The business world is permeated through and through this kind of rationality, based on what we see is happening today in the world, what are the trends? what will be the consequences? are forecasted the solutions in a business environment. However, according to Saras Sarasvathy, it is not how entrepreneurs think. The thought process is not “causal” but “effectual”. When a project is approached, the entrepreneur has three means skills: his own innate abilities, skills acquired through education and personal contacts. The entrepreneur is guided by a simple maxim: “To what extent can we control the future, we do not need to predict it.” Here lies all the difference. According to Sarasvathy, the successful entrepreneur does not try to predict what will be the most profitable markets, very opposite idea to Henry Mintzberg. In 1997 Saras Sarasvathy, professor of business and ethics at the University of Virginia but then a Continue reading
Modern HRM
Recruitment Process Outsourcing (RPO) – Definition, Benefits and Risks
Definition of Recruitment Process Outsourcing (RPO) Recruitment Process Outsourcing (RPO) is the process where an employer outsources or transfers all or part of its recruitment activities to expert services of a third party (generally professional consultants). The Recruitment Process Outsourcing Association defines RPO as follows: “when a provider acts as a company’s internal recruitment function for a portion or all of its jobs, RPO providers manage the entire recruitment/hiring process from job profiling through the on-boarding of the new hire, including staff, technology, method and reporting.” RPO and other types of occasional recruitment support, contingency and executive search services differ majorly in the “Process”. The service provider assumes ownership of the process in RPO, while in other types of staffing services the service provider is only a part of the process controlled by the organization buying their services. History of Recruitment Process Outsourcing (RPO) Temporary, contingency and executive search firms Continue reading
What is Succession Planning? Definition, Need and Process
Succession planning is a process for identifying and developing internal people with the potential to fill key leadership positions in the company. Succession planning increases the availability of experienced and skillful employees that are hopeful to undertake these roles as they become available. This process focuses on seeking the right person, not just the available person. It’s built on the idea of recognizing the potential leaders in organization and developing them so that they are ready to move up when the opportunity arises. It’s one of the best methods to promote recruitment and retention in organization. Although people often mix up replacement planning and succession planning, the latter goes beyond former planning because its focus is larger than one position or department. While often related to planning for senior executive replacements only, it is really broader than that can extend as far down the organization chart as managers want to Continue reading
Emotional Intelligence is more Important than Cognitive Intelligence
In real workplaces, people have to learn how to work in a group but the first thing that the individual should learn is how to control their emotions. Emotion is an influential factor in teamwork, cooperation and in the process of helping people. As workers perform their work within a good cooperation, they can build up the reputation of a corporate beside the ethical behavior of themselves. Normally individuals contribute necessary energy for organizational emotional intelligence. Sometimes, there will be a conflict among team member and this may slow down the process of work. If all individuals in the group can each control their emotion, this situation will not happen. That is why emotional intelligence is very important than cognitive intelligence. Individual that can manage their emotion well are categories as a high emotional intelligence’s people. Individuals with high emotional intelligence level are more likely to attend the daily work Continue reading
John Holland’s Theory of Career Choice
It is John Holland’s view that career choice and career adjustment represent an extension of a person’s personality. People express themselves, their interests and values, through their work choices and experience. In his theory, Holland assumes that people’s impressions and generalizations about work, which he refers to as stereotypes, are generally accurate. By studying and refining these stereotypes, Holland assigns both people and work environments to specific categories. John Holland (1966, 1973, 1992, 1997) has published five books that explain his typological theory. Each book represents an update and a further-refined version of earlier work in the development of his theory. The -August 1999 issue of the book – The Journal of Vocational Behavior – contains 12 articles which describe John Holland’s 40-year contribution to career development theory. Two psychological inventories were important in the development of his theory: the Vocational Preference Inventory (Holland, 1985) and the Self-Directed Search (Holland, Continue reading
Economic Theories of Pay and Reward
The issue of pay and reward can be said to be the most important part of work for individuals in the work place as they expect a reward or compensation for the efforts they put in. hence, employers and organizations have established regular reward packages to insure that workers are paid and remain loyal to their jobs. Pay however, has been influenced by many factors, and scholars have propounded theories to explain the reasons why wages vary, rise and fall in occupations. There exist the economic theory that stipulates the demand and supply factor to the variation of wages. Here, the demand for labor is a resultant effect of the services labor can produce, and the supply indicates the willingness of any individual to provide labor that will be priced at a certain range. Here, the supply of labor be it low or high, creates a level of demand, that Continue reading