Ethical HRM and IT Industry

What is Ethics in HRM?

 (Anon., n.d.)

‘Ethics is a special branch of philosophy that focuses on the questions related to morality, that is concepts such as good and bad, right and wrong; fairness and righteousness’ (Anon., 2018)

Positive Impacts on an IT Organization 

“Treating employees ethically can garner long-term employee trust and loyalty, which conveys a range of distinct benefits to employers. Loyal employees gain more experience working with their employers, allowing them to master production processes and more fully understand the inner workings of the firm. This can increase employees' productivity and efficiency over time in addition to keeping recruiting and training costs under control.” (Thompson, 2019)

In the IT industry, employee retention is one of the key features of a successful organization. Treating employees in a way that they want to be treated will help to enhance the relationship between the employee and the organization. This will inadvertently improve the productivity of the employee. IT industry is depending on the timely delivery and the product quality, increasing productivity will also increase project success.

“Employees stay longer and produce better results than those disturbed by their employer's shady behavior, according to research done by the Ethics Resource Center. According to these findings, unethical companies have a difficult time retaining workers. A high turnover rate eats up a company's budget and time, both of which impact business success. On an individual level, being an ethical employee enhances your chances of keeping your job.” (Kaput, 2019)

Ethical Issues in HR

Cash and compensation plans

Most of the IT organizations are paying high wages to their employees, to enhance the employee retention most companies are intended to conduct annual salary reviews. Most of the time, these kind of things will end up with ethical issues as employees may dissatisfied with there increments and they tend to believe in top management is getting more incentives that them.

Race, gender and Disability

“In many organizations till recently the employees were differentiated on the basis of their race, gender, origin, and their disability. Not anymore ever since the evolution of laws and a regulatory framework that has standardized employee behaviors towards each other. In good organizations the only differentiating factor is performance!” (Juneja, 2016)

Even though there are some issues which raise due to HR ethics, the ethical behavior of an organization will improve the productivity, efficiency, and profitability. Employees will remain in their position for a long period of time.

Are you satisfied with the ethics in your workplace?

References

Anon., 2018. UKessays. [Online]
Available at: https://www.ukessays.com/essays/management/critical-analysis-of-ethics-and-hrm-management-essay.php
[Accessed 06 06 2019].

Anon., n.d. Printerest. [Online]
Available at: https://www.pinterest.com/pin/495818240196227142/visual-search/?x=10&y=10&w=322&h=329
[Accessed 06 06 2019].

Juneja, P., 2016. Management Study Guide. [Online]
Available at: https://www.managementstudyguide.com/ethical-issues-in-hr.htm
[Accessed 06 06 2019].

Kaput, M. B., 2019. Chorn. [Online]
Available at: https://smallbusiness.chron.com/workplace-ethics-contribute-success-13871.html
[Accessed 06 06 2019].

Thompson, J., 2019. Chorn. [Online]
Available at: https://smallbusiness.chron.com/importance-ethics-human-resources-12780.html
[Accessed 06 06 2019].

How Employee Empowerment affect IT Industry?

What is Employee Empowerment?

 (Anon., 2018)

“Employee empowerment is giving employees a certain degree of autonomy and responsibility for decision-making regarding their specific organizational tasks. It allows decisions to be made at the lower levels of an organization where employees have a unique view of the issues and problems facing the organization at a certain level.” (Grimsley, 2018)

How it affects on an IT organization?

In the IT industry, all the employees are well educated and talented, where most of the value the power of decision making as well as better integrity. When the employees are lack of these abilities, they eventually leave the company and it will make significant impacts on the organization. However, there are both advantages and disadvantages to this.

Advantages

1. Improve the responsiveness towards the issues and problems that an organization is facing (Toporek, 2016)
2. Increase productivity
3. Improve employee commitment towards achieving the organizations’ goal since employees can take some degree of responsibility in the decision made towards goal achievement (Wroblewski, 2019)

Disadvantages

1. “While the handing down of responsibility promises to improve speed, agility and productivity, a concern is that decisions are now being made by less experienced and less expert personnel. This can increase the number of mistakes made and put reputation at risk” (Williams, 2019)
2. Lack of coordination can occur, for example, in an IT organization coordination and teamwork, is a must, if someone is trying to make the decision themselves it will lead to failing a whole project. In order to achieve this, proper training is a must.
3. The professional relationship may blur since the empowerment will change the hierarchical management structure to a flattered one.

