Tag: HRM

  • HR Services for Small Business Success: A Guide

    HR Services for Small Business Success: A Guide

    HR services for small business can boost productivity, ensure smooth operations & maintain a positive work environment. Learn how to manage yours!

    The Essential Guide to HR Services for Small Business

    Introduction: Running a small business can be challenging, especially when it comes to managing human resources. As your business grows, it becomes crucial to have effective HR services in place to ensure smooth operations and maintain a positive work environment. In this guide, we will explore the key aspects of HR services for small businesses and provide valuable insights to help you navigate this important area.

    Understanding HR Services

    Human Resources (HR) services encompass various functions aimed at managing and supporting your workforce. These services include but are not limited to recruitment and onboarding, employee relations, payroll management, training and development, compliance with labor laws, performance management, and employee benefits administration.

    Importance of HR for Small Businesses

    Investing in HR services is vital to the success of your small business. Here are a few reasons why:

    1. Recruitment and Onboarding: Effective HR services help in attracting and hiring the right talent for your business. Streamlining the recruitment and onboarding process ensures that you have qualified individuals who can contribute to your company’s growth.
    2. Compliance with Labor Laws: Staying compliant with labor laws is essential to avoid legal issues. HR services can assist you in understanding and implementing regulations related to employment, wages, working hours, and employee rights.
    3. Enhancing Employee Relations: HR services are crucial in fostering positive relationships between employers and employees. By providing support, guidance, and resolving conflicts, HR professionals contribute to maintaining a healthy work environment.
    4. Training and Development: Continuous learning and development are critical for your employees and business growth. HR services can design and implement training programs to enhance skills, increase productivity, and foster employee engagement.
    5. Performance Management: HR services help in establishing performance evaluation mechanisms and goal-setting processes. Regular feedback, performance reviews, and recognition programs contribute to employee motivation and overall business success.
    6. Employee Benefits Administration: Managing employee benefits can be complex. HR services can assist in designing and implementing benefits programs, such as healthcare, retirement plans, and other wellness initiatives, that attract and retain top talent.

    Finding the Right HR Services for Your Small Business

    When it comes to choosing HR services for your small business, here are a few steps to consider:

    1. Assess Your Needs: Start by evaluating the specific HR needs of your business. Reflect on areas where you need support, such as recruitment, employee relations, compliance, or training.
    2. Consider Outsourcing or In-House: Decide whether you want to handle HR tasks internally or outsource them to a professional HR service provider. Each approach has its pros and cons, so find what works best for your business.
    3. Research HR Service Providers: If you opt for outsourcing, research different HR service providers. Look for reputable companies with expertise in small business HR services. Read reviews, check references, and compare services and pricing.
    4. Customize Services: Work with the chosen HR service provider to customize their offerings based on your business requirements. Ensure that the services they provide align with your goals and values.
    5. Establish Clear Communication: Establish open and transparent communication channels with your HR service provider. Clarify expectations, discuss reporting mechanisms, and maintain regular contact to address any concerns promptly.

    10 Ways HR Services Can Help Your Small Business Grow

    HR services can significantly contribute to the growth and success of your small business. Here are 10 ways in which HR services can help your business thrive:

    • Recruitment and Talent Acquisition: HR services can assist in attracting and hiring the right talent for your small business. They can help create job descriptions, post job advertisements, conduct interviews, and screen candidates to ensure you have a qualified and capable workforce.
    • Onboarding and Orientation: HR services can streamline the onboarding process for new employees. They can develop an effective orientation program, provide necessary training materials, and ensure a smooth transition into the organization for new hires.
    • Employee Training and Development: HR services can design and implement training programs to enhance the skills and knowledge of your employees. By investing in employee development, you can improve productivity, efficiency, and innovation within your small business.
    • Performance Management: HR services can establish performance evaluation mechanisms and goal-setting processes. They can help track employee performance, provide regular feedback, and identify areas of improvement to optimize individual and team performance.
    • Employee Engagement: HR services can develop strategies to promote employee engagement and satisfaction. They can organize team-building activities, implement recognition programs, and create a positive work culture, leading to higher morale, motivation, and retention rates.
    • Conflict Resolution: HR services can mediate and resolve conflicts within your small business. They can provide a neutral perspective, listen to concerns, and implement appropriate conflict resolution strategies to maintain a harmonious work environment.
    • Compliance and Legal Support: HR services ensure your small business remains compliant with labor laws and regulations. They can guide employment contracts, wage laws, workplace safety, and other legal requirements, helping you avoid costly penalties and legal disputes.

    Other things

    • Employee Benefits Administration: HR services can manage employee benefits programs, such as healthcare plans, retirement benefits, and wellness initiatives. They can ensure that your employees have access to competitive benefits, promoting employee satisfaction and loyalty.
    • Policy Development and Implementation: HR services can assist in developing and implementing company policies and procedures. They can create employee handbooks, communicate policies effectively, and ensure consistent enforcement to maintain a fair and transparent work environment.
    • Strategic workforce planning: HR services can provide expertise and guidance in strategic workforce planning. They can help analyze your current workforce, identify skills gaps, and develop recruitment and retention strategies to align with your business goals and future growth plans.

    By leveraging the expertise of HR services, your small business can optimize its human resources, foster a positive work environment, ensure legal compliance, and ultimately drive sustainable growth and success.

    Conclusion

    HR services play a crucial role in nurturing and managing your small business’s most valuable asset: your employees. By investing in effective HR services, you can streamline processes, enhance employee relations, ensure legal compliance, and ultimately contribute to your business’s growth and success. Remember to assess your needs, consider outsourcing options, and choose the right HR service provider to support your small business’s unique requirements.

  • What is HR Automation? Examples & Benefits

    What is HR Automation? Examples & Benefits

    HR automation systems help the HR department focus on strategic tasks. Let us try to learn the benefits in the following article. HR or human resources is one of the most important areas in the present business. They oversee the training, recruiting work, and welcoming the new employees in an organization. Other than this, they also look at the training, recruiting, and welcoming of new employees, sick days, vacations, and other things.

    Here are the articles to explain, HR Automation Examples & Benefits

    HR also looks at the strategic areas within the organizations and employee management. The tasks are filled with their complexities. HR automation software and tools help them manage these activities and increase their efficacy within the organization. Do you want to pursue a future in Human Resources and development? The article discusses the concepts in detail.

    What is Hr Automation? 

    HR automation is a digitized software that can help you automate some of the crucial but repetitive tasks like:

    • Onboarding automation.
    • Sick Leave.
    • Payroll.
    • Administrative Expenses. 

    Automation boosts the performance of the HR departments, and they can focus on the strategic ends of human resources and development. Do you want to introduce such solutions within your office, you can take the help of artificial intelligence solutions to solve your problems in the office. 

    Examples of Hr Automation 

    Here we put in some of the most common HR examples of HR automation. These examples can help you get a grasp on their activities with clarity. HR management can automate the processes. 

    Form fill-ups 

    Administration and paperwork (standardized forms) are common with recruitment. Also, This repetitive task can be automated using HR Automation. 

    Leave Processing 

    If the employees apply for leaves due to various reasons, they can use the automation tool to do it. The Hr head just has to accept the request.

    Admission  

    The HR automation software can manage the inner process of recruitment by documenting the information on the candidate. 

    Training

    The employee onboarding includes setting up access to the training program. Also, This can be managed automatically using the training software. 

    Tracking Training 

    Employees go through rigorous training and development. The management software records every detail of the training and skill management. 

    The other organizational stakeholders can track down the training and also skillset management. Apart from this, some other notable examples of HR automation include government regulations that ensure that the employees follow them here, classifications of job titles, restructuring of the organization, approval of expense reports, and tracking of employee bonuses to that termination. 

    The Benefits of Hr Automation

    Do you know why the HR departments invest in automation? There are some obvious benefits that they reap. Let’s discuss their benefits here.

    Efficiency Improvement

    Some human resource tasks are quite time-consuming, and they are repetitive. When the work is repetitive, it is human nature to make errors. Instead of using HR automation, they can digitize time-consuming tasks. At the same time, automation brings efficiency to work. 

    Insight And Overview 

    Data plays a crucial role in managing the organization. They can be used to bring about change and reforms within the organization. Let’s give an example to explain the point. 

    For instance, with the help of the HR automation software, you can observe that employees are regularly irregular in beginning their daily work. 

    You can raise your concerns at the management level based on the data and insights developed. Also, They can make some hard decisions with the help of insights and overviews. Thus the company can benefit from HR automation.

    Error Reduction

    Manually inputting data can bring in human error. But with the engagement of HR automation, you can do things much quicker, and that too error-free. Also, This is the benefit that you get with the help of HR automation. 

    Communication And Teamwork 

    The present offices are run by creating liaisons between different departments. With the help of HR automation, every stage of progress can be monitored, and the teams can collaborate and finish the projects within the stipulated time frame. 

    Better teamwork can manage things with time. Thus, HR automation helps increase the organization’s productivity.

