The satisfaction and comfort an employee experiences at the workplace is termed morale. Morale is a widely used term in organizations. But in general, it refers to esprit de corps, a feeling of enthusiasm, zeal, confidence in individuals or groups that they will be able to cope with the tasks assigned to them. The result of high morale generally results in the high efficiency of the organization. Morale directly impacts the working of an individual in a team towards the realization of common objectives. Morale therefore is individual specific as well as general. Unfortunately building of morale is not a mechanical problem that could be solved by either rewards or punishments. The best way to manage it is to proactively do a lot of employee related interventions that will together impact morale positively. Morale can also be understood as the spirit and confidence with which the employee performs his job. Continue reading
HRM Concepts
Ranking Method of Job Evaluation
Ranking Method is the simplest form of job evaluation method. The method involves ranking each job relative to all other jobs, usually based on some overall factor like ‘job difficulty’. Each job as a whole is compared with other and this comparison of jobs goes on until all the jobs have been evaluated and ranked. All jobs are ranked in the order of their importance from the simplest to the hardest or from the highest the lowest. The importance of order of job is judged in terms of duties, responsibilities sand demands on the job holder. The following steps are involved in ranking jobs. Obtain job information – The first step of ranking method of job evaluation is the job analysis. Job descriptions for each job are prepared and these are the basis on which the rankings are made. The job ranking method usually ranks jobs according to ‘the whole Continue reading
Nepotism in the Workplace
Nepotism can be defined as the practice of making employment decisions on the basis of relationship. It can also be defined as hiring or promoting a relative or friend, even if there are other qualified candidates for the position. Nepotism at work refers to favoring relatives in employment or economic terms as opposed to them being judged on ability and/or merit in a specific organisation. This could include a position over somebody else who may be more suitable for the position, whereby the organization would be paying a relative more money than somebody doing the same job or granting them special favors. However, nepotism can be viewed in terms of people giving somebody a boost up to allow them to get into an organisation but will be treated in the same manner as everybody else. Although nepotism is in the sense of the word, refers to relatives, it can also Continue reading
Human Resources as a Strategic Partner in an Organization
The general scenario in most companies is as follows. HR management teams have well-developed visions of their departments, their roles and responsibilities. But, the senior management is generally skeptical of HR’s role in the firm’s success. They generally consider HR to just be another necessary appendage but not something that can contribute to the success of the company. Even if the senior management does believe that human capital is their most prized possession and asset, they cannot understand how the HR team can make this belief come alive. There is one reason for all of this. Human capital is an intangible asset and HR’s influence on firm performance is difficult to measure. The standard elements of a firm’s resource architecture that are measured include total compensation, employee turnover, cost per hire, percentage of employees that undergo performance appraisals and percentage employee satisfaction. The question to be asked is: Are these Continue reading
Training and Development – Meaning, Definition and Need
Meaning of Training and Development Training typically involves providing the employees the knowledge and skills needed to do a particular task or a job through attitude change. It is concerned with imparting and developing specific skills for a particular purpose. For example, Flippo has defined training as “the act of increasing the skills of an employee for doing a particular job”. Thus, training is a process of learning a sequence of programmed behavior. This behavior, being programmed, is relevant to a specific phenomenon, that is, a job. The term development refers broadly to the nature and direction of change induced in employees, particularly managerial personnel through the process of training and educative process. National Industrial Conference Board has defined development as “Managerial Development is all those activities and programmes when recognized and controlled, have substantial influence in changing the capacity of the individual to perform his assignment better and in Continue reading
Internal and External Factors Influencing Recruitment
Recruitment is one of the important tasks which human resources management department has to perform very carefully. They have to understand the need of the vacant position. They have to know what should be the qualification of the candidate for the required position. They have to also look after that what is the age range of the candidate because in several cases some position needs to be more that twenty five years, thirty five years and so on. There are certain reasons of age barrier, for example many company have some different kind of sales positions required. For those positions, company want to have young and enthusiastic candidate, so they prefer that if the position is for sales associate, where the person have to travel a lot, they should be not more than an age of thirty years. Another reason of the human resources management to distinguish age is hierarchy. Continue reading