MBA - People and organization

Career Development Career development can be identified as a key function of HRM and it is the process of shaping employees’ career for the betterment of their life. Career development involves with developing employees’ knowledge, skills and attitudes during their lifetime along with different occupations (Armstrong, 2013) . Career development aims to develop individuals with sufficient skills and competencies to confront different occupations throughout an individual’s career life. Career development helps to develop individuals both professionally and individually. It enhances individual satisfaction during their career life and organizational support and guidance is essential for developing once career  (Herr, 2001) . Ladders of Career Development §     Self-assessment – The foremost step of career development is to evaluate needed skills and competencies by individuals themselves because they know their skill level and capacity well. §     Career awarene...

                                                                        Employee Value Proposition What is Employee Value Proposition (EVP)? Employee value proposition (EVP) the promise that employer make for their employees instead of their effort and commitment to the organization. EVP includes all the rewards and benefits that worker received from their employer   (Pawar, 2016) . EVP is the collection of gaining that employee received instead of their abilities, skills and experience. EVP is the best option for enhancing organizational brand name within employees   (Goswami, 2015) . EVP is the best option for organizations to stand alone in the industry. EVP is a human -centered approach of organizations and it should be relevant and unique to organizations ...

                           Significance of Periodical HR Audits in an Organization HR Audit An HR audit is a periodical investigation of organizational human resource related policies, practices and process to identify the problems, week points and improvement needs. HR audit can be carried out by the HR department of the organization or external auditors. There are two key types of HR audits such as risk mitigation audits and value creation audits  (Olalla & Castillo, 2002) . Risk mitigation HR audits are connected with identifying legal troubles and employment related problems in organizations while value creation HR audits aims to investigate the improvement needs of HR policies and practices in order to retain and attract best talents  (Botha, 2015) .                                       ...

Strategies for Effective Grievance Handling at Manufacturing Flow in Apparel Industry What is Employee Grievance and its Effect on Workplace? A grievance can be recognized as any actual or pretended feeling regarding any discontent or injustice practices in the workplace experienced by employee or group of employees  (Onyebuchi & Uchechi, 2019) . Workplace grievances leads to employees’ constant dissatisfaction with their job and leads to several negative consequences such as increasing absenteeism and turnover, workplace conflicts, losing valuable employees etc.  (D'Cruz, 1999) . Reasons for Grievances at Manufacturing Flow Apparel Industry Several motives lead to arise grievances among manufacturing employee in the apparel industry including, §       Improper working environment and lack of facilities §     Unclear work practices and roles §     Strict leadership §      Unfair and injustice promotions §     Per...

  Difference between Headhunting and Recruitment in HRM Introduction Recruitment and headhunting are two different concepts although sometimes used them interchangeably. Both terms have distinct meanings and significance differences. Recruitment involves with acquiring individuals through a list of who interested job searchers for a particular job vacancy and headhunting involves with actively pursue experienced and well-qualified unique experts for a particular position   (Islam, et al., 2010) . Headhunting Headhunting is associated with undertaking a detailed pursuit to recognize the most suitable and perfect candidate for a specific job role in organizations without considering they are active or passive candidates   (Windisch, et al., 2018) . Active job seekers are searching via with professional networks and send resumes for applying job vacancies while passive candidates are presently working for an employer and not looking for new job openings. Hea...