Change in Demography of Himachal Pradesh

अब हम सब को जागुरूक होने की जरूरत है। शिमला में जो हो रहा है वो शिमला बालों की ही वजह से हो रहा है। सवाल यह है कि उनको रहने के लिए जगह कोन देता है? कोन उन्हे दुकान खोलने के लिए जगह देता है? जगह देने वाले तो बाहर के नही है। वो तो यही के वासी है। फिर बताओ गुनेगार कोन हुआ? अब सब हिमाचल बासियो को जागृत होना ही होगा नहीं तो डेमोग्राफी क्या तुम्हारा घर रहना भी मुश्किल होगा। सचेत रहो ।अपने आस पास नजर रखो कि कोई बाहरी यहां आकर बस तो नही रहा । अगर काम के बहाने भी आते है तो उनकी पुलिस वेरिफिकेशन होनी चाहिए। अपने पंचायत प्रधान को सूचना दो ताकि वो आगे की कार्यवाही कर सके यह बहुत जरूरी है। आज शिमला है कल कोई और दूसरा डिस्ट्रिक होगा। यह ऐसे ही आते है ।पहले काम के बहाने आयेंगे फिर अपने और जानने वालों को बुलाएंगे फिर जब इनकी संख्या ज्यादा होती है तो यह लोग बस्ती बना कर बही पर अपना बसेरा बना लेते है। अपना आधारकार्ड भी बना लेते है। बनाया के लोकल डॉक्यूमेंट भी बनवा लेते। यह सब कैसे होता है? कोन करवाता यह सब है। कोई तो है जो इनकी सहायता करता है। सबसे जायदा महत्वपूर्ण यह है कि बो कोन है जो इनको यहां लाने मै मदद करते है । उनके डॉक्यूमेंट बनवाने में सहायता करते। सबसे पहले उन जयचंदों से निपटा जाना चाहिए। जागो हिमाचल बासिओ जागो।

ASI Schedule 2020-21

For ASI Return Download the Form on below link as ASI Schedule for the year 2020-21 https://mospi.gov.in/web/mospi/download-tables-data

अब केवल फ़ोटो खिच के नही कटेगा चालान, आगर आपको भी रोके पुलिस वाले जान लीजिए नया नियम

 नया सड़क नियम जान लेना अति आवश्यक.

केंद्रीय सड़क परिवहन व राजमार्ग मंत्रालय ने नई अधिसूचना जारी की है । इस सूचना द्वारा मिली जानकारी के अनुसार अब यातायात नियमों का उल्लंघन का नोटिस चालान कटने के 15 दिन के अंदर भेजना होगा। खबरों की माने तो मंत्रालय ने तीन दिन पहले इसकी अधिसूचना जारी की है। इसके साथ ही संशोधित मोटर वाहन अधिनियम के तहत जारी की गई अधिसूचना में यह भी कहा गया है कि सबूतों को रिकार्ड में तब तक रखना होगा जब तक कि इसका निपटारा नहीं हो जाता है।

नए नियम के मुताबिक अब नियम तोड़ने के वाले का वीडियो बनाना होगा ।

आपको बताते चले की नए बदले हुए नियम के मुताबिक अब यातायात पुलिसकर्मी को नियम तोड़ने वालों का चालान काटने से पहले जहां काम पहले सिर्फ फोटो से हो जाता था वहीं अब उस व्यक्ति की वीडियो बनानी होगी । और चालान जारी करने के लिए इलेक्ट्रानिक इंफोर्समेंट डिवाइस का इस्तेमाल किया जाएगा। जिसमें स्पीड कैमरा, क्लोज-सर्किट टेलीविजन कैमरा, स्पीड गन, बाडी वियरेबल कैमरा, डैशबोर्ड कैमरा, आटोमैटिक नंबर प्लेट रिकाग्निशन, वेट-इन मशीन और ऐसी कई अन्य तकनीक शामिल हैं ।

भारत सरकार तालिबान सरकार को मान्यता नहीं देगा !!

 भारत ने पहली बार आधिकारिक तौर पर अफगानीस्तान के मुद्दे पर बयान देते हुए कहा है कि वह अफगान में तालिबान सरकार को मान्यता नहीं देगी !! यदि भारत तालिबानी सरकार को मान्यता दे देती तो, यह तालिबान के लिए एक बड़ी सेट बेक होती, ओर तालिबान के लिए विश्व का दरवाजा अपने आप खुल जाता !! क्यूं की भारत विश्व का सबसे बड़ा लोकतंत्रीक देश है, Defense में दुनिया का चौथा बड़ा पावर है, ओर दुनिया की पांचवीं बड़ी आर्थिक पावर है. विदेश मंत्री एस जयशंकर ने साफ कर दिया कि वो तालिबान की नई सरकार को एक "Dispensation" से ज्यादा ओर कुछ नहीं मानते !! मोदी सरकार के इस फैसले से भारत में रह रहे लिब्रांडूओ में मिर्ची का जबर्दस्त लहर उठने वाली है, और अब आप लोग भारत में ज्वलनशील पत्रकारिता के एक से बढ़कर एक नमूने देख सकेंगे. 

अफगानिस्तान के मामले में भारत बहुत ही कूटनीतिक तरीके से काम ले रहा है. अमेरिका की गोलमोल नीति से उलट, ब्रिटेन, रूस, डेनमार्क, स्विजरलैंड, ईरान, ताजिकिस्तान, पूरे यूरोपीय यूनियन, ऑस्ट्रेलिया, जापान आदि देशों ने तालिबानी सरकार को मान्यता देने से इंकार करने के बाद यह भारत का तालिबान के सम्बंध में पहला बयान है !! आतंकवादियों के सरकार को मान्यता देने का मतलब अपने लिए मुसीबत पैदा करना जैसा होगा भारत के लिए. 

