VIEWS: 0 PAGES: 8 POSTED ON: 9/16/2012
REF No.1 Statistical Concepts in HR Before we take up Statistical Concepts in HR please remember and understand the meaning of following words often used in your day-to-day Practices. Many donot know the exact meaning but still they use it. Why I want you to concentrate on the following, you are going to measure by collection of certain from it for Statistical Application: 1. Difference between Human Resource and Personnel 2. Corrective Action and Preventive Action 3. Records and Formats 4. Quality and Standards 5. Hearing and Listening 6. Attitude and Behaviour 7. Finance and Accounts 8. Training and Development 9. Preventive Maintenance and Predictive Maintenance 10. Communication and Words thro language 11. Cleaning and Hygiene 12. Member and Employee 13. Team Leader and Head of Department 14. Speaking and Talking 15. Group Cohesiveness and individual Identity 16. Formal and Informal Training 17. Motivation and No Motivation 18. De-Motivation and No De-Motivation 19. Perfection and Continuous Improvement 20. Satisfaction and Delight 21. Internal Customers and Organisation Customers 22. Job Satisfaction and No Job Satisfaction 23. Job Dissatisfaction and No Job Dissatisfaction 24. Job Description and Job Enrichment 25. Career Development and Succession Development 26. Organisaton Culture and Individual Culture 27. Total Quality and Continuous Improvement 28. Enjoy Working and Mere Working 29. Learning and Studying 30. Seeing and Observing 31. Appraising and Counselling 32. Performance Appraisal vs. Potential Appraisal 33. Efficiency and Effectiveness 34. Personality Inward and Out-ward 35. Doing the work: Internal and External AN MANY MORE. I advise you all to think over on the above words practically. Understand its meaning and apply it practically on the job. If you cannot follow any meaning, please clarify from me. I want to test your thorough understanding…..2 EXPLANATIONS: HR The activities of HR Function is to identify, utilize, up-grade, up-date, record, Enrich, train, control, - the relevant resources of a human-being(employee) To utilize for the said purpose or target in the organization. Most of the aspects Are dealt with ‘internal’ of an employee. Needs innovative skills and Professionalisms. PERSONNEL: The activities are mostly concerned “external” such as welfare, hire and fire, Monetary, incentives, transfer, termination, extension, disputes, and alike. No need of special skills or innovative skills. More of a Clerical type work. CORRECTIVE ACTION: Action taken to solve the problem immediately and temporarily. It only arrests the potential causes arising out the problem. Informal Training will help. PREVENTIVE ACTION: This is important. It will identify the root cause and arrest the problem permanently. It involves money and time initially, but it will fetch good results in the long run. Planned and Structured Training Programmes, up-gradation of knowledge and skill will help. RECORDS AND FORMATS Data entered after every action is called Record. No alteration is possible. It can be a Controlled or confidential Document. Approved Leave Application is a Record. The blank format is called where data is entered is called Format. It can be altered or modified with proper procedure. It need not be a Confidential or controlled copy. Blank Leave Application is a Format. QUALITY AND STANDARDS To bring the satisfied level at each process or activity, the earmarked level is called Standard. Standards are used at process stage. Quality is at the final stage of each process or any sub-activity. It need not always be referred to a final product or service. The quality of final product is arrived because of all process quality maintenance. Again final quality also depends on the said final standards at that stage. Feeling of Satisfied Level is called Quality and the volume or numerical value or efforts for a particular satisfaction - are called Standards. Quality is a Feeling whereas Standards are visible or defined. Both are inter-linked. If you want to feel uniform Quality, you have to maintain Standards. ….3 HEARING AND LISTENING: We are all many times hearing but not listening. Hearing, you hear only the sound. For that fleshy ears are enough. For listening, your heart, mind, and ears must unitedly work. It is a blend of Heart, mind and ears, that is feeling, thinking and attitude.(empathy) For Listening, you require good leadership qualities, otherwise, you are not a good listener. ATTITUDE AND BEHAVIOUR: Attitude is Manobhav. What it comes from in and you show it in your Action. For Managers, evaluating the Attitudes of their sub-ordinates and not influenced by external behaviours. Many times, in and external are not in parallel. You have already been experienced. Lips smile but mind insults. Insult is Attitude and smiling is Behaviour. If you are a real Man Manager, then you will be able to know a person”s Attitude. Most of the Performance Appraisal Evaluation is based on Influences of Behvaiours only. FINANCE AND ACCOUNTS Many of you know the above meaning. Finance is before Spending and inflow whereas Accounts is dealt with after spending and out-flow. EXPERIENCE AND MATURITY Maturity is very important. You may have 20 years Experience but does not have maturity. What is the use? Of course, Maturity comes out of Experience. Once you are getting experience, you are up-dating and applying and teaching others your knowledge and Attitude and it is called Maturity. WANT AND NEED I want to learn. I need to learn. I want to go. I need to go. Can you feel the difference. Want is Optional and Need is Compulsory. In your work career, every learning is NEED base