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
Modern HRM
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
How Blockchain Transforms the Recruitment Process?
Recruiting is a complex practice that requires keen analysis of the data. In recruitment, various issues are put into consideration before the employer settler in a particular job seeker. Before a hiring decision is reached, there is a various measure that job seeker and employer go through. During this process, there is a lot of data exchange between the two the job seeker, and the employer that is the job seeker must provide a set of personal information that is essential during the recruitment process. When passing this sensitive information, the job seeker trust that the employer will handle this information with care and on the other hand, the recruiter is entrusting that all information provided by the job seeker is accurate. Failure of either party to uphold their end of bargain eventually lead to delay or to emerge of the issues that prohibit the candidates from filling this gap. Continue reading
Learning Organization – Meaning and Importance
Learning organization means organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together. From this definition we can understand that learning organization is a team and organizational process rather than individual and it is a continuous never ending process. It is essential for a learning organization to make creative and better ways of learning and improving its performance. It becomes a part of the continuous process of sharing information with people and the environment, and exchanging and disseminating information. A learning organization is entirely different from a traditional organization as it has the capacity to make changes continuously. The theory of organizational learning stresses the importance of policies and procedures inside the organization in response to the outside consequences even though Continue reading
Talent Management Strategy
In simple terms Talent Management is getting the right people with the right skills into the right jobs. CIPD defines talent management as “the systematic attraction, identification, development, engagement/ retention and deployment of those individuals who are of particular value to an organisation, either in view of their ‘high potential’ for the future or because they are fulfilling business/operation-critical roles”. It is also told that talent management should begin with the identification of key positions that delivers sustainable competitive advantage to the organisation. This way there has to be more differentiation in the roles within an organisation which would create an exceptional impact by those individuals who would deliver sustainable competitive advantage to an organisation against the average backups. These people are important for the successful continuity of the organisation. A highly efficient HR structure has to be in place to fill in the key positions with these highly talented Continue reading