if still i am eligible for posting quiz. Regards Dipika
From India, Mumbai
From India, Mumbai
Hi all,
I missed the flavor of last week's quiz as I had to work on something for submission to XLRI. This quiz may lose its charm slowly if we don't have one or more than one expert as backup for the validity of answers. I am confident that this would also enhance the credibility of the responses and, therefore, add an element of interest for the readers too.
Thanks,
Seema
From India, Lucknow
I missed the flavor of last week's quiz as I had to work on something for submission to XLRI. This quiz may lose its charm slowly if we don't have one or more than one expert as backup for the validity of answers. I am confident that this would also enhance the credibility of the responses and, therefore, add an element of interest for the readers too.
Thanks,
Seema
From India, Lucknow
Dear Lavanya,
How can a senior person take charge? When discussing a particular topic and highlighting the correct answer, I was informed that the poster would make the final decision. Consequently, I decided to step back. I observed John's and Seema's comments. No one can or should intrude on one's own. The concept is good; however, there is a need to refine the methodology of providing the correct answer.
Questions such as the difference between HR and Personnel do not align with the quiz category. In a quiz, there must be one definitive correct answer.
Siva
From India, Chennai
How can a senior person take charge? When discussing a particular topic and highlighting the correct answer, I was informed that the poster would make the final decision. Consequently, I decided to step back. I observed John's and Seema's comments. No one can or should intrude on one's own. The concept is good; however, there is a need to refine the methodology of providing the correct answer.
Questions such as the difference between HR and Personnel do not align with the quiz category. In a quiz, there must be one definitive correct answer.
Siva
From India, Chennai
Dear Siva,
It's not completely a quiz. It was started to spread the knowledge about HR to people, and I think it's not necessary that everyone who is posting will and should know the answer. In that case, someone who is senior and well-versed in a wide range of topics in HR can help us with it. This is just my opinion.
Lavanya
Dear John,
Sorry for mistaking your name.
Lavanya
From India, Madras
It's not completely a quiz. It was started to spread the knowledge about HR to people, and I think it's not necessary that everyone who is posting will and should know the answer. In that case, someone who is senior and well-versed in a wide range of topics in HR can help us with it. This is just my opinion.
Lavanya
Dear John,
Sorry for mistaking your name.
Lavanya
From India, Madras
Hi all,
I agree with Seema's point of view. Maslow's theory is not directly related to recruitment, training, and all. It has more emphasis on the hierarchy of human needs, which moves from basic human needs up to self-esteem and self-actualization needs. I think it's more related to human behavior towards needs satisfaction and desire.
I agree with Seema's point of view. Maslow's theory is not directly related to recruitment, training, and all. It has more emphasis on the hierarchy of human needs, which moves from basic human needs up to self-esteem and self-actualization needs. I think it's more related to human behavior towards needs satisfaction and desire.
Dear all,
It is necessary that we come to a conclusion regarding the person in charge of providing the right answers and move forward with our quiz. Otherwise, the real purpose of starting this will be lost.
Hope you all will agree with this.
Friendly,
Lavanya.
From India, Madras
It is necessary that we come to a conclusion regarding the person in charge of providing the right answers and move forward with our quiz. Otherwise, the real purpose of starting this will be lost.
Hope you all will agree with this.
Friendly,
Lavanya.
From India, Madras
Hi all,
I totally agree with Lavanya's opinion. This is to spread knowledge about HR topics. No more further discussions on this. Again, people are talking about closed questions. Please answer the current question. Don't post questions that require vague answers (e.g., Difference between HR & PM). Let it be short and sweet, and provide a few lines of explanation where necessary. The poll closes today evening (I hope so). Dipika, you can proceed with the next question.
Preet
From India, Bangalore
I totally agree with Lavanya's opinion. This is to spread knowledge about HR topics. No more further discussions on this. Again, people are talking about closed questions. Please answer the current question. Don't post questions that require vague answers (e.g., Difference between HR & PM). Let it be short and sweet, and provide a few lines of explanation where necessary. The poll closes today evening (I hope so). Dipika, you can proceed with the next question.
Preet
From India, Bangalore
Dear Preet,
You need to allocate some time to post the question on the forum. It has been delayed significantly. Or should we proceed with another question from someone who may be ready, please?
This is only my suggestion.
Thanks with Regards,
Thiru
From Germany, Herzogenaurach
You need to allocate some time to post the question on the forum. It has been delayed significantly. Or should we proceed with another question from someone who may be ready, please?
This is only my suggestion.
Thanks with Regards,
Thiru
From Germany, Herzogenaurach
Hi Thiru,
I have already set the deadline to post the question as 12 PM (sometimes extended up to 2 PM) every day. For the question posted on Friday, the time limit is until Monday at 12 PM. However, the individuals announced as winners are delaying in posting the question. I have already asked Dipika to post the question, but as of now, there has been no response.
Regardless, we need to continue, so you can post the question.
Preet
From India, Bangalore
I have already set the deadline to post the question as 12 PM (sometimes extended up to 2 PM) every day. For the question posted on Friday, the time limit is until Monday at 12 PM. However, the individuals announced as winners are delaying in posting the question. I have already asked Dipika to post the question, but as of now, there has been no response.
Regardless, we need to continue, so you can post the question.
Preet
From India, Bangalore
Dear Preet,
I am taking it for granted to ask the question. Can you differentiate between the 90, 180, 270, 360, 540, and 720-degree appraisal systems followed in the industry? Please explain briefly the individuals involved and the associated benefits.
Thanks with Regards,
Thiru
From Germany, Herzogenaurach
I am taking it for granted to ask the question. Can you differentiate between the 90, 180, 270, 360, 540, and 720-degree appraisal systems followed in the industry? Please explain briefly the individuals involved and the associated benefits.
Thanks with Regards,
Thiru
From Germany, Herzogenaurach
Dear Thiru
Greetings!
360 Degree Appraisal:
360 degree appraisal has four integral components:
1. Self appraisal
2. Superior�s appraisal
3. Subordinate�s appraisal
4. Peer appraisal.
Self appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance. Superior�s appraisal forms the traditional part of the 360 degree appraisal where the employees� responsibilities and actual performance is rated by the superior.
Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior�s ability to delegate the work, leadership qualities etc. Also known as internal customers, the correct feedback given by peers can help to find employees� abilities to work in a team, co-operation and sensitivity towards others.
Self assessment is an indispensable part of 360 degree appraisals and therefore 360 degree appraisals have high employee involvement and also have the strongest impact on behavior and performance. It provides a "360-degree review" of the employees� performance and is considered to be one of the most credible performance appraisal methods.
360 degree appraisal is also a powerful developmental tool because when conducted at regular intervals (say yearly) it helps to keep a track of the changes others� perceptions about the employees. A 360 degree appraisal is generally found more suitable for the managers as it helps to assess their leadership and managing styles. This technique is being effectively used across the globe for performance appraisals. Some of the organizations following it are Wipro, Infosys, and Reliance Industries etc.
720 Degree Appraisal System:
the understanding about 720 degree feedback is very very murky.
different people define it in different ways.
1. Dave Ulrich (who is a major HR guru in the US) says when you gather
feedback from people outside the company, it is 720 degree feedback. his
article in which he makes this point is attached.
2. Clark Wilson (who is a consultant and has copyrighted the term '720
degree feedback') uses it to mean repeating the 360 degree process more
than once so that you can measure progress.
3. TV Rao (Indian HR guru) says 360 degree is assessing a person as he/she is, using multiple raters. 720 degree feedback is when you assess potential as well, again using multiple raters.
Rgds,
John N
From India, Madras
Greetings!
360 Degree Appraisal:
360 degree appraisal has four integral components:
1. Self appraisal
2. Superior�s appraisal
3. Subordinate�s appraisal
4. Peer appraisal.
Self appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance. Superior�s appraisal forms the traditional part of the 360 degree appraisal where the employees� responsibilities and actual performance is rated by the superior.
Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior�s ability to delegate the work, leadership qualities etc. Also known as internal customers, the correct feedback given by peers can help to find employees� abilities to work in a team, co-operation and sensitivity towards others.
Self assessment is an indispensable part of 360 degree appraisals and therefore 360 degree appraisals have high employee involvement and also have the strongest impact on behavior and performance. It provides a "360-degree review" of the employees� performance and is considered to be one of the most credible performance appraisal methods.
360 degree appraisal is also a powerful developmental tool because when conducted at regular intervals (say yearly) it helps to keep a track of the changes others� perceptions about the employees. A 360 degree appraisal is generally found more suitable for the managers as it helps to assess their leadership and managing styles. This technique is being effectively used across the globe for performance appraisals. Some of the organizations following it are Wipro, Infosys, and Reliance Industries etc.
720 Degree Appraisal System:
the understanding about 720 degree feedback is very very murky.
different people define it in different ways.
1. Dave Ulrich (who is a major HR guru in the US) says when you gather
feedback from people outside the company, it is 720 degree feedback. his
article in which he makes this point is attached.
2. Clark Wilson (who is a consultant and has copyrighted the term '720
degree feedback') uses it to mean repeating the 360 degree process more
than once so that you can measure progress.
3. TV Rao (Indian HR guru) says 360 degree is assessing a person as he/she is, using multiple raters. 720 degree feedback is when you assess potential as well, again using multiple raters.
Rgds,
John N
From India, Madras
Hi John, Very good answer. I think your answer is more appropriate. Let us wait till tomorrow 11.30. Thiru will declare the winner by tomorrow by 12PM. Preet
From India, Bangalore
From India, Bangalore
Dear preet
Greetings!
Thanks n Welcome.
Dear Thiru
Greetings!
180 Degree Appraisal System:
180�� Appraisal extends the traditional appraisal process to make the feedback process two-way.
Feedback from team members can be provided to their line manager on a one-to-one basis during the individual��s appraisal discussion, or it can be collated and presented as group feedback from all team members.
Rgds,
John N
From India, Madras
Greetings!
Thanks n Welcome.
Dear Thiru
Greetings!
180 Degree Appraisal System:
180�� Appraisal extends the traditional appraisal process to make the feedback process two-way.
Feedback from team members can be provided to their line manager on a one-to-one basis during the individual��s appraisal discussion, or it can be collated and presented as group feedback from all team members.
Rgds,
John N
From India, Madras
Dear John,
You are correct, but please narrate about all the appraisals very briefly. Please make it clear who is involved in which appraisals. Start from 90 and end at 720. (You have not given any information about 540). You are going to be the winner.
Thanks with Regards,
Thiru
From Germany, Herzogenaurach
You are correct, but please narrate about all the appraisals very briefly. Please make it clear who is involved in which appraisals. Start from 90 and end at 720. (You have not given any information about 540). You are going to be the winner.