only. PROCESS QUALITY AND PRODUCT QUALITY You must worry about your Process Quality, that is your product and service whatever you deal with and the end product goes to the customer. So at each stage, you are also a customer who receives product (sub) or service(sub) and the end product and services passed on to the real Customer. Cumulative of your Products and Services are passed on to the actual Customers. TRAINING AND DEVELOPMENT Training is for short-term and specific and micro approach. Development is for long term approach and macro level. For Training, Job or function is taken into consideration and for Development, Organisation is taken into consideration. ……4 PREVENTIVE MAINTENANCE AND PREDICTIVE MAINTENANCE In human behaviour also, like machines we have to maintain Preventive and Predictive maintenance. Preventive Maintenance is planned and routine one. Performance Appraisals, HR Audit, Regular Training Programmes – will fall in this category. Predictive Maintenance requires special skills. You are predicting and accordingly you are planning for action. TNI, Exit Interview, Counselling, Case studies, Questionnaires, etc. are examples of Predictive Maintenance. COMMUNICATION AND LANGUAGE Many times we wrongly interpret Communication with Beautiful words or speaking. If somebody commits no mistake in his drafting skill, then he is called a good communicator. No. it is not like that. Communication is an Attitude. Communication reflects your IN. Even your body language can be a communication. Communication gives your inward Personality and also your expectation by understanding the receivers. You are using good English, but the importance is whether it is understood by the Receiver for the aimed purpose. Many times your communication speaks your Culture, Education, Background, etc. CLEANING AND HYGIENE: Cleaning is routine and it requires no standards or skills. Hygiene is also Cleaning but with Standards and Skills. Professionalism is involved. Your house is clean and hospitals are hygiene. MEMBER AND EMPLOYEE We are Family Members and not a person belongs to a particular Family. That is why if your refer your Ration Card, it is mentioned “Members”. Employee is more of a Contractual nature, but a Member is more than that. In cricket we call, Team Member and not a Player in Cricket Group. Call everybody as your Member howsoever the level may be. TEAM LEADER AND HOD Feel proud that you are a Team Leader and not HOD. HOD is designation, but Team Leader is that you are leading a group of Members in a cohesive Manner.Feel like ocean and waves. Many waves are there but the cohesiveness of an ocean is there. Like that you have to maintain the same concept even in your family, organization and society. SPEAKING AND TALKING We talk but do not speak many times. Talking is words and doesn’t contain any aim rather many times it produces negative results and chaos. Speaking is different. Speak means, words are authentic, truth, goal-oriented, and beneficial for both sides. …….5 GROUP COHESIVENESS AND INDIVIDUAL IDENTITY A spoke in a cycle wheel. Movement of Cycle Wheel is Group Cohesiveness, whereas identity of a spoke is also there. For examples, sub-cultures are turned without disturbing the core culture of an organization or family. India has many cultures, but still, you can feel the Group Cohesiveness. In a group, individual identity is to be maintained. Cohesiveness is Total whereas Individual is focusing towards Total. FORMAL AND INFORMAL TRAINING Formal Training is goal oriented and structured. Involves expenses and Skills. Informal Training is also a goal oriented but not structured one. Involves less expenses. Better to implement more of Informal Training. Informal Training may be thro discussions, reading, observing, sharing, discussing, asking, etc. MOTIVATION AND NO DE-MOTIVATION DE-MOTIVATION AND NO MOTIVATION Motivation is not equal to No De-motivation. No Motivation is not equal to De-Motivation. Can you understand the above words? Motivation involves more of self-related, like learning, up-gradation, career development, feeling enjoy working, urge for development, etc. No Motivation is that one is having the required level of satisfaction and security, but there is no further growth or development. Reached the level of Static or Maximum. Example. Govt. clerk doing the work years together. He is satisfied with salary and security, but no further scope for development. De-Motivation is dangerous. It aggravates an employee and leads to destruction.No rewards, recognition, appreciation, training, No appraisal system to know the strengths and weakness, No systems or procedures, etc. etc. No De-Motivation: At least this is better than the De-Motivation. No scope for development and at the same time there are chances for deterioration. PERFECTION AND CONTINUOUS IMPROVEMENT Perfection is never possible, but CI is possible at all stages. If you are a Perfectionist, you may not be liked by others. Nobody has seen the perfection whereas CI is visible. God is Perfection, whereas CI is you. End Result is Perfection and process results are called CI. Who could see the End Quality? Nobody. It is an imaginary one and ideal situation, but CI is visible and fact. SATISFACTION AND DELIGHT As per standards, you are arriving to Satisfaction. If you add any value to the Satisfaction, then it is called Delight. Your aim should not only be Customer Satisfaction but also the Customer Delight. ……..6 INTERNAL CUSTOMERS AND EXTERNAL CUSTOMERS: Our immediate neighbor is called internal customer and cumulative product or service receiver is called external customer. JOB SATISFACTION AND NO JOB-DISSATISFACTION JOB DISSATISFACTION