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
Human Resource Management Basics
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
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
Reasons for Employee Turnover
For employers, a challenge to deal with, in order to improve retention, are the common reasons for which the employees tend to migrate towards better positions. Here are some of them: Expectations not Met Expectations play a large part in determining whether an employee is satisfied or dissatisfied with the current state of affairs. On joining the firm the individual will have a range of expectations covering areas such as the style of management, the working hours, holidays, pay, and bonus and so on. It is not unusual for employees to leave within the first six months when they discover that things aren’t quite as they imagined they would be. Their expectations may have been unrealistic from day one, but each departure is yet more disruption, harming productivity, adding extra unnecessary costs and making it more difficult to reach goals for sales, revenue and profitability. Few firms seem to appreciate Continue reading
An Overview of Performance Management
Performance Management is a method for creating a collective understanding regarding what is to be accomplished and how it is to be accomplished. It is an approach to supervising people that raise the likelihood of reaching success. The performance management process helps the managers and supervisors to provide feedback to the employees regarding their current performance at job and expected level of performance. It provides clear direction to the employees about management expectations regarding their performance. The compensation and rewarding system is also established based on the performance of the employees over the period of time. It also assists the organizational leadership to identify the training needs of the organization and resolve the performance related issues. It provides opportunity to the managers to set the performance expectations and keep proper tracking of the employee’s performance. The supervisors and managers can measure the performance outcomes by comparing it with the performance Continue reading