A Proposal For Master of Philosophy “HR Planning and Organizing of Ably Soft Pvt. Ltd. IT Company”

A
Proposal
For
Master of Philosophy
Under Supervision
of
Dr M G Hiremath, Professor
Department of Management & Commerce
Karnatak University, Dharwad
Submitted by
Shivani Thakur
Mohali,Punjab
Reg. No. 80182811100109
In fulfillment for the award of MPhil degree in Management
CMJ UNIVERSITY
Modrina Mansion Laitumkhrah Shillong
July -2011 to 2012

CERTIFICATE
This is to certify that the Dissertation submitted by Shivani Thakur Enrolment
No.80182811100109
Dr M G Hiremath, Professor,
Department of Management & Commerce,
Karnatak University, Dharwad
under my guidance and supervision in partial fulfillment of Master of Philosophy in
Management. This dissertation has not been previously formed the basis for the award to the
candidate of any Degree, Diploma, Associate ship, Fellowship, or similar title in this university or
in any other university.
Place: Research Supervisor
Date: Seal:

Acknowledgment
No dissertation is created by an individual. Many people involved in the dissertation and each
of their contribution has been valuable. Their contribution will be remembered forever. I also
take the privilege to record our deepest appreciation and heartiest thanks to “Priyanka Roy”
whose constant guidance was unbounded source of inspiration for us and invaluable expert
suggestions at crucial junctures set us thinking on right track.
We own our regards to the entire faculty of the department of Management from where we
have learnt the management and whose informal discussions and able guidance was a light for
me in the entire duration of this work.
We would also like to thank our team members who worked with us and our combined efforts
lead to the completion of the project.
We are very thankful to our parents who are always used to encourage us.
With sincere regards
Shivani Thakur

DECLARATION
I, hereby declare that the Dissertation entitled “HR Planning and Organizing of Ably Soft Pvt.
Ltd. IT Company” at CMJ University has been undertaken by me for the award of M.Phil in
Management. I, also declare that this dissertation has not been previously formed the basis for
the award to the candidate of any Degree, Diploma, associate ship, fellowship or similar title in
this university or any other university.
Date:
Place:
Signature:

CONTENTS
Page No
i) Introduction ofthe Title of Dissertation ……………………………………………………………………………… 1
ii) Certificate…………………………………………………………………………………………………………………………..2
iii)Acknowledgement………………………………………………………………………………………………………….….3
iv)Declaration…………………………………………………………………………………………………………………………4
1. Chapter ……………………………………………………………………………………………………………………………..8
1.1.About the Ably Soft…………………………………………………………………………………………………………………..10
1.2.What makesus the best website design……………………………………………………………………………………11
1.3.Today market challenges
1.4.Our mission
1.5.Belief & Ethos
1.6.Quality policy
1.7.Scope of career
1.8.Rules and regulations of Ably Soft
2. Chapter
2.1.Introduction of HR
2.2.Role of HR in Today Business World
2.3.Role of HR Manager in Company/ Organization
2.4.Key Responsibilities of HR Manager
2.5.The Importance of HR Policies & Practices Strategy
2.6.Duties of HR Manager
2.7.Managing Resources
2.8.Leadership
3. Chapter
3.1.Managing Performance

3.2.Introduction of Performance Appraisal
3.3.Definition of Performance Appraisal
3.4.Performance Management Process
3.5.Techniques for assessing Performance
3.6.Performance Manager’s Responsibilities
4. Chapter
4.1.Workplace Coaching –Staff Development
4.2.What is Coaching
4.3.What Coaching Isn’t
4.4.Why Workplace Coaching work
5. Chapter
5.1.Organizational Awareness
5.2.Career Planning
5.3.Steps to developing a career plan
5.4.Evaluation yourself
6. Chapter
6.1.Personnel Administration
7. Chapter
7.1.Employee Counseling
7.2.Definition
7.3. Benefits
7.4.Outcomes
8. Chapter
8.1.Recruitment and Selection Policy
9. Chapter
9.1.Performance Management
9.2.Definition
9.3.Training Development Policy
9.4.Leaves
10. Chapter
10.1. HR Planning
10.2. Introduction

10.3. Developing HR Plan
10.4. Forecasting hiring needs
10.5. Employment arrangement
10.6. Succession Planning
10.7. Non- Family Succession
10.8. Family Succession
10.9. Creating a Personnel Management
11. Chapter
11.1. Research Methodology
12. Data Analysis
13. Finding
14. Suggestion
15. Conclusion
16. Bibliography
17. Appendix
Questionnaires

Introduction of the Company
Ably Soft Pvt. Ltd
Mr.ManishBhalla
CEO/Founder
No of Employees- 60 to70
Location of the Organization
Head Office
Ably Soft Pvt. Ltd.
SCF-29, Phase-9
Industrial Area, Near Phillips Factory
Mohali, Punjab
India
Faridabad Branch Office Address:
TA-14, Third Floor
Crown Plaza, Delhi-Mathura Road
Faridabad-121007
Haryana
Shivani Thakur
HR Executive in Ably Soft Pvt. Ltd.

About the Ably Soft Pvt. Ltd.
Initiated in the year 2004 by Mr. Manish Bhalla, Ablysoft is a frontrunner in creating
breakthrough and comprehensive web solutions to businesses who urge to make it Fat online
and well, as we always say, quite a Bit! We are here to become your business’ spine and walk
with it to the zenith. Are you up for it? We are….
A website is worth being online if it can convert casual browsers into regular buyers. So in plain
words, you got to be good! It’s about that little edge that can throw your business from the pile
to the pinnacle. All you need is an expert web solutions programme that will help your business
reach top of the game. Agree? So you are on the right page and with the right companion for
your online business.
Why Ably Soft
We are adamant onto offering you the most optimal web solutions for your unique business
needs. Ablysoft gives you complete authority and prerogative to draw the maximum from our
experience, expertise and excellence. As we surpass your expectations, we are dedicated to
make your online business unsurpassed. Now that we are on the same page, and while quite
literally, we give you several reasons to believe in us more and know us enough.Our
professional team experts believe in rendering maxeffect, before, while and after the job. So
you have constant assistance and involvement. Feel free to add your inputs. We never let you
feel left out, for we believe in personalized attention. Every client is important for us and we
take care of every project and client equally. We ensure you fast Loading pages, consistent
navigation, excellent content management, effective branding and perfect timing. Quick
turnaround.

WHAT MAKES US THE BEST WEBSITE DESIGNERS
What is Website Design?
In order to fully understand what makes any website designers the best, you must fully
understand what website design is and what the purpose of the process is. Much like any other
service, you really don't know if something is the best until you know what to expect. Web
design is the process of creation and development of a website through the use of attractive
content and easy user interface. What is the point? The whole purpose of website design is to
create a user-friendly, interactive, and appealing website for consumers to utilize in search of
products and services. Not everyone can do it, as it is like any other function taking a special
skill and knowledge of web elements and capabilities. Getting the best website design would
certainly comprise of various up-to-date technologies and techniques used to create an
attention-grabbing, consumer-friendly site, while remaining within a decent price.
Content Creation
The best website designers will generally provide top quality content creation and
development. The content within the site is essential to the flow of the navigation and
readability for the users. Visual graphics aiding the flow and comprehension of the text content
allows the most up-to-date technologies to advance a site for optimal viewing. The best web
designers can create a work of art, compiling quality visual, audio, and text components; always
incorporated with SEO of course. The layout, theme, and site navigation is quite important for
the overall user experience which heightens the need for organized and strategically placed
elements to perform these functions and purposes.

ExpansionPotential
The best designers are fully aware that the client is the main component of the actual site
design process. What does this mean? The best site design should include various elements
based on inputs of the client. Not only should the elements be reflective of the client, but the
actual design should support growth as the client decides to add onto the site. Many
webmasters are constantly adding pages, increasing information, or increasing inventory;
whatever the case may be, the best site design will contribute to future expansion of the site.
SEO
The best designers are well aware of updated technologies and strategies for optimal site
design. Getting the best incorporates strong and well implemented search engine optimization.
Since SEO should begin during the initial creation and development of the site, the best
designers can incorporate the best and most effective SEO strategies and techniques. This will
include placement of proper keywords and the use of various SEO enhancements such as:
 Title tag optimization
 Title Optimization
 Description Optimization
 Robot tag optimization
 Image attribute and link attribute optimization
 Use of site maps
 Use of anchor text and back linking
No matter what industry the site is focused in or the product or service provided, the best
website designers are able to optimally design a site for effective distribution and internal,
organic promotion.