Taking all these pros and cons into account, let's see how this affects an IT organization? IT organization depends on the projects or a relevant product. Teamwork and product coordination is a must to meet the deadline successfully. Hence, enhancing the empowerment of employees will improve the responsiveness, productivity and commitment to achieve the goals of the project.

In my organization, there is a considerable power of autonomy is given to each and every employee and the management always consider even the temporary employees when making decisions. Even though, the company maintained a flattered managerial structure relationship between these two groups is not affected.

Are you satisfied with the employee empowerment of your organization? if not make some suggestion here

References

Anon., 2018. YOKOTEN. [Online]
Available at: https://yokotenlearning.com/2018/04/01/a-trip-to-lowes-and-a-lesson-on-employee-empowerment/
[Accessed 04 06 2019].

Grimsley, S., 2018. Study.com. [Online]
Available at: https://study.com/academy/lesson/employee-empowerment-definition-advantages-disadvantages.html
[Accessed 04 06 2019].

Toporek, A., 2016. TalentCulture. [Online]
Available at: https://talentculture.com/how-employee-empowerment-impacts-culture/
[Accessed 01 06 2019].

Williams, B., 2019. ForwardFocus. [Online]
Available at: https://www.forwardfocusinc.com/inspire-leaders/the-pros-and-cons-of-employee-empowerment/
[Accessed 05 06 2019].

Wroblewski, M., 2019. Chron. [Online]
Available at: https://smallbusiness.chron.com/empowerment-employees-becoming-important-organizations-11542.html
[Accessed 02 06 2019].

Impacts of culture towards an IT organization.

What is culture?

(Moy, 2018)

“It defines the environment in which employees work. Company culture includes a variety of elements, including work environment, company mission, value, ethics, expectations, and goals.” (Doyle, 2019)

In most IT organizations, they tend to follow a relax and free environment towards its employees in order to enhance efficiency. These type organizations are filled with knowledge workers; hence, they prefer the freedom and it will in return improve productivity and efficiency.

Why company culture matters?

When the company culture fits with employees, workers are more likely to enjoy their time in the workplace. On the other hand, if you work for a company where the culture does not fit you, you are far less likely to take fare less please out of your work.

When employees are fit with their culture, then productivity also gets increases while enhancing the ability to create innovation. This also improves employee retention.

For example, at IFS, one of the leading ERP solution providers in the world, have a culture where employees are required to dress in smart casual dresses and they have flexible working hours up to some extent. Furthermore, in emergency situations or urgent family needs, they are allowed to work from home.

Due to these types of benefits, almost all the employees are tightly bound with the company’s culture, hence the employee retention is high, which is the most significant factor to an IT organization. For example, at IFS normal employee retention time is 11 years by 2918.  (Rathmann, 2018)

What can a bad culture cause?

Lack of growth

With a bad company culture, employee turnover rate will get high and then the companies’ profits will also lose the target. Company will have to struggle with the recruitments and training  

Careless Approach

“Working in a poor organizational culture promotes careless behavior by its staff. There is a lack of ethics that discourages workers from paying careful attention to duties and customer service. The atmosphere is casual to the point where careless behaviors such as using profanity, dressing inappropriately and expressing thoughtlessness in client interactions pervade. Professionalism suffers greatly in this type of workplace environment.” (Mooney, 2018)

Neglectful Attitudes

Poor culture means a lack of leadership in getting work done, this will in return leads to negative attitudes on employees. These kinds of attitudes will delay the jobs, lowering productivity and effectiveness.

Taking all these factors into account, it is proved that proper company culture is a must for a successful business. When it comes to the IT industry, better productivity, timeliness, and product quality is a must. Hence, it is recommended that all the IT organization should have its own culture where an employee can fit in easily.

What about your own organization or your company? Are you happy with the company culture you experience now? If not, what are the changes you expect from your organization?

References

Doyle, A., 2019. Careers. [Online]
Available at: https://www.thebalancecareers.com/what-is-company-culture-2062000
[Accessed 02 06 2019].

Mooney, L., 2018. AZcentral. [Online]
Available at: https://yourbusiness.azcentral.com/poor-company-culture-affect-employees-4410.html
[Accessed 02 06 2019].

Moy, J., 2018. Medium. [Online]
Available at: https://medium.com/@jonmichaelmoy/fostering-a-sustainable-company-culture-a55efd0421e5
[Accessed 02 06 2019].

Rathmann, C., 2018. THE IFS BLOG. [Online]
Available at: https://blog.ifsworld.com/2017/12/is-bad-software-driving-away-your-best-employees/
[Accessed 4 6 2019].

