People and Organisations

“Performance management is systemic and continuous process for improving individual, team and organizational performance” (Armstrong, 2014). There are three components of performance management; 1.      Planning for performance 2.      Supporting performance 3.      Assessing performance According to Armstrong, 2017 performance is behavior that accomplishes results. It is outcome of three determinants; Facts and things, how to thing s are done, and motivation to do them. Planning performance is linked with job and work designing.   By a good performance management systems employees are motivated and their self-esteem is increased. Employees can identify their poor performance and be able to more competent on their work. This will result employee satisfaction and ultimately be helpful for achieve organisation goals in accordance with its strategic objectives. Supervisors are able to understanding and ...

“Work design deals with the ways in which things are done in the work system of a business by teams and individuals. Job design is about establishing what people in individual jobs or roles are there to do” (Armstrong and Tylor, 2014).These two processed can be done simultaneously. Workforce requirement in large scale manufacturing industry is declining and work force requirement in service sector is increasing. Professional services, new product development, customize production are the areas that need employee emotional satisfaction in order to get the work done. Therefore work designing and job designing in an organisation should be done considering psychological impact, cost of production or service and quality of the product or service. Cost and quality of production or service Early years work and job designing had been done in cost and quality perspective. After the industrial revolution production was done in large volumes and labor force requirement increased. There...

Employee relations is forming a mutual bond between employees and employers by fulfilling needs and expectations of both parties through communicating and understanding for the betterment of the organisation. Employees expect their personal needs like better pay, sufficient leave, safe working environment, promotions, job security, work life balance etc., social and cultural needs as well as acceptance of their ideas and suggestions related to work. There are several approaches to employee relations policy and level of employees’ involvement in decision making is vary as follows. Employee relations focus on individually or collectively. Today it is more focused on employee relations individually. However collective employee relations based on adding value to the organization being both parties are motivated. These relationships are based on success of the organization, employee’s work satisfaction, building employee trust, feeling on fairness and greater commitment, he...

What is learning? Learning is different term than training, development and education. Most of the time these terms are used interchangeably. In context of human resource management, training is a planned process of increase knowledge, skills, attitudes and behaviour of people to increase ability for job related task. It aims to improve performance in direct way ( Masadeh, 2012). Learning is developed by individual though experience and it is relatively permeant change. Development is continues improvement of an individual’s effectiveness beyond their current job or task. Education is a process in personal growth in abilities and attitudes. It is independently of its application of work. Therefore it is a broader aspect than training or development. Developing a highly skilled workforce is a one method of ensuring competitive advantage. Their knowledge and expertise are required to lead the market place. Organization's workforce is getting advantage of each other and...