I missed to post my question.... I thank for all those who are actively participating in this forum. This is a good knowledge sharing activity.. :)
Here is my answer for Skill Level meeting:
WHAT IS A SKIP-LEVEL MEETING?
This meeting is a type of structured interview. The general purpose is to give managers an opportunity to gather employees' thoughts about the organization and to learn of their satisfactions, dissatisfactions and recommendations for the future. The skip-level meeting is also a way for managers to inform employees about their goals, standards, the type of work culture they would like to establish, and--most importantly--show that they care about the employees.
When there has been a merger of disparate parts of an organization and significant employee problems have surfaced, skip-level meetings can provide detailed, firsthand data that are useful in refining the operation and in improving work relationships. But employees are quite likely to be a bit suspicious of these meetings and uncertain about how the information will be used. If the manager can ensure confidentiality, the trust level between him or her and the employees will be enhanced.
The human resource professional can assist managers by coaching and advising them on how to interview their newly acquired employees effectively to build a bridge of trust. Here are some guidelines that HR practitioners can provide to managers. What follows is essentially a sequence of events and questions to assist managers in uncovering valuable information about the new employees they have inherited. You or the manager probably will want to add, delete or modify the questions to fit your style and your organization's needs.
A SKIP-LEVEL INTERVIEW PROCESS
A note of caution should be observed at the beginning of such interviews. It may be difficult and uncomfortable for employees to respond to the initial questions. There are two primary reasons for this reluctance:
1. Employees may not have experienced such an interview before and consequently do not know what to make of the process.
2. For many employees, there has been enough evidence of broken trust and confidence that they fear recrimination--after everything is said and done, they still have to work for some of the people they are providing information on. Be prepared to be supportive and patient.
From India, Hyderabad
Here is my answer for Skill Level meeting:
WHAT IS A SKIP-LEVEL MEETING?
This meeting is a type of structured interview. The general purpose is to give managers an opportunity to gather employees' thoughts about the organization and to learn of their satisfactions, dissatisfactions and recommendations for the future. The skip-level meeting is also a way for managers to inform employees about their goals, standards, the type of work culture they would like to establish, and--most importantly--show that they care about the employees.
When there has been a merger of disparate parts of an organization and significant employee problems have surfaced, skip-level meetings can provide detailed, firsthand data that are useful in refining the operation and in improving work relationships. But employees are quite likely to be a bit suspicious of these meetings and uncertain about how the information will be used. If the manager can ensure confidentiality, the trust level between him or her and the employees will be enhanced.
The human resource professional can assist managers by coaching and advising them on how to interview their newly acquired employees effectively to build a bridge of trust. Here are some guidelines that HR practitioners can provide to managers. What follows is essentially a sequence of events and questions to assist managers in uncovering valuable information about the new employees they have inherited. You or the manager probably will want to add, delete or modify the questions to fit your style and your organization's needs.
A SKIP-LEVEL INTERVIEW PROCESS
A note of caution should be observed at the beginning of such interviews. It may be difficult and uncomfortable for employees to respond to the initial questions. There are two primary reasons for this reluctance:
1. Employees may not have experienced such an interview before and consequently do not know what to make of the process.
2. For many employees, there has been enough evidence of broken trust and confidence that they fear recrimination--after everything is said and done, they still have to work for some of the people they are providing information on. Be prepared to be supportive and patient.
From India, Hyderabad
Hi every body,
When it comes to Maslow's theory of motivation he clearly chalks out what an "individual" would desire to achieve or would want in general.So if we have to really go by what Preet has asked I think it is wrong to dismiss all the options .Yet Option "D" indicating Recognition can be the most important factor that can contribute to self motivation of an individual.
From India, Madras
When it comes to Maslow's theory of motivation he clearly chalks out what an "individual" would desire to achieve or would want in general.So if we have to really go by what Preet has asked I think it is wrong to dismiss all the options .Yet Option "D" indicating Recognition can be the most important factor that can contribute to self motivation of an individual.
From India, Madras
Dear Mr. Suresh
Greetings!
Congrats....
The answer for your question is
A Skip Level Interview is a discussion facilitated by a senior level manager with an employee, or group of employees, within the same business group. The term “skip level” applies when a higher level manager “skips over” his/her managers to meet face to face with employees to discuss various business related issues, rather than relying on management feedback.
