Employee Relationship Management...

Employee Relationship Management Employees are the major assets of an organization. They are among the organization’s most important audiences with the potential to be its most effective ambassadors. It is essential that the employees perform together as a collective unit and contribute equally towards the realization of a common goal. Employees share a certain relationship with their colleagues at the workplace. The relationship which the employees can have can be between co-employees, supervisors, managers and higher management. It is important that the employees share a healthy relationship for delivering their best performances. Employees are the focal point of an organization during its journey towards success. If the employees work together and share a good relationship with management then the organization achieves its tasks and objectives much faster. Management of the employee relationship is both important and valuable for the organization in the achievement of the competitive advantage. It is necessary to have a strong relationship between employees as well as between employees and management since it leads to better organizational productivity and performance. Employee relationship management (ERM) is a term which refers to relationship development and management between the organizational management and the employees. There are a lot of different issues in ERM which can affect employee satisfaction and which has a direct result on employees’ productivity and overall corporate culture. ERM refers to managing the relation between the different employees of the organization. The relationship can be between employee and the management as well as between employees at the same level. It is nothing but a technique which brings employees and management together on a common platform and guides them so that the organization achieves the desired targets without fighting with each other. In a layman’s language, ERM is nothing but managing interaction...

Management of Workplace Stress...

Management of Workplace Stress Workplace stress occurs when there is a mismatch between the demands of the job and the resources and capabilities of the individual employee to meet those demands. It is the adverse reaction which the employees have to excessive pressures or other types of demand placed on them. There is a clear distinction between pressure, which can create a ‘buzz’ and be a motivating factor, and workplace stress, which can occur when this pressure becomes excessive. Workplace stress is a matter of great concern.  Excessive stress can interfere with the employee’s productivity and impact the physical and emotional health and the ability of the employee to deal with it. It can mean the difference between success and failure. Stress has been defined in different ways over the years. Originally, it was conceived of as pressure from the environment, then as strain within the person. Stress is defined as “the adverse reaction people have to excessive pressures or other types of demand placed on them”. The generally accepted definition today is one of interaction between the situation and the individual. It is the psychological and physical state that results when the resources of the individual are not sufficient to cope with the demands and pressures of the situation. Thus, stress is more likely in some situations than others and in some individuals than others. Stress can undermine the achievement of goals, both for the individual employee and for the organization. Earlier the typical response from the management to workplace stress used to be blaming the victim of the stress, rather than its cause. But presently the situation is changing and it is now being recognised that the management has a duty, in many cases enforced by the statutory authorities, to ensure that...

Managing Fire related Processes in a Steel...

Managing Fire related Processes in a Steel Plant Steel plant is a fire hazard industry. In a steel plant heat meets flammable materials almost everywhere. People, plant and equipments, and production all are exposed to high risk of fire almost in every area of the plant. Fires result into service disruptions and production downtimes. It causes damage to the plant and equipments and burn injuries, many times fatal injuries to the people. Even a small fire can paralyze the entire plant with disastrous economic damage. The fire risk in the steel plant is immense. There are processes with very high temperatures and at many places with open flames. There are control rooms, motor control rooms, hydraulic rooms, transformer rooms, oil cellars, cable tunnels, and rubber conveyor belts etc. which are fire prone. Handling of liquid metals and slags, products with high temperatures, hot waste materials, and sediments containing hot materials are involved. There are also handling, storages and transport of flammable materials such as fuel oils, fuel gases, coal and coke, cryogenic liquids, etc., as well as requirement of cutting and welding everywhere for meeting the maintenance needs. There is presence of electrical ignition sources. There are areas where there is significant unit related fire loads are there. Due to these reasons, fire related processes such as fire protection, fire prevention, fire safety, and firefighting all have important significance in a steel plant. Classification of fires Fires are classified in the following four classes (Fig 1) as per the internationally accepted classification. Class A – These are fires involving solid materials normally of an organic nature (compounds of carbon), in which combustion generally occurs with the formation of glowing embers. Class A fires are the most common. Effective extinguishing agent is generally water in...

Development of Talent in the Organization...

Development of Talent in the Organization Building of the bench strength for the future is something which no organization can afford to ignore. With the competition steadily increasing and the present trends indicating that the talent pool is going to decrease, no organization can afford to ignore the identification and development of the talent of their employees. Given the ease with which business models can be copied, it is only the people of the organization along with their ability to learn and lead are the only sustainable source of competitive advantage for the organization. Talent development focuses on the planning, selection and implementation of development strategies for the organizational employees to ensure that the organization has both the current and future supply of talented employees to meet its strategic objectives and that development activities are aligned with organizational talent management processes. The organization which desires to sustain its success must have the best talented employees in order to succeed in the hypercompetitive and increasingly complex present day economy. Along with the understanding of the need to hire, develop, and retain talented people, the organization is to be aware that it must manage talent as a critical resource to achieve the best possible results. For managing talent The organization is to develop the capabilities of employees, nurture their careers, and manage the performance of individuals and teams. Organizational restructuring, globalization and competition highlight the need for both the organization and individual employees to be focused on investment in learning. Organizational talent development process almost invariably focuses on organizational needs and is an investment for meeting these needs. Organizational driven talent development focuses on a multiplicity of organizational needs such as succession planning, the achievement of business strategy, and the enhancement of leadership bench strength and...

Safe Working Procedures and Safe Work Practices...

Safe Working Procedures and Safe Work Practices For the implementation of the safety management system, the organization is to establish safe working procedures and safe work practices so that all the works are carried out safely and the risks of injury to work men and damage of equipment and property are eliminated or minimized. The safe working procedures and safe work practices are to be established meeting the requirements of the Factories Act as well as meeting the requirements of the work processes. Safe working procedures and safe work practices are established in the organization for addressing significant hazards or for dealing with circumstances that may present other significant risks/liabilities for the organization. They reflect the approach of the organization for controlling safety hazards. Safe working procedure is a step by step process that guides a work man through a task from start to finish in a chronological order. Safe work procedures are designed to reduce the risk by minimizing potential exposure for performing a work safely from beginning to end. Safe work practice is a set of guidelines established to help work men to perform a task which may not require a step by step procedure.  Safe work practices are generally written methods outlining how to perform a task with minimum risk to people, equipment, materials, environment, and processes. Safe working procedures and safe work practices tells work men  how to perform a specific task so as to mitigate hazards that have been identified through the hazard identification process. They are guideline documents for the maintenance of safety in the organization. The extent of the application of the safe working procedures and safe work practices depends on the safety policy of the organization, the nature of the activities in the organization, and complexity of...