Human Resource

 
 

Human Resource Management

Human resources are the people who make up the workforce of an organization, business sector, or economy. "Human capital" is sometimes used synonymously with "human resources", although human capital typically refers to a more narrow view. A human-resources department (HR department) of an organization performs human resource management, overseeing various aspects of employment, such as compliance with labour law and employment standards, administration of employee benefits, and some aspects of recruitment and dismissal. HR Sets a stage for an open environment in an Organisation. It is bridge between employees and senior management.

Introduction to 360 Degree Feedback

Submitted by MnE Expert on Sat, 07/26/2014 - 20:42
 
 

360 feedback/multi rater feedback is the assessment of employees by supervisors, subordinates, peers, and in some cases customers.

Tags: 

Advantages and Disadvantages of 360 Degree Feedback

Submitted by MnE Expert on Sat, 07/26/2014 - 20:23
 
 

360 degree feedback is a multi source assessment, where individual’s performance is assessed and feedback is recorded from a number of people that may include Managers, Subordinates, Colleagues and customers.  The assessment in the feedback takes the form of rating against certain performance dimension. When the feedback is from the subordinates to the managers, it is referred to as 180 degree feedback. Common use of 360 Degree feedback is for

Tags: 

How to Develop 360 Degree Feedback

Submitted by MnE Expert on Sat, 07/26/2014 - 20:20
 
 

Step 1: Define the Objectives of the feedback process, what is to be attained through the process. Step 2: Decide on the recipients of the feedback

Tags: 

Difference between Recruitment and Selection

Submitted by MnE Expert on Fri, 07/25/2014 - 01:31

Recruitment and selection are two different processes undertake by the business, Recruitment is a positive initiative on the part of the business where Employer encourages more and more candidate to make application for the job posted, so that business has considerable pool of candidates to select from, whereas selection could very well be termed as a negative initiative where focus is on scrutiny and filtering the best and most suitable candidates for the jobs.

Tags: 

Role of HRM in Recruitment and Selection

Submitted by MnE Expert on Fri, 07/25/2014 - 01:29
 
 

Human Resource Management is focused on development of an integrated package of policies and procedures with the objective of effective and efficient management of people, then recruitment and selection involves the vital stages in the finalisation of employees on whom the policies will be applied and those who will follow the procedures. Recruitment and Selection refers to the processes that organization employs to solicit, contact and interest potential appointees, and then establish whether it would be appropriate to appoint any of them.

Tags: 

How to Bring Change in an Organization

Submitted by MnE Expert on Thu, 07/24/2014 - 03:28
 
 

Organizational Change is a complex phenomenon, at times very delicate and may involve fragile situation, with people vulnerable, but it is a necessity and has to be done, here are a few tips that could aid in the smooth happening of organizational change, the tips are more employee centered than organizational centered, but at the end of the day, it is the people who will make the change happen, so they need to be taken care of, it has to start with identification of what needs to be changed and goes till an integrated effort among the stakeholders to successfully implement the change effort.

Tags: 

Stages in Recruitment and Selection Process

Submitted by MnE Expert on Wed, 07/23/2014 - 23:31
Stages of the Recruiment Process

Recruitment is the organisation process whereby the business starts to find and engages itself to the people the organization needs. Selection in itself is a part of the recruitment process that is concerned with deciding on the applicants/candidates who should be appointed for the posts. Recruitment and Selection are both key activities for the firm, as they entail the processes that would help the business in employing staff that would be entrusted with the responsibility of taking the organisation forward and achieve the competitive advantage the business exisits for.

Tags: 

Role of HRM in Organizational Culture

Submitted by MnE Expert on Wed, 07/23/2014 - 17:52
 
 

HR does have an important role of play in Organisational Culture, as it is the people who work for the orgnisation, who embrace and develop a particular culture within the orgnisation, any desired change to the culture of the organisation has be made through the people and by the people.

Role of HR Managers in Bringing Change in Organizations

Submitted by MnE Expert on Wed, 07/23/2014 - 14:23
Change through HRM in Organizations
 
 

Although the current economic climate and business environment looks gloomy, with business going into administrations, filing losses, one of the practices that organisations cannot do without is HRM. It is important that focus is on the Human Resource, making the most of them, motivating them to work for organisational prosperity that would indeed result in their own good in the long run.

Tags: 

Defining and Changing Organizational Culture

Submitted by MnE Expert on Wed, 07/23/2014 - 02:11
 
 

Culture of the organisation is something that could principally land a business true competitve advantage. Organisational culture is a complex phenomenon and is formed in variety of ways, it may originate from the challenges and obstacles that organisation face, it could be a deliberate creation of the management, People working in the organisation have strong input in forming a culture.

Tags: 

Emotional Intelligence - Definition, Qualities and Characteristics

Submitted by MnE Expert on Tue, 07/22/2014 - 17:31
Emotional Intelligence Characterisitics
 
 

Emotional Intelligence helps you build stronger relationships, succeed at work, and achieve your career and personal goals. Emotionally intelligent people are those who have the ability to recognize, evaluate, and regulate the emotions of one-self, others and of groups.

Tags: 

Terms & Conditions for Probation

Submitted by MnE Expert on Sun, 03/03/2013 - 19:20

All permanent employees will be required to complete three/six months and contractual staff will be required the probation period as per contract unless waived by the CEO at the time of issuing a contract. This can, if necessary, be extended by the management of the organization for another period. During the probationary period, the appointment may be terminated with one week notice by either side, unless specified differently in contract. Permanent staff on probation will not be entitled to annual leave.

Tags: 

Steps for Developing an Employee Contract

Submitted by MnE Expert on Sat, 03/02/2013 - 13:48
Contract Making Steps

Following are the steps for developing a contract for a newly hired employee in an organization

  1. The issuance of contract is centralized at the organization and CEO/ competent authority signs all employment contracts.
  2. Upon the receipt of a completed/signed of the contract preparation request, HR unit will prepare all contracts
  3. The contract becomes a binding document only after the CEO affixes his/her signature.

Tags: 

Method to Modify HR Policy in an Organization

Submitted by MnE Expert on Sat, 03/02/2013 - 10:52

At the time of the review of the HR Policy the following process should be followed;

  1. The HR Manual will be circulated to all staff and a time of 15 working days will be given to suggest amendments in the same.
  2. At the end of the stipulated time an all staff meeting will be called and the changes  proposed by the different staff members will be discussed
  3. All office orders/official memos/notifications released during the preceding two years will also be brought to the forum for discussion & debate

Tags: 

Pages

Subscribe to RSS - Human Resource