The People Capability Maturity Model framework was developed by Carnegie Mellon University, Software Engineering Institute to define the organizational maturity of people processes and practices. It helps the businesses to manage knowledge workers across global borders, as well as between graying and millennial generations. It is the framework that addresses the needs of employees, their competencies and the processes that need to be in place to ensure an organization is continuously improving and able to meet business needs effectively and efficiently and ranks on a scale 1 to 5, with 5 being the highest achievable maturity level. The People Capability Maturity Model (PCMM) is a well documented set of practices that enable growing original workforce competencies. It is more of Continue reading
Modern HRM
International and Comparative Human Resource Management
International Human Resource Management has been defined as HRM issues, functions, policies and practices that result from the strategic activities of MNEs. International Human Resource Management deals principally with issues and problems associated with the globalization of capitalism. It involves the same elements as domestic HRM but is more complex to manage, in terms of the diversity of national contexts and types of workers. The emphasis is on the MNCs’ ability to attract, develop and deploy talented employees in a multinational setting and to get them to work effectively despite differences in culture, language and locations. International HRM tends to mitigate the impact of national culture and national employment practice against corporate culture and practices. Comparative Human Resource Management, on Continue reading
Career Management – Definition and Meaning
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 the ongoing process of preparing, implementing and monitoring career plans. It can be undertaken either by the individual alone or can be a concerted activity along with Continue reading
Managing Cultural Diversity in the Workplace
Cultural differences are usually created by race-ethnicity, gender, function, and tenure among the organization factors. Difference in culture may result to the rise of conflicts among team members. This usually results to disrupted communication within the organization and eventually negative outcomes. Therefore, it is the role of every organization and entire management to come up with various ways of managing and reducing negative effects of cultural differences. Management in various organizations should ensure that they are able to detect and avoid such cases from arising. Political backgrounds and experience are other major factors that contribute to cultural differences. Multicultural teams and differences in most occasions generate dilemmas in the organization management. Cultural differences usually create considerable obstacles to efficient teamwork. Continue reading
Diversity Management
The world’s increasing globalization trend demands more interaction between people from a vast diverse of cultures, beliefs, and backgrounds than the past. Today, people no longer live and work in an insulated marketplace. The reality is they are now part of a worldwide (or commonly mentioned as flatten) economy with competition coming from nearly every angle of the globe. For this reason, businesses need to be open to change and accept the concept of diversity to become more creative. In daily conversation, the word of “diversity” has the meaning of differences or variety. However, in the business world and in the business textbook, diversity often refers to the many differences present among people today in workplace as well as marketplace Continue reading
Developing a Reward Strategy for Your Organization
Reward is an important part of managing organization and the management of employees. It can be defined as an organization is ready to pay for to accomplish its strategic objectives. Therefore the review of reward system starts from understanding of organizational strategy and HR strategy supports this. Strategic reward objectives should be aligned with business objectives in the same way as other key business areas such as finance, marketing, administrating and IT. In the broad way, there are two ways of reward such as tangible and intangible. The definition of these two rewards are in a way ambiguous as it could vary according to the viewers’ standpoints, but most of rewards can be classified as the tangible, which includes competitive Continue reading