Amila MBA HR Blog

  Contemporary Performance Management Practices in Global HRM Performance management is the process or an activity of developing a working environment where people are able to perform to their maximum abilities. The aim of this process is to maintain and improve employee performances in line with organizations objectives.  It’s also a system that starts when a job is distinct as a needed job function to the organization. This continues process take place until the employee leaves the organization or resign from his or her employment. Its better defined by Armstrong as , ‘Performance Management is the continuous process of improving performance by setting goals that are aligned to the strategic goals of the organization, planning performance to achieve the goals, reviewing progress, and developing the knowledge , skills and  abilities of people (Armstrong, 2016).  ‘In Summary Some of the main tools used in perf...

  E-Learning as Coherent approach for Learning & Development Learning and Development is a key aspect in HRM. There are many ways that employees can be developed and trained. Some of these methods include on the job training, on the job development, off the job training, Induction programs, Internal as well as external workshops. Organizations offer such programs to keep their employees skills updated and maintained, so that organizations are able to achieve their strategic goals. It’s a primary objective that HR Managers selects the right employees for such L&D while it’s extremely vital that employees participate and apply it to their day- to- day job functions.   Definition to L&D: ‘The primary purpose of Learning and development as an organizational process is to aid collective progress through the collaborative, expert and ethical stimulation and facilitation of learning and knowledge that support b...

  Mentoring as a strategy for Talent Management Talent management is a key area of concern for most HR Mangers globally as it’s very much linked with the company’s business goals and strategies. The challenge is to find the right talent that is needed while developing the present employees talents to keep up with market and industrial trends.  It is said that ‘talent management is the process of ensuring that the organization has the talented people it needs to attain its business goals’ (Armstrong and Taylor, 2014). Most of all - Attaining, formally know as reaching or achieving will fulfill the company’s goals where profitability is made.   Furthermore, it has been highlighted that ‘Talent management contains strategies and protocols for the systematic attraction, identification, development, retention and deployment of individuals with high potential who are of particular value to an organization’.(Tansley and T...

    Maslow Hierarchy of needs in HRM today Abraham Harold Maslow, An American Psychologist and Philosopher proposed that human beings are driven by different factors at different times. These driving factors are hierarchical, in the sense that we generally start at the bottom layer and work are way up. Maslow wanted to understand what motivated people. He believed that people possess a set of motivation systems unrelated to rewards or unconscious desires (Maslow, 1943). This belief was the birth of ‘Maslow’s Hierarchy of needs’ theory in 1943. This theory was well recognized as it was very easily grasped, adopted and applied in a simple manner. Also this theory helped people to be motivated while identifying similarities and deference’s among the theory. The usage was so that the theory was used to understand human needs useful for businesses such as in product planning, positioning and pricing. In addition the relevance ...

  Performance Management   Dr Elaine Pulakos of executive vice president and director of the Washington, D.C. of the office of Personnel Decisions Research Institute (PDRI) says in her research on Performance management systems  , which typically include performance appraisal and employee development, are the “Achilles’ heel” of human resources management. They suffer flaws in many organizations, with employees and managers regularly bemoaning their ineffectiveness. Further A recent survey by Watson Wyatt of Personnel Decisions Research Institute (PDRI)  shows  that only three out of 10 workers agree that their company’s performance management system helps improve performance. Less than 40 percent of employees said their systems established clear performance goals, generated honest feedback or used technology to streamline the process. (Arvey & Murphy, 1998) The book titled “Performance Management “ by Herman Aguinis of Kelley School of Business Indiana Un...

  Employee Engagement     Having a committed and engaged workforce is an important part to achieve the organizations goal, targets . Organizations treat employees as its capital, there for managing human capital to a productive pathway should be more defined and planned. A study by Maniam Kaliannana, Samuel Narh Adjovu on the Effective employee engagement and organizational success: a case study express few important points about employee engagement, making employees to feel the job and actively involved in the job is very much changeable. Employee engagement is based on trust, integrity, two way commitment and communication between an organization and its members. It is an approach that increases the chances of business success, contributing to organizational and individual performance, Productivity and well-being. It varies from poor to great. It can be nurtured and dramatically increased. (Armstrong, 2000)Employee engagement is about positive attitudes and behavi...