Several studies have demonstrated that individuals with purely high IQs possess a great range of intellectual interests and abilities, they have difficulty dealing with their own emotions and with the emotions of others. Other intangible characteristics and abilities, such as self-motivation, impulse control, the ability to regulate one’s own emotions, and empathizing with others clearly have an effect on a person’s accomplishments in life; these qualities have been collectively termed Emotional Intelligence. People with high emotional intelligence levels excel socially, are outgoing and cheerful, are rarely fearful or worried, and are sympathetic and caring in their relationships. Read More: Four Components of Emotional Intelligence Five Domains of Emotional Intelligence Emotional intelligence can be broken down into five main domains: knowing one’s emotions, managing emotions, motivating oneself, recognizing emotions in others, and handling relationships. 1. Knowing One’s Emotions – Self Awareness People deal with their emotions by either being aware of Continue reading
Modern HRM
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
Integration of Payroll System with HRIS
Computerization began in the human resource area via the payroll system. Payrolls are large masses of detailed information which need to be accurately and quickly updated. This is a fundamental accounting activity, so organizations had little hesitation in introducing such systems. Early systems were computer bureaus where data was processed outside the organization. Initially, it seemed that the promised benefits of computerization had finally arrived. The army of pay clerks was substantially reduced. However, new issues relating to input errors and processing delays soon arose. It is important for HR managers to understand this history because it explains why many early (and even some contemporary) HRIS have a bias towards payroll activities. Payroll processors first attempted to introduce Human Resource Information System (HRIS) in the mid-1970s when a major vendor offered a HR system with some additional fields of information that could be manipulated. Although a crude attempt Continue reading
Employee Value Proposition (EVP) – Definition and Importance
Employee value proposition (EVP), is the assessment of the relationship between employer and employee. This entails what an employee gets from his or her employer as a reward for work done. The measurement of this relationship defines the position of the company among its competitors. For instance, if employees feel that they receive an equal reward or even more rewards than their work, this implies satisfied employees. Mostly, such companies do not have regular employee turnover, as every employee feels comfortable. The employee value proposition entails a clear description of the real needs and clarification of the job expectations. Both the employer and the employee should be made aware of what to expect from one another. In most cases, the Employee value proposition (EVP) is defined by the employer by defining the unique qualities of the job in question, which would make it most attractive to a competent candidate. Another Continue reading
Cost Based Approaches to Human Resource Accounting
Human Resource Accounting is an attempt to identify and report investments made in the human resources of an organisation that are not presently accounted for under conventional accounting practice. Basically, it is an information system that tells the management what changes overtime are occurring to the human resources of the business, and of the cost and value of the human factor to the organisation. The system may serve both the internal and external users, providing management (internal users) with relevant data on which to base recruiting, training and other development decisions and supplying investors, lenders and other external users of financial statement with information concerning the investment in and utilization of human resources in the organization. Accounting is a man-made art and its principles and procedures have been evolved over a long period to aid business in reporting for the management and public. Of the four factors of production, viz., Continue reading