MBA

ETHICAL ASPECT OF HUMAN RESOURCE MANAGEMENT Human resource management plays a vital role in an organization in functioning the business.  With the opening of the economies and globalization, the scope of HR is now considered as a vital part of the business strategy. In the past the HR practices were limited to recruiting, training, reviewing, terminating and appraising the organizations’ human capital.  But in the present scenario HR practices have become more ethical and socially responsible. They are based on policies and practices that will cover the human capital of an organization. In a way it is a highly productive use of people to achieve organizational goals as well as the individual goals. Similarly the globalized organization focuses on the competencies and the knowledge of their employees. IMPORTANCE OF ORGANIZATIONAL ETHICS ·          Ethics are helping to organizations in shifting focus from short term profit ...

INDIVIDUAL CHANGE MODULE – KEY TO SUCCESSFUL CHANGE MANAGEMENT Change management is the discipline that guides how we prepare, equip and support individuals to successfully adopt change in order to gain organizational success.  Also change management provides a structural approach to support the individual employees to move from their current situation to their own future situation. Man has a natural psychological and physiological reaction to resist change.  But if supported through times of change, man can be adoptive and successful.  Thus, the leaders should pay more attention on choosing the more effective and successful module to be practiced in the process of change management. Since a successful change management module help the organization to organize solutions, plan the potential pitfalls and keep the team informed about the progress of the transitions, the management of the organization should carefully choose the most effective Change Management module. ...

TALENT MANAGEMENT – THE MOST EFFECTIVE TOOL TO CREATE A HIGHLY TALENTED WORK FORCE According to CIPD (2012), a talent is an individual with special competencies.   In a business or the context, these competencies are of strategic importance to the organization.   The absence of these competencies would pose an actual situation of crisis for the organization.” In addition to that “Talent consists of these individuals who can make a difference to the organizational performances either through their innovative contribution or, in the longer terms, by demonstrating the highest level of potential.” According to Ha (2006), Talent management is a strategy to differentiate themselves from the competition and achieve different goals . In the present world of business, talent management is one of the most effective tools to ensure the employee engagement and commitment to their work.   This means the engaged or committed employees stay in the organization in the lon...

EMPLOYEE ENGAGEMENT According to Kinsey Goman (2004), The new generation didn’t sign up for the old deal.”  With the rapid increasement of competitive markets, globalization, volatile economic climate, constant change and the war for the talents, organizations face a massive challenge for successful business. The young employees do not expect lifelong jobs any more. They select short term jobs where they commit for the short period of time and move on from jobs that are not satisfied. They consider these experiences as a stepping stone for another job.  The modern work force seeks for more collaborative and empowering leadership.  The managers should understand this shift thoroughly and pay more attention on employee retention and talent.  The researchers have found out that Employee Engagement is a desirable condition to overcome this challenge.  Therefore it has become increasingly popular over the last several years. WHAT IS EMPLOYEE ENGAGEMENT...

JOB DESIGN IN HUMAN RESOURCE MANAGEMENT WHAT IS JOB DESIGN? According to Davis and Taylor (1972), the history of the origin of jobs has a powerful grip on the present; for this historical residue is the present conventional wisdom in the world of work.  Job design is a core function of Human Resource Management which is related to specification of content, methods and relationships of jobs.  Further, the job design enhances the satisfaction of technological and organizational requirements, as well as the social and personal requirements of the employee. Specter E A (1976) defines Job Design as a process of structuring work and designating the specific activities at individual or group levels.  Job Design determines the responsibility of employee, decision making, how much he enjoys his work, level of satisfaction and productivity. There are two components which underlying the Job Design.  The first one is job content, which refers to various tasks to be ...