    Bringing the Discussion to a Close

    The success of corporate offices depends on good hiring, and the human resource plays an all-important role in ensuring this. They ensure that the employees increase their capacities and become more productive. Also, The software system helps them in this regard. They do the organization’s essential repetitive tasks and help it grow to its potential.

    What is HR Automation Examples & Benefits Image
    What is HR Automation? Examples & Benefits; Image by Leonardo Alvarado from Pixabay.
  • Level of Human Resource Management in Healthcare

    Level of Human Resource Management in Healthcare

    Specific strategies to improve the level of human resource management in healthcare. Scientific use of management-related theories and methods can effectively improve the executive ability of employees, including talent selection, talent recruitment, manpower allocation, performance appraisal, job changes, training, and salary management in human resource management, to improve the quality of manpower management, improve the enthusiasm of employees, and then improve the management efficiency and level of the hospital.

    Here are the articles to explain, and improve the level of human resource management in healthcare!

    First, you may read Human Resource Management in Hospital Administration. However, at present, the quality of human resource management in most healthcare is uneven. To improve the quality of internal management in hospitals. It is necessary to pay more attention to human resource management-related work and reform the traditional management model. And continuously improve the level of human resource management in healthcare.

    (1) Managers must master the correct concept of human resource management

    Hospital managers, if they want to do a good job in human resource management. Must first master the correct concept of human resource management. Although the hospital is not for profit, it can regard as an enterprise to some extent. And it also needs to formulate a rationalized human resource management system based on its own strategic development goals and actual needs. In the process of formulating and improving the human resource management system. The hospital should rationally arrange the staffing and formulate a scientific and reasonable development plan.

    For many modern enterprises, talent advantage is the main way to improve their competitiveness, as is the case for hospitals. The advantage of human resources occupies an important position in the development process of hospitals. To achieve long-term development and qualitative improvement. Hospitals need to pay attention to the role of talents and do a good job in human resource management. In addition, hospitals are different from other enterprises with profit as the main goal. Hospitals must first provide medical services to patients and pay attention to social benefits. On this basis, to ensure development and stability, hospitals must also pursue certain economic benefits.

    Therefore, the concept of hospital human resource management needs to be based on the development of the times and the industry, innovation, combining internal needs and existing resources, and improving the level of human resource management. At the same time, it is also necessary to ensure that the relevant talent concepts and human resource management concepts are further implemented. In addition, hospitals should strengthen the publicity of human resource management. So that managers and more relevant departments can pay attention to human resource work. And realize the improvement of the hospital’s economic management level.

    (2) Establish and improve a human resource management system

    Judging from the situation of human resource management in hospitals. It is necessary to rationally allocate and adjust internal staff and positions and explore everyone’s advantages. Promote strengths and avoid weaknesses, and rationally assign suitable staff to corresponding positions, continuously improving. Their workability and enthusiasm, and realize the rationalization of the hospital’s human resources. Allocation. In addition, the purpose of medical workers is to treat diseases and save lives and serve patients.

    Therefore, every worker must adhere to the work concept of serving the people and improving patient satisfaction. In the construction of the hospital’s human resource management system. It is also necessary to adhere to the idea of being people-oriented and respect every medical staff. At the same time not harm the legitimate rights and interests of patients. To ensure that the hospital can improve its operational efficiency and go further. In addition, to improve the human resource management system.

    • First, it is necessary to establish a reasonable employment system according to the hospital’s employment needs and development needs to ensure the hospital’s talent reserve.
    • Second, hospitals must have a strict talent access system to ensure the institutionalization and transparency of recruitment, selection, and hiring. More outstanding medical talents for hospitals, and realize humanized management.
    • Third, establish a strict selection and employment system, and abide by the principles of fairness and impartiality. Respect the actual employment needs of the hospital, and select the most suitable talents for related medical positions and logistics positions in the hospital.

    (3) Establish and improve the performance appraisal and compensation system

    As an important part of the hospital’s economic management, the salary and performance system play an important role in the contribution, affirmation, and feedback of medical workers. Therefore, hospitals should improve the level of human resource management and establish. Improve a more reasonable and scientific performance appraisal and compensation management system.

    • First of all, the remuneration system must link to performance appraisal. The focus and direction of work should be specified for medical staff. The evaluation model can establish based on the service attitude, work skills, satisfaction of service objects, labor contribution, participation, and cooperation at work of medical workers in various departments of the hospital, and it should relate to salary management, job promotion, and other aspects in a targeted manner, to provide strong support for the job promotion and salary growth of medical workers, and cultivate a spirit of unity and friendship.
    • To improve the efficiency of manpower management in hospitals, they must also establish an effective incentive mechanism based on the actual internal development situation, integrate the remuneration of staff with daily services, work skills, cost control, etc., and give front-line medical workers a certain policy tilt in salary management based on distribution standards such as more work and more gains and equal pay for equal work.
    • It is also necessary to encourage all positions to increase effective income, and to rationally manage internal expenditures, so that the use of hospital funds is more in line with the actual situation, to steadily improve the salary level of medical workers, and stabilize outstanding medical personnel.

    (4) Strengthen the cultural construction of hospitals

    Cultural construction plays an important role in human resource management. Research has shown that the main influencing factor of employee stability is the degree of recognition of corporate culture by employees. As a place where talents gather, the hospital needs to pay attention to internal cultural construction, strengthen humanistic care for medical workers, and establish good employee relations, to stabilize outstanding talents and escort the long-term stable development of the hospital. Escort.

    At the same time, hospitals must also provide medical services to patients. Because patient satisfaction is also an important part of the hospital’s development process. As a knowledge-intensive industry, hospitals must be deeply aware of the rapid iteration and innovation of knowledge in the new era. So they must strengthen the education and training of internal medical staff, form a learning-based organizational atmosphere, and ensure the sustainable development of hospitals. Empowerment.

    Therefore, hospitals can establish multi-post and multi-level training mechanisms to encourage medical staff to participate in domestic and foreign study and training activities to improve the professional quality and comprehensive ability of employees. In addition, the hospital can also organize everyone to study together through the establishment of training or learning groups, and carry out learning and reporting activities when necessary to ensure the normal advancement of the hospital’s economic management.

    Conclusion

    In summary, Therefore, hospitals should update their human resource management concepts, establish a sound human resource management system, and strengthen internal cultural construction to improve the human resource management system so that hospitals can strengthen economic management and achieve sustainable and healthy development based on completing the work of treating patients and saving lives.

    Level of Human Resource Management in Healthcare Image
    Level of Human Resource Management in Healthcare; Photo by National Cancer Institute on Unsplash.
  • Human Resource Management in Hospital Administration

    Human Resource Management in Hospital Administration

    Exploration of Human Resource Management in Hospital Administration. With the rapid development of the economy and society, the level of the medical industry has also been greatly improved. And the development of hospitals is also facing more tests and challenges, especially for public hospitals. It is necessary not only to pay attention to the benefits of economic development. But also to consider certain social benefits, continuous innovation, and development, to improve their core competitiveness. And provide necessary conditions for long-term sustainable development. Human resource management plays a vital role in the development process of the hospital. Because the human subjective initiative is the infinite driving force and source of an organization’s development and progress.

    Here are the articles to explain, Discussion Human Resource Management in Hospital Administration!

    The article mainly expounds on the important role of human resource management in hospital administration, combines the current situation of hospital human resource management, analyzes the existing problems, and proposes strategies to enhance the quality of hospital human resource management, hoping to provide certain direction and guidance for the development of the majority of hospitals. In the process of development and transformation in the economic, social, and scientific fields, medical and health undertakings have also entered a stage of rapid development.

    In this process, hospitals must take the initiative to make changes to continuously adapt to social development, especially in the context of increased medical market competition. Only by continuously improving the core competitiveness of hospitals can we gain a competitive advantage and achieve long-term sustainable development. For the medical industry, human resources are an important resource and the core resource of the hospital. All the daily work of the hospital is closely related to “people”.

    The important role of human resource management in hospital management

    (1) It is conducive to the hospital to better implement relevant management systems

    Although most hospitals do not have profitability as their main goal if hospitals want to achieve. Their development goals and improve social benefits, need to improve their internal management level. For hospitals, a high-quality talent team can promote them to achieve the goal of rapid development. To introduce and train more outstanding medical talents. Hospitals need to create a reasonable modern management mechanism and adjust the relevant systems according to development needs.

    For hospitals, excellent and high-quality talents are necessary for the long-term and sustainable development of hospitals. Hospitals need excellent medical personnel in the process of treating patients and providing medical services. If the hospital lacks outstanding medical workers, it will have a significant impact on the hospital’s medical work. Therefore, the management of the hospital’s human resources and attracting more outstanding medical workers to join will promote the sustainable development of the hospital.

    (2) It is conducive to the hospital to expand the introduction of talents and expand the talent team

    At a time when the competition for talents is extremely fierce if hospitals want to improve their competitiveness. They need to introduce outstanding talents according to their development needs. This is also one of the important ways to add fresh blood to the development of hospitals. Hospital human resource management can provide medical staff with a good development platform and a comfortable working environment, provide them with the labor remuneration they deserve, formulate corresponding job preparation plans, investigate and evaluate the professional abilities and work abilities of medical personnel, and ensure that the introduced talents can adapt to the pace of development of the hospital, thereby attracting more outstanding talents and expanding the talent team.

