HR Should not be defined by what it does BUT by what it delivers.

What is a Job Design?   “Job design specifies the contents of jobs in order to satisfy work requirements and meet the personal needs of the job holder, thus increasing levels of employee engagement” (Armstrong, 2014, p. 74) A job description can best be thought of as a blue print of the position in the organization. It outlines the essential duties and responsibilities that are expected of the employee and the basic purpose of the work the employee is expected to perform. It also defines accountability in an organization, which helps to prevent overlap of duties and assigns task responsibility. If the HR management reflects the Job design in the context of personnel as a “cost” to the business, the organization will fail in the employee’s good motivation towards the organization. Job designs were used to minimize the time and motion and establishing the most efficient methods. So the management of the organization has to bowdlerize the budget to the business in Job des

In an organization, including those of employers and employees, involve expectations and conflicts tends to occur when expectations are not met. So it is mandatory to make sure that both parties have a clear understanding of what both parties expects from each other. While individual employees may not always be vocal about their expectations, several studies have focused in on what employees really want in the modern business world. If the organization want to improve employee engagement and retention, organization need both a deeper understanding of employee expectations, and modern business best practices that fulfill them. What do Employees Expect?   ·        Respectful treatment of all employees at all levels ·        Trust between employees and senior management ·        Overall benefits ·        Overall compensation/pay ·        Job security The above are the top five contributors to job satisfaction that have been identified. What's notable about

When we start to learn something new, our first concern is naturally with what we are learning. But have you stopped to consider how you learn? How will you approach your new subject? Do you know how effective that approach will be? Have you considered other methods? What is “Learning”? it is developed by the individual through experience. And it is a relatively permanent change in knowledge, skills, attitude or behaviour that comes through experience. (Henderson, 2017) “Learning can be shown to have occurred when learners know new facts or can use a new skill. It is continuous lifelong process, best achieved through real-life experience” (Lesmes, Geoffrey and Moody, 2001) As you can see in the above figure, according to Kolb’s learning cycle there are 4 stages. Namely; Concrete experience Observations and Reflection Formation of abstract concepts and generalizations Testing implications of concepts in new situations So the learning experience runs in sequenc

Traditional and Modern Recruitment Methods Most of us think, the primary work task of a company is the recruitment. The HR managers find it incredibly difficult to look for a new talent in the industry across the country in many different methods of recruitment in order to find the best possible candidates for the organization. In the present we can observe two different types of recruitment processes which follows by the HR management, such as traditional recruitment and modern recruitment. Traditional Recruitment Methods Modern Recruitment Methods Local News Paper Advertisements This has been the tradition in advertising a vacancy. And the simplest form of recruitment. Employment agencies Many organizations do employ through postings at employment agencies, where there are candidates looking for jobs. Internal Hiring Over the years most organizations have recruited through internal hiring program, through which the company often

Talent Management is a unified strategy designed to help organizations make the best possible use of their capital now and in the future, to use their human capital to help meet the organization’s vision and to ensure the maximum return from their talent by creating an attractive organizational culture that encourages happiness and commitment.   So, talent management is a useful term when it describes an organization's commitment to hire, manage, develop, and retain talented employees. It comprises all of the work processes and systems that are related to retaining and developing a superior workforce. Talent management is a business strategy that will ensure the attraction of top talent for an organization in competition with other employers. To implement the strategic talent management process in an organization, it is the role of Human Resource (HR). HR plays an advisory and support role in the company. They manage the company such that leaders run the company. When

An organization be complete with the people who are working. So the main role of Human Resource Management is to organize people so that they can effectively work. The employees are a human assets, not a costs to the organization. The Human Resource Management should be able to strategically manage people as business resources. This includes managing recruiting and hiring employees, coordinating employee benefits and suggesting employee training and development strategies. HR professionals are consultants, not workers in an isolated business function, they advise managers on many issues related to employees and how they help the organization achieve its goals. Main Roles of HR in an Organization; Working Together Strategic Partner Employee Advocate Working Together HR professionals should work with managers and all levels of the organization personal. To achieve the mission of the organization, they all should work together and HR professionals should develo