Human Resource Management Model

To nurture manpower in the organization that can work on both exploitative and exploratory endeavors, the appraisal process needs to be more development-oriented with long-term orientation (Chan, Shaffer, and Snape, 2004; Collins and Clark, 2003). Normally, appraisals have been found to be result based with little weight given to behavioral based criteria. The system must be adaptable to shift between the twin criteria of evaluations when assessing employees working on exploratory or exploitative work activities. Many times, force fitting results in distributions that are not actually normal but are forced to be so. Several scholars have in fact gone against the prevalent view and argued that employee performance may not always follow the normal distribution it is expected to (Bernardin & Beatty, 1984; Murphy & Cleveland, 1995; Saal et al., 1980; Schmidt & Johnson, 1973).

.1 Introduction; Change plays an undeniable role in any organization. Most of the people to don’t approve of this change because it may change their daily routine. Employees fine it difficult to cope up with them. It should be taken care of by the management system to pass on the change through appropriate means of communication channel, and avoid any form of distortion. The employees should be well aware of the pros and cons of a particular change, by helping the employee to understand the benefits of the change using positive reinforcement techniques.

Thus, Cravia will gain a competitive advantage; have a powerful strength and a guarantee for the protection of their own brand. Secondly, weaknesses weakness is any resource your business lacks in what should they avoid in their decisions and future path or restriction to your ability to achieve business goals. Referring to case study, Cravia passed in some up and downs situations but at last, it solved and exchanges their weaknesses into challenges. So, they worked on their weaknesses to obtain a value that recognized that company from others. Opportunities, is the third element in SWOT analysis.

Organizational culture can produce the loyal employees or employee commitment (Kossek and Zonia, 1993; Fields and Weaver, 2002; Myers and Dreachslin, 2007; Sippola, 2007) Therefore, need to change the organization's culture of newer technology and finds innovative ways of retaining employees. Many factors influence for the commitment of employees in an organization. Among those that are most frequently overlooked, are the organizational culture and environment (Smart and St. John, 1996; Cameron and Quinn, 1999; Smerek, 2010). Although there are studies conducted an organizational culture and organizational commitment, fewer studies look at the relationship between both variable especially from Malaysia perception (Schneider, 1990;

Furthermore, a leader can play a significant role in terms of judging and decision making in a more complex changed phenomenon. According to Cummings and Vorley (2007) to clarify and shift IBM’s culture, it needed to change its approach. Participative Approach The Participative approach, is often called the democratic leadership style as participative leadership values the input of team members and peers in general, but the responsibility of making the final decision relies with the participative leader. Participative leadership increases employee morale as employees make contributions to the decision-making process. It shows the employees and tends to make them feel as if their opinions do really matter.

Jeremy Bentham is the creator of Utilitarianism. According to him utility is the pleasure that we achieved after deducting our pains. It is focused upon rules instead of moral actions of any individual. We use this type of ethics in our daily life frequently. When somebody asked us to explain about our feeling then we are bound to do some actions, we like good actions and avoid bad.

I feel that, for HR domain, this model will be the safest choice. In fact, HR leaders should make the most out of it by dint of designing flexible structural changes and keeping financial perspectives in the mind en route for making business functions self-directed.

• Organizations offering individualism value challenge, freedom and personal time. Employees tend to seek attention for their accomplishment and contributions, therefore becoming more innovative and responsible. • Individualism has also drawbacks where employees become too self reliant and don’t work together leading to inefficiency in production. • One of the benefits to collectivism is its emphasis on cooperation and teamwork. As some businesses shift away from traditional, hierarchical structures with clearly defined and maintained roles and responsibilities for workers, workplaces have become more collaborative.

As the employees are primary part of stake holders, their needs are changing and its company’s scope to meet the needs. Many Employees often complains that they are more involved, engaged and also very good in productivity, but failing in meeting their personal life demands. In the long run, they fear of failure in professional life, unless a change in workplace flexibility and balance in personal and work life. In some of researches conducted by eminent, it is clear that work place flexibility arrangements would reduce the stress, it will facilitate more satisfaction in their jobs and more personal life, and so have better work-family balance. The employees who could do the balancing between the work and personal life, they don’t find necessity to look for another and more engaged with the company.

They may want that new experience in order for them to grow, or to find better jobs, or as a preparation for promotions. This fault as a negative is a fault on how some people think. After all of these, Job Rotation programs that are aimed for the improvement of all employees to reduce boredom, increase knowledge and experience could still be difficult to unaware, under-informed, and unprepared employees and will become a problem for them if they aren’t educated for their own good. Job rotation is overall a good thing for employees however, if this is the only problem, then companies should do seminars, orientations and programs that helps their employees get the idea, get informed and stop their conventional thinking about things. Reducing boredom, increasing work experience, cultivating job knowledge and exercising more theories learned from college to work are indeed things that job