    (3) It is conducive to the hospital to train professional talents and improve the level of talent management

    Hospitals are a special kind of industry. If we want to achieve development and progress, establish a high-quality reserve talent team. Provide continuous motivation and source for the sustainable and high-quality development of hospitals. We need to pay attention to the training of talents. The training of reserve talents in hospitals is an important content in human resource management. Which can make up for the lack of human resources, optimize the talent structure, and reduce the brain drain.

    Talent training work in human resource management includes various internal training to encourage employees to continue learning to improve their workability and work efficiency. Most medical workers have relatively little clinical experience in the early stages of entering the hospital. They need to continuously accumulate clinical experience and improve their ability to work. These require the participation of the human resources department to enable the hospital’s talent training and human resource management to achieve high-quality and healthy development.

    The current situation and existing problems of hospital human resource management

    (1) The current situation of human resource management in hospitals

    With the rapid development and progress of various fields of society, the concept of human resource management has continuously penetrated all walks of life and has become an important means of internal management. Although the hospital is not for profit, the hospital involves personnel recruitment, personnel compensation management, employee relationship management, and other dimensions of content, and the hospital conducts reasonable human resource management. Which can help the hospital attract more high-quality talents, improve the skills and level of medical workers, and continuously accumulate work experience. To better complete the work of treating patients and saving lives, and to promote the development and progress of the hospital.

    Based on this, most hospitals have opened human resource management departments to improve human resource management within hospitals. However, judging from the current level and quality of human resource management in hospital administration, compared with other industries. Especially in the Internet industry, some hospitals still have many areas that need to be improved.

    (2) Problems in hospital human resource management

    At present, most hospitals have problems with understanding human resources, management systems, compensation, performance management, and cultural construction, and the efficiency of internal human resources utilization is not high.

    Insufficient understanding of human resources.

    At present, in the management process of most hospitals. The relevant staff’s understanding of human resource management is not yet in place. Most leaders do not realize the importance of human resource management. It is generally believed that human resource management is only related to the management efficiency of the hospital. But not to economic management. This leads to the automatic isolation of human resource management during the work process. And the human resource department cannot take advantage of it. Which ultimately affects the management quality of the hospital.

    Judging from the relevant data, the labor cost of hospitals has been showing an upward trend in the past ten years. The data show that the labor cost of hospitals is close to 1/4 of the total medical cost. Which is close to the level of some developed countries in the West. However, judging from the actual development of the hospital. This labor cost is not in line with the hospital’s development goals and budget planning, making the hospital’s labor cost high. In addition, in the hospital’s human resource management and team building, managers lack the professional knowledge and management experience of human resources, and the hospital’s human resource management model cannot adapt to the development of the hospital.

    Some public hospitals have not updated their human resource management methods and still, follow the traditional file management model. The management of hospital staff only stays in attendance and other aspects. They have not absorbed and learned advanced human resource management methods, and cannot motivate staff, resulting in the hospital’s economic management efficiency cannot improve.

    The human resource management system is not perfect.

    At present, the construction of the human resource management system of most public hospitals is still in its infancy. There are certain loopholes, which have led to the low quality of human resource management. The human resource management of most hospitals restricts employees from the aspects of employee attendance, reward and punishment systems, salary distribution, and work rules, rather than from the perspective of “people-centered”, how to mobilize the enthusiasm and creativity of employees, etc., to standardize employee behavior to achieve employee development and the realization of organizational goals, and the allocation of human resources is unbalanced, and medical personnel lack unified planning and management.

    Hindered the sustainable development of the hospital. Therefore, under the current hospital economic management system, the role of people is very large. Hospitals must pay attention to human resource management, pay attention to people’s psychological feelings. And adjust the management system to improve the enthusiasm of staff and help hospitals improve efficiency.

    The performance appraisal and compensation management methods are unreasonable.

    At this stage, the medical industry is developing rapidly, and the requirements for medical workers are also very high. They are not only required to have superb medical technology. But also to have high medical ethics and ideological and moral qualities. Hospitals need to improve salary and performance management in human resource management, enhance the enthusiasm of the staff, let them actively participate in the work of practicing medicine and treating diseases, and promote the rapid development of medical undertakings.

    At present, many hospitals have implemented performance management. But they have not formulated targeted assessment mechanisms based on the nature of work in different positions. Which has led to increased difficulty in personnel promotion and title evaluation in hospital human resource management. Which in turn affects the efficiency of hospital human resource management. The salary management and performance appraisal of many hospital staff are in form. Which is not conducive to the realization of the long-term healthy development strategy of the hospital.

    Insufficient cultural construction.

    The cultural construction of the hospital is related to the working environment and atmosphere of medical workers. A good hospital cultural atmosphere can provide a comfortable environment and atmosphere for medical workers. So that they can get full rest in their spare time, to better devote themselves to work. In addition, medical workers need to come into contact with all kinds of patients during their work. Which also requires them not only to have excellent medical knowledge and skills but also to be able to serve patients well.

    This requires medical workers to have high moral character and integrity and to master effective communication methods. At present, many hospitals have focused their development directly on the improvement of medical resources and medical skills. While ignoring the cultural construction of the hospital. In the long run, it will not be conducive to providing staff with a good working atmosphere and environment. It will also affect the patient’s medical service experience, and ultimately affect the realization of the hospital’s strategic development goals.

    Conclusion

    In summary, hospitals shoulder the responsibility of treating patients and saving lives. They are also the place where most medical workers work, study, and live. Therefore, human resource management needs to be strengthened. At present, the level of human resource management in hospital administration is uneven. Most hospitals still have problems such as poor concept awareness, imperfect system construction, and inadequate cultural construction. These are not conducive to the selection and employment of hospitals. They will hinder the healthy and high-quality development of hospitals to a certain extent.

    Human Resource Management in Hospital Administration Image
    Human Resource Management in Hospital Administration; Photo by Walter Otto on Unsplash.
  • Employee Involvement and Participation Examples in HRM

    Employee Involvement and Participation Examples in HRM

    Employee Involvement and Participation Meaning, Definition, Advantages, Disadvantages, with Examples in HRM or HR (Human resource management); Employee involvement and employee participation are like two sides of a coin. The two are complementary and the existence of the one is dependent on the other. Employee participation is seen as an effective behavioral tool for managing the industrial relations system. It sees differently by different people. This is a joint consultation before decision-making.

    Here is the article to explain, Employee Involvement and Employee Participation Examples in Human resource management (HRM or HR)!

    People management is a complex part of enterprise management, the terms employee participation, and employee participation often use in this area. The main purpose of this examples essay is to determine that employee involvement and participation have positive outcomes for the organization. To determine this, it is first necessary to define its meaning in personnel management and also to know the difference between Involvement and participation and then examine where empowerment fits into this perspective to prove that this method is used for positive employees. The results of this relationship illustrate the literature review on corporate governance practices.

    Management experts see it as an instrument to improve the overall efficiency of the company. For them, this means that employees allow participating in the decisions that affect them the most. It is a formal or informal system of communication and consultation in which employees inform about company affairs, express their views, and contribute to management decisions.

    This gives employee representatives the right to criticize, make constructive suggestions, and find out about decision-making issues. In short, employee participation increases the ability of employees to influence decision-making through appropriate accountability.

    What is meant by employee involvement in the organization’s human resource management?

    Employees, the strongest pillar of the company, are the most valuable asset that contributes importantly to its success and prosperity. It is the organization’s operations not only motivate them but also enable them to contribute more effectively and efficiently. In addition, employee participation is a process of participation, communication, decision making that leads to workforce democracy and employee motivation. They define as employee commitment to organizational values and willingness to help each other to achieve organizational goals. The result should not only increase job satisfaction or motivation but also increase the efficiency of this organization.

    In short, employee participation creates an environment in which people continually influence decisions and actions that affect their work. It is seen as an effective behavioral tool for managing the industrial relations system. It sees differently by different people. This is a joint consultation before decision-making. Management experts see it as an instrument to improve the overall efficiency of the company. For them, this means that employees allow participating in the decisions that affect them the most.

    The goal is to gain control over the decision-making process in a company. The participation of workers crystallizes the concept of corporate democracy and shows the efforts of employers to form teams of workers who work to achieve a common goal. It is the mental and emotional engagement that encourages contributing to goals and sharing responsibilities with them.

    Employee involvement is a formal or informal communication and consultation system through which employees inform about company affairs, express their views, and participate in management decisions. This gives employee representatives the right to criticize, make constructive suggestions, and find out about decision-making issues. In short, employee participation increases the ability of employees to influence decision-making through appropriate accountability.

    What is meant by employee participation in the organization’s human resource management?

    Participation management is an instrument for employee motivation. When subordinates involve in decision-making at all levels, it calls participation. According to New Storm and Davis, “Participation is the mental and emotional involvement of people in group situations that encourages them to contribute to group goals and share responsibility for them”.

