MY HR BLOGS

  Employee development is a process of improving employees’ existing competencies and skills and developing newer ones to support the organization’s goals and objectives. (Zammuto, CEO and Completed.com, 2019) When describe the organization employees are key part of that. So, organization should be thinking about employee development and their career development activities. Human resource development unit of an organization has an excellent role to develop employees of the organization. When we talk about the importance of employee development, l   It will benefit to increase the performance of the employee l   Employee development can help the organization meet and even exceed performance expectations l   It helps to handle unexpected situations using the trained employees in the company Today's business environment is all about constant change. And that change not only brings challenges but if handled properly, it also opens previously unexpected opportunities l ...

  The major challenge facing the Human Resources Department of most organizations is recruitment of talented people. Finding staff with the correct blend of skills, personality and motivation is difficult, even when the pool of available candidates is relatively large. Since this business is a traditional one, attracting suitable employees for the lower ranking positions is a very big problem. Whether recruitment is handled solely by the internal HR department, or with the assistance of a third party, in general the recruitment process is managed centrally. Even though, there are dozens of applications, the details of each are recorded for review and comparison.HR software platform allows for storage of applications, CVs and contact details for easy analysis and comparison. (Sage Advice US, 2018) Strategies to avoid key issues in Recruitment process of an organization Most of the manufacturing organizations recruit employees as Permanent employees and Non-permanent employees. Withi...

  Every organization’s reward system should focus on these major areas; compensation, benefits, recognition and appreciation (Sarvadi, 2010). Benefits such as car loans, medical covers, club membership, ample office space, parking slots and company cars are ways of rewarding and employees do note the types of benefit that their organization offers. Recognition and appreciation are another integral component of a winning strategic reward system. Recognition is to acknowledge someone before their peers for desired behavior or even for accomplishments achieved, actions taken or having a positive attitude. Appreciation on the other hand centers on showing gratitude to an employee for their actions. Such rewards help employees to gauge their performance and know whether they are doing good or bad (Sarvadi, 2010).   The total reward system Total reward describes a reward strategy that brings components such as learning and development together with aspects of the work enviro...

  Workforce diversity can be described as similarities and differences among employees in terms of age, cultural background, physical abilities and disabilities, race, religion, gender, and sexual orientation. (Saxena, 2014) Some of selected examples related to diversity and elaborate how manage these selected diversities can be identify as below, Age-based Diversity Business, particularly marketers, government and academics are interested in common traits of generations. There can be some disagreement with dates, but there is general agreement about the broad descriptors of the generations.   As many as 5 generations represent today’s workforce ·        The Silent Generations (Born pre 1946) -         Born during the depression and World War II -         Considered cautious, unadventurous, unimaginative and withdrawn ·        Baby Bombers ...

  Robbins (2001) defines HRP as “the process by which an organization ensures that it has the right number and kinds of people at the right places, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives”. Further describe the Human resource planning (HRP) it is a strategy used by a company to maintain a steady stream of skilled employees while avoiding employee shortages or surpluses. When organization has a good HRP strategy in place can mean productivity and profitability for a company. (Hayes, 2021) There are four general steps in the HRP process. Those are identifying the current supply of employees, determining the future of the workforce, balancing between labor supply and demand, and developing plans that support the company's goals. When developing a human resource plan for the organization they are some considerable factors and those can be identified as below. Employment – Whe...

  When refer the rewards of the organization there can be identify short term benefits and long-term benefits. Short term Benefits of the Reward System ·        Increase productivity Rewards increase the motivation level of the employees and they do their job effectively and efficiently. This will lead to an increase in the productivity of the organizational final output. Otherwise, most of the rewards are based on the performance of the employees so productivity automatically increased. ·        Increase the level of job satisfaction of the employees Recognizing an employee's efforts demonstrates that the work they're doing is effective to the business. It sends the message that their diligence is worth rewarding and thus must be important. This, in turn, makes the individual feel that they're making a difference. When considering this organization offers the right reward to correct employee supported their performance. ·...

  Employee motivation can be described as level of energy, commitment, persistence and creativity that a company’s employee brings to their job. Better employee motivation leads to productivity and engagement  (Smarp.com, 2019) Factors affecting to low level of employee motivation ·        Lack of participation – Employee need direct conversations and consistent with teams ·        Lack of equality – When employee feel they are treated unfairly they will not motivate ·        Poor relationships of co-workers and they work individually not together ·        They haven’t purpose and they did not identify it ·        Employees not participating in decision making ·        Poor reward system – Because of the poor reward system also we can see employee morale seems low level (Economy, 2019)   Effects...