Dynamic changes in customer demand, high level expectations for the superior quality of services and products and increase in the global competition has created a complex environment on various industrial sector. Service and quality plays vital role in customers when choosing certain products or services and on the mean time various industries are putting efforts for providing better quality on products and services as per customer wants and needs. It is found that quality has been a greater concern for organisations to achieve strategic advantage and to relay in this competitive business world. The world is looking at the quality which has become a key determinant in service as well as industrial sector to obtain maximum rate of return on
Human resource management (HRM) was known for managing personnel, recruiting and selecting candidates. It was more concerned with administrative work and applying rules and procedures to employees (Legge, 1995). As the work environment became more sophisticated and more unstable, the work of HRM changed and became more flexible to respond to those changes and became more professional in order to handle work effectively since its work has been upgraded to reach a strategic level in the company. The importance of HRM is that good management can deliver good business results which can affect the performance of the organization, the HRM nowadays should contribute in the development of the business and in the accomplishment of the overall plans
Introduction: Organizational Change Change is consistent in nature. During a course of its operation, a business, goes through many changes. The change may be due to political, economic or other reasons. To survive and flourish in operations, the business should adapt itself to meet the change successfully. The organization can adapt to change by making changes in technology, process, people or structure.
Moreover, it will change the current employee’s perspective, as they are currently not aligned. Once the different perspectives are aligned, it will boost the employee motivation, loyalty and productivity. This will eventually enhance the employee job satisfaction and retention rate. (Makar, 2013) In addition, it is required to build a coherent corporate culture including a vision, values and objectives. These core
With the nature of globalization and intricacy of organizational structures, change management is currently indispensable to create a constructive climate which is significant to employees’ fulfillment and production levels eventhough , it may face initial resistance.Labor force of most ostentatious organizations in this era regularly accomplish their jobs in manifold teams while reporting to several bosses that are possibly scattered across the world and branches hence the need to uphold clear focus, constructing the indispensable technical capacity, effective communication and implementing strategies to handle resistance to appropriate change so as to prevent employees from becoming frustrated if their roles and responsibilities are ambiguous
For example, Obeidat (2012) and others in the theoretical literature found that the functions re-design is estimated to provide HRM with a better opportunity to impact on strategic decisions in order to eventually improve organisational performance. These functions are: human resource planning, staff development and regulatory compliance, benefits administration, performance appraisal, and recruitment and selection. HRM practices affect the employees’ skills by focusing on development capital in the company, and through recruitment procedures which can secure a large group of qualified applicants for a job. When able to provide employees of the highest calibre, HRM will have an influence on the quality of work and the skills of the employees in action. The provision of formal training and informal employees will improve the quality of the work submitted and will increase the employees’ work experience, and therefore increase capital and further influence employees and development (Huselid, 1995).
Theory A on organizational performance challenges the existing propositions on human behaviour and motivation. It is founded in the context of changed employee mindset of the modern day employee which has undergone enormous change due to changes in technology and means of production, production relations, customer and societal perception and ones own expectations. Quest for creativity, propels the employee to contribute to the organization drawing positive energy from his innate potential and tuned to best performance models around him through self-exploration. This is a management strategy which believes in delivering targets as responsibility, feeling of creativity and contribution for motivation, identifying with the organization as commitment
Salespersons and their managers are important in keeping good relationship with customers and providing them superior products and services. The effective way to motivate salesperson to be customer orientation is through their compensation plans. Salespersons are more customers oriented and hardworking if their compensation is related to customers. Company also gives training to salesperson to ensure them focus on their customers. Customer orientation is not only focuses on customers’ needs, it includes other stakeholders’ expectation too.
It is a sum total or aggregate of inherent abilities , acquired knowledge ,and skills possessed by the employees of an organization.HRM is concerned with getting better results through efficient management of employees. The functions of HRM are related to specific activities of personnel management, which include staff development, compensation, and employee relations. These functions are directly linked to objectives and strategies of the organization. This is starting point for the functions of HRM. We will now discuss the various functions of HRM: 1.
• The overall quality of human performance in all performance topics. • Investing in human capital. • Unifying the interests of the management and staff trends, which has increased the use of the terms “human resources management” in business organizations in particular as an alternative to the management of individuals as it is consistent with the reality of contemporary organizational performance? • The strategic dimension of the human resource. A proper definition of human resource management that many scholars and HRM specialists have agreed is that HRM is the process of providing employees with the skills and knowledge they use now or in the future and developing the general skills of the staff of the organization to be more prepared to accept the challenges of new tasks assigned to them; the long-term systematic application of knowledge and behavioral sciences; Teach employees strong deeds that enable them to achieve the goal(Beer et al.