    It defines in such a way that it is an employee engagement process intended to allow employees to exert influence and, if necessary, to participate in decisions about matters that affect them.

    According to the Chartered Institute of Personnel and Development (CIPD):

    It is “a range of processes designed to engage the support, understanding and optimum contribution of all employees in an organization and their commitment to its objectives”.

    By examining the basic concept of employee participation and some of the reasons employers use such a system, it can show that employee participation is an ongoing phenomenon (Marchington et al., 1993) and that criticism, although often justified, only emphasizes the need for better organizational goals and objectives. long-term and short-term business strategies.

    Employee participation: On the way to the culture of the future;

    Over the past decade, many companies have been attracted to various employee ownership programs as many commentators have campaigned for their benefit. As a result, employee participation, engagement, and empowerment became popular buzzwords in the 1990s. Participatory management systems such as quality circles, teamwork, and overall quality management do not always meet the expectations of management and employees and have been heavily criticized by some commentators.

    The difference between employee involvement and employee participation;

    In human resource management, the meanings of these two terms are quite different, even though they have the same meaning in vocabulary. In personnel management, they can define in such a way that employees involve in their interests. This is an individual and direct bond. Management takes the initiative with individual employees and commits to achieving certain common goals. It pursues the common similarities and interests between employees and management. Its main goal is employee empowerment and engagement. There are no hard and fast rules for increasing participation.

    On the other hand, employee participation in HR management is different from participation and is a collective process. He tries to participate in all important activities in the company. It involves participation in something and is more or less often supported by rules and/or laws dealing with labor rights. For best effect in the future, employee participation and codetermination can implement at the same time.

    Employees must engage and engage on behalf of the organization and individual employees. Then it becomes clear that there is a difference between employee participation and employee participation. The literature shows that worker participation is a pluralistic and collective approach. It aims to commits to corporate goals and relies on the maintenance of management controls.

    What is the difference between Employee involvement vs employee participation?

    Employee involvement and employee participation are like two sides of coin examples. The two are complementary and the existence of the one is dependent on the other. There is no important difference between the two terms. Participation is the act of sharing information and the importance of participating in the organization’s daily activities. The term participation use as an employee voice in the decision-making process and to describe different types of employee involvement in organizational affairs. Participate in any organizational setting where employees involve in aspects of the business that are not a specific type of employee engagement.

    It requires participation, which includes information sharing, training, and a shared decision-making process, while traditional participatory management views participation as part of other organizational processes. It is a general term that covers all forms of influencing employees in the organization. They use to describe management-inspired initiatives aimed at gaining employee engagement within the framework of labor democracy practices that aim to strengthen the rights of employees to participate in management decisions. This leads to an increase in work ethic and the preservation of a potential workforce, which leads to lower levels of burnout.

    Employee Involvement, Participation, Empowerment, and Authorization;

    The concept of employee participation is not complete without having something to do with employee empowerment. There is no single or simple definition of empowerment other than empowerment which is seen as the latest development following the increase in employee participation. Empowerment is the next step in employee engagement when employees have the power to make decisions. Employee empowerment is a means of involving team members as business partners in the success or failure of a company. The real essence of this comes from the release of knowledge, experience, and motivational powers that already exist in people but widely use. In short, it can say that employee participation or involvement leads to employee empowerment in various management decision-making processes.

    Advantages or Benefits of employee participation and involvement;

    Participation and involvement in the company have the following advantages:

    • Employee engagement means emotional and mental engagement, not just physical engagement.
    • They engage through employee representatives.
    • Employee participation can be formal or informal.
    • Collective bargaining and employee participation are different.
    • Workers’ participation occurs at various levels of government.
    • Participation includes the mental and emotional involvement of employees.
    • It shows teamwork among employees.
    • This is a motivational technique.
    • It can identify their own strengths and weaknesses.
    • This is a ubiquitous feature.
    • Employees become better off by being part of the decision-making process.

    Employee participation can carry out in various ways, for example through participation at the board level, through work committees, and quality circles.

    Disadvantages or Lack of employee participation and involvement;

    There are the following disadvantages to business participation and involvement:

    • It argue that employees need less information than managers in areas where they make different decisions.
    • Managers and managers may think that they will fire because of their interests and interests in corporate governance.
    • The rewards that motivate employees to share their ideas can be greater than the idea’s value.
    • Some employees have limited ambitions and expectations. So, if you fully commit to a decision, you may be hesitant to change it.
    • The next point is that not everyone has a strong desire for creativity and achievement; some have low expectations of their current or future situation.
    • Participation and involvement take time and decision-making will be slow due to participation.
    • Employee training or retraining can be expensive. Once attendance present to the staff, it will be difficult to withdraw from the staff.
    Employee Involvement and Participation Examples in Human resource management (HRM or HR) Image
    Employee Involvement and Participation Examples in Human resource management (HRM or HR); Image by Werner Heiber from Pixabay.
  • Participative Management: Meaning Advantages Disadvantages

    Participative Management: Meaning Advantages Disadvantages

    What is Participative Management? Explain Meaning with their Definition, Benefits, Advantages, and Disadvantages. Participative Management alludes to an open type of management where workers are effectively engaged with the association’s dynamic procedure. Participative (or participatory) management, also called worker association or participative dynamic, empowers the inclusion of partners at all degrees of an association in the investigation of issues, advancement of methodologies, and execution of arrangements. The idea applies by the directors who comprehend the significance of the human mind and look for a solid relationship with their workers.

    Do you know about Participative Management in HRM? Where we are use them? What are the Benefits, Advantages, and Disadvantages use Participative Management in HRM?

    Participative Management; Participative Management alludes to the way toward including workers or worker agents at all degrees of the choice-making process. They comprehend that the workers are the facilitators who manage the clients and fulfill their requirements. To beat the opposition in the market and to remain in front of the opposition, this type of management has been received by numerous associations.

    They invite imaginative thoughts, ideas, and musings from the workers and include them in the dynamic procedure. Representatives are welcome to partake in the dynamic procedure of the firm by taking an interest in exercises, for example, defining objectives, deciding work routines, and making proposals. Different types of participative management incorporate expanding the obligation of representatives (work enhancement); shaping self-guided groups, quality circles, or nature of-work-life boards; and requesting study input.

    Concepts of Participative Management:

    Participative management, in any case, includes more than permitting workers to partake in deciding. It likewise includes management treating the thoughts and proposals of representatives with thought and regard. The broadest type of participative management is the immediate representative responsible for the organization. Participative management is a sort of management that includes its workers of various levels to be a piece of a dynamic procedure, which really engages the individuals from the gathering. It is likewise a kind of management which incorporates the workers of the various situation to contribute their thoughts towards setting up of the authoritative objectives, urgent dynamic, and its usage procedure.

    Participative Management you may understand by example.

    Satyam is an extraordinary model; It has been executing a broad recommendation plot, “The Idea Junction”, since 2001. A constant online entryway is available in Intranet that can be gotten to by the entirety of its representatives all over the globe to help the whole life pattern of thought directly from its age until its execution. The fundamental thought behind embracing this management style was to make esteems and bring a feeling of belongingness in the representatives through thoughts, proposals, and grumblings. The entire method supported by a solid and far-reaching reward strategy that urges workers to perform better each time.

    All the representatives are welcome to share their perspectives on a specific part of the dynamic. Different kinds of participative management can be by expanding the duty of the representatives, making the self-guided gatherings, and requesting the study inputs. Participative management additionally necessitates that the thoughts and proposals gave by the workers are to pay attention to and checked whether they may be of any utilization to profit the association in any conceivable manner. In spite of the fact that the gathering chiefs have the last approach the dynamic procedure however the colleagues are given finished opportunity to think of something new and unique, which may impact the ultimate choice in any positive manner.

    Which means and Definition of Participative Management:

    The idea of representative investment in an association’s dynamic isn’t new. In any case, the thought couldn’t pick up that much prominence among associations. Studies have indicated that solitary 3-5 percent of associations have really actualized this idea in their everyday tasks. Despite the fact that the hypothesis of participative management is as old as the foundation of worker’s businesses still, it not applies by an enormous extent of associations. The thought behind worker association at each phase of dynamic is completely straight.

    Transparent correspondence consistently delivers great outcomes both for the association just as laborers. Opportunity and straightforwardness in the organization’s activities take it to the following level and fortifies the premise of the association. Then again, there are a few organizations that straightway preclude the chance of a participative dynamic procedure. As indicated by them, workers abuse their opportunity of articulation and interest in dynamic as it gives higher status to representatives and engages them.

    Benefits of Participative Management:

    Participative management as a dynamic style isn’t welcome by everyone! Work or worker’s guilds, for instance, don’t endorse this. A participative management style offers different advantages at all degrees of the association. By making a feeling of proprietorship in the organization, participative management ingrains a feeling of pride and rouses representatives to build efficiency so as to accomplish their objectives.

