It is very natural that, the continual positive development of any business owe to its effective planning. Making all the necessary preparations and appropriate arrangements proactively basing upon what is expected to happen in future and performing a series of tasks and activities accordingly in a systematic and organized way is one of the important functions of management, which necessitates an effective and proactive planning process. Proper planning and designing an effective organizational structure by assigning an assortment of responsibilities to the concerned employees may help the business organizations to accomplish their set of objectives. Putting the right person at the right place and at the right time is essentially much important to any business as it comprises of a wide and comprehensive range of activities in relation to “the management of man“. Manpower planning, not only focuses on the effective utilization of existing human elements but also concern in 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.
Improving Quality of Work Life
Quality of work life improvement refers to any activity for greater organizational effectiveness through the enhancement of human dignity and growth process through which the work force of the organization learn how to work together for betterment to determine for themselves what actions, changes and improvements are desirable and workable. What work force feels about the work place? The ‘Economic Times’ in December 1999 collected the views from top level HR executives from Indian companies on the emerging workplace. The views expressed were as follows: There would be more celebrations. Music, poetry, and art at work to provide creative moments in between the lightening speed of work. People with high EQ levels would be valued far more than yesterday as coaches and facilitators orchestrate the output of knowledge workers. People tomorrow would want and deserve a workplace free from anxiety and stress, where each can contribute fully from their jobs Continue reading
An Overview of Performance Management
Performance Management is a method for creating a collective understanding regarding what is to be accomplished and how it is to be accomplished. It is an approach to supervising people that raise the likelihood of reaching success. The performance management process helps the managers and supervisors to provide feedback to the employees regarding their current performance at job and expected level of performance. It provides clear direction to the employees about management expectations regarding their performance. The compensation and rewarding system is also established based on the performance of the employees over the period of time. It also assists the organizational leadership to identify the training needs of the organization and resolve the performance related issues. It provides opportunity to the managers to set the performance expectations and keep proper tracking of the employee’s performance. The supervisors and managers can measure the performance outcomes by comparing it with the performance Continue reading
Use of Personality Tests in Employee Selection
Personality or temperament tests are designed to measure basic aspects of an applicant’s personality, such as degree of introversion/extroversion, emotional stability and motivation. Personality tests are the most difficult tests to evaluate and use in employee selection. This is because the concept of personality itself is hazy and the relationship between performance on the job and personality is often vague or nonexistent. In addition, the applicant can easily fabricate answers. Consequently, personality tests tend to have very limited value in employee selection and their use may be extremely difficult to justify if challenged by EEO authorities. Finally, some tests may include questions that could be regarded by applicants as an invasion of privacy. Questions about religious beliefs and sexual orientation, for example in the USA have been construed as both invasive and discriminatory and have resulted in heavy financial penalties. However, this has not stopped their use Continue reading
360 Degree Performance Appraisal
Traditional performance appraisals, can be both subjective and simplistic. At times, they can also be deemed to be “political”. In an attempt to improve this methodology, some companies have turned to 360 degree performance appraisals. 360 degree performance appraisals pool feedback from a department’s internal and external customers to ensure a broader, more accurate perspective of an employee’s performance. 360 degree performance appraisal is an attempt to answer the question: “How can a supervisor evaluate an employee he or she sees only a few hours each week?” Using internal and external clients 360 degree performance appraisal offer an alternative by which organizations may gain more useful performance information about employees. Because all clients/customers an employee comes into contact with can conceivably have input into the performance appraisal, this methodology can also makes them more accountable to their customers. Using a courtroom metaphor, one could say that, rather than having a Continue reading
Managing International HR Activities
The key global pressures affecting human resource management are deployment, knowledge and innovation dissemination, and identifying and developing talent on a global basis. Today, it is easy to get the right skills to where we need them, regardless of geographic location. Similarly, spreading the knowledge and practices throughout the organization, and identifying persons who can function effectively in a global organization and developing his or her abilities etc. are all possible. Managing international HR activities are an elaborate and complex task. Human Resource Planning (HRP) is the process of forecasting an organization’s future demand for and supply of, the right type of people in the right numbers. HRP assumes greater relevance in international businesses where efficient use of human resources is necessary to realize strategic global objectives. The key issues in international HR planning are identifying top management potential early, identifying critical success factors for future international managers, providing developmental Continue reading