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. However, 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
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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. However, 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
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Hi everybody,
When it comes to Maslow's theory of motivation, he clearly outlines what an "individual" would desire to achieve or would want in general. So if we have to really consider 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 contributes to self-motivation for an individual.
From India, Madras
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When it comes to Maslow's theory of motivation, he clearly outlines what an "individual" would desire to achieve or would want in general. So if we have to really consider 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 contributes to self-motivation for an individual.
From India, Madras
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Dear Mr. Suresh,
Greetings!
Congratulations on inquiring about skip level interviews. 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 solely on management feedback.
From India, Madras
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59Greetings!
Congratulations on inquiring about skip level interviews. 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 solely on management feedback.
From India, Madras
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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
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From India, Bangalore
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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, by 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 doing so, 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
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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, by 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 doing so, 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
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Suresh,
Congratulations, you are the winner! You can post the next question.
To add to your reply about the aid of power:
The term "aid of power" means using power for the manufacturing process on the premises. The term "manufacturing process" has been clarified below.
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 adapting 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 letterpress, lithography, photogravure, or other similar process or bookbinding; [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 fall under any of the above-mentioned activities carried out with the aid of power, it amounts to a manufacturing process and attracts the provisions of the ESI Act 1948 as mentioned above.
From India, Hyderabad
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Congratulations, you are the winner! You can post the next question.
To add to your reply about the aid of power:
The term "aid of power" means using power for the manufacturing process on the premises. The term "manufacturing process" has been clarified below.
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 adapting 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 letterpress, lithography, photogravure, or other similar process or bookbinding; [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 fall under any of the above-mentioned activities carried out with the aid of power, it amounts to a manufacturing process and attracts the provisions of the ESI Act 1948 as mentioned above.
From India, Hyderabad
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The ADDIE model is a generic, systematic approach to the instructional design process, which provides instructional designers with a framework to ensure that their instructional products are effective and that their creative processes are as efficient as possible.
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 the 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
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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 the 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
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Dear Banu Priya,
Greetings!
Answer to 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 because you are genuinely redundant; 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 belongs to a particular category of workmen in that establishment, in the absence of any agreement between the employer and the workman in this regard, 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
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Greetings!
Answer to 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 because you are genuinely redundant; 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 belongs to a particular category of workmen in that establishment, in the absence of any agreement between the employer and the workman in this regard, 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
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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 means 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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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 means 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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