Social Welfare Administration
SOCIAL WELFARE ADMINISTRATION
Unit I
Evolution of Social Welfare administration
Evolution of Social Welfare administration:
Mutual aid has been part of every society. The desire to help one’s fellowmen has been in existence from time immemorial but the forms and methods of help have been varying from society to society, depending upon the social, economic and political factors.
Indian traditional view of social welfare is based on daya, dana, dakshina, bhiksha, samya-bhava, swadharma and tyaga, the essence of which are self- discipline, selfsacrifice and consideration for others. Well-being of all depends on these values upheld by people individually and through community action. All the religions enjoined upon their devotees to put aside a portion of their income to be utilised for charitable purposes as that would grant them happiness in this world and salvation in the next world. The rulers of those days extended help to the afflicted part of the population during emergencies like floods, earthquakes, fires, droughts and other natural calamities etc.
From the administrative angle, in India, the reigns of king Ashoka, Harsha, Chandra Gupta Maurya, Akbar, Sher Shah Suri and Feroze Tuglak, are the landmarks of administration that took care of the social needs of the people. The British Government also established an administrative set-up intended mainly for maintaining law and order. Some social reform measures were taken up by banning Sati and permitting widow remarriage by Acts passed in 1829 and 1856 respectively.
After independence, the old administrative pattern was more or less continued with necessary changes to suit the social, political and economic set-up evolved. In the field of social welfare, during the First Five Year Plan, government of India created unique administrative machinery consisting of an autonomous board named CSWB (Central Social Welfare Board) in August 1953. Similarly, Social Welfare Advisory Boards were established at state level. The main purpose of the Board (CSWB) has been to provide financial and technical assistance to voluntary organisations working in the field of social welfare.
If we look at the history of administrative organisation, we find that before 1964 social welfare programmes were being managed by different ministries such as education, home, industries, health, labour etc. The Renuka Ray Committee in its report submitted in 1960, recommended the establishment of the Department of Social Security. Under the Prime Ministership of Lal Bahadur Shastri, a Social Security Department was established and located in the Ministry of Law on 14th June 1964. Subjects, namely, social security, social welfare, backward classes and khadi and handicrafts were allocated to the Department of Social Security. In 1966, it was renamed as Social Welfare Department. It was located in the Ministry of Education and Social Welfare created in 1971. Its status was raised to a ministry in the year 1979. Its name was further changed to the Ministry of Social and Women Welfare in 1984. With the creation of a separate Department of Women and Child Development in the Ministry of Human Resource Development, it was reorganized and its nomenclature was changed to the Ministry of Welfare in 1985 and subsequently it was renamed as the Ministry of Social Justice and Empowerment.
Thus, the Central government has set up a full- fledged ministry and organizations subordinate to it, like National Commission for Scheduled Castes/ Tribes, Minorities Commission, National Institute of Social Defense, National Institute for the Handicapped, Department of Women and Child Development, Central Social Welfare Board, National Institute of Public Co-operation and Child Development etc. under its administrative control.
Besides the execution of social welfare projects, schemes and programmes sponsored and financed wholly or partly by the Central government; the state governments and union territory administrations formulate and implement welfare service programmes on their own in their respective jurisdictions. The state government/union territories administrations carry out their welfare obligations and programmes mainly through their Department of Social Welfare and voluntary organizations. In most of the states there is now either a full-time Secretary for social welfare or it is one of the main portfolios of a secretary. Thus social welfare schemes are still spread over more than one department/directorate. The pattern of implementation of some of the schemes, like old age pension, widow pension, and supplementary nutrition programmes also varies from state to state. Though most of the states now have district social welfare officers, there is no social welfare functionary at block level.
Concepts of Social Welfare administration
In order to give a professional shape to social work services, it is necessary that systematic knowledge, skill and resources to rendering such services should be made available in the aegis of social welfare administration.
The knowledge of social welfare administration as a method of social work is necessary for a professional social worker, not only to perform the work of the agency but to maintain the agency moving in positive direction.
Meaning
To understand the actual meaning of Social Welfare Administration we have to understand the meaning of Social Welfare and Administration separately.
Social Welfare:
Social Welfare in concerned with all those forms of social intervention that have a direct concern with promoting both the well-being of the individual and of the society as a whole.
Administration:
Administration can be defined as the process in which planned, organized, directed, coordinated and controlled collective efforts are made to render the services to the people.
Social Welfare Administration:
The administration which is directly related to the rending social welfare services to society called Social Welfare Administration.
Definitions:
D.R. Sachdeva : Social Welfare Administration is as a science, it consists of a systematic body of knowledge, the validity of which has been tested, and the use of which makes it possible to render the services in a more direct and effective manner.
S. Singh: Social Welfare Administration is described as the administration of the government and non-government sponsored social welfare programmes.
Public Administration:
Meaning
Public Administration is government administration; it deals with the machinery and procedures of government activities &focus being specifically on public bureaucracy related to law & order, revenue & implementation of government policy and progremme.
Public Administration is that species of administration which operates within a specific political setting. It is a means by which the policy decisions made by the political decision makers are carried out.
Definitions:
"Public Administration is detailed and systematic execution of public law. Every particular application of law is an act of Public administration" — L.D.White.
Public Administration is "the art and science of management applied to the affairs of the State" — D. Waldo.
Social services
Social Service: ‘Helping the helpless’ is social service. It is service rendered to any person on the basis of desire to serve which is inspired by the feeling of helping others. Thus the term ‘social service’ is used to denote help given by a volunteer to an individual or group at the time of need or to enhance the welfare of individual or the community through personal efforts or by collective action. Social service does not require training in social work or skill in professional techniques. In the Indian context social services are those services, which are provided on an extensive scale to the needy population; they serve to meet the basic needs of the people and include such services as health, education, housing etc. Providing drinking water during summer, helping the blind to cross a road, rescuing people from a house under fire, donate blood etc. are some of the examples of social service.
Social Welfare Services
Social Welfare Services: Thus social services are the services, meant for the normal population. whereas, social welfare services are designed for the weaker sections of society or services for particular groups of people. The aim of social services on the other hand is to enhance human quality of resources in general. Social welfare services are also enabling services provided to the weaker sections of the community so as to help them to reach the main stream of society. Thus both these services are supplementary and complementary to each other.
Philosophies of social welfare and social development:
1. Determination of objectives, plans, policies and programs.
2. Securing resources –human, materials and machinery.
3. Putting all these resources in to operation –through sound organization.
4. Controlling their performance – to ensure achievement of ends
5. Providing sense of achievement to the workers in the operation through financial and non-financial incentives
Principles as explained by Trecker:
1. The Principle of Social Work Values: The values of the profession are the foundation upon which services are developed and made available to persons who need them.
2. The Principle of community and client needs: The need of the community and the individuals within it are always the basis for the existence of social agencies and the provision of programs.
3. The Principle of agency purpose: The social purpose of the agency must be clearly formulated, stated, understood and utilized.
4. The Principle of cultural setting: The culture of the community must be understood in as much as it influences the way needs are expressed and the way services are authorized, supported, and utilized by the people who need them.
