HRM Functions

Causes and Effects of Low Productivity at Work

Productivity is measured of the efficiency of production. Productivity is defined as total output per unit of a total input.

Low productivity in the workplace can have a dramatic effect on the company but the moment managers see the signs there are immediate change they make to help turn the situation around.

Causes for Low Productivity
  • Poor management: The main cause of low productivity is poor management. The manager does not take steps to implement the most productive way of doing the things. If the employee feels that their work is not recognized by their supervisor they will not give their 100 percent.
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Human Resource Management (HRM) – Definitions, Objectives, Scope and Importance

Definitions of Human Resource Management (HRM)

Human Resource Management (HRM) is concerned with the “people” dimension in management. Since every organisation is made up of people, acquiring their services, developing their skills, motivating them to high level of performance and ensuring that they continue to maintain their commitment to the Organisation are essential to achieving organizational objectives. This is true regardless of type of organisation – Government, business, education, health, recreation or social action. Those organisation that are able to acquire, develop, stimulate and keep outstanding workers will be both effective, able to achieve their goals, and efficient (expanding the least amount of resources necessary).… Read the rest

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Individual’s and Organizational Approaches to Managing Stress

As we know that stress has got a number of negative consequences for the individuals, that is why every individual should take personal responsibility for reducing his or her stress level. There are a number of ways by which a person can either avoid stressful conditions, change them or learn to cope with them. Stress can be managed by an individual, which will enable him to regain control over his life.

Some of the stress reducing strategies from individual’s point of view are :

1. Knowledge About Stress. In the first stage, an individual should become knowledgeable about stress. He should know about the process and effects of stress.… Read the rest

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Sources of Stress

Stress is a reality of our everyday life. There are both distresses and distresses that come from our work and non work lives. It was pointed that the work and non work domains of one’s life are closely interrelated. Thus, if one experiences much distress at work, that stress will be carried over to the home, which will increase the sense of awareness of even small distresses experienced in a family sphere. Likewise, stresses experienced at home or with friends or from other non work situations can be carried over to the work place which might heighten and multiply the stresses experienced at work.… Read the rest

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Management Development Programme

Management development programme is an attempt to improve managerial effectiveness through a planned and deliberate learning process. Unlike general purpose of training, management development programme aims at developing conceptual and human skills of managers and executives through organized and systematic procedures. In India, many professional institutes like Administrative staff college of India, Management Development Institute, Indian Institute of Management, Quality Management International, National Institute of Personnel Management, Indian Society of Training and Development etc, conduct different management development programmes to sensitize managers and executives to various emerging problems of the corporate world.

The major components of Management Development Programme  are:

  1. Selection: To identify innate potentiality or managerial abilities of executives.
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Objectives of Performance Appraisal

Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview (annual or semi-annual), in which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development.

In many organizations – but not all – appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses, and promotions.… Read the rest

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