The term personality is derived from Latin word persona, a mask worn by actors in classical dramas. Behaviorist psychologists feel that if a person has some kind of impact or makes a certain impression on others, it must be because of his actions. The simplest meaning of personality, therefore, is “the pattern of responses” which characterizes the individual. An individual’s personality is invariably revealed through interactions in the personal, social and the professional arena, for the act of communication determines how one views and in return is viewed by the world around. In the modern world of professional rivalry and competitive business, obsessed with power and achievement, personality becomes the byword for success. There are qualities that enable one to evolve and grow into an empowered and well-balanced personality, a choice that proves to be a wise investment for long-term achievements. Such qualities along with the ability to effectively communicate Continue reading
HRM Concepts
Case Study of Dell: Employee Training and Development
Michael Dell, the CEO of Dell Computer Corporation, in a recent annual report, summarized where the CEO stands on the role that learning plays in his company. He said it was people who produced results in any business, laying emphasis on how building a talented workforce remained Dell’s greatest priority as well as its greatest challenge. This challenge contained two primary issues. The first being training, developing and retaining their existing employees so they continue capitalizing on the career opportunities Dell’s growth provides them. The second being to actually successfully recruit employees at all levels to support Dell. The CEO said the company progressed pertaining to both issues in the previous fiscal year, adding Dell would continue to keep it a critical area of focus. Dell filled more than half of its executive-level positions with promotions from within the organization, hiring the remaining externally. Dell also modified its core training Continue reading
Strategic Role of HRM During Recession Period
Since human resource management is dealing with the implementation of the strategies and policies relating to the management of individuals, the department become one of the most responsible to bring the organisation on the right track during recession time. There are some important steps that a business should follow in order to maintain their competitive position on the market. Some of these vital steps are the improvement of prices in order to grow margins, the increase of the financial and operational efficiency, but also the concentration on the market share. The purpose of the human resource management is to make sure that an organisation is able to perform well through its staff, but also to increase the efficiency and the capability of the business. Furthermore, it also helps the business to reach it goals by using the resources available to their best use. HRM is one of the most important Continue reading
Work System and People
There are two basic ways in which work is organized. The first relates to the flow of authority and is known as organizational structure of merely organization. The second relates to the flow of work itself from one operation to another and is known as procedure. Other names are “method,” “system,” and “work flow.” People usually recognize the human side or organizational structure because of the superior-subordinate relationship that it establishes, but more often than not they ignore or overlook the human side of work flow. They see work flow as an engineering factor that is separate from human factors. In the usual case, however, work flow has many behavioral effects because it sets people in interaction as they perform their work. Initiation of Action: One important point about a work system is that it determines who will “initiate” an activity and who will “receive” it. At each step in Continue reading
The Concept of Fringe Benefits
The human concept of labor has been recognized widely in the industrial world. The employer, though not bound, provides several benefits and services to the employees, working in the organization to maintain and promote the employees’ favorable attitude towards the work and work environment, because maintenance of favorable attitude towards the work and work environment, because maintenance of favorable attitude is an essential part of motivation and high morale. Such benefits and services, being a part of wage and salary administration, include all expenditure incurred to benefit employees over and above regular wages and direct monetary incentives related to output and are generally referred to as fringe benefits. The real wages of workers are increased by the benefits provided by the employer and thus, they are regarded as supplement to their wages. Many years ago, benefits and services were labeled ‘fringe’ benefits because they were relatively insignificant or fringe components Continue reading
Measuring Employee Morale
Employee morale can be measured by assessing attitudes and job satisfaction. As morale is intangible and subjective concept, it cannot be directly measured or evaluated. Employees may be unwilling to express their feelings of satisfaction or dissatisfaction with their job to the management is no longer a valid assumption. Today’s employees and workplaces allow for a lot more transparency and open door philosophy seen in most organizations allow for employees to openly voice their views. Measuring employee morale ranges all the way from the “hunch” /general “feeling”, to more scientific efforts such as employee satisfaction surveys. Also the liberated employee of today feel very comfortable looking for a new job in another company rather than be unhappy and work in a company where he’s unhappy. It is important to study the commonly used methods for measuring employee morale, however increasingly the ‘employee satisfaction survey’ is the most preferred method in Continue reading