Staffing as the name suggest, is the method or process of appointing officials in any organization based on their skills and qualifications. It is the process of acquiring, deploying and retaining the workforce of sufficient and appropriate quality and quantity to increase and improve company’s productivity and effectiveness. Staffing is to build an organization by recruiting, selecting and developing individuals as capable employees.

It helps one understand all the functions in an organization. It is all going side by side with the manpower planning so that right people are available at the right time. It also helps us increase the understanding about the issues related to job analysis and to overcome the problems that are faced in between. It is a method by which we can build an effective human resource which is made possible by the right recruitment, placement and planning. The corporate image of the organization is enhanced and the optimum use of resources takes place.

Staffing may seem easy in one go…. But it is not that easy in real streams. We live in a country where there is an ample supply of unskilled labours and workers and thus companies keep on changing their staffing policies quite often to suit their needs, which are not in the favour of the appointed officials. Country’s legal system also poses some restrictions on the staffing policies that should be followed but generally aren’t used due to some legalizations; like we see there are some reservations for the physically challenged people in some organizations..

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Trade Unions are the groups or unification of the workers of a particular organization to place their demands and favours against the ones they work for, these groups or nonprofit organizations thus are the guardians of the rights of the workers. These trade unions play an important part in industrial relations and are of benefit for workers, employers as well as the whole society.

Among the workers, this is a better way to promote unity, spirit of self reliance and self respect. These groups lead to the change in employers’ attitude and paves way to the betterment in the working conditions at the workplace. Trade Unions , although are the group of the workers but they act as an advisory board to the company’s policies and actions taken .These groups ensure that healthy labour policies are framed so that there is a reduced risk of industrial disputes in the future. They ensure industrial peace and help solve disputes amicably, harmoniously and politely. Trade unions thus help develop industrial economy by maintaining good industrial relations. It will result in higher and better production at lower costs.

In spite of such benefits and advantages of the trade unions, there are certain limitations related with these:

• Existence of rival unions
• Weak financial support
• Political domination
• Absence of loyalty of workers to the union
• Lack of public sympathy
• More reliance on strikes and litigation
• Limited stress on welfare activities
• Absence of full time office bearers

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An organization’s prime asset is its employees, those who work together tirelessly and perform their best to achieve the goals and aspirations of the organization they abide to. Working together, every individual develops a certain special kind of relationship with the colleagues at their workplace. It is important that employees whether on the same level or not, should share a healthy relationship with each other to give their best performances. The employees must be comfortable with each other for better environment at work place. It is the utmost duty of the superiors and team leaders to  stop any kind of conflicts in the team and encourage and inculcate a sense of togetherness among all the employees. A healthy relationship goes a long way in motivating and energizing the employees towards work. Every work seems to be child’s play when the employee sees it as an interaction with the fellow employees rather than a burden. Working in a healthy environment, the employee feels charged to take up new challenges. Interacting with each other for hours, going out together at times, strengthens the bond between the employees. The organization whose employees are working hand in hand with each other is the one which will attain heights!!

Often in any organization, we come across a situation that the decisions cannot be taken by a single person alone. Work becomes much easier when it is shared among all .The organization becomes a happy and cheerful place if the employees work together like a family.

Employee relations need to be present in every organisation for the betterment of all.Individuals in any company must be encouraged to take part in the discussions.Communication should be encouraged among the employees to enforce transparency.Often, some get-togethers also help the employees mix up with each other.

Thus, we now can say that employee relations need to trenthened in every organisation, then only the best possible outcomes can be taken out to the world.

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Why do the officials at higher posts or authority in an organization access all the rights to control the decision making in that organization??!! This issue was interrogated and thought upon and all this interrogation gave birth to what is called as “Employee Empowerment”.

This kind of empowerment gives autonomy and liberation to the employees working at lower levels in an organization to take their own decisions regarding the organizational issues and projects. Thus employee empowerment is basically sharing different levels of power among different officials to serve a better customer. This concept enables the employees o make decisions without having to refer a senior. This process involves the employees to improve the way one looks at a problem and find a multifaceted solution to it. This also encourages the employees to play a more effective role in their work. Also this kind of empowerment helps increase trust among the workers in any organization.

It leads to greater satisfaction of job, motivates the employee, increases productivity of the organization and helps reduce the costs. Due to the increased ownership of work, efficiency of the employees is seen to rise, and their innovation and creative skills also increase as there is an essence of self-authority. Empowered employees get the courage to become more entrepreneurial and thus they start taking more risks; more risks, more are the chances to succeed!!Too many self authorities themselves check the quality of services being produced, thus complete focus is present, and that leads to better outcomes.

So far we have seen that empowerment seems to have all the pros, but without the cons the story is never completed!!Workers seldom become egoists and stop reporting their work to the supervisors, that goes on creating communication gap and a negative feedback is given. Workers at all levels are given power, but we know that all of them do not have the same skill set , which can sometimes lead to bad decision making that affects the whole process. One major problem which cannot be overlooked is the data insecurity, which arises from the fact that too many people share the information and thus there are greater chances of data leakage and modification.

