Tag: Business

SELECTION

Selection is the process of choosing the most suitable candidates from applicants for the various jobs and it follows the recruitment and much information has to be obtained, from the prospective candidates to facilitate the selection process and it is then analyzed and evaluated and the information relates to the qualifications, work experience, age, levels of skills and other accomplishments, family background, aptitudes and interests, physical and mental fitness and so on. The enterprise has to choose the best and the most promising persons from among the applicants and in this sense, it may be said that while recruitment is a positive function, in that it seeks to induce as many persons as possible to apply for a job in the enterprise, the selection is a negative function because it aims at eliminating or weeding out those applicants who are not found suitable in one respect or the other. Thus, the selection is the process of securing relevant information about an applicant to evaluate his qualifications, experience, and other qualities to match these with the requirements of a job, and it essentially a process of picking out the man or men best suited for the organization’s requirements. According to Dale Yoder “Selection is the process in which candidates for employment, are divided into two classes-those who are to be offered employment and those who are not”.

SIGNIFICANCE OF SELECTION

Hiring of employees is an important function of the personnel department and this function must be performed careful because errors committed at the time of selection may prove to very costly and of selection process is faulty, absenteeism will be too high and the rate of labour turnover will also be higher and whenever unsuitable candidates are hired, the efficiency of the organization will go down and such persons will shrink work and will be absent themselves from the work more often and in many cases unsuitable employees have to leave their jobs and this will lead to waste of time, energy and money in hiring such employees and the training cost incurred on them will also go waste and proper selection and placement of personnel go a long way towards building up a suitable workforce and it will keep the rates of absenteeism and labour turnover low and will increase the morale of the employees and if the employees are quite suitable according to the requirements of the jobs, they will show higher efficiency and will enable the organization to achieve its objectives effectively. Recruitment and selection are two separate functions that usually go together and recruitment aims at stimulating and attracting job applications for positions in the organization, while selection consists of choosing among the applicants, to choose those, most suited to the job requirements, keeping in view the job analysis information. Recruitment is simple and candidates are not required to cross several hurdles whereas the selection process is complex and consists of many hurdles created by the management internally and Recruitment initiates the procurement aspect of personnel management whereas the selection completes the procurement aspect of personnel management.

RECRUITMENT

The term Recruitment denoted that process by which the management locates the source of supply of manpower and then traps that source and it encourages outside manpower to apply for the jobs in the organization and search for the proper person for the right type of job at the right time is the basic function of the personnel department. The selection of wrong persons for the right job can ruin the process of work. A well-planned recruitment policy ensures increased productivity, decreased costs, increased employee morale and goodwill of the organization and thus recruitment is the process of searching for prospective employees and encouraging them to apply for the jobs in an organization and it aims at securing as many qualified applicants for the jobs as possible so as to decrease the hiring ratio and before searching for applicants, an organization should consider the most likely sources of the type of employees it needs. According to Edwin Flippo “Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”. Recruitment also includes seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen. There are various sources of recruitment of workers and the personnel manager will select a source of recruitment, keeping in view the requirements of the departments concerned, the type of persons needed and the advantages of a source of recruitment and different sources of recruitment can be tapped on different occasions for different types of persons.

INTERNAL RECRUITMENT

One important source of recruitment is a promotion from within and it is the best method for recruitment of high and the medium cadre of managers and many companies feel that the best practice is to fill jobs from within the organization and they feel that inside employees already know the company and its policies and presumably have proved their ability and loyalty. This keeps the employees happy contented and in good morale and they know that they will earn promotion to a higher position. A performance test is the best test to determine a person’s suitability for a job. Filling of a vacancy from an internal source is very economical and no time and money are required to spend on a new candidate and a person who is selected for a job from within an organization knowns the organizational relationships.

EXTERNAL RECRUITMENT

By the external sources of recruitment, a vast mass of skilled, semi-skilled, and unskilled people is recruited from outside the organization. By using external sources of recruitment the organization can expect to get talented candidates from outside and the selection process is characterized by competition and the prospects that the organization can pick up the best candidates and fresh talents for the job are high. External candidates are expected to be trained and be efficient in work as they join the organization they work with great vigor and put in their best efforts to achieve the objectives and this creates healthy competition and congenial work environment in the organization.

