Managing People in an Organization

Employee Engagement Simply, the employee engagement can be described as a high level of employee involvement, commitment to the organization and job satisfaction. Since employee engagement is a key to the success of an organization, most employers exercise different tactics in motivation of the employees to boost their engagement at work. Happy employees are much more likely to be productive members of the team who will look forward to stepping through the doors of an organization each morning. Implementing employee benefits is a one of the excellent way of improving engagement, as they are crucial to ensuring your employees are happy and focused in their work. How else do benefits fit into employee engagement? ·        Benefits put people at the heart of what you do. By implementing employee benefits, you’re putting people at the heart of your company. This shows your employees that, as an employer, you care about them and value their achievements and progression. After all, y

Talent Management Talent management is a strategy that organizations hope will enable them to retain their topmost talented employees within the organization which is a key element of success and sustainability of the business. This refers to the skill of identifying, attracting, developing and retaining the individuals desired for making an organization successful either through immediate contribution or their potential to do so in the future. Considering the complex and dynamic environment in which businesses nowadays operate, utilization of the best talent management skills is extremely important for competing in the global economy as well as capitalizing on new opportunities. This is because talent management essentially involves developing individuals and organizations according to the challenges faced by the changing environment. Why is talent management important? The connection between talented employees and organizational performance has always been the heart of any huma

Most of the organizations seek ways to survive in today's competitive environment. Employees need to be informed about their organizations and motivated to be able to show creative behaviors. Sharing needed information with employees empowers them and that allows them to show voluntary behaviors in favor of their organizations. Compared with other organizational factors, knowledge becomes gradually the most important factor of them. Knowledge is valuable when it is shared with other employees. In today's dynamic global business environment, knowledge is seen as a source of strategic competitive advantage of the organizations.  There are many definitions for knowledge. Overall Tiwana defined Knowledge as "Knowledge is a fluid mix of framed experience, values, contextual information, expert insight and grounded intuition that provides an environment and framework for evaluating and incorporating new experiences and information". It would be wrong to think of creativity

Learning and development, a subset of HR, which has been structured to improve organization and person performance by using growing capabilities and knowledge. Learning and development generally known as L & D is often known as training and development, forms a part of an enterprise’s talent management strategy and is designed to align institution and individual goals and overall performance with the agency’s vision, mission and goals. Learning is the method through which a person acquires and develops new expertise,  skills ,  competencies, behaviours and attitudes . .Learning is a continuous process that not only enhances current competencies but also develop the skills, knowledge and attitudes that prepare people for enlarged or higher-degree of responsibility in the future Development is involved with ensuring that someone’s capacity and potential are grown and realized thru the contribute of learning or thru self-directed  learning. It's far an unfolding procedure that a

The Performance Appraisal is the assessment of the employee’s job performance against the benchmark previously set for the categories such as output, leadership, teamwork, versatility, supervision, etc. 1.     Management by Objectives This concept was given by Peter.F.Drucker. According to this concept performance of an employee is assessed considering the targets achieved by him which was set by the management of an organization at the beginning of the assessment period.Briefly it is done as follows Goals and objectives are set by the Management and communicate the same to       the  employees, Performance of an employee is compared against these set goals and is evaluated       after the pre sanctioned assessment period.  In case the employee is not capable in achieving the pre-established goals, then management decides to switch to new strategy or policy that should be undertaken for the accomplishment of unattainable goals. 2.    Psychological Appraisals :  This is very popula

Human Resource may be the most important resource comparing other resources like machine, material, land, etc. In the organizational context, the effectiveness of human resource will be depending on designing the job according to human capability and characteristics. Job design is the most important function of Human Resource Management. It indicates that, designing of contents, methods, functions of a job. The education is the most important to produce a total man with the knowledge, attitudes and skills required not only for the present world but also for that of the future. In the case of delivery of quality education, the teachers are the most crucial & valuable resource. The performance of an employee is that, how well an employee performs his or her task duties and responsibilities. Employees’ performance is also crucial. Because the achievement of goals and objectives of the organization is assessed by performance of its resources, employees’ performance should be assess