MY HR Blog

How it affects Norms to the organizational culture Employees behavior is highly affected the organizational culture. Organizational or corporate culture is a set of values, norms, beliefs, attitude, and assumptions which are not articulated but shape the way to the people in the organization, which uses to get things done and behave in the organization (Armstrong, 2009) According to Furnham and Gunter, (1993)  had defined four culture characteristics. Culture is Difficult to define Multi-Dimensional Not dynamic and ever-changing Takes time to established, that is the reason to change a culture it takes time Organization culture represents a “social glue” and it generates “we-feeling” among the employees. And it offers a shared system of meanings, which is the basis for communication and helps to improve mutual understanding. If these communications and mutual understanding not filled for a satisfactory level, the culture will hit on a reduction in ...

Are you satisfied with your Job? Job satisfaction is one of the most important things for all employees. People search for reputed organizations to start their carrier as a dream. Some people move from a job to another job due to dissatisfaction with the current job or organization. Employee turnover is not just a fact that they leave but makes a critical impact on the organization’s growth too (Arokiasamy, 2013) . Job satisfaction is how people feel about what they do, but what is the exact satisfaction that people looking for? There are popular indicators used to determine job satisfaction, they are pay, promotions, fringe benefits, job conditions, supervision, members work with, security and nature of the work (Spector, 2006). According to Armstrong, (2017) This voluntary commitment makes more benefit to the organization, Reduced the employee turnover rate Improve productivity Reduces absenteeism Increases customer satisfaction Figure 1 :Frame...

What is the purpose of Performance Management?  Performance management is a systematic process to improve any organizational performance. To do this, organizations should understand and manage their agreed goals or standards with the individual or team of employee performances  (Armstrong, 2009) . The objective of performance management is to improve the capacity of employees to meet or exceed the expectations and to achieve their full potential to benefit themselves as well as to the organization (Armstrong, 2009) . There are three theories supports Performance management Goal Theory – goals or targets will help employees to define priorities in terms of skills and motivation. These goals should have discussed with both management and employees to achieve good results. This is also called MBO theory (Management by Objective) where both management and workers agreed for asset standard which is set by workers, so the buy-in will remain to achieve the target...

Why Organizations seek flexibility in work patterns?   The flexible working option is attractive to many employees. Flexible working is changing full-time work to a part-time arrangement. Employees in this era don’t like to stagnate for one job or fixed time jobs. They prefer the quality of work-life balance more than anything (The Equality and Human Rights Commission, 2019) Flexible working is a working arrangement, which gives flexibility, immaterial of how long, where, when and the time frame your work. Flexibility can relate to three areas Work time (Part-time or Flexitime) Working place (House working) The pattern of working (Job Sharing) According to Armstrong, (2014) work design is done to enhance organizational effectiveness and productivity. Organizations create a system of work and the environment for it as a better place to work with safety and health. Even though organizations look for more safe and healthy environment for its employees, e...

Employee Relations In every organization, there are concerns relating to management and employee relations, which involves pay-work bargain, dealing with employment practices, terms and conditions of employment issues, communicating with the employees. To work and solve the issues like this, employees approach with trade unions or individual way  (Armstrong, 2009) . According to Armstrong (2009), employee relations is about relationships between management and trade unions, involving for collective agreements for bargaining disputes resolutions, dealing with issues on employment relationship and working environment. Good employee relations can result in improved moral and committed employees, fever grievances, increased productivity, better controlled labor costs.   Dunlop, (1958) status that individual relation regarded as a system or web of rules and how employees behave at work, but as per (Kochan et al, 1986) there is a strategic level and workpl...

Learning And Development  Figure 1 : Learning and Development When it’s come to the basics of human resource management, we want to recruit well and get the right people on board, we wanted to manage them and get results and we wanted to develop them too.   Why we need to develop people is people need to grow in the organization and keep improve what they need to be doing. If an individual improved, the organization also improving too. If we recruit the right people, it would be easy to get results because the right people have the right attitudes and natural learning abilities. But we know it is somewhat difficult to get the right people on board, so we need to improve them by learning and development. Everything is changing so quickly in this era, Learning is the key skill that people need to know in the modern world. Learning has become a strategic issue for the organization, there should be a way to measure the strategic value of learning   (Anderso...