    Workers who take an interest in the choices of the organization feel like they are a piece of a group with a shared objective, and discover their feeling of confidence and inventive satisfaction elevated. Directors who utilize a participative style find that workers are more responsive to change than in circumstances in which they have no voice. Changes execute all the more adequately when workers have information and settle on commitments to choices. Interest keeps representatives educated regarding up and coming occasions so they will know about expected changes.

    In short:

    The association would then be able to put itself in a proactive mode rather than a receptive one, as administrators can rapidly recognize territories of concern and go to workers for arrangements. Cooperation assists representatives with increasing a more extensive perspective on the association. Through preparing, improvement openings, and data sharing, workers can get the calculated abilities expected to become powerful chiefs or top heads. It additionally builds the responsibility of representatives to the association and the choices they make.

    Innovativeness and development are two significant advantages of participative management. By permitting a different gathering of workers to have a contribution to choices, the association profits by the cooperative energy that originates from a more extensive selection of choices. At the point when all representatives, rather than just directors or heads, allows the chance to take an interest, the odds expand that a legitimate and one of a kind thought will recommend. What are the Participation and Organizational Climate?

    In any case, we may specify the benefits of participative management as follows:

    Advancement and expanded proficiency:

    The critical thinking procedure and receptiveness to new thoughts can bring about development. Aside from this as referenced above there is additional information sharing among the laborers and the chiefs. This implies the individuals who are a piece of a specific procedure at the ground level give contributions for improved effectiveness of the equivalent. This has double ramifications, improving the nature of the item and reducing the expense of assembling.

    Idealness:

    There improves the correspondence between the supervisors and the laborers and between laborers across various units. An escape clause or blemish accounts for in time.

    Representative fulfillment and Motivation:

    Empowering the workers to expand their possession or stake in their work. This builds effectiveness and profitability. Thus, there diminishes non-attendance and less representative turnover. This additionally works in pulling in more individuals towards the association and the activity.

    Item quality:

    A state in dynamic implies that laborers can quickly pinpoint and propose healing measures for improving the productivity of the procedure they separate from. This implies quality control in the item or administration practics for the most minimal level.

    Fewer oversight prerequisites:

    There is a more prominent spotlight on the management of self with a due accentuation on broadening one’s range of abilities. One of the significant advantages of this is there is a lesser requirement for management and care staff.

    Better complaint redressal:

    Increased correspondence clears route for a decreased number of complaints and brisk and compelling goals of the debate (regularly on the spot). Association – management relationship likewise profits and fortifies.

    Recruiting Flexibility:

    Hiring adaptability expands because of broadly educating. Expanded coordination among colleagues likewise offers a safe place for the recently employed.

    Participative management in this way brings about a general increment in the responsibility for the work of a worker. This strengthening can prompt expanded effectiveness, better profitability, improved confidence, and occupation fulfillment. However, the reality the participative management requires a general change in the hierarchical culture, the execution of the equivalent, particularly when there is a bureaucratic style of dynamic set up, can be a significant test!

    Participative Management Meaning Advantages Disadvantages Image
    Participative Management: Meaning Advantages Disadvantages; Image from Pixabay.

    Essentially talking about the advantages of participative management:

    Coming up next are a couple of advantages of participative management;

    • Participative management offers different various sorts of advantages to the workers of various levels in the association. This activity empowers and propels the workers to build their efficiency so as to accomplish their authoritative objectives.
    • Chiefs utilizing this style discover representatives more agreeable to change than in the position where they have no voice. The support of the representatives keeps them refreshed with the forthcoming occasions for which the workers should arrange in advance.
    • The investment of the representatives empowers them to have a more extensive perspective on the association. With the assistance of the improvement openings, thought sharing, and preparing, workers can gain the propelled abilities expected to turn into the top chief of the association.
    • Participative management likewise draws out the innovativeness and advancement of the representatives. When there is a wide selection of alternatives originating from various gatherings of representatives, it improves the collaboration of the gathering.

    Propelled Advantages of Participative Management:

    Without a doubt, a participative way to deal with management expands the stake or responsibility. Yet, there is a whole other world to it. The accompanying focuses explain the equivalent.

    Increment in Productivity:

    An expanded state in dynamic implies that there is a solid inclination of affiliation now. The representative currently accepts accountability and assumes responsibility. There is lesser news or appointment or oversight from the director. Working hours may get extended all alone with no impulse or power from the management. This prompts expanded profitability.

    Occupation Satisfaction:

    In bunches of associations that utilize participative management, a large portion of the workers are happy with their employment, and the degree of fulfillment id exceptionally high. This is particularly when individuals see their proposals and suggestions being actualized or put to rehearse. Mentally, this tells the individual representative that, ‘he also has a state in dynamic and that he also is an indispensable part of the association and not a minor specialist’.

    Inspiration:

    Increased profitability and occupation fulfillment can’t exist except if there is a significant level of inspiration in the representative. The other way around additionally remains constant! Decentralized dynamic implies that everybody has a state and everybody is significant.

    Improved Quality:

    Since the data sources or input originates from individuals who are a piece of the procedures at the most reduced or execution level. This implies even the minutest subtleties are dealt with and detailed. No imperfection or escape clause goes unreported. Quality control consequently starts and guarantees at the least level.

    Diminished Costs:

    There is a lesser requirement for oversight and more accentuation is laid on the enlarging of abilities, self-management. This and quality control implies that the expenses control naturally.

    Propelled Disadvantages of Participative Management:

    There is a flip side to everything; participative management stands no special case to it. Though this style of authority or dynamic prompts better interest of the considerable number of representatives, there are without a doubt a few disadvantages as well.

    Dynamic eases back down:

    Participative management represents expanded cooperation and when there are numerous individuals associated with dynamic, the procedure certainly eases back down. Data sources and criticism begin pouring from each side. It requires some investment to confirm the exactness of estimations which implies that dynamic will ease back down.

    Security Issue:

    The security issue in participative management additionally emerges from the way that since the beginning phases an excessive number of individuals know to bunches of realities and data. This data may change into basic data in the later stages. There is in this manner a more noteworthy worry of data being spilled out.

    The advantages appear to dwarf the disadvantages. This anyway is no confirmation that one ought to indiscriminately embrace it for his/her association. Associations are extraordinary and along these lines the way of life, the HR. A profound comprehension of both requires so as to learn a dynamic style and embrace the equivalent.

  • What is HRM (Human Resource Management)? Introduction, Meaning, and Definition

    What is HRM (Human Resource Management)? Introduction, Meaning, and Definition

    What is HRM? Human Resource Management is concerned with the “people” dimension in management. Introduction, Meaning, and Definition of HRM; Since every organization is made up of people, acquiring their services, developing their skills, motivating them to a high level of performance, and ensuring that they continue to maintain their commitment to the Organisation are essential to achieving organizational objectives.

    Here is the article to explain, HRM What is Human Resource Management? Introduction, Meaning, and Definition.

    This is true regardless of the type of Organisation Government, business, education, health, recreation, or social action. Those organization that is able to acquire, develop, stimulate and keep outstanding workers will be both effective, able to achieve their goals, and efficient (expanding the least amount of resources necessary). Those organization that is inefficient and ineffective risk the hazards of stagnating or going out of business.

    Definition of HRM:

    The following definitions below are;

    According to Thomas G. Spates,

    “HRM is a code of the ways of organizing and treating individuals at work so that they will get the greatest possible realization of their intrinsic abilities, thus attaining maximum efficiency for themselves and their group and thereby giving to the enterprise of which they are a part its determining competitive advantage and its optimum results.”

    George Terry has succinctly stated that HRM is concerned with the obtaining and maintaining of a satisfied workforce. He further clarified that HRM is concerned with maximizing the effectiveness of the workforce through the application of sound and proved personnel policies and practices.

    According to Dale Yoder,

    “HRM is the function or activity aiding and directing working men and women in maximizing their contributions and satisfaction in employment. It helps ‘workers’ including all those who work, from unskilled common laborers to corporation presidents or public administrators, – combine their efforts with those of others in providing the administrators – combine their efforts with those of others in providing the services and products we all want.”

    In the words of Flippo, HRM is the planning organizing, directing, and controlling of the procurement, developments, compensation, integration and maintenance and separation of human resources to the end that individual, organizational and societal objective are accomplished.

    According to the process system view, human resources management is the systematic planning, development, and control of a network of the interrelated process affecting and involving all members of the organization.

    HRM Processes;

    These processes include:

    • Human resources planning.
    • Job and work design.
    • Staffing.
    • Training and development.
    • Performance appraisal and review.
    • Compensation and reward.
    • Employee protection & representation, and.
    • Organization improvement.

    According to another view, human resource management refers to the practices and policies; Also, you need to carry out the people aspects of your management job.

    These includes:

    • Conducting a job analysis.
    • Planning labor needs and recruiting candidates.
    • Also, Selecting job candidates.
    • Orienting and training new employees.
    • Managing wage and salaries.
    • Providing incentives and benefits.
    • Appraising performance.
    • Also, Communicating.
    • Training & development, and.
    • Building employee commitment.

