Employee engagement is the amount of active involvement and commitment that the employees of an organization have towards the organizations’ purpose and its core values. An engaged employee is an indubitable asset to the organization who contributes to the growth of the organization in line with the mission and vision of the organization which he understands and is an integral part of. In general, it is the overall positive attitude of the employees towards the organization and its values Employee engagement is of utmost importance for any organization, especially the giants, as their products are unique and frequent dissatisfaction of employee may lead to lower work efficiency. Therefore, companies take very strict measures to curb this inefficiency. Looking at ten C’s of employee engagement: Connect: For engaging employees, they must be shown about their value to the organisation. Employee engagement is directly related to the feeling that employees have about Continue reading
Human Resource Management
Human Resource Management (HRM) is branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities.
Different Theories for Managing Compensation
The basic purpose of wage and salary administration is to establish and maintain an equitable wage and salary structure. Its secondary objective is the establishment and maintenance of an equitable labor-cost structure i.e., an optimal balancing of conflicting personnel interests so that the satisfaction of employees and employers is maximized and conflicts are minimized. The wage and salary administration is concerned with the financial aspects of needs, motivation and rewards. Managers, therefore, analyze and interpret the needs of their employees so that reward can be individually designed to satisfy these needs. The word ’salary’ is defined in the Oxford Dictionary as ‘fixed periodical payment to a person doing other than manual or mechanical work’. The payment towards manual or mechanical work is referred to as wages. The word pay refers to the payment for services done which would include salary as well as wages. Wages are commonly understood as price Continue reading
Human Resource Strategy – Meaning, Objectives and Charactristics
Concept and Meaning of Human Resource Strategy The word ‘strategy‘ can be understood as a long range direction and scope of an organization. It provides a framework to achieve organizational goals and objectives. It develops a grand plan about how the company is going to achieve the desired result and how to compete with other rival firms. It also focuses on how the resources are employed effectively an efficiently. In the light of it, Human resource strategy can be defined as a process which helps management anticipate and manage the rapidly increasing changes. It is concerned with long range direction and scope of HR activities in the organization. It is broad action plan designed to accomplish the goals and objectives of human resource management function in the organization. Moreover, it is concerned with establishing relationship between long range HR direction and business strategy. It involves philosophy that people are managed Continue reading
Recruitment Process
It is very important for an employer to design a recruitment process for hiring the best professionals within a given time frame. Though the process of recruitment may differ from organization to organization, it has more or less similar steps. Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The recruitment process comprises five interrelated stages, viz, Planning. Strategy development. Searching. Screening. Evaluation and control. The ideal recruitment programme is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organisation, when offered. Recruitment programmes can miss the ideal in many ways i.e. by failing to attract an adequate applicant pool, by under/over selling the organisation or by inadequate screening applicants before they enter the selection process. Thus, to approach the ideal, individuals responsible for the Continue reading
Wage Payment Systems
The system of wage payment is the method adopted by organizations to remunerate workers. It is the way of giving financial compensation to the workers for the time and effort invested by them in converting materials into finished products. It indicates the basis of making payment to the workers, which may be either on time basis or output basis. The selection of the system depends on the type and nature of the concern and its products. The different methods of wage payments are as follows : 1. Time Wage System Time wage system is the oldest method of wage payment. The “Time” is made a basis for determining wages of a person. The wages are paid according to the time spent by workers irrespective of his out put of work done. The wage rates are fixed for an hour, a day, a week or a month. The time spent Continue reading
Recruitment Process Outsourcing (RPO) – Definition, Benefits and Risks
Definition of Recruitment Process Outsourcing (RPO) Recruitment Process Outsourcing (RPO) is the process where an employer outsources or transfers all or part of its recruitment activities to expert services of a third party (generally professional consultants). The Recruitment Process Outsourcing Association defines RPO as follows: “when a provider acts as a company’s internal recruitment function for a portion or all of its jobs, RPO providers manage the entire recruitment/hiring process from job profiling through the on-boarding of the new hire, including staff, technology, method and reporting.” RPO and other types of occasional recruitment support, contingency and executive search services differ majorly in the “Process”. The service provider assumes ownership of the process in RPO, while in other types of staffing services the service provider is only a part of the process controlled by the organization buying their services. History of Recruitment Process Outsourcing (RPO) Temporary, contingency and executive search firms Continue reading