(Human Resources Management) and also known as HR is the governance of an organisation. It is a very important section of both private and public sector of an organisation. This recognition of the importance of HRM extends to small businesses, for while they do not generally have the same volume of human resources requirements as do larger organizations, they too face personnel management issues that can have a decisive impact on business health. "Hiring the right people and training them well can often mean the difference between scratching out the barest of livelihoods and steady business growth”. The main purpose of HRM is to maximize the productivity of an organization by enhancing the effectiveness of its employees and also to acquire, develop, and retain talent.
So it basically refers to the positive attitude of the employees related to their work. It means the employees feel energetic and happy about their work and do it with commitment and dedication. Workplace environment consists of both physical and nonphysical components, which together have a significant impact on the engagement of employee in his work. This paper further explores these two constituents by tracing the work done on these variables. Performance is a direct outcome of employee engagement, which is defined as employee’s contribution in increasing the value of
In today’s fast-paced environment, if your staffs are not learning, both individual and the organization are falling behind. Most would agree that today’s successful businesses treat employee training and development as an essential investment. The days of training for the sake of training are long gone, as training needs to be carried out in a manner that gives people the information, skills and motivation they need to do their jobs well and achieve their goals. Increasingly organizations are focused on providing the right training, at the right time, for the right. The undertaken research on effectiveness of T & D activities with reference to Ahmednagar has proven the fact again.
However those firms that have learnt how to manage their human resources well would have an edge over others for a long time to come because acquiring and deploying human resources effectively is cumbersome and takes much longer (Wright and Snell, 1998). The effective management of human resources requires sound human resource management systems. San Francisco (2004) defines HRM as a distinctive approach to employment management which seeks to obtain competitive advantage developed showing how HRM practices leads to overall corporate performance. The impact of human resource management (HRM) practices popularly known as HR practices on organizational development/performance and employee attitudes has been a leading area of research in the developed world for years (Delaney 2007). But surprisingly, very limited number of studies have been conducted on HR practices in the context of developing countries in general (Pfeffer 2005) and Nigeria in particular (Mahmood,
This will look at how enthusiastic knowledge aptitudes are related with engagement on a specific area working. LITERATURE REVIEW The worker engagement is a marvel in the working environment that has begun in consideration of numerous analysis. Because of its importance in enhancing work environment and gainfulness. Engagement is in the level of responsibility and contribution of a worker has towards their association and correspondence between in organization and its individuals. It is all about the business connections and works associated with occupation, profitability and performance of the organization.
Exclusively, innovative organizational cultures appear to be the most positively correlated with personal accomplishment. In order to improve the quality of occupation and services, it is essential to understand the working environment, employees’ perceptions, attitudes, motivation, and commitment as well as customers’ needs of services are
This literature is largely conceptual and concludes that human resource management practices can help to create a source of sustained competitive advantage especially when they ae aligned with firm’s competitive strategy. The firm’s potential human resources are the important considerations for the development and execution of its strategic business plan. The belief that individual employee performance has implications for firm-level outcomes has been prevalent among academics and practitioners for many years. Thus, the literature clearly suggests that the behavior of employees within firms has important implications for organizational performance and that human resource management practices can affect individual employee performance through their influence over employee’s skills and motivation and through organizational structures. This study departs from the other resources literature in three ways.
Importance of Employee Training For an organization to be effective in its activities, it has to be dependent on the power and usefulness of its employees. Some institutions do usually look for the services of outside consultants to make and implement various trainings in order to improve the performance of its employees. Due to cultural diversity in most countries, the law system and other various challenges that employees face usually make the organizations to organize training methods that make employees need to overcome the challenges. Trainings in various legal requirements, employees’ growth and diversity are necessary for organizations to make the employees effective. Therefore, the paper shall focus on the importance of employee training in various fields, components of training plan and the importance of the trainings in meeting organizational needs.
‘to facilitate the development of relationship-based approaches, which embrace a holistic understanding of clients, of practitioners and of the nature and contexts of social work practice, there is a need for practitioners to be afforded the time and space to respond thoughtfully – reflectively- to the unique, complex and dynamic situations they encounter’. (Ruch, 2005) Trust, mutual respect, mindfulness, welcoming diversity and open communication are generally considered as important building blocks for developing good relationships The work identities and relationships are important for development, well-being, success and performance of individuals and groups at workplace (Baker, Cross, and Wooten, 2003; Dutton & Heaphy, 2003; Flum, 2001; Gibbons, 2004; Hall & Kahn, 2002; Lord & Brown, 2001; Morrison, 2002; Ragins, Cotton and Miller, 2000; Sherony and Green, 2002; Wrzesniewski, Dutton and Debebe, 2003) Kling and Zmuidzinas (1994) identify three types of organizational change: “Metamorphosis” - far reaching, fundamental change “Migration” - shifts toward a new form “Elaboration” - changes that enhance some aspect of