STAFFING


Staffing may be defined as the managerial function of employing and developing human resources for carrying out the various managerial and non-managerial activities in an organization. The function is concerned with attracting, acquiring and activating the human resources for achieving organizational goals and staffing also involves upgrading the quality and usefulness of members of the organization with a view to getting higher performance from them and in other words the policy of selecting ‘right man for the right job’ should be adopted. The staffing function includes such activities as manpower or human resource planning, recruitment, selection, placement, training and development, remuneration, performance appraisal, promotion, transfers, and so on. Staffing is a continuous function of managers and this is because the organization’s need to retain and maintain its personnel is a need ending process and managers have to keep a regular watch on the size and composition of personnel needed by the organization. As said by Weihrich and Koontz “The managerial function of staffing involves the filling and keeping filled, positions in the organizational structure”.

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NATURE OF STAFFING

Staffing is related to people not with goods and it is a human factor related to people and staffing is also influenced by the social, economical, political, and educational environment of the country. Speaking, staffing is a function of far-reaching consequences and the reason is that managers are not shown as an asset in the balance-sheet of the organization whatsoever money we may have to spend on their selection, education, training and development and hence, we may conclude that staffing is a function of a for reaching consequences. According to Theo Haimann “Staffing is also a liability of the management like its other functions which is to be done by a manager continuously”. Recruitment, selection, training, and development of employees is a continuous process and with the increase in the size of the organization, continuity in staffing also increases. Staffing is influenced by the internal and external environment of the organization and the internal environment includes policies regarding promotion, retirement, etc., while the external environment includes the social, economic, political, and educational environment of the country and speaking both internal and external effect the staffing function.

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In management selection, training, development, and evaluation of manpower are interlinked and hence convert staffing into a system and it is treated as a sub-system of management system because it is linked with organizational structure. Staffing is done not only to fulfill the present vacancies but also to fulfill the future vacancies and here we have to forecast the number and type of vacancies in near future and the level of the educated and trained people required for fulfilling these vacancies and arrange for the fulfillment, education, and training for these vacancies in advance. Staffing is not a phase of organizing but a separate managerial function and staffing is the responsibility of the managers. Staffing helps in determining and securing qualified and capable personnel for various jobs and it places round pegs in round holes and square pegs in square holes and it aims at economical and better employee performance.

“Ensuring Safety with Automotives”

Automotives have been an important part of our lives and have helped make life much easier and travel more comfortable. The development in science and technology and with the industrial revolution gave manufacturing and production a new standard to work and provide better and new products but also work to unemployed people. Cars, trucks, bikes have  helped humans to reach their favourite places without any thought and within some minutes or hours of travel. Aircraft and airships have not only enabled people to travel to different parts of the world but also to different planets. Thus, advancement in technology and new ideas have helped humans to turn their dreams Into reality. 

These automotives have been a part of our life since ages and we have seen advancment in their structure, in their material and their engines. Every new model of these automobiles has better average and efficiency along with better aerodynamics and looks. 

But the problem with these automotives is the risk factor, which hasn’t seen any decline, rather for most cases has seen a great hike. People lose their life in manor accidents happening all over the world. But no significant changes or policies have come up as such. These automotives are very expensive but still lack to provide surety of life in case of any mishappening. These automotives must be impact resistant and should be able to stay rigid in case of accidents so as to make the life of the person sitting in it safe. 

The bitter truth is that, in spite of development in materials and manufacturing techniques, most of the automotive companies are bound to their older ones, which not only enable them to make much if profits but also are easy to manufacturers. Also the main issue is with the knowledge and skills of people. Most of the people do not know the better and best alternatives to most of the material used in these automotives which not only provide strength to the structure but also absorb most of the impact. The main reason is also the loss of profit share, as most of thee. Material cost more and they can’t afford much of these investment to be done, as they still had to keep the proves same, as if they will increase, people might not even buy them, which thus significant leads to lack of selling of these automotives or if it happened, the company profit share would reduce. 

People should also understand the importance of their life and must ask for the Return on investment which is their right as they are spending high amounts of money in buying these automobiles. Maybe in future better alternatives must be seen in the marketplace, assuring safety of the individual travelling in it. New materials are being into researched which  would effectively used for making these automotives which not only will maintain the profit share but also will stay strong, rigid, impact resistance and thus will assure life of individual and safe travel possible. The only need is for the companies to understand and care for their customers, provide them the value for the product and thus making traveling much safer. 

