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GLOBAL ISSUES ON HUMAN RESOURCE MANAGEMENT source: Forbes.com Employee Relations According to Armstrong (2009), way of dealing employers and employees individually or through their trade unions define as employee relations. HR Policies, code of ethics, Employee rights & policy documents, Union agreements are implemented to maintain this relationship. Following Four approaches have been identified by relating of Industrial Relations Services (1994), 1. Adversarial: - Company decides the requirement and employees have to act open it. 2. Traditional: - Good day-to-day working relationship but management proposes. 3. Partnership: - The organization involves employees in the drawing up and execution of organization policies, but retains the right to manage. 4. Power sharing: - Employees are involved in both day-to-day and strategic decision making. As per Dessler (2013), ethical behavior at work place is very essential to maintain employee relati...

Source: Global partners Corporation , ( 2017), Reinventing Performance Management, Harvard Business Review Performance Management and Appraisal As per Armstrong (2009) performance management defined as a systematic way of improving the performance of individuals and teams in the Company to improve overall performance of the Company. Here they define: what is to be achieved and process will be developed to increase probability that it will be achieved in the short term or long term. Performance appraisal means evaluating an employee’s current and/or past performance based on a performance standard of an employee. Followings are the three steps; (Dessler, 2013). 1.       Setting work standards 2.       Assessing the actual and mapping with standards 3.       Update feedback (to improve the performance level or continue with developments)   Gap between Performance appraisal and...

GLOBAL ISSUES ON HUMAN RESOURCE MANAGEMENT ORIENTING, LEARNING AND DEVELOPMENT (Source: https://www.kmprod.com/learning-development) According to Dessler (2013) Orientation is the process by which introducing organization, people and its culture to new employees such as Company rules, ethics, Computer passwords, etc). Learning is the process by which a person acquires new knowledge, skills and capabilities as per the job requirement. Learning requirement, either it can be created from both employee or employer based on the requirement, however, benefit/outcome of learning always specifically job related. (Armstrong, 2009) According to Armstrong (2009) above learning approach has called as “Training” during the time of delivered by the orgarnisation or an external service (Eg: Streamline errors/weakness or improve customer service). Today the approach is called as “Learning” and it is become ‘just-for-you’ and ‘just-on-time’ (Developed by the individual...

GLOBAL ISSUES ON HUMAN RESOURCE MANAGEMENT Source: https://www.forbes.com Recruitment & Selection According to Armstrong (2009), to attract required number of quality employees at a minimum cost in to the organization is main purpose of recruitment and selection process.   The process mainly consist of three stages as follows, 1. Defining requirements – creating job descriptions and specifications 2. Attracting candidates – reviewing and evaluating alternative sources 3. Selecting candidates – sifting applications, interviewing, testing, assessing candidates, assessment centers, offering employment, obtaining references; preparing contracts of employment. Companies must implement proper staffing plan and forecasting to find out people count, before finalize to its recruit (Hackman and Greg, 1976) How Technology in the recruitment and selection process can save you money When hiring for your business, using technology can make the recrui...

GLOBAL ISSUES ON HUMAN RESOURCE MANAGEMENT Source: http://www.eastmanandassociates.net/job-analysis/ Job Analysis and Job Design in Global Context Set of tasks performed by a person to achieve a goal can be identified as a job. It is a part of an organisation structure and the job is not depend on person, who is handling it. The person can change time to time, but the job remain unchanged until for redesign (Armstrong, 2009). This analysis involves compiling a detailed description of tasks, determining the relationships of the job to technology and to other jobs and examining the knowledge, qualifications or employment standards, accountability and other incumbent requirement. It involves studying jobs to determine what tasks and responsibilities they include, their relationships to other jobs, and the conditions under which work is performed, tools and equipment used, and the personal capabilities required for satisfactory performance. ...

GLOBAL ISSUES ON HUMAN RESOURCE MANAGEMENT Source: Adapted from “How Much Time Should Your HR staff Spend on Recruiting?” Human Resources Department Management Report, June 2000, p. 6. Human Resource Planning Human Resource Planning process of determining future employee needs and deciding steps of strategies to achieve those needs for the purpose of accomplishing organisation goals and objectives. Main objective of Human Resource Planning is to prepare the organization top acquire the appropriate (if possible, the most appropriate) employees for the appropriate jobs at the appropriate times so that overall organisational goals are attained. Definitions ·      The systematic and continuing process of analysing an organisations human resource needs under chaining conditions and developing personnel policies appropriate to the longer-term effectiveness of the organization. It is an integral part of corporate planning and budgeting p...