Low cost Innovation is essential for India. India is a developing country and we keep on hearing this line  since decades . The reasons for being a developing country consider by the experts are :

• Population Explosion
• Limited Finance
• Unstable Government
• Lack of Resources
• Technology Backwardness

and so on …

People are the real wealth of a nation . India is enriched with or say talented people, then who is stronger in the world ? India or other countries like United Kingdom , United States etc. The matter of concern for Indian economy is that Indian government unable to utilize its human resource in a efficient manner . Around 30 % of our population living below poverty line .To attain sustainable growth India needs to focus on its Human Resources. this is the key for success and achieve sustainable growth .Sustainable growth is complex to achieve because it is regular in motion . Government needs to change the way they design their polices . the way they think and act and organize themselves . Government should design their ideas in a way that they should reach to all people in the country .

Low cost Innovation Projects 

• Switch to Traditional Medicines – In ancient times all the diseases were cured with Natural Herbs . it is our strong point . we should pay attention on Ayurvedic Medicines . this method is very natural and effective to cure disease. this will lead to less depletion of forest , people will grow more herbs , this makes our environment as well as our health. Allopathic Medicines should reduced from our society and promote Ayurveda outside the country also. Once we will able to provide proper relevance on traditional medicines then will lead to the attainment of sustainable growth .
• Education is basic requirement : India has achieved low in term of education . education is the development of personality around 10-15 % of our population is considered literate and the criteria for this – those who are able to write their names whether in Hindi or English.

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We all knows or say every fool knows , India is a developing country . Hearing this since number of Decades , the reasons behind it :

• Lack of Natural Resources
• Population Explosion
• Lack of funds
• Unstable government
• Backward technology & so on..

`People are the real wealth of a nation` and India is enriched with people  then who is stronger in the world ? India or other countries like america , japan . The problem is Indian government unable to utilize its Human resource in a efficient manner . around 30% of population are living below poverty line . they are not providing basic facilities to half of the population .

According to Human development Report , various dimensions of human development are :

•  Empowerment
• Sustainability and vulnerability
• Human security
• Perception of individual well being and happiness
• Civic and community well-being
• Decent work
• Education
• Health

if we seriously go through these dimensions ,there is development but very restricted and poor people unable to get benefit .Stronger people threatens them and they cannot access to any government services to a large extent & why this so happened ? Lack of educated people . India`s only around 10% population is literate and on criteria of ~ those who can write their names considered educated . 90% of population illiterate . this problem need to be reduced . the objective of five year plans is inclusive growth . but do you think ? if all get educated they automaticalaly empowered and able to show off their skills for the betterment of the country .

India losing its intellectual property which is benefiting by other countries . Due lack of proper education facility or career paths  they rushed towards leading countries .

there are number of people who depicts street play through their children and they are very unaffected with govt. benefit scheme.so this is not inclusive growth . as per the situation India will remain developing country .

So i just request to the government try to convert their HR from weakness to strength , then it will possible  to achieve goals put more concentration on those people who are very worst affected . that will leads to inclusive growth .Improve their staff performance .

And i request political leaders , instead of spending heavy amount on Ads do spend that on improvement of life style of affected people. Try to provide best medical services . Promote cleanliness and sanitation .

i wish all the very best to everyone, please support government in eradication of these problems and India will shine out great .

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Nature And Causes of Stress :

Stress is a condition arising from the interaction of the people with their environment, and characterized by changes within people that force them to deviate from their Normal functioning . In simple words , stress refers to an individual`s reaction to a distributing factor in the environment. It can lead to :

• Physiological discomfort
• some kind of emotional unhappiness
• Strained relationships with other people.

Stress in an inherent characteristic of human life. It indicates the pressure people feel in life. As a result of pressures , employees develop various symptoms of stress that can harm their job performance they may be uncooperative and use alcohol excessively. Stress also leads to physical disorders because internal body system changes to try to cope with stress . Some physical dis orders are stomach ulcer , heart diseases , kidney troubles etc.

