Organizational culture can be simply identified as the own unique personality that the respective organization practices. The group of people who works for the organization shares a system of Assumptions, Beliefs, and Values which governs them both individually and with the organizational needs. The cultural web model developed by Johnson and Scholes in 1993 is an important one, in which six dimensions of the organization culture are defined. The corporate culture consists of six major components, as structure, power structure, symbols, stories, rituals and control systems. They provide clear guidelines for the employees, about how things are performed within the organizational context; providing influences for the better change management. Cultural elements can be organized in the company to achieve productivity is described accordingly. Structure – Mainly refers to the structure of the company, in terms of the management layers and supervisory control. Modern organizations is thereby advised in adjusting to more flat type organization, Continue reading
HRM Concepts
What is a Salary Survey?
The salary survey is the vehicle for relating the organisation’s salaries to those for similar jobs in other organisations. Salary survey information provides the raw material for translating job sizes into currencies, that is, for job pricing. The survey gives information on base salaries and benefits. This can be used by the human resource manager to calculate the organisation’s competitive position and to plan any corrective actions required. As a first step in this process the human resource manager must identify the organisations for labor. In other words, does the organisation want to compare itself with: organisations in the same or related industries organisations in the same geographical area progressive Australian organisations multinationals organisations of a similar size in terms of sales, number of employees and so on the general community private sector companies only mix of private and public sector organisations? By answering such questions, the human Continue reading
Effect of Job Satisfaction and Organizational Commitment on Individuals Behavior
Job satisfaction and organizational commitment are the two of the prominent work attitudes that seen in the work environment. Job satisfaction is an emotional response to a job situation while organizational commitment is the strong feeling of responsibility an employee has towards the mission of the organization. Job satisfaction is simply how people feel about their jobs and different aspects of their job. People can either like (satisfaction) and dislike (dissatisfaction) their job. According to Frederick Herzberg, he believed that employees can like their job because various contributions it has. These contribution involves the work itself, pay, promotions, job achievement, co-worker, supervision and benefits contribute to employees satisfy with their job. He called it motivators. If employees are not satisfied with their job then the productions of the organization with not grow. Manager will see their employees as lazy and they will assume that they don’t want to work. This Continue reading
Professionalism in Human Resources Planning
Human resource planning determines the human resources required by the organization to achieve its strategic goals. Human resource planning is the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements. In human resource planning people are the most important strategic resource for an organization. Whereas HR Planning generally concerned with matching resources to business needs in the longer term, although sometime address shorter-term requirements as well. HR Planning also looks at broader issues relating to the ways in which the people are employed and developed in order to improve organizational effectiveness. So HR Planning plays an important role in strategic human resource management. Professionalism in HR planning The first part of professionalism in HR Planning is understanding the customer, the customer requirements and providing customer satisfaction. HR is increasingly viewed as a service; a service both to employees Continue reading
Social Recruiting – Using Social Media in the Recruitment Process
Social recruiting or otherwise known as the Social media recruitment is the next big thing on the cards. A lot of companies have started using Web 2.0 applications for recruitment purposes. Web 2.0 is the second generation Internet-based services which is different from the first generation static Web sites with little interaction. Popular Web 2.0 applications include the social media/networking sites (Facebook, Twitter, LinkedIn etc), blogs, podcasts (Podcast Alley, iTunes), video sharing sites (YouTube, FlickR), mobile apps, etc. Today LinkedIn and Facebook has become a powerful tool in recruitment. LinkedIn is a social networking website meant specifically for networking amongst working professionals. Social recruiting widens reach and helps segmentation, targeting and positioning of potential jobseekers. They also increase the accuracy of profile searches. Instead of simply recruiting the person with the best-looking CV, social media can ensure that that person is also the best fit for the company. Big companies Continue reading
Key Factors that Contribute to Organizational Performance
Human Resource Management plays an important role in the enhancing the performance of employees in an organization. The efficient HRM policies are being designed in an organization to enhance the performance level to its maximum. Human resource management (HRM) is the process of linking the human resource functions with the strategic objectives of the organization in order to improve performance. We may call in the way that human resource management holds the central live blood role in any organization. An important aspect of an organization’s business focus and direction towards achieving high levels of competency and competitiveness would depend very much upon their human resource management practices to contribute effectively towards profitability, quality, and other goals in line with the mission and vision of the company. Talent Management One of the key for the organization success depends on its managing, attracting and retaining best people. Companies view the ability to Continue reading