Job satisfaction and organizational commitment are the two of the prominent work attitudes that seen in the work environment. Job satisfaction is an emotional response to a job situation while organizational commitment is the strong feeling of responsibility an employee has towards the mission of the organization. Job satisfaction is simply how people feel about their jobs and different aspects of their job. People can either like (satisfaction) and dislike (dissatisfaction) their job. According to Frederick Herzberg, he believed that employees can like their job because various contributions it has. These contribution involves the work itself, pay, promotions, job achievement, co-worker, supervision and benefits contribute to employees satisfy with their job. He called it motivators. If employees are not satisfied Continue reading
Human Resource Concepts
Four Major Theories of Training and Development
Competitive advantage is referred to that ability of an organization which is not possessed by the other organizations and it is a competitive advantage which leads the organization to the top positions. There are many organizations in the world who are leading the markets by gaining competitive advantage in different fields of their business activities. One of the way in which a firm can attain a competitive advantage over the competitors is by building a force of superior human resource. Now the question arises that how this force of superior human resource can be build. The answer lies in a very important function of human resource management i.e. training and development. It has been observed that the employees or labor Continue reading
Social Recruiting – Using Social Media in the Recruitment Process
Social recruiting or otherwise known as the  Social media recruitment is the next big thing on the cards. A lot of companies have started using Web 2.0 applications for recruitment purposes. Web 2.0 is the second generation Internet-based services which is different from the first generation static Web sites with little interaction. Popular Web 2.0 applications include the social media/networking sites (Facebook, Twitter, LinkedIn etc), blogs, podcasts (Podcast Alley, iTunes), video sharing sites (YouTube, FlickR), mobile apps, etc. Today LinkedIn and Facebook has become a powerful tool in recruitment. LinkedIn is a social networking website meant specifically for networking amongst working professionals. Social recruiting widens reach and helps segmentation, targeting and positioning of potential jobseekers. They also increase the accuracy Continue reading
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 Continue reading
Types of Financial Rewards in Modern Organizations
Financial reward can be seen as a motivational factor, where employees may benefit, either from promotion or a bonus, it could be seen as an appraisal system.  Mainly there are three types of financial rewards within organisations; individual performance related pay, profit related pay and skill based pay are the fundamental for both organisation and employees.  Every organisations aim is to save cost at all expense but retain a better performance from employees, whereas employees seek to earn extra more from the organisation. It is an obvious fundamental for employee’s lifestyle as their contribution and duties to perform their job effectively and expectation are to be met due to their hard work, however such individual performance related pay as Continue reading
Practical Problems in Using Job Evaluation Technique
Job evaluation is a technique used to determine the value of each job in  relation to all jobs within the organization. Its main objective is to  determine the relative worth of different jobs in an organization to serve  as a basis for developing rational wages and salary structure. Like any other technique of human resource management, job evaluation  is not free from certain shortcomings and limitations. Various practical  problems in using job evaluation  technique may be grouped into two categories: technical and  operational. 1. Technical Problems There are some technical problems involved in effective  job evaluation which are of the following nature. Job evaluation establishes hierarchy of jobs based on their worth.  Though there are various methods developed for this Continue reading