Stress may affect any employee , whether the employee is a manager or a worker , young or old . Any job condition can cause stress , depending upon an employee`s reaction to it . However, the major job conditions that cause for employees are :

• Work overload
• Time pressure
• Poor working conditions
• Inadequate authority to match responsibilities
• Role of conflict and ambiguity
• Conflict with superiors , peers and juniors
• Frustration and anxiety

Methods of Reducing Stress at Work :

• Relaxation :Coping with stress requires adaptation . proper relaxation is an effective way to fight with stress . relation  may be take many forms such as vacation , regular breaks during the work ,sit quietly with closed eyes for about ten minutes.
• Time Management: Time management is often recommended  for managing stress .The idea is that many daily pressures can handle with ease if persons does job of managing time .they may make list of the works to be done in a day and does the work as per the importance of respected work.
• Role Management :Under this , the individual works ton avoid role overload , role ambiguity and role conflict .for Instance , if an employee does not know what is expected of him , he should ask for clarification from his boss . he should accept the extra work if he able to do that.
• Meditation:Another way to reduce stress meditation . Mediation involves quiet , concentrated inner thought in order to rest the body physically and emotionally  . It helps remove a person from stressful world temporarily .
• Support Group : It is a group of family or friends members with whom a person share his feelings . Supportive family and friends can help people cope with routine types of stress on an ongoing basis .

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Make In India is national program designed to transform India into global manufacturing hub. The program was announced on 15-August-2014 (Independence Day) and was launched on 25 -September -2015. The program is coined by Prime Minister Narender Modi from attract the business around the world to invest and manufacture in India .

Major objective :’

• The objective of the program is to include share of manufacturing in country`s GDP from 16% currently to 25% by 2022 , as pronounced in National Manufacturing Policy.
• To create 100 millions jobs by 2022.
• To facilitate
  • Investment
  • Foster Innovation
  • Enhance skill development ‘
  • Protect intellectual property
  • To built best in class infrastructure
• Economic Transformation while eliminating unnecessary rules and regulations , making bureaucrat processes easier and shorter and make government more transparent , responsive and accountable.

Above is quick view of the program . Now ;

Yes , from my point of view , the program shall develop the HR of the country . As the program announced it will generate employment if this so happened , number of people will get job and able to fight with hunger , poverty , empowerment etc.India has no need to depend  longer on other countries for basic requirements and able to produce the products in the country itself with ZERO DEFECT , so the funds invested on this will be saved to a large etent and those funds will use to improve standard of living and development programs of HR. As the industries set up India will transform their unskilled labor into skilled that leads overall development of one`s personality . Economic growth will increase . India will able to take ahead concept of Sustainable Development . Trade balance of goods and services shall be in favor of India.as per world bank HDI report India ranked 136th among 189 countries which shows below average performance. It will improve farm machinery to better yield crops . The program focus on Defense which strengthens the India to protect themselves . It will save intellectual property means people who are giving their in foreign will able to get opportunities for own country .

The program is excellent and it will work for everything which is barriers in country`s inclusive development. The economy will be independent in global market . as we depend leading countries forces their decisions on us as happened in 1991 , wold bank and bank of England forced India to brought open economy , However the decisions was beneficial but that was their decision that we had made it .

I wish that the program go beyond the success . Just hope for the very best.

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Lethargic means lack of energy or sluggishness . Arbitrary means personal whim.

Lethargic staff refers to those people who are unable to give their best position due to some reasons . these kind of employees shall behave like this due to lack of energy or health issues  or by willing who loses interest in work or personal issues .

Arbitrary staff refers to those persons who would not like to follow the instructions of their superior or suppose to work according to themselves . they don`t want to go through rules and regulations.

Lethargic and arbitrary  employees not only affects the performance of team but also individual attitudes towards work . very often it is noticed that number of employees who spends most of their time on cell phones during office hour . Besides being a source of irritation, their laziness could sometimes dampen the congenial atmosphere at the workplace.

Generally , governments are worst affected with the behavior of Lethargic  & Arbitrary  kind of employees. Govt. is unable to utilize its officers or employees in an effective manner . these employees down the output and make the teams under perform.In processes or projects where the team work is required and suppose to be work under team leaders and this really requires co-operation and mutual understanding between colleagues, and shirking any of these responsibilities by even one member can cause the project to fail.

Its very essential to improve the behavior of lethargic and arbitrary employees . I would like to suggest some general points to remove these problems .