5. The Principle of purposeful relationship: Effective purposeful working relationship must be established between the administrator, the board, the staff and the constituency.
6. The Principle of agency totality: The agency must be understood in its totality and wholeness.
7. The Principle of professional responsibility: The administrator is responsible for the provision of high quality professional services based on standards of professional practice.
8. The Principle of participation: Appropriate contributions of board, staff and constituency are sought and utilized through the continuous process of dynamic participation.
9. The Principle of Communication: Open channels of communication are essential to the complete functioning of people.
10. The Principle of leadership: The administrator must carry major responsibility for the leadership of the agency in terms of goal attainment and the provision of professional services.
11. The Principle of planning: The Process of continuous planning is fundamental to the development of meaningful services. Social Welfare / work administration has much in common with administration in business and Government. It also has distinguishing characters. Purpose: To meet the recognized needs of the community
Nature of Services: Restoration of impaired social functioning, Provision of resources for more effective social functioning.
Prevention of social dysfunctioning
Representation: Committee/Board generally represents the community
Values: Avoiding using disproportionate amount of their resources for survival.
12. The Principle of organization: The work of many people must be arranged in an organized manner and must be structured so that responsibilities and relationships are clearly defined.
13. The Principle of delegation: The Delegation of responsibility and authority to other professional persons is essential
14. The Principle of co-ordination: The work delegated to many people must be properly coordinated.
15. The Principle of resource utilization: the resources of money facilities and personnel must be carefully fostered, conserved and utilized in keeping with the trust granted to the agency by society.
16. The Principle of change: The Process of change is continuous, both within the community and within the agency.
17. The Principle of evaluation: Continuous evaluation of processes and programs is essential to the fulfillment of the agency’s objectives.
18. The Principle of growth: The growth and development of all participants is furthered by the administrator who provides challenging work assignments, thoughtful supervision, and opportunities for individual and group learning
Principles related to Professional values-
• Social work values
• community & Client Needs
• Cultural setting
• Purposeful relationship
• Professional responsibility
• Participation
• Evaluation
Unit II
Agency administration
Agency administration:
A social welfare agency is a group of person who has organized themselves as a legal corporate body. It is initiated spontaneously and governed by its own members without any external control or compulsion. It has a definite report of working group on social welfare for third – five –year plan, 1959 programme in fulfillment of its objectives with the funds raised by it from the community and grants received from government, if any. For providing treatment or preventive services in social welfare, an agency or organization is needed so that the techniques of social work are practiced in the fulfillment of the objectives of the agency, keeping in view the needs and resources of the community in which the agency is working. The agencies are of three kinds:
(i) A governmental agency which functions as part of the government machinery or a government department run and controlled by government and supported by tax-funds.
(ii) A social welfare agency run and financed by the members of the community with local contributions and donations and
(iii) Non-governmental or autonomous agencies promoted and funded by the government but its day – to – day work is supervised by voluntary workers with the help of whole – time paid staff with the same terms and conditions of service as under the government.
A social welfare agency, on the other hand, is run and regulated according to the procedures framed by the people themselves as contained in the rules and regulations. It might receive financial assistance out of the tax-funds to meet partly its expenditure on social welfare services. Nevertheless, whatever may be the kind of service rendered, it is necessary for a social agency to have pre-determined purpose, public policy, planned programmes, proper personnel, purposeful procedures and practices, and people's co-operation to work out agency's services.
To perform its work the voluntary agency needs resources – human material and time. The common denominator is money, adequate not only to maintain standards, but for development. The direct responsibility which the executive takes for money raising will depend on the nature of the agency. Resources once obtained have to be deployed. Authority itself may be defined in terms of control over resources. The executive's authority is a correlate of his control over the total resources of the agency; and when he delegates authority, what he is in fact delegating it the power to use resources. The administrator controls resources external to himself. He deploys them efficiently is pursuit of the agency's purpose, and for identifying and acting upon the need to increase them.
Administration in voluntary organization:
The voluntary agencies in India are democratic organizations of the people free from any state control. The structure of these organization include-
(i) General body
(ii) Executive Council/Managing Committee
(iii) Standing Committees
(iv) Other functional committees
The general body of a voluntary agency consists of general membership who pay membership fees/subscription according to the constitution of the organization, which may have different categories such as –
(a) General Members
(b) Life Members
(c) Associate Members
(d) Institutional Members etc.
The entire responsibility of planning, guiding, implementation and monitoring of the work of organization vested with the General Body. General Body also approves the budget of the organization and has the responsibility and the privilege of receiving the annual report and the statement of accounts of an organization on which the general body deliberates and gives further guidelines for the work of the organization in the next year including approval of the budget estimates. In addition there may be other functional bodies constituted by the organization according to its rules in order to conduct its affairs.
These committees may be:
(a) Funds raising/Budget/Finance Committee.
(b) Personnel Committee.
(c) Public Relation Committee.
(d) Programme Committee.
(e) Building Committee.
Constitution and bye-laws
Bye-laws are internal documents, a set of rules that enables a non-governmental organization (NGO) to conduct its affairs. They are needed for two reasons –
(a) To ensure the smooth functioning of all aspects of an NGO, and
(b) As a requirement for the legal registration of the NGO with national or public authorities.
Bye-laws are the governing constitution of an NGO. Since each NGO is different organizationally and operationally, and since most, if not all, NGOs are self-governing, the need for bye-laws to ensure its smooth functioning becomes critical. It is important they be written clearly and in language that is easily understood by all organization stakeholders.
Obviously, the definition and type of an "NGO" will, in itself, affect target range of bye-laws to be developed. For example, a membership-based community organization will have a very different set of bye-lwas compared to a group of professionals who implement donor-funded projects. Both are legally "NGOs".
Typical items addressed in the bye-laws are:
Organizational Aspects:
• Name and purpose of the NGO. The Purpose is usually a restatement of the NGO's Mission Statement, but can contain additional details
• The frequency, notice, and quorum requirements for organizational meetings. These can be internal or regular meeting of the NGO, or external meetings such as those for the general public, with other stakeholders etc.
• Voting qualifications, proxies, and procedures for approval of boards. This is related to the governance structure of the NGO's board.
• The number and term for members of the board, scope of authority, method of nomination and election to the board, and provision for filling vacancies.
• List of board officers, method of nomination and election, terms of office, powers, duties, and succession.
Operational Aspects:
• Membership and authority of committees or working groups. Much of an NGOs' work is done through sub-committees or groups, and provisions need to be made for such committees.
• Title and scope of authority for the executive director and other staff members who are responsible for the day to day functioning of the NGO.
• Record-keeping and financial reporting responsibilities. In many countries this is necessary for the maintenance of the tax-exempt status of an NGO.
• Amendment procedures for the bye-laws and provisions for dissolution of the organization.
Writing and gaining approval for a set of bye-laws takes thought, time, and the involvement of the organization’s constituents. Bye-laws should be written with an emphasis on fair treatment and transparent governance.