आने वाले दिनों में भारत और आक्रामक रुख अपना सकता है, यह साफ संकेत दे दिया है विदेश मंत्री जयशंकर जी ने...

भारत गरीब देश केसे हो सकता है?

 भारत देश गरीब नहीं है जी,भारत देश कल भी अमीर था आज भी अमीर है, देश में ज्यादातर लोग हरामखोर, मुफ्तखोर और निकम्मे हो गए हैं, देश की आबादी लगभग 150 करोड़ के आसपास है इसमें से 145 करोड़ लोग चाहते हैं कि मेहनत न करनी पड़े ,बिना कोई काम किये सरकार उनका पूरा ध्यान रखे तो ऐसा राष्ट्र जहा 90 परसेंट लोग निकम्मे हो गए हों वो कैसे अमीर होगा, और ऐसे निकम्मे लोगों की गरीबी कौन दूर कर सकता है, सुनो देशवासियों टेक्स कोई नहीं देना चाहता सुविधा चाहिए विकसित देशों जैसी,मुफ्तखोरी इस कदर छाई हुई है कि मेहनत करके कोई नहीं खाना चाहता, बच्चा पैदा हो तो सरकार पैसे देती है, उसको पालने के लिए राशन आंगनबाड़ी के द्वारा देती है, फिर पढ़ाई फ्री करबाती है, इसके बाद बेरोजगारी भत्ता देती है, फिर शादी के लिए पैसा सरकार देती है, मकान के लिए सरकार पैसा देती है, स्कूलों में बच्चों को खाना सरकार देती है, तो अगर सब कुछ सरकार फ्री देती है तो राष्ट्र के नागरिक निकम्मे क्यों नहीं बनेंगे, खेती के लिए 6000 रुपये साल के सरकार देती है, चाहे कोई खेती करे या न करे, सरकारें मुफ्त राशन देती हैं, मुफ्त बिजली, पानी देती हैं तो ऐसे राष्ट्र के नागरिक जिनको सब फ्री मिले तो वो राष्ट्र गरीब कैसे और बहां कैसी गरीबी, बाकी जिनको लूट खसूट का मौका मिले वो अपनी तरफ से कोई कमी नहीं छोड़ते, मनरेगा में 15 लेबर एक मस्ट्रोल पर काम करते हैं शाम को सरकार उनको 3000 रुपये देती है और वे 15 लोग दो बोरी सीमेंट की डालकर पूरा दिन बिश्राम करके बेशर्मों की तरह घर चले जाते हैं और जिसने इस पर आपत्ति जताई वो गलत इंसान बन जाता है तो ऐसा राष्ट्र प्रगति कैसे करेगा क्योंकि सारा पैसा तो मुफ्तखोरी और हरामखोरी में जा रहा है, मसला है वोट बैंक का, न देश से मतलब न देश के तानेबाने से मतलब, देश जाए भाड़ मैं जनता को सिर्फ मुफ्तखोरी से मतलब और नेताओं को और कर्मचारियों अधिकारियों को लूटपाट से मतलब, तो ऐसा राष्ट्र जहां बच्चे के पैदा होने से लेकर मरने तक मुफ्तखोरी छायी रहती है ऐसे राष्ट्र का क्या हो सकता है, जहां नेता, अभिनेता, मंत्री संतरी, कर्मचारी अधिकारी, जनता चाहे शहरी क्षेत्र की हो या ग्रामीण क्षेत्र की सब संघठित गिरोह की तरह लूटपाट कर रहे हों जिनको सिर्फ अपनेआप से मतलब हो राष्ट्र देश से उनको कोई लेनादेना नहीं, और इतनी लूट के बाबजूद देश के लोगों मैं आक्रोश न हो तो ऐसे राष्ट्र का भगवान हीं मालिक है, नेता क्या करें उनको सरकार बनानी है लूटपाट करनी है और जनता को मुफ्त चाहिए उनको मुफ्तखोरी पसंद है तो ऐसे में राष्ट्र का क्या हो सकता है कब तक मुफ्तखोरी, हरामखोरी, निकम्मापन चलता रहेगा, कब तक बोट बैंक की राजनीति चलती रहेगी, कोई भी देश तब तक तरक्की नहीं कर सकता जब तक बहां की जनता पढ़ी लिखी, समझदार नहीं होगी, आप अनुमान लगाएं देश की जनता लगभग 150 करोड़ टैक्स देने बाले 5 करोड़ तो देश अमीर कैसे और जब सब कुछ मुफ्त में बांटा जा रहा तो देश गरीब कैसे, सवाल कई हैं जवाब कोई नहीं देने बाला, तो कुल मिलाकर बात यह है जब तक देशभक्ति, देशप्रेम, नहीं सिखाया जाएगा, मुफ्तखोरी बन्द नहीं कि जाएगी, लोगों को कामकाज की आदत नहीं डाली जाएगी, तब तक सुधार असम्भब है, देश के लोगों को अच्छी शिक्षा, और स्वास्थ्य ब्यबस्था फ्री होनी चाहिये बस बाकी सब मुफ्तखोरी, हरामखोरी बन्द करनी चाहिए तभी राष्ट्र में बदलाव नजर आएगा नहीं तो आने वाले समय में ऐसी अराजकता फैलेगी कि दिनदहाड़े लूटपाट, हत्या, डकैती जैसे अपराध होंगे और कोई कुछ नहीं कर पायेगा ।