The Best WebsiteDesigners
What truly makes a web designer the best? The best website designers are highly skilled,
trained, and knowledgeable experts with several years of top quality experience. Not only do
the best designers incorporate their clients into their website design processes, but they also
incorporate the market of the business the website is promoting, as well as the target audience.
Bringing top quality and strongly honed skills, top web designers typically provide a greatly
attractive site that is appropriate for the audience. The content should typically contain high
quality graphics and strong placement, allowing a clear and easy flow of the pages. Not only
should the page be fresh and highly organized, each page should flow unto the next, with
excellent navigation throughout the site and supreme user-friendliness for optimal interaction.
Cost-EffectiveServices
Cost-effectiveness of the best designers will reflect savings without decreasing quality. Cheaper
services should not be cheap in quality; cheaper services should save money on the same level
or better quality. What does this mean? If you find a website designer that claims to be the
best, the price should be low while the services high in quality. The savings should reflect
integrity, not decrease in service quality. To find those that offer the best services with a low
price is truly a valuable find.
Best Consumer Interaction
The best website designers implement optimal consumer interaction. The use of various
elements such as shopping carts, contact forms, forums, blogs, etc. greatly enhance the overall
experience of visiting the site and actually promotes longer lasting relationships between the
webmaster and the viewers. Through the use of member adding elements, the relationship

becomes even stronger, thus enhancing the duration of stay with the website. What does this
matter? The longer-term consumers generally can generate a higher and steadier revenue
stream than with short-term or one-stop consumers. This means that as consumers become
regular customers of the web shop, there is more potential for a broader and more long-lasting
consumer base.
Ably Soft: Business Enhancement Solutions for Today's Market Challenges
Whether you’re just getting started or looking for something better, AblySoft Solutions knows
how to move your business expectations to the next level. With over 8 years of experience, our
company offers cutting edge technology solutions in all areas of business software
management and application. As our name implies, we are “able”: highly skilled and qualified in
web development and design, IT consulting, business and content management, and SEO
marketing.
We also know and concentrate on our strengths, software applications and management. Our
“soft” solutions can solve the most difficult technology challenges for your business by
customizing programs to enhance and showcase your site for the greatest positive exposure
and most efficient operation. A “solution” is the answer to a problem, and we are confident
that we have the knowledge, skills, tools, and affordability to be your best business problem-
solver.
E-Marketing
Business marketing has entered a new era of internet marketing that has much broader reach
than any other type of marketing. Internet marketing also involves a numerous methods
through several platforms of various types. The massive influence of the internet has the
potential to draft several leads and long-term consumers, as well as affiliates and sponsors of
several different demographics also. Ably Soft offers optimal internet marketing methods
tailored to search engine algorithms for the most effective measures. From the highest quality
search engine optimization to various marketing platforms, Ably Soft provides the client with
top ranking methods to ensure high visibility and web traffic.

 PPC Management
 Conversion Rate Management
 Post Click Marketing
 Online Identity Management
 Online Reputation Management
 Website Diagnosis
Social Media Marketing
One of the pivotal business strategies in today’s times is marketing. With technology getting
inflated at supersonic speed, social media marketing has evolved out to be the vogue for
people across all ages. When it comes to businesses, social media marketing is as imperative as
dreaming of recurring profits. Companies are going to great lengths to advertise and market
their ideas, products and services these days and unlike obsolete marketing strategies, social
media marketing has proved out to be a canny strategy to communicate your message across
to the target audience. It is the process of marketing or promoting your business through social
media channels like you tube, Facebook, twitter, Flickr, LinkedIn and the likes.
 Blog
 Bookmarking/Tagging
 Content Aggregation
 Virtual World
 Online Video
 Social Network
ABLYSOFT–OUR MISSION
We are adamant onto offering you the most optimal web solutions for your unique business
needs. Ablysoft gives you complete authority and prerogative to draw the maximum from our
experience, expertise and excellence. As we surpass your expectations, we are dedicated to
make your online business unsurpassed. Now that we are on the same page, and while quite
literally, we give you several reasons to believe in us more and know us enough.

Our mission:
 To provide agile, efficient, profitable and cutting edge business web solutions for your
organization.
 If you hold a different opinion on a concept than what’s been already contrived by us, we
respect that and give you a fully customized web solutions application.
 If you are sniffing for the best, rest assured you will get superlative with us.
 Ablysoft takes care of your wallet as well; so that you know what you are buying is worth it
from every tangent.
 Our professional team experts believe in rendering maxeffect, before, while and after the job.
So you have constant assistance and involvement. Feel free to add your inputs.
 To conquer even the complexities in the project. For that’s what a winner is about.
 To apply the most advanced and cutting edge technology into our methodologies to give you
extraordinary output.
 We never let you feel left out, for we believe in personalized attention. Every client is
important for us and we take care of every project and client equally.
 We ensure you fast Loading pages, consistent navigation, excellent content management,
effective branding and perfect timing. Quick turnaround
 Constant and impressive sales support
BELIEFS AND ETHOS
The doctrines practiced by an organization determine its success stretch. We at AblySoft believe
in delivering high quality professional business solutions with a pinch of unstirred ethics, tinge
of impeccable core values and a dash of unfathomable commitment. Our fundamentals are
primarily based on powerful strategies, innovative methodologies, result driven partnership
and a well organized work culture where every individual has the prerogative to manifest
individual expression of their expertise. Our team of expert professionals are always committed
to execute proficiency.
Integrity, trust, transparency, respect, result oriented attitude, teamwork, ingenuity, and
innovation are some of the core beliefs followed at AblySoft by all individual experts and we
endure to upkeep these ideologies always. We strive to attain a strong international identity,
hold a vision beyond primacy and a constant urge to prosper. AblySoft also firmly reckons on
being a reliable and a fair business partner and offering comprehensive business assistance to
all clients. Our cultural values, synergy across all operations, professional attributes,
collaborative approach, creative inputs and innovation are some significant pillars to formulate

the very foundation of our organization.
We believe in mission critical market defining solutions coupled with leading edge
functionalities. AblySoft ensures you a distinguishable leg up on your value for money followed
by prolific and efficacious product offerings as well.
We make your professional orbit so simple that you can business it your way!
QUALITY POLICY
Our Quality policy underpins our mission of delivering ‘step ahead’ excellence and consistent
proficiency. High quality strategies are imbued in all processes, so that our solutions and
services are of premium class. It is our constant quest to focus on supreme quality oriented
management to deliver ‘numero uno’ products to our clients across all geographies.
Hence AblySoft is committed to:
 Focus on defined quality objectives
 Consistent quality enhancement
 Satisfy our clients’ requirements and ensure total business compatibility
 Constant improvement in processes, products and services
 We believe in ‘doing it right the first time and forever’
 Consistent market evaluation to keep exploring inventive operations
 Bettering team’s ingenuity
 Implement internal audits and accept customer evaluation
 Implement personnel training and constantly improving work culture
We diligentlyplan and execute each project; each project goes through followingsteps:
 Project Scope Finalization
 Fabricating Project Scope Document for Technical Team
 Database Planning
 Drafts designing
 Revisions designing
 All Pages Design Finalization
 Programming Works Start
 Communication and Clarifications from client or project in charge at the other end
 Testing/Quality Control by Testing Department
 Final Review by Client

 Files delivered to client or setup at the server as per the directions received from client
 After sales/launch support for 12 months for bugs/errors found in our work
SCOPE OF CAREERS
Pursuing a career at AblySoft can be tremendously exciting and rewarding. If you are skilled and
passionate about your craft, this is the professional destination for you. There’s immense
opportunity for individuals to perfect their calibre and prosper their capacities. AblySoft Private
limited gives an ever widening scope of growth during your stint in terms of remuneration and
designation. We have spawned various new career avenues as well and are up for introducing
inventive professional tangents constantly. .
We consistently devise new and innovative plans to get powerful projects and clientele to give
our team of professionals an impressive exposure of a gamut of industry segments. AblySoft
appreciates diligence, acute professionalism, timeliness, dedication, commitment and true
expertise (we don’t mind if you have any newer attributes to offer). .
The management is looking for young brains, innovative skills set and passion driven attitude,
and if you think you have these, you are perfect to join our crew!.
We would be pleased to welcome you aboard! .
Let’s make a difference, let’s bring a revolution, let’s bring it on!.
Services
1. Design@Web
Website Design for professional
Website Design for Small Business
Website Design for large business
Flash Intro Design

Flash Animation
Flash Banner Designing
2. Corporate Identity
Logo Design
Letter Head Design
Envelop Design
Visiting Card
Banner Design
Album Design
3. EMarketing
PPC Management
Conversion Rate Management
Post Click Marketing
Online Identity Management
Online Reputation Management
Website Diagnosis
4. Software Development
Software Development
Online Shop/eCommerce
Content management System
Portal Development and Deployment
SaaS Development
Better Business Application
5. Search Engine Optimization
Title tag optimization
Title Optimization

Description Optimization
Use Of Site Maps
Use of Anchor Text and Back Linking
Robot Tag Optimization
Rules and Regulations of Ably Soft
1. No employee shall indulge in sexual harassment which includes such unwelcome
sexually determined behavior (whether directly or by implication) as:
a. physical contact and advances;
b. a demand or request for sexual favors;
c. sexually colored remarks;
d. showing pornography, and
e. Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.
2. Office timing: 10.00 AM to 7.30 PM
a. Lunch Time: 30 Minutes
b. You are required to devote minimum 8.5 hour for productive works.
c. Office IN time should not be later than 10.30am. Else company reserves the right
to mark Half Day Leave OR Full Day Leave depending upon your IN and OUT
time.
d. If you spend office time in your personal tasks/talks/leisure activities - you shall
be taking responsibility to devote extra time to official work accordingly to
compensate for the time spent in personal affairs.
3. Notice Period For Resignation:
Employees are supposed to serve 60 days notice period. Incase any employee don't
serve above required notice period, company will not issue any acceptance of
resignation, experience letter and any other required relieving document to concern
employee.

