Talent Management.

 Talent management is the procedure to manage the ability, competency and power of employees within an organization. All the things are happened to recruit, develop, retain, reward and create employees work in the best level is the view of the talent management. It is very difficult to find top talent people, so there is a shortage of talented people. People who are very clever enough about their jobs and have very good knowledge, leadership experience are very few in the job market. If there are very talented people in the job market they can easily find new jobs in any organization.  But it is not happening as we are expecting. Because there is a storage of talented people. Therefore talented people are always hard to get. 

In an organization it is the role of HR’s to implement the strategic talented management process in an organization. In fact HR handles the advisory and supportive part for this in the company. They are not going to control the company but they help to the superiors to manage the company.

According to a research done by Deloitte, there is 40% lower employee turner over and 38% higher employee engagement in companies which implemented strategic talent management process. To have a very good staff in the organization the responsible people have to identify the company goals and objectives, then should prioritizing them.  According to that listed goals and new changes it is easy to understand the requirements of the company. Developing the job description and specification for the role you wish to take talent for. Though it is the initial stage of the process it is the more effective part of the whole process. Searching for the people according to the requirement is the main activity in this talent management process. From that it is easy to seek highly talented people.

By conducting interviews tests and recruit the top talent people is one method of this process. In that step we can identify the best, knowledgeable people for organization. In the present world of business, the talent management is one of the most effective tools to employee engagement and commitment to their work.                          

References

Berger, L. A. (2011). The Talent Management Hand Book. USA: The McGraw - Hill Companies.

Goldsmith, L. L. (2010). Best Practices in Talent Management. Pfeiffer.

Heathfield., S. M.  Why Talent Management is Important ? Retrieved from The Balase careers: http://www.thebalacecareers.com

Accessed - 05.01.2019

Tansley, C. (1969). What does mean by the term "Talent Management" ? Emeraldinsight.

Change Management.

As the goal of change we can define it for improving an organization by altering the how work is done. When  we introduce a change to the organization we are ultimately going to be impacting one or more of the following .

Process

Systems

Organization structure

Job roles

Though there are more approaches and tools that can be used to develop the organization the prescribe adjustments to one more of the four of the organization listed above. When some specific problems or opportunities the organization is facing based on internal or external facts, the solutions can be found by altering the things in the management. By applying the change management methods the organization can achieve these goals. When organization gets the more competitive, more closer to the customer or more efficient lead to the motivation to change, at some point these goals must be transformed in to the specific impacts on process, systems, organization structures or job roles. So this process can be defined as a change. It is not totally enough to surely prescribe the change and let it operate. So creating change within an organization takes hard work and understanding of what must really happen to make the change happen. So change management is a process, it required to bring change to life. That process content some tools and techniques to manage the people side of change to chive the expected business outcome. And also the goal of change management is to help each individual impacted by the change to make a successful transition, given what is required by the solution.

It is indeed the change management not an easy task. But change management can directly impact the organization. So the organization should carefully select the most effective model of the change management which will success for both employee and the organization. According to these facts the greatest importance of change management is that it provides conceptual scaffolding for people, the process, and the organization implementing change.                    

 References

Heather Hopfi, H. L. (2002). Journal of Organizational Change management . Emerald group .

Kotter, J. (1988). Leading Change An Action Plan. USA: Harvard Business Review press.

Reiss, M. (2012). Change management . Demand Gmbft.

Research, P. (2003). Change Management : The People Side Of Change . USA: Hiatt Jeffery M.

                      

    

What is Job design ?

Job design gives an idea of deciding the content of a job. It fills with the set of the duties and responsibilities of the job. And also the methods of doing the job and the relationships between the employee and the employer as well as fellow workers. Job design is based on information about the qualifications required to do the job and also financial benefits for doing the job. Job design is highly consider for managers jobs. When handling this task it means designing the job the requirements of the company and the requirements of individual employer must be balanced. When we take the requirements of the organization include high productivity, quality of work and the time management.

As well as requirements of individual managers include the job satisfaction. It means they expect interesting and challenging type of jobs. Mainly it comes under job satisfaction. So jobs are not be made fully specialized because they lead to boredom.

Importance of Job design.

