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 Functions
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
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
Factors of Job Evaluation
The criteria for job evaluation is the consideration of various factors, which analyse a position in relation to the skills and experience required for competent performance, the demands made on the job and the overall structure and responsibility/accountability involved. In some cases minor changes to the wording are used to define factors and levels made in order to better align the job evaluation methodology with the client’s culture and environment. Where this is done, great care is taken to ensure inter-organisation consistency is not compromised. The primary factor in determining compensation is an evaluation of work performed. The internal worth of a job is evaluated based upon factors like – Know-How, Problem Solving, Accountability, Education, Experience, Complexity involved in the job, Scope of job, Supervision received and Authority Exercised. Know-How — The knowledge, skill and experience required for standard acceptable performance. It considers the requirement for technical and professional skills, Continue reading
Role of Case Studies in Employee Training and Development
One way to help trainees learn analytical and problem solving skills is by presenting a story (called a case) about people in an organization who are facing a problem or decision. Cases may be faced on actual events involving real people in an organization, or they can be fictional. Business case studies are included in college text books and courses in management, public administration, law, sociology, and similar subjects. They are increasingly available using video and other media. While cases vary in complexity and detail, trainees should be given enough information to analyze the situation and recommend their own solutions. In solving the problem, the trainees are generally required to use a rational problem-solving process that includes the following steps: Restating important facts. Drawing inferences from the facts. Stating the problem or problems. Developing alternative solutions and then stating consequences of each. Determining and supporting a course of action. Proponents Continue reading
The Art of Managing Human Resources in an Organization
Organizations and corporations are multifaceted. Such complexity within a business necessitates the need to strategic approach to the management of the employees, whose task is to enable the business to achieve its objectives. Human capital is an imperative asset of an organization and proper use of a potent assent can construct a successful and resourceful organization. In an organization, human capital can make or break an objective or a strategy. The human resource department is the most important department of an organization. Almost all activities directed at attracting, developing, and maintaining effective workforce are implemented in this department. The functions of human resource management are, but are not limited to, hiring the right candidates, at the right time, and at the right price. It also involves training the existing employees, motivating them to give the best to the organization, resolving conflicts, discipline the employees who violate the organization’s rules and Continue reading