    To effectively manage these process, human resources systems are planned, developed and implemented through the combined efforts of all managers and human resources specialists – and frequently all employees – in an organization. Overall, the systems are intended to achieve organization-wide goals and contribute to organizational effectiveness and productivity.

    From the foregoing definitions it may be concluded that there is no standard definition of the term ‘HRM’, some authorities have defined it in terms of its functions, some others in terms of its objects and some in terms of human relationships.

    What is HRM (Human Resource Management) Introduction Meaning and Definition
    What is HRM (Human Resource Management)? Introduction, Meaning, and Definition. #Pixabay.

    The elements of HRM:

    However, there are certain elements which are common to most of these hrm definitions:

    First elements:

    HRM aims at getting the best results out of the employees. In other words, it has the overall goal of securing the optimum contribution from the human factor in business.

    Second elements:

    It does not, however, follow from above that this modem branch of business management is geared to the exploitation of the employees. Also, Good HRM helps the employees develop their capacities to the full and derive the greatest satisfaction from their work. It, thus, looks to their needs, comforts, and grievances, As Scott, Clothier and Sprieged put it, four different angles or elements of the employee-in his-work unit must be given due consideration.

    There are:

    • Capacities; referring to those abilities, to those attainments, inherited or acquired, that a worker has, is capable of exercising, and must, to a certain degree at least, an exercise in his work.
    • Interest; not only an individual’s desires, and ambitions, but also his instinctive, impulsive tendencies, vague, bearing, and ill-defined carvings that may or may not stir him to his fullest action in performing his duties.
    • Opportunities; not only opportunities for advancement, although, that is including, opportunities to exercise his capacities and satisfy his interests also.
    • Personality; the total of a worker’s reaction to his experiences and environment. Personality is manifest by an individual’s reception by others. Also, Management has only a minor role in influencing personality; but the worker’s personality has a great influence on his opportunities.
    Third elements:

    Good HRM aims at promoting group satisfaction, building up what is known as team spirit, because it is the joint effort that is more important.

    Forth elements:

    The work-related to human resources is of a continuous nature. In George Terry’s words, it cannot turn on and off like water from a faucet; it cannot practice only one hour each day or one day a week. Also, It requires constant alertness and awareness of human relations and their importance in everyday operations it is, thus, a way of approach, a technique of thinking, a philosophy of management which has to be kept in view at all times and at different levels of the organization.

    Thus, human resource management refers to the set of programs, functions, and activities designed and carried out to maximize both employees and organizational effectiveness.

  • Why are Training and Development required in HRM?

    Why are Training and Development required in HRM?

    The Concept of the study Explains – Training and Development required in HRM – Importance, advantages, disadvantages, and process. There is continuous pressure for efficiency and if the organization does not respond to this pressure, it may find itself rapidly losing its market.

    Understanding and Learn, Why are Training and Development required in HRM?

    Also, Training imparts skills and knowledge to employees so that they contribute to the organization’s efficiency and can cope with the pressures of a changing environment. Corporate Training at crazymonkeycafe.com.

    As well as, The viability of an organization depends to a considerable extent on the skills of different employees, especially that of the managerial cadre, to relate the organization to its environment. Therefore, in any organization, there is no question of whether to train its employees or not, the only choice is that of following a particular training and development method. Three factors that necessitate continuous training in an organization are technological advances, organizational complexity, and human relations. All these factors are related to each other.

    Training and development can play the following role in an organization.

    Increases Efficiency!

    Training and development increase skills for doing a job in a better way. This is more important in the context of changing technology because the old method of working may not be relevant. As such, training requires even to maintain a minimum level of output.

    Increases Morale!

    Training and development increase the morale of employees. High morale is evidenced by employee enthusiasm. Training increases employee morale by relating their skills with their job requirements. The Possession of skills necessary to perform a job well often tends to meet human needs such as security and ego satisfaction. Trained employees can see the jobs in a more meaningful way.

    Better Human Relations!

    Training increases the quality of human relations in an organization. The growing complexity of organizations has led to various human problems like inter-personal and inter-group problems. These problems can be overcome by suitable human relations training.

    Reduced Supervision!

    Trained employees require less supervision. Autonomy and freedom can be given if the employees are trained properly to handle their jobs without the help of supervision. With reduced supervision, a manager can increase his span of control in the organization which saves cost to the organization.

    Increased Organizational Viability and Flexibility!

    There is no greater organizational asset than trained personnel because these people can turn the other assets into a productive whole. Also, Viability relates to the survival of the organization during bad days and flexibility relates to sustaining its effectiveness despite the loss of its key personnel and making short-term adjustments with the existing personnel. Such adjustment is possible if the organization has trained people who can occupy the positions vacated by key personnel. The organization, which does not prepare a second line of personnel who can ultimately take charge of key personnel, may not be successful in the absence of such key personnel for whatever reason.

    Importance of Training and Development:

    For companies to keep improving, organizations need to have continuous training and development programs for their employees. Competition and the business environment keep changing, and hence it is critical to keep learning and picking up new skills. The importance of training and development is as follows:

    • Optimum utilization of Human resources
    • Development of skills
    • To increase the productivity
    • To provide the zeal of team spirit
    • For improvement of organizational culture
    • To improve quality, safety
    • To increase profitability
    • Improve the morale and corporate image
    Need for Training and Development:

    Training and development of employees is a costly activity as it requires a lot of quality input from trainers as well as employees. However, the company must revise its goals and efficiencies with the changing environment. Here are a few critical reasons why the company endorses training and development sessions.

    • When management thinks that there is a need to improve the performance of employees
    • To set up the benchmark of improvement so far in the performance improvement effort
    • To train about the specific job responsibility
    • To test the new methodology for increasing productivity
    Advantages of training and development:

    Training and development have a cost attached to it. However, since it is beneficial for companies, in the long run, they ensure employees stand trained regularly. Some advantages are:

    1. Helps employees develop new skills and increases their knowledge.
    2. Improves efficiency and productivity of the individuals as well as the teams.
    3. Proper training and development can remove bottlenecks in operations.
    4. New & improved job positions can be created to make the organization leaner.
    5. Keeps employees motivated and refreshes their goals, ambitions, and contribution levels.
    Disadvantages of training and development:

    Even though there are several advantages, some drawbacks of training and development are mentioned below:

    1. It is an expensive process that includes arranging the correct trainers and engaging employees for non-revenue activities.
    2. There is a risk that after the training and development session, the employee can quit the job.
    Training and Development Process:

    Training and development is a continuous process as the skills, knowledge, and quality of work need constant improvement. Since businesses are changing rapidly, companies must focus on training their employees after constantly monitoring them & developing their overall personality.

    The steps for training and development processes are:

    • Determine the need for training and development for individuals or teams
    • Establish specific objectives & goals that need to be achieved
    • Select the methods of training
    • Conduct and implement the programs for employees
    • Evaluate the output and performance post the training and development sessions.
    • Keep monitoring and evaluating the performances and again see if more training is required.

    Human resource management regards training and development as a function concerned with organizational activity aimed at bettering the job performance of individuals and groups in organizational settings. Training and development can be described as “an educational process which involves the sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance the performance of employees”. The field has gone by several names, including “Human Resource Development”, “Human Capital Development” and “Learning and Development”.

    Some explanations of training and development are some of the major HRM tasks:

    Most organizations see training and development as an integral part of human resource development activity. Centenary Turn has focused the same focus on organizations globally. Many organizations have made training hours mandatory for employees per year, keeping in mind the fact that technology is keeping employees at a very fast rate.

    So what is training and development? Is it really important for organizational existence or can they survive without prejudice? Training and development is one more thing or are they different? Training can be described as an effort to improve or improve additional qualifications or skills in an employee employed at present to increase performance or productivity.

    In technical training, there is a change in attitude, skill, or knowledge of a person with resultant improvement in practice. To be effective for the training, it should plan activities conducted entirely after analysis and goal after some qualifications, most importantly it is to organize in a learning environment.

    When designing a training program, it should keep in mind that both individual goals and organizational goals are kept in mind. Although it may not be possible to ensure sync, competencies are chosen in such a way that victory and win for the employee and organization are created.

    Generally, the organization prepares its training calendar at the beginning of financial training, where training needs stand identified for employees. This requirement of identification called ‘training requirement analysis’ is a part of the performance evaluation process. After the analysis, the number of training hours with training intervention was fixed, and it spread strategically in the following year.

    A better understanding of Development:

    Very time training with development is confusing, both components of the same system are different in some cases. The opportunities created to help growth workers grow. It is in the long run or the future in the future against the training, which focuses on the current job. It is not limited to the path of a job in the current organization but can also focus on other developmental aspects.

    In Gaudier, for example, employees are expected to participate in the training program on presentation skills essentially, though they are also free to choose a course on ‘Leadership approach through literature’. While the presentation skill program helps them on the job, literature-based programs can directly help them or not.

    Similarly, many organizations prefer some employees for the programs to develop them for future posts. This is done based on the current attitude, skills and abilities, knowledge, and performance of the employee. Most leadership programs are of this nature, with the view to making and nurturing leaders for tomorrow.