This discussion leads us to a doubt that whether implementing the employee empowerment, is a good or bad idea!!? I would say it is definitely a positive thought and concept but certainly it depends on the demands and circumstances. Empowering employees inculcates self confidence in them and leads to improved customer satisfaction.

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A part time job is one which requires less time dedication as compared to the normal work hours. The employees indulged in this kind of work structure generally work in shifts, but are on duty at a call even on the annual holidays. This work style is much more beneficial at times all because of its flexible connotation. Workers are said to be part time if they approximately work for 32-35 hours a week. A part time employee is entitled to the same benefits as a full time employee but on a pro rata basis .This kind of employee is a permanent employee of the organization on a fixed term contract.

Although, a part time worker gets the same benefits that the full time employee is entitled to, yet part time working calls for more of the benefits in working. Few of them are as follows:

• A remote dedicated worker can be hired at much lower wages as compared to a full time worker. This way the company can save upon many of its overhead expenses and thus use that amount saved judiciously for new startups.
• There are many jobs that do not require full time workers; rather they are in the need of more and more of the part time employees. These jobs may include several startups, etc.These firms can upscale or downscale the number of the employees in need thus calls for more flexibility.
• Part time workers work in a proper office environment and thus help maintain data security as data is scattered among different locations and servers.
• Part time employees provide work breaks to full time workers, thus increasing their efficiency and performance in the work hours. An organization can flexibly hire more of the part time employees when the workload is maximum.
• It is very obvious that the best talent is not present in any organization’s courtyard, thus part time work scheme lets the company to get benefitted from global intellect and resources.
• The part time employees are always present at a call’s end. They are worth when any emergency situation arises and they have the potential and the resources which used judiciously can help the organization combat that crisis.

Thus on the basis of the present needs and scenario in the market, this part time work scheme trend is becoming popular day by day. I think it is worth it also!!

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Job evaluation is a methodology of determining the worth of a job in comparison to other jobs in an organization. It helps make a systematic comparison between jobs to assess and evaluate their relative value for the purpose of establishing a rational and justified pay structure. It is a method or way that assesses jobs, not people. The standards of job evaluation are relative, not absolute. The essence of job evaluation lies in job analysis. Carried on by groups rather individuals, it has a specific level of subjectivity present at each level. It begins with job analysis where the information about any job is systematically gathered, and ends with the determination of the worth of a job.

At times, confused with job appraisal, job evaluation is an entirely different issue. Where job evaluation means finding the relative worth of a job, job appraisal is finding the worth of a jobholder. Job evaluation aims at determining wage rates of different jobs whereas job appraisal aims at determining rewards and incentives for superior performance. Evaluation shows how much a job is worth whereas appraisal shows how efficiently a person is doing the assigned job.

Job evaluation is a systematic process and hence follows some specific steps and guidelines. The steps to evaluate a job are summarized below:

• Gaining acceptance
• Creating a job evaluating committee
• Finding the jobs to be evaluated
• Analyzing and preparing job description
• Selecting an appropriate method of evaluation to be followed throughout
• Classifying the jobs
• Installing the programme
• Periodic reviewing of the reports and assessments

The process of job evaluation does not end up here. It has to abide by some guidelines and norms. The facts and figures collected during any evaluation must be unbiased and accurate, with no distortion. The results of the evaluation must be fair, unbiased, and accurate to the people affected by that evaluation.

This is an emerging issue or rather a need of the present. Some of the benefits of job evaluation are enlisted below:

• Links pay with the requirement of the job
• Outcome is an equitable wage structure
• Employees and unions are also an integral part in evaluation of any job
• Points out the possibilities of more appropriate use of plant’s labour force

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A wage is the remuneration paid, for the service of labour in production, periodically to an employee. The wage level represents the money an average worker makes in a geographic area or in his organization.

Wage dissatisfaction and several grievances with the wages are a result of rate differences between pay rates and individuals. To avoid these dissatisfaction and grievances the concept of wage determination is brought into light, where we define a wage structure to be abided both by the employer and the employee.

Wage determination is simply a process of setting up wage rates or establishing wage structures in a particular situation or set of conditions. It is the listing of wage rates and fringe benefits for each classification of employee in any organization.

Wage determination is a concept that helps the employees get  allocated among different occupation, and areas in economy so as to maximize the national product. It also facilitates the most desirable rate of economy progress and enables full employment too.

The process of wage determination involves the following steps:

• Job analysis
• Job description and specification
• Job evaluation
• Wage surveys and analysis of relevant organizational problems
• Wage legislation and structure definition
• Rules of administration
• Differential employee appraisal

Often the wage determination is not perfect in the perspective of the employee as it is a wide subject and depends on several checks that are to be fulfilled. Several such factors include:

• Organization’s ability to pay
• Supply and demand of labour
• Prevailing market rate
• Cost of living
• Living wage
• level of skills available in the market

Hence wage determination may sound simple but actually is a widely discussed, thought upon topic that is of great utility and need in the present market.