Introduction of HR
Human Resource
Meaning:
Human resource is of paramount importance for the success of any organization. It is a source
of strength and aid. Human resources are the wealth of an organization which can help it in
achieving its goals. Human resource management is concerned with the human beings in an
organization. Human resource is the total knowledge, abilities, skills, talent ant aptitudes of an
organizations work force. Human management is that process of management which develops
manages the human elements of an enterprise.
Human resource management is the organizational function that deals with issues related to
people such as compensation hiring, performance management, organizational development,
safety, wellness, benefits, employee motivation, communication, administration and training.
“No business can exit and grow without aapropriate human resource.”
HR Defined
 Planning staff requirements
 Staff management
 Employee relations
 Personnel practices

 Personnel regulations & policies
Objective of human resource management
 To ensure a satisfactory and accomplishment of the objectives of an organization.
 To minimize the negative empect of societal demand upon the organization.
 Increase the fullest extent the employee’s job satisfaction.
 It should meet the self actualization needs of the employees
 To develop and maintain a quality of worklife.
Functions of human resource management
Administration:
Strategic planning, organizational evaluation, policy recommendation, supervision of
department staff.
Benefits:
Health insurance, dental insurance, life insurance, disability insurance.
Compensation:

Salary and benefit surveys, job evaluation, job description evaluation, job description.
Employee relations:
Disciplinary processes, incident investigation, labour management relation.
Employee services:
Enrollment in benefits, employee discounts for recuitment spots, employee newsletter.
Education assistance, employee service awards
Fiscal:
Staffing budgets, departmental budget, total package costing, inurance receivables. Insurance
fund management, insurance receivables, total package costing.
Leaves of absence:
State and/or federal family and medical leave rights, rights upon return to work, light duty
assignments for temporary periods.
Performance appraisal:
Employee files, litigation files, payroll, safety records and other administrative files.

Record keeping:
Job posting, adverting, testing administration, employee interviews, background investigation,
post-offer employment testing.
Role of Human Resource InToday’s Business World
Human resources are one of the most important features of many businesses, especially in an
economy where there is an increasing shift towards service-based industries. Human resources
account for a large proportion of many businesses costs and it is the people that invariably
drive a business.
Management of these resources therefore is an integral part of business success. The main aim
of this unit is to develop an understanding of how management functions can affect the
performance of business. The measure role of human resource management are as follows :
1. Reduce absenteeism: if staff are absent from work they are not able to carry out the function
for which they have been employed. In many businesses, these functions have to be taken on
by someone else- if not, the customer could suffer. Reducing absenteeismis an important
feature of human resource management.
2. Motivate the staff: motivation is an important part in reducing staff turnover and minimizing
staff absenteeism. Motivation can be done by work environment and work atmosphere.
Motivation is done by creating interest in the job of the staff by taking suggestion schemes, and
giving out some gifts for best suggestion will definitely motivate the staff.
3. Team work: many business places gives more importance to team work. A good team
consists of people with different skills, abilities and characters.
4. Recruitment and Selection: when candidate apply for a job, a business will have to make a
shortlist and draw up plans for the interview process. After shortlisting their is psychometric

tests conducted. Psychometric tests means 3 types of tests i.e ability test, personality test and
interest test. Finally the selection is conducted.
5. Providing training programmes for the staff: the main role of human resource management is
to provide its staff with training programmes on the current topics with which they can develop
themselves with the present situation.
Role of HR Manager n Organization
HR Manager is one of the most important key to open a lock hanging on the door of success in
an organisation.
If an HR Manager is efficient enough to handle and to take out best from his team members any
oragnisation and can achieve more from his target goals. HR manager plays an very important
role in hierarchy, and also in between the higher management and low level employees. Stated
below are major responsibilities of HR Manager:-
Key responsibilitiesof HR Manager
1. To maintain and develop HR policies, ensuring compliance and to contribute the
development of corporate HR policies.
2. To develop the HR team, to ensure the provision of a professional HR service to the
organization. Manage a team of staff. Responsible for mentoring, guiding and developing them
as a second line to the current position.
3. To ensure timely recruitment of required level / quality of Management staff, other business
lines staff, including non-billable staff with appropriate global approvals, in order to meet
business needs, focusing on Employee Retention and key Employee Identification initiatives.
4. Provide active support in the selection of Recruitment agencies which meet the corporate
standard. Ensure Corporate Branding in recruitment webs and advertisements.
5. Develop, refine and fine-tune effective methods or tools for selection / or provide external
consultants to ensure the right people with the desired level of competence are brought into
the organization or are
promoted.

6. Prepare information and input for the salary budgets. Ensure compliance to the approved
salary budget; give focus on pay for performance and salary benchmarks where available.
Ensure adherence to corporate guideline on salary adjustments and promotions. Coordinate
increments and promotions of all staff.
7. To develop the HR business plan.
8. Ensure appropriate communication at all staff levels
9. To maintain and develop leading edge HR systems and processes to address the effective
management of people in relation to the following in order to maintain competitive advantage
for:
Performance Management.
Staff Induction.
Reward and Recognition
Staff Retention
Management Development / Career Development
Succession Planning
Competency Building / Mapping
Compensation / Benefit programs
10. To facilitate / support the development of the Team members
11. To facilitate development of staff with special focus on Line Management
12. To recommend and ensure implementation of Strategic directions for people development
within the organization.
13. Ensure a motivational climate in the organization, including adequate opportunities for
career growth and development.
14. Administer all employee benefit programs with conjunction with the Finance and
Administration department.
15. Provide counsel and assistance to employees at all levels in accordance with the company's
policies and procedures as well as relevant legislation.
16. Oversee the central HR Administration –
employee offer letters
salary letters and employment contracts.

Approve updated organizational charts on a monthly basis and
maintain complete / accurate personnel records.
17. Co-ordinate the design, implementation and administration of human resource policies and
activities to ensure the availability and effective utilization of human resources for meeting the
company's objectives.
18. Responsible for Corporate HR function.
19. Responsible for overall centralized HR admin function
20. Counseling and Guidance cell - provide support to Managers in case of disciplinary issues.
Above 20 points are amongst the most important responsibilities which has to be taken care by
an HR Manager. He cannot take any above stated responsibility for granted.
The Importance of an HR Policies &Practices Strategy
Learn the keys to establishing procedures and guidelines necessary for your employees--and
business--to thrive.
"Why," you may ask, "do I need a policies and practices strategy for my business?"
The simple answer is...because you have people working for you.
With human nature being what it is, employees will test limits and act "creatively" in workplace
situations, so you need a strategy for developing, communicating and enforcing a set of policies
and practices that reflect your standards of acceptable behavior.
But a successful policies and practices strategy does more than draw boundaries; it also
recognizes and addresses people's needs.
There are many different types of people, and not surprisingly, they react differently to the
need for policies and practices based on those differences. For example, some people prefer
there be a written policy for everything, while others favor having no policies at all and would
leave everything open to interpretation as situations arise. Neither of these extremes
contributes to a work environment that's conducive to high productivity levels. The answer is
found in between, with the right number and types of policies and practices that are focused on
a primary goal--improving individual performance in the workplace.

When you get to the heart of the matter, performance improvement is really about the process
of setting expectations and meeting them. The focus in business is not just about meeting
specific goals, but also about how you achieve them. And the "how" affects the liabilities you
create in the process.
So how can you make sure your employees have clear expectations and are treated fairly as
they work to help build your company? The answer is found in the way you address four key
elements related to the development and deployment of your policies and practices: roles,
rules, consequences and tools.
Roles
People like to have a clear understanding of their role in a company as well as the roles of
others. Every successful teamhas well-defined positions for its members: Everyone knows what
he or she is to do, how to do it and how their performance can impact those around them. In
business, this means you need to have clear reporting structures that spell out who's in charge
and how tasks are to be accomplished in the organization.
This approach applies not only to intradepartmental structures, but also to company-wide or
interdepartmental projects. In addition, role definition is a foundational part of establishing
clear performance expectations for each employee.
Rules
Managers and employees need to share a clear understanding of what is and what is not
acceptable behavior within the company. Unfortunately, in today's workplace, an employer can
be held liable for the bad behavior of an employee, especially when that bad behavior affects
other employees, clients or individuals. Having a clear set of behavioral expectations is critical
to establishing that you're not contributing to that bad behavior as an employer.
Setting clear and specific behavioral standards in the form of rules establishes a framework for
spotting and addressing violations of those standards. If you rely on loosely defined general
standards that aren't properly documented, then violations become subjective and open to
interpretation. The result of such ambiguousness is often litigation.
Consequences
It's important that you clearly state consequences for violations of your behavioral standards so
that employees know what to expect and have fair warning of those expectations. In addition,
clear consequences help to ensure that you aren't limited in your options for dealing with
improper behaviors.
To establish these standards and violation consequences, sit down and think through the over-
the-line behaviors that won't be permitted in your company. It's essential that you know ahead
of time what employee actions require an immediate dismissal. Similarly, you want to know
what performance issues may qualify for a more progressive disciplinary approach, and then
define the steps involved in that approach.
By nature, people are complex beings who will confound you one minute and astound you the
next. And except for violations that warrant immediate firings, it's usually a wise,