Key Features of Human Resources

This is the management of human resources. It is a departmental responsibility that works under the management of personnel. It manages, selects, organizes and controls human power. Its aim is to get the best results in personnel. This is a task of maximizing efficiency in the employees. Empowerment of employees is helpful in development. Employees develop co-operative development quotes. It verifies human relations and attempts to maintain them. It gives important suggestions to high management. Personnel management adheres to certain theories and practices. This is a management philosophy. Functions of Human Resource Management When considering the various definitions of human resources management, the following functions of management can be understood as under: - Creating favorable policies with respect to maintaining good relationships with employees. Proper work for leadership development Collective bargaining, settlement, contract administration and redress Keeping the information of labor sources and selecting the appropriate person according to the work. Providing opportunities for the workers to make suitable opportunities for development and opportunities for their performance. Maintaining and encouraging workforce of employees. Evaluate Human Resources in the Organization To maintain the system of research in the field of human resources and to use the findings of the research. Thus, Yodor has considered eight major works, while North Coat has tried to see the functions of the Human Resource Manager in three ways: - Public welfare approach Scientific management approach Industrial Relations Approach In this way, keeping in view the above approach through human resource management, in the field of labor, education, health, housing and safety, legal and other public works should be done and from scientific stand, selection of personnel, training, proper remuneration / wages, bonuses , Increase in salary and other religious benefits from which they wish to remain engaged in work, labor for maximum production and To fulfill Umika and to continue to maintain peace in the industry of industrial relations approach and provide solutions quickly in case of any dissent or debate and discussions with labor unions and deal with their consent. If the industrial unrest cannot be made by mutual consent, then solving the solution through resource machinery and tribunal court.

Human Resources Management concept -

The concept of human resource management is a new concept in the field of management and it is today seen as the most popular concept. Initially, this concept was in the form of employment management, personnel management, industrial relations, labor welfare management, labor officer, labor manager and in 1960 and later the main word was the personnel manager. Including the responsibilities of the employees' general programs. This form of development of words is a sign of the fact that 'Personnel Management' is being developed as a branch of management and so far it has not been formally recognized in its form. Now some books are trying to see it as a people and community relationship. It is worth mentioning that its format can be known by various names, But considering their work area, the force of all is focused on the development of human resources engaged in the organization and maximum production and profit. In the construction and development of any establishment, capital, labor, organization, and courage are the major and labor or human power is the most important. This manpower gives power to the capital, organization, and entrepreneur.

Man is an animated creature. It keeps thinking differently, it has the courage to do something new, and when it is organized, it acts in a collective moral sense with a team spirit, then the organization easily achieves its goals otherwise the organization fails to achieve its objectives. This is why human resource management today has a special place in the field of management.

Concept of human resource management 

Its significance was secondary in the initial stage of industrialization. It was believed that the general manager is also capable of human resource management. Management skills are the divine power that is responsible for general management, it is also responsible for human resource management, but when industrialization took place at a rapid pace, many problems of workers started to emerge and the general manager would also find himself helpless to face those challenges. And in the meanwhile, the importance of social science began to grow and it was found that many problems of industrial societies were resolved. In his eradication, he has a good leadership role in psychology, archeology, sociology, economics, political science. Therefore It was proved that human resource management is a specialized business subject. Therefore, the responsibility of managing it is of a trained social engineer and that is why social scientists and trained people are being appointed to the management of human resources. Who is familiar with different dimensions of management and is fully versed in the dynamics and management skills of human behavior. Such a person should be given the responsibility for human resources management.

The main functions of Human Resource Management are divided into three parts as under: -

1. Labor Party - There are topics related to selection, appointments, establishment, transfer, promotion, leave training and development and supervision wages, salary administration etc.
2. Welfare parties - These include the conditions of work, safety, and health-related things.
3. Industrial relations side - It includes the exchange of ideas, collective bargaining, settlement of disputes, joint managing committees, and social security, wages, allowances etc. by the labor unions. Apart from this, medical benefits, sick leave, family planning and entertaining and educational programs are also included.

To be continue.............................

Why People Hate HR ?

"I've never had a positive interaction with Human Resources.
"It starts with annoyance. In the technology field, HR is the department that stays firmly mired in the 80s with everything on paper, using outmoded forms, usually with false information and always requiring signature after signature for things which are unlawful, overreaching, counterfactual or frivolous.
"It reaches into unease. HR staff feels the need to put a 'friendly face' on all interactions, empathizing and finding common ground with employee concerns. However, they do not work with other employees on a regular basis, so they're empathetic strangers. It rings false, and no bond can be established on this basis.
"But it's much worse than that. Human Resources always sides with corporate interests. If there's a legal concern, such as a legitimate harassment situation, Human Resources will act as a mock support system for the involved parties, but ultimately act to protect the organization from perceived threats which may never be released at the expense of providing a healing resolution for anyone. It can be even worse, where the interests of the employee are simply snubbed entirely for bureaucratic reasons. Human Resources claims to be the advocate for employees, wanting to nourish and invest in them, but they have no structural accountability to the employees, so it's all a sham.
"Lastly Human Resources typically oversees the sham of 'performance reviews' which try to bottle useful feedback into stilted low-utility meetings that happen quarterly. In healthy organizations, these systems actually work counter to healthy communication. They stifle feedback on areas for improvement, by channeling communication into a disciplinarian session instead of food for thought and growth.
"In short HR is symptomatic of what is unhealthy in Indian business culture."

Is Job Burnout Worse for Your Heart Than Smoking?

Source :- Jen Hubley Luckwaldt, PayScale
RePublisher:- Paramjeet Singh

Here's another reason to learn some new stress management techniques: job burnout, and the stress that goes along with it, might be less healthful than tobacco use, overeating, or living a sedentary lifestyle.

