Human Resource Management (HRM)

  A few decades ago organizational development ultimately measured by economic values.  But now organizations need to focus on environmental factors and  policies on how they can promote the same in order to compete with other organizations in the corporate world. So this encourages organizations to operate in a more environmentally friendly manner.  Green Human Resource Management is an emerging new concept for organizations to involves undertaking environment-friendly initiatives like job-sharing, teleconferencing, and virtual interviews, recycling, online training, energy-efficient office spaces, etc. resulting in an increase in organizational efficiency. Since this concept, There are two main theories that can be used to apply the Green HRM concept to the organizational culture. ·           Ability Motivational Opportunity Theory (AMO Theory) ·            Cognitive Soci...

  What is Digitization at the Workplace? Digitalization as the path in which numerous spaces of social life are rebuilt around digital correspondence and media frameworks. What would be the approach from employees’ perspective? While directors realize that representatives won't be driven by mysterious powers encouraging them to receive new computerized activities, they frequently don't give the kind of time, support, and inspiration to embrace that they know would be vital in different settings. Rather, organizations frequently invest significant time, cash, and vitality executing advanced stages, expecting that the estimation of these computerized apparatuses will turn out to be so obvious to representatives that they will be attracted normally to them to play out their work. Organizations that essentially anticipate that workers will receive by and large accentuate the mechanical side of advanced usage and regularly execute that usage well, yet then neglect to go with the new...

  Managing People and Organisations Aim of this introductory blog entry under the parent theme of this blog site 'HRM' is to first introduce the concept of people management. Management is defined as planning, organizing, leading, and controlling organizational resources effectively and efficiently to meet the goals of the organization's mission and vision.  Organization is defined as "a system of consciously coordinated activities or forces of two or more persons" (Barnard, 1938, p.73 cited in Mahoney & Gabor, 2010, p.12). People are an essential part of an organization and people management is "All the management decisions and actions that directly affect or influence people as members of the organization rather than as job-holders." (Henderson, 2011, p.2) and is crucial to the success of an organization In 1950s workers were managed differently than the modern people management approaches. People management was executed in the same manner as other...

  The training programs are will always be a prime opportunity for employees to develop their knowledge base. But some employers consider that the staff development training programs are expensive and cost to the company. Generally, while they are in the training employees' work hours are reduced, which may obstruct the completion of allocated job tasks or projects. Despite the potential drawbacks, staff training and development gives both the organization and the employees benefits that make the cost and time a valuable investment (Khan, 2011). Some of the outcomes of the staff training programs are as follows: Addressing Weaknesses:  Some employees have weaknesses in their workplace skills. A training program allows strengthening those skills that every employee needs to improve. A development training program carries all employees to a higher level so they all have identical skills and knowledge. This will help people to work independently without getting help from others....

  Employees leave organizations because of different reasons. These could be personal or official. Every employee has different reasons for working. The ultimate objective of an employee  is to gain benefits (financial and non-financial) out of it. The most common reasons for leaving an organization can be: The job is not what the employee expected to be. Job and person mismatch. New attractive job and better compensation packages being offered by other companies/competitors. Lack of growth opportunities in the job. Lack of appreciation by the superiors will lead to demotivation and loss of interest. Lack of trust and support in co-workers, seniors, and management. Stress and work-life balance (Branham, 2005). Many employees are not happy with the recognition and performance appraisal done by the HR department or management. Therefore, they should pay attention to that. The company management must give employees the appropriate remuneration in order to retain these p...

  In most working environments, there is usually some form of training. This training takes different forms, from hands-on experience to read manuals, to viewing online media information. The way employees absorb and process information varies from one to another. They also have different natural tendencies to learn the style (Morgan, 2011). Described below is the most useful and widely implemented learning style models. Kolb's Learning Cycle An American educational theorist David A. Kolb whose interests and writings focus on experiential learning, personal and social change, career development, and executive and professional education. Kolb's learning cycle is a well-known theory, which advocates that we learn from our life experience, even on a day-to-day basis. It also considers reflection as an integral part of this learning. According to the Kolb (1984) study, the learning process follows a four-phase pattern or cycle. These phases are explained and summarized below: ...

Work Life Balance In recent years, the work-life balance of employees has been much more contemplated. Experts insist on the importance of achieving and maintaining work-life balance. Who does this concept apply to? The concept of work-life balance can be applied to all employees within the organization both locally and globally. Various pressures in life will bring stress. Many of the stressful life events are connected to the work environment. Employees who start to feel the pressure to perform are likely to get caught in a downward spiral of increasing effort to meet rising expectations but no increase in job satisfaction. Many organizations are trying to promote work-life balance by including initiatives such as flexible working hours, part-time work and childcare facilities. However, various studies show that most employees can not balance their professional and personal lives. Few people manage the balance of work and life well (Tewathia, 2014). In Asian countries, work and famil...

  In the global business context, motivational factors play an important role in increasing employee job satisfaction. This will result in improving organizational performance. High productivity is a long term benefits of employee motivation. Motivated employee is a valuable asset who creates value for an organization in strengthening the business and revenue growth. Motivation is going to work if the right person with suitable skills is made responsible for the job or otherwise it will be the wastage of resources and time, and will lead to job dissatisfaction. Herzberg's theory of motivators and hygiene factors  Herzberg (1959) constructed a two-dimensional paradigm of factors affecting people's attitudes about work. He concluded that such factors as company policy, supervision, interpersonal relations, working conditions, and salary are hygiene factors rather than motivators. According to the theory, the absence of hygiene factors can create job dissatisfaction, but their pr...

The technological revolution made lots of changes to everyone's lifestyles. Internet, social media, artificial intelligence, robotics, etc, are influencing a lot for the transformation of the world.  How organizations are reacting to the major challenge of technological change. Following are the challenges that will shape the eventual fate of organizations and HR divisions around the world: A dynamic, modern, and network organization  Many organizations are making progress toward a more adaptable and dynamic revamping, and deserting the past hierarchical structures to have the capacity to react rapidly to changes in the market. Organizations are being organized around small workgroups or teams that are set up rapidly, cooperate for maybe a couple years, and afterward proceed onward to different tasks or projects inside the organization. As businesses make this change, they find that smaller groups are a distinctive path for people to work". Employees are learning all the time...

  An expert or expatriate is a person who permanently or temporarily moves to the foreign countries to work in their new branches or sometimes new offices to fulfill assignments. There are three types of employees involved in the multinational corporation's (MNC) international business pattern. They are Parent Country Nationals, Host-Country Nationals, and Third-Country Nationals. For the HR department, hiring local employees can be tricky and difficult at times. The new offices in foreign countries can face limited local talent pool issue. The chances are that the locals may or may not have the requisite skills and talents the company is looking for. The ones who have these skills and qualities usually demand higher salaries. Hence, organizations prefer hiring expatriates. But, hiring them has both, benefits and challenges (Internations, 2016). HR best practices can support good expert experience. Guiding your staff before and during their assignment is an effective preparati...