compassionate and financially prudent course to help people strengthen their character by
overcoming their weaknesses. Also, this approach provides you with a way to retain
experienced employees and recover your investment in their training.
I've found that managers are often disappointed in an employee's performance even though
the manager never clearly communicated his or her expectations to that employee. If you don't
take steps to set clear expectations, the consequences you administer for failure to meet those
expectations can seem unfair. This is extremely important because an employee who feels
they've been treated unfairly can create a great deal of liability. In many cases, the key issue is
not whether they were actually treated unfairly but whether the employee feels or perceives
that they were treated unfairly.
And it doesn't stop with the affected employee. If you or your managers haven't clearly
communicated your expectations to one employee, chances are you haven't done so with other
employees as well and they can be quick to empathize with any affected workers. It's natural
for employees to wonder, "What if that happened to me?" To avoid the negative effect such a
chain-reaction can have on your workplace, be clear about your expectations with all
employees at all times. Most employees will appreciate and respect your forthright clarity.
Building a great company has a lot to do with how people work together. Policies and practices
can improve the way your employees interact, while minimizing the personnel obstacles that
often arise in today's workplaces.
Tools
Tools address the question of how you support the people in your company who manage other
employees. When faced with a specific personnel issue, what resources are available to them?
Do they have an employee handbook or a policy guide? What about regular training in
company policies and practices, coupled with simple, easy-to-use forms to guide them when
dealing with particular issues? Are you giving them a clear directive on working with your
human resources personnel or legal representatives? Are your resources available online?
Tools like these are vital not just to help avoid litigation, but also to minimize the time it takes
for you to deal with productivity-draining people issues instead of core business matters.
Because many small-business owners lack these resources and aren't sure where to turn for
help, they may use attorneys and HR consultants on an a la carte basis to address such issues.
Other businesses call on professional employer organizations like Administaff to provide the
support of a full-service human resources department.
Whatever your approach, the key to success is to devote the time and resources it takes to
develop a policies and practices strategy for your business before the need arises. It's an
investment that can pay large dividends in increased productivity and minimized litigation. And
it's an essential component of your comprehensive people strategy.
Paul Sarvadi is the "Human Resources" coach at Entrepreneur.com and is chairman of the
board, CEO and co-founder of Administaff, one of the nation's leading Professional Employer

Organizations (PEO), which serves as an outsourced full-service human resources department
for small and medium-sized businesses throughout the United States.
What are the Duties of hr manager?
Duties/functions may include, but are not limited to, the following:
• Manages and organizes multiple functional areas within Human Resources including providing
technical direction to technical/professional and clerical staff within assigned areas.
• Consults with and advises administrators and employee representatives on personnel-related
policies and procedures.
• Interprets and communicates laws and regulations to ensure the agency is aware of its legal
responsibilities; in conjunction with the Legal Department
• Develops and implements personnel rules and regulations, and interprets and administers
human resources-related provisions of collective bargaining agreements.
• Analyzes processes and procedures in assigned functional areas including conducting research
and statistical analyses, and makes recommendations for improvement.
• Develops, implements, and administers, large and/or complex research studies or projects
that may include the development and validation of selection instrumentation for a variety of
classifications.
• Establishes collaborative relationships with various functional and departmental areas of the
District.
• Trains and evaluates subordinates and prepares preliminary budget reports in assigned
functional areas.
• Represents Human Resources Department at a variety of meetings and advises the Human
Resources Director in alternative courses of action in Human Resources issues.
• Presents written and oral reports on a wide variety of human resources related issues.
• May participate in labor negotiations and/or recommend preliminary proposals including cost
implementation projections.
• May be required to temporarily replace or act in the position of the senior District staff
member to whom this position normally reports, and may be required to perform some or all of
the senior staff member's essential functions in such situations.

What are the Qualificationof HR Manager?
Different companies have different organization levels , Some have HR head, and then HR
managers and HR executives. Some will start with HR managers. If so then the pay for HR
managers with MBA will be about 50,000/ per month with a10 years and upward of experience.
If the HR manager is a level below the head then the pay will be about 15,000 for a start with
minimal experience and a MBA or PG in HR from reputed business house is required. The HR
executives who co-ordinate the HR activities at a junior level can be freshers and the pay will be
about 4000 and the qualification can be Diploma in HR management. The entire pay scale and
structure is in relation to the standard norms in related industries.
Following are the Qualifications of HR Manager.
1. He may have done MBA from Hr stream
2. He may have done PGDM (HR).
3. He may have done MPM & IR/ MSW ( FULL TIME REGULAR)
Additional Qualifications:
 Possess a strong bias for action and a keen sense of urgency
 Ability to analyze organizational behavior as well as human behavioral characteristics
and motivations
 Self confident and professionally tactful to be able to stand your ground and convictions
in the face of opposing opinions
 Interested in continuous learning
 Display leadership qualities and behaviors
 Strong analytical abilities and skills for rationalizing business concepts
 Responsible for manpower recruitment of Different department, from preparing
recruitment advertisement and Sourcing employee from different Placement consultant
to final selection.
 Manpower planning, Performance Appraisal, Training, Formulation and Implementation
of HR policies, Exposure to function of Personnel Department and have good
communication skill.

Managing Resources
A resource is a location or equipment that can be scheduled for a meeting. Each meeting room
location and other non-location specific resources such as AV equipment is set up as a resource
account. The Addresses> Resources section in the administration console shows all resources
that are configured for ZCS.
User accounts with the Calendar feature can select these resources for their meetings. The
resource accounts automatically accept or reject invitations based on availability.
Administrators do not need to monitor these mailboxes on a regular basis. The contents of the
resource mailboxes are purged according to the mail purge policies.
A Resource Wizard on the administration console guides you through the resource
configuration. You can configure the account with the following details about the resource:
•Type of resource, either location or equipment
•Scheduling policy
•Forwarding address to receive a copy of the invite
•Description of the resource
•Contact information. This can be a person to contact if there are issues.
•
Location information, including room name, specific building location including building and
address, and room capacity
When you create a resource account, a directory account is created in the LDAP server.
To schedule a resource, users invite the equipment resource and/or location to a meeting.
When they select the resource, they can view the description of the resource, contact
information and free/busy status for the resource, if these are set up.
When the meeting invite is sent, an email is sent to the resource account, and, based
on the scheduling policy, if the resource is free the meeting is automatically entered in
the resource’s calendar and the resource is shown as Busy.
Setting upthe Scheduling Policy
The scheduling policy establishes how the resource’s calendar is maintained. The following
resource scheduling values can be set up:
•
Auto decline all recurring appointments. This value is enabled when the resource can be
scheduled for only one meeting at a time. No recurring appointments can be scheduled for
this resource.
•
Auto accept if available, auto-decline on conflict. When this option is selected, the resource
account automatically accepts appointments unless the resource is already scheduled. The
free/busy times can be viewed. You can modify the auto-decline rule to accept some meetings
that conflict

•
Manual accept, auto decline on conflict. When this option is selected, the resource account
automatically declines all appointments that conflict. Appointment requests that do not
conflict are marked as tentative in the resource calendar and must be manually accepted. If
you set this up, configure the forwarding address so a copy of the invite is sent to the account
that can manually accept the invitation. You can modify the auto-decline rule to accept some
meetings that conflict.
•
Auto accept always. The resource account automatically accepts all appointments that are
scheduled. In this case, free/busy information is not maintained, thus more than one meeting
could schedule the resource at the same time. Because the resource always accepts the
invitation, the suggested use for this policy would be for a frequently used location off
premises that you want the location address to be included in the invite to attendees.
•
No auto accept or decline. The resource account is manually managed. A delegated user must
log into the resource account and accept or decline all requests.
Conflict Rules.
For accounts that include the auto decline on conflict value, you can set up a threshold, either
as a number of conflicts or as a percentage of all the recurring appointments to partially accept
recurring appointments. Maximum allowed number of conflicts and/or Maximum allowed
percent of conflicts are configured to allow a recurring resource to be scheduled even if it is not
available for all the requested recurring appointment dates. The resource accepts
appointments even if there are conflicts until either the number of conflicts reaches the
maximum allowed or the maximum percentage of conflicts allowed. If you set both fields, the
resource declines appointments whenever either of the conditions is met.
Managing Resource Accounts
The Resource Accounts Preference>Calendar tab can be configured to let users manage the
Resource’s Calendar. You can configure the following options to manage the resource.
•
An address to forward invites. If the forwarding address was set up when the account was
provisioned, you can change the address
•
Who can use this resource. In the Permissions section, Invites, select Allow only the following
internal users to invite me to meetings and add the appropriate users’ email addresses to the
list.
To fully manage a resource account’s calendar, you can share the resource calendar with a user
who is given the Manager rights. Users delegated as Manager have full administrative rights for
that calendar. They can view, edit, add, remove, accept or decline the invites.