A recent study published in the journal Psychosomatic Medicine found that burnout is "a stronger predictor of coronary heart disease than many other known risk factors, including blood lipid levels, physical activity, and smoking."
In an interview with Fortune, study leader Sharon Toker characterized the findings as "alarming and much more extreme than we expected."
"Some of the factors that contribute to burnout are common experiences in the workplace, including high stress, a heavy workload, a lack of control over job situations, a lack of emotional support, and long work hours," Toker says. "These things lead to wear and tear, which will eventually weaken the body."
Burnout was associated with a 40 percent increased risk of coronary artery disease, with the "most burnt-out" subjects experiencing a 79 percent increased risk.
All of which is validating, if you've been suspecting that your job is killing you, but what are we to do about it? It's arguably easier to lose weight or give up even highly addictive habits than it is to convince your boss to give you a break or more control over your working life.
Perhaps the best takeaway here is that if your job is making you feel out of control, exhausted, and unable to do anything else but work, work, work, it's time to think about looking for a new gig -- for the sake of your health. And in the meantime, don't forget to breathe.
Tell Us What You Think
We want to hear from you! Are you burned out at work? How do you cope? Leave a comment or join the discussion on Twitter, using the hashtag 

Nature of Strategies and Policies

Strategies and policies are closely related. Both give direction, both are in the framework for plans, both are the basis of operational plans, and both affect all areas of managing. The term strategy has been used in different ways. Authors differ in at least one major aspect about strategies. Some writers focus on both the end points (purpose, mission, goals, and objectives) and the means of achieving them (policies and plans). Others emphasize the means to the ends in the strategic process rather than the ends per se.

Strategy refers to the determination of the purpose (or mission) and the basic long term objectives of an enterprise, and the adoption of courses of action and allocation of resources necessary to achieve these aims. Therefore, objectives are a part of the strategy formulation.

Policies are general statements or understandings that guide managers’ thinking in decision making. They ensure that decisions fall within certain boundaries. They usually do not require action but are intended to guide managers in their commitment to the decision they ultimately make. The essence of policy is discretion. Strategy on the other hand concerns the direction in which human and material resources will be applied in order to increase the chances of achieving selected objectives.

To be effective strategies and policies must be put into practice by means of plans, increasing in detail until they get down to the nuts and bolts of operations. Tactics, then, are the action plans through which strategies are executed. Strategies must be supported by effective tactics.

Although specific steps in the formulation of a strategy may vary, the process can be built, at least conceptually around the key elements.

The various organizational inputs including the goal inputs of the claimants were discussed.

The formulation of a strategy requires the evaluation of the attractiveness of an industry by analysing the external environment. The focus should be on the kind of competition within an industry, the possibility of new firms entering the market the availability of substitute products or services the bargaining positions of the suppliers and buyers/customers

The enterprise profile is usually the starting point for determining where the company is an where it should go. Thus, top managers determine the basic purpose of the enterprise and clarify the firm’s geographic orientation, such as whether it should operate in selected regions in all states in the United States, or even in different countries. In addition managers assess the competitive situation of their firm.

One can also often infer from the advertisements what is important for company in terms of geographic orientation, product emphasis and strategies in cooperating with partner and even competitors. Here are some examples:
For Komatsu it is going global in a big, big way
For Ricoh it is Embracing the potential of a digital future.
For Konica it is giving the customer a voice in product design.
For AMWAY it is made in America sold around the world.
For Cannon it is working both with partners and competitors.

The enterprise profile is shaped by people, especially executives, and their orientation and values are important for formulating the strategy. They set the organizational climate, and they determine the direction of the firm through their vision. Consequently their values their preferences and their attitudes towards risks have to be carefully examined because they have an impact on the strategy.

The mission, also sometimes called as purpose is the answer to the question; What is our business? The major objectives are the end points towards which the activities of the enterprises are directed. Strategic intent is the commitment to win in the competitive environment. Firms achieving global leadership had an obsession with winning not only at the top level but also throughout the organization. This obsession is called strategic intent and is illustrated by Komatsu’s intent to encircle caterpillar its main rival, or Canon’s idea to Beat Xerox or Honda’s intent to become an automotive pioneer such as a second Ford. The authors pointed out that the strategic intent requires a personal effort and commitment. The intent statement is stable over time and focuses on the essence of winning.

The present and future external environment must be assessed in terms of threats and opportunities. The evaluation focuses on the competitive situation as well as on economic, social, political, legal, demographic and geographic factors. In addition the environment is scanned for technological developments for products and services on the market and for other factors necessary for determining the competitive situation of the enterprise.

Latest Organization Designs

Many practicing managers are becoming disenchanted with traditional ways of designing their organization. Up until a few years ago, most managers attempted only timid modifications of classical bureaucratic structures and balked at daring experimentation and innovation. However, many of today’s managers finally overcome this resistance to making drastic organizational changes. They realize that the simple solutions offered by the classical theories are no longer adequate in the new paradigm environment. In particular the needs for flexibility, adaptability to change, creativity, innovation, knowledge, as well as the ability to overcome environmental uncertainty are among the biggest challenges facing a growing number of organizations. The response has been horizontal network, and virtual organization designs.

Horizontal designs replace the traditional vertical, hierarchical organization. The advanced information technology and globalization environment, suggests the use of horizontal structure to facilitate cooperation, teamwork and a custom rather than a functional orientation. A McKinsey & Company consultant is given credit for developing some of the following guiding principles that define horizontal organization design.

Organization revolves around the process, not the task. Instead of creating a structure around the traditional functions, the organization is built around its three to five core processes. Each process has an owner and specific performance goals.

The hierarchy is flattened. To reduce levels of supervision, fragmented tasks are combined, work that fails to add value is eliminated and activities within each process are cut to the minimum.

Teams are used to manage everything. Self-managed teams are the building blocks of the organization. The teams have a common purpose and are held accountable for measuring performance goals.

Customers drive performance: Customer satisfaction, not profits, or stock appreciation, is the primary driver and measure of performance.

Team performance is rewarded. The reward systems are geared toward team results, not just individual performance. Employees are rewarded for multiple skill development rather than just specialized expertise.

