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Hiring Competent people leads to Organizational Effectiveness

Human resource management is responsible for the people dimension of an organization. It is responsible for getting competent people, training them, getting them to perform at high levels, and providing mechanisms to ensure that its employees maintain their productive affiliation with an organization. Human resource management involves the productive use of people in achieving organizational strategic objectives and the satisfaction of individual employee needs. Human resource managements execute diverse functions as recruitment and selection, training and development, performance management, compensation management, Managing diversity, industrial relation, labor laws, International human resource management, HRIS, career planning, employee health and safety, HR audit and managing human resources in changing world. Every one of these functions has their own importance in the organization. Nevertheless getting competent people is the most important HR responsibility in my point of view. There is perhaps no more vital topic in HRM than employee selection, as right selection pushes the organization towards the right direction and trains them for competitive advantage over other competitors. An organization fails to achieve its strategic business objectives without competent people and right training. The success of an organization depends on having the right people in the right job at the right time, the organization strategic business objectives and culture should determine the people selected. In others words, the selection criteria should be consistent with the organization's strategic business objectives. Companies today are facing revolutionary changes, complex technologies and global competition. Organizations that fail to have right person at right place at the right time are at risk. A proper match between work and the employee capabilities are now an economic necessity. The pressures of competition, cost saving, downsizing and global skill shortages have made recruitment a top priority. The competition for talent means that skilled workers are today s prized trophies. For many companies, talented people are the prime source of competitive advantage.Charles Goode, chairman of ANZ, says Attracting and retaining the most talented staff and building a successful culture are critical to our future. It is true that organizations succeed or fail on the basis of talents of employees, then mangers directly influence that success by the people they hire. Regardless of whether the company is large or small, hiring the best and the brightest employees lay a strong foundation for excellence.

Alternatively, it is common to hear managers who don t recognize this point lament the inordinate amount of time they spend trying to fix bad selection decisions. In addition, equal employment opportunity legislation, court decisions, and the Uniform Guidelines have also provided and impetus for making sure that the selection process is done well. The bottom line is good selection decisions make difference. So do bad ones. The first step towards getting competent people starts with Strategic recruitment (the linking of recruitment activities with organization strategic business objectives and culture) and followed bystrategic selection (the linking of selection activities with organization strategic business objectives and culture) to accomplish organization business objectives. Strategic selection aligns employment activities with the organization strategic business to produce contribution to organizational performance. Jaguar UK for example uses psychometric tests to measure independence of thoughts, team working and cooperativeness. Mazda (USA) uses aptitude test, written form, personal interviews, and stimulated work exercise to weed out druggies, rowdies and unionists. The success of strategic selection processes depends on the process of analyzing job and develops job descriptions and specifications. job specifications, in particular, help identify the individual competencies employees need for success the knowledge, skills, abilities, and other factors (KSAOs) that lead to superior performance. This is often referred to as person-job fit. The process of graduate recruitment and selection in the UK has become more person-related than job-oriented because many employers are more interested in the attitudes, personality and transferable skills of applicants than the type or level of qualification acquired. Research has demonstrated that complete and unambiguous specification of required competencies (via job analysis) reduce the influence of racial and gender stereotypes and helps the interviewer differentiate between qualified and unqualified applicants Research also shows that applicants whose KSAOs are well matched to the jobs they are hired for perform better and are more satisfied. The threshold competencies are the essential characteristics that everyone required in a job but the differentiating competencies are the characteristics that distinguish superior performers from average performers as superior performer utilize their skills and knowledge at their maximum level. Emotional, social and cognitive intelligence competencies predict effectiveness in professional, management and leadership roles in many sectors of society. In addition, these competencies can be developed in adults. The use of selection methods such as interviews, references, psychological tests (interest test, aptitude test, and personality test) helps in identifying the required competencies for the job and in accomplishing the organizations strategic selection. The execution of HR practices in relation to HRM activities helps the organization to function smoothly. The implementation of the systematic process of strategic recruitment, strategic selection, accurate job analysis, matching of competencies, using competency based selection procedures indeed helps the organization to get competent people which in return helps in accomplishing its strategic business objectives (mission). In the rapid changing economy, organization restructuring, international competition, global outsourcing, deregulation, social attitude, legal requirement and industrial relations, training becomes the need of the hour as to take competitive advantage over other competitors and develop them for the better future.

