STAT HR 1 by dtUV4Lx

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									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.

								
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