The People Capability Maturity Model (PCMM) is a well documented set of practices that enable growing original workforce competencies. It is more of a strategic management framework for building and growing original competencies. The PCMM practices help to retain, grow and nurture competent individuals. PCMM is an evolutionary framework that guides organizations in selecting high priority improvement actions based on the current maturity of their workforce practices. It is conceptual model based on state-of-the-art workforce practices. It focuses on continuously improving the management and development of the human assets of an organization. The PCMM initiative enables an organization to gain insight into its capability for managing and developing its workforce. Organizations need to identify the strengths and weaknesses of their current human resource management practices in order to understand what steps should be taken to improve them. The organization can then relate its strengths and weaknesses of its practices 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.
Importance of Job Analysis in Human Resource Management
Job analysis can improve management efficiency for organizations in the way of gathering a comprehensive intelligence to provide comprehensive information of related work. It refers that giving particular job specific provisions and completing the work required determining what course to conduct. Job analysis consists of two parts: the job description and statement of work. Through analysis of the work input, conversion work, work output, work related characteristics, job resources, work environment background, and result the formation of job analysis – job specification (also known as the statement of work). The work of identifying information included job specifications, job summary, job duties and responsibilities, and information of qualification criteria, which facilitate the use of functions for other human resource management. Job analysis is the basis for human resources management, the quality of its analysis for module of other human resource management has a significant influence. Job analysis is also defined as Continue reading
Talent Management Best Practices
The creation of a talent management environment in the 21st century is an important and necessary part of any modern organisations agenda. A shortage of talent, facing an ageing population and a dynamic business environment has all fueled a commitment to a need to focus upon how talent can be attracted and retained within the organisation. To standstill and to be static is a dangerous game and thus firms have to be focused upon adaptability to trigger a sustainable approach through talent. To build a strong, consistent and sustainable talented workforce requires a need to develop employees who can act in the global business environment. 7 Talent Management Best Practices Align Goals and Track Everyone’s Progress: Make sure that every employee’s goals are aligned with organizational goals and also regularly monitor progress on goals so that corrective actions can be taken as required. Finally there is need to be able Continue reading
Four Major Theories of Training and Development
Competitive advantage is referred to that ability of an organization which is not possessed by the other organizations and it is a competitive advantage which leads the organization to the top positions. There are many organizations in the world who are leading the markets by gaining competitive advantage in different fields of their business activities. One of the way in which a firm can attain a competitive advantage over the competitors is by building a force of superior human resource. Now the question arises that how this force of superior human resource can be build. The answer lies in a very important function of human resource management i.e. training and development. It has been observed that the employees or labor working in a competitive environment of market always welcome the training and development programs which can enhance their skills and knowledge. Now days every job holder understands that to sustain Continue reading
Practical Problems in Using Job Evaluation Technique
Job evaluation is a technique used to determine the value of each job in relation to all jobs within the organization. Its main objective is to determine the relative worth of different jobs in an organization to serve as a basis for developing rational wages and salary structure. Like any other technique of human resource management, job evaluation is not free from certain shortcomings and limitations. Various practical problems in using job evaluation technique may be grouped into two categories: technical and operational. 1. Technical Problems There are some technical problems involved in effective job evaluation which are of the following nature. Job evaluation establishes hierarchy of jobs based on their worth. Though there are various methods developed for this purpose. These are not completely objective. Another problem in establishing job hierarchy through job evaluation comes in the form of changing profile of job factors because of changes in environmental Continue reading
Stress Management: Managing Job Stress
Job stress comes in many different forms and affects your body in various ways. Minor sources of stress may include equipment that won’t work or phones that won’t quit ringing. Major stress comes from having too much work, not having enough work, doing work that is unfulfilling, fearing a job layoff, or not getting along with your boss. Usually it is the major sources of stress that lead to burnout, causing people to become unhappy and less productive in their work. Job stress can affect your health and home life as well. Low levels of stress may not be noticeable; slightly higher levels can be positive and challenge you to act in creative and resourceful ways; and high levels can be harmful, contributing to chronic disease. The major sources of job stress fall into seven categories: Control. This factor is the most closely related to job stress. Studies show that Continue reading