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
Human Resource Management Basics
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
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
Informal Recruitment – Meaning, Advantages and Disadvantages
Informal methods of recruitment and selection always have been into debate among HR experts and consultants across the globe because it is against the standard HR principles and practice. But still it exist because it gives lot of benefits to the employers. Informal recruitment methods generate better selection in the professional and qualified jobs as well when compare to formal methods. If organization hire the employees without following the complete procedure of recruitment and selection then these methods will be called informal methods like walk in interview given by employee without job announcement, applicant refer by existing employees. Word-of-Mouth (WOM) recruitment is commonly used and followed informal method across the globe with irrespective the sector and technology but the percentage vary from country to country. WOM is a reference to passing or communicate the information from person to person. WOM recruitment is getting the references from the current employee, personal Continue reading
Designing Strategy-Supportive Reward Systems in Organizations
Creating a strategy-supportive reward structure for an organization is an important task as it is a powerful management tools for gaining employee buy-in and commitment. Meanwhile, the key to creating a reward system is to promote relevant measures of performance that the dominating basis for designing incentives, evaluating individual and group efforts, and handling out rewards. In a competitive business climate, more business owners are looking at improvements in quality while reducing costs. While businesses need to get more from their employees, their employees are looking for more out of them. Employee reward and recognition programs are one method of motivating employees to change work habits and key behavior’s to benefit a business. As the strategy-supportive reward structure motivates and attracts the employee, designing the reward structure for an organization is quite complex. This is because the importance of the reward structure should define on the job and assignment in Continue reading
Common Team Problems
In today’s organizations, people work in teams that have either a leader or a self-driven team member to lead. While these teams provide support mechanism in the office environment and are used to improve productivity and results, they are also a source of competition. It is this team building scenario that is envisioned to promote the productivity of the employees, and at the same time the organization. In any team there is a difference of opinions, this is beneficial as it provides the building blocks to ideas for their team and organization as a whole. At the same time these opinions do raise the emotions and feelings of the team players. There arises conflict within the group that either improves the team’s performance or the breaks down of the team and consequently hampering the achievement of the organizations goal. The most common team problems are; Floundering: This problem occurs in Continue reading