Post on 02-Nov-2014
transcript
PARTICIPATIVE MANAGEMENT
BY –ANTRIKSH BAJAJ – ( 5 )
SUVEER MALHOTRA – ( 28 )KUSHAL MANSUKHANI – ( 30 )
VIKRAMADITYA MURALIDHARAN – ( 37 )SHARAN SANIL – ( 43 )
WHAT IS PARTICIPATIVE MANAGEMENT?
CHARACTERISTICS OF PARTICIPATIVE MANAGEMENT
It is a method, which gives employees responsibility,
accountability, and authority over their work.It provides simple tools for employees
to improve their work performance
and positively impact the bottom
line.
It provides an environment to make employee
needs known and creates a vehicle
for improved communication
between all areas of the organization.
PARTICIPATIVE MANAGEMENT
Increasing job satisfaction by encouraging participation
Team management represents a growing trend
SATISFIED EMPLOYEES ARE MORE PRODUCTIVE AND COMMITTEDJob Satisfaction:
Degree of enjoyment employees derive from doing their jobs
High Morale: An overall positive employee attitude toward the workplace
Low Turnover: A low percentage of employees leave each year
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HOW TO IMPLEMENT PARTICIPATIVE MANAGEMENT ?
Rely on workers
knowledge
To find out what went
wrong and then to get it fixed
‘Multiple supervisor
s’
Challenge the process Inspire a shared vision Enable others to act Model the way Encourage the heart
FIVE FUNDAMENTALS OF PARTICIPATIVE MANAGEMENT
ELEMENTS OF PARTICIPATIVE MANAGEMENT
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Group problem solving
Group discussion
IMPORTANCE OF PARTICIPATIVE MANAGEMENTRemove conditions of powerlessness
•Changes
•Leadership
•Reward & job
Enhance job-related self efficiency
•Job mastery
•Role models
•Reinforcement
•support
Perception of empowerment
•Competence
•High value
•Job meaning
•Increased use of talent
performance
WHAT PARTICIPATIVE MANAGEMENT IS “ NOT “
• It is not permissiveness. • It is not weakness. • It is not involvement in trivia. • It does not mean giving up authority• It does not mean giving up all decision
making. • It does not mean postponing action
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AVIVA LIFE INSURANCE COMPANYCOMPANY PROFILE • Aviva is UK‟s largest and the world‟s fifth
largest insurance Group. • In India, Aviva has a long history dating back
to 1834.• Aviva was also the first foreign insurance
company in India to set up its representative office in 1995.
• In India, Aviva has a joint venture with Dabur, one of India's oldest, and largest Group of companies.
JOINT VENTURE BETWEEN AVIVA AND DABUR
74%
26%
STAKE
DABURAVIVA
SCOPE OF PARTICIPATIVE MANAGEMENT AT AVIVA LIFE INSURANCETo short up the process of selecting the
candidates recognising most preferred and appropriate candidates for the necessary job.
To identify the job’s requirement, to identify the candidate profile and to help them find each other with best matching.
Human Resource is the backbone of every organisation so strengthening is essential identify potential human resource from a vast multitude of people akin to finding a needle in a haystack.
AVIVA’S GUIDING PRINCIPLESRecruit the best Accept personal responsibility Build an empowered team Building a shared vision and purpose Leadership DevelopmentReward and Recognition
HUMAN RESOURCE DEPARTMENT AT AVIVA LIFE INSURANCE
Human resource development
Recruitment and selection
Resource allocation
Training and development
METHODS OF RECRUITING AT AVIVA LIFE INSURANCEDirect method
Indirect method
Third party method
AVIVA – SOURCES OF RECRUITMENT
PROCESS
OBJECTIVE RECRUITMENT PROCESS AND USE OF PARTICIPATIVE MANAGEMENT IN GETTING THE BEST OUT OF THEIR EMPLOYEES
Personnel Planning
Job Vacancies
Job Analysis
Recruitment Planning-Numbers-Types
Employee Requisition
Searching Activation“Selling”-Message-Media
Screening Potential Hires
Applicant Pool Selection
Evaluation & Control
Strategy Development-Where-How-When
Applicant Population
Recruitment Process Map
Name gatheringInitial screening interview Selection interview
Purpose: To build steady pipelineOutcome: rule of 31
Purpose: Does he meet the initial targetOutcome: fill in interview file sell the career
Purpose: Testing the conviction & sustainability of a careerOutcome: short listing
NAT & reference check Career seminarP-200
Purpose: screen the candidate and to fit him to the closest successful profileOutcome: profile of the candidate and list of probes
ration) Purpose: get him to feel his initial marketOutcome: list of probable buyers
Evaluate P-200/market survey Career interview
Application formPurpose: candidate to assess his market and get referred leads Outcome: readiness to accept this career
Purpose: review of all which has been done and check on motivation, dream & longevityOutcome: candidate ready to join
Purpose: evangelize insurance and sell it as a careerOutcome: I want to do it higher conversion
FINDINGS In AVIVA life insurance most of the employees feel that‟s the HR
department is good. About 75% of the managers says that they prefer both internal as well as external source for recruitment and selection. About 65% of the mangers go for direct recruitment and selection and less number for mangers prefer indirect or third party. Mostly the manpower planning is done Quarterly and 20 % do not follow any pattern they don‟t have any fixed time. Aviva prefers to go for campus interviews and even casual application that are received for recruitment but they hardly prefer placement agencies.
Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as only 20% go for video conferencing and rest 10% adopt some other means of interviews
CONCLUSION This presents the summary of the study and survey done in relation to
the Recruitment and Selection in AVIVA life insurance. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there.
The recruitment process at AVIVA life insurance to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the company‟s values.
Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company.
Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.
BIBLIOGRAPHY
C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himalaya Publication.
K.Aswahthappa (2001),Human Resource and Personnel Management
Human Resource Management, (2005), Dr.P.C. Pardeshi
C.B Gupta (2005)
www.avivaindia.com
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