Thanks with Regards,
Thiru
From Germany, Herzogenaurach
Dear Thiru, Greetings! I am not aware of 540 degree. Meanwhile I have enclosed an picture which give you clear picture abt 360 degree appraisal. Rgds, John N
From India, Madras
From India, Madras
Dear Thiru
Greetings!
360 Degree Appraisal:
360 degree appraisal has four integral components:
1. Self appraisal
2. Superior�s appraisal
3. Subordinate�s appraisal
4. Peer appraisal.
Self appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance. Superior�s appraisal forms the traditional part of the 360 degree appraisal where the employees� responsibilities and actual performance is rated by the superior.
Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior�s ability to delegate the work, leadership qualities etc. Also known as internal customers, the correct feedback given by peers can help to find employees� abilities to work in a team, co-operation and sensitivity towards others.
Self assessment is an indispensable part of 360 degree appraisals and therefore 360 degree appraisals have high employee involvement and also have the strongest impact on behavior and performance. It provides a "360-degree review" of the employees� performance and is considered to be one of the most credible performance appraisal methods.
360 degree appraisal is also a powerful developmental tool because when conducted at regular intervals (say yearly) it helps to keep a track of the changes others� perceptions about the employees. A 360 degree appraisal is generally found more suitable for the managers as it helps to assess their leadership and managing styles. This technique is being effectively used across the globe for performance appraisals. Some of the organizations following it are Wipro, Infosys, and Reliance Industries etc.
Rgds
John N
From India, Madras
Greetings!
360 Degree Appraisal:
360 degree appraisal has four integral components:
1. Self appraisal
2. Superior�s appraisal
3. Subordinate�s appraisal
4. Peer appraisal.
Self appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance. Superior�s appraisal forms the traditional part of the 360 degree appraisal where the employees� responsibilities and actual performance is rated by the superior.
Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior�s ability to delegate the work, leadership qualities etc. Also known as internal customers, the correct feedback given by peers can help to find employees� abilities to work in a team, co-operation and sensitivity towards others.
Self assessment is an indispensable part of 360 degree appraisals and therefore 360 degree appraisals have high employee involvement and also have the strongest impact on behavior and performance. It provides a "360-degree review" of the employees� performance and is considered to be one of the most credible performance appraisal methods.
360 degree appraisal is also a powerful developmental tool because when conducted at regular intervals (say yearly) it helps to keep a track of the changes others� perceptions about the employees. A 360 degree appraisal is generally found more suitable for the managers as it helps to assess their leadership and managing styles. This technique is being effectively used across the globe for performance appraisals. Some of the organizations following it are Wipro, Infosys, and Reliance Industries etc.
Rgds
John N
From India, Madras
Dear John,
In your answer about 360 degrees, you have not specified customer/vendors feedback, whereas in your second answer (picture), you have shown it differently. Please combine both answers and provide a narrative that covers all aspects.
All the best,
Thiru
From Germany, Herzogenaurach
In your answer about 360 degrees, you have not specified customer/vendors feedback, whereas in your second answer (picture), you have shown it differently. Please combine both answers and provide a narrative that covers all aspects.
All the best,
Thiru
From Germany, Herzogenaurach
Hi All,
I collected some information on the topic under discussion. I hope it will be useful. Please correct me if I am wrong.
90-degree appraisal:
Participant:
1. Superior
180-degree appraisal:
Participants:
1. Boss
2. Subordinate
270-degree appraisal:
Participants:
1. Boss
2. Subordinate
3. Peers
360-degree appraisal:
1. Multi-rater evaluation
2. Input from multiple levels within the firm
3. Focuses on skills needed across organizational boundaries
4. More objective measure of performance
5. Process more legally defensible
Participants:
1. Superiors
2. Self-assessment
3. Peers
4. Subordinates
Benefits:
1. It provides the individual with an opportunity to learn how different colleagues perceive them, leading to increased self-awareness.
2. The combination of opinions can approximate an 'accurate' view; because it involves multiple people, it's much less subjective than a traditional one-on-one feedback process.
3. Comments expressed by several colleagues tend to carry weight.
4. It encourages self-development.
5. It increases understanding of the behaviors required to improve personal and organizational effectiveness.
6. It promotes a more open culture where giving and receiving feedback is an accepted norm.
7. It increases communication within the organization.
8. Done well, 360 feedback can be a very powerful development tool; it can be a powerful trigger for change.
9. Feedback can be motivating for people who undervalue themselves.
540-degree appraisal:
Participants:
1. Self-assessment
2. Superior
3. Peers
4. Subordinates
5. Customers
6. Suppliers
720-degree appraisal:
More intense, personalized, and a greater review of upper-level managers that brings in the perspective of their customers or investors, as well as subordinates.
From India, Madras
I collected some information on the topic under discussion. I hope it will be useful. Please correct me if I am wrong.
90-degree appraisal:
Participant:
1. Superior
180-degree appraisal:
Participants:
1. Boss
2. Subordinate
270-degree appraisal:
Participants:
1. Boss
2. Subordinate
3. Peers
360-degree appraisal:
1. Multi-rater evaluation
2. Input from multiple levels within the firm
3. Focuses on skills needed across organizational boundaries
4. More objective measure of performance
5. Process more legally defensible
Participants:
1. Superiors
2. Self-assessment
3. Peers
4. Subordinates
Benefits:
1. It provides the individual with an opportunity to learn how different colleagues perceive them, leading to increased self-awareness.
2. The combination of opinions can approximate an 'accurate' view; because it involves multiple people, it's much less subjective than a traditional one-on-one feedback process.
3. Comments expressed by several colleagues tend to carry weight.
4. It encourages self-development.
5. It increases understanding of the behaviors required to improve personal and organizational effectiveness.
6. It promotes a more open culture where giving and receiving feedback is an accepted norm.
7. It increases communication within the organization.
8. Done well, 360 feedback can be a very powerful development tool; it can be a powerful trigger for change.
9. Feedback can be motivating for people who undervalue themselves.
540-degree appraisal:
Participants:
1. Self-assessment
2. Superior
3. Peers
4. Subordinates
5. Customers
6. Suppliers
720-degree appraisal:
More intense, personalized, and a greater review of upper-level managers that brings in the perspective of their customers or investors, as well as subordinates.
From India, Madras
Hi Thiru,
Now the time is up. You need to announce the correct answer and the winner. I appreciate the efforts put in by Lavanya and John. In my opinion, John's answer is more easily understandable with pictorial illustrations.
Lavanya, you also put in your efforts, but the answer should have been short and sweet. Anyways, Thiru, please announce the winner.
Preet
From India, Bangalore
Now the time is up. You need to announce the correct answer and the winner. I appreciate the efforts put in by Lavanya and John. In my opinion, John's answer is more easily understandable with pictorial illustrations.
Lavanya, you also put in your efforts, but the answer should have been short and sweet. Anyways, Thiru, please announce the winner.
Preet
From India, Bangalore
Dear All,
Lavanya has put in more effort to collect all the information. More or less, Mr. John has also revealed information. However, his information about the 360 is very informative. Now, the winner is Ms. Lavanya. Congratulations! You can now proceed to the next question.
Thanks with Regards,
Thiru
From Germany, Herzogenaurach
Lavanya has put in more effort to collect all the information. More or less, Mr. John has also revealed information. However, his information about the 360 is very informative. Now, the winner is Ms. Lavanya. Congratulations! You can now proceed to the next question.
Thanks with Regards,
Thiru
From Germany, Herzogenaurach
Dear Mr. John,
The answer given by Lavanya is convincing. I am not viewing the answers as 100% accurate, but she has covered all the appraisals in brief. If you have any further information, please share your views.
Thanks,
Thiru
From Germany, Herzogenaurach
The answer given by Lavanya is convincing. I am not viewing the answers as 100% accurate, but she has covered all the appraisals in brief. If you have any further information, please share your views.
Thanks,
Thiru
From Germany, Herzogenaurach
Dear Thiru,
Thanks. 😄
My question is: What is an employee referral scheme? How is it made attractive to the employees apart from providing cash benefits in the present industrial scenario?
Regards, Lavanya
From India, Madras
Thanks. 😄
My question is: What is an employee referral scheme? How is it made attractive to the employees apart from providing cash benefits in the present industrial scenario?
Regards, Lavanya
From India, Madras
Hi Thiru,
As John mentioned, you need to give your answer to compare the most appropriate answer. However, you have the right to declare the winner, and you did it. Anyways, no probs.
Hi Lavanya,
Good to see your question. Kindly change the question so people can answer appropriately and in short. The current question posted by you requires a brief and descriptive answer with different opinions from various people. You must be aware of the similar situation with Thiru's question, which is about different types of appraisals, and you also posted a very long descriptive answer.
Hi All,
Try to make the questions objective type, and wherever it is required, examples or short notes can be written.
Preet
From India, Bangalore
As John mentioned, you need to give your answer to compare the most appropriate answer. However, you have the right to declare the winner, and you did it. Anyways, no probs.
Hi Lavanya,
Good to see your question. Kindly change the question so people can answer appropriately and in short. The current question posted by you requires a brief and descriptive answer with different opinions from various people. You must be aware of the similar situation with Thiru's question, which is about different types of appraisals, and you also posted a very long descriptive answer.
Hi All,
Try to make the questions objective type, and wherever it is required, examples or short notes can be written.
Preet
From India, Bangalore
Hi Preeth,
I do accept your opinion and herein I give my question. 😎 But at the same time, I believe giving an objective type of question will not help in achieving the purpose of this quiz. Objective type questions will not help us much to know more about HR concepts. Your comments on this are welcome. 😄
What is job analysis? What methods are available to do it? Brief on them. ❓
Regards, Lavanya.
From India, Madras
I do accept your opinion and herein I give my question. 😎 But at the same time, I believe giving an objective type of question will not help in achieving the purpose of this quiz. Objective type questions will not help us much to know more about HR concepts. Your comments on this are welcome. 😄
What is job analysis? What methods are available to do it? Brief on them. ❓
Regards, Lavanya.
From India, Madras
Hi Lavanya,
As I mentioned earlier, you can see the replies you have received for your question on Job Analysis. No one will have time to reply to such a brief and vague question.
I am not saying this to hurt you in any way. Your intention for people to learn in-depth on the topic is appreciable, but most people will not show interest in answering in such a long descriptive way. That is why I am suggesting that everyone should post questions that are necessarily objective or where the answers can be short.
Hi all,
Any answers for Lavanya's question?
Preet
From India, Bangalore
As I mentioned earlier, you can see the replies you have received for your question on Job Analysis. No one will have time to reply to such a brief and vague question.
I am not saying this to hurt you in any way. Your intention for people to learn in-depth on the topic is appreciable, but most people will not show interest in answering in such a long descriptive way. That is why I am suggesting that everyone should post questions that are necessarily objective or where the answers can be short.
Hi all,
Any answers for Lavanya's question?
Preet
From India, Bangalore
Job Analysis - Identify & Determine Crtical Requirements of the Job. - Identify Relative Importance of these Duties for a Job. End Result of Job Analysis - Job Description.
