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Mangalayatans Business Communication,(hr) By Navsoni08


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Mangalayatans Business Communication,(hr) By Navsoni08

  1. 1. MANGALAYATAN UNIVERSITY Presentation of > Business Communication Presented by- Group B Presented to> Mr. Gaurav Saxena
  2. 2. Topic Essentials of
  3. 3. Introduction <ul><li>The success of an organization depends on the ability, quality, experience and qualification of the employees working in that organization. </li></ul><ul><li>There is an special department known as H.R. department which deals with all the employee oriented services. </li></ul><ul><li>This department performs various processes like recruitment & selection; Remuneration; Training and development of employees; and other sorts of things. </li></ul><ul><li>This cell also responsible for the Promotion-Demotion-Transfer, and maintains the accounts of all personnel working in the organization… </li></ul>
  5. 6. Recruitment <ul><li>“ The process by which a job vacancy is identified and potential employees are notified.” </li></ul><ul><li>Ex- if any other department of organisation needs some workers, then accordingly we take the help of some media and inform all the interested persons about the job vacancy. </li></ul><ul><li>The nature of the recruitment process is regulated and subject to employment law. </li></ul><ul><li>Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists. </li></ul>
  6. 7. Recruitment <ul><li>Job description – outline of the role of the job holder </li></ul><ul><li>Person specification – outline of the skills and qualities required of the post holder </li></ul><ul><li>Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV) </li></ul>
  7. 8. Selection <ul><li>“ The process of assessing candidates and appointing a post holder.” </li></ul><ul><li>The process of selection starts after Recruitment. Here we short list the applicants according to our needs and wants, and choose the most suitable candidates for the job specified. </li></ul><ul><li>Selection process – varies according to organisation: </li></ul>
  8. 9. Selection <ul><li>Interview – most common method </li></ul><ul><li>Psychometric testing – assessing the personality of the applicants – will they fit in? </li></ul><ul><li>Aptitude testing – assessing the skills of applicants </li></ul><ul><li>In-tray exercise – activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customer </li></ul><ul><li>Presentation – looking for different skills as well as the ideas of the candidate </li></ul>
  9. 11. Discipline <ul><li>Firms cannot just ‘sack’ workers. </li></ul><ul><li>Every organisation seeks for the discipline of their workers. It is the most important thing that every organisation needs. </li></ul><ul><li>If we have disciplined workers then there are much less chances of disputes. </li></ul>
  10. 12. Discipline <ul><li>Wide range of procedures and steps are taken to check the discipline of the workers. Like- </li></ul><ul><ul><li>Informal meetings </li></ul></ul><ul><ul><li>Formal meetings </li></ul></ul><ul><ul><li>Verbal warnings </li></ul></ul><ul><ul><li>Written warnings </li></ul></ul><ul><ul><li>Grievance procedures </li></ul></ul><ul><ul><li>Working with external agencies </li></ul></ul>
  11. 14. Rewards Systems <ul><li>“ The system of pay and benefits used by the firm to reward workers ” </li></ul><ul><li>It has been experienced that man ordinarily works only 70 to 75% of his capacity to work, but if he is given some inducement, he may work to his capacity or in some cases higher than that. </li></ul><ul><li>The reward systems are used by the firms to encourage all the workers to work more effectively. </li></ul>
  12. 15. Types of Rewards <ul><li>Positive incentives like- </li></ul><ul><ul><ul><ul><ul><li>Bonus, Profit sharing scheme, Prize schemes, Promotion appreciation, etc. </li></ul></ul></ul></ul></ul><ul><li>Individual and collective incentives- </li></ul><ul><ul><ul><ul><ul><li>Co-partnership schemes, Departmental prize, holiday packages, promotion etc. </li></ul></ul></ul></ul></ul><ul><li>Financial and non financial incentives- </li></ul><ul><ul><ul><ul><ul><li>Increase in salary, bonus, assuring safety and security of job, providing good status, etc. </li></ul></ul></ul></ul></ul>
  13. 16. Training <ul><li>According to its name we train the workers for what they suits.. </li></ul><ul><li>“ Training is the act of increasing the knowledge & skills of an employee for a particular job.” </li></ul><ul><li>It is Similar to development: </li></ul><ul><ul><li>Here we Provides new skills for the employee </li></ul></ul><ul><ul><li>Keeps the employee up to date with changes in the field </li></ul></ul><ul><ul><li>Aims to improve efficiency </li></ul></ul><ul><ul><li>Can be external or ‘in-house’ </li></ul></ul>
  14. 17. Need for Training <ul><li>To increase productivity </li></ul><ul><li>To improve organizational climate. </li></ul><ul><li>It helps a firm to achieve its predetermined goals. </li></ul><ul><li>To improve quality. </li></ul><ul><li>For utilization of resources. </li></ul><ul><li>It also helps the firm to maintain stability and hence results in growth </li></ul>
  15. 18. Development <ul><li>The development of executive talent is one of the most important and complex task of personnel management. </li></ul><ul><li>“ Any 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” </li></ul>
  16. 19. Need for development <ul><li>Technological and social changes. </li></ul><ul><li>Professionally managed enterprises. </li></ul><ul><li>Emerging profession. </li></ul><ul><li>Research orientation. </li></ul><ul><li>Recognition of social and public responsibilities. </li></ul>
  17. 20. Motivation <ul><li>“ Motivation can be defined as a willingness to expand energy to achieve a goal or a reward” </li></ul><ul><li>By motivation the employees will do their best to carry out the plans in accordance with the policies and programmes laid down by the organization. </li></ul>
  18. 21. Advantages of motivation <ul><li>Increasing the productivity and efficiency of operation. </li></ul><ul><li>Decreasing the friction between workers themselves and between the management and workers. </li></ul><ul><li>It improves the relations. </li></ul><ul><li>Increasing all round efficiency. </li></ul><ul><li>Increasing the possibility of reduced production and distribution costs. </li></ul><ul><li>Decreasing the wastage. </li></ul>
  19. 22. CONCLUSION <ul><li>Human resource i.e. workers are important constituent in every modern production processes. Now a days this is very necessary that every firm must pay attention towards the workers, who is instrumental in the monumental growth and progress of industries….. </li></ul>
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