Therefore getting competent people and training are backbone of HR as strong foundation (competent people) and (training) builds up a strong organization and prepare to sustain the organization in changing economy.

PSYCHOLOGICAL TESTING: HR PERSPECTIVE


The Psychological testing is a field characterized by the use of samples of behavior in order to assess psychological construct such as cognitive and emotional functioning, about a given individual. Psychological testing is a process that involves the integration of information from multiple sources, such as tests of normal and abnormal personality, tests of ability or intelligence, tests of interests or attitudes and so on.The Psychological testing assists us in placement decisions, treatment planning, diagnosing and evaluating the overall personality of the individuals and facilitates them for a better future. A psychological testing in context to HR helps us in a procedure that uses multiple assessment techniques to evaluate employees for a variety of manpower purposes and decisions. It focuses on providing information on the individual s current and potential competence to perform a job successfully. It squarely focusses on the behavior that an individual demonstrates and should ideally demonstrate. It helps elicit personal and capability information and data on people to help make more informed decisions and encourages greater objectivity in decisions pertaining particularly to career, potential and succession planning. It enables to effectively and efficiently hire new, smarter recruits given the war for talent. A psychological testing in context to HR consists of a standardized evaluation of behavior based on multiple inputs obtained through tools & techniques. It helps in recruitment and selection, retain talent and reduce turnover and performance management. RELEVANCE OF PSYCHOLOGICAL TESTING IN HR Reviewing the effectiveness of attracting and retaining top talent with the help of psychological testing.

To give insights into the process of aligning human resources with the need to develop capability and chart out the differences between the superior and average performers of an organization including identifying and developing technical, managerial, business, functional and behavioral competencies of an employee in reference to psychological testing. To analyze and develop the managerial competencies with respect to industry demands.

The psychological tests are used in different aspects to measure the overall personality of the individual. The tests include IQ test, EQ Test, Attitude, aptitude, stress, anxiety, and personality tests. Relevance of these tests - Attitude test helps in assessing an individual's feelings about an event, person, or object. Attitude scales are used in marketing to determine individual (and group) preferences for brands, or items. It will help in judging the attitude of the employee towards organization and job satisfaction. The IQ test acts as a measure of intelligence and achievement tests measure the use and development of an ability. The intelligence test assists HR professionals in predicting the performance of an individual in virtually any job. Next, the responses of an individual are compared with the evaluations made by successful employees in the relevant position. These measures may prove to be highly valuable tools for predicting team playing or other interpersonal skills. Psychological measures of personality are used for assessing the inner personality of the individual as TAT and sentence completion test. These tests help in evaluating the inner traits that predicts future perspective of the employee. It also measures conscientiousness, openness to experiences, how extrovert a person is, emotional stability, agreeableness, integrity, predicting teamwork, responsibility, and integrity on the job. Stress test is a form of test that is used to determine the stability of a given system or entity. It involves testing beyond normal operational capacity, often to a breaking point, in order to observe the results. Anxiety test helps us to measure the psychological condition in which a person experiences distress before, during, or after a test or other assessment to such an extent that this anxiety causes poor performance or interferes with normal learning. The role of psychological testing plays a vital role in the organization which helps the company in right selection and retaining the employee thus building the long term relationship with the organization and enhances organization effectiveness.

Responsibility of Employees Towards An Organization


The new and existing employees that are hired in an organization have a certain responsibility towards the organization, society, and the nation, at large. Therefore, it is important to induct the right employees in the organization. The traits that these employees personify include teamwork, integrity, commitment, and work ethic.