Job design is a very important task of staffing. It has to be designed properly. If not it will occur lot of problems. If the jobs are designed properly the organization will have efficient managers. It will effect to the development of the organization. When there is a well-planned job design in the organization it motivated to develop the organization and improve the productivity and profitability of the organization. As well as if we want able to do it properly if the jobs are designed badly then it will give results like absenteeism, high labour turnover, conflicts and other labour problems. In fact these are big problems to an organization. If the company hasn’t arranged the job designing properly the whole objectives and goals will be collapsed. 

In that case the job design acts a major part of the company. So finally we can say, when the company do the job design they should pay more attention regarding above facts.

References

Bolweg, J. F. (1976). Job Design and Industrial Democracy. Institute of Personal Management.

Parker, S. (1998). Job Design in Human Resource Management. London: SAGE publisher.

Pruijt, H. D. (1997). Job design And Technology . London: Rutledge.

                                                                                                                                            

The Importance of Employee Relations

Workers are not machines or equipment. They are human beings. So they are real live creatures that need personal attention and emotional support like the environment at home.  As well as the employees are not same. Their skills and levels are in different. In that case it is bit difficult to handle or arrange them systematically in warehouses. So it is very important to recognize them and their values, differences. Because people are the most valuable asset of the organization. If there is a mismanagement of the staff in the organization it will lead to a certain disaster. So interpersonal relationships and communication within a workplace is very important. It is very important to build a good association and a duty of care between the management and the employees As well as between the workers themselves.  

This relationship between the employee and employee or the relationship among the employees is considered as the employee relationship in an organization. That relationship between the employer and the employee can be in formal and non-formal nature. Usually the employee share their close relationship with the fellow workers in the workplace. And also man in nature does not like to be alone. Most of the time man likes to talk with others and share the every special things in their life with others. As well as man does not like to take decisions without others interference. Always they expect good rapport with others. It is a very good and supportive fact to the organization. This valuable relationship helps to have a stress free environment in the organization. Further this employee relationship helps to make their work easy and more comfortable.

According to my mind, having these kind of employee relationship minimize the conflicts or the problems among the employees and build up worker friendly environment. So it will directly effect to achieve the goals and objectives of the organization successfully.                  

References

Aylott, E. (2014). Employee Relations. Kogan Page.

Dicker, L. (2003). Employee Relations - How to build strong relationships with your employee. Australia: Allen and Unwin.

Kumar, P. N. (2011). Employee Relations Management. Delhi: Dorling Kindersley (India)Pvt Ltd.

Why Training and Development Is Important ?

Why Training and Development Is Important?

Employee’s workplace skills have different levels of weakness. Through training programmes it can be minimized. Training programmes helps to strengthen the weakness. Then employees can improve their skills. All the employees can have similar skills and knowledge through development. Really it is very important to have training and development in the working place. Because employees motivation and satisfaction is based on their skills. When the organization develop their skills of employees it directly effects for the organization goals.So in this case we can consider training is the key role in helping companies gain a competitive advantage in successfully. And it will support to have good deal with competitive challenges.

When we arrange training and development programmes we should think how training can be used to help companies to achieve their business objectives. Not only for the company but the employees also get these benefits of the training and development programmes. Individually they can improve their knowledge and also attitiudes. Trained employees get more advanced by acquiring new knowledge and sklls.So directly that enable to perform their jobs in a very good manner. Really they will get more confident about their duty. It will help for them to feel more comfortable about their workplace.        

If the company has a well trained workforce it is a valuable resource to the company. In fact the company should have skill full staff if not they won’t be able to face the modern world business requirements. So it is very clear skill full work force is the major part of the company. Really it is as an asset of the organization. If the organization is not pay much attention about their workforce training and development programmes it will be a very pathetic situation for whole future of the organization. Because of that thing most of the time the companies are having well-arranged training programmer schedule for their workforce. And also the employees who well-armed with the modern technology are a great resource to the organization. According to these facts, we can see the importance of the training and development.

References

Beevers, A. R. (2016). Learning and Development practice in the workplace. Kogan Page.

J.Keeps, H. D. (2002). Telling Ain't Training . ASTD press.

Kozlowsky, S. W. (2010). Learning and Devlopment Organazation. USA: Taylor an francis Group.