Bye-laws in fact can make or break an NGO. We need to remember that everything an NGO does, internally and externally, are defined and laid out in the bye-laws.
Boards
An NGO Board usually has 10 to 15 members, with a President, a Treasurer and other positions designated to specific tasks/issues related to the NGO's programme areas. The member positions could be rotating and/or renewable.
Boards Committees
• Executive Committee
• Audit Committee
• Finance Committee
• Human Resource Committee
• Program Committee
Organization as a system:
It helps to think of organizations are systems. Simply put, a system is an organized collection of parts that are highly integrated in order to accomplish an overall goal. The system has various inputs which are processed to produce certain outputs that together, accomplish the overall goal desired by the organization. There is ongoing feedback among these various parts to ensure they remain aligned to accomplish the overall goal of the organization. There are several classes of systems, ranging from very simple frameworks all the way to social systems, which are the most complex. Organizations are, of course, social systems.
Structure, functions of Central Social Welfare Board:
The Central Social Welfare Board was established in 1953 by a Resolution of Govt. of India to carry out welfare activities for promoting voluntarism, providing technical and financial assistance to the voluntary organizations for the general welfare of family, women and children. This was the first effort on the part of the Govt. of India to set up an organization, which would work on the principle of voluntarism as a non-governmental organization. The objective of setting up Central Social Welfare Board was to work as a link between the government and the people.
Dr. Durgabai Deshmukh was the founder Chairperson of the Central Social Welfare Board. Earlier she was in charge of "Social Services" in the Planning Commission and she was instrumental in planning the welfare programmes for the First Five Year Plan. Under the guidance of Dr. Durgabai Deshmukh, various welfare schemes were introduced by the Central Social Welfare Board. The Central Social Welfare Board obtained its legal status in 1969. It was registered under section 25 of the Indian Companies Act, 1956
Many projects and schemes have been implemented by the Central Social Welfare Board like Grant in Aid, Welfare Extension Projects, Mahila Mandals , Socio Economic Programme, Dairy Scheme, Condensed Course of Education Programme for adolescent girls and women, Vocational Training Programme, Awareness Generation Programme, National Creche Scheme, Short Stay Home Programme, Integrated Scheme for Women's Empowerment for North Eastern States, Innovative Projects and Family Counselling Centre Programme.
The scheme of Family Counselling Centre was introduced by the CSWB in 1983. The scheme provides counselling, referral and rehabilitative services to women and children who are the victims of atrocities, family maladjustments and social ostracism and crisis intervention and trauma counselling in case of natural/ manmade disasters. Working on the concept of people’s participation, FCCs work in close collaboration with the Local Administration, Police, Courts, Free Legal Aid Cells, Medical and Psychiatric Institutions, Vocational Training Centres and Short Stay Homes.
Over six decades of its incredible journey in the field of welfare, development and empowerment of women and children, CSWB has made remarkable contribution for the weaker and marginalized sections of the society. To meet the changing social pattern, CSWB is introspecting itself and exploring new possibilities so that appropriate plan of action can be formulated. Optimal utilisation of ICT facilities will be taken so that effective and transparent services are made available to the stakeholders.
The functions of CSWB include:
(i) To survey the needs and requirements of social welfare organizations
(ii) To establish social welfare institutions in remote areas
(iii) To provide grants-in-aid to those voluntary institutions and Nongovernmental Organization (NGO) that offer welfare service to the vulnerable population, and
(iv) To coordinate with government departments and voluntary organizations with regard to development programmes and schemes.
The Directorate of Social Welfare:
The Directorate of Social Welfare is entrusted with the implementation of various schemes and Acts which are aimed at delivering services and ameliorating the condition of Women, Senior citizens and various other marginalized sections of the society.
The job responsibilities of the Directorate of Social Welfare are guided by the Acts of Government of India and the State Government and schemes Sponsored by the Central and the State Government.
Functions:
The Directorate of Social Welfare deals with the implementation of Schemes for the welfare of Scheduled Castes, Scheduled Tribes and Other Backward Classes, the Differently abled persons (Disabled), Senior Citizens, Destitute, Prisoners and their dependents and Beggars.
Social defence: under ministry of social justice & empowerment
Social Defence was set up originally as the Central Bureau of Correctional Services in 1961, under the Ministry of Home Affairs, in pursuance of the recommendations emerging at various National Forums. In 1964, the Bureau was transferred to the then Department of Social Security.
Since 1975, the Institute was a subordinate office under the Ministry of Social Justice and Empowerment. The National Institute of Social Defence has become an Autonomous Body vide Government of India Notification No. 10-3/2000-SD. Vol. II, dated July 15, 2002, and is registered under the Societies Act XXI of 1860 with the Government of NCT, Delhi.
Social defence covers the entire gamut of activities and programmes for the protection of society, it is currently focusing on human resource development in the areas of drug abuse prevention, welfare of senior citizens and transgender, beggary prevention, and other social defence issues.
Main objectives:
• Rehabilitation of victims of alcoholism and substance abuse, and their families Programmes of care and support to senior citizens
• Welfare of Transgender Persons
• Rehabilitation of Beggar
Unit III
Elements of administration
Policy:
To make effective social policy for the welfare of underprivileged sections of the society, to achieve the goals of welfare state through social action.
Planning:
Planning means working out broad outline of the things that need to be done and the method to be adopted to accomplish the purpose set for the enterprise.
Organizing:
It is the establishment of the formal structure of authority through which the work is sub-divided, arranged, defined and coordinated for the defined objective
Staffing:
Staffing is the process of filling all positions in the organization with adequate and qualified personnel. Thus it means whole personnel, bringing in and training the staff and maintenance of favorable condition of work.
Coordination:
It means integration of several parts into an orderly whole to achieve the purpose of the undertaking. In other words, coordinating means the all important duty of inter-relating the work of various divisions, sections and other parts of the undertaking.
Reporting:
It is keeping those people informed to whom the executive is responsible about what is going on. In other words reporting means keeping both the supervisors and subordinates informed of what is going on and arranging for collection of such information through inspection, research and records.
Record keeping:
Recordkeeping is keeping records, or ”units of preserved information in some permanent form (written documents, photographs, recordings, etc.).” Recordkeeping is typically used in the context of official accounting, especially for businesses or other organizations.
Budgeting:
It is all that goes with budgeting in the form of fiscal planning, accounting and control.
Fund raising:
Fundraising is the process of gathering voluntary contributions of money or other resources carried out by non-profit making organizations — NGOs, foundations, associations, collectives, etc.
Monitoring:
Monitoring is a periodically recurring task already beginning in the planning stage of a project or programme. Monitoring allows results, processes and experiences to be documented and used as a basis to steer decision-making and learning processes. Monitoring is checking progress against plans.
Communication:
While sharing and exchanging ideas or information with others, we are actually interacting with people and establishing a kind of relationship that helps us to achieve the task set before us.
Evaluation:
Evaluation means assessing the work completed by agency in the light of planning and instructions given before starting task. Evaluation is an important component of social welfare administration for performance of agency. As a social welfare administrator social worker has the supervisory function of allocating work, or seeing that it is done, and how it is done. He evaluates the total performance of the agency.