What Is Leadership, AndWhat Does It Mean?
When asking the question “what is leadership, and what does it mean?”, I’d have to say that
leadership means that you are willing to take on responsibility and make choices for yourself.
It’s not a responsibility that was thrust upon you by someone, but a responsibility that you took
upon yourself because you believe that you are the best man or woman for the job. And once
you make this choice for yourself you automatically have no other option but to become a
leader.
And another great point about leadership is that an effective leader needs to be able to create
more leaders on his or her team. You want to be able to have the people following you stand
up and get noticed so they in turn have other people following them while a chain of
responsibility and cohesiveness forms so you create a well oiled machine.
Another trait that helps define the question “what is leadership?”, is that a leader needs to
possess the ability to see certain things that others can’t.
A leader has to be a visionary because it takes someone of this magnitude to be able to shape
the world in the image that they believe it needs to be changed into.
One example of an incredible leader who possessed a vision further than most people could
ever imagine going is Christopher Columbus. He dreamed of another world and believed it so
strongly that he stood up to so much criticismand doubt that it’s surprising that he followed
through with his adventure to the Americas. That’s the definition of a strong leader in my
opinion. Someone who can grow a thick skin and let all of the criticisms that people had about
his plans just bounce right off of him while he stayed focused on his goal and never faltered.
Most people often feel like they are threatened when they think about what is leadership. They
get scared when somebody stands out in the crowd and does things that are different from the
norm. Because that’s what happens when you are leader. You stand out instead of blending in
and that really scares people sometimes.

Another excellent quality that defines what is leadership is that a
leader usually has a strong opinion but they always stick to it. They do not compromise and
they don’t lose focus either. It’s important to keep your head in the game when you are an
effective leader, so you can’t lose focus at any time or your competitor will take advantage of
you and feed off of your mishaps. You certainly don’t want that to happen when you are the
captain of the ship so to speak. You have to bring your A game every day when you step up and
take charge in a leadership role. There’s no room for slacking off and there’s no room for
making too many mistakes.
So that’s it for this article on leadership. I hope you’ve enjoyed reading about everything that
explains what is leadership to me.

Managing Performance
Introduction:
Managing performance has become a buzz-phrase of management. What is meant by
performance management or managing performance varies enormous. For some, it means
manipulating pay and other reward systems so that people will work harder. For others, it
means telling staffs what they should do. Other people think it means increasing people's
understanding of the whole process so that they know what they are doing and why.
The performance management process provides an opportunity for the employee and
performance manager to discuss development goals and jointly create a plan for achieving
those goals. Development plans should contribute to organizational goals and the professional
growth of the employee.
Definitions:
Performance Management: An ongoing communication process that involves both the
performance manager and the employee in:
 identifying and describing essential job functions and relating them to the mission and
goals of the organization
 developing realistic and appropriate performance standards
 giving and receiving feedback about performance
 writing and communicating constructive performance appraisals
 Planning education and development opportunities to sustain improve or build on
employee work performance.
Employee: The person whose performance is managed.
Performance Standards: Standards of performance are written statements describing how
well a job should be performed.

Performance Appraisal: Performance appraisal is a process of assessing, summarizing, and
developing the work performance of an employee.
Human Resources Department: The Human Resources department on campus and Medical
Center Human Resources.
Designated Supervisor: A performance manager who is officially recognized as a supervisor by
the University and who is therefore not represented by a collective bargaining unit.
Performance Management Process:
The performance management process begins with analysis and description of the job. The
performance manager identifies essential functions in the job description and the strategic
mission and goals of the department or organizational unit. Standards of minimum acceptable
performance are developed for the position with the employee. Additionally, standards for
performance which exceeds expectations may be set to encourage the employee to strive for
even better results.
Throughout the appraisal period (typically one year), the performance manager observes and
provides behavioral feedback on the performance of the employee, focusing on helping the
employee to achieve successful performance. At the end of the appraisal period, and in

collaboration with the employee, the performance manager prepares, writes, delivers and then
produces a final copy of the written performance appraisal.
At any point in the process, the employee and performance manager may identify needs and
create a plan for employee education, training or development in job- or career-related areas.
The issues related to performance management of teams and team members arise out of the
variety of reporting relationships and degree of independent responsibility that teams exercise,
as well as the need to reinforce team values and efforts without undercutting individual
responsibility. Adaptations of the performance management process with teams in mind may
be made which are consistent with University policy and procedures.
Techniques for assessing performance:
 Observation:
This can be both formal and informal. It has advantage that the assessor actually see the
behaviour to be judged. It has high credibility, nut it is very time consuming. Also, nit everything
worth doing is observed.
 Assessment or development centers
These are where in individuals come together for a day or two and carry out various activities
whilst being observed by assessors. They are useful for focusing on the individuals and involving
outsiders in the assessment. However, they are expensive to run and are simulations of
activities rather than the real thing.
 Portfolios
This is where individuals collect documents and evidence of work they have done and being
involved in. the advantages are that individuals are responsible, the process celebrates
achievement rather than failure, and it concentrates on continuous development.
 Record systems
These include work sheets which will enable comparisons with other but may emphasize
quantity at the expense of quality.

Performance Management System of Ably Soft Pvt. Ltd.
Ably Soft Pvt. Ltd. is a IT Company, so there are a huge team of Web Developers, Web
Designers, SEO team, Content writer, Business development team, Quality control, Data entry,
HR etc and to manage the performance of all this team, company has their PMS Account
(Performance Management System). In this systemthe head of the company can easily judge
the performance of a single employee by his/her daily calendar working hours and work details
and also on which project or task he/she spend his/her time. Here, below given two screen
shorts shows that daily timing report of an employee and his/her total performance of a single
task or project whose he/she has to complete within a time period.

1) Daily calendar details
-Total time he/she spend
-How many time he/she spend on which task/project
-Full day/Half day/ Shot Leaves detail
-Currently working report
-Other employee working detail (if he/she has access)

2) Dashboard
-Total task or project details
-Time line of every task or project
-Completion or deadline of task or project
-On hold/on process/complete/delay

Performance Manager's Responsibilities
Assessment:
As mentioned above, effective preparation of performance development plans, with and for
your employees, requires the ability to assess the needs of the employee and the organization.
You may develop your own skills in this area by attending the course, "Enhancing Career and
Organizational Options," offered by Staff Education and Development on campus.
Help your employees to set career goals that are consistent with their skills, knowledge,
experience and interests by providing feedback based on your observations and assessment of
their abilities, readiness and potential. The assessment should be based on your actual
experience and observation of employee performance and behavior rather than on
assumptions and personal biases.
Providing Information:
Performance managers support career development when they inform an employee about
options for and possible barriers to career movement. For example, you may tell your
employees about upcoming positions or openings for which they may be qualified, or about
budgetary constraints which may inhibit career options or development opportunities in the
unit or department. Make sure that all of your employees have access to the electronic or
printed versions of the UCSD Job Bulletin which is updated weekly.
Referral:
Refer your employees to others who can assist themin achieving development goals. As a
performance manager, it is your responsibility to be aware of the appropriate referral sources
both within and outside of your department. Consult Appendix D for organizational resources
and educational benefits available for the development of UCSD employees.
You may refer employees to books, journals, professional associations or other sources of
information. You may also put them in touch with people who might be willing to serve as
mentors or with those who might provide an information interview in which employees can
learn more about a field or position from someone who is currently working in that area or
capacity.
Guidance:
Encourage your employees to focus on clear, specific and attainable career goals. Share your
knowledge and experience with your employees. Typical questions employees have are: 1)

what is required to move to the next logical position, 2) what are the chances for advancement
in this department, 3) how to be mobile within the University, 4) what is the difference
between a promotion and an upward reclassification, 5) how to qualify for training and
development opportunities, and 6) who to contact for further information or career counseling.
Provide guidance to your employees about steps they might take to improve existing skills and
knowledge or develop in new functional areas.
Develop:
Performance managers support employee development when they assign employees roles or
tasks which challenge them and provide the opportunity to grow. Base decisions about
development options and opportunities on a careful assessment of the employee's readiness to
accept additional or new responsibilities or challenges. Consider delegating a responsibility that
is currently your own which is appropriate to the employee's classification and development.
Provide on-the-job training and refer employees to classes, workshops, and other learning and
development opportunities, and recommend employees to serve on committees, task forces or
cross-functional teams.