Sahu, D. R. (2006). Training for Develpoment all you need to know. Anuraj Jainfar Excel Books.

IMPORTANCE OF THEORIES OF ORGANIZATIONAL BEHAVIOUR

IMPORTANCE OF THEORIES OF ORGANIZATIONAL BEHAVIOUR

Behavior theories are very important part in the Human Resource process. Under these organizational behavior theories there are lot of   areas proven by researches like improving job performance, increasing job satisfaction, promoting innovation and encouraging leadership. To achieve these desired results, managers should implements different tactics. It should be consists with reorganizing groups modifying compensation structures and changing the evaluation way.

In the field of human resource profession the idea of organizational behavior is mainly focusing on behavior and productivity in the workplace with the goal of increasing the amount and the quality of work an employee can get done.

Through this theory it doesn’t deal anything about the behavior of organization. But it is the study of individual behavior from whole organization setting. This focuses on the study of individual behavior alone as well as how employee move with the group. The ultimate goal is in this purpose is to have a good understand about the whole factors which lead the betterment of the company or business.

According to that, a very good attention should belong to individuals and the groups and organizations may become more efficient and effective. It draws more facts and information from the psychological and sociological science. Because it is handling field of human behavior which are necessary to understand for the development of the organization. 

 

In fact this organizational behavior is a good study of the way people interact with in groups. Usually it helps to have more efficient business organization. So it is very clear this organization behavior theory is a kind of a scientific approach can be applied to management of works. Through that it helps to create an understanding of the worth of why people behavior as they do in the organizations. And also this theory clearly analysis the complex nature of human beings in organization by identifying causes and effects of that behavior, therefore it is very important to study this organizational behaviour. To get the prosperity of the business all should work at their level best. It should be lead an organization. So managers must awareness about the organizational behaviour. When the managers have a good realization regarding organization behaviour, they can make fruitful work place out comes.  Through this well understanding situations help to minimize or eradicate the dysfunctional behaviour in work place like absenteeism, dissatisfaction tardiness.  So it’s very clearly shown to us this organizational behaviour helps in enhancing managerial skills and also it helps creating leaders like very thoughtful and well planning. It directs in self-development which is continuously effects of learning organizational behaviour.   

References

Coyle, D. (2018). The Culture Code. New York: Random House Publishing.

Masterson, S. S. (2017). Positive Organizational Behaviour. Journal of Organizational Behaviour.

Robbins, S. P. (2018). Organizational Behaviour Global Edition. London: Pearson Education Limited.

           

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IMPORTANCE OF REWARDING AND ENCOURAGEMENT TO EMPLOYEE

IMPORTANCE OF REWARDING EFFORTS AND ENCOURAGEMENT TO EMPLOYEES

According to Melcrum some kind of encouragements like formal recognition, rewarding and

benefits help to instill the employee engagement. In 2008, it has proven by a survey by CHA.

Through that survey they asked from one thousand employees what the only thing should be

accomplished by their employer to uplift the employee engagement with in a very short time in

period of an economic downturn. There all the employees were highly requested a pay rise

including bonus or incentives. As well as company organized events, praise, encouragement,

flexible working and reassurance about the job security.

 In a another research was also based on this same fact revealed they highly expected an honest

and positive involvements from their senior management with including good rapport,

communication and more training.

Really I think these things are very important for employees to have a balance work life. And also

these findings have a very good impact on staff retention. These tips are very valuable to the

management because when there is an issue management should go deep about that problem

and give solutions. They have to treat fairly for everyone in the company. Even the top

management also should awareness to ensure the safeness, healthy expectations and also

mental well-being. In fact it is very clear when the employees having good impression about the

management they want able to miss their promises and they highly engage in their works to

make success their company goals. Then employees never tend to do working to rule. They don’t

want to make their process delay. And also when there are no heavy rules on over time banding,

company would be able to get maximum production as they wished and let the employees get

the betterment from them.

So finally as Watson Wyatt said giving clear expectations and implementing promised rewards

are the most valuable factors to engage the workforce towards to a great target in the company.     

 References

M, T. (2008). The Human Resource Management. Nigeria: Lago State University.

Wyatt, W. (2006). Employee Engagement. France: Marriott Paris Champs.