Leader-member exchange highly improves job quality and fulfilment and aids in demonstrating OCB. For firms to be able to incorporate the OCB, they have to hire people who have conscientiousness traits as they demonstrate OCB behaviour which often results in progression within an organization in special offers and job satisfaction. The workers in return gain respect and recognition for their work from the management which increases motivation and further inspire to adopt OCB. Employees with conscientiousness traits have great LMX quality relationships with their superiors. This leads to high levels of job satisfaction from implementing OCB giving them more responsibility and freedom and present constantly new opportunities for them.
It also becomes the source of maximizing the affinity to the organization, which ultimately leads to the enthusiasm of the employee about organizational goals. Internal recruitment makes sure that company choose best possible employee internally, which ultimately contribute to achieve strategic goals of organization. Long-run productive and profitable organizational goals increases the importance and need of retaining existing employees. The cost effectiveness is not only the criteria of selecting a candidate internally but it also becomes time saving to select a candidate from already developed pool of candidate. And selecting the candidate from internally developed pool will become a catalyst to upsurge the morale and motivation of employees which leads to the high performanceHeraty and Morley
Human capital development have a strong relationship with strategic planning process. In an organization, human capital development on strategic planning process can consider as a main tool for influencing and shaping attitudes, skills and behaviour of the individuals in their duties and jobs. With a proper management on human capital development, they are able to create a new goods and services. Furthermore, it is a good concepts and specialized with strategic planning process and environment by giving a specific tasks due to the deliberations on the objectives. Hence, after the organization improve the management of human capital development on strategic planning process, the organizations are definitely have some breakthrough and progress.
Introduction In these competitive times Human Resource Management is the most valuable asset in any organization. It is reflection of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of every person in the organization. In order to stay ahead in this time it is imperative for any organization to use Human resources to maximum possible extent. To achieve this goal they have to ensure that employees perform to their best and keep on improving themselves. However, their performance and motivation to a large extent are influenced by Job Satisfaction.
To build a high performance team, an organisation must foster the culture of understanding, learning and innovation. The organisation faces the challenge of effectively managing the high performance groups as well as harnessing the capabilities of the team to its fullest potential. There are various factors affecting these High Performance Groups in an organisation. They are 1. Team: The team is as good as the members, their responsibilities and their accomplishments.
it also supported by Tomlinson (2002)(Bidisha), said that those organization that has well trained employees especially in latest technologies can lead the competition. it is because due to the competitive environment that require employees to learn more and perform the works well, indirectly can face the global challenge in the labour market (Garg and Ratogi,2006)(Bidisha). According to Black and Lynch (1996)(Afridi, n.d), a research found that, a companies or organizations, usually the larger one, that invest more on physical resources can retain their
As recent studies emphasize that effective leader is more than manager. In other words, they have vision, and improve common vision, and value the contributions and efforts their colleagues in the institution. A leader should realize good ideas, actively support them, and encourage work. In addition, sometimes good leaders have to draw upon their experience and mentors to help in these complicated situations. They have a set of unique talents, and they have a point of view that no one else has.
“Human resource management represents the design, development, and implementation of interrelated people management practices that influence how well an organization can attract job applicants, retain motivated and successful employees, and ultimately impact job performance and organizational effectiveness” (Noe, Hollenbeck, Gerhart, & Wright, 2007, p. 107). Some of the major functions of the human resource management, include, but are not limited to, recruitment and selection, training and development, compensation and evaluation. These functions are some of the major components that are essential for growth in any organization. These functions have been directly related to higher employee performance and added value to the organization (Pfeffer, 1994). Employee Recruitment and Selection The goal of employee recruitment and selection within HR is to attract qualitied applicants to an organization, categories those applicants to identify the most qualitied, and ultimately make and hiring and placement decision (Hargis & Bradley, 2011).
Employees benefit from: Higher motivation and commitment; career development; increased knowledge about and contribution to company goals; sustained motivation and job satisfaction. In these days of highly competitive world, where change is the only constant factor, it is important for an organization to develop the most important resource of HR. Several TM processes need to be in place on a strategic level in order ensure its success. Such processes include talent identification, recruitment & assessment, competency management, performance management, career development, learning management, compensation, succession planning
As a researcher, I believe that employee is one of the most important assets in any organization. Recruiting the right people will directly impact the company performance in terms of revenue and customer satisfaction which are considered as major factors for any company surviving and growth. Therefore, recruitment is a huge base of company performance. Recruiting impacts employees’ retention, performance and motivation. Here will rise the true HR techniques to avoid negative hires and negative turnover.