  

Importance of Employee engagement in an IT organization.

What is employee engagement?

(MORGAN, 2017) 

“Employee engagement is the emotional commitment the employee has to the organization and its goals.” (Kruse, 2012)

Mainly there are two types of IT organizations in the world, “Project-based IT organizations” and “Product based IT organizations”. Different between these organization is, Project based organization have various types of projects at a given time whereas product-based organizations focus on a single product at any given time. However, all these organizations are highly depending on their employees and their engagement. In comparison, Product-based companies are more towards employee engagement as they have long term goals where project-based companies maintain short term goals.

Why Employee Engagement?

Better engagement means better productivity.

IT organizations work on setting goals and they always focus on completing projects in a timely manner. Therefore, productivity is one of the most important factors, Proper employee engagement will help to share the knowledge hence it improves the productivity which in return increases the success factors on any given project or products. (Weinger, 2015)

Engaged employees have high retention ratio.

If employees are fully engaged in a company then they are less likely to quit or change their job. This is one of the most important things in an IT organization as almost all the IT organizations are depending on its senior resources and knowledge sharing. If the employee turnovers are high then the project risk is also high. This will also enhance the profitability of an organization (Weinger, 2015)

 Engaged Employees improve creativity.

When an employee is fully engaged with an organization or a job then they will try to do the thing in the best way they can. And will do extra commitments towards the success of the given task as well as for the success of the organization. (Weinger, 2015)

Aforementioned are some of the key values of employee engagement and these values help in achieving the company’s goals without any distractions. Its organizations are highly relaid on employees and they need to enhance the employee the retention rate in order to become the leaders in a particular area.

Let’s build some arguments on who your organization value employee engagement what are the measures that have been taken so far to enhance the identified issues in this area.

References

Kruse, K., 2012. Forbes. [Online]

Available at: https://www.forbes.com/sites/kevinkruse/2012/06/22/employee-engagement-what-and-why/#e51f8687f372
[Accessed 24 04 2019].

MORGAN, J., 2017. Talent Management & HR. [Online]
Available at: https://images.app.goo.gl/84YNmAFgPVR2VJGv6
[Accessed 24 04 2019].

Weinger, A., 2015. Double the Donation Logo. [Online]
Available at: https://doublethedonation.com/tips/blog/2015/09/why-employee-engagement-is-important/
[Accessed 26 04 2019].

How Employee Performance Management happens in an IT Organization.

Objectives of Employee Performance?

Some key goals are as follow

“The main aim of performance management is to facilitate the workforce of an organization to achieve higher standards of performing their job responsibilities.

Performance management enables the employees to improve the level of their current performance by authorizing, encouraging and executing an operative reward mechanism.

Facilitating a smooth flow of communication so that potentials regarding roles, tasks, reporting are simplified between the managers and the employees. It enables the communication of corporate, business and functional goals alongside providing a systematic and apparent opinion about the performance of the employee.” (Anon., 2019)

How does it work?

In an IT organization, performance management is a crucial task which needs to be done on a timely manner. Almost all the projects are very time sensitive and to take a competitive advantage over other competitors, proper performance management is a must. In most of the IT companies in Sri Lanka, annual employee performance reviews fall from 1^st of April to 30th of June, hence annul review meetings occurs during the time between the end of June and July.

(Anon., 2019)

After a formal discussion, then the employees have a chance to express their concerns about the feedback from the employer. During the meeting, the employee can express their future plans and their training requirements as an IT guy they should be highly updated with the latest technologies.

After the review, there will be another discussion with the top management about the incentives and salary increments. During this interview, an employee can get details about the benefits that have been amended to match with his/her current performances.

After all, there will be time to time discussions regarding the employees' needs and concerns. Most companies called this as “DevTalks”. During this time anyone can express their current requirements and their concerns about the workload and the process.

In this way, many IT organizations were able to improve the employee's job satisfaction hence the job retention which is one of the key features of the product-based IT organization.

With an effective discussion, both the employee and employer will be able to get lots of benefits. This eventually helps to enhance the quality of the business and ROI for a particular company. (Ferdandez, 2019)

How does your organization work with employee performance management?

References

Anon., 2019. HR Portal. [Online]
Available at: https://hr.un.org/sites/hr.un.org/files/editors/u4791/performance%20management%20circle-01.jpg
[Accessed 24 05 2019].

