Monday, May 16, 2011

Explain the concept and purpose of mobility.

Explain the concept and purpose of mobility. Take an account of the demotion practice in your organisation or an organisation you are familiar with and give a brief note on that. Describe the Organisation you are referring to.

Ans:- The forms of mobility are as follows:- The Inception Functions, Development Function, Motivation Function, Maintenance Function, Employment Functions, Training and Development Function, Compensation and Benefits Function, Employee Relations Functions. Rotork MNC is the Organisation we are referring to : which performs like this.
(i) The Inception Functions : This function deals with recruitment and selection of human resource. It involves identification of skills, knowledge and abilities need in an applicant. It facilitates fixation of performance standards, pay rates and invoking fair disciplinary action, if any. The focus is on facilitating adjustment to the work environment, attainment of organizational goals and adherence to the rules and regulations of the department in which the candidate has to work.
(ii) Development function : This function involves reformulating new employees to make them fully productive. It covers employee training, employee development, organization development and career development. The focus is on assisting employees to acquire better and improved skills for handing current jobs, enriching employees with more productive values, making the organization more adaptive to external influences and designing programmes to assist employees is advancing in their work lives.
(iii) Motivation Function : This function aims at improving performance. This needs proper job designing, adoption of an effective performance appraisal machinery and introduction of a fair and just system of incentives and compensation.
(iv) Maintenance Function : The maintenance function deals with putting in place activities that will help retain productive employees. It involves providing safe working environment, caring for the well-being of the employees and organizing communication programmes. The motive behind organizing communication programmes is to provide information to the employees to vent their frustrations.
(v) Employment Functions : The main trust of this function is to promote the activities related to the inception function by advertising the job effectively. It is important to note that the function does not deal with hiring decisions. It just co-ordinates the efforts with line management by handling the routine paper work associated with recruitment and selection.
(vi) Training and Development Function : This function is the organizations ‘internal change agent’. The focus of this function is to enhance the personal qualities of the employees to improve organization productivity. This function also counsel the employees and helps them in making a better career choice and in finding ways to achieve the desired goals.
(vii) Compensation and Benefits Function : This is the most difficult function for it deals with the most objective areas of a subjective field. It is concerned with paying the employees and in administering their benefits package. The pay is based on consideration like skills, job responsibility, efforts and accountability. While deciding the benefits package, stress is laid on employee needs and expectations and the burden these package create on the financial resources. These considerations often result in a conflict.
(viii) Employees Relations Functions : The task before the human resource manager is to solve employee grievances in a non-unionized setting. The function involves enforcement of policies and procedures and permitting a ‘wronged employee’ a forum to obtain relief. The organization should ensure appropriate disciplinary sanctions.

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