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
Modern HRM
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
How to Improve Your Recruitment Process
Systematic Hiring Program The challenges that are faced during the recruitment process can be solved by having a recruitment strategy and framework that the HR follows. The frame should be well programmed to incorporate all the key factors that are necessary for the recruitment process. This framework should lead the recruiter expressing themselves to the job candidates in the best way possible while collecting enough and accurate data from the job seeker. The framework should ensure the recruitment process is systematic, and it follows a certain order. Successful recruitment depends on how the recruiter is prepared, how they carry the process the kind of job seeker attends the interview, and how the screening of these candidates are taken. The successful hiring process is systematic, and it involves some steps to ensure the recruiter get the right candidate to fill the gap. In the first step, the recruiter should prepare job Continue reading
Responsibilities of International Human Resource Management (IHRM)
The numbers of growing large and small organization, which influence by inter nationalization of organization. That also increases the number of international organization and international employees. This scenario increases the interest of International human resource management (IHRM). There is a broad area to understanding of HRM practices on international level. The internationalization of organization is creates more value for the business but as well as it is also arises many issues. The ethical and social issues are one of them. International human resources management has some specific characteristics compared to the common human resource management, such as it has more functions and activities, the international idea and the global judgment, more involves employee’s individual life. The changes in key emphasis of works, and a bigger risk will receive more external factors influence. IHRM pays great attention to the strategic environment analysis. It also needs to attach importance to “the Trans-Culture Continue reading
Cultural Diversity in the Workplace
Today’s workforce is truly mixture of different races, ages, genders, ethnic groups, religions and lifestyles. It is the job of the management of the organisation to fit together different pieces of mosaic in a harmonious, coordinated way and utilizing the abilities and talents of each employee to its maximum. If skilfully managed, diversity can bring a competitive advantage to an organisation. If not, however, the bottom line can be negatively affected and the work environment can become unwelcoming. Many organisations have recognized that the workforce is changing and they are working to create a work environment in which diversity and difference are valued and in which employees can work to their fullest. They are dealing with the problems that arise when people in the workplace communicate. Businesses must be aware of the impact of cultural diversity on important business factors especially communication and the degree of the effect of cultural Continue reading