From India, Madras
57Greetings!
Congrats....
The answer for your question is
A Skip Level Interview is a discussion facilitated by a senior level manager with an employee, or group of employees, within the same business group. The term “skip level” applies when a higher level manager “skips over” his/her managers to meet face to face with employees to discuss various business related issues, rather than relying on management feedback.
From India, Madras
Hi Banu and John, Both of them were correct with the answers. I feel that what Banu has posted is more relevent. So Banu Congrats, you are the WINNER and now shot out your question.
From India, Bangalore
From India, Bangalore
The Employees' State Insurance Act, 1948
1. Short title extent commencement and application
This Act may be called the Employees' State Insurance Act 1948.
(2) It extends to the whole of India.
(3) It shall come into force on such date or dates as the Central Government may be notification in the Official Gazette appoint and different dates may be appointed for different provisions of this Act and for different States or for different parts thereof.
(4) It shall apply in the first instance to all factories (including factories belonging to the government) other than seasonal factories:
Provided that nothing contained in this sub-section shall apply to a factory or establishment belonging to or under the control of the government whose employees are otherwise in receipt of benefits substantially similar or superior to the benefits provided under this Act.
(5) The appropriate government may in consultation with the Corporation and where the appropriate government is a State Government with the approval of the Central Government after giving six months' notice of its intention of so doing by notification in the Official Gazette extend the provisions of this Act or any of them to any other establishment or class of establishment industrial commercial agricultural or otherwise :
Provided that where the provisions of this Act have been brought into force in any part of a State the said provisions shall stand extended to any such establishment or class of establishments within that part if the provisions have already been extended to similar establishment or class of establishments in another part of that State.
(6) A factory or an establishment to which this Act applies shall continue to be governed by this Act notwithstanding that the number of persons employed therein at any time falls below the limit specified by or under this Act or the manufacturing process therein ceases to be carried on with the aid of power.
Factory" means any premises including the precincts thereof -
(a) whereon ten or more persons are employed or were employed for wages on any day of the preceding twelve months and in any part of which a manufacturing process is being carried on with the aid of power or is ordinarily so carried on or
(b) whereon twenty or more persons are employed or were employed for wages on any day of the preceding twelve months and in any part of which a manufacturing process is being carried on without the aid of power or is ordinarily so carried on.
But does include a mine subject to the operation of the Mines Act 1952 or a railway running shed;
Thanks & Regards,
Suresh
From India, Bangalore
Suresh,
Congratulations you are the winner you can post the next question.
To add to your reply about aid of power:
The word aid of power means using power for manufacturing process in the premises. The term manufacturing process has been clarified hereunder
As per Section 2 (k) of the Factories Act 1948, the term 'manufacturing process' means, any process for -
(i) making, altering, repairing, ornamenting, finishing, packing, oiling, washing, cleaning, breaking up, demolishing or otherwise treating or adopting any article or substance with a view to its use, sale, transport, delivery or disposal; or
(ii) pumping oil, water, sewage, or any other substance; or
(iii) generating, transforming or transmitting power; or
(iv) composing types for printing, printing by letter press, lithography, photogravure or other similar process or book-binding ;[or]
(v) constructing, reconstructing, repairing, refitting, finishing or breaking up ships or vessels[or]
(vi) preserving or storing any article in cold storage
Thus if the activities of any company falls under any of the above mentioned activities which are carried out with the aid of power it amounts to manufacturing process and attracts the provisions of ESI Act 1948 as
mentioned above.
From India, Hyderabad
Congratulations you are the winner you can post the next question.
To add to your reply about aid of power:
The word aid of power means using power for manufacturing process in the premises. The term manufacturing process has been clarified hereunder
As per Section 2 (k) of the Factories Act 1948, the term 'manufacturing process' means, any process for -
(i) making, altering, repairing, ornamenting, finishing, packing, oiling, washing, cleaning, breaking up, demolishing or otherwise treating or adopting any article or substance with a view to its use, sale, transport, delivery or disposal; or
(ii) pumping oil, water, sewage, or any other substance; or
(iii) generating, transforming or transmitting power; or
(iv) composing types for printing, printing by letter press, lithography, photogravure or other similar process or book-binding ;[or]
(v) constructing, reconstructing, repairing, refitting, finishing or breaking up ships or vessels[or]
(vi) preserving or storing any article in cold storage
Thus if the activities of any company falls under any of the above mentioned activities which are carried out with the aid of power it amounts to manufacturing process and attracts the provisions of ESI Act 1948 as
mentioned above.
