Gauthami Final MOP

8/6/2019 Gauthami Final MOP

http://slidepdf.com/reader/full/gauthami-final-mop 1/13

Managing

Organizations

and People

Assignment submitted

to: Ms. Rekha H

Submitted By:Shruti Agrawal BLR 0903031026

Gauthami Reddy BLR 0903031010









Managing Organizations and People 2009

5

done based on the best profile match for those who posses the required skills and knowledge.

We have also planned training for the employees for their development in the organization

and for the organizations¶ development. Career planning is done for few jobs. We have

planned for less compensation but more benefits and services for our employees. We have

planned for some performance expectations, providing constructive feedback, rewarding

exceptional performance and confronting and resolving performance problems for the work

performed by the employees.

Discussion:

The college µWisdom senior secondary and Graduation College¶ has the following

specifications -

Mission:

The main purpose is to provide quality education and real learning environment by by

protecting and nurturing the future generations and ensuring the growth of the organization.

Vision:

To maintain excellence in education by building an infrastructure that will create an

environment of wisdom.

Goal:

The main goal is to be a leading education provider in India by 2020.

Job analysis

For our organization, we have the following four departments:

y Human Relation¶s

y Education and Research

y Facilities

y Finance

Key jobs in our organisation are:

Chairman






7

y Ability to motivate employee/students.

Job Specification (Qualification needed):

y MBA in HR specialization with relevant 2-3 years of experience.

y Should possess good communication skills and interpersonal skills.

Job evaluation (Working conditions):

y Working conditions are normal for an office environment.

Finance Manager:

Job description (R esponsibilities to handle):

y Ability to analyze and assess the flow of funds, maintain records and

prepare payrolls

y Should have effective communication skills and decision - making ability.

.


y CA/M.Com/MBA(Finance), with a minimum of 2-3 years of work

experience in accountancy field.


y Working conditions are normal for an office environment.

y Work may require occasional weekend and/or evening work.




8

Professor:


y Ability to record and evaluate the progress of each individual.

y Should conduct tests a nd asses the a nswer sheets.

y Should deal with students, parents, peers and community.

y Performs duties and responsibilities as assigned by the supervisor.


y Post graduate in specific subjects and adequate knowledge in the subject

area is r equired.

y Should possess good communication skills.

y No work experience required.


y Task may involve extended hours of teaching, oral communications and

presentation mode of teaching in AC classrooms.

R eceptionist:


y Should receive the calls and transfer calls to the right person.

y Should possess good verbal and interpersonal skills.

y Have to take important notes from the clients in absence of the contact.

y Should guide the outsiders about the college on their approach.


y Graduate in any stream.


y Work may require occasional weekend and/or evening work.




9

R ecruitment strategy:

The recruitment strategy of our college seeks to select the best candidate for every jobvacancy and provide an opportunity for the skilled talents. The recruitment process will be

carried through advertisements in newspapers, employee referrals, and walk-ins. Based on the

individual performance, efficient and effective employees will be recruited for higher posts as

per requirement.

Selection strategy:

The applicants will be selected based on the best fit to the described job specifications. The

selected applicants will have initial screening interview and comprehensive interviews. The

applicants will be evaluated based on the knowledge and skills which would suit best to the

job specifications.

Though the selection process is different for different jobs described, the first round for every

applicant will be screening interview followed by comprehensive interview. Work experience

would add to the applicants selection criteria.

Training and Development:

Training is a process of practicing the known skills and learning new skills required for

performing the job effectively. It is an ongoing process which involves change in attitude,

development of skills and acquiring of knowledge to improve the performance.

Development is providing knowledge for the growth of the individual. One way of

developing is training. Development can be on-the-job or off-the-job development.

Training and development are essential because

y It is a need of the employee.

y It is a motivation to the employee.

y It gives competitive edge to the organization.

y It fulfils fundamental needs of an individual.




10

But attitude of the employee plays an essential role as he (or she) may take training as an

opportunity to improve his skills, knowledge and ability for the job or as a burden. Hence

right attitude is required towards the training processes conducted.

In our organization, programmed instructions will be provided for Chairman, Vice-Chairmanand Principal. Faculty, Facilities and Administration department will be given on-the-job

training as experiential exercises. However, for Finance department, the training will be on-

the-job vestibule training for a very short period.

Career Planning and Management:

Compensation

Compensation is the reward received by the employee in exchange for work. The obvious

and the most important way of reward is money.

It is important for any organization to evaluate the job and fix the remuneration in such a way

that they are low-cost pay from the organization¶s point of view and the employee finds it

attractive and is motivated enough to give his best and also to stay with the organization.

Benefits & Services

Employees usually expect more than just salary from the employers to be attracted. This

includes incentives, leaves, insurance and pension, services like cafeteria, medical and even

child care some times. Though there no guarantee that an employee can be retained by

providing these services, lack of them can cause in losing them. Providing benefits usually

have high cost implications but the company has to pay the get the Best.

As an educational Institute, we will need people with good experience and knowledge for

higher levels but we are concentrating on fresh pass outs or people with little experience as

they will be able to connect with the students. This will also benefit us as the salary slabs can

be comparatively lower. They will be provided with cafeteria services and this can be added

as their benefit on the pay structure. All the other benefit which are legally a mandate like

sick leave of 21 days a year, maternity/ paternity leaves etc will be provided.




11

Performance Management

The overall intention of performance management system is to improve the organizational

performance and to achieve profitable business results. It can also be stated that it is a

measure to check if the performance meets the requirements of the job.

Performance is about setting strategic performance expectations, providing constructive

feedback, rewarding exceptional performance and confronting and resolving performance

problems. This process also helps in strengthening the relation between employer and the

employee resulting in better results and output.

Performance management cycle

Self ASSESME NT

We intend to have quarterly performance review system as the job requires less experienced

or freshers and they would need frequent feedback to check and reassure the performance.

This will help us in taking decisions on pays and promotions.

The management will be open for anybody to reach out at any point of time to make sure of

the satisfaction and enthusiasm levels to further encourage innovation, ideas and creativity bythe employees in all departments.

SELF

ASSESME NT

MANAGER

ASSESME NT

R EVIEW

MEETING

FINAL

PERFOR MANCE

R EVIEW

SET NEW

GOALS

CONTINUOUS AND PROGR ESSIVE FEEDBACK




12

Conclusion:

We understood that to start an organization, it is very essential to have a purpose, which

determines and gives a direction for its formation. We learnt various aspects related to people

inventory. These topics helped us to know that how the people inventory of an organization

should be managed to accomplish the goals of the organization.




13

References

y Judge, T. A., & Robbins, S. P. (2007). Organizational Behavior. New Delhi: Prentice-

Hall of India.

y Alan Price, ³ Human Resource Management in a Bu siness context´ - 3rd edition.

y K. Aswathappa ³ Human Resource Management ́ -5th

Edition

y David A DeCenzo and Stephen Robbins ³ P ersonnel and Human Resource

Management´ (3rd

Edition) Prentice ± Hall of INDIA Private Limited.

Documents

Gauthami Final MOP