DECENTRALIZATION AND CENTRALISATION

DECENTRALIZATION

Decentralization is a systematic effort to delegate to the lowest levels of the authority except that which can be expected that can be exercised at central points. It is the pushing down of authority and power of the decision-making to the lower levels of the organization and the essence of decision making is dispersed throughout the organization. The essence of decentralization is the transference of authority from a higher level to a lower level. It is a fundamental principle of democratic management where each individual is respected for his inherent worth and constitution as Newman and Summer rightly said “Decentralization is simply a matter of dividing up the managerial work and assigning specific duties to the various executive skills”.

FEATURES OF DECENTALISATION

The following are the chief characteristics of decentralization:

  1. It is an extended form of delegation.
  2. It gives importance to the role of subordinates.
  3. It reduces the work-load of the managers in the top hierarchy.
  4. It is a process applied to the entire organization.
  5. Under it its decisions are taken by those employees who implement them; and
  6. Under it along with authority, responsibility is also transferred.

CENTRALIZATION

Centralization is the reservation or withholding of authority by individual managers within the organization and according to Henry Floyd “Everything that goes to increase the importance of the subordinate’s role in decentralization, everything which goes to reduce it is centralization”.

In centralization a little delegation of authority is the rule; power and discretion are concentrated in a few executives. Control and decision-making are in the hands of top-level management, however, absolute centralization is untenable because it would mean that the subordinates have no duties, power, or authority.

Centralization may be essential in a small organization to survive in a highly competitive world, but as an organization becomes more complex in terms of increasing size, the interdependence of work-flow, complexity of tasks and spatial physical barriers within and among groups, a requisite for efficiency is to move decision-making centres to the operating level. Thus, the larger the size of an organization, the more urgent is the need for decentralization and this does not mean that denaturalization is good and centralization is bad. According to Allen “ Centralization is the systematic and consistent reservation of authority at central points in the organization” and according to Fayol “Centralization is that organization where the role of subordinates is reduced”.







FEATURES OF CENTRALIZATION

          On the basis of the properties, the following are the characteristics of centralization:

  1. Right of decision is centralized and withhold with the top level of the management.
  2. The lower level of management executives only follows the decisions and necessary actions taken by top-level management.
  3. There is the least use of the process of delegating rights as it brings down the taken for making a decision and reduces the number of people involved as there is the direct involvement of the top-level management.
  4. There is reduction in the role of subordinates.
  5. There are a great distance work site and the decision-making place.

FORMAL ORGANIZATION


A formal organization is a planned structure which represents the officially established pattern of relationships among individuals, groups, sections, units, departments and divisions to accomplish the goals of the enterprise. A formal organization provides a broad framework and delineates certain prescribed functions and the relationships between them, a formal organization may be defined as a system of consciously coordinated activity of two or more persons towards a given objective. A formal organization may also be defined as:

  1. A pattern of formal relationships and duties, the organization charts, job description and position guides.
  2. Formal rules, policies, work procedures and similar devices adopted by management to guide employee behaviour in certain ways within the structure of formal relationships.

   As Louis A. Allen said, “The formal organization is a system of well-defined jobs, each bearing a definite measure of authority, responsibility and accountability, the whole consciously designed to enable people of the enterprise to work more effectively together in accomplishing their objectives”.  A formal organization facilitates the determination of objectives and policies. Communication, the delegation of authority, and coordination take place according to a prescribed pattern and in fact, formal structure restricts and circumstances the area of operation of individuals working within an organization.

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FEATURES OF FORMAL ORGANIZATION

The main characteristics of a formal organization are:

  1. It is based on the division of Labour.
  2. This organization is formed by voluntary thinking.
  3. It is represented by organizational charts and manuals.
  4. In this organization, the rights, duties and liabilities of different persons are clarified on different levels of management.
  5. In a formal organization, unity of command is followed.
  6. It is prepared only for the accomplishment of od predetermined goals.
  7. Here the relationships among members are fully impersonal.
  8. Here delegation of authority flows from top to bottom.
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 ADVANTAGES OF FORMAL ORGANIZATION

The main advantages of Formal Organization include:

  1. The best use of resources.
  2. Feeling of cooperation in a formal organization.
  3. No duplication of work.
  4. End of biased opinions from everyone related to any work.
  5. Proper standardisation of work becomes easy to implement.
  6. Helpful in achieving objectives.
  7. Well defined authority and responsibility and accountability avoid any chance of friction and enmity.
  8. Merits of specialisation can be achieved due to the principle of division of labour.
  9. The efficiency of employees can easily be measured due to the predetermination of the rights and duties of each individual.
  10. This type of organization restricts conflicts among executives.
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LIMITATIONS OF FORMAL ORGANIZATION

The main limitations of Formal organization include:

  1. Rules are considered more important than the person.
  2. This organization ends the spirit of initiative.
  3. Excessive and undue use of authority takes place in this type of organization.
  4. In this type of organization procedures, programmes, rules etc., are followed strictly and that is why frequent changes are not possible.
  5. A formal organization is impersonal; that is why human feelings have no place here.
  6. There is a lack of coordination among the activities of different persons in different departments.
  7. No consideration is given to the social and human elements.
  8. This organization takes into consideration only the formal communication and creates obstacles in the application of informal communication.

