How administrators manage workforce diversity greatly depends on the needs of the organization. For example, some companies may want a diversified work force in order to make them more competitive in the global market. Diversity helps them to better understand international markets. While other organizations consider diversity as a means to bring about greater harmony in the workplace and an opportunity to prepare employees and volunteers to deal with the nation’s changing demographics. Regardless of the reasons, managing diversity is here to stay. So, it’s no longer an issue whether to implement diversity training, but how diversity training will be implemented. “Managing for Diversity” pertains to a philosophy that is purely motivated by business purpose and market advantage. It is seen as a strategy for improving organizational competitiveness and efficiency. It is distinctly different from policies grounded in social purposes such as equal employment opportunity or affirmative action. It focuses Continue reading
HRM Functions
Developmental Approach to Performance Appraisal
The developmental approach to performance appraisal has been related to employees as individuals. This approach has been concerned with the use of performance appraisal as a contributor to employee motivation, development, and human resources planning. The developmental approach contained all of the traditional overall organizational performance appraisal purposes and the following additional purposes: Provided employees the opportunity to formally indicate the direction and level of the employee’s ambition. Show organizational interest in employee development, which was cited to help the enterprise retain ambitious, capable employees instead of losing the employees to competitors. Provided a structure for communications between employees and management to help clarify expectations of the employee by management and the employee, and Provide satisfaction and encouragement to the employee who has been trying to perform well. Who are Appraisers? The appraiser may be any person who has thorough knowledge about the job content, contents to be appraised, standards Continue reading
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
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
Theories of Motivation
Motivation is the creation of stimuli, incentives, and working environments which enable people to perform to the best of their ability in pursuit of organisational success. It is commonly viewed as the magic drives that enable managers to get others to achieve their targets. Since the dawn of the twentieth century, there has been a shift at least in theory. Many management theorists have provided insights into motivation. Motivation can have an effect on the output of any company or organisation. Organisations and companies relies heavily on the efficiency of it production staff to make sure that products are manufactured in numbers that meet demand of customers. If these employees lack the motivation to produce and perform to the best of their ability and meet the demand of customers, then an organisation may face a problem which may lead to serious consequences. The traditional form of motivation stated that people Continue reading
Skill Development Training Methods
There are some training methods followed for the development of skill and capabilities of the existing & new employees. So that, there can be improvement of the efficiency of the employees. Some selected skill development training methods are described below: 1. Transactional Analysis This type of training method is helpful to eradicate or minimize the dysfunctional aspects of personality, developed from critical assumptions assimilated during childhood. The life script is a basic concept of transactional analysis. The programme for transactional analysis may vary from one day to five days. This method of training enables participants to develop interpersonal competencies to improve relationships with self and others for changing their behavior appropriately to optimize interrelationships. As far as possible, the trainer must operate from adult state and not be personally involved in transactions between participants. The trainer must have expert knowledge of transactional analysis before interpretation of behavior. The trainer should Continue reading