    Therefore, the major difference between training and development is that training stands often focused on current employee requirements or eligibility intervals, while development concerns itself with the preparation of people for assignments and responsibilities in the future.

    With technology, with more desk workers and industrial workers standing replaced by knowledge workers, training and development are at the forefront of HRD. In response to training and business needs, it is now in the Human Development Department to play an active leadership role.

    Why are Training and Development required in HRM - ilearnlot
    Image Credit to ilearnlot.com.
  • Explain IHRM, International Human Resource Management

    Explain IHRM, International Human Resource Management

    IHRM, International Human Resource Management; Many corporations are expanding their markets into regions or other countries they have never touched before. These corporations are experiencing an evolutionary stage: internationalization. It is clear that effective human resource management of an organization is the major competitive advantage and may even be the most important determinant of organizational performance. Thus, to survive in the crucial global economic market, a multinational corporation (MNC) mainly relies on the capability of its international human resource management (IHRM) during the internationalization process. In other words, it is the IHRM’s responsibility to enable the MNCs to be successful globally. Also learn, What are the Financial Intermediaries? Explain IHRM (International Human Resource Management).

    Learn, Explain IHRM, International Human Resource Management Definition, Importance, Strategic, Culture, and Dimensions.

    What is IHRM? Actually, it is not easy to provide a precise definition of international human resource management (IHRM) because the responsibility of an HR manager in a multinational corporation (MNC) varies from one firm to another. Generally speaking, IHRM is the effective utilization of human resources in a corporation in an international environment. IHRM defines as “the HRM issues and problems arising from the internationalization of business, and the HRM strategies, policies, and practices which firms pursue in response to the internationalization of business”.

    The term IHRM has traditionally focused on expatriation. However, IHRM covers a far wider spectrum than expatriation management. Four major activities essentially concerned with IHRM were recruitment and selection, training and development, compensation and repatriation of expatriates.

    Definition of IHRM (International Human Resource Management):

    Recent definitions concern IHRM with activities of how MNCs manage their geographically decentralized employees to develop their HR resources for competitive advantage, both locally and globally. The role and functions of IHRM, the relationship between subsidiaries and headquarters, and the policies and practices consider in this more strategic approach. IHRM also defines as a collection of policies and practices that a multinational enterprise uses to manage local and non-local employees it has in countries other than their home countries.

    Due to the development of globalization, new challenges occur and increase the complexity of managing MNCs. IHRM sees it as a key role to balance the need for coordinating and controlling overseas subsidiaries, and the need to adapt to local environments. Therefore, the definition of IHRM has extended to management localization, international coordination, and the development of global leadership, etc.

    To sum up, IHRM should not become a description of fragmented responses to distinctive national problems nor about the ‘copying’ of HRM practices, as many of these practices suit national cultures and institutions. Indeed, issues of concern in IHRM are those of consistency or standardization within diverse social and cultural environments.

    Reasons for growing Importance of IHRM (International Human Resource Management):

    To explore the field of IHRM, it is important to understand why there is a gradual increase in interest in International Human Resource Management. The Concept of IHRM International Human Resource Management): What is IHRM? Definition of IHRM International Human Resource Management), Reasons for the growing importance of IHRM International Human Resource Management), Strategic International Human Resource Management, IHRM and Culture, Understanding Culture as Layers, Hofstede’s Cultural Dimensions.

    IHRM is of great importance at present for a number of reasons:

    First importance:
    1. Recent years have witnessed the rapid growth of globalization and international competition. Multinational corporations (MNCs) have increased in number and significance, which contribute to the growing importance of the international role of human resource management.
    2. It has been increasingly recognized that the effectiveness of human resource management is one of the major factors to determine the success or failure of the international business. There is also recognition that the quality of management in international operations seems to be more critical than in domestic operations.
    3. A growing shortage of managers with international exposure and experience is becoming an increasing deficiency that affects a company’s corporate efforts to expand abroad. Meanwhile, the emerging markets require managers with distinctive competence and context-specific knowledge of how to do business successfully in countries that are both culturally and economically distant. Thus, a larger role for IHRM activities in multinational corporations assign.
    Second importance:
    1. The failure in the international business arena is often costly both in human and financial terms and proves to be more severe than that in domestic business. Companies need to take precautionary measures to train and compensate human resources. This makes a full-fledged IHRM necessary.
    2. HR strategy plays a significant role in the control and implementation of MNCs. It is not difficult to determine which strategy to pursue an MNC in an internationalizing environment. What challenges is how to implement these strategies to be successful. Developing unique organizational cultures is far more important than structural innovations in any global or transnational strategy. To this extent, IHRM strategy becomes the crucial determinant of the implementation and success of the MNC strategy.
    3. The complex nature of HRM problems involving in the global environment underestimates by some companies. Poor management of human resources often results in business failures in international business. Expatriate performance failure or underperformance continues to be problematic for IHRM in many international corporations.

    Strategic International Human Resource Management:

    Under the global context, understanding how multinational Corporations (MNCs) can operate more effectively becomes more important than ever. This links an MNC with the need of an internationalized strategy which can direct its subsidiaries’ operation not only in the home country but also in different parts of the world.

    There are several reasons to develop IHRM strategy:

    • at any level, HRM is important to strategy implementation;
    • major strategic components of multinational enterprises have a major influence on international management issues, functions, and policies and practices;
    • the attainment of the concerns and goals of MNCs can influence by many of these characteristics of IHRM;
    • the study of IHRM is challenging and important because there are a wide variety of factors making the relationship between MNCs and IHRM complex.
    Major strategic:

    Strategic IHRM defines as human resource management issues, functions and policies, and practices that result from the strategic activities of multinational enterprises and that impact the international concerns and goals of those enterprises.

    Two major strategic components of MNCs that influence Strategic IHRM point out: inter-unit linkages and internal operations. Regarding inter-unit linkages, multinational enterprises are concerned with how to effectively operate their various worldwide operating units. In particular, the key objectives appear to be how these operating units differentiate and integrate, control, and coordinate.

    For strategic IHRM, the issues associated with integrating and coordinating an MNC’s units represent a major influence on strategic IHRM issues, policies, and practices. Concerning internal operations, they require the same attention as the linkage of the units, since they all influence MNC effectiveness. Each unit has to operate as effectively as possible relative to the competitive strategy of the MNC and the unit itself.

    It has been argued that the success of strategic IHRM in an MNC largely influence by the quality of its human resources and how effectively the corporation’s employees manage.

    Three types Strategic Approach:

    Three approaches describe how multinational companies manage the human resources and their overseas subsidiaries: ethnocentric, polycentric, and geocentric.

    • Ethnocentric Approach: This practice usually happens in the early stage of a firm’s internationalization involvement. With this approach, strategic decisions are all made by the headquarters, and the management practices transfer to the subsidiaries. The most important positions fill by parent-country nationals (PCNs). As a result, little autonomy gives to overseas operating units. During this stage, home country expatriates exercise tight control.
    • Polycentric Approach: When the strategy becomes polycentric, there is a marked decline in the number of PCNs sending abroad; and, their role changes into communication and coordination of strategic objectives. Host-country nationals (HCNs) recruits to manage the operating units in their own country; because local managers know more about the local circumstances and are more familiar with local business ethics. More autonomy gives to local managers to develop their own management practices appropriate for the subsidiary.
    • Geocentric Approach: This approach relates most closely to the global or transnational strategy. The selection of employees base on competency rather than nationality. The best headquarter and local practices combine by MNCs to come up with a global-implemented HR strategy.

    Most MNCs take the IHRM strategy as a guideline and implement it locally. It is, therefore, the HR managers’ responsibility to provide the proper international HR strategy to prepare; and, manage the employees in their home country or an international assignment.

    IHRM and Culture:

    Different cultures of various countries and MNCs are one of the most important and difficult challenges to the conduct of IHRM. National and organizational cultures differentiate from one country and firm from those of another. Often these differences clash when companies conduct business in the multinational environment. Cultural differences across countries can influence people in their work environment.

    Hofstede defines culture as “the collective programming of the mind which distinguishes the members of one human group from another”. It is important to understand peoples’ different cultural backgrounds to be able to identify the consequences for international management. Culture is a crucial variable in international assignments and should include in international management practices. Knowledge about and competency in working with country and company cultures is the most important issue impacting the success of the international business activity, understanding various values, beliefs, and behaviors of people are essential aspects of success for doing business internationally.

    Understanding Culture as Layers:

    The multiple layers of meaning of “culture” are one of the complexities that make it so difficult to manage. There are a large number of readily observable characteristics (such as food, art, clothing, greetings, and historical landmarks) that differ obviously from other countries or operations. Sometimes these refer to manifestations of underlying values and assumptions which are much less obvious.

    One way to understand this complexity explain by the layers of culture model. The model represents the culture as a series of layers. Moving from outside to inside, each layer represents less and less explicit values and assumptions; while the values and assumptions become more important in determining the attitudes and behaviors. The outermost layer, which calls the surface layer, corresponds to readily visible values and assumptions, like dress, body language, and food.

