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INTERNATIONAL HUMAN RESOURCE MANAGEMENT

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INTERNATIONAL HUMAN RESOURCE MANAGEMENT Human Resource Management (HRM) is described as organizational activities of recruiting, selecting, designing to work, training, rewarding, managing, motivating and controlling the employees. The practice of human resource management is concerned with all aspects of how people are employed and managed in organizations (Armstrong, 2009) . International Human Resource Management (IHRM) is the process of managing people across international boundaries by multinational companies. It involves the worldwide management of the people not just the management of expatriates (Armstrong, 2009) . The IHRM differs in many ways from a Domestic HRM, such as which operates from an international level or beyond national boundaries and concerned with managing employees belonging to many nations. IHRM has to deal with more external factors than domestic HRM such as culture, education, political and legal system. Challenges faced by International HRM Cros...
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CSR IMPACT ON ENVIRONMENT

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  CSR IMPACT ON ENVIRONMENT Corporate Social Responsibility (CSR) is followed by organizations to continue their business activities in an ethical manner. Organizations can display social responsibility in various methods such as, donate funds for education, support underprivileged children, sponsorship for events and commitment to environment protection. CSR has also been described by Husted and Salazar (2006) as being concerned with ‘the impact of business behavior on society’. CSR is a management concept whereby companies integrate social and environment concerns in their business operations and interaction with their stakeholders (United Nations Industrial Development Organization, 2019) CSR and Environment CSR is a wide range of actions and one prime focus of it is the environment. Environmental CSR focuses on minimizing any activities which damages the environment from business processes. Below mentioned activities are some significant actions practiced by organizati...
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Talent Management

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  Talent Management Talent management is the standard process of discovering the unoccupied positions and recruiting the suitable personnel and then improve their skills to become suitable to the position and retaining them to achieve the objectives. “ Ensure the right person in the right job at the right time ” (Jackson & Schuler, 1990) . “ Talent management involves managing the supply, demand and flow of talent through the human capital engine ” (Schweyer, 2004) . “ Talent management is comprised of a collection of typical human resource department practices such as recruiting, selection, development and career and succession management ” (Lewis & Heckman, 2006) . Source (American Incite) Importance of Talent Management In organizations, talent management is considered as the most important and an unavoidable element. An organization can have the best infrastructure and technology with them but it is almost impossible to achieve their goals without talent...
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JOB DESIGN EFFECT ON STAFF TURNOVER

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  JOB DESIGN EFFECT ON STAFF TURNOVER Job Design Job design describes the work, duties, responsibilities, qualifications and relationship required to perform the assigned job or which specifies the requirements of a particular job in order to achieve organizational goals through employee engagement. Adler (1991) defines job design as systems in which employees reported higher perceptions of skill variety, task significance, autonomy, and feedback reported higher levels of satisfaction and internal work motivation. Taylor (1947), Gilbreth (1911) systematically examined jobs with various techniques. They suggested that task design might be the most prominent element in scientific management. Source: Business Jargons In 1960s, motivational issues aroused in industries due to an imbalance situation between employee educational levels and employee participation levels. The problem further developed by traditional concepts and controls of organization. To overcome this si...
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PURPOSE OF PERFORMANCE MANAGEMENT IN ORGANIZATION

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  PURPOSE OF PERFORMANCE MANAGEMENT IN ORGANIZATION Performance Management (PM) is a crucial part in human resource management process which is a systematic process of improving overall organizational performance by developing the performance of employees. Performance management is also related with the comparison of predetermined goals and objectives with the actual output of the employee for the set period. As Weiss and Hartle (1997) commented, performance management is: ‘A process for establishing a shared understanding about what is to be achieved and how it is to be achieved, and an approach to managing people that increases the probability of achieving success.’ A formal PM program helps managers and their employees to visualize eye-to-eye on expectations, goals and career progress, and how those things align with the company’s vision (Fallon, 2017) . Performance management is a planned process of following primary elements Agreement Measurement Feedback Reinforc...
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EMPLOYEE ENGAGEMENT THROUGH SPORTS

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  EMPLOYEE ENGAGEMENT THROUGH SPORTS Employee engagement is known as the relationship level between an organization and employees. It is the commitment and the loyalty of the employee towards the organization. An engaged employee who always actively involves in positive action pays more interest on organization reputation. Employee engagement does not mean employee happiness. Someone might be happy at work, but that doesn’t necessarily mean they are working hard, productively on behalf of the organization (Kruse, 2012) . An engaged employee as described by Bevan et al (1997) is someone ‘who is aware of business context, and works closely with colleagues to improve performance within the job for the benefits of the organization. Employee engagement through sports Employee engagement is the emotional touch of an employee with the workplace. The engagement is measured by employee commitment in terms of energy, time, talent and willingness to add more value. Sport, as an eng...
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Importance of Learning and Development in Employee Retention

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  Importance of Learning and Development in Employee Retention To recruit and retain people, organizations need to create learning and developing culture. Learning and development in an organization is an essential element to manage human resources and it gives line managers and leaders to create their pipeline of talented employees. Walton (1999) Strategic human resource development involves introducing, eliminating, modifying, directing and guiding processes in such a way that all individuals and teams are equipped with the skills, knowledge and competences they require to undertake current and future tasks required by the organization. A progress of learning and development will lead the business to achieve the set goals through talented human resources capital. But it is also important for an organization and its employees to have people with encouragement to learn and grow. Learning Development Continuous process of...
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