Organizational culture Organizational culture refers to the norms, beliefs, assumptions and behavior patterns of the staff of a particular organization. How they dress, how they celebrate important events, how they address each other all form part of organizational culture. An organization’s culture can be defined as a sub culture within the culture of the country. According to CIPD (2017) an organization’s culture affects every aspect of how the organization operates and how work gets done. A newly joined employee learns to respect and adhere to the culture of the organization where he/she just joined. Globalization poses challenges to organizational culture. When people of different countries who belong to different ethnic groups work together in a single office or factory, they need to overcome their cultural differences and get adjusted to single a unified organizational culture. According to Kokemuller, Forming a unified global organizational culture is more complex than ...
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Emerging Trends in HR Management Modern HR management is experiencing many different trends that are beneficial to the employees. One such trend involves work schedules that provide work/life balance (WLB). WLB enables the employees to effectively manage both the personal life and the office life, without sacrificing one for the other. Flexi hours is one way of achieving this. Instead of a fixed work schedule (say, nine to five), an employee can cover the same number of hours in a varying work schedule. Telecommuting (i.e. working from home) is another way of achieving WBL. According to Lockwood, “Work/life programs have the potential to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge, particularly during difficult economic times” (Lockwood, 2003). A study done by Friedman and Greenhaus of more than 800 business professionals in USA conclude that “work and family, the dominant life roles for most employed women and men in contempo...
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Importance of interview techniques for good performance appraisals Performance appraisal is an evaluation of employee’s work to determine whether he/she could perform to the required standard. Armstrong defines performance appraisal as “The formal assessment and rating of individuals by their managers at or after a review meeting” (Armstrong, 2009) Traditionally performance appraisal (PA) is an annual event. On a pre-designated day, the employee is called for an interview where the managers evaluate the employee’s current performance. During this interview, employee’s previous appraisal report is examined and current performance is reviewed in comparison with any past recommendations, commendations and/or weaknesses identified. Findings of the appraisal could lead to increments and promotions. It could also lead to training or in some cases, department transfer. Interview plays a key role in the appraisal process. Mikkelsen lists a number of common objectives for performa...
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Competency-based lear ning Armstrong defines strategic employee resourcing as “An approach to the development and implementation of HR strategies that are integrated with business strategies and supports their achievement” (Armstrong, 2014). We use the term “strategy” to mean a long term plan. When a company hires an employee, that person becomes a vital component of the company strategy. The company believes (and hopes) that the recruit will serve the organization productively for a long period of time and help it reach its goals. For the employee to be effective in this way, he/she should posses the required level of competence. Competency is the ability of an employee to perform his/her job effectively and productively. Competency is about the skill of an employee. When competency is used as the yard stick to recruit, deploy and develop employees it becomes Competency based HRM. Armstrong defines competency based HRM as ‘using the notion of competency and the results...
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Challenges to Talent Management Talent management is concerned about maintaining a pool of skilled personnel within the organization so that it can deploy the right person to the right task. It is also concerned with training and development of staff and succession planning. CIPD definition says that “Talent management seeks to attract, identify, develop, engage, retain and deploy individuals who are considered particularly valuable to an organization. By managing talent strategically, organizations can build a high performance workplace, encourage a learning organization, add value to their branding agenda, and contribute to diversity management”. According to Armstrong, “A strategy to ensure the organization has the talented people it needs (a talent management strategy) may start with recruitment and selection but would extend into learning and development to enhance abilities and skills and modify behaviors, and succession planning”(Armstrong and Taylor, 2014). The...
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Comparison of Personnel Management and HRM In the olden days, the task of managing workers was referred as personnel management. Employee management was perceived analogous to material management. It was much later, somewhere around 1970s, that the human work force was recognized as a resource. In one of the early references, Armstrong stated that in an enterprise “the key resource is people” (Armstrong, 1977). So what made the transition from personnel management to HRM? Is it just a name change? If not what differences exist in the two attitudes? Some experts argue that it is merely a label change, in other words old wine in new bottles. Hendry and Pettigrew stated that “What HRM did at this point was to provide a label to wrap around some of the observable changes, while providing a focus for challenging deficiencies – in attitudes, scope, coherence, and direction – of existing personnel management” (Hendry and Pettigrew, 1990). However, Armstrong recognizes it is a ...
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Employer Employee Relationship An organization is run by its employers and employees. Therefore, naturally, a formal relationship exists between the employer and the employee for the duration of the employment. When a new employee is recruited, he/she starts a relationship with the employer with mutual respect. This relationship results in employee engagement . According to Armstrong “Engagement takes place when people are committed to their work and the organization and are motivated to achieve high levels of performance”(Armstrong, 2016) . The employment relationship describes how employers and employees work together (Armstrong, 2016). According to Armstrong, a positive employment relationship is one in which management and employees are interdependent and both benefit from this interdependency. Such a relationship is based on the psychological contract between employer and employee. According to Armstrong, the psychological contract is a set of unwritten expectations that...