e-HR stands for Electronic Human Resource. The term e-HR refers to deal Human Resource Management transactions using an internet. E-HR aims to keep information available to employees and managers at anywhere at any time. E-HR may include organizations HR portals and web applications, Enterprise Resource Planning, HR service centers and interactive voice response. There are three identified levels of e-HR such as publishing of information (delivered by intranet medium), automation of transactions with integration of workflow (intranet or extranet used) and transformation of the HR function (redirect HR function towards a strategic one). E-HR is characterized in field of HRM as having numerous innovations in Technology and it provides wider potential in term of usages including employee self service, information sharing, functions administration and production of reports. e-HR make use of technology to create a real-time, information-based Self-service, interactive work environment. With e-HR, managers can access relevant information and data, 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.
Determinants of Job Stress
One major source of job stress is the job itself. The way the job is designed, the amount of time pressure an individual faces and the amount of expectations others have of a person at work can all lead to job stress. Interpersonal relationships are a second source of job stress. How much contact an individual has with coworkers and managers, how much time he or she deals with clients or consumers, and how pleasant those interactions are all influences of how much stress an individual experiences at work. Third source is problems in personal lives, which can spill over into the work environment, adding further tension to an already stressful work situation. Determinants of Job Stress Job Characteristics A major source of job stress is a person’s role in the organization. A role is simply the set of expectations that other people in the organization have for an individual, Continue reading
Determinants of Job Satisfaction
Job satisfaction is a psychological aspect. It is an expression of feeling about the job. Job satisfaction is an attitude. It is a permanent impression formed about the job. Employees interact with people and other resources while working with the job. In the process, they experience positive or negative feelings about the job context and content. The concept of job satisfaction has gained importance ever since the human relations approach has become popular. Most Important Determinants of Job Satisfaction Job satisfaction is intangible and it is multi-variable. A number of factors influence job satisfaction of employees. They can be classified into two categories. They are organizational and personal variables. They are discussed below: Organizational Determinants: Employees spend most of the time in organizations. Therefore, a number of organizational factors determine job satisfaction of the employees. Organizations can increase job satisfaction by organizing and managing the organizational factors. Let us learn Continue reading
What is Workforce Diversity?
Workforce diversity is when a job hires people that are different or similar and puts them in the same workplace to work together. It’s basically the bringing together of different people to one workplace. Some things that would make them similar or different could be their age, background, physical abilities, disabilities, race, religion, gender, and sexual orientation. Workforce diversity is important because it lets companies grow and become more competitive. With workforce diversity comes many great perks and benefits such as creativity, innovation, and a great reputation. Having diversity in the workplace gives a company a lot of great and different types of talent. With this it makes the company more profitable and even more successful. With diversity in the workplace it can be a way to solve issues and customer needs many different ways. Diversity cause many new ideas for companies. With diversity a company gets local connections, different Continue reading
Edgar Schein’s Career Anchors
Edgar Schein, one of the founders in the field in modern organizational psychology, pointed out that, every one of us has a particular orientation towards work. As a result of which, we all approach our work with a set of priority and certain values. This concept is known as ‘Career Anchors’. It represents one’s combination of perceived career competence and includes talents, motives, values and attitudes that give stability and direction to a person’s career. It is regarded as the ‘motivator’ or ‘driver’ of that person. Edgar Schein’s Career Anchors depicts one’s highest priority needs and the factors of work lives one may not be willing to give up. Many people are not really clear about their need and competencies and make an inappropriate career choice, that lead to dissatisfaction and frustration at work. Knowing their Career Anchor properly, people develop sufficient insight to make intelligent and appropriate career choices. Continue reading
Job Description – Definition, Types and Purpose
Job descriptions are the duties and requirements that are necessary for the recruitment of an employee. It is a list of general chores, duties and role of the employee for a specific and general job. Without job description a person cannot perform his role accordingly. In simple words job description is the basic or main responsibilities that an employee is supposed to perform for any organisation or company. Any job description must contain these things; A job summary: Detailed information regarding the general tasks and duties of the job. A list of job functions: List of those functions and duties that an employee needs to perform his duty. Requirements: For different jobs there are different requirements. The job description must contain the specific requirements for the job. Other requirements: If there are any other requirements for a specific job a job description explains those relevant requirements. Preparing a job description Continue reading