Workplace coaching - staff development
Staff in any organisation, large or small, are motivated when three elements are present. When
they believe the work that they do is worthwhile, when they’re in control of achieving their
own goals and when they’re recognised or appreciated for their efforts.
46% of people leave jobs because they feel unappreciated. People generally don’t leave
companies; they leave managers. By having a Coach in a work situation, the lid is taken off the
pressure cooker, staff can discuss issues as they arise. Through working with staff and with the
management team, strategies can be put in place that fit the organisation and achieve the goals
that management and staff wish to achieve for that business.
Having personal values in line with company values is a great base for a successful outcome.
By consulting with management or owners of a business, "Follow Your Bliss" is able to identify
how productivity, happiness and success in the workplace could be enhanced with Coaching or
additional training.
Principal Coach, Consultant and Workshop Facilitator with "Follow Your Bliss", Larrie Winzar, is
able to determine the best course of action for individual staff members. By using the Myers
Briggs Type Indicator® staff members are able to have clearer self awareness and motivation.
Adaptations and suggestions for increased enjoyment and increased productivity can be
incorporated. On some occasions, this may result in the position being “revamped” or changed
considerably to suit the skills of the holder of that role. Alternatively, it could mean people
moving within the organisation or managed out of the organisation where their skills,
knowledge, values, interests and personality could be better engaged.
Workplace coaching and consulting incorporates recruitment, team building, outplacement,
leadership training; any areas where an independent, and objective, perspective will gain clarity
for the leadership team.
What is workplace coaching?
Coaching is about building on potential. Coaching is about having a vision for how you want
things to be. Coaching is about working out what you want and then systematically achieving
that through creating new goals. Coaching is asking questions rather than telling. Coaching is a
conversation with a purpose resulting in the staff member setting goals to develop skills,

enhance performance and/or develop personally and professionally. Coaching looks to the
future. Coaching embraces change and allows individuals to grow through it. Coaching
facilitates a shift in attitude and perspective and enhances emotional intelligence. Coaching
can become a positive culture in an organisation – “simply the way we do things around here”.
What coaching isn’t
Coaching isn’t counselling or training. Coaching doesn’t focus on problems. Coaching is a perk,
not a punishment! Coaching isn’t supervision with a different name. Coaching isn’t telling
someone what to do or how to do it.
Individuals within the organisation and the organisation itself benefit from workplace coaching.
High achievers, low performers, front-line staff, talented staff, management, team leaders,
technical staff, creative staff. Coaching allows people to shine!
Why workplace coaching works
Workplace Coaching works because there is consistency and commitment to continuous
personal and professional growth based on mutual respect and trust between coach and
coachee. Outcomes are measurable; Goals are reached; New goals set; Change embraced;
Productivity rises; Self confidence improves; Communication enhanced; Staff are happier and
more satisfied and they appreciate the investment made in them.
Tools in coaching with Follow Your Bliss
The "Follow Your Bliss" toolbox is extremely varied within the coaching model and draws on
many years of highly successful communication strategies and also incorporates Myers Briggs
Type Indicator® and NLP (neuro linguistic programming).
Principal Coach & Consultant, Larrie Winzar is a member of the International Coach Federation
and has trained through Erickson College - The Art and Science of Coaching.
What difference does coaching make in the workplace?
Better communication, greater co-operation, increased self-awareness, less conflict, overall
improvement in performance, reduced turnover of staff.

Organizational awareness
Organizational awareness is a level of understanding for both the organization and its leaders
regarding current capacity, abilities, potential, and results.
Leader-directed, positive change is not about direction but transformation. The degree of
organizational awareness is the single most determining factor in managing effective change.
Transformation cannot take place in a vacuum void of insight.
The creation of organizational awareness is a continuous process stimulated by "effective"
leaders at every level of the organization. A high degree of organizational awareness improves
organizational analysis, hiring and staffing decisions, teambuilding, communication, culture,
and leadership style.
Contact LMI/Riverside today to work with you to develop the appropriate Organizational
Awareness for your organization. Tools we use to accomplish this include:
 Strategic Analysis
 Organizational Needs Inventory
 Development Needs Analysis
 Cultural Assessments
 Pre-Hire Assessments
 Leadership Style Profiles
 Personality Profiles
 Behavioral Change Management
Career Planning
One way to remove uncertainty about your future is to develop a career plan. A career plan
outlines the steps you need to take to reach your career goal. A career goal helps you focus on
what you want to do for a living.

Steps to developing a career plan
Develop a career plan to help focus your job search. Thinking about what you want to do and
what you have to do to accomplish those goals can help you find a satisfying career.
1. Know yourself. Make a list of skills you have. Your skills may include training you have
gained through part-time or full-time jobs.
2. Identify job interests. To determine your interests, think about what you like to do.
Think about experiences you have enjoyed. Evaluate what you liked, what you found
challenging and what you may have learned from those experiences. Find out about the
types of careers available to you. If you don'tresearch careers, you may not know about
the best occupations to fit your interests and skills.
3. Determine how to make it happen. Create an action plan. Once you have determined
what career path you want to follow, assess what you need to do to prepare for that
career.
By developing a career plan, you can focus on what you want to do and how to get there. And
when you are ready to write your resume, you will have a better understanding of your skills
and experiences to present to potential employers.
Evaluate yourself
The first step toward finding a new job is self-assessment. Knowing what you like to do, what
you are good at, what your strongest skills are and what is important to you will guide you in
your job search. It will also help you market yourself to potential employers. If you can describe
the skills you have and how they relate to the job you are applying for, you will position yourself
as a strong candidate for the job.
Know what you want
 Do you want full-or part-time work?
 What shift do you want to work?
 How far are you willing to travel to work?
 What kind of work environment do you prefer?
 How much do you want to earn?
Know what you like
 Do you like to work with people?
 Do you prefer to work on a team or independently?
 Do you like numbers?
 Do you like to be creative?

 Do you like to work with things (e.g. computers, tools, machines, etc.)?
Know your skills
We all have many skills, but it is important to know how to categorize and present your skills to
potential employers. Typically, skills are divided into three categories:
Transferable skills - general skillsthatcan be usedina varietyof jobs.Examplesincludeproblem
solving,writtencommunication,organization,motivation,etc.
Job-Relatedskillsskillsthatare specifictoajob.Examplesinclude typingspeed,phone skills,computer
programs,drivinga forklift,etc.
Personal (Adaptive) skills - skillsthatrelate toyour personality.Examplesinclude goodattendance,
enthusiasm,punctual,honest,loyal,dependable,etc.
Capturingthe rightblendof skillsandinterestsandcommunicatingthatinformationtoapotential
employercanbe the keyto a newjob.
Personnel administration is more commonly called human resources (HR) management.
People are considered the most important resource a business has. HR or personnel
administration refers to the areas of recruiting, selecting, assessing, developing and retaining
employees.
Organization is a large part of personnel administration. Employees must be organized in a way
that gets the work done. As long as employees are striving to be efficient in completing their
employment responsibilities, companies usually work at retaining them. Keeping good
employees saves the time and expense of replacing them. Laws pertaining to wrongful dismissal
of employees must also be adhered to or a business could find itself in a lawsuit. The human
resources department of a company instructs managers on proper conduct toward employees.
Recruiting and selecting successful employees at the start is a main objective of personnel
administration. In many companies today, HR staff will conduct initial telephone interviews for
advertised jobs to try to weed out unsuitable job applicants. A manager then has a lower
number of higher qualified applicants to interview for the advertised position.

Personnel Administration
The scope of personnel administration is quite wide. It includes all activities which help the
management in getting the work done by the labour force in the best manner possible to
accomplish the organizational objectives. The main objective in any organization is the
optimum utilization of available resources. Personnel administration is primarily concerned
with the organization of men; therefore, the main objective may be summarized as to utilize
the available human resources in a a way so as to get the work done effectively to the
maximum satisfaction of the individual worker to seek their cooperation in accomplishing the
general goals of the organization.
The objectives of personnel administration can be classified into General objectives and specific
objectives.
General objectives
1. Maximum individual development – the employer should always be careful in developing the
personality of each individual. If an act of the employer can adversely affect the personality of
the individual, he should avoid it. Employer should establish and support such human values
that may have social recognition and importance. They should always be regarded as partners
and given due importance. The objective of Personnel administration as a bridge between the
management and the employees is to keep the management apprised of positive
accomplishments and warning signals in the personnel practices. If the human assets of an
organization are being misused in the process of profit maximization, it is definitely a short
term achievement, because in the long run, the adverse effects felt by the work force will
translate into lesser profits for the organization.
2. Desirable working relationship between employer and employee – it is the major objective of
personnel administration to achieve a desirable working relationship between the employer
and the employees so that they may cooperate with the management. Both of them must rely
on each other. The personnel administrator should get it realized to the top management that
personnel should be given fair and equitable treatment and on the other hand, convey to the
workers that they should cooperate in achieving the goals of the management. The basic
responsibility for the personnel lies with the supervisors although the administrator supplies
tools
such as policy, record keeping, control and advice. His objective is therefore to ensure that the
line supervisor is aware of his personnel responsibilities and carries them out responsibly.
Simultaneously he should also ensure ethical conduct amongst all personnel and on the part of
each supervisor towards each employee for whom he is responsible.
3. Specialized services – The administrator provides the tools such as record keeping, policy
making, controlling and advising. Although not directly responsible for the personnel, who lie

with the line supervisor, he may examine causes for non-efficiency or non-effectiveness,
suggest remedial measure, perform research into proposed personnel procedures, handle
negotiations with a government agency, etc. The basic objective here is to provide assistance to
the line supervisor whilst simultaneously ensuring that the line supervisor meets his
responsibilities to the personnel.
4. Molding of human resources – Human beings is the most important resource and the only
active factor which engages all other factors of production. Therefore, the administrator should
emphasize the effective utilization of human resources as compared to physical resources so
that production and productivity is optimized. Other factors of production will be ineffective
without effective molding of human resources.
Specific objectives
1. Selection of the right type and number of persons
2. Proper orientation and introduction of new employees to their jobs
3. Organisation of suitable training facilities
4. Provision of better working conditions and facilities.
5. Provision of sound, fair and effective wage and salary administration and incentives.
6. Good industrial relations with representative trade unions
7. Personnel research
Duties of Personnel Staff
In a dynamic working environment, the boundaries of any role cannot be clearly defined.
However, the duties of Personnel staff may be described as under:-
1. As a Service Provider – providing information on market statistics of personnel availability,
pay rates, etc. Interpret the complex laws and legislations. Employment and placement
programs, employee compensation programs, training and development programs, labour
relations could be stated to be the duty as a service provider. It must be noted that there will
often be an overlap between the different roles that a Personnel staff may assume
2. As a facilitator – advises the supervisors on employee problems, facilitates training and
development, and when performance appraisals are done. One of the responsibilities of
Personnel staff is also to ensure that other managers who undertake such activities are well
equipped to do so.
3. as a consultant – to help the supervisors resolve problems due to lack of motivation, lack of
training, grievances, etc.
4. As an auditor – to ensure that all members of the management perform their respective
roles, to determine whether personnel policies and procedures are being administered
uniformly by supervisors.