Anon., 2019. UKessays. [Online]
Available at: https://www.ukessays.com/essays/business/factors-affecting-performance-management-systems-business-essay.php
[Accessed 23 04 2019].

Ferdandez, P., 2019. RMI. [Online]
Available at: https://rmi-solutions.com/measuring-managing-employee-performance-drives-business-growth/
[Accessed 23 04 2019].

How Does Work Design Influence Team Performance in an IT organization?

What is Work Design?

‘Work design is the creation of systems of work and a working environment that enhance organizational effectiveness and productivity, ensure that the organization becomes ‘a great place in which to work’ and are conducive to the health, safety, and well-being of employees’. (Armstrong, 2014)

Despite the nature of the end product or services, all the IT organizations are used to perform their task on a team basis. For example, once a project is confirmed by the sales team then there will be several teams allocated for executing that particular project in the given time. Hence, team performance is crucial in every aspect of every IT company. 

What Makes a Team Effective?

 (Anon., 2019)

Four contextual factors appear to be most significantly related to team performance. These factors include

•         Adequate resources
•         Leadership and structure
•        A climate of trust
•         Performance evaluation and reward systems. (Anon., 2019)

Adequate resources and leadership are most sensitive when it comes to the IT industry as almost all the projects are depending on knowledge sharing and teamwork. If you don’t have the correct technology and resources with you then you will hardly ever succeed in a project.

Due to these reasons, IT organizations are focusing on State-of-the-art concepts in their working place with the frequently updated technologies. This will in return help the organization to enhance the employee job satisfaction increases the employee retention.  

How does work design affect IT organization’s team effectiveness?

An effective team should take responsibility together and take collective responsibility for completing tasks. Important work design elements include autonomy, using a variety of skills, being able to complete a whole and identifiable task and products, and working on a task or project that has a significant impact on others.  (Nestor-Harper, 2019)

As mentioned above, Work Design has a profound impact on the effectiveness of an IT organization which will in return help to improve the profitability as well. So top management must take this as a serious concern and take the necessary actions to enhance the work design.

How do you think, in your organization’s work design should change to improve team effectiveness?

References

Anon., 2019. openclass. [Online]
Available at: https://content.openclass.com/eps/pearson-reader/api/item/93e3b7b0-d68f-11e5-95f5-cd3b5082a19b/1/file/robbins_decenzo_coulter-fomecaa-10e_v5a/OPS/xhtml/ch10_sec_06.xhtml
[Accessed 30 04 2019].

Armstrong, M., 2014. In: ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE. s.l.:s.n., p. 136.

Nestor-Harper, M., 2019. Chorn. [Online]
Available at: https://smallbusiness.chron.com/work-design-influence-team-performance-18159.html
[Accessed 28 04 2019].

What Modern Employees Expectations and How Important to Consider it?

“Most workers hold jobs that are complex, interconnected, and knowledge-based. Peter Drucker predicted this rise of work accomplished with minds rather than muscle in the 1950s, and that’s now changed to an emphasis on jobs that require not just knowledge but also adaptability. This workplace transition has deeply affected the expectations of employees, as jobs now require greater psychological resources and soft skills in every role, from software developer to CTO, from customer support associate to sales manager”. (Patrick, 2019)

What does modern employee expect?

Autonomy

In all IT the organization, almost all the employees are considered as knowledge workers, hence, they want to be able to control their work. They want to be able to decide when, where and how their work gets done. They hate being micromanaged, if you can avoid this it will increase the trust between you and your employee.

Recognition

Recognition helps employees to feel valued at work, yet just 21% of employees report feeling strongly valued. Giving recognition is a simple, low-overhead interaction. It doesn't cost any money, and takes very little time to say "thank you." (Dickson, 2019)

Respect

Employees want to be treated respectfully no matter what their job role may be.

Trust

Employees want to be able to trust management, and they want management to trust them to do their jobs. Show them why you're a trustworthy partner.

Social Interaction

Employees want to have friends at work, work in a collaborative environment, and have a good relationship with their immediate supervisors. Make sure you're providing an environment that encourages social interaction.

With all the above characteristics, the far most important things that should be more considered in an IT organization is the Psychological Contract.

What is Psychological contract?

“In addition to the explicit agreements between employer and employees, there are often unacknowledged and unspoken expectations.  These are part of the psychological contract.  The psychological contract is an unwritten the agreement that sets out what employers expect from employees and what employees expect from employers” (Anon., 2019)

 Despite the nature of the business, these modern expectations should be fulfilled in order to improve the employee retention. In an IT organization, employee retention is one of the most important thing as experienced employees play the key roles when winning the new projects rather than new employees.

