MBA HR

Figure 1. What does HR do?        Some Key Result Ares of HRM The change is constant, HR is no exception. HR is plays vital role in Organization success. There are many areas in HR contribute towards the growth of an organization. Let’s understand what Human Resources Management is.     According to Armstrong & Taylor, (2014) “ Human resource management (HRM) is concerned with all aspects of how people are employed and managed in organizations. It covers the activities of strategic HRM, human capital management, knowledge management, corporate social responsibility, organization development, resourcing (workforce planning, recruitment and selection and talent management), learning and development, performance and reward management, employee relations, employee well-being and the provision of employee services. It also has an international dimension.”   Strategic HRM With globalization it is more interesting time for HR Managers to meet th...

Figure 1. Cultural Fit What is Cultural Fit Cultural fit is defined as that a potential job candidate will be able to adapt and follow to the core values and collective behaviours that forms an organization. (Sales, 2014) .   Cultural fit is assessed during the interview phase by evaluating the soft skills and personal goals. To do so Companies should cultivate the Company Culture by identifying the following.        ·        Values of the Company ·        What are the behaviours ·        Attitudes ·        Mindset ·        Practices Cultural fit is imperative to an organization to move forward. Poor cultural fit could turn Companies into turmoil handling the employees especially considering turnover. On the other  hand when an employee is hired with right cultural fit it enhances the...

 Absenteeism is define as employee is unable to present at work as scheduled regardless of the reason. Absenteeism is also referred as “Bottom-line Killer”, which could create negative vibes around the Organization. Figure 1. Absent at work Impact on Absenteeism at Workplace The impact of absenteeism can be very harmful for the Organization as it will effect the bottom line of the Company. As per Goodman & Robert, (1984) following are listed as negative consequence of Absence. Group Negative consequences of Absence   Individual Loss of pay Discipline, formal and informal Increased accidents Altered job perception  Co-workers Increased workload Undesired overtime Increased accidents Conflict with absent worker  Work-group Increased coordination problems Decreased productivity Increased accidents  Organizational Management ...

We hear statements such as “Happy employees are the Potentials employees.” “Happy employees are always productive employees.” from HR professionals, practitioners, and managers in organizations. HR Practices can influence the job performance at work immensely. The best HR Practices can lead to better performance with high output eventually leading to profitable business. The modern HR Practices should be implemented to sustain the competitive advantage in the ever-changing environment. (Nabi, et al., 2016).   Following HR Practices has an impact on Employee Performance Figure 1. HR Practices & Employee Performance Performance Appraisal Performance appraisal is a tool to measure the employee performance against the KPI’s set for the individuals. A good performance appraisal will lead employee to identify their strengths and weakness. Periodic appraisal process is a way of evaluating the employees of the Organization. According to Muczyk & Gable (1987) “Performance...

  Employee Engagement Figure 1. Employee Engagement Employee engagement is a workplace approach that translates everything into the positive conditions for members of the Organization to perform their best every day, in aligned with goals and values of their organization resulting success of the Organization, with a growing sense of well-being. According to Kahn (1990) defines employee engagement as “the harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances”. Often than not employee engagement has been defined as emotional and intellectual commitment to the organisation or the amount of extended desire exhibited by employees in their job (Frank et al 2004). Employee engagement is attractive to human resources because of their direct benefits in terms of staff retention, employment, job satisfaction and happiness. But the benefits of staff participati...

Compensation & Benefits (C&B) “Compensation includes direct cash payments and indirect payments in form of employees benefits and incentives to motivate employees to strive for higher levels of productivity” (Cascio, 1995). It is also the human resource management function that deals with all types of rewards and benefits   employees receive in return of   working towards achieving the Organizational Goals (Ivancevich, 1998).   Figure 1. Compensation & Benefits Employee Satisfaction Employee satisfaction or job satisfaction is, quite simply, to what extend employee is content or satisfied with their nature of job. Typically, employee satisfaction survey is measured using a survey. Following factors may include in the survey but not limited to compensation, workload, perceptions of management, flexibility, teamwork, resources, etc. Factors affecting Compensation The factors affecting C&B can be categorized into 1        ...