Supplier and customer contact is maximized. Employees are brought into direct, regular contact with suppliers and customers. Where relevant, supplier and customer representatives may be brought in as full working members of in-house teams.

All employees need to be fully informed and trained. Employees should be provided all data, not just sanitized information on a need to know basis. However, they also need to be trained on how to analyse and use the data to make effective decisions.

Today, the horizontal structure has become a reality in an increasing number of organizations. For example, AT&T units are doing budgets based not on functions but on processes, such as the maintenance of a worldwide telecommunication network. Importantly AT&T is also rewarding its people based on customer evaluations of the teams performing these processes, and GE Motorola and Xerox among other firms have moved to the principles of the horizontal design of organization. For example General Electric has scrapped the vertical structure that was in place in its lighting business and replaced the design with a horizontal structure that is characterized by over 100 different processes and programs. In particular, to cut out bureaucracy and solve organizational problems that cut across functions and levels. GE implemented its famous Work Out described as follows:

Large groups of employees and managers – from different organizational levels and functions come together to address issues that they identify or that identify or that senior management has raised as concerns. In small teams people challenges prevailing assumptions about the way we have always done things and come up with recommendations for dramatic improvements in organizational processes.

The Government Electronics group at Motorola has redesigned its supply chain management organization so that it is now a process structure geared towards serving external customers. At Xerox new products are developed through the use of multidisciplinary teams: the vertical approach that had been used over the years is gone. These new ways of organizing are more relevant to today’s environmental needs for flexibility, speed, and cooperation.

The Horizontal Organization suggests principles such as the following:
Make teams not individuals, the cornerstone of organizational design and performance
Decrease hierarchy by eliminating non value added work and by giving team members the authority to make decisions directly related to their activities within the process flow.
Emphasize multiple competencies and train people to handle issues and work in cross functional area.
Measure for end of process performance objectives, as well as customer satisfaction, employee satisfaction and financial contribution.
Build a corporate culture of openness, cooperation and collaboration a culture that focuses on continuous performance improvement and values employee empowerment responsibility and well-being.

The network designs go beyond even horizontal structures and totally abandon the classical, hierarchical, functional structure of organization. The bureaucratic model worked fine in the previous era when there was less competition and more stable market conditions, and before the now boundary less conditions of advanced information technology and globalization.

Traditional HR vs Strategic HR

The much talked about the spine of any industry is its human resource management. The growth and simultaneous change in industrial practices, has given rise to the debate on traditional versus Strategic HR. ‘Let’s go by the book’ is the Traditional HR practice while changing the rulebook with each experience is what the Strategic HR does. There is no hard line on which one is better, with each one of having its own advantages. The younger breed of managers naturally believes in the latter while the about to retire lot still goes with the traditional format of HR practices. Let’s have an insight marking major differences between the two and trying hard to bring something substantial to surface.

The focal points of both the practices are different. While Strategic HR focuses on internal and external relationships, traditional HR focuses on employee relationships. Strategic HR believes in understanding the factors that affect the people of an industry. Since it is better to analyze people and not their relationships, traditional HR loses a point here. The systematic approach suggests that all levels of management must work cooperatively, and when myriad factors are considered peace is observed at all levels.

Another big difference is that Strategic HR is a leader which brings a change while Traditional HR is a follower. Former is transformational which initiates changes while latter is transactional and is a mere respondent to a change. Strategic HR helps employees to adopt changes and initiate faster learning in pace with the changing technology. Both the above conditions are fruitful depending on your situation and the canceling of the argument.

When talking in terms of control, traditional HR practice exercises strict control over the employees while opposite to it Strategic HR exhibits leniency. Traditional HR goes completely through the book while Strategic HR makes use of any control mechanism that is helpful in generating results. Traditional HR is always involved in policy-making procedures or bureaucratic approach while Strategic HR focuses on mingling with the employees for better outputs. Strategic HR practices emphasize the free flow of work without any bindings. Contrary to this, Traditional HR has a cage like format in which employees are bounded by strict regulations. This practice is abandoned in today’s competitive era. You need to change every moment and be flexible enough for better results and productivity.

Talking in terms of job design, Strategic HR loves to cross train people while Traditional HR believes in specialization. The current format in Strategic HR practices teamwork against the individualism promoted by Traditional HR. Strategic HR believes in making each level autonomous reducing the dependency while Traditional HR believes in individual expertise. Though both the formats are correct pertaining to the time of their origin but undoubtedly, with growing demand for talent oriented HR, Strategic HR wins the game.

However, it would be wrong to say that Traditional HR does not focus on people. It focuses on people but definitely does not count them as investments. On the contrary is STRATEGIC HR, which understands the value of its employees and believes that if a company invests in retention with knowledge base it is bound to hit the rivals hard. Traditional HR focuses on capital investments made on the employed workforce while Strategic HR asks to invest in employees who can make use of companies’ resources in order to maximize the returns. Both the practices are necessary on their part but owing to the current competitive scenario, Strategic HR slightly scores high.

Traditional HR practice suggests that only people who are specialists in human resources are HR managers while Strategic HR practice believes that anyone who works for the cause of the people in the organization should be treated as an HR manager. This act provides respect for the person who is informally awarded for the work, keeping in mind that this act will work as motivation for other employees. Traditional HR is good till it says that the specialist should be designated as HR managers but when it comes to ‘only’ specialists it is bound to face criticism.

Trying hard for some substance, we can conclude that Traditional HR undoubtedly was good, but better has now arrived. With flexible policies, emphasis on employee satisfaction and building better relationships with customers, Strategic HR has overshadowed by traditional HR.

Who and How to Motivate? Motivational Factors

The title of the article poses an inquisitive question. The answer would be- a person, a team leader or a departmental head who is authorised by the top management to give monetary benefits, incentives, promotions and also non-monetary benefits. These are some of the factors which motivate employees working under them and give good performance and work with efficiency.

