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The Ethical Context of HRM

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Ethics and HRM As per, Winstanley, Woodall and Heery (1996), ‘Ethics is a special section of philosophy that connects with morality, that is concepts such as good and bad, right and wrong ; fairness and righteousness’. Business ethics deals with the degree and extent of morality to be used in business (UKEssays, Ethics and Human Resource Management, 2017).  As per Johnson (2003), All practices of Human Resource carry an ethical foundation to it and deals with the practical consequences of same. The present world focus more on ethical leadership. A relationship between business and its employees is now connected with the employment contract. The principle of ethical selection is followed by an ethical organization for hiring prospective employees.  In accordance to this an organization is mainly focused on hiring a person who can commit him or herself to contribute the maximum towards increasing the long-term value of the business.  According to thi
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Employee Engagement in HRM

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What is employee engagement? According to Truss (2009), employee engagement is about creating opportunities for employees to   interconnect with their colleagues and creating an environment for them to get motivated connect to the work to perform their job with care. According to institute of Employment Studies (2008), Employee engagement is positive attitude of employees towards the values of organization. If an employee is engaged he is aware of business context and work with others with in the job to maximize the performance. The organization must adopt a good employee and employer relationship to develop and nature engagement. According to Storey (2008), Employee engagement is asset of positive attitudes and behaviors of the employees to which leads to high job performance aligned to organization’s mission. However there are many definitions for the employee engagement and there’s no single definition for the same that everyone agrees upon. Levels of engageme
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Organisation Change Management

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What is change Management?   In simple terms change management is a process of and approach to transition of organisations to desired future state.   Present competitive and fast changing environment driven by globalization of markets and technology, forces organisations to change over time if they are to survive.  T he change can not  be done overnight hence, the change management is a process of planning and implementing desired change in organizations to minimize employee resistance, cost and maximizing the effectiveness of the change effort. What are the types of Change adopted by organisation? · Evolutionary change or adaptation- Significant change to the organisation · Development change- Enhance and correct  the current state of the   organisation  Transitional change- to achieve different state from existing state · Drastic & revolutionary change- Immidiate and significantly new state · Transformational change- change of culture, process , structure and
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Organisation Culture in HRM

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What is organisation culture? Organization culture could be described as set of shared values and believes that drives the employees of an organization how to interact with each other and approach to their work. Organization culture is based on shared written and unwritten rules, attitudes, customs developed over the time within the employees of the organization which are also aligned with the values of the organization.   A perfect alignment between the shared values and beliefs of the employees of the organization and the values of organization to succeed it mission will create a sustainable and successful work culture which also referred as high performance culture. Key elements of the culture ·         Individual values ·         Organizational values ·         Alignment of Individual & organizational values ·         Dynamism ·         The role of the leader of the organization     How does the high performance culture impact in organisation performan
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Performance Management in HRM

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What is a Performance Management System?   This is a process of evaluation of performance of the employees to ensure that the   employees are aware of the levels of performance is expected by the management from them, ensure there given targets are met, identify the shortfall if any and where the employee should improve themselves in achieving the organizational objectives According to    Aguinis 2009, Performance management is a continues process of identifying measuring and development of employees and aligning their performance wowards the targets of the organization.                                                                                                   Any goal and objectives setting   has to be mutually agreed upon between the employer and employee,   smaller organisations adopt an informal approach while   larger organisations   tend to have a more formal documented process in place for managing employee performance mainly for transparency.. It is genera
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Design of Work in HRM

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What is Work Design??   Work design is how the day to day tasks, activities, responsibilities and interactions with others are organized. Good work design will affects both employees and organizational productivity & performance.one of the important aspect of good work design is tol have a positive impact on employee motivation and well-being. What Work Design Does….. Work design is used how each tasks or the entire workflow is organized within the specific work environment which is to be matched with the skills and strengths of the employee. Work design also includes a focus on administrative changes and requirements to improve working conditions and addressing adjustments that required to workstations, tools, and body positions to allow the maximum employees productivity. A good work design will reduce physical and mental strain while improving motivation and productivity of employees. It also helps to identifying issues such as: work overload, repetitiveness, and lim
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Training & Development in HRM

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Why Training & Development is important? Training is a program that helps employees learn specific knowledge or skills to improve performance in their current roles. Development is more expansive and focuses on employee growth and future performance, rather than an immediate job role. Good training and development programs help to retain the right people and grow profits. As the battle for top talent becomes more competitive, employee training and development programs are more important than ever. Hiring top talent takes time and money, and how organizations engage and develop that talent from the time employees are recruited impacts their retention and future business growth. “As companies grow and the war for talent intensifies, it is increasingly important that training and development programs are not only competitive but are supporting the organization on its defined strategic path”- China Gorman, CEO at Great Place to Work . Differences of Training Vs D
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