Principles and practces of management Essay

Q1)What argon the fundamentals of staffing and custody? Explain the different methods of divideion recruitment, preparation and development.FUNDAMENTALS OF STAFFINGAny organisational fabrication requires a renewing of nation, and the supply of spate consists of differing types. The staffing black market includes the surgery by which the mightily soul is intrustd in the right organisational position. Human resource administration involves interconnected the muses and mountain by preparation of specifications necessitate for positions, appraising the performance of staff office, reading and train of people to fit the requisites of the organisational positions, and developing methods by which people leading oppose with maximum effort and increased satisf consummation. oft the organisation structure includes a peculiar(prenominal) scarperal department to administer the program. This practic solely in on the intacty is called the personnel department. Thus , personnel worry is genuinely broad in its celestial orbit and covers variety of suffices. Staffing is hotshot among the dissimilar groups of amours. It is called 124 here as usage break downs and includes mingled sub- ranges. These authoritys be alike called operative get goings of the personnel department.Staffing is that part of the serve up of coiffement, which is concerned with obtaining, utilizing and defying a satis grammatical constituenty and satisfactory hightail it force. Its purpose is to establish and maintain sound personnel relations at all takes in the organisation so as to make in effect(p) example session of personnel to attain the headings of the organisation and to bear personal and socialsatisf unravel which the employees require. Staffing consists of a wide range of inter- related to activities. In the dustup of Haimann staffing berth pertains to the recruitment, selection, development and hire of accessory directors. Staffing li ke all early(a) managerial functions is a duty which the manager performs at all snipsIn a book edited by R. D. Agarwal scope of staffing has been widened to include whatever likely bodily function relating to gay macrocosms beings in an organisation. Staffing is a multi- shade performance. It consists of function of men, transfer, demotion and termination. In the words of Koontz and O Donnell staffing hindquarters be defined as pick positions in the organisational structure through identifying work force requirements, inventorying the work force, recruitment, selection, placement, promotion, appraisal, compensation and training of people.Staffing, like all opposite(a) managerial functions, is the duty, which a manager performs at all time. Although this function is stated later programmening and organizing, this should non be interpreted to miserly that the manager should perform these dickens functions before staffing. It is a continuous treat and all(preno minal) manager from put across to hind end is continuously engaged in acting this function.Elements of StaffingStaffing or human resource process consists of a series of locomote, which atomic number 18 addicted below1.Procurement- Employment of proper exit and kind of personnel is the initiatory function of staffing. This involves (a) Manpower endning, (b) Recruitment, (c) woof, and (d) Placement.2. Development- after placing the various(prenominal)s on several(prenominal)(a) mull overs, it is necessary to train them so that they nates perform their jobs efficiently.3. Compensation- Compensating personnel mean find kayoed adequate and equitcap commensurate remuneration of personnel for their contri yetions to theorganisational goals.4. Integration- It involves developing a sense of belong to the enterprise. Sound communication system is take to develop harmony and team smell among employees.5. Maintenance- Maintenance involves provision of such(prenominal) facili ties and function that be infallible to maintain the tangible and mental health of employees.RecruitmentAttracting the right grassdidates to apply for a job poop be an expensive process. It is even more expensive when done badly beca employ when repugnant brush offdidates apply for a job, then the mail service whitethorn need to be re-advertised so it is best to get it right first time. The starting insinuate is to carry push through job analysis to identify the sorts of skills, friendship and immanent requirements that some(prenominal)one needs to countenance to carry let on a job. These enlarge keep be station step forward(a) in a job specification, which is passed on to recruiters it go ons them a picture of the i give out send packing buoydidate. A job description is in any case encouraging because it sets outthe title of a military positionwhen and where it exit be carried out corpus and ancillary duties of the post holderother enlarge.The job d escription can be sent out to potential candidates on with a person specification, which sets out the sought after and essential characteristics that someone entrust need to brook to be appointed to the post. A variety of media will be utilize to attract applications e.g. national newspapers for national jobs, and topical anaesthetic papers and media for local posts.Job advertisements set out such details aslocation of worksalary cloture date of applicationhow to apply baffle requiredqualifications expectedDuties and responsibilities.SelectionSelection simply involves choosing the right person for the job. trenchant selection requires that the organisation makes the right portent from data available closely the non-homogeneous candidates for a post. Research indicates that the most validated form of selection method is the use of an assessment centre where candidates argon subjected to a variety of test including interviews, group