Multinational Corporations (MNCs) use a number of selection procedures. The two most common are tests and interviews. Some international firms use one; a smaller percentage employ both. Theoretical models containing the variables that are important for adjusting to an oversea assignment have been developed. These adjustment models can help contribute to more effective selection of expatriates. The following sections examine traditional testing and interviewing procedures, then present an adjustment model. Testing and Interviewing Procedures Some evidence suggests that although some firms use testing, it is not extremely popular. For example, an early study found that almost 80 percent of the 127 foreign operations managers who were surveyed reported that their companies used no tests in the selection process. This contrasts with the more widespread testing that these firms use when selecting domestic managers. Many Multinational Corporations report that the costs, questionable accuracy, and poor predictive record make testing of limited 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.
Job Analysis and Human Resource Planning
Within the Human Resource Planning process, matching the demand and supply of labor informs decision-makers about potential trends and changes in labor requirements, and also provides information about the best labor mix. Job analysis refines and complements this information to determine exactly what each job involves and who is required before specific staffing decisions can be made. Broadly speaking, job analysis refers to the process of getting detailed information about jobs. Organizational conditions often change in response to new technology and machinery, as well as legislative and market requirements. Job analysis therefore becomes important in interpreting what the job currently involves. Having identified the objective of the job analysis, the HRM analyst must determine the type of information that needs to be collected, the source of the information, the method of data collection and how the data will be analyzed. The type of information that is collected is usually associated Continue reading
Collective Bargaining Goals of Trade Unions
Trade unions have a wide range of economic and non-economic goals. All goals of them can not be won in one instance. All collective bargaining goals of trade unions are in conflict with each other since employers are willing to make only limited number of concessions at any particular bargaining session. Therefore, unions have to determine priorities, are five factors which affect the priority of collective bargaining goals. Economic conditions relevant to the bargaining relationship Precedent of recent major agreements, Inter-union rivalry, Influence of international situation, Intra-union influence. The relative importance of these factors varies from one bargaining situation to another. 1. Economic Conditions The cost of living is used by trade unions as an argument for higher wages during periods of rising prices. Although unions generally give more attention to money wages than real wages, a decline in real wages, resulting from cost of living, is always used as Continue reading
Causes and Effects of Low Productivity at Work
Productivity is measured of the efficiency of production. Productivity is defined as total output per unit of a total input. Low productivity in the workplace can have a dramatic effect on the company but the moment managers see the signs there are immediate change they make to help turn the situation around. Causes for Low Productivity Poor management: The main cause of low productivity is poor management. The manager does not take steps to implement the most productive way of doing the things. If the employee feels that their work is not recognized by their supervisor they will not give their 100 percent. Outdated system: If the company is using outdated machine or methods, it will lead to lower productivity. Employee dissatisfaction: Dissatisfied employee are unproductive ones, as compared to productive employees who are passionate about their work. If there is wrong person in the job or right person in Continue reading
Employee Turnover – Meaning, Causes and Effects
In today’s highly dynamic commercial work, it is becoming a challenge for job-seekers to find jobs that best fit their personality, and for employers to hire the right people who can do the job and also integrate well into the company culture. Failure to overcome this issue can be resulted in high turnover of employees. Employee turnover is a part of normal business activity; whereby employees come and go as their life situations change. Most employers realize this and, indeed, large firms typically have entire departments devoted to the management of human resources in order to make the transition as easy as possible for both management and employee and to minimize the associated hiring and training costs. Employee turnover is a ratio comparison of the number of employees a company must replace in a given time period to the average number of total employees. A huge concern to most companies, Continue reading
The Model Grievance Procedure
A grievance is a complaint by an employee that something in the management’s behavior has breached his or her employment rights and that he or she is unhappy about it. It may be real or it may be the result of a misconception or a misunderstanding. Managing grievance is, however, primarily a line manager’s responsibility. In this line managers require help, advice support and expertise from the employee relations procedures and training line managers to operate these procedures in a fair, reasonable and consist manager. Employee grievances are an outward expression of worker dissatisfaction which, if not resolved can result in unsatisfactory work behavior which has adverse consequences for the organization’s competitive position. An important aspect of grievance machinery is the reassurance given to an individual employee by the mere fact that there is a mechanism available to him which will consider his grievance in a dispassionate and detached manner, Continue reading