Human Resource Concepts

Difference Between Career Planning and Career Development

Broadly, the term career is referred to an individual’s entire work life. In a narrow sense, it can be defined as the succession of jobs and or ranks held by a person in a particular organisation. An individual’s career begins with placement in a job and ends with departure from the organisation, may be in form of retirement, resignation or death. In between, the career progression consists of changing tasks, tenure in various jobs, temporary or permanent promotions, transfers etc.

Career planning and development includes all those events that is happening to or initiated by an individual affecting his/ her progress or promotion.… Read the rest

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Benefits of Career Management

Career is a general course of action, an individual chooses to pursue, all through his or her employment life. It may be represented as occupational positions a person has hold over so many years. Many people feel satisfied by achieving their career goals. At the same time, others have a strong feeling that, their careers, their lives and their potential has undergone unfulfilled. Employers too have a profound effect on employees’ careers. Some organisations have very formal career management processes, while others are very little concern about it. Career management is defined as ongoing process of preparing, implementing and monitoring career plans.… Read the rest

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Collective Bargaining and the Negotiation Process

Collective bargaining is accurately an automated relations apparatus or tool, and is an aspect of negotiation, applicable to the application relationship. As a process, the two are in essence the same, and the attempt applicative to negotiations is participation ant to aggregate bargaining as well. However, some differences charge to be noted.

In aggregate bargaining the abutment consistently have an aggregate absorption back the negotiations are for the account of several employees. Area aggregate bargaining is not for one employer but for several, aggregate interests become affection for both parties to the bargaining process. In negotiations in non-employment situations, aggregate interests are less, or non-existent, except when states accommodate with anniversary other.… Read the rest

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Aligning HR Strategy with Organizational Strategy

Business Strategy emphasizes how it intends to succeed in its chosen market place. It mainly focuses on competitive advantage. Business Strategy helps to establish the direction in which the organization is going in relation to its environment. The Business Strategy of an organization must reflect the intentions of managers about what they expect to achieve over a stated period of time. Business Strategy is therefore, about beating competitors in meeting customers needs, but this does not mean that a Business Strategy is the same thing as a marketing strategy. Business Strategies should take into account the changing needs and critical resources needed to carry out the strategic aims.… Read the rest

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Organizational Commitment

Organizational commitment refers to the “degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization.”

Nowadays, organizational commitment is given lower importance. Organizational commitment is being replaced by “Occupational Commitment” where employees are more loyal to the occupation they are in and lesser to the organization they are in. This has resulted in a high employee turnover ratio in firms.

Organizational Commitment can be Affective, Continuance or Normative in nature.

  1. Affective Commitment which tells the emotional commitment and attachment to the culture, work place, location or the organization itself. It shows individuals working with dedication because they are more attached to the organization.
… Read the rest
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Extrinsic and Intrinsic Rewards – Impact on Individual and Organization Performance

In this competitive environment nowadays, organisations are predicted to be more aggressive on empowering the employees because the employees’ job satisfactions are important for the whole organizational performance. Because of this reason, in order to achieve the organization’s missions and goals, the effectiveness on managing the motivation of employees should not be excluded. The motivation such as employees’ satisfaction on their works or the rewards given to them leads to better performance in their organization. Rewards are the performance incentives that given by the company to the individuals due to their good work performance. There are two types of rewards that normally implemented by the organizations to motivate the employees, extrinsic rewards and intrinsic rewards.… Read the rest

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