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October 05, 2019

Organisational Culture Organisational culture is considered to be one of the most important factors within the organisation, which helps the organisation to enhance their performance. Organisational culture could be identified as the collective effect of the common beliefs, values, behaviors and norms within the organisation (Armstrong, 2009). Similarly, culture also includes organisation’s vision, values, norms, systems, language and habits states (Needle, 2010). Above all definitions, organisation culture is simply the way things are done within the organisation. Organisational culture would enhance the morale and the motivational level of the employees of the organisations. Further, when the employees are motivated, they will always satisfy their customers by way of offering them a better service (McKay, 2016). Additionally, a strong organisational culture is critical to organisation success. According to Whipple (2009), Organisation’s management is responsible for cr

October 03, 2019

The Global Context for HRM Today, human resource management is considered to be change rapidly due to globalization and with the technology advancements in the modern business world. Globalization has increased the workforce diversity and cultural sensitivities have emerged like never before. International dimensions of business and the globalization of business have a significant impact on human resource management. Thereby, the organisations create and adopt for the new human resource concepts to match the global requirements. In the global context, human resource management, could create a pathway to reach the top levels of the global market with the effective utilization of the human resources (Armstrong, 2009). Similarly, Global HRM is the process of recruiting, distributing and efficiently utilising human resources in transnational corporations across national borders. Companies operating in international markets face different conditions and competencies. Multi

October 03, 2019

Employee Engagement Employee engagement is used at different times to indicate psychological states, character traits and behavior. Employee engagement is defined differently, and the definition often sounds like organisational commitment and citizenship (Robinson, Perryman and Hayday, 2004). In particular, many argue that employee engagement predicts employee performance, organisational success and financial performance (Saks, 2006). In addition, it points to a convincing and compelling relationship between engagement and profitability through increased productivity, sales, employee retention and customer satisfaction. However, it was reported that most workers today are not fully engagement. Engagement in work is reduced, and today among employees, employment is deepening (Macey and Schneider, 2008). Key factors that would stimulate the employee and increase his level of employment. In addition, a strong relationship between the manager and the employee is an essentia

September 28, 2019

Managing Performance Performance could be identified as the level of accomplishment of a given task, against the forecasted standards of accuracy, completeness, cost and speed. Accordingly, when it comes to performance in human resource management it could be identified as employee performance and organisational performance. To ensure higher organisational performance, the employee performance should be at the exceptional levels. Consequently, the employee performance should be managed accordingly as it could create an impact on the organisational performance. If the management of the organisation, developed strategies to manage the performance and take correction actions where ever needed, the organisation could attain its competitive advantage (Armstrong, 2009). It is understood that, the organisation should comprise of the right people, in the right place at the right time. Thereby, the performance could be at the exceptional levels. According to Daft (2012), there

September 20, 2019

HRM and the Design of Work When it comes to human resource management, today it is considered as crucial to every organisation. Human resource is the most important resource within the organisation therefore it is necessary to manage them accordingly to get the best out of them. At a time where the businesses are on a high competition, efficiency could only be achieved by the successful utilization of the human resources within the organisation. Accordingly, human resource department of an organisation plays one of the crucial functions in attaining the organisational objectives (Burma, 2014). According to Armstrong (2009) there are several human resource management functions namely, strategic human resource management, equal employment opportunity, staffing, talent management and development, total rewards, risk management and worker protection, employee and labor relations. Considering the above functions, staffing could be identified as a core function of huma

September 19, 2019

Employee Relations It is a known fact that employees are the most important resource within an organisation who contributes towards the achievement of the organisational objectives. For any of the organisation without human, there is no possibility on achieving the organisational goals. Accordingly, the organisation should maintain a work environment that would satisfy the employees and should establish strategies to improve their morale, building organisational culture and covey expectations. Employee relations’ is such a concept where the organisation creates and cultivates a motivated and productive workforce who could benefit the organisation (Armstrong, 2009). Sequeira and Dhriti (2015), has stated in their discussion that according to Chartered Institute of Personnel and Development (CIPD), Employee Relations is a broader concept that incorporates many issues from collective bargaining, negotiations, employment legislations, work life balance and equal opportuniti