happy birth day . enjoy ur day

Good ones

Selecting an Employee of the Month is more than just observing their competitive spirit. It involves viewing every aspect of the employee's working life.
1. Start with a printed list of all your employees.
2. Highlight ten possible candidates.
3. Carefully judge each on their:
* Ability to deal with their customers/ the public.
* Organizational skills - an organized person is a focused one and a focused person is a successful one.
* Courtesy and conduct- how do they approach their colleagues and supervisors?
* Contribution to the company.
* Leadership and problem solving skills - have they stepped up during company based crisis and steered their team ashore?
4. Using more than just judgment, casually interview them and base your judgment on all the qualities listed above, selecting an eventual one 'super worker' aka, your Employee of the Month.

some companies will use the nomination form from employees, and the applications will be scrutinized by taking the views from peers and mangers and subordinates.

coming to monetary benefits it will be cash bonus or paying the mobile bills or house rent , and semi monetary will be i think gift vouchers and giving the trophy and certificate. and non monetary will be appreciating the employee publicly and

some companies are giving the reward points and which can be used to claim the gifts from the reward catalogs( as we do with our credit card points).

end of the day the reward programs are for employee motivation to put their best foot forward. and for the company the retention rate and productivity will be improves.

if there is any thing wrong in my inputs let me know

Its really sad the terrorist attacks are happening continuously in India. Today i have seen a list of attacks from 2004-2008, which concludes to 16 terrorist attacks on our people. I know the pain as i am injured in Uk blasts, its really traumatic. but our govt is not controlling the terrorist attacks as UK &USA did. there should be some strict laws to control the terrorists, but is our politicians gonna do that any time soon?

True man, that's what lack of planning and negligence. but here we are talking about which is in losses and still paying to the employees. because its a big brand and i am saying its hard in small companies. it will be really a great change if all the companies follows the Toyota.. but how many going to be??

Its really good information about Toyota. The company policy about not laying off the employees in America and giving them a development opportunity is wonderful. I am happy to know at least some company is giving proper value to employees.But don't u think its really hard to follow in small companies, even though they are running in losses.

Competencies are a signal from the organisation to the individual of the expected areas and levels of performance. They provide the individual with a map or indication of the behaviours that will be valued, recognised and in some organisations rewarded. Competencies can be understood to represent the language of performance in an organisation, articulating the expected outcomes of an individual’s efforts and the manner in which these activities are carried out.
Competency mapping is a process to identify key competencies for an organisation and or a job and incorporating those competencies throughout the various process of the organisation.
Few approaches to competency framework are Behaviour event interviewing, psychometric tests, attitude surveys, expert panels. The one used widely is behaviour event interviewing.
The steps involved in the competency mapping with an end result of job evaluation include the following.
1.Conduct a job analysis by asking incumbents to complete a position information questionnaire(PIQ). This can be provided for incumbents to complete, or you can conduct one-on-one interviews using the PIQ as a guide. A sample PIQ that we use when conducting this step with our clients was provided to this client. The primary goal is to gather from incumbents what they feel are the key behaviors necessary to perform their respective jobs.
2.Using the result of job analysis, you are on your way to begin the competencies throughout your hr processes. A sample of competency based job description will be generated from the PIQ. This was developed after careful y analyzing the input from the represented group of incumbents and converting it to standard competencies.
3.With a competency based job description, you are on your way to begin the competency mapping the competencies throughout your hr processes. The competencies of the respective job description become your factors for assessment on the performance evaluation.
4.Taking the competency mapping one step further, you can use the results of your evaluation to identify in what competencies individuals need additional development or training. This will help you focus your training needs on the goals of the position and company and help your employees develop toward the ultimate success of the organization.
The use of competencies:
Competency frameworks are now seen as an essential vehicle for achieving organizational performance through focusing and reviewing an individual’s capability and potential. Competency framework can be a key element in any change management process by setting out new organizational requirements.
• Underpins performance reviews/ appraisal.
• Greater employee effectiveness
• Greater organizational effectiveness
• More effective training needs analysis
• More effective career management
• Fairer and open recruitment systems
Limitations:
• Competencies are based on what good performers have done in the past and this approach works against rapidly-changing circumstances by setting one particular group of attitudes in stone and not finding people with the right skills and attitudes for new ways of working. It also runs the risk of producing clones rather than a team with mixed skills who balance each other's strengths and weaknesses.
• Some behavioural competencies are basically personality traits which an individual may be unable (or unwilling) to change and it is not reasonable to judge someone on these rather than what he or she actually achieves.
• They can become out of date very quickly due to the fast pace of change in organisations and it can therefore be expensive and time consuming to keep them up-to-date.


if there is inputs or suggestions let me know.

good one.. enjoyed a lot

Thanks for valuable info