Firms or HR managers of corporate groups are increasingly becoming aware of the fact that only a motivated person can do full justice to his / her work.

When times are bad every organization counts on the performance of its employees for growth and success. Keeping an employee working at full potential is the best way to achieve results. It is the ultimate goal of employee motivation programs.

Most companies are adopting unique approaches to motivating employees through fun activities also. Some companies have instituted a wide range of initiatives to encourage and foster employee motivation at workplace, in addition to rewards and recognition programs. A different spot award scheme and Best Interviewer Award was made, they also have many unique Fun at Work Schemes. Other means of motivation include mentoring and grooming initiatives such as discussing career paths through programs. The organization encourages work life balance and a flexible leave policy and support and an open communication channel through open house sessions, monthly newsletters from the CEO, etc.They value good health of their employees through stress management, health camps, parenting, personal counseling, nutrition, yoga, etc.

On similar lines one Life Insurance company took some key initiatives to motivate employees including things like fun at work programs in which they created a Base Camp – a challenging, fun and organized series of spaces, events, and initiatives. Financial Climber Activities for providing tax and legal assistance, career climber activities on presentation skills, time management skills, grooming, etc. Some firms create a fit mind through life skills workshop, personal counseling sessions. They have also launched CEO Awards program, IDEA’s interactive channel for inviting ideas and Talking Talent initiative for identifying building and managing the strong performers.

For many companies motivation programs are built into the system, in everyday practices. The key drivers for motivation in such a case are transparency, stability and well being of employees.

Times of recession act as propelling factors for employees to seek opportunities to upgrade their skill sets in order to add more value to the organization. It has also been noticed that candidates who might have lost their jobs are making use of their time to take up higher studies, so that the additional qualification gives them the edge at the recovery stage. A slowdown is a perfect opportunity for employees to demonstrate innovation and commitment to make sure that the company is able to tide over the crisis. This, in fact, is an opportunity to make a lasting impression on the management and lay the foundation for career advancement.

The traditional motivational techniques are based on a reward punishment psychology and involve the use of performance appraisals and performance based incentive programs. These approaches including management objectives indicate that specific results are best achieved by clearly outlining realistic goals and then suitably rewarding those managers, who achieve them.

Motivational Techniques to Implement strategy
1. MBO
2. Incentives
3. Performance Appraisal
4. Salary Administration
5. Recruiting and Termination

Performance –à Techniques (Modern)
1. Mastery
2. Approval
3. Risk and Adventure
4. Security
5. Power and influence
6. Individual Motivational Techniques

Short term Motivational Environment 

The mood of the company’s employees which contributes to the way they face immediate problems. Building such an environment involves actions very similar to public relations activities 1) communication programmes 2) morale-building conferences 3) use of awards, language, symbols, gestures etc.

Performance Management 

The traditional management by objectives (MBO), performance appraisal etc., should be logically and firmly linked to what is called an integrated performance management process. To the end detailed budgets and programmes should be drawn. Individuals should also know exactly what piece of the organization structure they are accountable for and what goals and objectives they must attain this year to stay on plan. Performance management ensures that rewards and sanctions result from measures of good or poor performance.

In addition to the traditional motivating techniques, the organization should also provide for individual motivators for achieving results competently. Over reliance on bonuses and incentives may not fully motivate individual managers in today’s world. Top management should therefore fully understand the individual differences and devise an appropriate motivational strategy. Individual motivators:

Mastery: The act of mastering a new skill or gain control over a challenging problem is most motivating to many individuals.
Approval: Lack of approval can hamper and constrict the performance of talented and bright managers. Risk and Adventure: High visibility positions having risk and adventure are mostly preferred by managers possessing entrepreneurial talents.
Security: In order to perform effectively and efficiently managers need to feel that there is little at risk with respect to their careers.

Finally, competitive image: whether company views itself as faster, sharper, and better than the competitors or vice versa.

The boss occasionally must appreciate the good work done by a subordinate. This may not cost the company but the employee may get motivated to keep up the tempo and efficiency.

Your Door to Success – you didn’t read this?

It is easy to talk about success, but it is really tough to achieve success in different aspects of life. It is difficult to find what makes a person successful, many researchers and psychologists have tried to infer the formula of success, but no concrete answer has been drawn yet. Still we can say that there are few things that make a person different from rest of the people and this uniqueness make them successful. Let’s decode the secret of success and try to make our life successful in all spheres. We all make big New Year resolutions, set goals and many of us make future plans, set goals, but the problem is we do not continuously strive to achieve the goals. Let’s create a list here and find out how any particular quality can contribute to one’s success.  

You become what you think: Think positive & good and you feel the power of positive vibes. It will fill you with good thoughts and positive energy, on the contrary pessimistic thinking will only dishearten the person and will discourage them from taking initiatives. It is my personal observation that positive thinking enhances willpower and willingness to face the challenges. Always remember positive things happen to positive people.  

Set your dreams & goals: set your goals, chalk out a plan to reach it and work to achieve it. Resolution that is not written is merely a dream. To convert your dream into a reality note it down and draw a concrete plan to achieve it. The reason we often fail to achieve our New Year resolution is because we did not note it down on paper. Track your success and live your dream. 

Action-plan: it is not words but actions that bring success. It doesn’t matter whether you take a big leap or small steps but it is necessary to take regular action towards your goal and work continuously to achieve it. Ask yourself what your plans for your dreams are and how you will achieve it.  

Be a learner: sounds clichéd? But it is true. To be successful in your endeavor it is important to learn new skills, keep yourself updated and apply your knowledge. Be an avid learner and realize how learning can benefit you in different aspects of your life. Be persistent and work hard:Success is a marathon, not a sprint. Never give up. The way to success is full of hurdles and competitions and only persistent players will reach the end. There is no shortcut to success. So work hard and try untiringly to achieve the goal. It is the only way to reach your goal.  