Roles & Responsibilities Of Employees


1. Do Early Homework: Every employee is responsible for understanding the work allotted and determining if it is appropriate for him. He/she should make sure whether he/she has mastered the skills required to perform the task completely. If he/she is not sure about how to handle the work allotted to

them they should talk with their superiors and get suggestions and directions in fulfilling the work allotted to him/her. This will help the employee in building good relations with not only their superiors also with their colleagues. 2. Plan with the Manager: Having a proper work schedule or time table for the work allotted to the employee helps the employee in Time Management and reaching the deadlines in time Also, when a new work is allotted 3. Use Available Resources and take responsibility: The employees should have sense of responsibility towards the resources of the Organization. As a part of the Organization every employee is equally responsible for the long life of the existing resources, for which smooth usage and suggestions for usage is required, which in case is not provided should be requested for. 4. Participation: Active listening and participation in teams will ensure that all employees become good team players and work with unity towards common goals of the Organization. Whenever a new work is being allotted all the Employees should be eager enough to take the initiative rather than trying to avoid newer tasks. This will facilitate in employees learning new skills and reaching the Organizational goals with much effectiveness. 5. Be Punctual And Regular: The Prime responsibilities of every employee must be Punctuality and Regularity. You can be better organized by being punctual and regular. Unwanted and unexpected work delays can be dealt effectively. 6. Cleanliness is Next To Godliness: One should maintain the cleanliness of their desk, and also premises of the Organization. If you and your premises are clean you will find it more encouraging to work and also it is convenient to work for other employees. 7. Washroom: Please use the washrooms bearing in mind that you are not the only person who is using it. See to it you don t spill the water across the wash basin when you are using it same with the premises of wash room. Health and Hygiene of you and others should be your prime concern. 8. Cost Effectiveness: The employees should develop the habit of cost saving work style and put stress on waste control methods with maximum output. 9. Creative Thinking and Suggestions: The employee should always think upon the improvement of work efficiency and organizational development Please be organized and contribute to the growth of the Organization. Everyone grows with the Organization. So, Organizational Growth is the Growth of individual and nation.

Improving Sales Performance Through Regular Training


The sales staff of any organization plays a vital role in not just representing the Company to its customers but also in pushing sales and meetings the Company's crucial sales targets. If there is one department that gains tremendously through training and morale boosting, it is undoubtedly the sales department.

Why Training Is Essential?


Devising a well equipped training programme goes a long way in improving an employee's overall job performance which would otherwise improve only through years of work experience. Therefore, sales training is really a means to an end - reaching high job performance levels as early as possible. Even though some believe that salesmanship is an art which cannot be acquired through training, there are still some arguments in favour of sales training. Here are some advantages of offering regular training to your sales staff -

Training Can Create A Successful Salesperson: Despite the common belief that a salesman is born
and not made, experiences have shown that just like other professional activities, the art of selling can also be acquired and learnt through proper performance based training.

Morale Boosting: Whether we talk about a new sales personnel or an experienced sales staff
member, training enables them to perform better. Knowing that your Company cares for you and wants to help you improve your skill sets can be a great morale booster thus, creating loyal employees. Add to this the fact that, new sales staff members can pick up the job quickly if given the right training and encouragement.

Recruitment & Selection: costs decline because of


regular and effective training, Moreover, the rate of sales personnel turnover also shows a downward fall if the Company includes regular training in its agenda.

Company Policies and regulations: No matter


what the selling process might entail, to develop a well informed sales team, it is important to acquaint the sales staff with all Company policies, rules and regulations.

Product Knowledge: A well devised sales training programme can improve the salesman's
overall product knowledge. Knowing the product well and understanding its uses, features and benefits can help the salesman to sell the product with extra ease, confidence and belief. A well trained and informed sales person can help in giving the customer useful advice and assistance as well as the fullest possible satisfaction that comes from buying a good product.

Unification of Sales Efforts: With a trained sales person, supervision becomes much easier
and all different kinds of sales activities such as advertising, publicity etc can be effectively unified.

