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What is  Global HRM ?    In relation to HRM, globalization is presented as a force that even if not yet leading to convergence in HR practice is certainly leading to a challenge to national mindsets (Sparrow and Hiltrop, 1997). With the arrival of globalization, organizations big or small have ceased to be local, they have become global. This has increased the workforce diversity and cultural sensitivities have emerged like never before. All this led to the development of Global Human Resource Management. It can be classified the objectives of global HRM as follows (ManagementStudyGuide, 2018). Create a local appeal without compromising upon the global identity. Generating awareness of cross cultural sensitivities among managers globally and hiring of staff across geographic boundaries. Training upon cultures and sensitivities of the host country. Click below link to find out more on HRM in global perspective :  https://youtu.be/EBB...

What is Corporate Social Responsibility (CSR) Corporate social responsibility is the obligations of businessmen to pursue policies, to make decisions, or to follow action which are desirable in terms of the objectives and values of our society” (Bowen, 1953). Carroll (1979) defines CSR as the social responsibility of business encompasses the economic, legal, ethical, and discretionary expectations that society has of organizations at a given point in time. As stated by Lee (2008), CSR as a concept is quite modern and it has developed progressively over the years as a result of several pioneering studies. CSR takes decisions and functions of a company that go beyond financial and technical interests (Davis, 1960). HRM role in Corporate Social Responsibility The most obvious role HR has to play is as the expert on ethical employment practices, which is a core strand of corporate responsibility. But beyond this, HR is also the single function best placed to pick ...

What is organizational Culture..? Culture is the commonly held beliefs, attitudes and values that exist in an organization. Put more simply, culture is ‘the way we do things around here’ (Furnham and Gunter, 1993). Brown (1998) states that “current interests in organizational culture stems from at least four different sources: climate research, national cultures, human resource management and from conviction approaches which emphasize the rational and structural nature of the organisation to be unable to offer a full explanation of organizational behavior”.  “Organizational culture is the distinctive norms, beliefs, principles and ways of behaving that combine to give each organisation its distinct character” (Arnold, 2005). Schein (1985) also defines organizational culture as “a pattern of basic assumptions invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration that has worked well enou...

Employee engagement is quickly becoming one of the most important indicators in gauging work satisfaction. Employees today are looking for more than just a 9-to-5 job. They want to be involved in their work, enthusiastic about the organization they work for and committed to their fellow workers. Academic researchers have defined employee engagement as ‘the harnessing of organization members’ selves to their work roles in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances. (Kahn,1990). Shaw (2005) defined engagement as translating employee potential into employee performance and business success. This means changing the way employees perform ‘by utilizing the tools in the armory of internal communication professionals. Employee Engagement is the dedication, passion as well as commitment of employees and effective leadership skills with support from the top management to the employees. Human resource lead...

Performance management is important for an organization, as it helps organizations ensuring employees are working hard to contribute to achieving the organization's mission and objectives. Performance management sets expectations for employee performance and motivates employees to work hard in ways that is expected by the organization. Moreover, performance management system provides a completed and professional management process for organizations to assess the performance results of organizations and employees. Employee performance could be expected, assessed and encouraged. Macky and Johnson (2000) said that the importance of performance management system is on continuously improving organizational performance, and this is achieved by improved individual employee performance. Therefore, improving employee performance by using performance management system is a way to improve organizational performance. According to Armstrong (2006), the performance management proc...

Frederick Taylor, also called the father of scientific management, created the first bureaucratic system for measuring and constituting effort standards for work. In 1911 Taylor published his book on the principles of scientific management, in which he brought out the process of scientifically studying work to improve workers’ efficiency (Shafritz et al. 2015). His system for organizing work, which came to be called “Taylorism,” began with the conviction that the natural instinct and tendency of men is to take it easy. Taylor designed a control structure over work performance that included scientific tests to ascertain the best of which a worker was capable and an incentive system to induce him or her to attain it. Taylor assumed everyone is first- class at something (Rollinson, 2005), which means there should always be a person who best suits a job and just has to be found. Because extracting the maximum effort of a worker resulted in boring and repetitive tasks, careful s...

Setting Employee Expectations Employee relations is a frequently used term in relatively recent years to specify a particular area of subject matter. Previously the term ‘industrial relations’ was in more common use. Today, Employee Relations is a much broader concept. It involves maintaining a work environment that satisfies the needs of individual employees and management. Improving employee morale, building company culture, conveying expectations. An effective employee relation involves creating and cultivating a motivated and productive workforce. It’s necessary to keep the dynamics of employer-employee relationship in mind. It covers all the relations between employers and employees in industry. Employee relations also includes giving scope for employee participation in management decisions, communications, policies for improving cooperation and control of grievances and minimization of conflicts. The importance of creating commitment has been enhanced ever before d...

What is Organizational Learning? Organizations must be equipped people through constant learning, to deal with changes and to have the ability to adapt with conditions changes and modern challenges, organizations must be able to introduce and develop learning within the organization. Learn is the main, key and requirement factors of organization that wants remain in the economic modern world and competitive environment. In other words, to become a learning organization. Learning organizations are bold and powerful organizations that their foundation are based on learning and the best way to improve performance in the long run, using learning. (Asghar, 2008) According to Khatri, (2010) there are four linear stages as result and proofs of organizational learning. These include discovery, invention, production, and generalizes of total results. Organizational learning is a set of organizational actions such as knowledge acquisition, information distribution, informati...