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Showing posts from July, 2018

conflation between employer and employee – Employee Relations

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  Employee relations has replaced industrial relations as the term for defining the relationship between employers and employees. Today,  employee relations  (ER) is focusing on both individual and collective relationships in the workplace, with an increasing importance on helping line managers establish trust-based relationships with employees. A positive climate of employee relations combined with high levels of employee involvement, commitment and engagement can improve business outcomes as well as contribute to employees' well-being. (CIPD, 2017) Employee or employment relations are concerned with managing and maintaining the employment relationship, which involves handling the pay work bargain, dealing with employment practices, terms and conditions of employment, issues arising from employment, providing employees with a voice and communicating with employees. They consist of the approaches and methods adopted by employers to deal with employees either collectively thr

Technological Changes in HR the Global Perspective

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Rapid changes in technology have affected businesses in more ways, from globalization and organizational adjustments to a workforce looking for remote and mobile job opportunities and human resources has had to adapt swiftly. If HR wants to continue to play a critical role in helping businesses anticipate and manage organizational change, HR must-have technology at its core. (Biro, 2016) Attracting, retaining, and motivating employees, meeting the demands for a more strategic HR function, and managing the “human element” of technological change in the future has been enabled by advancements in IT to meet the challenges of HRM (Ashbaugh and Miranda, 2002). HRMS can meet the challenge of simultaneously becoming more strategic, flexible, cost-efficient, and customer-oriented by leveraging information technology (Snell, Stueber, and Lepak, 2002). Mobile Technology Cloud security  makes it easy to limit access to information. At the same time, cloud-based mobile platforms allow ind

Performance Management and Appraisal

Armstrong, (2009) performance management defined as a systematic way of improving the performance of individuals and teams in the Company to improve the overall performance of the Company. Performance management is the foundation for employee performance and engagement.  It is a developmental tool used for all round development of the employee and the organization.   The process includes setting clear and specific expectations and providing specific and ongoing feedback both informal and formal. According to the Dessler,(2013) Performance appraisal means evaluating an employee’s current and or past performance based on a performance standard of an employee. By some estimates, more than one-third of U.S. companies are doing just the traditional appraisal process. Early adopters in the industries like Gap, Lear, Oppenheimer Funds and even General Electric, the longtime role model for traditional appraisals. As you might expect, technology companies such as Adobe, Juniper Systems, Dell

Talent Management

Talent Management Talent management is the pool of exercises which are concerning to drawing in, choosing, creating and holding the best workers in the strategic roles. (Scullion & Collings, 2011). According to the CIPD (2017), Talent management tries to attract, recognize, create, draw in, retain and send people who are thought about especially important to an organisation. By overseeing ability deliberately, an organisation can manufacture a superior working environment, encourage learning organisations, increase the value of their marking plan, and add to a decent variety of administration. Every employee has different talents which is required for the organization to perform various tasks. Hence talent can be found anywhere within the organization. (Baqutayan, 2014) But companies should be very mindful & practical when dealing with the employee talents in order to achieve their business objectives. (Morgan and Jardin, 2010) companies are embracing best glob