Does your organization have the above characteristics? if now how to improve that?

References

Anon., 2019. kautilyasociety. [Online]
Available at: http://www.kautilyasociety.com/tvph/output_oriented/employeremployee_expectations.htm
[Accessed 2019].

Dickson, G., 2019. Bonusly. [Online]
Available at: https://blog.bonus.ly/employee-expectations-in-modern-business/
[Accessed 26 04 2019].

Patrick, C., 2019. Medium Leadership. [Online]
Available at: https://medium.com/s/please-advise/employee-expectations-are-changing-so-must-we-356ac94a76ed
[Accessed 26 04 2019].

How training and learning help in development of a Product-based IT organization.

What is training:

“Organized activity aimed at imparting information and/or instructions to improve the recipient's performance or to help him or her attain a required level of knowledge or skill.” (BusinessDictionary, 2019)

When it comes to IT organizations, training is one of the vital factors to get the maximum output from an employee. Especially in product-based IT companies, newcomers should be undergone with a proper training process.

Almost all the Product-based IT organizations start new employment with proper training despite the candidates’ level of previous experiences. This is will help to get the maximum benefits out of the resource. Furthermore, proper training and development will increase job satisfaction as well as the employee retention.

What is learning: 

Learning Curve

“Learning is a relatively permanent change in behavior, cognition or the effect, it occurs as a result of study, instructions, social interactions or experience” (Hergenhahn, 1982; DeSimone, Werner, Harris, 2002; Good, Brophy, 1990, 2015)

Every employee will have some sort of induction period this is also called the learning curve. During this period of time, we can see the development of performance against a certain time frame. This is details are used by the management in order to process the performance appraisal. In the IT industry, we can see the same learning curve, but there will be a limitation to performance-based salary increments even though the learning curve hits it maximum performance over the time period.

This behavior has a profound impact on job satisfaction as well as the higher number of employee turnovers due to salary differences.

“The findings gave an insight into the knowledge worker turnover behavior in which only 6% satisfied with their current job with the current employer while 24% intended to leave the current employer, if they get a better job offer from another IT company in Sri Lanka “ (Jinadasa & Wickramasinghe, 2015)

In the current context, IT companies must be more cautious on providing training and facilitating the employees with acceptable wages in spite of the learning curve. In product-based IT companies, Experienced resources are the most valuable assets as even the product change itself a lot the business logic is less likely to change.

Will poor training and learning facilities impact the other organization in the same way?

References

BusinessDictionary, 2019. [Online]
Available at: http://www.businessdictionary.com/definition/training.html
[Accessed 15 04 2019].

Hergenhahn, 1982; DeSimone, Werner, Harris, 2002; Good, Brophy, 1990, 2015. [Online]
Available at: http://www.nwlink.com/~donclark/hrd/isd/definitions.html
[Accessed 15 04 2019].

Jinadasa, L. & Wickramasinghe, V., 2015. University of Kelaniya. [Online]
Available at: http://repository.kln.ac.lk/jspui/handle/123456789/5871
[Accessed 15 04 2019].

How Employee value position affect to IT industry

“A business makes nothing but money, is a poor business” - Henry Ford

What is Employee value position?

(Bravery, et al., 2019)

Employee Value Proposition (EVP) refers to the rewards and benefits received by employees in return for their performance at the workplace. It is one of the most important factors to consider for any company looking to attract and retain top talent.

When it’s come to the IT industry EVP plays a major role in recruitment and retaining the top talents within the companies. Over the past decade, candidates have been steadily becoming more and more powerful in the job search. Ever since attracting best talent became harder than ever, consistent and efficient communication of employee value proposition has become extremely important. With the top talented person in the workforce, the employer can gain high ROI.

According to the Corporate Leadership Council, organization with managed EVPs are able to effectively source from more than 60 percent of the labor market.

EVP includes,

“Opportunity includes career and development opportunities and organization growth rate. “ (Anon., 2019)

                In IT industries, there are lots of opportunities everywhere. Therefore, employers must provide many opportunities for their employees if they want to retain a talented workforce with them.

“People: includes manager quality, coworker quality, senior leadership reputation, and camaraderie.” (Anon., 2019)

                This is one of the most critical parts, the employer must think about in a deep way as this might cause high employee turnovers.