• Firstly, management require to notice such kind employees and try to find to find the reason behind it .
• Once the reason will come to know to eradicate these problems .
• Try to re motivate the employees and give proper assistance to enhance performance .
• Enact some strict rules and regulation on behavior of arbitrary employees and put methods to remove arbitrariness .
• Organize  time to time counselling for its employees and don`t let the seed grow of letharginess  and arbitrariness in them due to stress or any other personal circumstances .
• Put strict supervision over the working of employees and revoke them to increase these problems.
• Govt. should issue the guidelines of proper management, ineffective management leads to ineffective performance of employees.
• Employees hall be well coordinated .
• Officials should informed the higher authorities on time .

In case,  after all relevant actions taken to reduce this problem , then officials should put strict action like suspension , dismiss , demote etc.

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Fringe benefits or supplementary compensation involve all expenditures by an employer designed to benefit employees over and regular base pay and variable compensation related to output . In simple words it refers to the extra benefits provided to the employees in addition to the normal compensation paid in the form of wage or salary .

The basic purposes of fringe benefits are 

• to attract and maintain efficient human resources within the the organisation; and
• to motivate the human resources.

Objectives :

1. To create and improve sound industrial relations .
2. To motivate the employees by identifying and satisfying their unsatisfied needs .
3. To provide security to the employees against social risks like old age benefits and maternity benefits .
4. To provide health to the employees and safety against accidents .
5. To promote employees welfare .
6. To create a sense of belongingness among employees and to retain them. Hence , fringe benefits are called golden handcuffs.
7. To meet the needs the requirements of various legislation relating to such benefits .

Fringe benefits may include the following :

• Payment for time NOT  worked . some of the examples in this category are paid rest periods , paid lunch periods , wash up time , clothes change time , get ready time , vacation , holidays , sick leave , personal leave , voting time etc.
• Hazard protection. Income maintenance during such periods is the purpose of fringes designed to protect against the hazard illness , injury , debt , unemployment , permanent disability , old age and death.
• Employee services . employee services such as housing , food , medical , recreation etc. are provided on continuing basis .
• Legal payments . In most countries , the governments have enacted several laws for protecting employees against major hazards of life . payments under this classification may involve unemployment , lay off compensation , employees` insurance , old age benefits under social security etc.
• Safety and Health. Under the provisions of the factories act 1948 , rules are laid down improving the working conditions of factory workers so as to ensure their health and safety .

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Regardless of the type , several problems are inherent in interviews. Selection specialists must be aware of these problems and need to be trained to overcome them. These problems are :

• Interviewers have a tendency to be swayed by negative information about the applicants.
• Interviews may make snap judgments easily in the interview . consequently , they block out further potentially useful information.
• Interviewers do not seek applicants information dimensions needed for successful job performance. Often , they don’t have a complete job description . Besides , the interviewer often doesn`t know the conditions under which the job is performed .
• Interviewer permit one trait or job related attribute to influence their evaluation of the remaining qualities of an applicant . This process , called the halo effect , occurs when an interviewer judges an applicants entire potential for job performance on the basis of a single characteristic , such as how well the applicant dresses or talk .
• Interviewers judgments are often affected by the pressure to favor a particular candidate or fill the position , hence they lower the standards.
• Interviewers judgments regarding an applicant often affected by the list of available applicants. A good person looks better in contrast to a group of average or below average applicants.
• Some interviewers may give emphasis to educational qualifications while many others give weightage to experience.

One of the guidelines for an effective interview are :

• Always use the structured form.
• Evaluate the interviewee immediately after the interview .
• Focus on traits that are most accurately assess in the interviews
• Get the interviewee to talk .
• Respect the reservation policy of the concerned government .

Some of the Do`s and Don`ts be kept in mind by the interviewers .

Do`s :

1. Plan the interview .
2. Establish an easy and informal relationship .
3. Cover the ground as planned.
4. Probe where necessary .
5. Analyse the career and interests to reveal strengths , weaknesses and patterns of behavior .
6. Maintain control over the direction and time taken for the interview .

Don`ts :

1. Start the interview unprepared .
2. Plunge troo quickly into demanding questions .
3. Ask leading questions .
4. Jump to conclusions on adequate evidences .
5. Pay too much attention to isloated strenghths and weaknesses .
6. Allow the candidte to gloss over important facts .
7. Talk too much .

