My HR blog

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...

EMPLOYEE ENGAGEMENT THROUGH SPORTS Employee engagement is known as the relationship level between an organization and employees. It is the commitment and the loyalty of the employee towards the organization. An engaged employee who always actively involves in positive action pays more interest on organization reputation. Employee engagement does not mean employee happiness. Someone might be happy at work, but that doesn’t necessarily mean they are working hard, productively on behalf of the organization (Kruse, 2012) . An engaged employee as described by Bevan et al (1997) is someone ‘who is aware of business context, and works closely with colleagues to improve performance within the job for the benefits of the organization. Employee engagement through sports Employee engagement is the emotional touch of an employee with the workplace. The engagement is measured by employee commitment in terms of energy, time, talent and willingness to add more value. Sport, as...

Introduction to Human Resources Management 1. Introduction Human resource management is described as organizational activities of recruiting, selecting, designing to work, train, 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) . 2. History of HRM The HRM initiated from Personal Management (PM). In the industrial era, the human were taken as a cost for the production. Therefore Personal Management was implemented to maintain this cost in production. Thereafter, when organizations started to realize the human as assets the PM was transferred to Human Resource Management (HRM). To develop the human assets and to achieve a better output, organizations used many tools such as training and motivating. In the 21 st century, the concept further developed as Strategic Human Resource Manag...