Hrm

Hrm

• 1.
  An effective managementgoesa long way in extracting the bestout of employees and make them work as a single unittowards a common goal. The term Managementby Objectives was coined by Peter Drucker in 1954. What is Management by Objective ? The process of setting objectives in the organization to give a sense of direction to the employees is called as Management by Objectives. It refers to the process ofsetting goals for the employees so thatthey know what they are supposed to do at the workplace. Managementby Objectives defines roles and responsibilities for the employees and help them chalk outtheir future course of action in the organization. Managementby objectives guides the employees to deliver their level bestand achieve the targets within the stipulated time frame. Need for Management by Objectives (MBO)  The Managementby Objectives process helps the employees to understand their duties atthe workplace.  KRAs are designed for each employee as per their interest,specialization and educational qualification.  The employees are clear as to what is expected out of them.  Managementby Objectives process leads to satisfied employees.It avoids job mismatch and unnecessaryconfusions later on.  Employees in their own way contribute to the achievementofthe goals and objectives of the organization.Every employee has his own role at the workplace.Each one feels indispensable for the organization and eventually develops a feeling of loyalty towards the organization.They tend to stick to the organization for a longer span of time and contribute effectively. They enjoy at the workplace and do not treat work as a burden.  Managementby Objectives ensures effective communication amongstthe employees.It leads to a positive ambience atthe workplace.  Managementby Objectives leads to well defined hierarchies atthe workplace.It ensures transparencyat all levels. A supervisor ofany organization would never directly interact with the Managing Director in case of queries.He would firstmeethis reporting boss who would then pass on the message to his senior and so on.Every one is clear about his position in the organization.  The MBO Process leads to highly motivated and committed employees.  The MBO Process sets a benchmark for every employee.The superiors settargets for each of the team members.Each employee is given a listof specific tasks. Limitations of Management by objectives Process  It sometimes ignores the prevailing culture and working conditions ofthe organization.  More emphasis is being laid on targets and objectives.It justexpects the employees to achieve their targets and meetthe objectives of the organization withoutbothering much aboutthe existing circumstances atthe workplace.Employees are justexpected to perform and meetthe deadlines.The MBO Process sometimes do treatindividuals as mere machines.  The MBO process increases comparisons between individuals atthe workplace.Employees tend to depend on nasty politics and other unproductive tasks to outshine their fellow workers.Employees do only what their superiors ask them to do. Their work lacks innovation,creativity and sometimes also becomes monotonous. Advantages of 360 Degree Feedback It is an effective medium for improving customer service and the inputs qualityto the internal customers.
• 2.
  It encourages participationofall and thus makes HR decisions more qualitative. It pinpoints the favoritism and biases ofthe supervisors presentin conventional appraisal systems. The employees find 360 degree feedback more acceptable than the traditional feedback approaches. 360 degree feedback is more impartial and objective than a one-to-one assessmentofemployee traits. It concentrates and stresses upon internal customer satisfaction. It broadens the scope for employees to get various says for enhancing their job role, performance,and views. It can act as a supplementand notreplacementto the conventional appraisal system. It can be motivating for the employees who undervalue themselves. It encourages teamwork. It is more credible as various people give almostsame feedback from various sources. It brings into limelightthe areas of employee developmentas itconfirms the employee strengths and identifies his weaknesses on which he can work upon. It creates an environmentof trust and loyalty in an organization. Following are the essentials of analyzing the candidate’s (employee’s) preparedness for the 360 degree approach- The employee should have an intention to be better. The employee should be open to accept the feedback and should respectthe views of others. The employee should have a competitive feeling. The employee should be keen in knowing the viewpoints of others towards him. The employee should always learn on the job.