STRUCTURE OF ORGANISING


The structure is the pattern in which various parts or components are integrated or interconnected and this prescribes the relationships among various activities and positions, as these positions are held by various persons, a structure is called the relationships among people in the organization and thus organization structure refers to the differentiation and integration of activities and authority, role and relationships in the organization. Differentiation is the differences in cognitive and emotional orientations among managers in different functional departments and differences in formal structure among these departments. Integration refers to the quality of the state of collaboration that is required to achieve unity of effort by the organization. The structure of an organization thus regulates, coordinates, and reduces uncertainty in the behaviour of people. According to Peter F. Drucker, “Organisation structure is the most important means as a structure wrongly build cannot assist in the promotion of the business”. Thus, the organisational structure is the lifeline of an organisation and this determines the mutual relationship of different persons working within an institution and clarifies the position of each person in it.

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TYPES OF ORGANISATION

Creation of an appropriate structure is indispensable for any organisation and Organisation structure represents the hierarchical arrangement of various positions in the enterprise and it helps in allocating authority and responsibility formally and it also lays down the pattern of communication and coordination in the enterprise and As Kimball write, “ The problem of an organisation is to select and combine the efforts of men of proper characteristics to produce the desired results”. Although character and type of organization would depend largely on the size and nature of the enterprise, yet, there are certain patterns of organising the personnel in an organisation and the need of clear-cut authority/responsibility relationships has led to different forms of administrative organisation as follows:

1. Line Organisation

It represents a direct vertical relationship through which an activity flows from top to bottom throughout the organization and the quantum of authority is highest at the top and it reduces at each successive level down the hierarchy, every person in the organisation is in the direct chain of command. The line of authority not only becomes the avenue of command to operating personnel but also provides the channel of communication, coordination and accountability in the enterprise.

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2. Line and Staff organization

Under the line and staff organization, the function of line is similar to its function under the line of organisation but some staff or experts are also appointed as advisors to the line officers. The functions of line officer are to take decisions, while the function of the staff officers is to advise them and these staff officers are experts in their respective fields and they offer their useful advice after analysing the problems presented by the line officers and in the way, the work of thinking and execution is done by different persons and this removes the chief defect of the line organisation and it can be adopted in case of large business enterprises. It is, however, important to make it clear that the line officers are not bound to accept the advice offered by the staff officers because the line officers alone are responsible for the outcome.

PLANNING IN MANAGEMENT

Planning is deciding the objectives and methods to achieve them. Planning involves deciding in advance what is to be done, how is to be done, where is to do, how is to done and by whom is to be done and it makes things happen which may not occur otherwise and it bridges the gap between where we are and where we want to go, the process of planning includes two things:

             1. Deciding objectives

             2. Choosing best from available alternatives

Planning is a fundamental managerial function planning implies an arrangement for doing something as considered in advance and simple words, planning is deciding in advance and Prof. Urwick rightly said: “Planning is fundamentally a mental predisposition to things in an orderly way, to think before acting and to act in the light of facts rather than guesses”. Thus, a plan is a predetermined course of action and it is an attempt on the part of a manager to anticipate the future to achieve better performance, and planning is based on the principle, ‘Look before you leap’.

CONCEPT OF PLANNING

Planning requires goals and it focuses attention on purposes and determines ways achieving them and planning is necessarily a problem of choice and it involves the selection of the most feasible course of action from all available alternatives. Planning is a means of building a bridge to span the present position of the firm with its desired future position. It implies the work of both problems solving as well as decision-making. Man possesses a unique power of reasoning and he often evaluates the pros and cons before proceeding further into the matter.

NATURE OF PLANNING

1. Planning focuses on achieving objectives:

 Planning is to facilitate the attainment of objectives of the organization and planning focuses action on purposes. Planning is merely an empty mental exercise if it loses sight of the organizational objectives and every plan should contribute towards the achievement of company goals. Thus, all plans are directly linked with the goals and objectives of the enterprise and contribute to its attainment and if there are objectives, there is no need for any planning.