Employee Counselling - Definition, Benefits, Outcomes
Employee counselling is a psychological health care intervention which can take many forms. Its
aim is to assist both the employer and employee by intervening with an active problem-solving
approach to tackling the problems at hand.
The costs to industry and commerce each year associated with employees’ poor psychological
health are enormous. A significant proportion of the Gross National Product (GNP) of
industrialized countries is lost each year through ill-health, particularly in respect of stress-
related illness.
These costs increase substantially when lost productivity resulting from stress-related
inefficiency and incompetence is taken into account. Stress-related incompetence is not
inevitable though.
Employee counselling can do much to prevent the negative effects of stress at an individual
level and ultimately at an organizational level.
Few organizations can now afford to ignore the consequences associated with employees’
psychological health.
Employee Counselling - What’s Involved
Employee counselling gives individuals a valuable opportunity to work through problems and
stresses in a strictly confidential and supportive atmosphere.
Counselling provides access to several basic forms of helping: giving information, direct action,
teaching and coaching, advocacy, and providing feedback and advice, for example.
Typically, counselling involves the individual employee meeting with a psychological adviser,
usually on a one-on-one basis. It is not uncommon for the individual employee and counsellor
to meet one or twice a week for several weeks. However, the number and frequency of

meetings required will depend upon the nature of the perceived difficulty and the nature of the
intervention needed.
The focus of counselling sessions is to encourage discussion of personal and work-related
difficulties. This is often followed by the adoption of an active problem-solving approach to
tackle the problems at hand.
The specific aims of employee counselling are to:
 Explore and find the key sources of difficulty.
 Review the individual’s current strategies and styles of coping.
 Implement methods of dealing with the perceived problem, thereby alleviating the
issue. Often, this step may involve also improving interpersonal relations at work and/or
improving personal performance.
 Evaluate the effectiveness of the chosen strategies.

RECRUITMENT AND SELECTION POLICY IN THE ORGANIZATION
RECRUITMENT PROCESS
Introduction:
The aim of personnel planning is to determine the needs for parson both in terms of number&
type. For deciding about the number both present & future recruitment should be taken into
account. If there are expansion plan in near future then these recruitment should also be
considered .beside number, the type of person needed is also important. This will be decided
by studying the job recruitment etc. The education & technical recruitment to manager various
jobs should be properly analysis so that right type of person is employee.
MEANING:
Recruitment is the generating of applications or applicants for specific positions to be filled up
in the organization. It is the process of searching for and obtaining applicants for job so that
right people in right number can be selected.
Definition:
According to Dale Yoder,” Recruitment is a process to discover the sources of manpower to
meet the recruitment of the staffing schedule and to employ effective measures for or
attracting that manpower in adequate number to facilitate effective selection of a working
force.”
Recruitment is the process of locating, indentifying, and attaching capable applicants.

A process of searching for prospective employees and stimulating and encouraging
Them to apply for job in organization.
“Recruitment is positive processes encouraging the eligible candidate apply for the post to
stand the chance of selection.”
Needfor Recruitment
Recruitment and hiring of sales force is an ongoing activity. Continuous recruitment is essential
because a manager with foresight & imagination does not catch napping for any kind of
depletion in sales army to take place. There is a need for recruitment for two purposes.
A. To fill the gap created:
Recruitment is necessary in all the organization in order to provide replacement for position
vacated by resignation, death and promotion.
B. To meet the recruitment of Expansion:
Birth growth & expansion are sings of progressive organization. Firms are bound to grow as
there are growth stimulants. A firm may start on a small scale, but being a adaptive one is
sure to prosper and expend; diversify and further prosper it adds new product lines, it goes
local to national, regional to national and from national to international, such growth and
expansion programs warrant incoming more and more sales personnel.
Objective of recruitment

 To induct outsider with new prospective to lead the company.
 To infuse the fresh blood at all levels of organization.
 To develop an organizational culture that attracts competent people of the
company.
 To search for talent globally not just within the company.
 The design entry pay that competes that quality but not on quantum.
 To device methodology for assessing psychologicaltraits.
Features of Recruitment:
1. Process or series activities rather than single act or event
2. A linking activity as it brings together those with the employees).
Sources of recruitment:
There are mainly two main source of recruitment
 Internal
 External
INTERNAL SOURCE:
Internal transfer/promotion with necessary screening training and selection to meet the
specified recruitment. It would be desirable to utilize the internal sources before going outside
to attract the candidates. The two categories of internal sources including a review of the
present employees and nomination of the candidates by employees. Internal
transfer/promotion with necessary screening training and selection to meet the specified
recruitment. It would be desirable to utilize the internal sources before going outside to attract

the candidates’ .The two categories of internal sources including a review of the present
employees and nomination of the candidates by employees the internal source are as follows:
 Promotion
 Transfer
 Former employees
Promotion:
It refers to shifting of person to postion carring better prestige, higher responsibilities and
salary. The higher positions falling vacant may be filled up from within the organization.
Promotion motives employees to their performance so that they get promotions to higher
positions.
Transfer:
It involves shifting of person from present job to other similar place. The rank,
responsibilities which a person has to perform are same. It helps the company to vacate the
posts in the organization.
Former employees:
Former employees are another internal source of recruitment. Some retired employees
may be willing to come back to work on part time basis in the company. An advantage of
this source is that the performance of these peoples already known to the organization.
EXTERNAL SOURCE:
An external source of recruitment is considered form the combination of consultant and
Advertisement. Recruitment thought external source beings in new person with modern ideas
which can be profitable for the organization. some of the external sources are as follows:

 Advertisement
 Employment exchange
 Databanks
Advertisement:
It is the best method of recruiting persons for higher and experienced jobs. The advertisements
are given in local and national presses, trade or professional generals. The recruitment of jobs
are given in the advertisements.
Employment exchange:
It runs by the government are also a good source of recruitment. Unemployed persons get
themselves registered with these agencies. The vacancies may be notified with the exchanges.
Exchanges are a suitable source of recruitment of filling unskilled, semi skilled and operating
posts.
Data banks:
The recruiting firms can prepare a data bank about various persons in different fields. They can
collect information from education institutions, employment exchanges. It will become another
source and the firm can get the particulars as and when need to recruit.
STEPS OF RECRUITMENTPROCESS
1. Locating and developing the sources of required number and type of employees.
2. Identifying the prospective employees with required characteristics’.

3. Encouraging the identified candidates to apply for jobs in the organization.
4. Evaluating the effectiveness of recruitment process.
METHODS OF RECRUITMENT
In a company recruitment a source indicates where human may be procured, the recruitment
methods and techniques deal with how the resources should be tapped. There are company
three methods of recruitment which company follows:
1. DIRECTMETHOD
2. INDIRECTMETHOD
3. THIRD PARTYMETHOD
Direct method:
Under direct recruitment, employee contacts, mended exhibits and waiting lists are used. These
traveling recruiters exchange information with the students, stimulate them to apply for job,
conduct campus interviews and shortlists candidates who have indicated interest in jobs in
person through mail or telephone.
Indirect method:

In this method companies mostly prefer to use advertisement in newspapers, journals, on the
radio and television to publicize vacancies. This method is suitable when the organization wants
to reach out to a large target group scattered geographically.
Third party method:
Companies can huge various agencies to recruit personnel. Public employment exchanges,
management consulting firms, professionals’ society, trade unions, labour contractors are the
main agencies. Friends’ relative of executing staff and deputation can also be used.

