In recessionary times, the HRM function has the unenviable task of managing layoffs, motivating employees who remain, and ensuring that the organization practices what it preaches and is not a fair-weather friend to the employees. Further, the companies themselves need to realize that good people management often translates into good economic performance.
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Reward processes have to be evaluated for their effectiveness. Only when organizations know whether their reward processes are effective would there be a reward system that adequately compensates employees for performance.
Any employee development system consists of – induction, training, development, performance appraisal and career management. Lets dicuss in detail abouth the information systems for training and development.
The important processes in Human Resource Management are – Human resource planning, Employee remuneration and Benefits Administration, Performance Management of Employees, Employee Relations etc.
It is very challenging to design a rewards and recognition system when teams are globally distributed. In case of virtual teams the leader has to come up with creative ideas for recognizing good performance of employees.
This article discusses the need for the employees and the managers to have emotional and spiritual intelligence. The key theme in this article is that high performance is delivered by self-actualization of the employees and therefore, both SQ and EQ are needed that would not abandon the profit imperative and at the same time would make us take our next evolutionary leap.
Evaluating an employees performance based on pre-defined competencies and their behavioural indicators is known as competency based assessment. Lets understand the concept in detail.
Talent management solution integrates the needs of the management, executives and employees into one system and unifies information across all the major HR processes like performance management, recruitment and selection, learning and development.
The theory was developed by Robert House and has its roots in the expectancy theory of motivation. The theory is based on the premise that an employees perception of expectancies between his effort and performance is greatly affected by a leaders behavior.
Try these six tips to step up your online training program and increase performance support for employees.
Managing Talent from University of Michigan. In this course, you will learn best practices for selecting, recruiting, and onboarding talent. You will also learn about the key approaches to measuring performance and evaluating your employees. In …
Managing as a Coach from University of California, Davis. Do you (or do you want to) manage employees? Have you ever wondered how to get better performance out of those you manage? Are you unsure if you are communicating effectively with your …
Chief Learning Officers are often found at larger organizations where the human resources department is broken out into various specialties. CLOs, who are sometimes called chief knowledge officers, usually report either to the top talent officer or the chief executive officer (CEO). A CLO’s responsibilities may include on boarding, training courses and materials, employee development initiatives, executive coaching, knowledge management and succession planning. CLOs may also supervise the selection and implementation of learning technology, such as learning management systems (LMS). CLO Job Responsibilities: Develops an organization’s educational process Promotes knowledge management Institutes effective training strategies Directs large scale change management...