MBA

IMPORTANCE OF EMPLOYEE RELATIONS IN ACHIEVING THE COMPANY GOALS What is Employee Relation? Any organization needs human beings to work together to achieve the common goals of the organization. They are called employees who are considered as an important asset to the organization. The success or failure of the organization totally depends on the employees. When the employees work together as a single unit, it is easy to the organization to achieve the common goals. Therefore, the employees must share healthy rapport with each other. According to Armstrong (2003), Employee relation consists of all those areas of Human Resource Management that deals with the employer directly and through collective agreements where trade unions are required. Furnham (1993) suggests that Employee Relations are concerned with the interaction between primary parties who pay for work and those who provide it in the labour market. (Employees and Employers), those acting as secondary parties on their...

1.  IMPORTANCE OF TRAINING AND DEVELOPMENT IN AN ORGANISATION What is Training? According to Wayne Cascio Training consists of planned progress undertaken to improve employee knowledge, skills, attitudes and social behaviour so that the performance of the organisation improves considerably. What is Training and Development? According to Tysa, (1995), Training and Development serves a social function, helping workers to form friendship and distracting them from alienating work. As we all know Training and Development is a key element of Human Resource Management.  Training helps the organisations to adopt to the changes in the business environment, specially in the introduction of new technology.  Further, the training helps the employees to expand their knowledge and provides the company well as the employees with benefits that makes the cost and time worthwhile. And also, training enhances the company reputation.  It helps to develop the employee ...

GLOBAL TRENDS IN HUMAN RESOURCE MANAGEMENT In the past, people used to work in a corporation after their graduation for high school and retired in the same corporation after 40 years with a pension.  They relied on Employee Unions to manage the contracts and the salaries.  They did not have much communication in the working hours. In contrast, today the whole process has changed and people do not stay in the same organization.  They work part time or as individual workers.  The modern ways of communication and social medias has changed the work place and there are no more labour unions as people work as individual workers.  A study by Fieldglass in 2015, has found out that in an average company, the diversity of work force by 2015 is 54% traditional workers, 20% Contingent workers and 26% in grey area. They have predicted that by 2017, Nontraditional work force will be 25%. Grey Area will be 34% and Traditional work force will be 41%.  This study shows...

ROLE OF HR LEADER IN 4 th INDUSTRIAL REVOLUTION According to Richard Draper, 2017 the current world of business is on the cliff of a huge paradigm shift, which will change the world works forever.  He further discusses that the technological changes such as Internet of Things (IOT), Artificial Intelligence (AI), Robotics and Automation have all come with a warning disastrous impact upon employment.  Perry Tim in his research on “The 4 th Industrial Revolution and the HR Practitioner” vividly discusses that although the previous Industrial Revolutions have shaped human behaviours and the society, they too have the disastrous impact upon the employments.  For an example Artificial Intelligent is largely contributing to t transformation of the society.  McKinsey Global Institute reports that “happening ten times faster and at 300 times the scale, or roughly 3000 times are the impacts of 4 th Industrial Revolution. All these implications are common for human and ...

According to Adina Tarry (2018), within last four hundred years Industrial Revolution has taken place in four major stages. The first revolution was inventing steam  powered machines in 1789. The second is Electricity enabling mass product in 1890. The third is IT and electronic revolution in 1969. At present we are in the fourth Digital Revolution which has immensely changed the world in the areas of Artificial Intelligent, Bio Technology and Internet of Things.  The fourth Industrial Revolution has changed whole world including Human Resource Management. Prior to 1980s Human Resource Management was called as Personnel Management which included recruitment and giving responsibilities. But as a result of 4th Industrial Revolution HR has shifted to a major change and initiated more strategic and technological responsibilities. These responsibilities are based on the external pressures such as globalization, technology and changes in values and beliefs.