The Recruitment &Selection Process
Sourcing
Recruitment
Process
JobSearch
Engine
Screening&
Selection
Internet
Recruitment
On Boarding
Job
Analysis

Job analysis:
The proper start to a recruitment effort is to perform a job analysis, to document the actual or
intended recruitment of the job to be performed. This information is captured in job discretion
and provides the recruitment effort with bounders and objectives of the search. These job
description need to be reward or update prior to a recruitment effort to reflect present day
recruitments. Starting recruitment with an accurate job analysis and job description ensure
that the recruitment effort start off on a proper track for success.
Sourcing:
Sourcing involves adverting a comment part of the recruiting process, often encompassing
multiply media such as the internet, general news paper, job add newspaper, professional
publication and recruiting research, which is the proactive identification of relevant talent who
may not respond to job posting and other recruitment adverting method done in # 1. This initial
research for so called passive prospects, also called name-generation, result in a list of prospect
who can then be contacted to solicit interest, obtain a resume/ CV, and be screened (see
below).
Screening andselection:
Suitability for a job is typically assessed by looking for skills, e.g. communities, typing and
computer skills. In some countries employers are legally manned to provide equal opportunity
in hiring. Business management is used by many recruitment agencies to automate the testing
process.

On boarding:
“On boarding” is a term which describes the process of helping new employees become
productive member of an organization. On boarding is included in the recruitment process for
retention purpose. Many companies have on boarding campaign in hopes to retain top talent
that is new to the company, campaign may last anywhere from 1 week to 6 months.
Internet Recruitment:
Website captures candidate details and then pool them in client accessed candidates
management interfaces. Key players in this sector provide e-recruitment software and service
to origination to all size and with in numerous industry sector, who want to e-enable or party
their recruitment process in order to improve business performance.
Selection Procedure
The Main Objective of a selection procedure is to determine whether an applicant meets the
qualification for a specific job, and then to choose the applicant who is most likely to perform
well in that job.
The entire process of selection begins with an initial screening interview and concludes with a
final employment decision. When a selection policy is formulated, organizational requirement
like technical and professional dimensions are kept in mind.
Steps in selection procedure:
1. Reception of applications or preliminary screening
2. Application bank that gives a detail about the applicant's background and life history
3. A well conducted interview to explore the applicant's background
4. The physical examination
5. Psychological testing that gives an objective look at a candidates suitability for that job
6. A reference check

7. Final Selection approved by the manager
8. Communication of the decision to the candidate.
Therefore the Selection Process can be pictorially rep
Job searchengine:
The emergence of meta-search engines, allow job-seekers to search across multiple websites.
Some of these new engines index and the advertisements of traditional job boards .these sites
tend to aim for providing a “one-stop shop” for job seekers. However, there are many other job
search engines which index pages solely from employers’ websites, choosing to bypass
traditional job entirely. These vertical search engines allow job-seekers to find new positions
that may not be advertised on traditional job boards, and online recruitment websites.
Conditionof services policy
Performance Management
 Definition of Performance Management
 The role of HR in the present scenario has undergone a sea change and its focus is on evolving such
functional strategies which enable successful implementation of the major corporate strategies. In a
way, HR and corporate strategies function in alignment. Today, HR works towards facilitating and
improving the performance of the employees by building a conducive work environment and providing
maximum opportunities to the employees for participating in organizational planning and decision
making process. Today, all the major activities of HR are driven towards development of high
performance leaders and fostering employee motivation. So, it can be interpreted that the role of HR

has evolved from merely an appraiser to a facilitator and an enabler.
 Performance management is the current buzzword and is the need in the current times of cut throat
competition and the organizational battle for leadership. Performance management is a much broader
and a complicated function of HR, as it encompasses activities such as joint goal setting, continuous
progress
 review and frequent communication, feedback and coaching for improved performance,
implementation of employee development programmes and rewarding achievements. The process of
performance management starts with the joining of a new incumbent in a system and ends when an
employee quits the organization. Performance management can be regarded as a systematic process by
which the overall performance of an organization can be improved by improving the performance of
individuals within a team framework. It is a means for promoting superior performance by
communicating expectations, defining roles within a required competence framework and establishing
achievable benchmarks.
 According to Armstrong and Baron (1998), Performance Management is both a strategic
and an integrated approach to delivering successful results in organizations by
improving the performance and developing the capabilities of teams and individuals.
The term performance management gained its popularity in early 1980’s when total
quality management programs received utmost importance for achievement of superior
standards and quality performance. Tools such as job design, leadership development,
training and reward system received an equal impetus along with the traditional
performance appraisal process in the new comprehensive and a much wider framework.
Performance management is an ongoing communication process which is carried
between the supervisors and the employees through out the year. The process is very
much cyclical and continuous in nature. A performance management system includes
the following actions.
 Developing clear job descriptions and employee performance plans which includes the
key result areas (KRA') and performance indicators.
 Selection of right set of people by implementing an appropriate selection process.
 Negotiating requirements and performance standards for measuring the outcome and
overall productivity against the predefined benchmarks.
 Providing continuous coaching and feedback during the period of delivery of
performance.
 Identifying the training and development needs by measuring the outcomes achieved
against the set standards and implementing effective development programs for
improvement.

 Holding quarterly performance development discussions and evaluating employee
performance on the basis of performance plans.
 Designing effective compensation and reward systems for recognizing those employees
who excel in their jobs by achieving the set standards in accordance with the
performance plans or rather exceed the performance benchmarks.
 Providing promotional/career development support and guidance to the employees.
 Performing exit interviews for understanding the cause of employee discontentment
and thereafter exit from an organization.
A performance management process sets the platform for rewarding excellence by aligning
individual employee accomplishments with the organization’s mission and objectives and
making the employee and the organization understand the importance of a specific job in
realizing outcomes. By establishing clear performance expectations which includes results,
actions and behaviors, it helps the employees in understanding what exactly is expected out of
their jobs and setting of standards help in eliminating those jobs which are of no use any
longer. Through regular feedback and coaching, it provides an advantage of diagnosing the
problems at an early stage and taking corrective actions.
To conclude, performance management can be regarded as a proactive system of managing
employee performance for driving the individuals and the organizations towards desired
performance and results. It’s about striking a harmonious alignment between individual and
organizational objectives for accomplishment of excellence in performance.
Training and development policy
Meaning of T&D
In order to convincingly advocate the benefits of training to the management & staff of your
company, it is essential that they understand the positive role that it can play in improving
organisational performance. Ensuring good performance of individuals and teams is central to
the work of the Training & Development function. In order to do this a planned approach is
necessary. The activities of the Training & Development function must be closely linked to the
overall business plan.

The impact T&D activity is meant to have on performance must be clearly defined and
will communicated. To be successful T&D activities must be supported by wider T&D Policies
and Procedures.
Training Vs Development: Training needs should be based on immediate needs for
changes in behaviour. The long range development goals should be based on the acquisition of
knowledge and skills to be used in the present as well as in the future. Development looks
down the road, and addresses helping people meet challenges, create change and ensure the
success of the organisation in the future.
Why this?
To ensure that the training initiative you embark upon makes a real impact, brainstorm your
team's ideas on the impact of training under these 3 headings.
1. Saving Time
2. Saving Money
3. Saving Effort
It is important that the training manager is clear about the answers to these questions
and is open to any other possible benefits which the team might suggest. These responses
should help shape the design of any subsequent training interventions and send out a message
to management and employees that investment in training can result in real and tangible
benefits to all stakeholders. The following are a number of such benefits which can emerge
from effective training:-
Benefits to the Company:
1 Increased productivity and profitability.

2 Raised standards of performance.
3 Expansion of the business.
4 Increased cash turnover.
5 Maximization of resources/greater efficiency.
6 Reduced waste.
7 Reduction in complaints.
8 Helps recruitment.
9 Lowers staff turnover.
10 Aids succession planning.
Benefits to Staff:
1 Shared work load.
2 Better team work.
3 Reduced overload.
4 Increased job satisfaction.
5 Better morale.
6 Greater professional and personal development.
Benefits to Customer:-
1 They know what to expect
2 Clearer brand association
3 More efficient, reliable service.

4 Less cause for complaint
TRAINING
Training is concerned with imparting developing specific skills for a particular purpose. Training
is the act of increasing the skills of an employees for doing a particular job. Training is the
process of learning a sequence of programmed behaviour.
In earlier practice, training programme focused more on preparation for improved performance
in particular job. Most of the trainees used to be from operative levels like mechanics,
machines operators and other kinds of skilled workers. When the problems of supervision
increased, the step were taken to train supervisors for better supervision.
DEVELOPMENT
Management development is all those activities and programme when recognized and
controlled have substantial influence in changing the capacity of the individual to perform his
assignment better and in going so all likely to increase his potential for future assignments.
Thus, management development is a combination of various training programme, though some
kind of training is necessary, it is the overall development of the competency of managerial
personal in the light of the present requirement as well as the future requirement.
Development an activity designed to improve the performance of existing managers and to
provide for a planned growth of managers to meet future organizational requirements is
management development.

Stages inthe Training & Development Process:
The following is the sequence of steps towards achieving a training system which can meet the
needs of your company.
Each of these stages is expanded on in the forthcoming pages.
Evaluation
of Training
Implementa-
tion
Of Training
Training
Plan
Training
Needs
Analysis
Training
Strategy &
Policy
Business
Plan

A Proposal For Master of Philosophy “HR Planning and Organizing of Ably Soft Pvt. Ltd. IT Company”

A Proposal For Master of Philosophy “HR Planning and Organizing of Ably Soft Pvt. Ltd. IT Company”

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