From India, Hyderabad
The ADDIE model is a generic, systematic approach to the instructional design process, which provides instructional designers with a framework in order to make sure that their instructional products are effective and that their creative processes are as efficient as they can possible be.
ADDIE stands for:
1. Analyze: define the needs and constraints
2.Design: specify learning activities, assessment and choose methods and media
3.Develop: begin production, formative evaluation, and revise
4.Implement: put the plan into action
5.Evaluate: evaluate the plan from all levels for next implementation
Each phase of the ADDIE model is an important element of the instructional design process. In each phase, the instructional designer makes decisions that are critical for ensuring the effectiveness of the instructional experience
From India, Hyderabad
ADDIE stands for:
1. Analyze: define the needs and constraints
2.Design: specify learning activities, assessment and choose methods and media
3.Develop: begin production, formative evaluation, and revise
4.Implement: put the plan into action
5.Evaluate: evaluate the plan from all levels for next implementation
Each phase of the ADDIE model is an important element of the instructional design process. In each phase, the instructional designer makes decisions that are critical for ensuring the effectiveness of the instructional experience
From India, Hyderabad
Dear Banu Priya
Greetings!
Answer for your questions
1. Redundancy:
Redundancy is a form of dismissal. Therefore, in order to claim redundancy, you must normally have been dismissed from your job. You must have been dismissed because you are genuinely redundant, see below, otherwise you will have been unfairly dismissed.
2. PROCEDURE FOR RETRENCHMENT. - Where any workman in an industrial establishment, who is a citizen of India, is to be retrenched and he belongs to a particular category of workmen in that establishment, in the absence of any agreement between the employer and the workman in this behalf, the employer shall ordinarily retrench the workman who was the last person to be employed in that category, unless for reasons to be recorded the employer retrenches any other workman.
From India, Madras
Greetings!
Answer for your questions
1. Redundancy:
Redundancy is a form of dismissal. Therefore, in order to claim redundancy, you must normally have been dismissed from your job. You must have been dismissed because you are genuinely redundant, see below, otherwise you will have been unfairly dismissed.
2. PROCEDURE FOR RETRENCHMENT. - Where any workman in an industrial establishment, who is a citizen of India, is to be retrenched and he belongs to a particular category of workmen in that establishment, in the absence of any agreement between the employer and the workman in this behalf, the employer shall ordinarily retrench the workman who was the last person to be employed in that category, unless for reasons to be recorded the employer retrenches any other workman.
From India, Madras
Dear Bhanu Priya,
Reply according to me is---
An employee is said to be "retrenched" when his or her job becomes redundant and the employer either cannot offer the employee any alternative position or, any alternative position offered by the employer cannot be accepted by the employee.
The concept of "retrenchment" is usually linked with "redundancy"
The following is a brief explanation of what redundancy mean in practice.
An employee is often referred to as "redundant" but a more accurate description is that the job the employee was employed to perform is redundant (that is, the employer does not want the job performed by anyone, anymore) and the employee's employment is then terminated by reason of that redundancy. That is, a job becomes redundant, not an employee.
"Retrenchment" is the expression to describe what occurs to an employee whose employment is terminated by reason of his or her job becoming redundant.
From India, Gurgaon
Reply according to me is---
An employee is said to be "retrenched" when his or her job becomes redundant and the employer either cannot offer the employee any alternative position or, any alternative position offered by the employer cannot be accepted by the employee.
The concept of "retrenchment" is usually linked with "redundancy"
The following is a brief explanation of what redundancy mean in practice.
An employee is often referred to as "redundant" but a more accurate description is that the job the employee was employed to perform is redundant (that is, the employer does not want the job performed by anyone, anymore) and the employee's employment is then terminated by reason of that redundancy. That is, a job becomes redundant, not an employee.
"Retrenchment" is the expression to describe what occurs to an employee whose employment is terminated by reason of his or her job becoming redundant.
From India, Gurgaon
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