From India, Coimbatore
From India, Coimbatore
Hi Preeth,
I do get the point. But this question requires only a little effort. Anyway, I will keep this point in mind in the future. :D
Hi Peer,
You have given what job analysis is. It's short, cute, and understandable. But, can you give me the different techniques used for conducting job analysis? :?:
Regards,
Lavanya.
From India, Madras
I do get the point. But this question requires only a little effort. Anyway, I will keep this point in mind in the future. :D
Hi Peer,
You have given what job analysis is. It's short, cute, and understandable. But, can you give me the different techniques used for conducting job analysis? :?:
Regards,
Lavanya.
From India, Madras
Hi all,
Ans to Lavanya's question on Job Analysis (JA)-
As the name suggests, it is a process for finding the details about a particular job � what is involved in that (duties and requirements) and the relative importance of these duties.
The various aspects of Jobs that are analysed are: Duties and Tasks; Work Environment; Tools and Equipments; Relationships (with internal and external customers) and Requirements (typically minimum requirements of KSA�s needed to perform a job).
The emphasis is on the JOB rather than on PERSON as in Competency based approach to Job Requirements. The final outcome/result of JA is JD. The JA is then linked to other HR functions like selection, training, compensation and performance appraisal.
The data is collected and then judgment is made about it. The methods are various:
� Structured Questionnaires
� Observation
� Expert panels
� Open-ended questionnaires
� Supervisor�s interview
� Task inventories
� Incumbent interviews
� Incumbent work logs
� Check-lists
� Review of Job classification systems
All above are known to many of us and are mostly self-explanatory as the name suggest. The typical method is using a questionnaire.
The last one is sounding slightly unusual, so going a bit into that. There are various JOB CLASSIFICATION SYSTEMS, and some are-
Australian Standard Classification of Occupations (ASCO): A skill-based classification of occupations which are used as the Australian national standard for producing and analyzing labor force statistics, HRM, and the listing of job applicants and vacancies.
Dictionary of Occupational Titles (DOT): The U.S. Employment Service collects information from various sources to compile a dictionary of occupational definitions where jobs are assigned 5- or 6- digit codes which are then placed in different occupational groups. Latest edition of DOT was published in 1977, containing 2,100 definitions.
O*Net: The Occupational Information Network, gives you the changes to DOT reflecting latest research in the field of JA.
U.S. Standard Occupational classification System: This manual was created by BLS field economists which is available to public.
Thanks and bybye
:)
seema
From India, Lucknow
Ans to Lavanya's question on Job Analysis (JA)-
As the name suggests, it is a process for finding the details about a particular job � what is involved in that (duties and requirements) and the relative importance of these duties.
The various aspects of Jobs that are analysed are: Duties and Tasks; Work Environment; Tools and Equipments; Relationships (with internal and external customers) and Requirements (typically minimum requirements of KSA�s needed to perform a job).
The emphasis is on the JOB rather than on PERSON as in Competency based approach to Job Requirements. The final outcome/result of JA is JD. The JA is then linked to other HR functions like selection, training, compensation and performance appraisal.
The data is collected and then judgment is made about it. The methods are various:
� Structured Questionnaires
� Observation
� Expert panels
� Open-ended questionnaires
� Supervisor�s interview
� Task inventories
� Incumbent interviews
� Incumbent work logs
� Check-lists
� Review of Job classification systems
All above are known to many of us and are mostly self-explanatory as the name suggest. The typical method is using a questionnaire.
The last one is sounding slightly unusual, so going a bit into that. There are various JOB CLASSIFICATION SYSTEMS, and some are-
Australian Standard Classification of Occupations (ASCO): A skill-based classification of occupations which are used as the Australian national standard for producing and analyzing labor force statistics, HRM, and the listing of job applicants and vacancies.
Dictionary of Occupational Titles (DOT): The U.S. Employment Service collects information from various sources to compile a dictionary of occupational definitions where jobs are assigned 5- or 6- digit codes which are then placed in different occupational groups. Latest edition of DOT was published in 1977, containing 2,100 definitions.
O*Net: The Occupational Information Network, gives you the changes to DOT reflecting latest research in the field of JA.
U.S. Standard Occupational classification System: This manual was created by BLS field economists which is available to public.
Thanks and bybye
:)
seema
From India, Lucknow
Hi Peer,
Great! Your answer is short and sweet. If everyone answers the questions this way, it will be comfortable for everyone, and people will understand. If they need more details, they can refer to different HR sites to learn more, or they can email separately with the winner or others.
Seema, you are back with action. Well answered. Let us wait till 12 for Lavanya to announce the winner.
Preet
From India, Bangalore
Great! Your answer is short and sweet. If everyone answers the questions this way, it will be comfortable for everyone, and people will understand. If they need more details, they can refer to different HR sites to learn more, or they can email separately with the winner or others.
Seema, you are back with action. Well answered. Let us wait till 12 for Lavanya to announce the winner.
Preet
From India, Bangalore
Hi Seema, Thats fantastic. Congrats! :D I think i can announce the winner or should I wait for some more time to get replies from others also who would like to give a try? :?: Regards, Lavanya.
From India, Madras
From India, Madras
Hi Lavanya,
You can announce the winner. The time limit is up to 11:30 AM. If we don't receive a more perfect answer, we need to wait until 12 PM or 2 PM at the latest.
Kindly announce the winner.
Preet
From India, Bangalore
You can announce the winner. The time limit is up to 11:30 AM. If we don't receive a more perfect answer, we need to wait until 12 PM or 2 PM at the latest.
Kindly announce the winner.
Preet
From India, Bangalore
Hi all,
Congratulations to Peer and Seema for their brilliant efforts! 😛 The winner is Seema as she took the time to explain the techniques as well. Congratulations again! 😂 Feel free to post your questions.
Regards,
Lavanya.
From India, Madras
Congratulations to Peer and Seema for their brilliant efforts! 😛 The winner is Seema as she took the time to explain the techniques as well. Congratulations again! 😂 Feel free to post your questions.
Regards,
Lavanya.
From India, Madras
Job analysis provides important inputs to the recruiting function in two ways.
First, job analysis provides job specifications - the personal requirements deemed necessary to perform each job in an organization. This information tells planners and recruiters exactly what skills, abilities, experience, and other physical characteristics will be needed for certain jobs.
Second, complete and accurate job descriptions are essential for the preparation of recruiting materials, which convey information to potential applicants about the nature of the job.
Regards,
Sandeep
From United Arab Emirates, Dubai
First, job analysis provides job specifications - the personal requirements deemed necessary to perform each job in an organization. This information tells planners and recruiters exactly what skills, abilities, experience, and other physical characteristics will be needed for certain jobs.
Second, complete and accurate job descriptions are essential for the preparation of recruiting materials, which convey information to potential applicants about the nature of the job.
Regards,
Sandeep
From United Arab Emirates, Dubai
Oh! Thanks a lot... Winner again!
My question is: What is an In-basket exercise? And, what are its essential components (in brief)?
Another optional part to it (if anyone wants to answer...sort of subjective and hence its optionality part...)
What is your perception about the effectiveness of this method?
Seema
From India, Lucknow
My question is: What is an In-basket exercise? And, what are its essential components (in brief)?
Another optional part to it (if anyone wants to answer...sort of subjective and hence its optionality part...)
What is your perception about the effectiveness of this method?
Seema
From India, Lucknow
Hi Seema,
I got some info on the topic. Hope it will be useful.
An in-basket exercise assesses a candidate's ability to perform a manager�s job from an administrative perspective.
In the exercise, the candidate is confronted with issues and problems that have accumulated in the manager�s �in-basket� after returning to work from an extended absence.
A sample of in-basket items might include memos, correspondence, e-mails, directives, requests, reports, forms, messages, minutes, hand-written notes, etc., from management, supervisors, staff members, inmates, and other stakeholders.
The candidate's task is to review the in-basket items and then take action on these varied issues and problems using action forms to record notes, comments, and responses.
These actions are then assessed and rated based on job related competencies through a formal question and answer session by a group of trained raters. Standardized criteria and predefined rating scales are used to assess the candidate.
The in-basket exercise is designed to test the candidate�s adaptive thinking, problem analysis, judgment, administrative abilities, planning, organizing, delegating, and integrative skills while under pressure dealing with memos, e-mails, requests, messages, handwritten notes, etc.
Regards,
Lavanya. :lol:
From India, Madras
I got some info on the topic. Hope it will be useful.
An in-basket exercise assesses a candidate's ability to perform a manager�s job from an administrative perspective.
In the exercise, the candidate is confronted with issues and problems that have accumulated in the manager�s �in-basket� after returning to work from an extended absence.
A sample of in-basket items might include memos, correspondence, e-mails, directives, requests, reports, forms, messages, minutes, hand-written notes, etc., from management, supervisors, staff members, inmates, and other stakeholders.
The candidate's task is to review the in-basket items and then take action on these varied issues and problems using action forms to record notes, comments, and responses.
These actions are then assessed and rated based on job related competencies through a formal question and answer session by a group of trained raters. Standardized criteria and predefined rating scales are used to assess the candidate.
The in-basket exercise is designed to test the candidate�s adaptive thinking, problem analysis, judgment, administrative abilities, planning, organizing, delegating, and integrative skills while under pressure dealing with memos, e-mails, requests, messages, handwritten notes, etc.
Regards,
Lavanya. :lol:
From India, Madras
Hi Seema,
Congrats once again on being a winner. You elaborate on your answers and information very well. Thanks for that. Lavanya also gave a very good answer.
Here is my answer to your question...
An "in-basket exercise" is simply one or more simulated exercises conducted to evaluate candidates to determine their potential for success in a given work environment. My perception of this method is that this process has proved to be much more productive than conventional testing (approximately 90% effective) in making appropriate selections. Due to its high success ratio, it has continued to gain acceptance and is now used throughout the public and private sector.
Regards,
Sandeep
From United Arab Emirates, Dubai
Congrats once again on being a winner. You elaborate on your answers and information very well. Thanks for that. Lavanya also gave a very good answer.
Here is my answer to your question...
An "in-basket exercise" is simply one or more simulated exercises conducted to evaluate candidates to determine their potential for success in a given work environment. My perception of this method is that this process has proved to be much more productive than conventional testing (approximately 90% effective) in making appropriate selections. Due to its high success ratio, it has continued to gain acceptance and is now used throughout the public and private sector.
Regards,
Sandeep
From United Arab Emirates, Dubai
Dear Seema,
Greetings!
The method of acquainting new or promoted employees with the complexities of their jobs involves presenting them with a range of problems they might encounter in their 'in-basket' when they take up the job.
Effectiveness:
- Predict Performance
Regards,
John N
From India, Madras
Greetings!
The method of acquainting new or promoted employees with the complexities of their jobs involves presenting them with a range of problems they might encounter in their 'in-basket' when they take up the job.
