My HR blog

INTERNATIONAL HUMAN RESOURCE MANAGEMENT Human Resource Management (HRM) is described as organizational activities of recruiting, selecting, designing to work, training, rewarding, managing, motivating and controlling the employees. The practice of human resource management is concerned with all aspects of how people are employed and managed in organizations (Armstrong, 2009) . International Human Resource Management (IHRM) is the process of managing people across international boundaries by multinational companies. It involves the worldwide management of the people not just the management of expatriates (Armstrong, 2009) . The IHRM differs in many ways from a Domestic HRM, such as which operates from an international level or beyond national boundaries and concerned with managing employees belonging to many nations. IHRM has to deal with more external factors than domestic HRM such as culture, education, political and legal system. Challenges faced by International...

CSR IMPACT ON ENVIRONMENT Corporate Social Responsibility (CSR) is followed by organizations to continue their business activities in an ethical manner. Organizations can display social responsibility in various methods such as, donate funds for education, support underprivileged children, sponsorship for events and commitment to environment protection. CSR has also been described by Husted and Salazar (2006) as being concerned with ‘the impact of business behavior on society’. CSR is a management concept whereby companies integrate social and environment concerns in their business operations and interaction with their stakeholders (United Nations Industrial Development Organization, 2019) CSR and Environment CSR is a wide range of actions and one prime focus of it is the environment. Environmental CSR focuses on minimizing any activities which damages the environment from business processes. Below mentioned activities are some significant actions practised by org...

Talent Management Talent management is the standard process of discovering the unoccupied positions and recruiting the suitable personnel and then improve their skills to become suitable to the position and retaining them to achieve the objectives. “ Ensure the right person in the right job at the right time ” (Jackson & Schuler, 1990) . “ Talent management involves managing the supply, demand and flow of talent through the human capital engine ” (Schweyer, 2004) . “ Talent management is comprised of a collection of typical human resource department practices such as recruiting, selection, development and career and succession management ” (Lewis & Heckman, 2006) . Source (American Incite) Importance of Talent Management In organizations, talent management is considered as the most important and an unavoidable element. An organization can have the best infrastructure and technology with them but it is almost impossible to achieve their goals w...

PURPOSE OF PERFORMANCE MANAGEMENT IN ORGANIZATION Performance Management (PM) is a crucial part in human resource management process which is a systematic process of improving overall organizational performance by developing the performance of employees. Performance management is   also related with the comparison of predetermined goals and objectives with the actual output of the employee for the set period. As Weiss and Hartle (1997) commented, performance management is: ‘A process for establishing a shared understanding about what is to be achieved and how it is to be achieved, and an approach to managing people that increases the probability of achieving success.’   A formal PM program helps managers and their employees to visualize eye-to-eye on expectations, goals and career progress, and how those things align with the company’s vision (Fallon, 2017) . Performance management is a planned process of following primary elements Agreement Measurem...

ORGANIZATIONAL CULTURE AND INNOVATION Organizational culture is the pattern of shared assumption, principles and standards which govern how people behave in an organization. These standards have a strong influence on the people and dominate or dictate their behavior and performance. Every organization creates, develop and maintain their unique culture to provide guidance and limitations for the action of the members of the organization. Organizational or corporate culture is the pattern of values, norms, beliefs, attitudes and assumptions that may not have been articulated but shape the ways in which people in organizations behave and things get done (Armstrong, 2009) . Culture also includes the organization’s vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits (Needle, 2004). Simply stated, organizational culture is “the way things are done around here” (Deal & Kennedy, 2000). Organizational culture and Innovation   ...

JOB DESIGN EFFECT ON STAFF TURNOVER Job Design Job design describes the work, duties, responsibilities, qualifications and relationship required to perform the assigned job or which specifies the requirements of a particular job in order to achieve organizational goals through employee engagement. Adler (1991) defines job design as  systems in which employees reported higher perceptions of skill variety, task significance, autonomy, and feedback reported higher levels of satisfaction and internal work motivation. Taylor (1947), Gilbreth (1911) systematically examined jobs with various techniques. They suggested that task design might be the most prominent element in scientific management. Source: Business Jargons In 1960s, motivational issues aroused in industries due to an imbalance situation between employee educational levels and employee participation levels. The problem further developed by traditional concepts and controls of organization. To...

Importance of Learning and Development in Employee Retention To recruit and retain people, organizations need to create learning and developing culture. Learning and development in an organization is an essential element to manage human resources and it gives line managers and leaders to create their pipeline of talented employees. Walton (1999) Strategic human resource development involves introducing, eliminating, modifying, directing and guiding processes in such a way that all individuals and teams are equipped with the skills, knowledge and competences they require to undertake current and future tasks required by the organization. A progress of learning and development will lead the business to achieve the set goals through talented human resources capital. But it is  also important for an organization and its employees to have people with encouragement to learn and grow. Learning Development Continuous process of enhancing existin...

EMPLOYEE RELATIONS IN SRILANKA   Employee Relations The employee relations define an organization’s effort to create and maintain a positive relationship with its employees. By maintaining positive, constructive employee relations, organizations hope to keep employees loyal and more engaged in their work. By what Rubery et al (2002) regarded as its cornerstone, namely the contract of employment.   In an organization, human resource department manages employee relations. In some instances dedicated employee relationship managers are also assigned to do this part and they perform as an intermediary between employee and employer. In Srilanka, we can observe that trade unions actively involve as a strong mediator to represent the employees, especially in government sectors.  Managing Employee Relations Human resource management involves with employees through collective or mutual agreements and which leads to the formation of trade unions. HR needs...