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In today’s scenario people are running behind money, posh lifestyle and the urge to be the best in the society!! This urge to be the best out of all makes them leave out all the rest. Concepts like Quality, durability and excellence have disappeared in the mist that follows!!Now-a-days, the main motive is to earn money be it at the stake of respect, truthfulness and what not….

This situation seems to grow even more devastating in the years to come if something is not done…If this isn’t checked, the world will turn out  into an economy with zero intellect!!Solution to this entire problem and the chaos is what is emerging as KNOWLEDGE BASED PAY…..

This concept focuses on an individual’s intellect and knowledge to the field. It is encouraging the people to improve their education to increase their salary or other compensation. As it is obvious , as the scope of an individual’s knowledge and understanding increases they can take up more complicated work and projects and that will benefit both the organization as well as the individual. Knowledge based pay is an effective measure to improve the skill set and education of the people and increase the worth of intellect. Reaching certain goals in education, training and skill development translates into higher employee earnings. This type of pay structure can empower individuals to improve their abilities on the job. Pay scale changes according to the knowledge tier acquired.

In some organizations the structure is so that it encourages the education development of its employees. In such an organizational structure the employees ae rewarded upon acquiring certain educational goals. Generally, the parties, both the organization and the employee agree on this type of pay structure at the time of hiring.

Knowledge based pay  systems can encourage the employees to become life-long learners, which can help a company maintain its edge in the industrial world. This leads to a greater and bigger innovation, longer retention of skilled employees and higher revenues as a result of highly intellectual workforce and thus better and smooth functioning.

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E-learning , simply refers to learning over internet.It stands for electronic learning that is a non classroom method of education delivery with the use of computers.e learning is essentially the network enabled transfer of skills and information.  E-learning applications and processes include Web-based learning, computer-based learning, virtual classrooms and digital collaboration. Content is delivered via the Internet, intranet/extranet, audio or video tape, satellite TV, and CD-ROM.

Let’s take a brief look on what the advantages of e learning are!!

• Availability of more reliable and cheaper means of learning.
• Learners chose what, when and where they want to learn. They are not constrained by the arrangements made by the traditional timetables, schedules and curricula.
• No teachers present to control your work on the spot. Learning is enjoyable and stress free.
• Distance Learning gives equal chances for all learners irrespective of background or status.
• Internet is provider of diverse learning styles and authentic material which facilitates the process of learning.
• Learners may have the option to select and opt the learning material that meets their intellect and understanding.
• Self paced learning modules provide learners to complete their study at their own pace.
• There is a flexibility to join discussions in a bulletin board threaded discussion areas at any hour and also to connect with their mates in the interactive chat rooms.
• It leads to development of computer and internet skills that are transferrable in other facets of life too.
• Successfully completing online courses develops a sense of self knowledge and self confidence that encourages the students to take further responsibility of their learning.
• Development of a conducive environment that is suitable for learning.
• It helps to exploit the available resources fully.
• Pre services, in services and post services training and development programs are involved that strengthen effective use of the material studied.

Thus, we now know that the concept of e learning has completely changed the conventional scenario of learning. It has globalised the learning methodologies and broken all boundaries to take education to every nook and corner of the world!!!

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Data Protection, as the name suggests is the term that goes for protection and safeguarding of some important information from any kind of unauthorized access, manipulation, corruption or loss. It refers to the legal protection of personal or commercial data that is highly sensitive and needs to be safeguarded. It is a technology of protecting data and useful information from any kind of deliberate damage or unlawful access.

One may wonder then, what is the need to spend money, time, and effort on data protection!!!

The basic need is minimizing financial loss, followed by compliance with regulatory requirements, maintaining high levels of productivity, and meeting customer expectations.  Data is recognized as an important corporate asset that needs to be safeguarded and protected from any kind of damage. Loss of information can lead to direct financial losses, such as lost sales, fines, or monetary judgments. It can also cause indirect losses from the effects of a drop in investor confidence or customers fleeing to competitors.

Another basic need is the maintenance of the productivity of any organization.  Loss of important data lowers overall productivity, as employees have to deal with time-consuming customer issues without the aid of computer databases. Data loss also results in application failures and similar system problems, making it difficult for people to do their jobs. A poor data protection strategy may leave people waiting for long periods of time for systems to be restored after a failure. During that time, employees may be idle or able to work only in a reduced capacity, further diminishing the productivity.

Thus, few data protection principles must be kept in mind before starting to generate data. Some of the very  basic principles include ensuring that the data is:

• used fairly and lawfully
• used for limited, specifically stated purposes
• used in a way that is adequate and relevant
• accurate
• kept for no longer than is absolutely necessary
• kept safe and secure

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