“Organization: includes market position, product/service quality, and social responsibility.” (Anon., 2019)

“Work: includes job-interest alignment and work-life balance.” (Anon., 2019)

                IT industries, nowadays more focus on employee job satisfaction. For example, many IT companies in the world offer flexible work hours and even working from home facilities, which has become one of the demanding needs. These were able to add enormous value to EVP

“Rewards: includes compensation, health and retirement benefits and vacation time.” (Anon., 2019) (Anon., 2017) (Anon., 2019)

                In IT organization, normally they provide health benefits and vacations but they are lack of retirement benefits and compensation. This has become one burning reason for employee turnover.

Finally, EVP in the most organization has moved towards the more of an individual value position. “By clustering attributes such as age, income, life stage, family status, career level and certain preferences to create unique groups, or personas, employers can design programs to better target individual needs” (Bravery, et al., 2019) (Anon., 2019)

What do you think about this approach in any organization? Does EVP should focus on more individual needs or should deal with the entire company as a whole? (Bravery, et al., 2019)

References

Anon., 2017. HR Technologies. [Online]
Available at: https://www.hrtechnologist.com/articles/employee-engagement/the-importance-of-employee-value-proposition/
[Accessed 12 04 2019].

Anon., 2019. Gartner. [Online]
Available at: https://www.gartner.com/en/human-resources/insights/employee-engagement-performance/employee-value-proposition
[Accessed 12 04 2019].

Anon., 2019. MSG- Management Study Guide. [Online]
Available at: https://www.managementstudyguide.com/application-of-talent-management.htm
[Accessed 13 04 2019].

Bravery, K. et al., 2019. Mercer. [Online]
Available at: https://www.imercer.com/uploads/common/HTML/LandingPages/AnalyticalHub/july-2018-spotlight-career-strengthening-your-employee-value-proposition.pdf
[Accessed 13 04 2019].

Evaluation of Human Resource Management

Period Before Industrial Revolution: 

At the early ages, we had kind of an agriculture-based economy with fewer communication channels and limited production. On those days these economies are mainly limited within the village. one master was there to assist all the followers in this small community.

Period of Industry Revolution (1750-1850): 

With the conversion of the economy from agriculture based to industry based, the term industrial revolution came into action. Communication has increased and it led to expanding the economy throughout the world using an industry setup. Since the growth of the industry, a separate department was introduced to look into workers wages, welfare, and other issues. This led to the emergence of personnel management with the major task as   

•  Worker’s wages and salaries
•  Worker’s record maintenance
• Worker’s housing facility and health care

The growth of labor union was one of the most important facts of the industrial revolution. “The workers working in the industries or factories were asked to work for long hours under very fewer wages with growing unrest. Due to these reasons workers across the world start to protest and this led to the start of the labor unions. “ (Mind Tools Content Team, 2019) To deal with the labor issues like these, a department called “Industrial relation department” emerged. It acted as the link between manages and the labors.

Post Industrial Revolution:  

After 1850’s, there were some major studies and experiments carried out and term “Human Resource Management” hence given by a new meaning importance.

Major theories released during this period:

1.  Frederick W. Taylor gave principles of scientific management (1857 o 1911).
2. Hawthorne studies, conducted by Elton Mayo & Fritz Roethlisberger (1927 to 1940). (Anon., 2019)
3. Douglas McGregor Theory X and Theory Y (1960). (Mulder, 2015)

Strategic Human Resource Management:

Human resource management has become increasingly critical role today. Main reason behind this is the improvement of technology and knowledge-based industries. HRMs major accomplishment is it helps in aligning the individual goals and objectives with the cooperate goals and objectives. In Strategic Human Resource management, it focuses on actions that differentiate the organization from its competitors and target to make long term impact on the success of the business and the organization.

What Next?

from the next post, we will have a look into some HRM theories and how we can apply those into the real world.

References

Anon., 2019. Lumen. [Online]
Available at: https://courses.lumenlearning.com/baycollege-introbusiness/chapter/video-hawthorne-studies-at-att/
[Accessed 02 04 2019].

Mind Tools Content Team, 2019. MindTools. [Online]
Available at: https://www.mindtools.com/pages/article/newTMM_Taylor.htm
[Accessed 02 04 2019].

Mulder, P., 2015. Toolshero. [Online]
Available at: https://www.toolshero.com/leadership/mcgregor-theory/
[Accessed 02 04 2019].

Coming Soon

Let's  Learn Some HRM stuffs  :

A Simple Aspect!!

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