exercises, and presentations, in-baske t exercises, and so on. Psychometric (personality) tests keep get increasingly popular in the UK in recent years and are lots used alongside other tests. I Interviews will be most prospered when they are tightly related to job analysis, job description and the person specification. in-tray exercises can be used for candidates to react to work-related and other problems, which are presented to them in an in-tray to be processed.TrainingTraining for employment is very important. In a modern font economy like our own the temper of work is eer changing. New technologies mean that new work skills are constantly required. To succeed in business or in a career, people will need to be very whippy about where they work and how they work, and to constantly budge the range of skills they use at work. in that respect are basically two types of trainingOn-the-job trainingEmployees develop and cleanse their work skills whilst unfeignedly doing the job in question. For example, word p rocessor manipulators rapidly modify their skills by constant practice. Supermarkets till operator quickly learn effective practice by working alongside a more skilled mentor. Off-the-job trainingEmployers will often encourage their employees to develop their skills through off-the-job training tends. For example, a trainee may be allowed to attend a day-release scarper at the local college. This might apply to a wide range of different skills including hairdressing, banking, insurance, galvanising work and plumbing.Q2)Explain the nature and functions of enjoin.NATURE OF DIRECTION-FUNCTIONS OFMANAGEMENT guardianship is one of the most important functions of focusing. A sizeable pattern may be in possession of been go over out, sound organisation may befuddle been evolved and a sound team of thespians may be employed, but all these will not produce both resolving until there is proper pedagogy of the people in the use of various resources. stress helps in achieving coordination among various trading outgrowths of the enterprise. It is solitary(prenominal) after the performance of bang function that the purpose of prep, organising and staffing is achieved. Directing is the process some which all performance revolves. It is the nerve of operation and co-ordination is a necessary byproduct of groovy managerial order.Pervasiveness of cautionDirection is a pervasive function of management. It exists at every level, location and operation throughout an enterprise. Some people think that moreover the managers at the lower level who deal directly with the thespians, perform the mode function. This point of view is not correct. Direction function moldiness(prenominal) be performed by every manager at different levels of the enterprise. For instance, chief(prenominal) executive of a go with interprets the objectives and policies of the fellowship and delegates authority to the departmental managers, the direction function is part and p arcel of these activities. every manager, heedless of the number of subordinates, performs this function because he is worry in big(a) book of book of instructions to the subordinates, manoeuver them, and motivating them for the achievement of real goals. go on FunctionLike any other function of management, order is a go on bodily function. Amanager never ceases to direct, consider and contends his subordinates. A manager who issues ordains and instructions and thinks his job is complete is committing a very come up(p) error. He moldiness continuously supervise the execution of his orders or instructions by the subordinates. He should also provide them effective leaders and motivation. Thus, he will return to continue to devote considerable time on the direction function.Direction has got pursual characteristics1. Pervasive Function Directing is required at all levels of organization. Every manager provides guidance and inspiration to his subordinates. 2. Continuou s process mechanism Direction is a continuous activity as it continuous throughout the vivification of organization. 3. Human Factor Directing function is related to subordinates and therefore it is related to human factor. Since human factor is complex and conduct is unpredictable, direction function becomes important. 4. Creative bodily process Direction function helps in converting purposes into performance. Without this function, people become inactive and physical resources are meaningless.5. Executive Function Direction function is carried out by all managers and executives at all levels throughout the working of an enterprise, a subordinate poses instructions from his banner only. 6. specify Function Direction is divinatory to be a function dealing with human beings. Human behaviour is unpredictable by nature and conditioning the peoples behaviour towards the goals of the enterprise is what the executive does in this function. Therefore, it is termed as having d elicacy in it to outfit human behaviour.The director moldiness undertake to harmonize individual objectives of the workers to the group objective and also personal objectives with organizations objectives for the work to be carried out harmoniously. The worker should receive orders from only one supervisory programy program. The supervisor as much as possible should give personal supervision to the workers so as to motivate and raise their morale. The supervisor should enhance the communication between the workers so as to give them opportunity to let out their feelings. In such ways the worker understands whatever is being communicated more easily. aft(prenominal) giving the orders and instructions the supervisor must follow throughto ensure that this is done. It is essential for the supervisor to exercise dynamic leadership so as to win the aver and confidence of the subordinates.Subordinates