During the last decade, the concept of working across boundaries has become a popular concept. The basic premise is that individuals and organizations need to traverse boundaries if they are to achieve their goals. Essentially earlier concepts of fixed organizational demarcation lines no longer apply in modern-day business concepts. Within the organizational framework, the concept of boundaries can become a reasonably complex issue. There still remains an active debate as to whether the definitions of boundaries are realistic, objective, or imagined. The concept has become more complex with the use of outsourcing and Public/Private partnerships in terms of lines of demarcation and authority. The concept of boundaries within organizations takes on different shapes and forms. Much of this has to do with social and knowledge boundaries. The explosion in technological and communication advances has simplified the concept of working across boundaries. Despite the fact that organizations still are challenged to Continue reading
Modern HRM
Harvard Framework for Human Resource Management
One of the most important tasks that involve the personnel department in an organisation is human resources management (HRM). An organisation is only likely to achieve its objectives if their employees are used effectively. At the same time, planning how best to use human resources will help an organisation to achieve its objectives and goals. Human resources management has strategic implications. It means constantly looking for better ways of using employees to benefit the organisation. Strategic human resource management (SHRM) can be defined as a way of deciding on the plans and intentions of an organisation looking at the relationship between employment and the following human resource management processes and procedures within an organisation – development, recruitment, training, benefit and employee relations plans, performance management, strategies and procedures. It’s an approach to human resource management that has the goal of using people most wisely with respect to the strategic needs Continue reading
Organisational Values – Definition, Sources, Advantages and Disadvantages
An organisation is an artifact, social entity, has structured activities, nominal boundaries and it is goal directed. Values can be explained in few perspectives according to various sources. In ethics, value represents importance of physical and abstract objects which is ideal accepted by individual or group. It can be also defined as qualities that are considered worthwhile that represent an individual’s highest priorities and deeply held driving forces. Values are often admixture with knowledge, norms and beliefs. Beliefs can be proven right or wrong by one but not values. Beliefs may vary by cohort, time, geographical differences but values are universal, true for anybody at any time, whenever an individual is. Organisational values are ethical codes that guide behavior by putting assumptions into practice. It also serves as qualities that an organisation appreciates and would require members of the organisation to chase after. Organisational values are ideology of an organisation Continue reading
Different Stages of Career Development
The career stage approach is one way to look at career development. One way to characterize a person’s life or career is by identifying common experiences, challenges, or tasks most people go through as their life or career progress. As individuals have different career development needs at different stages in their careers, when an organisation recruits an employee in any of the grades of its cadre for a fairly long tenure, the employer must take interest in and take constructive steps for building up employees’ career from that point of time. Stage views of career development have their limitations. It is applicable to a typical individual. Since all individuals are unique, they may not have the same experiences. Therefore, career development stages differ from individual to individual due to obvious difference in perceived internal career. However, keeping in view of general requirements of people career development may be grouped under Continue reading
Performance Under Stress Pressure
The difference between Pressure and Stress It is important to understand the difference between pressure and stress. When you are faced with a challenge you are confident you can meet, it is normal to experience positive feelings such as excitement and motivation. This results in higher than normal levels of energy and an enthusiasm to work hard and succeed. On the other hand however, when faced with a challenge you believe is beyond you, for whatever reason, you are in danger of experiencing stress. Any level of pressure you perceive as excessive, may, if not reduced within a reasonable period of time, turn into chronic stress. When stressed, your overall performance will reduce. If you feel that you are not capable of meeting a challenge, you experience negative thoughts, feelings and physical sensations that drain your energy and lower your mood and desire to work. Continue reading
What is HR Professionalism?
In order to understand what HR professionalism is we first have to break down what it means to be a professional. The term professional could be an individual who is a qualified member of a professional body, someone who continuously updates their knowledge, is competent, and uses their skills in practice. Professionalism could be interpreted as the use of specialist knowledge necessary to perform a particular type of work or role. Professionals are associated with increased training, the development of professional knowledge standards, and a requirement to update this knowledge. One way the CIPD (The Chartered Institute of Personnel and Development) measures professionalism is through their code of conduct which can be broken down into 4 sections as shown below: Professional Competence and Behaviour Ethical Standards and Integrity Representative of the Profession Stewardship. These codes of conduct apply to everyone who is registered with the CIPD regardless of size, sector, Continue reading