Public Relation and Publicity:
Public relation means purpose full relation between public and an organization, it is initiated and maintained by organization. Public relations involve 'the deliberate planned and sustained effort to establish and maintain mutual' understanding between organization and public well – organization public relation activities are one of the most important component in success of and social welfare agency, because a social welfare agency should be known to the community in which it is working. It is only through strong public relations that we can put into practice are of the important method of social work i.e. (that is) community organization. Whereas public relations are regarded as total relation of an agency with the community publicity is one of the media of communication by which information regarding the agency's work is unformed to the public. The followings are main characteristics of Public relation:
1. Understanding between organization and public is public relation.
2. Public relation means purpose full relation between public and an organization, it is initiated and maintained by organization.
3. It involves 'the deliberate planned and sustained effort to establish and maintain mutually'.
4. Organization public relation activities are one of the most important component in success of and social welfare agency, because a social welfare agency should be known to the community in which it is working.
5. Publicity is one of the media of communication by which information regarding the agency's work is unformed to the public.
6. Public relations are regarded as total relation of an agency with the community.
Basic accounting:
Term Definition
Bookkeeping It is a part of Accounting and involves processes like identifying, measuring, recording, and classifying the financial transactions.
Accounting It is a wider concept, but follows the concept of bookkeeping. Accounting involves summarizing, interpreting, and communicating the financial data in the form of financial statements.
Accountancy Accountancy implies systematic knowledge of the principles and the techniques that are applied in Accounting.
Balance Sheet: It is a statement of financial position of a business on a particular date, which shows the assets, liabilities, capital reserves and other account balances at their respective book values.
Books of Account: It is the records or books in which all the financial transactions of an entity are recorded and maintained. It includes journal, ledger, cash book and bank book.
Advantages of Accounting
o Provides accurate information about the company’s financial standing
o Assists the management in business planning, decision making, and exercising control
o Facilitates comparative analysis with the help of systematically recorded financial transactions
o Helps in tax liability settlements such as Income Tax, Goods and Service Tax (GST), etc.
o Assists in procuring loans and other credit facilities as per the firm’s financial statements
Process of Accounting
Step 1: Identification of financial transactions and events
Step 2: Measuring the transactions in terms of money
Step 3: Recording financial transactions in the relevant Journal or Subsidiary
Step 4: Classification of transactions as per their nature and posting them into separate Ledger Accounts
Step 5: Summarizing the transactions into Trial Balance, Trading Account, Profit and Loss
Step 6: Account and Balance Sheet for an easy understanding
Step 7: Analyzing and interpreting financial transactions to make meaningful and effective decisions
Step 8: Communicating the financial reports to the users (that is, managerial level) for them to make well-informed decisions
Use of computers for office procedures:
If you now work in an office setting, you might not be familiar with the advent of computer-based office work. Computers have steadily replaced typewriters, adding machines, and paper-based processes over the past three decades, providing businesses with the resources they need to be more productive and effective. Computers are a must for organizations in all sectors, from writing letters and mailing lists to update social media to processing payroll.
Computer applications in the workplace
Chances are, no matter what kind of business you are in, a significant portion of it involves computers. Writing letters, sending emails, setting up meetings, and interacting with coworkers and clients are just a few of the numerous tasks that may be completed on a computer in an office setting. This now includes mobile devices, which workers use to access corporate files, read and respond to emails, update social media, and more. Since data may be stored on a distant server and accessed from any authorized device, cloud technology has made it simpler to see and edit files from anywhere.
Computer applications for customer outreach
A firm survives by acquiring and maintaining clients. If you're in charge of attracting those clients, you may utilize a program to assist you to locate the best sales leads or post updates to your company's social media pages. Additionally, you can utilize a computer to build and manage a prospect database that you can use to send emails to or do cold calls on. Following the initial approach, you can utilize technology to follow up with the consumer or take additional action in light of their initial reaction.
Computer applications in customer management
Computers are a must for customer service, a crucial component of any organization. You most certainly have a customer relationship management system that has all of your customers' information if you have a sizable clientele. Modern CRMs include insights about the contacts they hold that might help you tailor your interactions. Customers appreciate the individualized treatment, which encourages them to keep doing business with you. In order to find out more about your whole customer base, you may also get reports from your CRM.
Computerization of accounting procedures
The majority of organizations employ technology to manage their accounts payable procedures, while there are still a few holdouts. The days of maintaining a ledger on paper have long since passed. Instead, companies can use a cloud-based software solution to log invoices and control payment approvals. Paper documents can be quickly accessed when needed by scanning them into a document management system. Many employees check in and update their own timesheets before submitting them for payment, and payroll is also handled electronically. You're more likely to be paid through an automated clearing house, which means your paycheck is directly deposited into your bank account, as opposed to a physical check that you must carry to the bank.
Unit IV
LAWS RELATED TO NGO
SOCIETY REGISTRATION ACT 1860
The Preamble.−
Indian Societies Registration Act of 1860 was enacted under the British Raj in India, but is largely still in force in India today. It provides for the registration of Literary, Scientific and Charitable societies.
Where as it is expedient (Serving to promote your social interest) that provision should be made for improving the legal condition of societies established for the promotion of literature, science, or the fine arts, or for the diffusion of useful knowledge, charitable purposes; it is enacted as follows:
• Any seven or more persons associated for any literary, scientific, or charitable purpose, or for any such purpose as.
• May by subscribing their names to a memorandum of association and filing the same with the Registrar of Joint-stock Companies form themselves into a society under this Acts described in section 20 of this Act
The memorandum of association shall contain the following things (that is to say)−
• The name of the society:
• The objects of the society:
• The names, addresses, and occupations of the governors, council, directors, committee or other governing body to whom, by the rules of the society, the management of its affairs is entrusted
• Copy of the rules and regulations of the society certified by not less than 3 members of the governing Body
• Upon such memorandum and certified copy being filed, the Registrar shall certify under his hand that the Society is registered under this Act.
• There shall be paid to the Registrar for every such registration such fee as the Provincial Government may direct, and all fees so paid shall be accounted for to the Provincial Government.
Annual general meeting:
• Once in every year, on or before the fourteenth day succeeding the day on which, according to the rules of the society annual general meeting of the society is held.
The property
The property, movable and immovable, belonging to a society registered under this Act. If not vested in trustees, shall be deemed to be vested, for the time being, in the governing body of such society. In all proceedings, civil and criminal, may be described as the property of the governing body of such society by their proper title.
Bye-law:
Whenever by any bye-law duly made in accordance with the rules and regulations of the society, or, if the rules do not provide for the making of bye-laws, by any bye-law made at a general meeting of the members of the society convened for the purpose (for the making of which the concurrent votes of 3/5% of the members present at such meeting shall be necessary), any pecuniary penalty is imposed for the breach of any rule or bye-law of the society, such penalty, when accrued, may be recovered in any Court having jurisdiction where the defendant shall reside, or the society shall be situate, as the governing body thereof shall deem expedient.