Effectiveness:
- Predict Performance
Regards,
John N
From India, Madras
Hi all,
Great rate of response...
Was it such an easy question?? I wonder... :wacko:
Lavanya has given quite a good answer and is the winner of the question. The other two are no less - with a broader meaning of the concept and its application.
Key words are: Management exercise; situation-specific; skill practice; problem-solving; and decision-making.
Participants may derive the following benefits:
1. Skill in Problem Solving and Decision Making (next question is, what is the difference between the two... :) joking)
2. They learn that there is no one single "best" way to handle (manage) a problem.
3. Participants learn the importance of interrelatedness of tasks; Prioritizing; appropriate (logical) actions in a short time period.
4. Participants learn effective time management.
5. Importance of utilizing staff in working on day-to-day problems.
6. New managers benefit by encountering problems which they are certainly going to face in the job.
So, post the next question (again??!!) LAVANYA....
Thanks,
Seema
From India, Lucknow
Great rate of response...
Was it such an easy question?? I wonder... :wacko:
Lavanya has given quite a good answer and is the winner of the question. The other two are no less - with a broader meaning of the concept and its application.
Key words are: Management exercise; situation-specific; skill practice; problem-solving; and decision-making.
Participants may derive the following benefits:
1. Skill in Problem Solving and Decision Making (next question is, what is the difference between the two... :) joking)
2. They learn that there is no one single "best" way to handle (manage) a problem.
3. Participants learn the importance of interrelatedness of tasks; Prioritizing; appropriate (logical) actions in a short time period.
4. Participants learn effective time management.
5. Importance of utilizing staff in working on day-to-day problems.
6. New managers benefit by encountering problems which they are certainly going to face in the job.
So, post the next question (again??!!) LAVANYA....
Thanks,
Seema
From India, Lucknow
Hi Seema,
Thanks. 😄 AGAIN. 😉
My question is:
1. What are behavioral interviews? What do the interviewers analyze in such interviews?
2. What are Realistic Job Previews?
Hope it's not too subjective. 🙄
Regards,
Lavanya 😊
From India, Madras
Thanks. 😄 AGAIN. 😉
My question is:
1. What are behavioral interviews? What do the interviewers analyze in such interviews?
2. What are Realistic Job Previews?
Hope it's not too subjective. 🙄
Regards,
Lavanya 😊
From India, Madras
Dear Lavanya
Greetings!
Behavioural Interview:
This is a technique by which the interviewer will put in front you a job scenario (where they are looking for certain skills ' be it multi tasking, flexibility, diplomacy, patience, marketing tactics, and so on) and ask you how would you have handled that in exact steps; alternatively he/she would ask you to give them an example of a time when you had to do say, aggressive marketing, and how did you do in that case.
or
The behavioral interview technique is used by employers to evaluate a candidate's experiences and behaviors in order to determine their potential for success. The interviewer identifies desired skills and behaviors, then structures open-ended questions and statements to elicit detailed responses. A rating system is developed and selected criteria are evaluated during the interview
Key behaviour:
Adaptability
Analysis
Attention to Detail
Communication-Oral Communication-Written Contro
Delegation
Development of Subordinates
Flexibility
Independence
Initiative
Innovation
Integrity
Judgment
Leadership/Influence
Listening
Motivation
Planning and Organizing
Presentation Skills
Teamwork
Technical/Professional Knowledge
Training
Work Standards
2. Realistic Job Previews(RJP)
A Realistic Job Preview (RJP) is more than a recruitment ad�it is an integral part of a �Best-in-Class� selection process. An RJP provides a powerful method for educating candidates about the job and determining their fit with job requirements. Realistic Job Previews have changed in form, content and delivery, but the goals are the same: increase the level of fit between the job and the new hire to maximize performance and reduce turnover by encouraging strong candidates and discouraging inappropriate candidates.
Rgds,
John N
From India, Madras
Greetings!
Behavioural Interview:
This is a technique by which the interviewer will put in front you a job scenario (where they are looking for certain skills ' be it multi tasking, flexibility, diplomacy, patience, marketing tactics, and so on) and ask you how would you have handled that in exact steps; alternatively he/she would ask you to give them an example of a time when you had to do say, aggressive marketing, and how did you do in that case.
or
The behavioral interview technique is used by employers to evaluate a candidate's experiences and behaviors in order to determine their potential for success. The interviewer identifies desired skills and behaviors, then structures open-ended questions and statements to elicit detailed responses. A rating system is developed and selected criteria are evaluated during the interview
Key behaviour:
Adaptability
Analysis
Attention to Detail
Communication-Oral Communication-Written Contro
Delegation
Development of Subordinates
Flexibility
Independence
Initiative
Innovation
Integrity
Judgment
Leadership/Influence
Listening
Motivation
Planning and Organizing
Presentation Skills
Teamwork
Technical/Professional Knowledge
Training
Work Standards
2. Realistic Job Previews(RJP)
A Realistic Job Preview (RJP) is more than a recruitment ad�it is an integral part of a �Best-in-Class� selection process. An RJP provides a powerful method for educating candidates about the job and determining their fit with job requirements. Realistic Job Previews have changed in form, content and delivery, but the goals are the same: increase the level of fit between the job and the new hire to maximize performance and reduce turnover by encouraging strong candidates and discouraging inappropriate candidates.
Rgds,
John N
From India, Madras
Behavioral interviewing makes predictions about employee future success based on past behavior. It is based on specific skills demonstration with examples of how you handle a particular situation, project, event, and what the outcome was.
Examples:
- Describe the most creative work-related project you have completed.
- Example of a problem you faced on the job, and how you solved it.
- STAR Technique - one of the best tools:
- Situation
- Task
- Action
- Result of any given instance
Realistic Job Previews help prospective employees get a balanced picture of the positive and negative aspects of the work they will be doing. It aids in understanding organizational climate and reduces turnover, hiring, and training costs.
RJP Types include:
- Structured observations
- Meetings with current workers, consumers, and/or parents
- Pre-application screening
- Videotapes
- Booklets or brochures
- Web-based multimedia
- Group RJP
- Internships or volunteer programs
From India, Coimbatore
Examples:
- Describe the most creative work-related project you have completed.
- Example of a problem you faced on the job, and how you solved it.
- STAR Technique - one of the best tools:
- Situation
- Task
- Action
- Result of any given instance
Realistic Job Previews help prospective employees get a balanced picture of the positive and negative aspects of the work they will be doing. It aids in understanding organizational climate and reduces turnover, hiring, and training costs.
RJP Types include:
- Structured observations
- Meetings with current workers, consumers, and/or parents
- Pre-application screening
- Videotapes
- Booklets or brochures
- Web-based multimedia
- Group RJP
- Internships or volunteer programs
From India, Coimbatore
Hi, Guys,
In fact, yesterday I thought of closing this thread due to no response. Later in the afternoon, it has gained its own status and generated good interest among people. It has reached over 6000 views, with people reading and gaining knowledge from it. I would appreciate it if they participate in answering the questions; it would be great.
Kindly contribute and enhance your knowledge. I request the winners to post questions related to current trends and some case studies.
Peer, good answer.
Preet
From India, Bangalore
In fact, yesterday I thought of closing this thread due to no response. Later in the afternoon, it has gained its own status and generated good interest among people. It has reached over 6000 views, with people reading and gaining knowledge from it. I would appreciate it if they participate in answering the questions; it would be great.
Kindly contribute and enhance your knowledge. I request the winners to post questions related to current trends and some case studies.
Peer, good answer.
Preet
From India, Bangalore
Hi all,
I totally agree with Preet... it's fun and exciting apart from the knowledge (implicit as well as explicit) that we are gaining by interacting through such a platform.
Congratulations to Preet for initiating and others for participation, and to Citehr for providing an unnoticeable yet efficient backdrop to this play. Let's keep it up and not lose interest...!!! :D
Seema
From India, Lucknow
I totally agree with Preet... it's fun and exciting apart from the knowledge (implicit as well as explicit) that we are gaining by interacting through such a platform.
Congratulations to Preet for initiating and others for participation, and to Citehr for providing an unnoticeable yet efficient backdrop to this play. Let's keep it up and not lose interest...!!! :D
Seema
From India, Lucknow
Dear Preet, Sorry for late Congrates.. for your great initiation. I was out of office. The quiz has got good appreciation. Let us keep great ways. Thanks wtih Regards, Thiru
From Germany, Herzogenaurach
From Germany, Herzogenaurach
Hi Lavanya, Now you need to announce the winner. Today we lost one day by not posting the question. Preet
From India, Bangalore
From India, Bangalore
Hi everyone,
I am sorry that you guys lost a day because of me! I was held up in my college for my project. 😢 The winner is Mr. Peer. 😎 Congratulations!! 🎉 He can post the next question. 🔄 Sorry again.
Regards,
Lavanya 😉
From India, Madras
I am sorry that you guys lost a day because of me! I was held up in my college for my project. 😢 The winner is Mr. Peer. 😎 Congratulations!! 🎉 He can post the next question. 🔄 Sorry again.
Regards,
Lavanya 😉
From India, Madras
Hi Peer, We are loosing the time. So I request Ms Lavanya to continue with the next question. Preet
From India, Bangalore
From India, Bangalore
Hi Peer,
I believe it could be achieved by:
1. Active participation in HR communities like citehr, coolavenues, etc.
2. Subscribing to HR magazines and regular reading.
3. Regular interactions with the HR people of other organizations.
I believe the question is too general, and I have given my perception. Correct me if I am wrong.
Regards,
Lavanya :)
From India, Madras
I believe it could be achieved by:
1. Active participation in HR communities like citehr, coolavenues, etc.
2. Subscribing to HR magazines and regular reading.
3. Regular interactions with the HR people of other organizations.
I believe the question is too general, and I have given my perception. Correct me if I am wrong.
Regards,
Lavanya :)
From India, Madras
Hi PEER, Hope ur question is too vague and no responses are coming out. Can U pose a new topic for discussion? Or we may end up in loosing this precious thread. Regards, Lavanya. :D
From India, Madras
From India, Madras
Hi all,
I think Lavanya has posted quite a lot of questions. We should now give the opportunity to others who came close to correct answers to earlier posts. Preet can really look at the data and then decide. I can recollect John and Sandeep's names.
Thanks,
Seema
From India, Lucknow
I think Lavanya has posted quite a lot of questions. We should now give the opportunity to others who came close to correct answers to earlier posts. Preet can really look at the data and then decide. I can recollect John and Sandeep's names.
Thanks,
Seema
From India, Lucknow
Hi all,
I think Lavanya has posted quite a lot of questions. We should now give the opportunity to others who came close to correct answers to earlier posts. Preet can really look at the data and then decide. I can recollect John and Sandeep's names.
Also, non-interest can be due to technical problems with accessing the site. I tried accessing it - but very very slow, then I gave up!
