Current business environmental forces such as competition, innovation, globalization, technological advancement etc has created major impact on organizational behavior. These changes come in different forms. Sometimes it required to reorganize the structure of the organization and due to this organization may have to introduce new roles and new people. Sometimes it may require to change the culture of the organization. In all these situations HRM function plays a major role. Further recent development of new concepts such as knowledge workers has increased the complexity of HRM function. Nowadays HR has become strategic assets for organizations. From an IT company’s view point intellectual property that is knowledge of the software developers is crucial for their business than the physical asset of the company. This importance has heightened due to the transition of old economic conditions to knowledge based economy where it considers the intellectual property as one of key success factors Continue reading
Human Resource Strategies
Best Practices in Recruitment and Selection
A company with the right people with the right skills at the helm can achieve wonders. Conversely, poor or uniformed hiring and recruitment decisions at the top most level can cost a company not only financially, but will have a negative bearing on the organization’s reputation with the stakeholders. Keeping this in mind, the likelihood of future problems can be eliminated if best practices are followed for recruitment and selection activities. Successful businesses are only built by establishing a robust recruitment process as hiring mistakes can be extremely costly and time consuming. The use of best practices in recruitment and selection helps furnish an organization with highly skilled, flexible and motivated employees. The best practices in recruitment and selection processes bring forth systems that are modern, proficient, professional and effective, and ensure that individuals who are recruited demonstrate commitment, ethics, and motivation, eagerness to grow and develop and most Continue reading
Workforce Diversity Management in the Age of Globalization
Within each and every organization, the composition of workforce diversity is being integrated into its human resource management (HRM). In this new era, the world is increasingly globalizing and since the advent of information technology, the borders of the world are drawn so closely than ever before. Theories of diversity management have been developed by business professionals and scholars, citing that a heterogeneous organization could create better HRM practices to maximize the benefits from a diverse workforce as well as improving their competitive advantages. Maslow’s Hierarchy of Needs will help to understand how employees’ basic need affects the HRM; and how workforce diversity could contribute to achieving HRM’s strategic objectives. Diversity awareness allows for a better understanding of inclusive consumers’ needs, and provides access to better labor pools. Hence, an organization must be able to utilize the available skills from the workforce if it is to maintain competitive advantage and Continue reading
Psychological Contract – Meaning and Importance
The psychological contract is certainly an important aspect of the employment relationship as it invisibly binds the employer and the employee through a set of expectations. For the individual in an organisation, the psychological contract is mostly relevant as it directly affects the level of motivation, commitment and morale of that person. Moreover, a positive psychological contract helps to boost the productivity and performance of an employee. Thus, to gain the commitment and loyalty of individual employees, it becomes essential that organisations put in place appropriate systems to foster the identification of employee expectations and ways to fulfill them. However, expectations are not easily identified, both on the employers and employees side. These often give rise to breaches on behalf of either one or both parties. The maintaining of a positive psychological contract with all members of an organisation thus becomes a primary focus of the HR practitioner and HR Continue reading
Conflicts in Workplaces – Definition, Causes, Impacts, and Handling
Organizations comprise people from different cultural, professional, racial, age, and other demographic backgrounds. Where people are segregated along these diversity differences, cultural conflicts arise. This suggests that managers and leaders within organizations encounter immense challenges in seeking effective strategies for recruitment, training, developing, and retaining the most talented personnel in an organization characterized by immense workforce diversities. Conflicts often produce a negative implication on the performance of an organization. Since the principal goal of organizational leadership is to look for mechanisms of resolving challenges, which may hinder the performance of an organization so that it delivers value to its owners (shareholders), conflict avoidance constitutes a risky approach to conflict management. These challenges become even more pronounced as many organizations endeavor to engage in global businesses as a measure of increasing their competitive advantage. The more diverse the workforce is, the higher the risks of workplace conflicts associated with diversity differences. Continue reading
Benefits of Career Management
Career is a general course of action, an individual chooses to pursue, all through his or her employment life. It may be represented as occupational positions a person has hold over so many years. Many people feel satisfied by achieving their career goals. At the same time, others have a strong feeling that, their careers, their lives and their potential has undergone unfulfilled. Employers too have a profound effect on employees’ careers. Some organisations have very formal career management processes, while others are very little concern about it. Career management is defined as ongoing process of preparing, implementing and monitoring career plans. It can be undertaken either by the individual alone or can be a concerted activity along with the organisation’s career systems. Career management is a process that enables the employees to better understand their career skills, develop and give direction to it and to use those skills and Continue reading