Besides having a higher reputation for events planning services, there will be a boost in company’s revenue and sense of achievement in employees. Essential to the growth of the company, the knowledge management processes will aid future project teams in managing similar projects, improving cost effectiveness and work efficiency. Outcomes Analysis is not a simple phenomena, it depends on the Project objectives and aims, employee’s activity, stake holder participations and management. There is strong relationship between behavior, performance and outcomes. These three elements are discussed and described in many models.
Multicultural teams have become more common in our organizations. Earley and Mosakowski (2000) stated that multicultural teams are used because they are perceived to out-perform monoculture teams, especially when performance requires multiple skills and judgment. Additionally, Adler (2002) has also shown that a well-managed multicultural team is highly effective and are more useful to help an organization globalize. Having a mixture of cultures, abilities, and life experiences can create a stronger dynamic within a group. This can be an organic development or roles can be provided on the formation of the group.
For today’s challenging environments, human capitals are playing an importance role in the organization in order to have dominant position in competitive advantage. Human capital developments are indispensable because it is unique and valuable assets for successful today. Undeniable, practices of human capital development is a significant process to employing and selecting the qualified employees to the organization. So, have a systematic functions and proper practices in strategic way not only can retain and attract the employees, it also can let the organization more understand the demand of employees. Development activities, empowerment, training and energetic participation to decision making process are the examples of human resources management (HRM) practices, all of these can assist employees’ to creative innovative ideas and let them active in innovation process.
A diverse workforce offers greater productivity and a competitive edge. Diversity improves the quality of our workforce and offers a higher return on our investment in human capital. Our agency’s future depends on the quality of employees we recruit
• Diversity Management at Organisational Level: Organisations have a better grip in understanding of legal, political, social, economic, cultural environment. Better suited to serve diverse external customers in a well managed diversity enhances employees relations and reduces the cost of labor. Employers who successfully manage diversity are better at attracting and retaining skills and talents because many workers are drawn to companies that embrace diversity (woods and sciarni 1995 p
Moreover, it can bring greater efficiency for which you can efficiently deliver what you want to say when you have better communication skills. In addition, it can help in advancing career prospects. For instance, a leader that have good social skills can lead others effectively can help build teamwork which can lead the company to a success. Furthermore, it can increase overall happiness. For example, a manager who can communicate well with the subordinates can lead the success of a company because everybody can help each other out when
Many of these provide a basis for pay, promotion, and disciplinary action. The performance appraisal information is essential for employee development, since knowledge of results (feedback) is necessary to motivate and guide performance improvements (El-Ghalayini, 2013). The aim of managing organisational performance is to increase organisational effectiveness by obtaining better performance from people by getting them to work well together. Organisational effectiveness can also be helped by improving organisational processes (such as the formulation and implementation of strategy and the achievement of high quality customer service), and facilitating the management of change (Armstrong 2010). In performance appraisals, competencies are used to ensure that performance reviews do not simply focus on outcomes, but also consider the behavioural aspects of how the work is carried out (which determines those outcomes).
This then has a ripple effort, as those who benefitted from CSR programs tend to also give back to others and so the cycle will continue. More empowered and able people in the economy, the more the economy will thrive, creating more jobs, better salaries…etc5. CONCLUSION: Conclusion question: Is it really necessary for companies to get involved in CSR? I certainly believe that it is important for a company to get involved in CSR initiatives for a few reasons. 1.
It is the belief that when a country is globalized, the citizens will benefit. Citizens will have a higher living standard, better income, better jobs, better services, better goods and products. Economic globalization urges the progress of services and goods between countries. Furthermore, in recent years, developing countries are advancing on globalization. Although there are exploitations in globalization,
Therefore, it can be used to create a more flexible and agile organization that have the ability to respond quickly to any emerging changes in business. This is the main reason on which the different enterprises that have both ERP and BPM are over doubles as likely as those that