Thanks,
Seema
From India, Lucknow
I think Lavanya has posted quite a lot of questions. We should now give the opportunity to others who came close to correct answers to earlier posts. Preet can really look at the data and then decide. I can recollect John and Sandeep's names.
Also, non-interest can be due to technical problems with accessing the site. I tried accessing it - but very very slow, then I gave up!
Thanks,
Seema
From India, Lucknow
Dear Preet,
Greetings! First of all, thank you. My questions are:
1. What is Termination?
2. Types of Termination
3. Can we rehire the terminated candidate? If so, in what circumstances?
4. What are high-profile firings?
Rgds,
John N
From India, Madras
Greetings! First of all, thank you. My questions are:
1. What is Termination?
2. Types of Termination
3. Can we rehire the terminated candidate? If so, in what circumstances?
4. What are high-profile firings?
Rgds,
John N
From India, Madras
Yes.... Termination was discussed, though not so much in detail... yet, a new topic is welcome !! seema
From India, Lucknow
From India, Lucknow
Hi John, We have already discussed about this topic. Could you change your question. Preet
From India, Bangalore
From India, Bangalore
Dear All Greetings! My questions are 1. What is Deferred compensation 2. What u meant by Garnishment?? Rgds, John N
From India, Madras
From India, Madras
Hi John,
I got some info on the topic.
WAGE GARNISHMENT
Wage garnishment, the most common type of garnishment, is the process of deducting money from an employee's monetary compensation (including salary) as a result of a court order. Garnishments can be taken for any type of debt but common examples of debt that result in garnishments include:
1. child support
2. taxes
3. Unpaid Court Fines
4. Any other type of monetary judgment
When served on an employer, garnishments are taken as part of the payroll process. When processing payroll, sometimes there is not enough money in the employee's net pay to satisfy all of the garnishments. In such a case, the correct order to take a garnishment must be satisfied. The other type of garnishment, also known as attachment (or attachment of earnings), requires the garnishee to deliver all the defendant's money and/or property in the hands of the garnishee at the time of service of process to the court, to be paid over to the plaintiff. Since this type of garnishment is not continuing in nature, but is not subject to the type of restrictions that apply to wage garnishment, it is most often used against banks, or other persons or companies that incur liquidated obligations in the regular course of business. The garnishment should never begin during the pay period but should begin on the following pay period.
DEFERRED COMPENSATION
Deferred compensation is an arrangement in which a portion of an employee's income is paid out at a date after which that income is actually earned. Examples of deferred compensation include pensions, retirement plans, and stock options. The primary benefit of most deferred compensation is the deferral of tax to the date(s) at which the employee actually receives the income.
Regards,
Lavanya
From India, Madras
I got some info on the topic.
WAGE GARNISHMENT
Wage garnishment, the most common type of garnishment, is the process of deducting money from an employee's monetary compensation (including salary) as a result of a court order. Garnishments can be taken for any type of debt but common examples of debt that result in garnishments include:
1. child support
2. taxes
3. Unpaid Court Fines
4. Any other type of monetary judgment
When served on an employer, garnishments are taken as part of the payroll process. When processing payroll, sometimes there is not enough money in the employee's net pay to satisfy all of the garnishments. In such a case, the correct order to take a garnishment must be satisfied. The other type of garnishment, also known as attachment (or attachment of earnings), requires the garnishee to deliver all the defendant's money and/or property in the hands of the garnishee at the time of service of process to the court, to be paid over to the plaintiff. Since this type of garnishment is not continuing in nature, but is not subject to the type of restrictions that apply to wage garnishment, it is most often used against banks, or other persons or companies that incur liquidated obligations in the regular course of business. The garnishment should never begin during the pay period but should begin on the following pay period.
DEFERRED COMPENSATION
Deferred compensation is an arrangement in which a portion of an employee's income is paid out at a date after which that income is actually earned. Examples of deferred compensation include pensions, retirement plans, and stock options. The primary benefit of most deferred compensation is the deferral of tax to the date(s) at which the employee actually receives the income.
Regards,
Lavanya
From India, Madras
Hi All,
Answer to John's first question
1.) Deferred compensation is a voluntary defined contribution retirement plan established by the state to help employees provide a supplement to their retirement income. Deferred compensation reduces income taxes while helping retirement savings grow.
The employee decides how much money to defer based on IRS limits. The amount is automatically set aside from the employee's pay warrant and invested for the employee in the investment options chosen by the employee. The employee currently pays no federal or state income taxes on the deferred amounts or on any of its earnings. The employee pays no up-front administrative charges or annual fees, so 100 percent of the employee's contribution is invested in the employee's account.
2) A court order requiring an employer to withhold a certain percentage from an employee�s pay in order to settle a debt with a creditor.
Regards,
Sandeep :)
From United Arab Emirates, Dubai
Answer to John's first question
1.) Deferred compensation is a voluntary defined contribution retirement plan established by the state to help employees provide a supplement to their retirement income. Deferred compensation reduces income taxes while helping retirement savings grow.
The employee decides how much money to defer based on IRS limits. The amount is automatically set aside from the employee's pay warrant and invested for the employee in the investment options chosen by the employee. The employee currently pays no federal or state income taxes on the deferred amounts or on any of its earnings. The employee pays no up-front administrative charges or annual fees, so 100 percent of the employee's contribution is invested in the employee's account.
2) A court order requiring an employer to withhold a certain percentage from an employee�s pay in order to settle a debt with a creditor.
Regards,
Sandeep :)
From United Arab Emirates, Dubai
Hi All,
Lavanya & Sandeep both answered well. One way, if we see Lavanya's answer, it is more clear with examples. At the same time, I am not saying Sandeep's answer is not good.
John, you need to decide on the winner. Wait until afternoon 12 pm; if no answer comes, then you can decide on the winner. I would appreciate it if Sandeep is given a chance to post the next question as Lavanya has posted more questions. This is my opinion. There is no need to adhere to this.
John, you decide.
Preet
From India, Bangalore
Lavanya & Sandeep both answered well. One way, if we see Lavanya's answer, it is more clear with examples. At the same time, I am not saying Sandeep's answer is not good.
John, you need to decide on the winner. Wait until afternoon 12 pm; if no answer comes, then you can decide on the winner. I would appreciate it if Sandeep is given a chance to post the next question as Lavanya has posted more questions. This is my opinion. There is no need to adhere to this.
John, you decide.
Preet
From India, Bangalore
Dear Preet/ Lavanya/Sandeep
Greetings!
Since for past one week, I am not able to access CITE HR properly(I am getting an error called PB Critical error). So I am announcing the result by 11:30 itself.
Before announcing the result, let me give the answer for the both questions.
Garnishment:
When an employer receives an order from a judicial or governmental agency requiring the employer to withhold a certain sum from the wages of an employee for payment of a debt, it is called wage garnishment. There are both federal and state laws that apply to wage garnishments.
These laws set maximum amounts that can be garnished from an employee�s paycheck, and the priority of certain types of garnishments over others when an employer is faced with deductions from an employee�s paycheck for more than one garnishment. In addition, the Bankruptcy Code prohibits garnishment and tax levies once the employee has filed for bankruptcy. An employer may not discharge an employee because of wage garnishment "for any one indebtedness" in order to prevent discrimination.
Employers must also take specific steps upon receipt of a collection request from an outside agency, including answering the order and calculating applicable exemptions.
Deferred compensation :
It is an arrangement in which a portion of an employee's income is paid out at a date after which that income is actually earned. Examples of deferred compensation include pensions, retirement plans, and stock options. The primary benefit of most deferred compensation is the deferral of tax to the date(s) at which the employee actually receives the income.
Prompt answer is given by Lavanya. Sandeep missed little bit in Garnishment.
As Per Preet & Lavanya, Sandeep can post the next qestion :D :D :D :D
Rgds,
John N
From India, Madras
Greetings!
Since for past one week, I am not able to access CITE HR properly(I am getting an error called PB Critical error). So I am announcing the result by 11:30 itself.
Before announcing the result, let me give the answer for the both questions.
Garnishment:
When an employer receives an order from a judicial or governmental agency requiring the employer to withhold a certain sum from the wages of an employee for payment of a debt, it is called wage garnishment. There are both federal and state laws that apply to wage garnishments.
These laws set maximum amounts that can be garnished from an employee�s paycheck, and the priority of certain types of garnishments over others when an employer is faced with deductions from an employee�s paycheck for more than one garnishment. In addition, the Bankruptcy Code prohibits garnishment and tax levies once the employee has filed for bankruptcy. An employer may not discharge an employee because of wage garnishment "for any one indebtedness" in order to prevent discrimination.
Employers must also take specific steps upon receipt of a collection request from an outside agency, including answering the order and calculating applicable exemptions.
Deferred compensation :
It is an arrangement in which a portion of an employee's income is paid out at a date after which that income is actually earned. Examples of deferred compensation include pensions, retirement plans, and stock options. The primary benefit of most deferred compensation is the deferral of tax to the date(s) at which the employee actually receives the income.
Prompt answer is given by Lavanya. Sandeep missed little bit in Garnishment.
As Per Preet & Lavanya, Sandeep can post the next qestion :D :D :D :D
Rgds,
John N
From India, Madras
Hi Preet,
As HR professionals, many of them don't know HR-related topics, authors, principles, etc. As an awakening initiative, I thought of starting an HR quiz that will emphasize only on HR-related topics. The procedure is as follows: I will start a question related to HR. The first person to answer the question correctly will have to post the next question, and it will continue in this manner. The person who gives the right answer will have to post a new question. 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 concisely as possible, preferably as a summary or abstract.
Let me start with the first one:
Maslow's Hierarchy Theory - Related to Motivation. However, it is interrelated to which of the following topics:
a) Training
b) Recruitment
c) Appraisal
d) Recognition
e) Combination of all
Please explain the theory briefly.
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.
My answer is "e."
Maslow's theory is also known as the need theory or step ladder theory. Maslow has explained it very well in a ladder format:
- Self-actualization
- Esteem needs
- Social needs
- Safety needs
- Physiological needs
To relate the theory and justify the answer "e", the first point of interaction for a talent is recruitment. If we fail to motivate the talent, it may be lost. Regarding the disadvantage of the theory, if the person is at any specific level or step, it is up to us to identify at which level or step they are and start the appropriate motivational process. Failing to identify the current level may lead to a failed motivation process. So, please identify the level before proceeding with any topic.
Preet
From India, Bangalore
As HR professionals, many of them don't know HR-related topics, authors, principles, etc. As an awakening initiative, I thought of starting an HR quiz that will emphasize only on HR-related topics. The procedure is as follows: I will start a question related to HR. The first person to answer the question correctly will have to post the next question, and it will continue in this manner. The person who gives the right answer will have to post a new question. 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 concisely as possible, preferably as a summary or abstract.