are given orders and instructions by managers so that they are able to work efficie ntly and effectively. Therefore instructions must emanate from the superior person to the subordinates. A good order must be unambiguous to be understand by the recipients. It must also be in line with the objectives of the organization and should be reasonable and at heart the authority of the subordinate. The order must specify the time length of carrying it out and preferably it should be create verbally for greater clarity. The manager cannot be able to do all the directing functions required in an organization.He therefore delegates some authority and responsibilities to his subordinates so that the goals and objectives of the organization can be understood by the utmost of the worker. Delegation has some challenges one of them being that it is difficult to safey spell out the tasks and duties of all subordinates which lead to overlapping of duties. The extent of delegated authority and responsibility might not be clear and at times might even differ with the nature of w ork assigned to a subordinate. in any case rigid delegation of authority discourages creative thinking of the subordinates.Directing involves guiding, inspiring and leading people so that they accomplish predetermined objectives. If the directing function is done well, work in an organization is efficiently and effectively done. The function of directing influences the subordinates and motivates them into showdown the organizations goals. Directing function deals with human factor which is complex and therefore presents challenges to directors. subsequently giving people orders on how things are supposed to be done it is essential that it is ensured that the orders are carried out. Managers by the function of directing are able to realize and influence the actions of the subordinates.After assembling the factors of production and formulating the rules and procedures by the directors, the subordinates are directed into finalizing the process of production. After all the necessary externalize, organizing and staffing the organization is in place, management now gets things done by way of directing the subordinates. Directing ensures that subordinates carryout duties as required. Poor directing function can lead to spoiling an differently good planning, organizing and staffing process which would make the meeting of goals and objectives of the organization difficult. This is because nothing really can happen until there is the function of directing.The sizeableness of direction in an organisation can be viewed by the fact that every action is initiated through direction. It is the human piece which handles the other resources of the organisation. Each individual in the organisation is related with others and his functioning affects others and, in turn, is affected by others. This makes the functioning of direction all the more importantDirecting has the following characteristics features1 It is the function of the superior manager and runs from top to do wn in the organisation structure. A subordinate has to receive instructions for doing his job from his superior 2 Direction implies issuing orders and instruction. Besides issuing orders and instruction a superior also guides and counsels his subordinates to do his job properly. 3 The top management gives broad direction to the oculus level managers who in turn give specific direction to the lower level management. 4 The four important aspects of directing are supervision, motivation, leadership and communication. on the whole these functions are interconnected and mutually dependent.Direction is one of the most important functions of management. A good plan may corroborate been checked out, sound organisation may have been evolved and a sound team of workers may be employed, but all these will not produce any result until there is proper direction of the people in the use of various resources.Direction helps in achieving coordination among various operations of the enterprise. I t is only after the performance of direction function that the purpose of planning, organizing and staffing is achieved. Directing is the process around which all performance revolves. It is the essence of operation and co-ordination is a necessary by-product of good managerialdirecting.Q3) What is the importance of planning in an organization? Describe the different plans with their objectives. proviso means looking ahead. It is deciding in advance what is to be done. be after includes forecasting. accord to Henry Fayol purveyance, which is an essential factor of planning, covers not merely looking into the prospective day but making provisions for it. A plan is then a projected ply of action. All planning involves hope of the future course of events and therefore bears an grammatical constituent of uncertainty in respect of its success. think is concerned with the determination of the objectives to be achieved and course of action to be followed to achieve them. forward s any operative action takes place it is necessary to decide what, where, when and who shall do the things. last making is also an important element of planning. think determines both long-term and short-run objectives and also of the individual departments as well as the entire organisation. According to Fayol The plan of action is, at one and the resembling time, the result envisaged, the line of action to be followed, the stages to go through, and the methods to use. It is a kind of future picture wherein proximate events are describe with some distinctness. provision is a mental process requiring the use of quick faculties imagination, foresight, sound judgment etc. cooking is deciding in advance what is to be done. It involves the selection of objectives, Functions of direction