The latest in HRM

We call people our assets, but instead of appreciating we always tend to depreciate them. Above image shows how much of energy we waste knowing and unknowingly in certain tasks. How do we manage this?

Do you think managers should be giving positive feedback when employee does a good job and feedback when they are not? Therefore, Standard check boxes are outdated and ineffective.  Open for your arguments..

Change cannot be managed,  it emerges . Inturns tension and conflicts are important features of emerging change . Managers are part of the process – their job is highlighting gaps and contradictions. Therefore, managers need to be psychologically aware of the need for change in order to adapt changes in the external environment. However, changes can be executed well if it is planned and controlled by defining clear procedures, well defined structure in job roles and efficient workings. Barries to Change? •       Unclear aims •       Unclear values •       Inappropriate management philosophy •       Lack of management development •       Confused organizational structure •       Inadequate control •       Inadequate recruitment and selection •       Unfair rewar...

Performance management is a process where supervisor and employee communicate organizational expectations, set objectives, identify goals, provide feedback and review the results. It is an ongoing process based on the changing objectives. However, effective and efficient performance management system will positively influence the organizational performance. If employees are dissatisfied with the performance management system, they be unwilling to take an active participation in the process since they do not see any value of it. As a result, the organizational performance and productivity would decrease due to the inefficient employee performance. The purpose of performance management system is to ensure work performed by employees accomplishes the work by having a clear understanding of the work expected from them, employees receive continuing information on how effectively they performed in relative to the expectations. Moreover, to determine salary increases b...

Motivation is a way of getting people to do something. Motivation process has four parts which are needs, establishing goals, taking actions and attaining goals. It is a process of satisfying the unsatisfied needs by formulating goals. However, motivation plays a key role in any person as it can be used as a pointer of performance of an individual and as a whole organization.   Employees with high positive attitudes and interest to work are the ones with high job motivation while demotivates hold negative attitudes towards their job. Highly motivated employees constantly look for improved practices which formulates an organization to be more successful and help organizations to survive in the long run. Motivation factors may vary from one employee to another since each employee has different needs and desires. Salary is the most important motivational factor which would affect the performance of an employee. Money satisfies human needs and let people to buy things that s...

The HR department we used to think decade ago is some form of a department with typical employee issues and staffing. Employees are reluctant to visit the HR department through fear.  Not anymore. Hr functions have transformed to lead modern thinking. Employees should be equally treated and strive to get the maximum. Therefore the purpose of a HR department is to ensure employees are developed, treasured and make them satisfy in every ways. HR has many functions. Policy making, employment, Training, Payments, Building relationship and compliance. Essentially the purpose of HRM is to lead employees for organizations mission and vision and maximize the productivity. HR is the only department which touches all the other departments and every employee. Therefore it plays a significant role and constant activities to smoothen all the other functions. Source : Author developed (2017) Your task Identify 3 activities carried out by the HR department excluding the above an...

Change is essential today as the business world is constantly orbiting and competition is increasing. Thus, it is the essence of any organisation to fulfill customer needs if not it would lose competitive edge and would not be able to compete in the market (Nging & Yazdanifard, 2015).   However, understanding the need for change is not enough for managers. They must require perceiving, understanding and then recommending the most suitable form of change. A change should be implemented to get the statement right. Hence, working towards in achieving the mission is important. In addition, it aids to improve the organisation effectiveness The HR role in organizational change is to support employees for those who are struggling in and motivate those who are resistant to change. Thus, the HR managers need to find a way to increase the triggers for change and reduce resistance. Any organisation need to strike a balance between forces pushing for a change and force...

Most of us think working for a blue chip company early in our career would give us more benefits instead of working for a smaller company. However  the pros and the cons of associating could be differed to one person to another. Pros Can learn about core business practices, process, politics, performance, hiring, responsibility, and most importantly, KPIs. Can learn about the realities is a way of preparation for the corporate world in the future and also be an useful learning experience when starting own companies. Benefit of brand association Where working for a top brand will give a major advantage when applying for future jobs. It instantly creates an impression of a well-trained candidate with a lot of valuable experience and knowledge. Gets a built-in network. The advantage of being part of a large network of employees helps people to personal branding Cons Responsibilities may be narrow since often have very specific job functions unlike working for a small...