HRM Blogs

  Staff are accountable to the productivity of the organization through their productive scope of work Corporate companies focus on providing special benefits and appreciations to employees who perform well in the annual or semi-annual appraisals. Despite the relevance of performance ratings within the domain of human resource management, both academics and practitioners have always had a somewhat uneasy relationship with them. Some academics question whether performance appraisals provide meaningful information, whereas others have even suggested that undertaking such reviews should be discontinued entirely. (Hoffman et al 2012) Performance appraisals are done in aim of acknowledging good performance, Evaluate the performance of employees, improve employee performance, Encourage staff development and inform that employees are accountable for their quality of work. (Nor, 2018) The appraiser should be adhering to few key steps when evaluating a person, Starting off with setting th

  “Its all about quality of life and finding a happy balance between work, friends and family” – Philip Green The staff undergo a strict screening process prior onboarding with the job. But the issue that most of them face which results in leaving the organization is them being asked to do works apart from the JDs. Employees undergo a huge overcoming through stress management, worktime management and along with mental health maintenance when they undergo huge workloads. And the prime duty of the Human Resources is to interfere and look if the employees is undergoing their exact Job Role or they are being overloaded with other works. Work-Life balance is increasingly challenging in the modern context and the challenge arises from the fact that it is very difficult to strike the balance between work and other domains of life. (Khateeb, 2021) Even though the organizations put on a huge effort in maintaining proper work-life, some supervisors and management add on tasks to the employ

‘’ Success in Management requires learning as fast the word is changing’’ – Warren Bennis The advancement in technology and increase of expectations in terms of modernization has affected many employees in a way they get demotivated and depressed. Reason being; only a smaller percentage of people get adapted to the change quickly, and the rest require a long time span to adapt the entire new concept/ technology. To overcome this, the HR department should focus on having frequent trainings to the staff. Identically, the below 6 theories focuses on providing training based on different models. 1. Goal Setting Theory 2. Behavioral Learning Theory 3. Adult Learning Theory 4. Micro-Learning Theory 5. Constructivist Learning Theory 6. Learning Curve Theory Understanding the different training models will allow trainers to build more meaningful contents suiting the trainees. And the above are few key models to understand. Goal Setting Theory          -      This theory includes the basic im

Human resource management (HRM) is described as the creation of employment systems that contain a set of policies aimed at maximizing employee commitment and performance in order to achieve organizational objectives (Algaria, 2012) And many studies and researches around the world are evident that the organization’s success is mostly dependent on how the employees are treated. And them (employees) being the huge asset to any organization are filtered in a varied screening process prior on-boarding to the corporate environment. And upon those filtering process, the interviewers might identify certain set of unique skills among the interviewees. And those skills along with the abilities make them get through as an ideal candidate. And also, when the abilities are not appreciated by providing them the opportunity along with the motivation, the employee will tend to leave the company. Employees needed essential abilities, they needed adequate motivation, and employers should provide the