2. Planning is a primary function of Management

 Planning is a primary function of management and a manager must perform efficient and intelligent planning before performing any other managerial activities. Thus, planning comes before the execution of all other managerial functions. Planning function of management has the distinction of establishing objectives and all managerial efforts of organizing, staffing, directing, and controlling are directed towards their attainment.

3. Planning is pervasive  An element of planning can be seen behind every human activity in an organization and God has gifted man with the faculty of reasoning and this enables a person to measure the consequences of his planned actions and we can quote several examples where planning precedes individual or group action. Planning is a pervasive activity covering the entire enterprise will all its segments and every level of management. Top management does strategic planning, middle management looks after the administrative planning and the lower management concentrates on operational planning.

We Forgot the product name !!

Marketing is a process to promote the product and create value with the customer by selling products or provide service. There are so many times when companies marketing so well the brand name becomes the product name. We actually don’t realize that every day we use the name of the product actually their brand name. Here is some example

Google, it’s an inseparable part of our life today, our all curiosity satisfy google, we always say that “Google it” it helps us in so many ways ,Google Is the brand name the product name is Internet search engine

Parle-G evergreen morning snack. Parle-G is the brand name and product name is Glucose Biscuit

Brand Name Colgate, product name :Toothpaste

Brand Name: Nestle Maggie Products name: Noodles

Brand name: Photoshop Product name: Image Editing software

Brand name: JCB Product name : Excavator

  • Brand name: sellotape product name: transparent Adhesive Tape
  • Brand name: xerox product name: Photocopy
  • Brand name: Vaseline, product name: Petroleum jelly
  • Brand Name Fevicol Product name Adhesive
  • Brand name: Boroline product name: Antiseptic perfumed cream

Marketing is an amazing thing, we rarely used these products name, their brand brands names are their identify.

Social Media: The perfect tool for Digital Marketing

As indicated by one Facebook report, there has been a 70% expansion in time spent on the application in Italy. A March 2020 study of U.S. conducted on online networking users discovered that 43.1%  would scroll through Instagram more whenever staying home while 63.7% and 62.3% used YouTube and Facebook, in comparison to the other websites, more.

Presently is a prime chance to develop business accounts by putting out valuable content that doesn’t focus on a hard sell. The objective should rather be to assemble an internet following through: 

1) For example, how to extract productivity out of “work from home” and methods of reducing expenses on veggies.

2) Posting harious content of mockery, similar to funny clippings and memes. 

3) Collaborating with an influencer. 63% of shoppers trust influencers more than brands and COVID-19 has allowed influencers over a wide scope of ventures to make their administrations accessible at a sensible cost. 

With relatively little expense and exertion, an organization can understand results that keep on profiting them long after the situation improves.

GENERATING MARKETING SCHEMES OVER THE WEB

Online campaigns help to spread the word about their businesses and the new ways of functioning, with less amount of time and effort invested, than asking their regular set of customers to do so.

This can be achieved through Smart bidding like Google Ads, Content Marketing and Coupons designed from Easy Promo Or Woobox

CARRYING OUT DAY-TO-DAY OPERATIONS ONLINE

There are not many organisations can transition their day-to-day functioning using internet. However due to the availability of video conferencing facilities like Zoom and Google Meet, there can still be interactions between the customers and the buyers. 

Orders of groceries and other essentials can be taken online, education through schools and Institutions is being provided online and live tutorials and sessions are being conducted in which clients are asked to make the payments online. There are several other courses available on digital marketing too  which can be availed to enhance the speed of the working staff and enable them to make the most out of the present situation.

WHAT’S IN IT FOR YOUR BUSINESS? 

Numerous organizations are curtailing their showcasing endeavors due to COVID-19, however what they should do is multiply while making the most of the new open doors that are springing up. 

This accentuation on digital marketing isn’t something that they’ll need to back off on once the lockdown is over. Internet shopping won’t stop at any point in the near future, and most organizations will find that online associations are more helpful than in-person interactions. 

While it might be viewed right now as an alternate course of action, when the pandemic is over, everybody will probably understand that it’s much more than that.

On the off chance that a very much upgraded site, all around arranged advertising devices, and selection of virtual interchanges can get an organization through one of the most exceedingly terrible crises in present day times, for what reason can’t digital-based promoting make its all intents and purposes relentless?

(Part 3/3)
Hope you all had a good time reading!