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Purpose of Transfer . Organisations resort to transfers with a view to serve following purposes :

• To meet the organisational demands – An organisation may have to transfer its employees due to change in technology , change in volume of production , schedule , product line , quality of products , changes in the job pattern caused by change in organisational structure , fluctuations in the market conditions like demand fluctuation , introduction of new lines and dropping of exiting lines. all these changes may demand the shift in job assignments with a view to place the right man on the right job .
• To satisfy the employees` needs – Employees may need transfers in order to satisfy their desire to work under a friendly superior , in a department/ region where opportunities for advancement are brighter , in or near their native place or place of interest , doing a job where the work itself is challenging etc.
• To utilize employees better – An employee may be transferred because the management feels that the skills , experience and job knowledge could be put to better use elsewhere.
• To make the employee more versatile – Employees may be rolled over different jobs to expand their capabilities . job rotation may prepare the employee fro more challenging assignments in future .
• To adjust workforce – Workforce may be transferred from a plant where there is less work to a plant where there is a more work .
• To reduce burden – Transfers may be made to give relief to employees who are overburdened or doing hazardous work for long periods .
• To reduce conflicts – Where employees find it difficult to get along with their colleagues in a particular section , department or location they could be shifted to another place to reduce conflict .
• To punish employees – Transfer may be effected as disciplinary measure – to shift employees indulging in undesirable activities to remote , far flung areas .

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Management development aims at improving individual and organisational performance through a learning process ; thus , organisations tend to give individual mangers greater opportunities for learning , comparing to other employees.

The management development system(MDS) concept is not only to contribute to the development of individuals in an organisational context , but also to address their personal dimension. An management development system approach should thus be based on a win – win relationship between employers and their managers.

Thus , development is often regarded not so much as finality in itself than as a mean that allows for :

• An increase in the manager`s employ-ability (both internally and externally )
• An adoption of the company to the new socio-economic trends it is subject to , so that it may better face and anticipate change .
• An increase in the company`s productivity and competitiveness that should enhance its durability .

In an ideal organisation , development should rely on three strongly interdependent concepts that make up the base of every HR development policy :

1. Management Development (MD)
2. Management by Objectives (MBO)
3. Training / Development plans .

Management Development has a significant importance in enhancing the managerial effectiveness of organisations by improving individual managers and overall managerial capacity . It should begin with a proper needs assessment mechanism to address managerial weakness and areas of improvement .

Management development could be achieved through education by means of gaining an academic degree in management , management training programs , and on the job techniques and experience .On the job experience such as coaching , mentoring and action learning are likely to be practical techniques for management development . Coaching and mentoring are better used to improve the performance of current managers / team of managers and transfer expertise from a senior manager to a junior one respectively . On the other hand , action learning appears to play an important role in collective learning by a set of mangers in order to jointly solve organisational problem .

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Human Resource Information System (HRIS) is a method by which an organisation collects , analyses and reports information about people and jobs. HRIS is basically a data base system that offers important information about employees in a central and accessible location. When such information is needed the data can be retrieved and used to facilitate human resource planning decisions .

Objectives of HRIS. computerized HRIS is designed to achieve the following objectives:

• To offer an adequate , comprehensive and ongoing information system about people and jobs.
• To supply up to date information at a reasonable cost.
• To offer data security and personal privacy . Data security is a technical problem that can be dealt with in several ways , including passwords and elaborate codes. In the information age , personal privacy is both an ethical and moral issue .

Functions of HRIS.  computerized HRIS is designed to monitor , control and influence movement of people from the time they join the organisation till the time they decide to leave the organisation. It conducts the following functions.

• Recruitment information. it includes advertisement module , applicants profile , appointment and placement data .
• Personal administration information. It consists of personnel needs of an employee concerning leaves , transfer , promotion, increment etc.
• Manpower planning information.It offers data that could help human resource mobilization , career planning , succession planning and inputs for skill development .
• Training information. It provides information for designing course material , arranging need based training and appraising the training programme etc.
• Health information.It consists of data relating to health , safety and welfare of employees.
• Appraisal information.It consists of performance appraisal information that serves as basis for promotion , career and succession planning.
• Payroll information. It provides data regarding wages , salaries, incentives , allowances , fringe benefits , deductions for provident funds (PFs).
• Personnel research information.It is a bank of historic and current data about employees attitude , turnover , absenteeism which may be used for different types of analysis .

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