People & Organization

Employee Voice For understanding employee voice, we should first understand the participative management. Stueart & Moran (2007), has pointed out that participative management focuses on increasing lower level employee empowerment through direct participative methods & team building in order to involve the employee with the decision making of the organization. Armstrong (2006), has stated that there are four specific purposes for employee voice.   01.    To articulate individual dissatisfaction with management or the organization. 02.    Employee voice serves as an expression of collective organization to the management. 03. Contributes to management decision making, particularly regarding work organization, quality, & productivity.   04.    Employee voice demonstrates the mutuality of the employer-employee relationship. According to Armstrong (2006), basically, two types of voice can be id...

Learning & Development Strategy   The current business world is demanding, fast-paced & constantly growing. Global management leaders need skills to face newer situations. Therefore, their development as leaders cannot be left to chance. A better learning and development strategy includes senior executive training for being their leadership skills are continuously sharpened ( Emalin, 2003) .   Learning & development strategy aims for achieving the following   01.   For meeting employee learning & development needs. 02.   For ensuring optimal human capital development. 03.   For building the business management & leadership skills for a strong executive team. The Features of a Learning & Development Strategy A learning & development strategy should be business-led & it is designed for supporting the achievement of business goals by promoting human capital advantage ( Gabbo, 1994 . However, it shou...

According to Armstrong (2014) SHRM can be defined as ‘An approach to the development and implementation of HR strategies that are integrated with business strategies and supports their achievement’. SHRM is a branch of HRM. This fairly new field has emerged out of the parent discipline of HRM. SHRM is designed to help organizations best meet the needs of their employees while promoting company goals ( Akingbola, 2006). SHRM focuses on HR programs with long-term objectives. Instead of focusing on internal HR issues, the focus is on addressing & solving problems that affect people management programs in the long-run & often globally. Primary goal of SHRM is to increase productivity of the employees by focusing on business obstacles that occur outside of human resources. The primary actions of SHRM are to identify key human resource areas where strategies can be implemented in the long-run to improve the motivation of employees & productivity ( Condrey, 1998) . ...

E-Recruitment in Human Resource Management E-Recruitment is the use of electronic resources for the process of selecting & managing the recruitment in a company. Avinash (2012) conceptualized that internet helps employer’s better target prospective employees. He mentioned that the career web, which small companies consider expensive, could still be less costly than multiple newspaper ads. Carolien (2013) found from a study that internet agencies provide the company with fewer but substantially better applicants than traditional recruitment agencies. The e-recruitment includes practices conducted by the company using technology, particularly internet -based technology for the purpose of identifying & attracting potential employees. E-recruitment helps to employers to save resources reaching a huge number of potential employees and facilitation of the recruitment process such as using assessment tools incorporated into recruitment software. The eleme...