One of the secrets of a good performing company is the fact that they recognized the importance of staff motivation. Watch out for companies that are 10 years old and above, the secret of their sustenance and longevity lies on the above truth. A solid and good management doesn’t joke with the above notion. The truth of the matter is this; for a staff to work efficiently and effectively, employees must be motivated. This means that their efforts should be rewarded with physical, financial and psychological benefits and incentives so that they could maintain a high level of morale, satisfaction, and productivity. It means that workers should be stimulated to take a desired course of action by providing them with the opportunities to gain what they want. Employee motivation is a function of all managers in general and of personnel managers in particular. The following are some of the techniques Continue reading
Modern HRM
Introduction to Emotional Intelligence – Definition and Nature
Classic Intelligence and rational thinking have dominated Western Society for centuries. It was Freud who showed, through his analysis of the unconscious, that there is more to us than rational thinking. Since Freud, the development of psychology has brought the insight that a person’s actions are not just rational or logical, Emotional Intelligence seems a good name to name our “non-rational” way of thinking and being. “In the last decade or so, science has discovered a tremendous amount about the role emotions play in our lives. Researchers have found that even more than IQ, your emotional awareness and abilities to handle feelings will determine your success and happiness in all walks of life, including family relationships.” (John Gottman, Ph.D) What is Emotional Intelligence? Quite simply, emotional intelligence is the intelligent use of emotions: You intentionally make your emotions work for you by using them to help guide your behavior and Continue reading
ADRM Model of Human Resource Management
The employees of any organization are main characters play a vital role in the achieving the successive goals of any organization. In this regards, it is quite essential that the personnel should be provided with the secure environment as well as the satisfaction about their job while they serve an organization. An employee who feels secure better concentrates on his job and responsibility which in return cause the quality conclusion for any organization. It is recommended that the organizations must concentrate on facilitating the best job opportunities and security to their employees focusing that how much they are important for the organization and their hard work and performance influence the organizational process, its outcomes and success. The Human Resource Management department of an organization is basically responsible for the well being of employees. It also plays a vital role in the progress, development and success of the organization by focusing Continue reading
Human Resource Cost Reduction
Cost reduction is defined as the achievement of real and permanent reduction in the unit cost of goods manufactured or services rendered without impairing their suitability for use intended. Cost reduction must be real and increase productivity. It must be permanent and should not impair the suitability of products or services for the intended use. The scope of cost reduction is wide and it could be applied to wherever cost is incurred. In many organizations the cost of human resources is very high. The top management should find ways by which the cost of human resources is reasonably reduced. Any abnormal reduction of cost in this regard may lead to unfavorable organizational climate. In autocratic type of organizational climate the human resources cost will be reduced since the employer is not so particular about keeping the morale of the employees high and to motivate them for higher productivity. Since better Continue reading
International and Comparative Human Resource Management
International Human Resource Management has been defined as HRM issues, functions, policies and practices that result from the strategic activities of MNEs. International Human Resource Management deals principally with issues and problems associated with the globalization of capitalism. It involves the same elements as domestic HRM but is more complex to manage, in terms of the diversity of national contexts and types of workers. The emphasis is on the MNCs’ ability to attract, develop and deploy talented employees in a multinational setting and to get them to work effectively despite differences in culture, language and locations. International HRM tends to mitigate the impact of national culture and national employment practice against corporate culture and practices. Comparative Human Resource Management, on the other hand, is a systematic method of investigation that seeks to explain the patterns and variations encountered in cross-national HRM rather than simply describe HRM institutions and practices in Continue reading
Corporate Entrepreneurship (CE) and Human Resource Management (HRM)
Today’s economy is experiencing its ups and downs very quickly: rising competitiveness and fast changing technologies create pressure to the companies that want to stay at the top of their markets. This is not going to slow down, so the need for tools of success is arising. At the same time we are moving away from the belief that “entrepreneurs are born, not made”. That is why the wanting, believing, hoping, planning must be followed by doing. As already Confucius said: “When it is obvious that the goals cannot be reached, don’t adjust the goals, adjust the action steps”. It is time for action and one form of it that suits different businesses nowadays is — Corporate Entrepreneurship (CE). Corporate entrepreneurship is the process whereby an individual or group of individuals, in association with an existing organization, create a new organization or instigate renewal or innovation within that organization. There Continue reading