A high performance culture is a culture where the standout culture traits are can do spirit, pride in doing things right, no-excuses accountability, and a pervasive result oriented work climate where people go to the extra mile to meet or beat stretch objectives. In a high performance culture there is strong sense of involvement from the part of the company employees and emphasis on individual initiative and creativity. Performance expectations are clearly delineated for the company as a whole, for each organizational unit, and for each individual. Issues are promptly addressed- a strong bias for being proactive instead of reactive exists. Focus on what needs to be done, the culture is permeated with a spirit of achievement and has a good track in meeting or beating performance targets. Most important characteristics of high performance culture are; A clear line of sight exists between the strategic aims of the authority and Continue reading
Human Resource Management Basics
The 10 C’s of Employee Engagement
Employee engagement is the amount of active involvement and commitment that the employees of an organization have towards the organizations’ purpose and its core values. An engaged employee is an indubitable asset to the organization who contributes to the growth of the organization in line with the mission and vision of the organization which he understands and is an integral part of. In general, it is the overall positive attitude of the employees towards the organization and its values Employee engagement is of utmost importance for any organization, especially the giants, as their products are unique and frequent dissatisfaction of employee may lead to lower work efficiency. Therefore, companies take very strict measures to curb this inefficiency. Looking at ten C’s of employee engagement: Connect: For engaging employees, they must be shown about their value to the organisation. Employee engagement is directly related to the feeling that employees have about Continue reading
Human Resource Strategy – Meaning, Objectives and Charactristics
Concept and Meaning of Human Resource Strategy The word ‘strategy‘ can be understood as a long range direction and scope of an organization. It provides a framework to achieve organizational goals and objectives. It develops a grand plan about how the company is going to achieve the desired result and how to compete with other rival firms. It also focuses on how the resources are employed effectively an efficiently. In the light of it, Human resource strategy can be defined as a process which helps management anticipate and manage the rapidly increasing changes. It is concerned with long range direction and scope of HR activities in the organization. It is broad action plan designed to accomplish the goals and objectives of human resource management function in the organization. Moreover, it is concerned with establishing relationship between long range HR direction and business strategy. It involves philosophy that people are managed Continue reading
What is Succession Planning? Definition, Need and Process
Succession planning is a process for identifying and developing internal people with the potential to fill key leadership positions in the company. Succession planning increases the availability of experienced and skillful employees that are hopeful to undertake these roles as they become available. This process focuses on seeking the right person, not just the available person. It’s built on the idea of recognizing the potential leaders in organization and developing them so that they are ready to move up when the opportunity arises. It’s one of the best methods to promote recruitment and retention in organization. Although people often mix up replacement planning and succession planning, the latter goes beyond former planning because its focus is larger than one position or department. While often related to planning for senior executive replacements only, it is really broader than that can extend as far down the organization chart as managers want to Continue reading
Organizational Commitment
Organizational commitment refers to the “degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization.” Nowadays, organizational commitment is given lower importance. Organizational commitment is being replaced by “Occupational Commitment” where employees are more loyal to the occupation they are in and lesser to the organization they are in. This has resulted in a high employee turnover ratio in firms. Organizational Commitment can be Affective, Continuance or Normative in nature. Affective Commitment which tells the emotional commitment and attachment to the culture, work place, location or the organization itself. It shows individuals working with dedication because they are more attached to the organization. Affectively committed employees in the organization can strongly identify with the goals of the organization and desire to be a part of the organization. In simple words affective commitment refers to the “Emotional attachment to the Continue reading
Wage Boards in Compensation Management
Wage boards are set up by the Government, but in selection of members of wages boards, the government cannot appoint members arbitrarily. Members to wage boards can be appointed only with the consent of employers and employees. The representatives of employers on the wage boards are the nominees of employers’ organization and the workers’ representatives are the nominees of the national center of trade unions of the industry concerned. The composition of wage boards is as a rule tripartite, representing the interests of labor, Management and Public. Labor and management representatives are nominated in equal numbers by the government, with consultation and consent of major Central Organizations. These boards are chaired by government nominated members representing the public. Wage board function industry-wise with broad terms of reference, which include recommending the minimum wage differential, cost of living, compensation, regional wage differentials, gratuity, hours of work etc. The main objectives of Continue reading