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Meaning and Objectives of Training! Meaning: Training is a learning process by which employees learn the skill, knowledge and ability required to accomplish the particular task or job. Training reimburse skills to present or new employees to perform task. It can be defined as the process by which skill, knowledge, ability or competency required for doing particular task or job as increased it helps to understand what to do?, how to do?, where to do?, etc by employees. However different scholars have given their own views about the training. In the words of Flippo, "Training is an act of increasing skill, knowledge and ability of employees for perform a particular job". In the words of Decenzo and Robbins, "Training is learning experience in that it seeks a relatively durable change in and individual that will improve his/ her ability to do a job". In short, training is a method or process by which old and existing  (new) employees are given more knowled

Meaning and Process of Learning! Meaning: Modern organizations are facing global competition. Further the rapid  development of information and technology has made the competition more and it has also made existing skill, knowledge, ability, etc worthless.  Therefore, organization have to follow a process or method to increase skill, knowledge, ability, competency, etc which is known as learning. It can be defined as the process acquiring skill, knowledge, ability and changing the behavior. It brings relatively permanent change in human behavior. In the words of SP Robbins, "Learning involves relatively permanent change in human behavior that occurs as a result of experience". "Learning is a human process from which skill, knowledge, ability, habits and attitudes are acquired in such way from which behaviour is modified". We can include that learning is a process of acquiring skill, knowledge, ability and bringing relatively permanent chan

Most Important Types of Motivation! Among the various types of motivation 4 most important types of motivation are as follows:  1. Positive and negative motivation If the motivation is classified on the bases of prizes or punishment than it can be classified into positive or negative motivation for motivating employees. In practice, maximum organizations give special importance to negative motivation which becomes provisional and critical to organization in many cases. Positive or affirmative motivation becomes durable and makes employees loyal towards organization. But, it is necessary to make balance between negative and positive motivation to create the most favourable results. a. Positive motivation If the motivation is based on prize and incentives for more excellent performance, it is called positive motivation. Bonus, prizes, promotion, recognition, challenging (not impossible) responsibilities, participation at decision making, etc are used to motivate individual

Characteristics/ Features of Motivation!  The most common characteristics/ features of motivation can be mentioned as below:  1. Psychological process  2. Complex and unpredictable  3. Continuous process  4. Whole individual  5. Goal oriented  6. Behaviour oriented  7. Pervasiveness  8. External influence  9. Different classification  1. Psychological process Motivation is psychological process which concerns with satisfying requirements. Requirements, motives and drives are leading power to motivate personal. For positively guided, intense and positive motivation, personal must be convinced mentally.  2. Complex and unpredictable Motivation is a complex process as different persons may have different requirements to satisfy. It is one of the complex task because managers have to understand their requirements personally. It is very strenuous to understand the level of motivation as persons may not display the real motivation in their actions. Managers can predict

Meaning and Importance of Motivation! Meaning: Motivation is the willingness to perform something to achieve organizational objectives and at the same time to satisfy personal needs. Motivation will make the type of environment in which and have a prefer to work. Motivation is an internal state of our heart and mind that activates, directs, and sustains our behaviour. It is an energetic strength that drives people to behave in specific ways. In an organization individuals are motivated by different factors. Some of the individual are motivated by monetary incentives whereas some are motivated to perform a task by challenging (not-impossible) responsibility. A motivated individual works hard and has self-directed behaviours for important objectives. In the words of DeCenzo and Robbins, "Motivation is the willingness to do something to achieve organizational objectives and at a same time to satisfy personal needs". In the words of Dale S. Beach, "Motivation can

Benefits or Importance of Socialization! Socialization is an important human resource process with a view to familiarizing new employees with norms, values, cultures and rules in the organization. Proper socialization becomes an important factor in influencing both employees actual job performance and how other people perceive it. The benefits of socialization can be explained as follows:  1. Develop mutual relationship Socialization process can easily helps to develop mutual relationships between new employees and old employees. It helps in understanding each other by sharing ideas and views. Effective socialization program introduces new and old employees and co-workers. The new employees feel confident and dedication towards work.  2. Good impression towards firm Effective socialization activities provides favourable impression about the job and the organization. The newcomers always expect opportunities for advancement and creative work environment. They become the re

Meaning and Purpose of Socialization! Meaning: The process by which individuals acquire knowledge, social skills and values to confirm to the values and norms of the organization is called socialization. In organization, it refers to the process through which a new employees learns formal and informal power structure and explicit and implicit rules of the organization. It makes new employees familiar or acquainted to the new environment of the organization. In the words of Decenzo and Robbins, "Socialization is the process of adoption that take places as individuals attempt to learn the values and norms of work rules." In the words of Garry Desselr, "Socialization is the ongoing process of instilling in employees that attitudes, standard, values and patterns of behavior that the organization expects." In short, socialization is the process by which new employees understand the company's policies, the internal culture, how the company hierarchy wor

