Human Resources - inside out

Employees of an organisation need to be cautious that certain actions will lead to disciplinary action.there can be some arguments against the use of disciplinary action on employees. But needless to say every organization has to face circumstances where such actions are inevitable for the betterment of the entire organization. Not taking any action against the persons violating the set standards of an organization must be addressed or the employees who work to the rules will get demotivated and they might started to feel that violations make no difference and join the few that violates rules thus making a bad trend resulting the downfall of the organization. There are various situations where common work practices might not be adhered to and which would cause problems if there were no remedial action: ● leaving work early, lateness, absenteeism ●    refusing to carry out a legitimate work assignment  ● breaking safety or other...

Training gives an added advantage to expand the knowledge scope of all employees, but these tend to be expensive for the employers. Employees miss out on the work time during the trainings conducted, thus resulting in a delay on project completion. Training and development gives the organisation and the employees within with many advantages that make the time and cost a worthy investment.   Addressing Weaknesses Almost all the employees have some areas for improvement at the workplace. A training session provides the platform to strengthen the skills that the employees need to develop. Implementation of a development program helps to raise the skill level of individual employees to a high standard so that all employees can contribute similarly.   This creates an employee base who can work independently or in teams, cam takeover for another employee when needed without constant supervision and help.  Improved Employee Performance An employee with efficient train...

In developing a reward system, organisations hope to support the goals of the organisation by aligning the goals of employees with these. Reward systems can be used to motivate employees to work in the best interest of the organisation. A reward is something given, to an individual or group, in recognition of their services, efforts or achievements. The rewards that an organisation offers to its employees can either be intrinsic or extrinsic.  Intrinsic rewards arise from the performance of the job itself. This includes the feeling of satisfaction that comes from doing a job well, being allowed to make higher level decisions or being interested in your job. Extrinsic rewards are separate from the job itself and are dependent on the decisions of others. Pay, working conditions and benefits are all examples of extrinsic rewards. The offering of positive rewards to employees is a key motivational issue for most organisations. However, rewards sys...

One might say that   recruitment and  talent acquisition  are similar terms , But if you carefully think o it in the HR perspective you would understand that there is an important difference between the two. Depending on the circumstances, the companies adapt either to fulfill its requirements. Recruitment is simply finding a man for a job  whereas Talent acquisition  i s a long term process of with a continuous strategic approach  to find specialists, future leaders for the future development of an organization. A solid talent acquisition strategy will immensely contribute to any organization in the long term. For Industries with high rates of turnover, implementing talent acquisition strategies might be difficult than it is to be implemented in an organization which only hire once every other year, Attracting the highly skilled specialists to an organization isn’t a one-time job. It is a never ending continuous process. Any organization with a lon...

Health and safety at work is the responsibility of both employers and employees. They must think about what, in their organisation, might cause harm to people and ensure that they are doing enough to prevent that harm.  A senior member of the organisation should be responsible for implementing the health and safely policy and may be supported by safety officers. Employees also have basic responsibilities in this regard. Most companies have a safety committee and representatives who have some experience, are entitled to training and are consulted about arrangements to ensure the effectiveness of the health and safety policy implementation. Taking each individual responsible for health and safety in turn: ● Managerial responsibilities  Legislation can only provide the underpinning to safe working practices, ultimately, it is how the legislation is translated in practice that determines whether a workplace is safe, or not. There are a number of ways in wh...

Who would benefit from having a formal appraisal system? Employee performance appraisal is an important mangement control system used in most organisations. This involves the systematic and regular review of performance and assessment of potential, with the aim of producing action programmes to develop both individuals and work. It aims to improve the efficiency of the organisation by ensuring that the individual employees are performing to the best of their abilities and by developing their potential for improvement.  The time spent on performance appraisal can bring many benefits to both the company and to the individuals within an organisation. Performance appraisal can help to improve efficiency and effectiveness of an organisation. It should be used to change, review, inform, examine and evaluate employees.  From the company point of view a formal appraisal system can: ● Provide a means for assessing employees and identifying areas for improvement....