MBA HRM BLOG

The purpose of discipline is to encourage employees to behave sensibly at. Sensible means adhering to rules and regulations  (Whatishumanresource.com, 2022).  Discipline is very necessary when an employee violates a rule   Proper disciplinary procedures are important for several reasons. For one thing, positive employee relations requires trust, and few personnel actions will undermine trust as will arbitrary discipline. Legal concerns are another reason. One study surveyed 45 published arbitration awards in which tardiness had triggered discipline and/or discharge. When arbitrators overturned employers' decisions, it was usually because of inadequate disciplinary procedures for example, the employer had failed to clarify what "Tardy" meant. Unfair disciplinary procedures can backfire in other ways. For example, it is hard to be seen as ethical when disciplinary actions are unfair (Campbell, et al., 1995).  Three pillars of fair discipline  Disciplining employ...

“A management assessment center is a series of tests, interviews, simulations, and exercises designed to predict how well a management candidate will perform in a specific role. The assessment center puts the prospective manager through a series of drills and situations and grades their response” (Maccarthy, 2021). Simply it is a two to three day simulation in which 10 to 12 candidates and the observation of experts appraise a candidate's leadership potential.  The assessment center will use a variety of exercises to evaluate the candidate or candidates (Maccarthy, 2021). Some factors the tests may measure include: Competencies Interpersonal skills Planning Communication Problem-solving Job knowledge Personality Leadership Situational judgment Intelligence (intellectual or emotional) Typical simulated tasks include The in basket Here the candidates get reports, memos, notes of incoming phone calls, E-mails, and other materials collected in the actua...

  Anyone who has suffered unfair treatment at work knows it is demoralizing.  Fair treatment involves  ensuring that your employee's rights are being respected and that each employee is given individualized treatment ( HR search & Rescue, 2021). Unfair treatment reduces morale, poisons trust, and negatively impacts employee relations and performance.    Employees of abusive supervisors are more likely to quit, and to report lower job and life satisfaction and higher stress. The effects on employees of such abusiveness are particularly pronounced where the abusive supervisors seem to have support from higher-ups. Even when someone just witnesses abusive supervision for example- seeing a coworker abused, it triggers adverse reactions including further unethical behavior (Long et al., 2011).  At work, fair treatment reflects concrete actions such as " employees are treated with respect ," and " employees are treated fairly ".    There are many r...

What is HRIS?? HRIS standards for Human Resource Information System which is a platform that connects human resources and modern information technology. This software allows human resources activities and processes to be carried out electronically. The system is used to collect and store employee data and enhance the core functions required for end-to-end human resource management, from recruitment to retirement of every employee (Erpinformation.com, 2022). Figure: Components of HRIS  Source :  http://career.iresearchnet.com/career-information/human-resource-information-systems-hris/ The main aim of HRIS is the integration between HRM and information technology to provide accurate information about human resource and their functioning and relevant environmental factors and to provide relevant information on time (Maamari & Osta, 2021). Functions of a  HRIS   (Yazar, 2022) Figure: Functions of HRIS  Source :  https://www.erp-information.com/hris-hu...

What is a Total reward? "Total rewards is the combination of benefits, compensation and rewards that employees receive from the organizations they are working for. This can include wages and bonuses as well as recognition, workplace flexibility and career opportunities" (Gartner, 2022b). Sometimes, this Total rewards may also refer to the function or department within HR that handles compensation and benefits, or the combined intrinsic and extrinsic rewards (or value) that an employee perceives ( Jiang et al., 2009) . Figure: Total rewards.  Source: Executive coaching connection, (2020) What is Total Reward Strategy? A total rewards strategy is a system implemented by a business that provides monetary, beneficial and developmental rewards to employees who achieve specific business goals. The strategy combines compensation and benefits with personal growth opportunities inside a motivated work environment (Jiang et al., 2009). What has done by organizations to reward e...

What is an HR Model? “It is a precise description how to aim for the high performance, high productivity Human Resources Function in the organization” (HRM Handbook, 2022). Generally, it is not an implementation plan, but managers and employees can navigate through it prior to make decisions and also allows a quick check at the department where the decision has to make. The HR Model is NOT the competency model of Human Resources.  Because in competency models it describes the required sets of skills and competencies in the organization and Human Resources. The competency model must be LINKED with the HR Model, but it should NOT drive it. But there should always exist an explicit connection between the HR Strategy and the HR Model. “The strategy is a vision of Human Resources in the future, and the model is describing a generic plan how to get there and helps to split initiatives into smaller manageable pieces and set priorities” (HRM Handbook, 2022). HRM Models Ha...

What is Job Stress?   Job stress can be define as a kind of physical harassment which cause due to the duties, resources, and capabilities of the employees as the nature of work is changing at whirlwind speed (Beehr and Newman, 1978). Job stress is mainly connect with the physical power of the employee and it makes employees more prone to error, poor work performance, mental health issues, burnout, and ultimately for workplace conflict.  Figure: Reasons for workplace stress What will happen to the organizational productivity? Working stress is mainly influence with the health condition of the employee and same as the productivity of the organization. Stress working conditions are actually associate with the increased absenteeism, tardiness & intensions by workers to quit their jobs. This kind of situation may be get high cost to the organization for find new workers. After recruitments, they should need a training & development about the work roles. Organization sh...

  The employer is responsible for recruiting and developing the workforce to become productive and to stay long term in the organization. If the employer is smart and implement the process strategically, the overall performance of the business improves and ensures its competitiveness ( Ross, 2013) . With the pandemics, new trends of managing the talents within an organization were emerged and HR leaders are frequently monitoring on these in designing new work models. In order to beat the competition to increasingly scarce talent, keep the talent already available and ensure people are engaged and have a clear career path in the organization there are six most important emerging trends in talent management to be considered ( Frank & Taylor, 2004) . The Great Resignation – or the case of the paradoxical labor market Employee wellbeing will continue to be a key area of focus Workforce optimization and increasing automation Closing the skills gap Hybrid work is driving business...

Job designing is one of the main characteristic of a productive organization which follows proper HRM practices. there are three methods which used by the HR managers to design the jobs. These methods help to analyze the job, design its content and to decide how the job must be carried out in order to achieve the organizational goals and objectives ( Rajguru, 2022) .  1. Job Rotation “ Job rotation involves shifting a person from one job to another, so that he is able to understand and learn what each job involves. The company tracks his performance on every job and decides whether he can perform the job in an ideal manner. Based on this he is finally given a particular posting. Job rotation gives an idea about the jobs to be performed at every level. Once a person is able to understand this he is in a better understanding of the working of organization ( Ortega, 2001) . ” Advantages of Job Rotation I.   Providing opportunity to broaden the knowledge II.  Avoid frau...

     Human resources are an organization's greatest assets because without them, everyday business functions could not be completed. Human resources and their potential to carryout particular task are considered as key drivers for an organization’s success ( Haslinda, 2009) . One of the major technique that becomes more effective to achieve organizational success is the "Job Design" “Job design is the process of deciding on the contents of a job in terms of its duties and responsibilities, on the methods to be used in carrying out the job, in term of techniques, systems and procedures and on the relationships that should exist between the jobholder and his superiors, subordinates and colleagues” ( Whatishumanresource.com, 2022) . There are some  available approaches to emphasize during job designing such as; The mechanics of doing a job efficiently The job's impact on motivation The use of safe work practices The mental demands of the job Identifying the components...