My HR blog

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

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

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

Learning and Development Today, Learning and development is considered as part and partial of Human Resource Management. Learning and development could be in many ways namely, it could be on the job training, technology based learning, mentoring and coaching, role playing, group discussions and education. When the employees are provided with the opportunities to learn and develop, the return for the organisation is uncountable (Armstrong, 2009). Similarly, the elements would be learning, development, training and education. Accordingly, learning and development would make a major contribution to the successful achievement of the organisational objectives and investment in it would benefit not only the organisation but also to the stakeholders (Jovanovic, Damnjovanovic and Dimitijevic, 2016). Further, in his discussion Armstrong (2009) has state that learning and training is two different concepts which act in two ways. Learning is defined as the process by which a pe

  Strategic Employee Resourcing and Talent Management It is understood that the employees as a resource, it plays a crucial role within the organisation. However, the organisation should comprise with the right people who are with right knowledge, skills and attitudes in order to gain the competitive advantage. Accordingly, the employees who are with the right talent should be managed and to achieve, organisation should provide opportunities to enhance the knowledge of the employees pertaining to their respective job role. Similarly, the management should have a pool of employees who are beneficial to the organisation (Daft, 2012). On the other hand, the level of commitment and a positive attitude towards the organisation would lead the employee to achieve the goals of the organisation. Perhaps it would be important to identify gaps and take corrective action if necessary. This could be defined as talent management and is critical for every organisation ( Deepa, Palaniswam