Recruitment and Selection Practices in Nepal! A. Recruitment Practices in Nepal Recruitment is the important phase of human resource management. Nepal as a developing country has a slow phase of industrial development which cause the problem of unemployment. In fact, Nepalese market is lose and there is no shortage of human resource in non-technical jobs. However, Nepalese organizations are facing more problems to get technical human resources. The common recruitment practices in Nepalese organization can be described as under: 1. Source of Recruitment Source of recruitment is the area where by prospective candidates are located. Source of recruitment can be mentioned in following ways: i. Government Organizations Nepalese government organizations use the both internal and external source of recruitment. The civil service or government organizations follow the rules and acts specified by the civil service Act. The government organization recruits 60% from external and

Human Resource Planning (HRP) in Nepalese Organization! Human resource planning is the process of pre-determining future requirement of human resources in the organization. It is the important part for the effective management of human resource in Nepal. Public service commission has been established as an independent organization to manage human resource in Nepalese government and public enterprises. The condition of human resource planning in Nepalese organization can be mentioned as under: 1. Lack of effective human resource system 2. Lack of assessment 3. Lack of demand forecasting 4. Lack of supply forecasting 5. Mismatch between demand and supply forecasting  1. Lack of effective human resource system Human resource planning is based on such system where it is matched with corporate or strategic plan to determine the requirement of human resources in the organization. In Nepalese organization there is no system for matching the human resource plan with corporate pl

Relationship between strategic planning and human resource planning (HRP)! Strategic planning refers to the process of defining strategy or direction, allocating resources and sequencing activities to achieve goals. In other words, it is a process of envisioning the future and translating the vision into concrete goals. It scans environment, defines vision and mission to achieve goals. It is formulated by top level management. Whereas, human resource planning (HRP) is a process by which future requirements of human resource in terms of quality and quantity are determined. It aims to ensure right person at right place in right time. It is prepared by human resource department. The relationship between strategic planning and human resource planning (HRP) can be mentioned as under:  1. Followers Relationship Strategic planning is the function of top level management. It is a corporate plan under this relationship. The top level management prepares strategic planning by clearly d

Sucession Planning In organizations human resources are broadly classify into managerial level and non-managerial level. Managerial level employees are decision maker and more responsible than non-managerial level employees to provide direction to the organization. In organization the managerial level organization may be vacant due to different cause such as death, resignation, transfer, promotion, termination, etc. In such situations organization cannot directly appoint human resources to fulfill that position so, they prepare lower level eligible human resources to hold managerial level job is called succession planning. In other word, succession planning is the systematic process of identifying and selecting the lower level eligible candidate or human resources for holding managerial job and preparing them competent through training and development activities for future managers. In fact succession planning is the quest for future managers and making them competent to hold man

Human Resource Information System (HRIS)! In simple term, information system refers to the process of collecting, analyzing, storing, retrieving and delivering information. So, the process by which the organization collects, analyze and store the information of human resources is known as human resource information (HRIS). In other words, human resource information system can be defined as the comprehensive process of collecting, analyzing, preserving, retrieving and disseminating information about human resource of organizations. As a system it goes through input, output, process and feedback. It can be presented in following ways:  1. INPUT It is the information or types of information used in human resource information system. The HRIS includes different information such as personal information, educational, skill, experience, knowledge, training, compensation related information about human resource who are currently working in the organization.  2. PROCESS It is

Purpose of Job Analysis! Job analysis is the comprehensive process that determines rights, duties, authorities, responsibility and accountability of each job and identifies minimum acceptable human and non-human qualities to accomplish the job. The fundamental purpose of job design is to prepare job description and job specification. The common purpose of job analysis are as follows:  1. Preparing job description Job description is a written statement which explain the rights, duties, responsibility, accountability, etc required to perform each job. It also clearly identifies the position, place and department of each jobs and tries to match position with rights and responsibilities.  2. Preparation job specification Job specification is a written statement that describes minimum acceptable academic and human qualities required to perform particular job. Job analysis prepare job specification which determines the skills, abilities, qualification, training, experience as w

Techniques of Job Analysis!  It is a method that determines the contain of the job, describes authorities, rights, duties, responsibilities, accountabilities of a job holder and specifies the minimum acceptable human and educational qualification required to perform the job. There are different techniques of job analysis which are broadly classify into different two groups:  1. Job Focused Technique The job focused technique focuses on the task and technology required to perform a job. It includes following methods: a. Functional job analysis It was developed by military department of USA. It uses task, methods, process and techniques used by employees to analysis the job. It includes following components: i. Workers function analysis:- It analysis the function or activities to be done by workers or employees to achieve objectives. ii. Workers field analysis:- It identifies the areas of employees where they are doing work such as manager, teacher, assembler, worker,

Defination and Types of Interviews! Definition: Interview is defined as a conversation or verbal interaction, normally between two people, for a particular target. Interview is known as the popular tool for selection. The interview has proved to be a universal proved selection technique and it is widely used in selection process. It is designed to identify information on a candidate through face to face communication. Selection  interview is very important in order to select the right type of employees for the job. Studies have found that 90% selection decisions involve interviews. The communication skill and conversation skill of candidates can be judged in the interview. Interview is also take place between a person and group of people and between two groups of people. An important objective of interview is to assess the suitability of candidates for  a particular job. Types of Interviews  1. One-On-One Interview  This type of interview is conducted between a hiring man