Any number not less than three-fifths of the members of any society may determine that it shall be dissolved, and thereupon it shall be dissolved forthwith, or at the time then agreed upon, and all necessary steps shall be taken for the disposal and settlement of the property of the society, its claims and liabilities according to the rules of the said society applicable thereto, if any, and if not, then as the governing body shall find expedient, provided that, in the event of any dispute arising among the said governing body or the members of the society, the adjustment of its affairs shall be referred to the principal court of original civil jurisdiction of the district in which the chief building of the society is situate; and the court shall make such order in the matter as it shall deem requisite.
TAMILNADU SOCIETIES REGISTRATION ACT 1975:
• TN Societies Registration act, 1st published in the tamilnadu government gazetee extraordinary on 25th august 1975
• An Act to provide for the registration of literary, scientific, religious, charitable and other societies in the State of Tamil Nadu. This act includes VII chapters & 52 sections
Extent and commencement:
This act extends to the whole of the State of Tamil Nadu. It shall come into force on such date as the Government may be appointed for different areas and for different provisions of this Act
Definitions:
• committee' ' means the governing body of a registered society
• " court " means, in the Presidency town, the Madras City Civil Court and elsewhere, the District Court ;
• Registered society" means a society registered or deemed to be registered under this Act; Registrar " means the Registrar of a district appointed (by govt) under this act.
Purpose:
Any societies which may be registered: its object the promotion of education, literature, science, religion, charity, social reform, art, cottage industries, social service, cultural activities, the diffusion of usefu1 knowledge or may be registered under this Act
Memorandum and by-laws:
A memorandum specifying
(a) The name of the society;
(b) The objects of the society; and
(c) The names, addresses and occupations of the members of the committee; and the by-laws of the society.
Memorandum and by-laws to be printed or typewritten and signed the memorandum shall be signed by at least seven members who shall add their addresses and occupation in the presence of who shall attest the signatures.
Account & audits:
Every registered society shall keep proper books of account and at the expiration of each financial year, prepare receipts and expenditure account and a balance-sheet and shall cause them to be audited by an auditor.
Property of registered society:
All property, movable and immovable, belonging to a registered society, whether acquired before or after its registration, if not vested in trustees, shall vest in the committee.
Annual general meeting:
At least one general meeting of the registered society shall be held in every financial year. Extraordinary general meeting:
The committee may, at any time call an extraordinary general meeting of the registered society.
INSPECTION OF BOOKS:
The books of every registered society shall, at reasonable hours be open to inspection by the Registrar, or by any person authorized by him in this behalf
Cancellation of registration:
If Society carrying on unlawful activities, the Registrar that any registered society is carrying on any unlawful activity society, the Registrar may hold an enquiry into the activities of such society, and in respect of every such enquiry, the Registrar shall have the same powers as are specified.
Company act section 8 2013
Overview Section 8 Company is a non-profit organization having corporate structure and registered under Companies Act, 2013 Prior to Companies Act, 2013, these companies were governed u/s 25 of Companies Act, 1956 NPO can be registered in different forms viz., Trust, Societies, Section 8 Company. Registration process is different but the status of the registered organizations is the status of NGO to get funding.
Purpose:
Section 8(1) (a) The purpose of the Section 8 Company shall be promotion/protection of any of the following Arts Science Sports Education Research Social welfare Religion Charity Environment Any such other object Commerce.
Memorandum of Association:
Memorandum of Association of the proposed Company in Form INC-13 Articles of Association of the proposed Company Declaration by first subscribers and directors in Form INC-9 stating that they are not convicted of any offence or guilty of any fraud Declaration by a professional stating that all the requirements for registration of the Company has been complied with, in Form INC-14 Declaration by subscribers stating that all the requirements for registration of the Company has been complied with, in Form INC-15 An estimate statement of income and expenditure of the proposed Company for the next 3 years Other attachments like NOC from trademark owner, Board resolution from the company having similar name, address and identity proof, etc. as required Attachments to SPICe form.
The procedure:
The procedure is same as that of name reservation for a new Company Name reservation • Instead of Form INC-32 (SPICe), the existing company has to file Form INC-12 License to an existing company under Section 8 • All the attachments of INC-32(SPICe) form part of INC-12 except declaration in Form INC-9 • Besides, the following documents shall be attached: • Last 2 years’ Financial Statements, Board’s report and auditor’s report • Statement of assets & liabilities as on the date of application (or 30 days preceding that date) • Certified copy of board/members’ resolution approving registration of Section 8 Company Attachments to Form INC-12 License for an existing Company.
The Registrar:
The Registrar shall require the company to obtain approval from any other regulatory body or appropriate authority, as the case may be Registrar shall, after considering any objections (received within 30 days of publication of notice) and after consulting any regulatory body or authority, as appropriate, shall decide, whether to grant license The license, if granted shall be in Form INC-16 or INC-17, as the case may be. Registrar shall include such other conditions as may be deemed necessary. Registrar shall direct the company to include such conditions of the license in its memorandum or articles.
Privileges/Exemptions to Section 8 Company
Privileges/Exemptions to Section 8 Company The Company is not required to use the words “Limited” or “Private Limited” at the end of its name No requirement of minimum paid up capital A general meeting may be called by giving notice not less than 14 clear days instead of 21 clear days – Section 101 Limits of maximum directorships shall not apply to a Section 8 Company – Section 165(1) Recording of minutes of General Meetings, Board Meeting and other resolutions has been withdrawn. However, the minutes may be recorded within 30 days of conclusion of every meeting where AOA provide for confirmation of minutes by circulation – Sec. 118 Conditions requiring and governing appointment of independent directors have been waived off – covered in Section 149 Minimum number of directors is not applicable for Section 8 Company – Section 149(1) BOD shall conduct meetings once in every six calendar months. Provisions of Section 173(1) shall not apply
Tax exemptions:
Tax exemptions under Income Tax Act, 1961 For a Section 8 Company to avail exemptions under ITA, it should be registered under Section 12AA by making application in Form 10A. Also activities provided by the Company should fall within the definition of charitable purpose u/s 2(15) of the ITA Income of Section 8 Company that is registered u/s 12AA is exempt u/s 11 and 12 of the ITA Further, donations made by persons to Section 8 Company shall be entitled to a deduction of 50% u/s 80-G provided application in Form 10G has been submitted by the Company and approved by the Commission.
Foreign Contribution Regulation Act
Foreign Contribution Regulation Act (FCRA) is an act passed by Indian parliament in 1976 with the objective of regulating the acceptance and utilization of foreign financial assistance by organizations and individuals within the geographic area of India.
Foreign Contribution • Means the donation, delivery or transfer, made by any foreign source of any;
• Article, not given to a person as a gift, for personal use, if the market value in India of such article exceeds one thousand rupees;
• Currency, whether Indian or foreign;
• Foreign security.
NOTE: Contributions made by an NRI, from his/her personal savings, through the normal banking channels, is not treated as foreign
. Foreign Source:
• Government of foreign country or any agency of such Government.