Keen sense of analyzing details: figures and data are useful if they are being inferred in the right manner. A good learner always learns from their past mistakes, analyzes situations carefully, and checks all the pros and cons and only then proceeds towards any decision. Spend time in collecting useful data and analyze it for significant information, but don’t get too involved in data and figures or else you will miss the main objectives.  

Focus: successful people know how to best utilize their time and money. Focus on your task, manage your resources intelligently and get the most from the available resources. Remain focussed on your goal and manage your time smartly so that you can achieve your goal.  

Be innovative: Either be part of the crowd or be the one among the crowd, the choice is yours. Explore your dimensions and break the set pattern of thinking and reach your dream. To reap the fruits of the hard work you have to develop innovative thinking.  

Communicate effectively: learn to express yourself positively and it is equally important to learn what other people are trying to say or what their motives are. Successful people know how to communicate their ideas and how to comprehend other’s views and ideas.  

Be responsible: Take responsibility for your actions and decisions or the above mentioned points won’t matter.

Success is like a tree it will not grow overnight, one has to be persistent and honest in their approach for better results. In addition to the above the individual or employee will be successful provided he has working knowledge about what he is doing in the organization.

Work Attitudes that lead to High Performance

The attitudes of most interest to managers are those related to work, especially attitudes that influence how well employees perform. To lead employees effectively, managers logically seek to cultivate the kinds of attitudes that are associated with high performance. Two attitudes that might relate to high performance are satisfaction with one’s job and commitment to the organization.



Job satisfaction:

A positive attitude towards one’s job is called job satisfaction. In general, people experience this attitude when their work matches their needs and interests, when working conditions and rewards (such as pay) are satisfactory, when they like their co-workers and when they have positive relationships with supervisors.

Many managers believe job satisfaction is important because they think satisfied employees will do better work. In fact, research shows that the link between satisfaction and performance is generally small and is affected by other factors. The importance of satisfaction varies according to the amount of control the employee has; an employee doing routine tasks may produce about the same output no matter how he or she feels about the job. However, an internal study at a big super market recently found a clear link between employee satisfaction, customer satisfaction and revenue. In particular employee’s attitude about whether their workloads were manageable and well-organized ranked among the indicators of company performance.

Managers of today’s knowledge workers often rely on job satisfaction to keep motivation and enthusiasm for the organization high. Organizations don’t want to lose talented highly skilled workers. In addition most managers care about their employees and simply want them to feel good about their work – and almost everyone prefers being around people who have positive attitudes. However, a survey by International Survey Research found that Generation X employees, those who are carrying the weight of much of today’s knowledge work, are the least satisfied of all demographic groups. Managers play an important role in whether employees have positive or negative attitudes towards their job.

Organizational Commitment:

Organizational commitment refers to an employee’s loyalty to and engagement with the organization. An employee with a high degree of organizational commitment is likely to speak well when talking about the company. Such a person likes being a part of the organization and tries to contribute to its success.

Most managers want to enjoy the benefits of loyal, committed employees including low turnover and willingness to do more than the job’s basic requirements. In addition, results of a recent survey in Global organizations suggests that companies with committed employees perform better. The study found that companies with highly committed employees outperformed the industry average over a 12 month period by 6 per cent, while those with low levels of commitment underperformed the average by 9 per cent. Alarmingly, the level of commitment in the United States is significantly lower than half of the world’s other large economies. US employees are less committed than those in Brazil, Spain, Germany, Canada and Italy. This low level of organizational commitment puts US firms at a serious disadvantage in the global marketplace.

The high motivation and engagement that comes with organizational commitment is essential to the success of knowledge based organizations that depend on employees’ ideas and creativity. Trust in the management’s decisions and integrity is an important component of organizational commitment. Unfortunately in recent years, many employees have lost that trust, resulting in a decline in commitment.

Managers can take action to promote organizational commitment by keeping employees informed, giving them a say in decisions, providing the necessary training and other resources that enable them to succeed, treating them fairly and offering rewards they value. For example, employee commitment in today’s workplace is strongly correlated with initiatives and benefits that help people balance their work and personal lives.

Sometimes a person may discover that his or her attitudes conflict with one another or are not reflected in behavior. For example, a person’s high level of organizational commitment might conflict with a commitment to family members. If employees routinely work evenings and weekends, their long hours and dedication to the job might conflict with their belief that family ties are important. This can create a state of cognitive dissonance, a psychological discomfort that occurs when individuals recognize inconsistencies in their own attitudes and behaviors.

In the case of working overtime, people who can control their hours might restructure responsibilities so that they have time for both work and family. In contrast, those who are unable to restructure workloads might develop an unfavorable attitude towards the employer, reducing their organizational commitment. They might resolve their dissonance by saying they would like to spend more time with their kids but their unreasonable employer demands that they work many hours.

Wages in India

Once jobs have been evaluated and all the points have been summed up, the next step is placing of all evaluated jobs according to points in terms of money. This is the point when rated jobs are translated into monetary values. To conduct wage survey the existing rates are taken for comparison.

The main purposes of wage survey, is to find out the fair for various jobs in order to establish the entire wage structure. Selection of key jobs whose duties are clearly defined, not unstable and mostly representing all level of jobs worth is the very first step in building a wage survey. For the wage survey two types of samples are needed. First sample of key jobs and second a sample of firms in the labor market. Jobs require different personnel, in terms of skill, ability etc and thus it varies from local to regional level. Selection of a sample of firms should be from those firms which operate under similar market conditions.

The job content and available data are carefully analyzed and averaged out, and in this way the rupee values of jobs are prepared and plotted on the chart.