Let me start with the first one:
Maslow's Hierarchy Theory - Related to Motivation. However, it is interrelated to which of the following topics:
a) Training
b) Recruitment
c) Appraisal
d) Recognition
e) Combination of all
Please explain the theory briefly.
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.
My answer is "e."
Maslow's theory is also known as the need theory or step ladder theory. Maslow has explained it very well in a ladder format:
- Self-actualization
- Esteem needs
- Social needs
- Safety needs
- Physiological needs
To relate the theory and justify the answer "e", the first point of interaction for a talent is recruitment. If we fail to motivate the talent, it may be lost. Regarding the disadvantage of the theory, if the person is at any specific level or step, it is up to us to identify at which level or step they are and start the appropriate motivational process. Failing to identify the current level may lead to a failed motivation process. So, please identify the level before proceeding with any topic.
Preet
From India, Bangalore
Hi Sandeep,
Once again, you missed the opportunity and wasted two days by not posting the question. Instead, you should have informed us for someone else to post the question.
Now, I request John to continue or Lavanya to post the next question.
Preet
From India, Bangalore
Once again, you missed the opportunity and wasted two days by not posting the question. Instead, you should have informed us for someone else to post the question.
Now, I request John to continue or Lavanya to post the next question.
Preet
From India, Bangalore
Preet and John,
I'm so sorry. I was away for two days, so I couldn't post the question. I never thought my name would come up to post the question. Once again, apologies!! Lavanya, I think you can go ahead and post the question.
Regards,
Sandeep :)
From United Arab Emirates, Dubai
I'm so sorry. I was away for two days, so I couldn't post the question. I never thought my name would come up to post the question. Once again, apologies!! Lavanya, I think you can go ahead and post the question.
Regards,
Sandeep :)
From United Arab Emirates, Dubai
Hi Sandeep,
This time we can accept your delay, but try not to delay in posting the question. Now you can post your question. John & Lavanya, hope you understand and give the opportunity to Sandeep.
Preet
From India, Bangalore
This time we can accept your delay, but try not to delay in posting the question. Now you can post your question. John & Lavanya, hope you understand and give the opportunity to Sandeep.
Preet
From India, Bangalore
Hi Sandeep, Again, you have disappointed and wasted another day.
Hi All, Please find the next question from me. What are the stages of HR Evolution (starting from Labour Management to People Practice)? Please write the stages of HR evolution and provide a two-line description for each stage.
Preet
From India, Bangalore
Hi All, Please find the next question from me. What are the stages of HR Evolution (starting from Labour Management to People Practice)? Please write the stages of HR evolution and provide a two-line description for each stage.
Preet
From India, Bangalore
Hi All, Seema, Lavanya, John : what happened no answer from you people also. Try this question. Otherwise I will give the answer tomorrow morning Preet
From India, Bangalore
From India, Bangalore
Hi Preeth,
I could not get the exact answer to your question, but I found some important events in the field of HR. Correct me if I am wrong.
Important events in the field of HR:
Early 1900s:
- Taylorism theory based on the assumption that workers were lazy and driven mostly by money.
1920s:
- Human relations movement is introduced.
1948:
- The Society for Human Resource Management is established and today has members from over 125 countries.
1950s:
- MBA courses begin to teach mostly male students supportive management techniques.
1952:
- The practice of Management by Peter Drucker is published and was the first book to recognize managing as a separate responsibility.
1980s:
- 360-degree feedback is introduced.
1989:
- Dilbert is published and satirizes the typical white-collar, micromanaged office and all the politics that get in the way of productivity.
1999:
- Job boards are introduced due to a high degree of job hopping.
Regards,
Lavanya.
From India, Madras
I could not get the exact answer to your question, but I found some important events in the field of HR. Correct me if I am wrong.
Important events in the field of HR:
Early 1900s:
- Taylorism theory based on the assumption that workers were lazy and driven mostly by money.
1920s:
- Human relations movement is introduced.
1948:
- The Society for Human Resource Management is established and today has members from over 125 countries.
1950s:
- MBA courses begin to teach mostly male students supportive management techniques.
1952:
- The practice of Management by Peter Drucker is published and was the first book to recognize managing as a separate responsibility.
1980s:
- 360-degree feedback is introduced.
1989:
- Dilbert is published and satirizes the typical white-collar, micromanaged office and all the politics that get in the way of productivity.
1999:
- Job boards are introduced due to a high degree of job hopping.
Regards,
Lavanya.
From India, Madras
Hi Lavanya,
At last I got some answer. Good. I can accept your answer partly correct, so I can give you 75% marks. (just joking) Your answer is good, but too much focused on HR. If you know the HR aspect has come into existence during the late 90's.
In a simple manner, I will try to put in my views on the evolution of HR. I am not sure about the years, so I will be putting the stages only.
Labour Management: Initially, the employees are treated as laborers and the management decisions are final. Employees were suppressed.
Personnel Management: A little bit of recognition or respect has been given to the employees and the concept of labor was removed.
Industrial Relations: The concept of management is gone and the employees started getting respectful positions and acceptance from the management, and the management tried to maintain good industrial harmony by implementing the concept of Industrial Relations. This concept was in existence until the early 90's.
Human Resources Management: Much more recognition and respect have been given to the employees. The discrimination was removed; however, the concept of management was followed. It was immediately changed as the concept of management was not accepted by the employees.
Human Resources Development: The concept of development has evolved to identify the existing talent from an individual and make use of it for the development of an organization. Also, train the raw individual according to the requirements of the organization with required skills.
Human Relations: In the early 2000s, many people came out with the required skills or were trained with the skills, so the development from the organization was not necessary. There was no situation for development activities in an organization. When an employee was available with the required skills, the demand was more, so to retain them, the companies started following the system of Human Relations, wherein the employee was taken care of well for his requirements in career and monetarily.
People Practice: An advanced version of Human Relations is People Practice. This requires a professional approach to practice people's behavior. That is why HR professionals are called PRACTICING PROFESSIONALS. This concept not only includes Human Relations but also includes taking care of the complete requirements of employees as well as the organization's.
Hope this answer might be helpful to you all. However, if anyone differs from my views, your comments are most welcome, as sometimes my assumptions may also go wrong. So I thought of discussing a little bit on this topic, then we can proceed with the next question.
Lavanya, you are the winner. You can post the next question tomorrow, as I mentioned we need to discuss this concept a little bit in brief. What say?
Please comment.
Preet
From India, Bangalore
At last I got some answer. Good. I can accept your answer partly correct, so I can give you 75% marks. (just joking) Your answer is good, but too much focused on HR. If you know the HR aspect has come into existence during the late 90's.
In a simple manner, I will try to put in my views on the evolution of HR. I am not sure about the years, so I will be putting the stages only.
Labour Management: Initially, the employees are treated as laborers and the management decisions are final. Employees were suppressed.
Personnel Management: A little bit of recognition or respect has been given to the employees and the concept of labor was removed.
Industrial Relations: The concept of management is gone and the employees started getting respectful positions and acceptance from the management, and the management tried to maintain good industrial harmony by implementing the concept of Industrial Relations. This concept was in existence until the early 90's.
Human Resources Management: Much more recognition and respect have been given to the employees. The discrimination was removed; however, the concept of management was followed. It was immediately changed as the concept of management was not accepted by the employees.
Human Resources Development: The concept of development has evolved to identify the existing talent from an individual and make use of it for the development of an organization. Also, train the raw individual according to the requirements of the organization with required skills.
Human Relations: In the early 2000s, many people came out with the required skills or were trained with the skills, so the development from the organization was not necessary. There was no situation for development activities in an organization. When an employee was available with the required skills, the demand was more, so to retain them, the companies started following the system of Human Relations, wherein the employee was taken care of well for his requirements in career and monetarily.
People Practice: An advanced version of Human Relations is People Practice. This requires a professional approach to practice people's behavior. That is why HR professionals are called PRACTICING PROFESSIONALS. This concept not only includes Human Relations but also includes taking care of the complete requirements of employees as well as the organization's.
Hope this answer might be helpful to you all. However, if anyone differs from my views, your comments are most welcome, as sometimes my assumptions may also go wrong. So I thought of discussing a little bit on this topic, then we can proceed with the next question.
Lavanya, you are the winner. You can post the next question tomorrow, as I mentioned we need to discuss this concept a little bit in brief. What say?
Please comment.
Preet
From India, Bangalore
Hi Preet,
Thanks for your input. The information you gave is very useful. Some are new to me, and some I have heard in my lectures. I guess you are right. Let's wait for some comments on it until tomorrow noon. Then I will post my question.
Regards,
Lavanya.
From India, Madras
Thanks for your input. The information you gave is very useful. Some are new to me, and some I have heard in my lectures. I guess you are right. Let's wait for some comments on it until tomorrow noon. Then I will post my question.
Regards,
Lavanya.
From India, Madras
Hi all,
Two days ago, I also faced the same problem of not being able to log into citehr. I tried quite a few times. The question of HR evolution is good... And the answer by Preet is even better. 😄
Seema
Take care!
From India, Lucknow
Two days ago, I also faced the same problem of not being able to log into citehr. I tried quite a few times. The question of HR evolution is good... And the answer by Preet is even better. 😄
Seema
Take care!
From India, Lucknow
Hi John, Thanks. This technical prob is faced by almost every cite hr member, i believe. Mr.Peer has written about it to the technical team also it seems!!! Regards, Lavanya.
From India, Madras
From India, Madras
Hi All, My question is WHAT IS HR OUTSOURCING? ITS MERITS AND DEMERITS TO A COMPANY? Regards, Lavanya
From India, Madras
From India, Madras
Hi Lavanya, I have a big article about it. If no one post the answer, then I will post the answer for it. Meanwhile I will try to edit on this topic in short form. Preet
From India, Bangalore
From India, Bangalore
Hi All, What happened? No answers. Ok! No probs. Let us wait till Monday morning, if we didn’t receive any answer, either me or Lavanya can post the answer. Preet
From India, Bangalore
From India, Bangalore
Hi Praveen,
Thanks for your comments. 😊 I would appreciate it more if you could participate in the quiz. 😄
Hi Preeth,
Ok, let's wait until Monday. Meanwhile, if you edit and provide a short answer for the question, please email me your article. I would like to read it.
Regards,
Lavanya
From India, Madras
Thanks for your comments. 😊 I would appreciate it more if you could participate in the quiz. 😄
Hi Preeth,
Ok, let's wait until Monday. Meanwhile, if you edit and provide a short answer for the question, please email me your article. I would like to read it.
Regards,
Lavanya
From India, Madras
hai greetings to all! i am a faculty - management studies in an engineering college, chennai. (guiding MBA stuents in project work) it is pleasure to join withyou all. bye ilayaraja.s 9884276907
From India, Chennai
From India, Chennai
Hi Ilayaraja, Nice to see your message. We look forward more people join this thread and participate. It would be great if we could get an answer from you for the last question. Preet
From India, Bangalore
From India, Bangalore
Hi Lavanya,
You can post your answer. I lost that article somewhere. As of now, I can give a few lines of the answer only. Instead, you can answer in detail. However, I will find out that article and send it to you.