• International agencies, not being of
• United Nations or its specialized agencies • World Bank • International Monetary Fund • Such other agencies as so notified by the Central Government. • Foreign company or Corporation incorporated in foreign country • Trade Union in a foreign country • Foreign Trust or Foundation or Society or Club formed or registered outside India • Company where more than half of shareholding held by foreign Govt., foreign citizens, foreign corporations • Citizens of foreign countries
Who cannot accept Foreign Contribution (Sec 3):
• Candidate for elections.
• Correspondents, columnists, cartoonists, editor, owner, printer.
• Judge, Government servant or employee of any corporation
• Member of any Legislature
• Political party or office-bearer thereof.
About:
o FCRA was enacted during the Emergency in 1976 amid apprehensions that foreign powers were interfering in India’s affairs by pumping money into the country through independent organisations.
o The law sought to regulate foreign donations to individuals and associations so that they functioned in a manner consistent with the values of a sovereign democratic republic.
Amendments:
o An amended FCRA was enacted in 2010 to “consolidate the law” on utilisation of foreign funds, and “to prohibit” their use for “any activities detrimental to national interest”.
o The law was amended again in 2020, giving the government tighter control and scrutiny over the receipt and utilisation of foreign funds by NGOs.
Criteria:
o The FCRA requires every person or NGO seeking to receive foreign donations to be:
• registered under the Act
• to open a bank account for the receipt of the foreign funds in State Bank of India, Delhi
• to utilize those funds only for the purpose for which they have been received and as stipulated in the Act.
o FCRA registrations are granted to individuals or associations that have definite cultural, economic, educational, religious, and social programmes.
Exceptions:
o Under the FCRA, the applicant should not be fictitious and should not have been prosecuted or convicted for indulging in activities aimed at conversion through inducement or force, either directly or indirectly, from one religious faith to another.
o The applicant should also not have been prosecuted for or convicted of creating communal tension or disharmony.
• Also, should not be engaged or likely to be engaged in the propagation of sedition.
o The Act prohibits the receipt of foreign funds by candidates for elections, journalists or newspaper and media broadcast companies, judges and government servants, members of legislature and political parties or their office-bearers, and organisations of a political nature.
Validity:
o FCRA registration is valid for 5 years, and NGOs are expected to apply for renewal within six months of the date of expiry of registration.
o The government can also cancel the FCRA registration of any NGO if it finds that the NGO is in violation of the Act, if it has not been engaged in any reasonable activity in its chosen field for the benefit of society for two consecutive years, or if it has become defunct.
o Once the registration of an NGO is cancelled, it is not eligible for re-registration for three years.
FCRA 2022 Rules:
o In July 2022, the MHA effected changes to FCRA rules which increased the number of compoundable offences under the Act from 7 to 12.
o The other key changes were exemption from intimation to the government for contributions less than Rs 10 lakh – the earlier limit was Rs 1 lakh — received from relatives abroad, and increase in time limit for intimation of opening of bank accounts.
Unit V
Human Resources Development
Human Resource Development:
• HRD is development processes were it focuses on improving the existing capabilities of employees and helping them to acquire new capabilities required for the achievement of organizational and individual goals.
• Human Resource Development is the integrated use of training, organization, and career development efforts to improve individual, group and organizational effectiveness. HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning
MEANING:
It is the process of increasing the capabilities of HR through development. It is a process of adding values to individuals, teams, and organization as human system.
Definition of HRD
• A set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands.
• Harbison and Myers have defined HRD as the process of increasing the knowledge, skills and capabilities of all the people in a country.
OBJECTIVES:
• Develop human resource of the company continuously for better performance to meet objectives. Provide opportunity for development of different level of employees.
• Suitable need based training programs
• Prepare newly inducted staff to perform their work with high level of competency and excellence.
• Meet social obligations of industry to contribute towards the excellence of technical and management education.
• Assist the existing and potential customers in the better use of our equipments by training the employees.
• Promote a culture of creativity, innovation, human development, respect and dignity.
• Achieve excellence in every aspect of working life.
• Create environment for the trainees conducive to their character building.
HRD Functions:
• providing skill input to apprentices and trainees
• Identifying training needs and imparting training
• Outside deputation for competency enhancement
• Competency mapping
• Organizational development activities
• Conducting sessions and workshops
• Training and development (T&D)
THE NEED FOR HRD:
• Implementing a new policy
• Implementing a strategy
• Effecting organizational change
• Changing an organization’s culture
• Meeting changes in the external environment
• Solving particular problems
. Sub systems of HRD:
1. Performance Appraisal
2. Potential Appraisal
3. Career Planning and Development
4. Counseling
5. Feedback
6. Training and Development
7. Organizational Development
8. Rewards
9. Employees Welfare
10. Quality of Work Life
Challenges for HRD:
• Changing workforce demographic
s • Competing in global economy
• Eliminating the skills gap
• Need for lifelong learning
• Need for organizational learning
• Technological changes
• Greater employee Retention and commitment
Conflict management
Conflict:
An expressed struggle between at least two interdependent parties, who perceive incompatible goals, scarce resources, and interference from the other party in achieving their goals or a process that begins when one party perceives that another party has negatively affected or about to affect something that the first party cares about
Characteristics of conflict:
• Characteristics of Interpersonal conflict require at least two people. (Conflict within one’s self, or interpersonal conflict, generally is studied by psychologists. Communication students and scholars are interested in communication between people.
• Conflict inherently involves some sense of struggle or incompatibility or perceived difference among values, goals, or desires.
Views of conflict:
Traditional view:
The belief that all conflicts are harmful and must be avoided
Human relations view:
That belief that conflict is a natural and inevitable outcome in any group
Integrationist view:
The belief that conflict is not only a positive force in group but that it is absolutely necessary for a group to perform effectively
Sources of Conflict:
It may originate from a number of different sources which includes differences in information, beliefs, values, interests, or desires, Scarcity of some resource, rivalries in which one person or group competes with another.
Types of conflict
Functional conflict:
• Works toward the goals of an organization or group Dysfunctional conflict: blocks an organization or group from reaching its goals
• Increase information & & ideas
• Encourages innovative thinking
• Unshackles different points of view
• Reduce stagnation
Dysfunctional conflict:
• Tension, anxiety, stress
• Drives out low conflict tolerant people
• Reduce trust
• Poor decision because of withheld or distorted
• Reduce information
Group Conflict: Intra conflict
• Conflict among members of a group
• Early stages of group development
• Ways of doing tasks or reaching group’s goals
Individual Conflict / Intrapersonal conflict:
• Between two or more people a differences in views about what should be done
• differences in orientation to work and time in different parts of an organization
Intrapersonal conflict:
• occurs within an individual
• Threat to a person’s values
• feeding of unfair treatment
• Multiple and contradictory sources of socialization
Conflict Management:
It is defined as “the opportunity to improve situations and strengthen relationships”
5 ways to manage conflict:
1. Avoidance
2. Competition
3. Accommodation
4. Compromise
5. Collaboration
Conflict Continuum
Manage conflict Conflict Continuum Plus Minus
Competition I win, you lose The winner is clear
Winners usually experience gains Establishes the battleground for the next conflict
May cause worthy competitors to withdraw or leave the organization
Accommodation I lose or give in
Curtails conflict situation
Enhances ego of the other Sometimes establishes a precedence
Does not fully engage participants
Compromise We both get something Shows good will
Establishes friendship No one gets what they want
May feel like a dead end
Collaboration We both “win” Everyone “wins”
Creates good feelings Hard to achieve since no one knows how
Often confusing since players can “win” something they didn’t know they wanted
Tips for Managing Conflict:
Avoids feelings or perceptions that imply the other person is wrong or needs to change.