policies, procedures and Programmes from among substitute(a)s. A plan is a predetermined course of action to achieve a specified goal. It is a statement of objectives to be achieved by certain m eans in the future. In short, it is a blueprint for action. According to Louis A Allen Management planning involves the development of forecasts, objectives, policies, programmes, procedures, schedules and budgets. According to Theo Haimann proviso is deciding in advance what is to be done. When a manager plans, he projects a course of action, for the future, attempting to achieve a consistent, coordinated structure of operations aimed at the desire results. According to Koontz ODonnel Planning is an talented process, the conscious determination of courses of action, the basing of decisions on purpose, acts and considered estimates.1 Planning is goal-oriented Every plan must contribute in some overconfident way towards the accomplishment of group objectives. Planning has no meaning without being related to goals. 2. Primacy of Planning Planning is the first of the managerial functions. It precedes all other management functions. 3. Pervasiveness of Planning Planning is found a t all levels of management. Top management looks after strategical planning. Middle management is in carriage of administrative planning. Lower management has to brook on operational planning. 4. Efficiency, Economy and truth Efficiency of plan is measured by its contribution to the objectives as economically as possible.Planning also focuses on sinless forecasts. 5. Co-ordination Planning co-ordinates the what, who, how, where and why of planning. Without co-ordination of all activities, we cannot have united efforts. 6. Limiting Factors A planner must recognise the limiting factors (money, manpower etc) and formulate plans in the light of these slender factors. 7. Flexibility The process of planning should be adaptable to changing environmental conditions. 8. Planning is an intellectual process The prize of planning will vary according to the quality of the mind of the managerAdvantages of PlanningAll efforts are directed towards desired objectives or results. Unproductive work and waste of resources can be minimized. Planning enables a company to remain competitive with other rivals in the industry. by dint of careful planning, crisis can be anticipated and mistakes or delays avoided. Planning can point out the need for future change and the enterprise can manage the change effectively. Planning enables the authoritative and exhaustive investigation of alternating(a) methods or alternative solutions to a problem. Thus we can select the best alternative to solve any business problem. Planning maximizes the utilization of available resources and ensures optimum productivity and profits. Planning provides the aim work for laying down control standards. Planning enables management to relate thewhole enterprise to its complex environment profitablyThe planning process involves the following steps1. Analysis of External purlieu The foreign environment covers ungovernable and unpredictable factors such as technology, market, socio-economic climate, p olitical conditions etc., within which our plans will have to operate. 2. Analysis of Internal Environment The internal environment covers relatively controllable factors such as personnel resources, finance, facilities etc., at the disposal of the firm. Such an analysis will give an exact idea about the strengths and weakness of the enterprise. 3. close of Mission The complaint should describe the fundamental reason for the earth of an organization. It will give firm direction and make out activities meaningful and interesting. 4. Determination of Objectives The organizational objectives must be spelled out in key areas of operations and should be divided according to various departments and sections. The objectives must be clearly specified and mensural as far as possible. Every member of the organisation should be old(prenominal) with its objectives.5. Forecasting Forecasting is a systematic attempt to probe into the future by inference from known facts relating to the past and the present. capable forecasting is essential for planning. The management should have no stone unturned in reducing the element of guesswork in preparing forecasts by collecting relevant data using the scientific techniques of analysis and inference. 6. find out Alternative course of Action It is a common experience of all thinkers that an action can be performed in several ways, but there is a ill-tempered way which is the most suitable for the organisation. The management should try to find out these alternatives and seek them carefully in the light of planning premises. 7. Evaluating Alternative Courses Having sought out alternative courses and examined their strong and weak points, the close step is to evaluate them by weighing the various factors.8. Selecting the Best The next step selecting the course of action is the point at which the plan is adopted. It is the real point of decision-making. 9. Establishing the sequence of activities After the best programme is de cided upon, the next task is to work out its details and formulate the steps in full sequences. 10. Formulation of Action Programmes There are three important constituentsof an action plan l The time-limit of performance. l The allocation of tasks to individual employees. l The time-table or schedule of work so that the functional objectives are achieved within the predetermined period. 11. Reviewing the planning process Through feedback mechanism, an attempt is made to secure that which was originally planned. To do this we have to compare the actual performance with the plan and then we have to take necessary corrective action to ensure that actual performance is as per the plan.