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Job Specialization and Transition Employees to Specialization

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Job Specialization. Figure 1 Job specification process (Source: http://wedugroup.com/en/company/organization.php) A process, which alternatively is known as division of labour, where someone possess a specialized skills, experience and knowledge in a target area in which they are able to accomplish their tasks without or minimal surveillance. Specialization requires considerable training which later moulds skilled labours. Job specialization is important for an organization to boost it productivity as the employee masters in the specific area. This also helps the company to fulfil the need of skilled labours. Even though there are chances for high rate of efficiency and less room for errors, still there are limitations, as to when it comes to specialization due to repetitive of work, less room to embrace new learning areas. How do you transition Employee to Specialization? It is known that the employee resign their jobs ...
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Work Place Harassment

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Harassment. Figure 1 Harassment   (The Lane Report, 2018) Harassment is experienced worldwide, outcomes are severe. Any unacceptable behaviour that is of an offensive nature which daunt, usually violates dignity of a person and creates an unfriendly and demean circumstances is known as harassment. The Event can be one time or repetitive however the severity and the impact on the victim categorizes harassment. Workplace harassment can vary from discrimination, abusive power, verbal and physical violence, sexual harassment etc. Impact on the Business. Employee wellbeing is the business wellbeing, failure to protect the safety and ensure peaceful workplace can negatively impact the business. Namely it can be, shattered employee morale, declined productivity, absenteeism, turnover, damage to the good will of the employer. Additionally the organization can be liable for the actions of an employee provided that no action taken to prevent harassment. This can be applicable even i...
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Employee Reward and Recognition Program

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Reward and Recognition. Figure 1 Employee Recognition   (Great place to work , 2022) Everyone likes to be noticed and acknowledged for their achievement and contributions. There can be arguments, that an employee is obliged to fulfil their roles as per JD dutifully. But recognising an employee can help the employee and the employer build trust as the employee feels they are pronounced for their efforts. Employee Reward and Recognition. Any act of acknowledgment by an entity on its employee’s outstanding performance is employee recognition. The idea behind such programme is to strengthen certain behaviours, practices or process that can outline better performance and a favourable business result. However a recognition usually comes in a package with rewards, thus instead of recognition it is well known as Rewards and Recognition. Benefits of Reward and Recognition. Figure 2 Benefits of Employee Recognition   (Betterup, 2022) In Modern business age, the orga...
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Learning And Development from HRM perspective.

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  Why Learning and development?   Figure 1  Why L&D (Source: https://learning.linkedin.com/resources/workplace-learning-report-2018?_sm_au_=iVVnLnsqkS3rGPnJJf17vK0T8QQJ4) In today’s competitive and rapid changing business world, learning and development has become crucial part of business. L&D is a part of HR led by learning and development managers, and are responsible in building a proper L&D approach within the organization. The L&D module must be inclusive of both theoretical and technological aspects. The purpose of L&D is to enable employee upskill whilst enabling the employers to increase the employee productivity and improve company culture, simultaneously matching the employee’s goals and performance similar to the organization. The L&D team is responsible for finding and filling the skill gaps within the employees and the team. Why is L&D important for an organization? L&D is crucial for the success of a business, apart ...
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Need for Exit Policy.

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  Exit Policy. Figure 1 Exit Policy   (empxtrack, 2019) A business will always have on and off boarding during the entire cycle. Each entity will have their unique recruitment policy, and thus is the importance of an exit policy where HR should focus to retain the best talents. Employees leaving the organization can be both voluntary (from the employee’s side) and involuntary (By the employer). The idea behind an employee exit policy is to set up a process when an employee leaves. It is the formality of the employee to submit a written resignation letter to their head, the resignation letter should be inclusive of the notice period. The employee should be obliged to carry business as usual, support the team and the replacements if any with the utmost corporation during the tenure of the notice period. Furthermore the employee should also train the new recruits if and when required within the notice period. Failure to implement a good exit policy is failure to shie...
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Employee Benefits from an organizational perspective.

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  Employee Benefits  Figure 1 Employee Benefits (Neelie Verlinden, 2022) Talent war is never ending in the business world, thus staff retention is crucial and for the same reason companies should focus on an attractive remuneration package to ensure happy workforce which will minimize to send their resumes to competition. According to Cockman, “employee benefits are those benefits which are supplied by an employer to or for the benefits of an employee, and which are not in the form of wages, salaries and time rated payments.” These benefits were established in the mid of the 20 th century with the rise of unions as a measure to reduce the effect of unionism. Why it is important to have employee benefits in an organization. Figure 2 Importance of Employee Benefits (Vantage Circle, 2022) Here we will be looking at the most common employee benefits among the organizations Pension & Social Security  : A scheme which was initiated for future benefits of...
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Employee Retention Programme.

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Employee Retention. Figure 1 Employee retention   (RobertHalf, 2022) Globalization has a stronger competition for quality employees. Employee retention refers to the process and strategies that an entity implements to keep its top talent by slimming the turnover risks. An employee turnover can be due to both external and internal factors. The HRM can only focus on the internal factors to maximize the employee retention. The company has to implement certain strategies which can motivate the employees so that they opt to retain with in the organizations. An extensive employee retention programme can be a key factor in retaining employees, which on the other hand can reduce the employee turn. These factors can enable an organization to save on recruitment cost, increase in productivity and positively impact on the business performance (SHRM, 2022) . Retention rate formula. (Remaining Headcount during Set Period ÷ Starting Headcount during Set Period) x 100 Effective measures to ...
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