    The middle layer or the hidden culture layer corresponds to religions, values, and philosophies concerning for example what is right and wrong. The invisible layer at the core represents one culture’s universal truths, which is most difficult for foreigners to understand. There exist different cultural dimension among different cultures. These cultural dimensions have been identified and one frequently cited work from a well-known researcher within this cultural dimension field is Geert Hofstede.

    Hofstede’s Cultural Dimensions:

    Hofstede has identified five cultural dimensions for which each country could be classified in. These five dimensions are power distance, uncertainty avoidance, individualism versus collectivism, masculinity versus femininity, and long-term versus short-term orientation. Power distance indicates the level of inequality in institutions and organizations. A country with large power distance is characterized by formal hierarchies and by subordinates; who have little influence in their own work and where the boss has total authority.

    Uncertainty avoidance focuses on the level at which people in a certain country tolerate uncertainty and ambiguity within the society. High uncertainty indicates that the country has a low tolerance for uncertainty and ambiguity. This will inevitably create a rule-oriented society; which institutes laws, regulations, and controls to diminish the amount of uncertainty.

    Many things:

    Individualism versus collectivism refers to the degree where people prefer to take care of themselves; and, making their own decisions rather than being bound to groups or families. A highly individualistic society consists of usually impersonal and loose relationships between individuals; while a low individualistic society has more tight relationships between individuals, hence referred to as collectivism by Hofstede. The masculinity versus femininity dimension describes if a culture is bound towards values; that is seen as more similar to women’s or men’s values.

    Masculinity is characterized by stereotype adjectives such as assertiveness and competitive, while the femininity is characterized by modesty and sensitivity. A high masculinity ranking indicates the country experiences a high degree of gender differences, usually favoring men rather than women. The fifth and last cultural dimension is long-term versus short-term orientation. A long-term oriented society emphasizes on building a future-oriented perspective in contrast to the short-term oriented society which values the present and past.

    Explain IHRM (International Human Resource Management) - ilearnlot
    Explain IHRM (International Human Resource Management)
  • The Strategic Human Resource Management Model!

    The Strategic Human Resource Management Model!

    Learn and Study, the Strategic Human Resource Management Model!

    There are several components that makeup SHRM. Each of these blocks has underlying values and assumptions that, in principle, have already been described. What is the Strategic Human Resource Management Model? PDF, PDF Reader, and Free Download. However, there are also contentious debates on whether there is any well-grounded model on strategic human resource management based on a specific discipline. The major differences are areas of emphasis between business strategies as determinants of human resource strategies and hence aiming at ‘strategic fit’ on one side or a universal approach to making human resource functions responsive to strategic business requirements. Also learned, Guide to Theories in HRM! The Strategic Human Resource Management Model!

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    The ‘universal approach’ or people as the resource for gaining a competitive advantage are based on the ‘resource-based theory’. This lack of clarity has led to a model that tries to capture important attributes of strategic human resource management model as depicted in Figure 1. The figure displays ten main tenets of strategic human resource management which characterize the philosophical nature of strategic people management and what managers and employees ought to put in place and do in order to excel in a competitive business environment. The description for each tenet is provided below.

    Figure 1 Strategic human resource management model:

    The Strategic Human Resource Management Model - Organizational Ability - ilearnlot

    #Making strategic value choices:

    Although the model suggests ten strategic variables of human resource management that have to be embodied in systems, practices, and competencies in order to guide employees as individuals and teams to higher level performance, managers have to focus on the most valuable aspects, depending on the organizational strategy. For example, an organization that emphasizes creativity and innovation will choose and reward employee behavior that demonstrates risk-taking initiatives. That is to say, each of the nine constituents of the model will have different aspects to deal with but managers will have to make decisions and choose systems, processes, programmes or activities with the most strategic value for the individuals, teams, and the organization.

    #Strategic integration:

    Since HRM is related to other organizational strategies, integration is not only desirable but also necessary to ensure that human resource management decisions are not made for their own sake. HRM policies and procedures need to be linked with an organization‘s strategy, its objectives, and its activities so that performance can be judged in terms of the degree of strategic fit between business strategies and human resource strategies. Also Free Download PDF File: The Strategic Human Resource Management Model!

    #Employees as most valuable:

    No organization can excel without having the right human resources. Experience suggests that human resources are a key factor in attaining a competitive advantage. It needs to be developed through nurturing, coaching, training, respect and love, care, and encouragement, which are key components of motivation packages. The degree to which the emphasis on staff development of both current and future performance requirements is taken into account depends on the position of the organization in its life cycle.

    The premise that human resources are the most valuable of all resources also presupposes that human resource functions cannot be left to personnel departments alone. There is need to place this function to all functional departments with the human resource manager remaining a team leader. Optimal utilization of this asset requires that there should be a deployment of right numbers and skills at the right place at the right time. The old tradition where departmental managers struggled to build their own empires by recruiting and retaining staff no longer holds sway in strategic human resource management.

    #Emphasis on management of support staff:

    Along the same logic of valuing human resources, managers are challenged to support staff through various techniques so that the latter can have a sense of belonging, enjoyment from the job, gain confidence in the management, identify with the organization and feel that they own it. Informal interactions, open door policy, coaching and mentoring, attractive employee welfare schemes are some of the techniques used to support staff and make them feel proud of their work and the organization.

    #Strengthening management and employee’s commitment:

    Commitment at all levels of the organizational structure depends on the perceptions and attitudes of both the management and employees towards each other. Negative perceptions and attitudes are the sources of low morale and lack of interest in both the job and the organization. For example, if employees feel that management ignores them when the former attempts to exercise their rights, the level of commitment would be low. Similarly, if the management feels that the workers are lazy and too demanding, they are likely to lose commitment in supporting such staff. However, since in principle, strategic human resource management should be the responsibility of top management, any sign of low employee commitment is the result of poor handling of human resource management issues at the top management level.

    Employee commitment can be secured through various techniques. Some are ritualized including organizational songs, slogans, attire or informal gatherings such as cocktail parties etc. Employee involvement in the affairs of the organization through the contribution of ideas, motivation through encouragement, recognition of the individual as well as group efforts in accomplishing tasks by rewarding appropriately make a difference in inducing commitment from staff.

    #Effective communication:

    Effective communication occurs when a message is received and understood in the same way as the sender intended it. It involves the careful organization of ideas, assessment of the right mode of transmission and the nature of the receiver. Studies have shown that most problems experienced in people management are due to poor communication. Strategic human resource management appreciates the role of communication as a critical tool in day-to-day human resource management. Open channels of communication that build trust and mutual understanding, helping employees to internalize the organization’s vision, mission statement, core values, policies, objectives, and activities are essential.

    Frequent meetings with the top management, departmental and team meetings present the best opportunities for effective communication. Other channels include close interaction between staff and supervisors, billboards, brochures and instruction manuals. Informal communication is very useful in disseminating information if the danger of rumors and gossip is to be contained.

    #Decentralisation for empowerment:

    Strategic human resource management calls for a decentralization of decision making and problem-solving at the lowest levels possible in the organizational hierarchy. That is, allow decisions to be made at the very source of activity. Operational staff and teams are the public faces of the organization. Therefore they need power, authority, and motivation to take the right decisions at that level. Organisations with a human resource management culture cannot afford to embarrass themselves in front of a valued customer by failing to conclude business deals simply because a particular manager has to make a minor, unnecessary routine decision.

    #Flexibility and adaptation:

    The nature of today’s business’ success lies in the ability to promptly respond to the unpredictable and fast-changing environment. Flexible but robust rules and regulations, flatter organization structures, preference for a multi-skilled workforce, and use of convertible production technologies are some of the strategies used to improve an organization’s ability to cope with environmental pressure.

    #Creativity and innovation:

    SHRM calls for the management and employees to work together and come up with new ideas that can be put into practice so that new business opportunities can be created. With regards to employees’ management, creativity and innovation are required in areas such as pay schemes that are internally fair and externally competitive, job enrichment, enlargement, leadership, team building, retraining, and better employment arrangements.

    #Obsession with quality:

    In the language of total quality management, the customer is always right and quality is seen in the eyes of customers. In order to produce the best quality goods and provide the best quality services as perceived by the customer when compared to other producers or suppliers, the organization need staff orientated towards, and a motivation for excellence in quality products and services. Careful recruitment and selection of staff, appropriate training and development programmes, use of quality circles, and performance management systems that reward employees according to contribution are some of the strategies used to build and sustain a culture of quality.

    The oval-shaped pictorial view of the model and the interaction between variables emphasize the fluidity, complexity and dynamic nature of the SHRM model. For example, effective communication will have a symbiotic multiplier effect on decentralization, employee commitment, creativity, integration etc. To use the language of cybernetics, the ‘whole’ is greater than the ‘sum’ of the variables. At the center of the model, we have organizational ability to implement each of the requisite strategies. This puts emphasis on the ‘doing’ rather than the ‘talking’ and therefore, it might be better to have a strategy of limited quality which is well implemented as opposed to having an excellent one which is almost impossible to implement.

    The Strategic Human Resource Management Model - ilearnlot