The centrality of manpower in production process of corporate entities has long been acknowledged by organization managers and administrators. It is an on-going process (integrated approach), not a once and for all phenomenon. Its process involves interrelated activities and the plan must continue to be modified to meet prevailing circumstances. As a plan, it is embedded with implementation programmes designed to ensure availability of adequate qualified persons. Such implementation programmes include recruitment and selection (employment) of required skilled personnel to perform jobs that will allow the enterprise meet both the corporate and individual goals. The plan implementation programme also entails training and development of personnel and performance appraisal as well as other related personnel administration functions. The term ‘Manpower Planning’ at organizational or corporate level is also known as micro-human resources planning and it has much to do with personnel management or personnel administration. The terms “manpower, ‘human resource”, and Continue reading
HRM Functions
Workplace Flexibility and Work-Life Balance
In the modern highly volatile business environment, organizations go through a tough time keeping up with the market forces due to the severity of the competition they face. This makes the customer search for the best quality and value for their money. Therefore organizations formulate strategies and these strategies are then transformed into quantitative objectives and are broken down to each employee in the organization in order that they can carry out their part in it. This creates pressure in the minds of the managers and their employees. The managers persuade the employees and get the tasks done one way or the other. This increasingly demanding workplace complexity is what causes work-life balance issues. In other words, employees find it rather difficult to balance the work with their own personal lives. Is Workplace Flexibility the ‘Solution’ to Work-Life Balance Problems? In the context of human resource management, workplace flexibility refers Continue reading
Reprimands in the Workplace
Reprimanding is a form of punishment which is can be used in decreasing problematic behaviors. It simply means to be scolded, yelled at, and bawled out or to be chastised verbally for exhibiting unwanted target behavior. Reprimands are useful when a person is engaging in mannerisms that call for immediate action because maybe it is harmful to others, self, or to property. Reprimands should be explicitly and selectively used in response to particular mannerisms or behaviors. They should also be inclusive of a statement of the required behavior which of course is the opposite of inappropriate behavior. For the reprimands to be effective the user must be specific. They should also come immediately, use a physical demeanor or a firm voice, back up the reprimand with some loss of privileges, and encourage the person to behave appropriately by stating the correct behaviors explicitly. In this article, we will focus on Continue reading
Stress – Causes, Challenges and Prevention Measures
Stress is a natural reaction generated within the body of a person to tackle a particular situation or event with focus, toughness and strength. The stress allows people to find out the unknown and hidden areas within them to face a situation. The stress mainly happens in two steps. One is the external stimulus referred to as the stressor that arises in an environment and the second is the response generated by the body to tackle that particular external stimulus. Stress could be basically categorised into different types. Eustress is the term that was coined to explain positive gains due to stress whereas distress is the stress that causes painfulness and negative fall backs. Hyper stress is the overreaction of a body due to the difficulties of worry or trauma and hypo stress is the under reaction or instability of a body due to an external circumstance. Chronic stress on Continue reading
Collective Bargaining – Definition, Features and Process
Collective bargaining involves discussions and negotiations between two groups as to the terms and conditions of employment. It is called ‘collective’ because both the employer and the employee act as a group rather than as individuals. It is known as ‘bargaining’ because the method of reaching an agreement involves proposals and counter proposals, offers and counter offers and other negotiations. Thus collective bargaining: is a collective process in which representatives of both the management and employees participate. is a continuous process which aims at establishing stable relationships between the parties involved. not only involves the bargaining agreement, but also involves the implementation of such an agreement. attempts in achieving discipline in the industry is a flexible approach, as the parties involved have to adopt a flexible attitude towards negotiations. The main characteristics of collective bargaining are: Collective Process: The representatives of both the management and the employees participate in it. Continue reading
Human Resource Management (HRM) – Definitions, Objectives, Scope and Importance
Definitions of Human Resource Management (HRM) Human Resource Management (HRM) is concerned with the “people” dimension in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to high level of performance and ensuring that they continue to maintain their commitment to the Organization are essential to achieving organizational objectives. This is true regardless of type of organization – Government, business, education, health, recreation or social action. Those organization that are able to acquire, develop, stimulate and keep outstanding workers will be both effective, able to achieve their goals, and efficient (expanding the least amount of resources necessary). Those organization that are inefficient and ineffective risk the hazards of stagnating or going out of business. According to Thomas G. Spates, Human Resource Management (HRM) is a code of the ways of organizing and treating individuals at work so that they will get the Continue reading