HRM Goal Setting

8/7/2019 HRM Goal Setting

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Goal setting

Promotions

Transfers


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Goal Setting

Definition

A goal or objective consists of a projected state ofaffairs which a person or a system plans or

intends to achieve or bring about-a personal ororganizational desired end-point in some sort ofassumed development

Many people endeavor to reach goals within afinite time by setting deadlines.


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Introduction

Goal setting involves establishing specific,

measurable and time targeted objectives.

Goal setting is a major component of personaldevelopment literature.

The business technique of Management byObjectives uses the principle of goal setting.


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Characteristics

A goal should have the following characteristics:

Conceivable

Acceptable

Attainable

Manageable

Desirable

Growth Producing


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Why set goals ?

To channel your time, Effort, and ideas

To build confidence and self-esteem

To gain the backbone for a positive attitude

Goals help define your organizations mission

Goals give direction and help avoid chaos


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Goal setting can allow

Clear and specific delegation of responsibilities

Greater job satisfaction

Better morale

Fair and easy appraisal and evaluation of theorganization

Identification of individual and organizational

strengths and weaknesses


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Types of Goals

Long-RangeGoals

PersonalGoals

Group Goals


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PromotionsDefinitions

A promotion is the transfer of an employee to ajob which pays more money or one that carriessome preferred status

--- Scott and Clothier

A promotion involves a change from one job toanother that is better in terms of status andresponsibility

--- Edwin B Flippo


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Purposes of promotion

To recognize an employees performance andreward him for his outstanding work

To provide job satisfaction

To conserve proved skill, training and ability

To fulfill higher levels of needs of employees such asesteem, self-actualization

To suggest logical training for advancement ofemployees


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Characteristics of promotion policy

Promotion policy should be consistent

Promotion policy must be fair and impartial

Promotion programme should be well planned


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Elements of promotion policy

Clear cut policy statement

Establish a definite plan of jobs

Proper indication of transfer routes

Provision for training

Communicate the promotion policy to theemployees

Updated personnel and service records must be

kept ready


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Principles of a sound promotion policy It must be in writing and easy to understand

It should be clear-cut and precise

There must be a formal and systematic promotionchannels

The promotion policy should be communicated to theconcerning employees.

A sound balanced promotion policy keeps the morale ofthe employees high


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Types of Promotion

Up or out promotion

Under this type of promotion a person may either earn apromotion or seek employment elsewhere, suchpromotion often lead to termination of services

Dry promotion

Dry promotion are those which are given increase incompensation or remuneration


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Basis of promotion

Seniority basis

It refers to the length of service in an organization

Merit basis

If a promotion is given to a highly qualified personin recognition of his performance is called meritpromotion


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Advantages of seniority basis promotion

It is simple understandable and easy to operate

Security

It enhances morale and motivates the employees

It develops better relations

It reduces labour turnover and absenteeism

It is economical

Optimum utilization of work force

It ensures higher productivity and efficiency


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Advantages of merit basis promotion

Only right man be placed on the right job

It encourages employees to work hard

It improves productivity and efficiency of the employees

The employees merit is tested by so many tests,production records, performance appraisal,

qualification, their training etc

It provides a competitive drive amongst to increase theirefficiency for advancement


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TransferDefinition

As a change in job where the new job is substantially theequal to the old in terms of pay, status, and

responsibilities

--- Edwin B Flippo

It does not involve a promotion, demotion or change in

job status but it is only movements from one job or oneplace to another


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Types of transfers Production transfers

Replacement transfers

Rotation transfers

Shift transfers

Remedial transfers

Penal transfers


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Causes of transfer

On the basis of purpose

On the basis of unit


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On the basis of purpose Production transfer

Replacement transfer

Versatility transfer

Shift transfer

Remedial transfer

Precautionary transfer

Personnel/ employee transfer


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On the basis of unit

Sectional transfers

Departmental transfer

Inter-plant transfer


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Transfer policy

A transfer policy must be in writing and should becommunicated to all employees

It must indicate the authority who will be responsiblefor initiating, approving and implementing the transfers

Clearly mention the basis of transfer in the policy on theseniority or merit or skill and competence

A transfer policy must indicate whether transfer can bemade only within sub unit or also between departments,divisions, plans etc


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Benefits

Improve employee skills

Reduce monotony, boredom

Stabilise changing work requirements in differentdepartments/locations

Improve employee satisfaction and morale

Improve employer-employee relations


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Problems

Inconvenient to employees who otherwise do not wantto move

Employees may or may not fit in the newlocation/department

Shifting of experienced hands may affect productivity

Discriminatory transfers may challenging assignmentsin future affect employee morale


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Employee Separations

An employee separation occurs when anemployee ceases to be a member of anorganization

The turnover rate is a measure of the rate at which employees leave the companies try to

monitor and control their turnover rate and costof replacing employees


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Cost of employee separations

These costs can be categorized as:

Recruitment cost

Selection cost

Training cost

Separation cost


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Benefits of employee separations

Reduced labour costs

Replacement of poor performers

Increased innovation

The opportunity for greater diversity


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Types of employee separations

Voluntary separations

Involuntary separations


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Voluntary separations

Quits

Voluntary retirement scheme(VRS)

Exit policy

Retirements


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Involuntary separations

Discharges

Pink slip

Layoffs or Retrenchment


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ThankQ

HRM Goal Setting

Documents

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