Preet
From India, Bangalore
You can post your answer. I lost that article somewhere. As of now, I can give a few lines of the answer only. Instead, you can answer in detail. However, I will find out that article and send it to you.
Preet
From India, Bangalore
Dear Lavanya
Greetings!
HR Outsourcing:
The concept of taking internal company functions and paying an outside firm to handle them. Outsourcing is done to save money, improve quality, or free company resources for other activities. Outsourcing was first done in the data-processing industry and has spread to areas, including telemessaging and call centers. Outsourcing is the wave of the future.
Advantages of HR Outsourcing:
Reducing costs:
Key determinator in many outsourcing decisions, but should not to be considered in isolation from other costs/ benefits;
Increasing effectiveness of HR delivery:
Experienced outsourcing providers can often deal with HR processes more effectively. For example, recruitment may be undertaken more quickly, reducing employee turnover costs and speeding up the pace of growth;
Providing greater expertise:
External providers may offer greater levels of specialist knowledge or experience than affordably available in-house;
Moving HR up the value chain:
Outsourcing human resource administration can lead to a shift in HR focus towards policy and decision making;
To aid organizational growth:
Fast-growing organizations can lack the HR capacity to deliver business objectives, making HR outsourcing an attractive solution.
Disadvantages of HR outsourcing :
� Loss of managerial control, because it is more difficult to manage outside service providers than managing one�s own employees working possibly in the same building.
� Often the hidden costs are difficult to calculate or prepare for. These include legal costs related to putting together a contract between two companies and the time spent to coordinating the contract.
� Another disadvantage of outsourcing can be a threat to security and confidentiality. If your company is outsourcing processes like payroll, medical transcriptions or other confidential information, a company must be very careful in choosing which process it wants to outsource and to which provider.
� A possible loss of flexibility in reacting to changing business conditions, lack of internal and external customer focus and sharing cost savings may also be a disadvantage of outsourcing.
� Other disadvantages of outsourcing may include unfavorable contract lengths, loss of competitive edge, problems in contract renewal, and contractual misunderstandings.
Rgds,
John N
From India, Madras
Greetings!
HR Outsourcing:
The concept of taking internal company functions and paying an outside firm to handle them. Outsourcing is done to save money, improve quality, or free company resources for other activities. Outsourcing was first done in the data-processing industry and has spread to areas, including telemessaging and call centers. Outsourcing is the wave of the future.
Advantages of HR Outsourcing:
Reducing costs:
Key determinator in many outsourcing decisions, but should not to be considered in isolation from other costs/ benefits;
Increasing effectiveness of HR delivery:
Experienced outsourcing providers can often deal with HR processes more effectively. For example, recruitment may be undertaken more quickly, reducing employee turnover costs and speeding up the pace of growth;
Providing greater expertise:
External providers may offer greater levels of specialist knowledge or experience than affordably available in-house;
Moving HR up the value chain:
Outsourcing human resource administration can lead to a shift in HR focus towards policy and decision making;
To aid organizational growth:
Fast-growing organizations can lack the HR capacity to deliver business objectives, making HR outsourcing an attractive solution.
Disadvantages of HR outsourcing :
� Loss of managerial control, because it is more difficult to manage outside service providers than managing one�s own employees working possibly in the same building.
� Often the hidden costs are difficult to calculate or prepare for. These include legal costs related to putting together a contract between two companies and the time spent to coordinating the contract.
� Another disadvantage of outsourcing can be a threat to security and confidentiality. If your company is outsourcing processes like payroll, medical transcriptions or other confidential information, a company must be very careful in choosing which process it wants to outsource and to which provider.
� A possible loss of flexibility in reacting to changing business conditions, lack of internal and external customer focus and sharing cost savings may also be a disadvantage of outsourcing.
� Other disadvantages of outsourcing may include unfavorable contract lengths, loss of competitive edge, problems in contract renewal, and contractual misunderstandings.
Rgds,
John N
From India, Madras
The businesses view HR outsourcing as a strategic tool that relieves them of administrative or routine HR responsibilities and enables them to focus on what they do best. In addition to allowing you to concentrate on your core business activities, outsourcing provides some key benefits, including:
- Reduce administrative infrastructure within the organization.
- Managed by specialists instead of generalists, providing you with skilled professionals who are focused specifically on HR.
- HR managers get more time for strategic HR.
- Helping you reduce and manage operating costs.
- Remove individual bias and thus, improving employee relations.
Some key issues that restrict the scope of outsourcing are:
- Loss of personal touch.
- Integrity of process managers lies with their own firm (outsourcing agency) not with your organization.
- Chances of loss of confidential information.
- It is good if the process has stabilized; otherwise, it can create a negative impact on the working environment and motivation of employees.
The above benefits or restrictions are only indicative, not exhaustive.
Thanks & Regards
From India, Calcutta
- Reduce administrative infrastructure within the organization.
- Managed by specialists instead of generalists, providing you with skilled professionals who are focused specifically on HR.
- HR managers get more time for strategic HR.
- Helping you reduce and manage operating costs.
- Remove individual bias and thus, improving employee relations.
Some key issues that restrict the scope of outsourcing are:
- Loss of personal touch.
- Integrity of process managers lies with their own firm (outsourcing agency) not with your organization.
- Chances of loss of confidential information.
- It is good if the process has stabilized; otherwise, it can create a negative impact on the working environment and motivation of employees.
The above benefits or restrictions are only indicative, not exhaustive.
Thanks & Regards
From India, Calcutta
Hi John,
In my personal opinion, you have generalized the definition of outsourcing, but when discussing the advantages and disadvantages, you have focused more on HR outsourcing. Comparing your answer with Sameer's, he has placed a greater emphasis on HR outsourcing.
Welcome Sameer! You have done a good job; however, the winner will be announced by the person who posted the question, according to the rules of this game. Therefore, Lavanya will announce the winner. If you emerge as the winner, you can post the next question.
Anyways, Lavanya, please decide on the winner and also share your answer.
Preet
From India, Bangalore
In my personal opinion, you have generalized the definition of outsourcing, but when discussing the advantages and disadvantages, you have focused more on HR outsourcing. Comparing your answer with Sameer's, he has placed a greater emphasis on HR outsourcing.
Welcome Sameer! You have done a good job; however, the winner will be announced by the person who posted the question, according to the rules of this game. Therefore, Lavanya will announce the winner. If you emerge as the winner, you can post the next question.
Anyways, Lavanya, please decide on the winner and also share your answer.
Preet
From India, Bangalore
Dear Preet,
Greetings!
HR Outsourcing
Human resources are the most critical assets of any organization as the organization's success lies in their hands. But in order to ensure that its employees remain satisfied, the company has to have a specialized human resources department that most of the time proves to be a costly affair. That is why most companies today decide to outsource their human resources management functions to offshore destinations.
What is HR Outsourcing?
HR outsourcing is a process in which a company uses the services of a third party to take care of its HR functions. A company may outsource a few or all of its HR-related activities to a single or a combination of service providers located in offshore destinations like India, China, the Philippines, etc.
In this sense, the HR outsourcing service-providing firms or HR outsourcing companies can be divided into four categories depending on the services they offer as: PEOs (professional employer organizations), BPOs (business process organizations), ASPs (application service providers), or e-services. In these categories, the PEOs are the ones that assume full responsibility for a company's HR functions, whereas others such as BPOs, ASPs, and e-services provide web-based HR solutions like database maintenance, HR data warehousing, maintaining records, developing and maintaining HR software, etc.
Rgds,
John N
From India, Madras
Greetings!
HR Outsourcing
Human resources are the most critical assets of any organization as the organization's success lies in their hands. But in order to ensure that its employees remain satisfied, the company has to have a specialized human resources department that most of the time proves to be a costly affair. That is why most companies today decide to outsource their human resources management functions to offshore destinations.
What is HR Outsourcing?
HR outsourcing is a process in which a company uses the services of a third party to take care of its HR functions. A company may outsource a few or all of its HR-related activities to a single or a combination of service providers located in offshore destinations like India, China, the Philippines, etc.
In this sense, the HR outsourcing service-providing firms or HR outsourcing companies can be divided into four categories depending on the services they offer as: PEOs (professional employer organizations), BPOs (business process organizations), ASPs (application service providers), or e-services. In these categories, the PEOs are the ones that assume full responsibility for a company's HR functions, whereas others such as BPOs, ASPs, and e-services provide web-based HR solutions like database maintenance, HR data warehousing, maintaining records, developing and maintaining HR software, etc.
Rgds,
John N
From India, Madras
Hi John,
Great. Now you got the right point. Good going. Lavanya, please announce the winner.
Hi Charanjeet Gaur,
Good to see your participation. One request: try to participate by answering the last question which is currently running. Anyways, your answer to the question is also correct.
Preet
From India, Bangalore
Great. Now you got the right point. Good going. Lavanya, please announce the winner.
Hi Charanjeet Gaur,
Good to see your participation. One request: try to participate by answering the last question which is currently running. Anyways, your answer to the question is also correct.
Preet
From India, Bangalore
Hi all,
Congratulations to Sameer and John for their clear answers! 😄
John's answer is perfect. However, I believe Sameer, as a new joiner to the party, should be given a chance. Let him post the next question.
Congratulations, Sameer! 😂 If he does not post his answer by tomorrow at 12, I request John to post the question. 😎
Regards,
Lavanya
From India, Madras
Congratulations to Sameer and John for their clear answers! 😄
John's answer is perfect. However, I believe Sameer, as a new joiner to the party, should be given a chance. Let him post the next question.
Congratulations, Sameer! 😂 If he does not post his answer by tomorrow at 12, I request John to post the question. 😎
Regards,
Lavanya
From India, Madras
Hi All,
I appreciate the efforts put forth by Sameer and John. 😊 I believe John gave a clear picture of the topic under discussion. But let's give a chance to newcomer Sameer. 😊
So, Sameer, go ahead and post your next question. 😛 If we don't get a question from Sameer till tomorrow noon, I request John to post his question. 😉
Regards,
Lavanya.
From India, Madras
I appreciate the efforts put forth by Sameer and John. 😊 I believe John gave a clear picture of the topic under discussion. But let's give a chance to newcomer Sameer. 😊
So, Sameer, go ahead and post your next question. 😛 If we don't get a question from Sameer till tomorrow noon, I request John to post his question. 😉
Regards,
Lavanya.
From India, Madras
Hi Sameer,
As announced by Lavanya, you are the winner to post the next question. Congratulations! You can post your question now, but you need to do so this evening itself as we can't afford to waste a day. This way, people will have time until tomorrow afternoon to answer.
Hi John,
Good going! Great answers, and you have very good knowledge. Keep it up.