AND NO JOB SATISFACTION The explanation is same as for Motivation. Job Satisfaction comes out of scope for development. No Job Dissatisfaction: No scope for Development but satisfied at present level. Job Dissatisfaction: It is dangerous. It demotivates not only self but also others. Better to relieve the job dissatisfied persons or otherwise take corrective actions. No Job Satisfaction: Where one reached the static level and scope for deterioration. JOB DESCRIPTION AND JOB ENRICHMENT Job Description is a routine one which explains the job details of present level. Job Enrichment is that which gives job details take you to multi-skill and entrepreneurial development and also empowerment. Job enrichment automatically takes you to next higher position. In such a way, your job Description Manual should be prepared. CAREER DEVELOPMENT AND SUCCESSION DEVELOPMENT Succession Development Plans are important than the Career Development. In the present day context, we cannot retain the personnel for longer period. We want new people, new ideas. That flow should be there then only Creative Skills and Innovative Skills will flourish. It is better to strengthen the plans for Succession Development. ORGANISATION CULTURE(Core) and INDIVIDUAL CULTURE (sub) The Core Culture of the Organisation must be practised by all Departments as well as individual by practicing their sub-cultures without disturbing the Core Culture. Core Culture must be understood by the employees and accordingly the sub-cultures of individuals or Departments must be shaped. It is applicable to our country also. We have many States and they have their own Cultures (Sub) but these sub-cultures should not disturb or deviate our Core Culture of India. TOTAL AND CONTINUOUS IMPROVEMENT Total Quality is an ideal situation. Total Quality is God. Continuous Improvement is real and can be modified and improved. Nobody has seen the TQ, but CI is visible. Our aim is to Reach TQM (GOD) and for this do and practice (CI), that is our Karma (Duty) Sincerely. If Process Quality (Karma) is sincere, automatically the end quality will be Excellent. This is what our Bhagwad Gita and other Religious Books like Bible, etc. says, ENJOY WORKING AND JUST WORKING You are working hard not for money alone. You must feel Enjoy Working. How it will come? Thro Knowledge, Training, Learning, Teaching Others, Sharing Communication, Create Role Models, Practice Perfection, Develop Inward Personality, reduce Re-work, Rejection, etc. etc. LEARNING AND STUDYING: First anything you learn and then you study it. Learning is Beginning and Studying is Assimilation. Learning is for understanding and Studying is for Utilisation or Implementation Purpose. Learning is for Extensive and Studying is for Intensive. SEEING AND OBSERVING: Same Concept is applicable as in the case of Learning and Studying. If you see a picture, you are seeing its peripheral. If you observe you are observing “In”. As a Manager, you must develop Observing Skill. EFFICIENCY AND EFFECTIVENESS You may be efficient Manager and may not be an Effective one. We want Effective Managers and not Efficient Managers. Efficiency will show Hard Working but Effectiveness will show Smartness. RESPONSIBILITY AND AUTHORITY You should long for Authority. A cashier may be responsible for keeping Rs.5 lacs but he doesn’t have any authority to spend even a rupee. A HR Manager may be responsible for 500 personnels, but he may not have the authority to recruit even a casual labour. AUTHORITY IS A MUST. APPRAISAL AND COUNSELLING Counseling follows Appraisals. For Appraisal and Counselling one needs special man- behaviour skills. Unless he is thorough in understanding the Attitudinal Skills as expected by the Management, he cannot evaluate and counsel properly. He will do injustice to the person and also to the organisation. PERFORMANCE APPRAISAL AND POTENTIAL APPRAISAL Performance Appraisal is a routine one. It gives his past performance, and his strengths and weaknesses. Potential Appraisals will give both Past Performances and Future Course of Action. In such a way, you have to design the Perf. Appraisals. 360 Degree Appraisals is one among the Potential Appraisal. Each Performance must be co-related and quantified in relation with Organistion Goals. PERSONALITY INWARD AND OUTWARD Outward Personality is important, but, the most important is to develop the Inward Personality. Outward Personality is visible and may not give the real picture. A Manager must play his role so that his seniors and juniors must read his inward personality by his Thoughts, Words and Action. DOING WORK FOR INTERNAL AND EXTERNAL: Doing the work for external is for some expectation and results. It is mostly related with monetary, welfare, career development, etc. Doing the work for Internal means for your Satisfaction. Satisfaction comes out of Standards. Standards come out of Maturity. Maturity comes out of Experience. Experience comes out of Knowledge and Skill. Knowledge and Skill come out of Attitude. Attitude comes out of Culture. Culture comes out of Self-interest in Development, Family, Society, Organisation, Religion and Education. Above all everything comes out of Inner Urge that is I want to come up. COLLECTION OF DATA (STATISTICAL PURPOSE) Whenever you collect Data for any purpose, all the above points are to be pondered and kept in mind. That is why, I have explained the above concepts with some meaning. Many more are there. You also think and interpret according to acceptable level of all. Data must be authentic and hence, you must read the above points carefully and understand its meaning.
Pages to are hidden for
"STAT HR 1"Please download to view full document