By plotting key jobs against their existing wages, we get a wage trend line lies close to all the jobs plotted on the graph. The wage trend line should be drawn in such a way that it covers most of the points. Those which lie below the line should be paid more to come on the line of best fit. But simultaneously the authority and responsibility should also be increased in line with the wage increase. And as all those which are above the best fit line cannot be paid lower than the existing wage rates all such rates should be freezed.

In construction of wage structure similar jobs are grouped and treated as a job class. All the jobs, which come under that job class are paid the same wage. In the point system, suppose, 120 points to 150 points make a job class. In such case, all the jobs which fetch total between 120 and 150 would carry the same monetary compensation. The purpose of grouping of jobs is to facilitate wage administration.

Factors affecting the designing of the wage structure are:

–Labor market condition: if supply of labor is higher than demand the wage would be relatively low.

–That is, if standard of living is high it calls for higher wage.

–Wage structures of other firms in the same industry directly affect the company’s wage structure.

–Sometimes, even though the competitors pay relatively higher wage, due to weak collective bargaining power of the trade union, management may settle wage at a relatively low rate.

All wages should be paid within limits which are given by the standard set through a wage structure. A cardinal principle of wage and salary administration is that wage rate shall not be cut, as a result of installation of job evaluation. Adjustments in the total rate structure should also be similar to the percentage increment in order to maintain equitable relationship.

Improved method of ranking system is known as factor comparison system where job factors are compared rather than the whole jobs. It consists of the following steps:

–Selection of job characteristics

–Selection of key jobs

–Determination of correct rates of key jobs

–Ranking of key jobs under each job factor

–Allocation of correct rate to each key job

–Evaluation of all other jobs.

–Designing, adjusting and operating the wage structure

From the employee’s point of view wages determines his standard of living. Wage policy., therefore is an important issue and recognizing its importance the Constitution of India guaranteed equal pay for equal work for both men and women. All workers living with a wage and conditions of work which ensure a decent standard of life

Minimum wage: Minimum age is that wage which must invariably be paid whether the company, big or small makes profits or not It is the bare minimum that a worker can expect to get for services rendered by him.

In calculating the minimum wage, the standard wage, the standard working class family should be taken to comprise three consumption units for one earner, the earnings of women, children and adolescents being disregarded.

Minimum food requirements should be calculated on the basis of asset intake of calories for average adult of moderate activity.

Clothing requirements should be estimated on the basis of per capital consumption of 18 yards per annum which would give the average worker’s family of four a total of 72 yards.

In respect of housing the rent corresponding to the minimum area provided for under Government Industrial housing scheme should be taken into consideration in fixing the minimum age. Fuel, lighting and other miscellaneous items of expenditure should constitute 20 per cent of the total minimum wage.

Power of Team Work

The power of two is always more than one, since our childhood we are taught the importance of team and united effort. Big organizations always lay heavy emphasis on team building and almost all the leaders share their success on the work front with their team mates. Such is the power of team wok that it can make a tough task easier. People often talk about the team and the usefulness of them but few know how to build a successful team. To be a part of team and to play your contribution successfully in a team effort it is a must to understand the objectives of the organization.

Success or failure of a team effort is equally shared by all the team members. One of the biggest characteristic features is that all members work for the same goal and each member knows his role in any given situation. When more number of people put their best to achieve something common it automatically becomes something substantial and meaningful. A good team always works in great synchronization and it is the team spirit that makes a particular task easy for any team. A team can achieve its goal only if each member of the team know their part and play their role with full sincerity. The purpose of team is to fully explore the available human resource to get the most of them and achieve bigger objectives that are not attainable by individuals on their own. Team effort increases efficiency, it saves time and resources as well.

It is a known fact that to achieve something big and significant we have to work in a group and it is always the team effort that gets success in achieving bigger goals and objectives for the organization. Executives try different methods from time to time to motivate the people and inspire them to give their best in a team effort. It is the responsibility of an executive to diagnose the team from time to time and introduce team improvement efforts for a better outcome. To get the most from your team it is very important to provide your team a clear goal. Teams that work in doubt always miss the goal whereas a team which is sure about its context and know the expectations always give their best.

The success of a team is largely decided by the vision of the leader. If the leader knows the expectations and motivates its team members in the right direction then no task is a tough task for the team. It is very important to clearly convey to the team the objective of the task; unless and until the team members are aware of their role and objectives they will not be able to give their best. The team should know its role and importance in the accomplishment of an objective.

The success of any team task is largely decided by the commitment level of its members. Your team members should value the importance of a given task and should play their part with full sincerity without having any doubt of its purpose or success. A committed team can achieve impossible dreams but a team that lacks vision and commitment can lose even the most fruitful opportunity.

A team that has competent members can achieve the objectives easily in comparison to those who lack competency and show a laid back attitude in any given situation. It is the responsibility of the team members to come forward with their own vision and skills to solve any given problem and synchronize it with the vision of the team for faster and better results.

A team that is tightly bound and controlled will not be able to give its best, it is very important to practice control intelligently so that team members will know their role and responsibility in achieving any goal. A team that is controlled smartly will achieve its goal in a given timeframe without wasting their resources. It is the quality of control that decides the excellence in achievement. Team members should understand their responsibility and accountability. Self management is necessary for the success of team effort.

A team that fails to build effective communication with its members and authority will never be successful in its long term goals. It is very important to follow a healthy communication practice. For better optimization of information it is very important to communicate smartly with the concerned authority and the team members.

A team with creative and innovative vision can come up with a better solution and a good team leader always motivates its team members to come forward with an innovative and unique problem solving approach.

Teams should always support innovative and creative approach. New ideas and unique thinking motivate people to come out with a better solution and good leaders always support their team members for innovative thinking.