Communicates a desire to work together to explore a problem or seek a solution.
Exhibits behavior that is spontaneous and destruction-free.
Identifies with another team member’s problems, shares feelings, and accepts the team member’s reaction.
Treats other team members with respect and trust.
Investigates issues rather than taking sides on them.
Stress management:
Meaning of stress
Stress can have a big impact on your body, in ways that are felt by just you, and in way that the world can see. One of the more visible potential by-products of stress is weight gain--many people find themselves to be "emotional eaters" who react to stress by reaching for something--often the wrong thing-to eat. Stress can also create a loss of appetite, which can be a problem as well.
Signs of Stress:
Physical signs
Mental signs
Behavioural signs
Job Stress Signs
PROBABLE SYMPTOMS
• Insomnia
• Loss of mental concentration
• Absenteeism
• Depression
• Extreme anger and frustration
• Family conflict
• Migraine, Headaches and back problems
Causes of stress:
• Job Insecurity
• High Performance Demand
• Bad Boss
• Workplace Culture
• Personal or Family Problems
• Technology
SL.NO EUSTRESS DISTRESS
1 Motivates, focuses energy Causes anxiety or concern
2 Is short-term Can be short- or long-term
3 Is perceived as within our coping abilities Is perceived as outside of our coping abilities
4 Feels exciting Feels unpleasant
5 Improves performance Decreases performance and Can lead to mental and physical problems
Stress management:
• It is the amelioration of stress and especially chronic stress often for the purpose of improving everyday functioning.
• Stress produces numerous symptoms which vary according to persons, situations, and severity
• These can include physical health decline as well as depression.
Types of Stress management:
Acute Stress:
Acute stress is usually for short time and may be due to work pressure, meeting deadlines pressure or minor accident, over exertion, increased physical activity, searching something but you misplaced it, or similar things.
Symptoms of this type of tension are headaches, back pain, stomach problems, rapid heartbeat, muscle aches or body pain.
Chronic Stress
This type of stress is the most serious of all the 3 stress types. Chronic stress is a prolonged stress that exists for weeks, months, or even years. This stress is due to poverty, broken or stressed families and marriages, chronic illness and successive failures in life. People suffering from this type of stress get used to it and may even not realize that they are under chronic stress. It is very harmful to their health.
Causes of Stress Management
Whenever our body feels something not favorable, then it tries to defend itself. If this situation continues for a long time, then our body is working overtime. There are several causes of stress. For example, you are under stress when you are worried about something, worried about your children, worried about the illness of your father, worried about your job security, or worried about your loans or similar things.
Advantages of stress management:
• Less absenteeism due to stress related disorders
• Less worker's compensation loss due to stress-related illness or accidents
• Improved job performance
• Less stressful, more efficient workplace
• Improved employee attitude
• Improved employee overall health
Disadvantages of stress management:
• Stress is a disadvantage because it can potentially raise your heart rate and weaken your immune system
• Also, it can be a factor in poor decision making because under stress we may not think logically or consider the consequences of the choices we make.
Relief from stress:
• Stop shallow breathing
• Create the habit of deep breaths
• Visualize and communicate your vision
• Laugh, Crack some jokes, Do your goofiest impression, Tickle a child that you love.
• Be aware of your choices; you always have a choice
• Learn to say no; you cannot do everything you are asked.
Motivation:
DEFINITION
Motivation has to do with the forces that maintain and alter the direction, quality and intensity of behaviour - Kelly (1974) OR Motivation refers to ‘the willful desire to direct one’s behaviour toward goal’ - Middlesmist and Hitt (1981)
Nature of motivation:
• Based on motives
• Goal directed behavior
• Related to satisfaction
• Person is motivated in totality
• Complex process
Type of motivation:
Intrinsic Motivation:
Intrinsic motivation is a type of motivation in which an individual is being motivated by internal desires.
Extrinsic Motivation:
Extrinsic motivation, on the other hand, is a type of motivation in which an individual is being motivated by external desires.
Minor Forms of Motivation:
Reward-Based Motivation
Fear-Based Motivation
Achievement-Based Motivation
Power-Based Motivation
Affiliation Motivation
Competence Motivation
Attitude Motivation
Theories of motivation:
Hertzberg’s Two-Factor Theory
Motivator factors:
Simply put, these are factors that lead to satisfaction and motivate employees to work harder. Examples might include enjoying your work, feeling recognized and career progression
Hygiene factors
These factors can lead to dissatisfaction and a lack of motivation if they are absent. Examples include salary, company policies, benefits, relationships with managers and co-workers.
Maslow’s Hierarchy of Needs
The hierarchy is made up of 5 levels
Physiological Needs – these needs must be met in order for a person to survive, such as food, water and shelter
Safety Needs – including personal and financial security and health and wellbeing
Love/belonging Needs – the need for friendships, relationships and family.
Self Esteem – the need to feel confident and be respected by others.
Self-actualization – the desire to achieve everything you possibly can and become the most that you can be
BENEFITS OF MOTIVATION
1. Need satisfaction
2. Job satisfaction
3. Productivity
4. Learning
5. Discipline
APPRAISAL
DEFINITION
According to Edwin B Flippo, “Performance appraisal is a systematic, periodic and so far as humanly possible, an impartial rating of an employee’s excellence in matters pertaining to his present job and to his potentialities for a better job”
According to Scott, Clothier and Spriegal, “Performance appraisal is a record of progress for apprentices and regular employees, as a guide in making promotions, transfer or demotions, as a guide in making lists for bonus distribution, for seniority consideration and for rates of pay, as an instrument for discovering hidden genius, and as a source of information that makes conferences with employees helpful”.
OBJECTIVES OF APPRAISAL
• To determine the effectiveness of employees on their present jobs so as to decide their benefits. .
• To identify the shortcomings of employees so as to overcome them through systematic guidance and training.
• To find out their potential for promotion and advancement.
PURPOSE OF PERFORMANCE APPRAISAL
• Performance appraisal helps the management to take decision about the salary increase of an employee.
• The continuous evaluation of an employee helps in improving the quality of an employee in job performance
• Performance appraisal brings out the facilities available to an employee, when the management is prepared to provide adequate facilities for effective performance.
TOOLS/METHODS OF PERFORMANCE APPRAISAL
RANKING METHOD
• An employee is ranked against the other in the working group under this method.
• Each employee is compared with the other person.
