Human Resource Management (HRM)

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...