Organizational Health – Concept, Dimensions, and Characteristics

Management Concepts

Organizational Health Approach – Building a Strong Workplace

Modern Management Concepts

Participative Management – Workers Participation in Management

Human Resource Management

Case Study on Entrepreneurship: Larry Page

Business Analysis

The Boundaryless Career: Modern Contemperory Perspective on Career

Human Resource Management

Internal Recruitment

The internal recruitment is popular among organizations as well among employees. It benefits both employer as well as employees. Typically, companies post job positions on their intranet portal, establishing direct communication between hiring manager and candidate looking for change in job position. Internal recruitment (also known as internal transfer) offers many advantages to both employee as well as employer with some disadvantages. For employer, internal recruitment offers direct savings over cost of external recruitment. It also saves time, efforts and resources needed to do search for external candidate. Internal sources of recruitment facilitates direct communication happens between hiring manager and candidate on open position and avoids other formalities involved otherwise. Since internal recruits are familiar with overall operations of organization it benefits for hiring manager to minimize learning curve and hence increase in productivity. Some organizations offer specialize training courses to enhance skills so that internal human resources can be internally Continue reading

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Employee Empowerment – Meaning and Its Effectiveness

In such a competitive environment, the organizations have to continuously provide quality products, better services and need to bring innovation to stay in the business and generate profits. To conduct such activities, efficient and empowered employees are essential. In the past, the authority was not delegated to the employees and it centered on the managers who were responsible for making all the decisions in the interest of the organizations. This had limited the creativity to show up since the employees were not able to express or share their ideas. Empowerment in the recent years has been considered as the most important factor that contributes to the success of the organization. The creative energy and potentials of employees benefits the shareholders, suppliers and customers as well. Empowerment means delegation of decision making authority when there is a need to take action which is important for both the managers and employees. Following Continue reading

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Swaps Risk and Exposure

The great bulk of swap activity of date has concentrated on currencies and interest rates, yet these do not exhaust the swap concept’s applicability. As one moves out the yield curve, the primary interest rate swap market becomes dominated by securities transactions and in particular the Eurodollar bond market. The advent of the swap market has meant that the Eurodollar bond market now never closes due to interest rate levels: issuers who would not come to market because of high interest rates now do so to the extent that a swap is available. Indeed, the Eurodollar bond market owes much of its spectacular growth to the parallel growth of its swap market. The firms that now dominate lead management roles in the Eurodollar bond market all have substantial swap capabilities and this trend will continue. One extension is seen in the beginning of the market for equity swaps- an exchange Continue reading

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Kirkpatrick’s Training Evaluation Model

Donald L Kirkpatrick, Professor Emeritus, University Of Wisconsin, first published his ideas in 1959, in a series of articles in the Journal of American Society of Training Directors. The articles were subsequently included in Kirkpatrick’s book Evaluating Training Programs. He was president of the American Society for Training and Development (ASTD) in 1975. Donald Kirkpatrick’s 1994 book, Evaluating Training Programs, defined his originally published ideas of 1959, thereby further increasing awareness of them, so that his theory has now become arguably the most widely used and popular model for the evaluation of training and learning. Kirkpatrick’s training evaluation model is now considered an industry standard across the HR and training communities. Four Levels of Kirkpatrick’s Training Evaluation Model The basic structure of Kirkpatrick’s training evaluation model focuses on four levels namely, “Reaction, Learning, Behavior and Results”. Reaction, or the extent to which learners were satisfied with the programme; Learning, or Continue reading

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Determining Factors of Industrial Relations

The relationship between Employer and employee or trade unions is called Industrial Relation. Harmonious relationship is necessary for both employers and employees to safeguard the interests of the both the parties of the production. In order to maintain good relationship with the employees, the main functions of every organization should avoid any dispute with them or settle it as early as possible so as to ensure industrial peace and higher productivity. Good industrial relation programmes depend on a great variety of factors. Some of the more obvious factors of industrial relations are listed below: History of industrial relations — No enterprise can escape its good and bad history of industrial relations. A good history is marked by harmonious relationship between management and workers. A bad history by contrast is characterized by militant strikes and lockouts. Both types of history have a tendency to perpetuate themselves. Once militancy is established as Continue reading

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Functions of Commercial Banks

The main functions of commercial banks are accepting deposits from the public and advancing them loans.  However, besides these functions there are many other functions which these banks perform. Paul Samuelson has defined the functions of the Commercial bank in the following words:  “The Primary economic function of a commercial bank is to receive demand deposits and a honor cheques drawn upon them. A second important function is to lend money to local merchants farmers and industrialists.” The major functions performed by the commercial banks are: 1. Accepting Deposits This is one of the primary functions of commercial banks.   The commercial banks accept different types of deposits, the deposits may be broadly classified as demand deposits and time deposits.   The former refer to the deposits which are repayable by the banks on demand by the depositors, while the time deposits are accepted by the banks for a fixed Continue reading

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