Lavanya, could you please post your answer as well.
Preet
From India, Bangalore
As announced by Lavanya, you are the winner to post the next question. Congratulations! You can post your question now, but you need to do so this evening itself as we can't afford to waste a day. This way, people will have time until tomorrow afternoon to answer.
Hi John,
Good going! Great answers, and you have very good knowledge. Keep it up.
Lavanya, could you please post your answer as well.
Preet
From India, Bangalore
Dear All,
Thanks to all of you for appreciating my answer. This is a knowledge-sharing forum, and not a contest forum; therefore, we should only appreciate ideas and the persons who believe in sharing their knowledge with others.
Dear Lavanya, as you said that John's answer is perfect, it would be unjust if somebody else were to post the question. I extend my appreciation to John and request him to post the next question.
Thanks & Regards,
From India, Calcutta
Thanks to all of you for appreciating my answer. This is a knowledge-sharing forum, and not a contest forum; therefore, we should only appreciate ideas and the persons who believe in sharing their knowledge with others.
Dear Lavanya, as you said that John's answer is perfect, it would be unjust if somebody else were to post the question. I extend my appreciation to John and request him to post the next question.
Thanks & Regards,
From India, Calcutta
Hi Sameer,
We appreciate your point; however, John can post questions. The reason we asked you to post a question is that we need everyone to participate actively in this thread. John has also posted questions in the past. The knowledge you may have may not be the same as mine, John's, Lavanya's, Seema's, and others who are playing this game. It is not just for sharing knowledge; it is also like a game where the person who has posted the question can declare the winner. Although I initiated this thread, I cannot declare the winner unless I have posted the question. Lavanya has declared you as the winner, so you need to post the next question. Nobody will get upset because their best answer was not given a chance to post the next question.
Anyways, please do let us know your opinion. If you are not interested in posting the next question, we can ask John to post it.
Preet
From India, Bangalore
We appreciate your point; however, John can post questions. The reason we asked you to post a question is that we need everyone to participate actively in this thread. John has also posted questions in the past. The knowledge you may have may not be the same as mine, John's, Lavanya's, Seema's, and others who are playing this game. It is not just for sharing knowledge; it is also like a game where the person who has posted the question can declare the winner. Although I initiated this thread, I cannot declare the winner unless I have posted the question. Lavanya has declared you as the winner, so you need to post the next question. Nobody will get upset because their best answer was not given a chance to post the next question.
Anyways, please do let us know your opinion. If you are not interested in posting the next question, we can ask John to post it.
Preet
From India, Bangalore
Dear Lavanya,
Greetings! Thanks for your wishes and views.
Preet: Well said, Preet. As you said, we will give an opportunity for the new entrants. Let Sameer post the question, or else I will post it by 13:00 Hrs.
Rgds, John N
From India, Madras
Greetings! Thanks for your wishes and views.
Preet: Well said, Preet. As you said, we will give an opportunity for the new entrants. Let Sameer post the question, or else I will post it by 13:00 Hrs.
Rgds, John N
From India, Madras
Dear All,
Greetings!
My questions are:
1. What is meant by Contingent Workers?
2. What is Jury Duty?
3. What are the components of a compensation system?
4. What are the regulations affecting compensation?
Regards,
John N
From India, Madras
Greetings!
My questions are:
1. What is meant by Contingent Workers?
2. What is Jury Duty?
3. What are the components of a compensation system?
4. What are the regulations affecting compensation?
Regards,
John N
From India, Madras
Dear All Greetings! My questions are Contingent Workers Jury Duty What are the components of a compensation system? What are regulations affecting compensation Rgds, John N
From India, Madras
From India, Madras
Hi John,
I got some info on the topic. Correct me if i am wrong.
Contingent workers:
By Audrey Freeman:
Conditional and transitory employment arrangements as initiated by a need for labor--usually because a company has an increased demand for a particular service or a product or technology, at a particular place, at a particular time.
By Barker and Christensen:
Contingent work is generally thought to include those jobs that are done on temporary, self-employed contract, or involuntary part-time bases.
Jury Duty:
Jury Duty is a paid administrative absence for employees who are called upon for service as a jury member or as a material witness.
Components of compensation system:
Compensation will be perceived by employees as fair if based on systematic components. Various compensation systems have developed to determine the value of positions. These systems utilize many similar components include
� Job descriptions obtained from Job analysis and Job evaluation
� Salary ranges/structures,
� Written procedures.
Regulations related to Compensation
1. Payment of wages Act
2. Payment of minimum wages Act
Regards,
Lavanya.
From India, Madras
I got some info on the topic. Correct me if i am wrong.
Contingent workers:
By Audrey Freeman:
Conditional and transitory employment arrangements as initiated by a need for labor--usually because a company has an increased demand for a particular service or a product or technology, at a particular place, at a particular time.
By Barker and Christensen:
Contingent work is generally thought to include those jobs that are done on temporary, self-employed contract, or involuntary part-time bases.
Jury Duty:
Jury Duty is a paid administrative absence for employees who are called upon for service as a jury member or as a material witness.
Components of compensation system:
Compensation will be perceived by employees as fair if based on systematic components. Various compensation systems have developed to determine the value of positions. These systems utilize many similar components include
� Job descriptions obtained from Job analysis and Job evaluation
� Salary ranges/structures,
� Written procedures.
Regulations related to Compensation
1. Payment of wages Act
2. Payment of minimum wages Act
Regards,
Lavanya.
From India, Madras
Dear All,
Greetings!
The answers to my questions are as follows:
1. Contingent Workers
The temporary or contingent workforce is the fastest-growing segment of the national workforce. Contingent workers are those who are hired through staffing firms or leasing companies and whose jobs are structured to last only a certain length of time. The contingent workforce may include part-time temporary workers, independent contractors, consultants, contract employees, leased employees, and direct hires. Other than some leased long-term employees, most contingent workers are considered "temporary," and therefore the terms "contingent" and "temporary" are often used synonymously. While most companies hire only a few contingent workers at a time, some firms may lease their entire workforce on a quasi-permanent basis.
Using contingent workers may provide employers with flexibility and cost savings. However, there are numerous legal and practical considerations that employers must take into account before utilizing contingent workers.
2. Jury Duty
Although most employers pay employees on leave for jury service, employers are not legally obligated to do so in every case. Under the Fair Labor Standards Act (FLSA), employers must pay full salaries to exempt employees who are absent from work for less than 1 week to perform jury service. However, the employer may deduct any jury duty fees that the employee receives from the court. The FLSA does not require payment when an exempt employee is absent for 1 or more weeks during which no work is performed. Employers are not required to pay nonexempt employees while on leave for jury service. The same requirements apply to employees who must appear as a witness or a defendant in a court case.
3. The components of a compensation system include:
Job Descriptions:
A critical component of both compensation and selection systems, job descriptions define in writing the responsibilities, requirements, functions, duties, location, environment, conditions, and other aspects of jobs. Descriptions may be developed for jobs individually or for entire job families.
Job Analysis:
The process of analyzing jobs from which job descriptions are developed. Job analysis techniques include the use of interviews, questionnaires, and observation.
Job Evaluation:
A system for comparing jobs for the purpose of determining appropriate compensation levels for individual jobs or job elements. There are four main techniques: Ranking, Classification, Factor Comparison, and Point Method.
Pay Structures:
Useful for standardizing compensation practices. Most pay structures include several grades with each grade containing a minimum salary/wage and either step increments or grade range. Step increments are common with union positions where the pay for each job is predetermined through collective bargaining.
Salary Surveys:
Collections of salary and market data. May include average salaries, inflation indicators, cost of living indicators, salary budget averages. Companies may purchase results of surveys conducted by survey vendors or may conduct their own salary surveys. When purchasing the results of salary surveys conducted by other vendors, note that surveys may be conducted within a specific industry or across industries as well as within one geographical region or across different geographical regions. Know which industry or geographic location the salary results pertain to before comparing the results to your company.
4. What are regulations affecting compensation?
FLSA (Fair Labor Standards Act)
Lavanya:
The answer to the 4th question is wrong. Since no one has posted the answer, you are the winner and can post the next question.
The winner is LAVANYA.
Regards,
John N
From India, Madras
Greetings!
The answers to my questions are as follows:
1. Contingent Workers
The temporary or contingent workforce is the fastest-growing segment of the national workforce. Contingent workers are those who are hired through staffing firms or leasing companies and whose jobs are structured to last only a certain length of time. The contingent workforce may include part-time temporary workers, independent contractors, consultants, contract employees, leased employees, and direct hires. Other than some leased long-term employees, most contingent workers are considered "temporary," and therefore the terms "contingent" and "temporary" are often used synonymously. While most companies hire only a few contingent workers at a time, some firms may lease their entire workforce on a quasi-permanent basis.
Using contingent workers may provide employers with flexibility and cost savings. However, there are numerous legal and practical considerations that employers must take into account before utilizing contingent workers.
2. Jury Duty
Although most employers pay employees on leave for jury service, employers are not legally obligated to do so in every case. Under the Fair Labor Standards Act (FLSA), employers must pay full salaries to exempt employees who are absent from work for less than 1 week to perform jury service. However, the employer may deduct any jury duty fees that the employee receives from the court. The FLSA does not require payment when an exempt employee is absent for 1 or more weeks during which no work is performed. Employers are not required to pay nonexempt employees while on leave for jury service. The same requirements apply to employees who must appear as a witness or a defendant in a court case.
3. The components of a compensation system include:
Job Descriptions:
A critical component of both compensation and selection systems, job descriptions define in writing the responsibilities, requirements, functions, duties, location, environment, conditions, and other aspects of jobs. Descriptions may be developed for jobs individually or for entire job families.
Job Analysis:
The process of analyzing jobs from which job descriptions are developed. Job analysis techniques include the use of interviews, questionnaires, and observation.
Job Evaluation:
A system for comparing jobs for the purpose of determining appropriate compensation levels for individual jobs or job elements. There are four main techniques: Ranking, Classification, Factor Comparison, and Point Method.
Pay Structures:
Useful for standardizing compensation practices. Most pay structures include several grades with each grade containing a minimum salary/wage and either step increments or grade range. Step increments are common with union positions where the pay for each job is predetermined through collective bargaining.
Salary Surveys:
Collections of salary and market data. May include average salaries, inflation indicators, cost of living indicators, salary budget averages. Companies may purchase results of surveys conducted by survey vendors or may conduct their own salary surveys. When purchasing the results of salary surveys conducted by other vendors, note that surveys may be conducted within a specific industry or across industries as well as within one geographical region or across different geographical regions. Know which industry or geographic location the salary results pertain to before comparing the results to your company.
4. What are regulations affecting compensation?
FLSA (Fair Labor Standards Act)
Lavanya:
The answer to the 4th question is wrong. Since no one has posted the answer, you are the winner and can post the next question.
The winner is LAVANYA.
Regards,
John N
From India, Madras
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