Reduction in Wastages: Trained sales personnel are able to minimize wastages in


unnecessary traveling and spend more time in actual selling activities. They are also able to concentrate on accounts which have the greatest potential. Every organisation today, samll or large, it recognising the importance of sales training and is including the same in its Company policies. If you haven't already, this is the right time to

start training your emplA

Review of Preferred Work Culture Contributing to Employee Satisfaction in Today s Organizations

The term culture by and large denotes the ideas, customs, and art of a particular society. While referring to work culture or organization culture one would particularly mean the customs, patterns, arts and beliefs followed in various organizations. Edgar Schein, one of the most prominent theorists of organizational culture, gave the following definition: The culture of a group can now be defined as a pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems. Employee satisfaction on the other hand is a measure of how happy workers are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company as quite rightly pointed out Jack Welch in his statement Employee satisfaction gets you productivity, quality, pride, and creativity . In today s world of globalization organizations stress immensely to follow a culture which encourages open channels of communication, a flat hierarchy, informal environment, teamwork, and respect to new ideas and thoughts. The following aspects can broadly define the likely preferred work culture in today s organizations which contribute to a satisfied workforce:

1. Work Timings: Flexible work timings have gained immense


popularity amongst today s organizations. Organizations have started giving their employees the leverage of entering the office premises at anytime of their convenience and completing their designated tasks, though a minimum hours have to be spent in the workplace.

2. Work From Home: Another concept which is gaining importance, more amongst female
workers, is the concept of work from home . Organizations are largely investing in equipments with the aid of which employees will have the benefit to stay at home and at the same time stay connected to the office network.

3. Business Attire: As opposed to formal business attire for day to day work, organizations have now remodeled their policy on daily dress code to the widely preferred business casuals which also includes denim on one day of work. A few organizations also have a policy of Friday dressing where only casuals can be worn by their employees. 4. Flat Hierarchy: The preferred organization structure is a flat organization structure with few levels of hierarchy which enables fast decision making and easy accessibility to top management. People who stay closer to customers know better the market needs and can respond faster to rapidly changing customer requirements and such changes can be easily highlighted and brought to the notice of the top management in a flat hierarchy. Another emerging trend in today s organization are meetings with supervisors supervisor which helps in smooth interaction within different levels of management which is very effective within a flat hierarchy. 5. Decentralization: This is the process of dispersing
decision-making governance to the employee at the lowest level of the hierarchy and giving them the right to exercise a few

decisions all by themselves which acts as a great time saving and cost cutting mechanism.

6. Employee Empowerment:Organizations are


largely investing in employee empowerment. The increasing use of Employee Self service Systems which allow employees to maintain their own personal data is the biggest example. This also helps to reduce unnecessary paper work and also aims at data accuracy.

7. Innovation: As George S Patton says "Don't tell people how to do things, tell them what to do
and let them surprise you with their results." The increasing demand of today s workforce is acknowledgment and implementation of their ideas and thus organizations have now started investing in employee innovation where young and fresh ideas are being recognized as best practices.

8. Rewards & Recognition: With the increase in stress levels, with long working hours how
does an organization aim to create contributing and motivated employees, how do organizations maintain the high employee morale and the quality of life are some of the key concerns of today s organizations and one of the many answers to these question is an effective reward and recognition system. Apart from the performance appraisal system organizations today are investing a lot in reward and recognition programs where employees are rewarded as Star employees and key achievers, long Service awards are announced for employees who work with the organization for a long tenure, Employee referral programs motivates an employee to bring their friends to work with them.

9. Employee Recreation: Employee recreation programs have been shown to reduce


absenteeism, increase performance and productivity, reduce stress levels, and increase job satisfaction. The new term coined to define employee recreation is associate engagement. A few examples of employee recreational activities are office outings, invitation to employees family to come and visit employees workplace, annual sports event, team outings, decoration of employee workspace , organizing music clubs, dance clubs, drama clubs, arranging training for special areas of interest of the employees.

10. Employee Benefits: Benefits are forms of value, other than payment, that are provided to
the employee in return for their contribution to the organization. Employee benefits typically refers to retirement plans, health life insurance, life insurance, disability insurance, vacation, employee stock ownership plans, membership to clubs, special offers and discounts on premium products and outlets, sponsorship for education of employees children, attractive schemes from financial institutions on purchase of assets, subsidized food in canteen To sum up culture is the acquired knowledge people use to interpret experience and generate behavior and in today s world organizations are going through a constant change in order to maintain the best possible culture which sets an example and pave the wa oyees.