Reliability and Validity of Selection Test! Selection test examines the different aspect of candidates to determine their suitability and acceptability. It should provide reliable and valid conclusion about the candidates. The tests of reliability and validity measures following aspects:  1. Reliability Tests Reliability means that the selection methods, tests and ensuing results are unchanging and do not vary with time, place or different subjects. Reliability is a measure of consistency with which a predictor continuous to predict performances with the same degree of success. That means that, for instance, two interviews at a different time and place, with different interviews and questions but under otherwise same conditions and with the same applicants will bring the same result; namely the best candidates should still be the best and the interviewees who failed should still fail. Reliability is tested in following ways: i. Whether the test score in one sample will be

8 Types of Employee Selection Tests! The selection tests is also called written test or employment test. Selection test is a systematic process that includes different aspects of tests. Different types of tests may be administered depending on the company job.  1. Personality Test It is the measurement of personal characteristics of the candidates. It is also known as personality inventory which measures the probability traits such as interpersonal competence, self-confidence, ability to lead, emotional stability, motivation, consciousness and so on. Personality test is used to measure a prospective employees motivational level and qualities of the personality as a whole.  2. Integrity Test Integrity test is also called polygraph test or lie detector test. Integrity test assess attitude and experience related to a persons honesty, dependability, trustworthiness, reliability and pre-social behavior. This test typically ask direct questions about previous experiences relate

Employee Selection Process! Selection is the process of choosing the best qualified and  suitable applicants from the group of applications. It goes through different steps where each step serve as hurdle. However, organization has different process for selecting candidate some common selection process contains following steps:  1. Evaluation of Application Firm Recruitment generates sufficient numbers of application forms from prospective candidates. An application form contains different personal informations such as name, address, telephone number, date of birth, marital status, educational qualification, experience, skill, training, etc. It also includes certain or specified candidates and credentials. In the first step the validity of application form, certificates and credential is evaluated and those forms which are valid will be accepted.  2. Preliminary Interview It is a short interview and it is also known as initial screening interview. In this step an intervie

Concept of Selection! Recruitment generates a pull of application from different prospective candidates but it is not possible to provide job opportunities to all applicants. So, organization involves in other activities or process to choose the most eligible candidates is known as selection. In other words, selection can be defined as the process of choosing best and suitable candidates among the pull of applications. Different scholars have given different views regarding the concept of selection. In the words of Byars and Rue, "Selection is the process of choosing from available individuals who are most likely to perform successful in the job." In the words of Gary Dessler, "Selection is s series used to decide which recruit should be hired." In conclusion, selection is the process of deciding qualities and quantities of candidates who can successfully perform the job if they are hired from the large number of applications.

Methods of Recruitment! The recruitment method refers to the process of encouraging and stimulating people to apply for organizational vacancies. The aim of the recruitment method is to collect large number of application from eligible candidates so that the organization can select best candidates. There are two major methods of recruitment internal and external method which are as follows:  1. Internal Method  It encourages to apply in the vacant position from within the organization. It has following methods: a. Job posting It is an opening invitation for all eligible employee who are working in the organization at different levels and positions. It clearly describes nature of job, salary, position, place, duties, etc where all eligible employees can apply for job. b. Employees referral  It is the nomination by superiors for the vacant position. Under this method, the superior or supervisors collect the list of all prospective candidates and recommended their name

Sources of Recruitment! The recruitment source refers to identifying or locating prospective candidates for organizational vacancies. Broadly there are two source of recruitment internal and external sources which are described as below:  1. Internal Sources Internal source is the process of locating prospective employees from within the organization. There are two major internal source of recruitment: a. Present employees It is the process of identifying and locating those candidates who re currently working in the same organization at different place and position. It follows transfer, promotion, job rotation, etc to recruit employees. b. Past employees It is rehiring process where organization locate those employees who had worked in the organization but nowadays they are away from the organization due to retirement, resignation, layoff, etc.  2. External Sources External sources refer to the process of locating those candidate who are not currently working in t

6 Methods of Collecting Job Analysis Information! 1. Questionnaire Method 2. Observation Method 3. Interview Method 4. Diary Method/ Log Book Method 5. Technical Conference Method 6. Combined Method  1. Questionnaire Method This is the traditional method and very commonly used in organization for collecting job analysis information. Under this method, analysts distributes questionnaire to employees. Employees are asked to fill up questionnaire and sent back to the organization. Using response from employees through questionnaire job analysts collects necessary information. It is economic and popular method. However, accuracy is determined by the honesty and ability of employees or respondents.   2. Observation Method Under this method job analysts visit the area or place where employees are doing the job and observes the type of job, tools or equipment used in the job, complexity of the job, etc. Basically its objective is the time and motion required to perform jo