• Useful in small organization
• Cannot be used for big organization
• Does not evaluate the individuality of an employee
• It lags objectivity
PAIRED COMPARISON METHOD
• Paired comparison method has been developed to be used in a big organization
• Each employee is compared with other employees taking only one at a time
• The evaluator compares two employees and puts a tick mark against an employee whom he considers a better employee.
• This method is suitable for big organizations
• Individual traits are evaluated
• The understanding of this method is difficult one
• It involves considerable time
FORCED DISTRIBUTION METHOD
A method which forces the rater to distribute the ratings of the overall performance of an employee is known as forced distribution method. Group wise rating is done under this method. This method is suitable to large organizations, but the individual traits could not be appraised under this method. Example: a group of workers doing the same job would fall into the same group as superior, at and above average, below average and poor.
GRADING certain categories of abilities or performance of employees is defined well in advance to fall in certain grades under this method. Such grades are very good, good, average, poor and very poor. Here the individual traits and characteristics are identified.
CHECKLIST The appraisal of the ability of an employee through getting answers for a number of questions is called the method of check list. These questions are related to the behavior of an employee.
FORCED CHOICE METHOD
A series of groups of statements are prepared positively or negatively under this method, both these statements describe the characteristics of an employee, but the rater is forced to tick any one of the statements either out of positive statements or out of negative statements.
CRITICAL INCIDENT METHOD
The performance appraisal of an employee is done on the basis of the incidents occurred really to the concerned employee. Some of the events or incidents are given below:
• Refused to co-operate with other employees
• Unwilling to attend further training
• Got angry over work or with subordinates
• Suggested a change in the method of production
• Suggested a procedure to improve the quality of good
GRAPHIC RATING SCALE METHOD
• It is also known as linear rating scale. In this method, the printed appraisal form is used to appraise each employee.
• The form lists traits (such as quality and reliability) and a range of job performance characteristics (from unsatisfactory to outstanding) for each trait.
• The rating is done on the basis of points on the continuum. The common practice is to follow five points scale
FIELD REVIEW METHOD
• An employee’s performance is appraised through an interview between the rater and the immediate superior or superior of a concerned employee.
• The rater asks the superiors questions about the performance of an employee; the personnel department prepares a detail report on the basis of this collected information.
• A copy of this report is placed in the personnel file of the concerned employee after getting approval from the superior.
ESSAY EVALUATION
With easy evaluation technique the nurse manager is required to describe the employee’s performance over the entire evaluation period by writing a narrative detailing the strength and weaknesses of the appraise.
The peer evaluates the employee. This may be done individually or in a group. Manager and employee meet to discuss the evaluation.
APPRAISAL INTERVIEW
• Once the manager completes an accurate evaluation of performance, he/she should arrange an appraisal interview. The appraisal interview is the first step in employee development.
• They provide feedback to an employee which enables him to improve his performance in future.
Types of appraisal
• Tell and listen interview
• Tell and sell interview
• Interview
• Problem solving interview
Key behaviors for an appraisal interview
• Put the employee at ease
• Clearly state the purpose of the appraisal interview
• Go through the ratings one by one with the employee.
• Draw out the employee reactions to the ratings.
• Decide on specific ways in which performance areas can be strengthened.
• Set a follow up date.
• Express confidence in the employee.
360-DEGREE FEEDBACK
• It is a technique which is systematic collection of performance data on an individual group, derived from a number of stakeholders like immediate supervisors, team members, customers, peers and self.
• This technique is highly useful in terms of broader perspective, greater self-development and multi-source feedback is useful.
• 360-degree appraisals are useful to measure inter-personal skills, customer satisfaction and team building skills.
Supervision:
Concept
• The word Supervision derived from two words Super + Vision (See) It means ‘Overseeing’
• Supervision means overseeing the employee at work. Supervision is the act of watching a person or activity and making certain that everything is done correctly, safely.
Definition
Supervision is defined as the authoritative direction of the work of one’s subordinates. Supervision is a kind of teaching which involves, advising, helping, inspiring leading and liberating. - Jean Barrett
Objectives of Supervision
• Help the staff to do their job skillfully and effectively.
• Help staff to develop the individual capacity.
• Assist staff in meeting predetermined work objectives.
• Help to promote cost effectiveness
• Help to motivate subordinates.
• Help member to identify problem and solve them.
• Help to develop team spirit and promote team work.
• Help to improve attitude of the member towards work.
Team Development
What is Team?
• A Team comprises a group of people linked in a common purpose.
• Teams are especially appropriate for conducting tasks that are high in complexity and have many interdependent subtasks
• Teams normally have members with complementary skills and generate synergy through a coordinated effort which allows each member to maximize his/her strengths and minimize his/her weaknesses.
Stages of Team Development by Tuckman’s model
1. Forming
2. Storming
3. Norming
4. Performing
5. Adjourning
1. Forming
High dependence on leader for guidance and direction
Little agreement on team aims other than received from leader
Leader must be prepared to answer lots of questions about the team's purpose, objectives and external relationships
Encouragement and maintains open communication.
2. Storming
The storming stage is necessary to the growth of the team.
The maturity of some team members usually determines whether the team will ever move out of this stage
In this process, the team members can resolve their differences and members will be able to participate with one another more comfortably.
3. Norming
Roles and responsibilities are clear and accepted.
Big decisions are made by team agreement. Smaller decisions may be delegated to team.
There is general respect for the leader and some of leadership is more shared by the team.
All team members take the responsibility and have the ambition to work for the success of the team's goals.
4. Performing
The team is more strategically aware, the team knows clearly why it is doing what it is doing.
The team has a high degree of autonomy.
Disagreements occur but now they are resolved within the team positively, and necessary changes to processes and structure are made by the team.
Team members might ask for assistance from the leader with personal and interpersonal development.
5. Adjourning
Tuckman's fifth stage, Adjourning, is the break-up of the team, hopefully when the task is completed successfully, its purpose fulfilled
From an organizational perspective, recognition of and sensitivity to people's vulnerabilities in Tuckman's fifth stage is helpful particularly if members of the group have been closely bonded and feel a sense of insecurity or threat from this change.
Relationship between Human Resources and Social Work
People are the main component as well as the target for social work practice. The intention of this profession is to help individuals /groups/communities to find out and solve their difficulties arising out of an imbalance between them and their surroundings and to assist them enhancing and restoring their capacities and potentials. On the other hand, Human Resource Management stands for recognizing and channelizing the uniqueness, talents, potentials, capabilities and strengths of human beings in work place, to develop their productivity as well as to ensure the protection of rights, social security, and justice for them. Human Resource Management is a term that aims to the blooming people as a valuable resource of the organization rather than their control as material assets. By analyzing the frameworks and philosophical bases of both the profession, it can be clearly elucidated that the practice of Human Resource Management, where it aims into resolve the disequilibrium in workplace relationship or employee employer relationship and when it aims to identify, utilize and channelize all of their potentials and inner resources to develop their productivity the process of Social Work intervention strongly finds its way into the domain of practice of HRM and vis-à-vis.
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