It is one of the training module for the students of Entrepreneur ship Development at Anna University- CLRI. It covers very important topics of Recuiting training,motivating,reviewing,rewarding along with Leadership development. It also covers the Safety and Regulations ( as applicable in India).
1. Entrepreneurship Development
2. Aspects of Human Resources Managment Business Strategy Manpower Planning Recruitment Training and development Performance management Reward management Leadership Development Safety Regulations 3. Skill set Analysis : What are the skills required? What is job description? Is there a match with the available skill set? Can the skill set be trained in-house or external? If it is to be recruited, should it be full time or parttime? What is the Job Specification ? Can it be outsourced? If yes, payoff between the savings and the risk? 4. Manpower Planning and RecruitmentRecruitment :Internal sourceExternal source(a) Employee referrals(b) Recommendations(c) Unsolicited Applications(d) Advertisements 5. SelectionPreliminary InterviewPsychological Test Aptitude Test - http://www.onetest.com.au/home/Cognitive-Ability(a) Performance Test - http://www.kualitatem.com/learning- performance-testing-tools(b) Personality Test -- http://www.mapmytalent.in/ReferencesSecond/Final InterviewPlacementOrientation 6. Training and DevelopmentObjective of Training(a) Impart a skill and knowledge(b) Increase efficiency(c) New responsibility(d) SuccessionCharacteristics of Successful Training(a) Clearly defined objective and scope of the training(b) It is closure to actual job requirements(c) The language and methods of training should beacceptable to the trainee. 7. Methods of Training1. On The Job Training(a) Demonstration(b) Trainees Perform(c) Inspection2. Apprenticeship3. Job Rotation4. Outside Training 8. Remuneration and Benefits Remuneration :(1) Piece-rate(2) Fixed(3) Bonus(4) Incentives(5) Cost to CompanyEmployee Benefits :(1) Transport(2) Subsidized/free food(3) Medical allowance(4) Accommodation(5) School fees and books 9. Performance Appraisal : Need for Appraisal :(1) Salary revision(2) Promotion(3) Training requirements(4) Career plan and future move 10. Two factors of appraisal: Competencies Performance result 11. Performance Appraisal Process(1) Set performance target(2) Regular review and monitor(3) Retrain and review(4) Salary revision, Bonus, promotion, training andcareer development 12. Problems in the appraisal Lack of measurable standard Poor feedback to employees Poor measures of performance Subjective opinions Negative communications Halo effect Bias 13. We need Leader Organization is like a Pyramid - it is as strong as thebase is. The strength moves from the bottom to top ,whereas the weakness is like a waterfall moves fromthe top to bottom . A pride of lion headed by Sheep loses while herd ofsheep headed by lion wins. 14. Leaders are like lions Carnegie Mellon university conducted a research in1976 on the most successful CEO of America fromWWII till late 60s . The published results reveals that only 15% of theCEOs who were successful had any technicalbackground and 85% were successful only becausethey knew how to manage the people. 15. To be a Leader Dr. James Kouzes and Barry Posner Team members will follow willingly Show favorable work attitude Feel greater pride in the organization Stronger spirit of co-operation and teamwork More feelings of ownership and personal responsibility. If the manager is CREDIBLE!!!! 16. Be a safety net for your team and they will performwonders Dhirubahi Ambani 17. Characteristics of the Leader Leaders Channel their ego away from themselves and focuson their company. You can achieve anything in life, provided you do not carewho gets the credit. Harry Truman Leaders have Disciplined thoughts, Disciplined actions. They are humble but fearless. They are not charismatic but effective. They are plough horse and not show horse. 18. Leadership Accountability Leadership Accountability should be seen in Six As A =Attend to the complaint immediately A = Accept the responsibility A = Analyze the details A = Admit error, if any A = Amend the process, if required A = Act quickly to redress. 19. Difference between Boss and The Leader The boss drives the workers; the leader coaches them The boss depends on the authority; the leader dependson the goodwill The boss inspires fear; the leader inspires enthusiasm The boss says I; the leader says We. The boss fixes the blame for breakdown; the leaderfixes the breakdown. The leader is great not because of his power butbecause of his ability to empower. 20. Difference between Managers and Leaders Level 1 Managers: Performs through his talent, knowledge,skills and good work habits. Level 2 Managers: Contributes his individual capabilitiesand works through others effectively. Level 3 Managers : Organize people and resources towardsachieving the predetermined goal, with or without his ownskill and knowledge. Level 4 Managers : Forces everyone to perform , follows upvigorously with a aim to achieve personal glory. Level 5 Leaders : Works as team in order to achieve theorganizational glory and the teams growth. 21. People is the asset Peoples mind changed more by persuasion than byarguments. The people are the most valuable asset for theorganisation. Nobody can go back and start a brand new beginning; but we all can start now and make a brand new end 22. Why they do not do it? Four reasons why team members do not perform : They do not know what they need do They do not know how they need to do They do not know why they need to do They are facing obstacle which are beyond their control. 23. How to develop the people Give credit for their good work Address grievances impartially Motivate by praise and reward Ask their opinion, when you are not sure. Give feedback on their work objectively. 24. I believe that the success of Reliance can not beattributed to qualities and achievements of oneindividual or even a group of individuals, but has to beviewed as triumph of a process and that of spirit thatbinds the entire Reliance family .Dhirubhai Ambhani 25. SAFETY RULES All safety rules must be obeyed. Failure to do so should result in strict disciplinary action: All injuries must be reported as soon as possible. No horseplay, alcohol, or drugs allowed on premises. No alcohol usage allowed during lunch break. PPE must be worn as prescribed by management. All tools/equipment must be maintained in good condition. Only appropriate tools shall be used for specific jobs. All guards must be kept in place. No spliced electrical cords/wiring allowed. Only authorized personnel can operate forklift/cranes etc. Smoking NOT allowed. 26. Regulations The Factories Act 1948 Adequate safety measures andpromote health and welfare of the workers. Industrial Dispute Act 1947 To ensure cordial andharmonious relation between workers and managementand to avoid industrial disputes. The Minimum Wage 1948 Stipulates the minimum wagesto be paid to unorganized, non-unionized, casual labors. The Employees Provident Fund Act, 1952 -It provides forold age security for the workers. The Workmens Compensation Act 1923 Securing thecompensation from the employers for the injuriessustained during or out of work.