The satisfaction and comfort an employee experiences at the workplace is termed morale. Morale is a widely used term in organizations. But in general, it refers to esprit de corps, a feeling of enthusiasm, zeal, confidence in individuals or groups that they will be able to cope with the tasks assigned to them. The result of high morale generally results in the high efficiency of the organization. Morale directly impacts the working of an individual in a team towards the realization of common objectives. Morale therefore is individual specific as well as general. Unfortunately building of morale is not a mechanical problem that could be solved by either rewards or punishments. The best way to manage it is to proactively do a lot of employee related interventions that will together impact morale positively. Morale can also be understood as the spirit and confidence with which the employee performs his job. Continue reading
Human Resource Concepts
Efficient Use of Human Resources
The Human Resources of an organization represent one of its largest investments. The term human resources at the macro level indicate the sum of all the components (like skill, creative ability) possessed by all the people. Human resources at the organizational level include all the component resources of all employees from rank and file to top level management. So, it includes the resource, of all people who contribute their services to the attainment of organizational goals. Human resources play a crucial role in the development process of the present economy. It is often felt that though the exploitation of natural resources, availability of physical and financial resources and international aid play prominent roles in the growth of modern economies, none of these factors is more significant than efficient and committed manpower. A country with abundance of physical resources will not benefit itself unless human resources make use of them. Only Continue reading
Nepotism in the Workplace
Nepotism can be defined as the practice of making employment decisions on the basis of relationship. It can also be defined as hiring or promoting a relative or friend, even if there are other qualified candidates for the position. Nepotism at work refers to favoring relatives in employment or economic terms as opposed to them being judged on ability and/or merit in a specific organisation. This could include a position over somebody else who may be more suitable for the position, whereby the organization would be paying a relative more money than somebody doing the same job or granting them special favors. However, nepotism can be viewed in terms of people giving somebody a boost up to allow them to get into an organisation but will be treated in the same manner as everybody else. Although nepotism is in the sense of the word, refers to relatives, it can also Continue reading
Understanding the Talent Cliff
The talent cliff is a looming challenge facing organizations across a variety of industries. The phrase refers to the coming shortage of experienced, knowledgeable workers as the baby boomer generation retires en masse. This large cohort of workers has played a central role in driving the U.S. economy for the past several decades, and their absence could lead to a significant talent gap that could prove detrimental to many industries. This essay will explore the talent cliff, its causes and effects, and the potential strategies and solutions that organizations can adopt to mitigate the talent cliff’s impact on their operations. Causes of the Talent Cliff The baby boomer generation, which includes individuals born between 1946 and 1964, has played a central role in the U.S. economy for many years. As this generation reaches retirement age, a significant portion of the workforce is expected to retire in the coming years, leading Continue reading
Training and Development – Meaning, Definition and Need
Meaning of Training and Development Training typically involves providing the employees the knowledge and skills needed to do a particular task or a job through attitude change. It is concerned with imparting and developing specific skills for a particular purpose. For example, Flippo has defined training as “the act of increasing the skills of an employee for doing a particular job”. Thus, training is a process of learning a sequence of programmed behavior. This behavior, being programmed, is relevant to a specific phenomenon, that is, a job. The term development refers broadly to the nature and direction of change induced in employees, particularly managerial personnel through the process of training and educative process. National Industrial Conference Board has defined development as “Managerial Development is all those activities and programmes when recognized and controlled, have substantial influence in changing the capacity of the individual to perform his assignment better and in Continue reading
Corrective Disciplinary Actions to Employees Taken by Organizations
For repeated but relatively minor incidents of substandard performance, misconduct, or rule violations, corrective counseling and discipline should be progressive. The normal sequence of action is: Initial discussion; Oral Warning; Written Reprimand; Suspension; Discharge. Depending on the severity of the case, the action may begin at any of these steps. Any action involving suspension or discharge requires prior review by the Director of Human Resources or his/her designated representative. Initial Discussion: Normally, initial disciplinary action should be in the form of an oral discussion, especially for minor rule violations. If it appears that an employee has failed to perform his/her work or conduct him/herself according to requirements, the supervisor should first talk to the employee about the matter and informally inquire further into the situation. If facts indicate that the employee may have been at fault, the supervisor should discuss the matter with him/her and the expectations of the supervisor Continue reading