In today’s world, people have become more focused on their professional life, as they want more finances to manage their things. Most of them want to sustain their professional life as they believe that it grants them freedom for achieving the goals. Most of the people want to achieve the work-life balance as it grants them good amount of peace and satisfaction. The work-life balance helped to bring the goof level of satisfaction among the people leading to the achievement of the goals. Due to the globalization and digitization, there is increasing pressure on the individuals to be available for the duty 24 hours when required. Such pressure creates misbalance in their professional and personal life making them less productive and energetic to do the chores in the best possible manner. Around 85 percentage of the people working in corporate complain of their inability manage their work and personal life Continue reading
Human Resource Concepts
Internal Sources of Recruitment
Internal sources of recruitment seeks applicants for positions from within the company. In deciding requirement of employees, initial consideration should be given to a company’s current employees, which is concerned with internal recruitment. They include those who are already available on the pay roll of the company. This is important source of recruitment as it provides opportunities for better development and utilization of existing human resources in the organization. The various internal sources of recruitment include: Promotions and Transfers : Promotion is an effective means using job posting and personnel records. Job posting requires notifying vacant positions by posting notices, circulating publications or announcing at staff meetings and inviting employees to apply. Personnel records help discover employees who are doing jobs below their educational qualifications or skill levels. Promotions has many advantages like it is good public relations, builds morale, encourages competent individuals who are ambitious, improves the probability of Continue reading
Concept of Global Human Resource Management
Concept of Global Human Resource Management Human Resource Management (HRM) is the process of acquiring, training, appraising and compensating employees, and attending to their labor relations, health and safety concerns. It includes policies and practices involved in carrying out the people of a management position, including recruiting, screening training, rewarding and appraising. An organization’s human resource management (HRM) function focuses on the people aspect of management. It consists of practices that an organization deals effectively with its employees during the various phases of the employment cycle: pre-selection, selection and post selection. Many firms realize that they must enter foreign markets in order to compete as part of a globally interconnected set of business markets. From an HRM perspective, such organizations must foster the development of more globally oriented managers: individuals who understand foreign languages and cultures, as well as the dynamics of foreign market places. Globalization is the tendency of Continue reading
New Employee Orientation
Human resource management is the focal point of modern day organizations as they gear towards enhancing their competencies in a highly competitive environment. As such, organizations have had to contend with numerous challenges ranging from changing technology to the lack of adequately skilled workers. Strategies, which ensure that organizations perform at their very best are a high-end commodity and all professionals involved are hard at work in order to devise the most effective of them. Human capital is critical in enhancing an organization’s core competency. Therefore, right from the initial stage of recruitment to full assimilation into the workplace, human resource departments ensure that human capital is developed efficiently. Inductions and orientations have become significant in human resource development and a constant feature in most training programs. As the words suggest, such programs serve to acquaint the employee with their new working environments and ensure that they adjust amicably. Definition Continue reading
Case Study on HR Issues: Supervisory Support
Joseph a plant level worker has been twenty years of experience, in Zeal Zink Ltd, a large scale industrial establishment in Maharashtra. He is hard working, competent, punctual and reliable employee of Binani Zink Ltd. He is having good interaction and interrelation with his superiors, co-workers and other members in the organization. The management has better impression and appreciation about his performance and commitment. The only disagreement the management has on him is his affiliation to one of the trade unions in the organization. Management didn’t have any impression towards the existence of trade unions within the organization as they believed that trade unions are to mislead and exploit the work force and a big hurdle in the smooth progress of the organization. To make Joseph more work oriented, management decided to promote him to supervisory level. The promotion decision is beyond his expectation. He found himself very happy with Continue reading
Job Enrichment – Motivation by Enriching Jobs
Fredrick Herzberg gave greater emphasis on job enrichment in his two factor theory. He assumed that in order to motivate personnel, the job must be designed to provide opportunities for achievement, recognition, responsibility, advancement and growth. This technique entails enriching the job so that these factors are included. It simply means, adding a few more motivators to job to make it more rewarding. A job is enriched when the nature of the job is made more exciting, challenging and creative or gives the job holder more decision making, planning and controlling powers. According to Beatty and Schneider, “Job enrichment is a motivational technique which emphasizes the need for challenging and interesting and interesting work. It suggests that jobs be redesigned so that intrinsic satisfaction is derived from doing the job. In its best applications, it leads to a vertically enhanced job by adding functions from other organizational levels, making it Continue reading