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Human Resource Management |As the manager of the HR Department-what kind memo would you write to the managers of all the departments of your organization to take steps to reduce absenteeism among the employees of the organization

Human Resource Management |As the manager of the HR Department - what kind memo would you write to the managers of all the departments of your organization to take steps to reduce absenteeism among the employees of the organization
As a Manager of the HR Department, one may have thousands of ways to reduce employee absenteeism however; there are a few practical & feasible ways to reduce employee absenteeism as below.
Also Read,HRM policy template of office etiquette
Reduce employee absenteeism – First Option,
There should be a clear and employee-friendly leave policy in place which - I am sure everyone is aware of. One condition is important to mention that any absence without prior permission will be treated as a termination without notice. If you think it's a bit harsh then go for the second option.
Also Read, How to design strong HR Policy & Procedure Manual 
Reduce employee absenteeism – Second option,
Most of the organizations used to have ‘attendance incentives’ policy for …

Human Resource Management and Benchmarking process

Human Resource Management and Benchmarking process
Benchmarking in simple word is to evaluate (something) by comparison with a standard (oxford dictionary meaning).
Benchmarking is the practice of comparing business processes and performance metrics to industry bests and best practices from other companies. Dimensions typically measured are quality, time and cost (wiki meaning).
Evident from the above two meaning of Benchmarking, it essentially involves studying or learning the best HRM practices adopted/followed by other more successful/competing organizations. Further, evaluating own practices with those thus collected. 
Additionally, benchmarking empowers managers to learn & adopt effective HR strategies followed by other firms. Besides, benchmarking identifies what an organization supposed to do to develop or improve comparative to the HR strategy in excellent companies. It can also assist in creating an initiative for change.
There are seven sequential steps in the process of benc…

HRM Process | Image representation of Human Resource Management Process

HRM Process | Image representation of Human Resource Management Process

Once an organization’s structure is established, it’s time to hunt for people to fill the jobs that have been made. That’s where Human Resource Management comes in. It’s an important task that involves getting the right number of the right person in the right place at the right time. (what is Human Resource Management)
Here presenting the image representation of Human Resource Management Department process flow.

Related Post:
Organisation of the HR DepartmentWhy study HRMMajor Limitations of HRMImage Credit:<a href="https://www.freepik.com/free-photos-vectors/business">Business photo created by freepik - www.freepik.com</a>

Information Technology and HRM Practices | how technology has changed human resource management

Information Technology and HRM Practices | how technology has changed human resource management Changes in information technology are bestowing HR professionals with significant challenges. 
Information technology can be used to circulate information, facilitate alternative work arrangements, and spread out (decentralize) physical organizational structures. 
These potential advantages, however, also present organizations with difficult HR experiments. As organizations increasingly exist within a virtual context, the ability to be creative and build effective teams without the benefit of physical proximity.Human Resource Information system and its benefits

The Impact of Information technology on HRMMay be stretched.For instance, the ability to generate creative sparks based on the synergy that occurs in group settings may be compromised by structures characterized by relativity isolated individual working without face to face contact on a regular basis. 
Additionally, as more organizationa…

HRM Model | the Harvard Model

HRM Model | the Harvard Model
The Harvard Model – A comprehensive HRM model comprises of 6 critical elements of HRM such as: Stakeholders InterestsSituational FactorsHRM Policy choicesHR outcomesLong-term consequences andA Feedback loop through which the yields flow directly into the organization and the stakeholders




Stakeholders Interests: At this level, the HR managers challenge is to achieve balance among all the stakeholders. The focus of this element is to ‘compromise’ between the interest of the owners and those of employees. Thus, HR managers are supposed to balance the interests of all stakeholders.
Situational factors: the situational Factors like workforce characteristics, Labour market, laws and management philosophy influences management’s choice of HR strategy inclusion. Hence, HR experts should determine all the situational factors before deciding for any strategic move.
HRM Policy Choices: This model portrays management as a real actor and capable of making changes in the o…

Organization of HR department| what are the factors influencing the HR Team structure

Organization of HR department| what are the factors influencing the HR Team structureIn our discussion today on organization of an HR department two issues become pertinent. They are: 1.Place or status of the HR department in the overall setup 2.Composition of the HR department
Status of the HR department in the overall organization structure depends on
1.Size of the firm or business: In small start-up organizations where employee strength is around 100, the HR activities are very basic in nature. Perhaps, the functions may include recruitment, salary processing, leave management, statutory compliance, organizing office offsite and other miscellaneous administrative/coordinating activities. Often, the role to handle these activities is bundled with front-desk (reception) or other office admin duties. HR Department structure: Small organization structure However, in medium-size firms where employee strength is around 200-500, the HR department functions in a much more structured way. Main…

HRM Policy template | Work etiquette or office etiquette

HRM Policy template | Work etiquette or office etiquette
Work etiquette is a code that governs the expectations of social behaviour in the workplace. This code is put in place to "respect and protect time, people, and processes."
There is no universal agreement about a standard work etiquette, which may vary from one environment to another.
Work etiquette includes a wide range of aspects such as body language, good behaviour, appropriate use of technology, etc. Part of office etiquette is working well with others and communicating effectively. (Wikipedia)
Here presenting - HRM policy template of office etiquette for ready reference, which can be implemented immediately after minor alterations as per one’s organization. OFFICE ETIQUETTE POLICY TEMPLATE
1.Office Timing: Always reach office on time. For reporting time, please refer Flexible Work Schedule Policyissued by the HR Dept. dated DD/MM/YY.

2.Dress Code & Personal hygiene: Everyone (Male /Female Colleagues) will follow …