Career is a general course of action, an individual chooses to pursue, all through his or her employment life. It may be represented as occupational positions a person has hold over so many years. Many people feel satisfied by achieving their career goals. At the same time, others have a strong feeling that, their careers, their lives and their potential has undergone unfulfilled. Employers too have a profound effect on employees’ careers. Some organisations have very formal career management processes, while others are very little concern about it. Career management is defined as the ongoing process of preparing, implementing and monitoring career plans. It can be undertaken either by the individual alone or can be a concerted activity along with the organisation’s career systems. Career management is a process that enables the employees to better understand their career skills, develop and give direction to it and to use those skills 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.
Subjective Matter and Importance of Collective Bargaining
Collective Bargaining is a process in which representatives of two groups (employers and employees) meet and try to negotiate an agreement which specifies the nature of future relationship (pertaining to employment) between the two. According to Beach, “Collective Bargaining is concerned with the relations between unions representing employees and employers (or their representatives). It involves the process of union organization of employees; negotiation, administration and interpretation of collective agreements covering wages, hours of work and other conditions of employment; engaging in concerted economic action; and dispute settlement procedures.” Subjective matter of Collective Bargaining The subject matter of collective bargaining covers a variety of issues affecting employment relationships between the workers and the management. According to Ghosh and Nath the issues covered in the collective bargaining are recognition of union or unions, wages and allowances, hours of work, leave and festival holidays, bonus and profit sharing schemes, seniority, rationalization and the Continue reading
The Importance of Human Resources Management in Organizations
The functioning of modern organizations is highly dependent on the effectiveness of human resource management, which affects consistently organizational development. In actuality, human resources comprise important assets of any organization. In such a situation, many organizations are concerned with the improvement of the performance of human resources through motivating employees and developing effective approaches to human resource management. Traditionally, human resource management played an important role in the effective functioning of an organization. At the same time, the present epoch is characterized by the development of numerous human resource challenges which were practically unknown in the past. In such a situation it is extremely important to clearly identify the problem or problems and their major causes in order to be able to cope with the HR challenges and maintain the normal functioning of organizations. In this respect, it should be said that the wide implementation of new technologies is one Continue reading
Competency Based Compensation System
In the 1990s, a new idea gained acceptance in a number of organizations that more closely aligned human resource practices with organizational strategies, missions and cultures. A number of organizations switched from a traditional job-based structure to a competency-based structure that emphasized the development and attainment of behaviors, knowledge and skills compatible with and aligned to the organization’s mission and business strategies. The focus of competencies is centered on characteristics of the employee, including behaviors, skills and knowledge that can be demonstrated and positively affect the organization. Competencies emphasize the attributes and activities that are required for an organization to be successful. Therefore, human resource practices using Competency Models tap into the employee capabilities that are aligned to the organization mission and business need. Competency Models when implemented in totality can impact all of the agency’s human resource practices including recruitment, selection, compensation decisions, performance planning, performance evaluation and career Continue reading
Employee Participation and Organization Performance
In the first instance is necessary to define both employee participation as well as what is meant by performance. Employee participation may be defined as the process by which employees are involved in the decision making process of a business rather than merely being expect to following instructions and as such this forms what is referred to in HR as empowerment. Performance on the other hand can be considered from two perspectives, firstly there is the performance of the individual in question and how their personal performance is affected by the concept of employee participation. Secondly there is the performance of the organization as a whole to consider and how this will change with varying degrees of employee participation. Approaches to Employee Participation Traditional views of the organization and approaches to management have seen a clear distinction between the tasks of managers and those of the grass roots level employee. Continue reading
Performance Management – Definition, Principles, Features and Scope
Definition of Performance Management Performance management is a way of systematically managing people for innovation, goal focus, productivity and satisfaction. It is a goal congruent win- win strategy. Its main objective is to ensure success to all managees i.e., all task teams who believe in its process, its approach and implementation with sincerity and commitment. The managees success is reflected in organizations’ bottom line in terms of achieving its planned goals. Performance management is an endless spiral, which links several processes such as performance planning, managing performance throughout the year, taking stock of managees performance and potential. Also it includes recognizing and rewarding success at the end of the year. Performance management links these processes in such a way that an individual managees performance is always oriented towards achieving organizational goals. Performance management creates positive goal oriented task motivation and aims at reducing intra-organizational conflict. It is realized that organizations Continue reading