People and Organisations Blogs

Figure 01: Steps for Reducing Workplace Harassment in Your Organisation  (mysynergy.com, n.d) What is Workplace Harassment? Harassment in the workplace is defined as disrespectful, demeaning, or threatening behavior directed towards a single employee or a group of employees. Harassment frequently targets an individual's or group's gender, ethnic or racial heritage, or disability. Harassment is unwanted, uninvited, typically unreturned behavior that is often (but not always) repeated. For the individual or group targeted by this behavior, it makes work or any association with work unpleasant, embarrassing, or intimidating. It can make performing good job difficult. (Williams, 2001) Most common types of Workplace Harassment Physical Harassment -  One of the most common forms of workplace harassment is physical harassment. This can also take the shape of physical or property-based violence. This could also be construed as menacing behavior. It can even be referred to as assault i

Figure 01: Meaning of Compensation and Benefits  (Miftah, 2021) What is Compensation and Benefits in HRM? In HRM, compensation and benefits relate to the pay, monetary, and non-monetary benefits that an organization provides to its employees at work. It is a key tool used by Human Resource Managers to help individuals reach their full potential at work. In some ways, it works: 'Better remuneration and benefits, better performance and retention!' Compensation and Benefits handles everything from internal motivation to increased production. Compensation is the advantage that an employee receives in exchange for the service that he has delivered to the business in broad terms. (Azmi, 2021)

Figure 01: What is Talent Management in HR  (Pavlou, n.d) The whole range of HR practices used to attract, onboard, develop, motivate, and retain high-performing individuals is referred to as talent management. The goal of talent management is to improve business performance by implementing methods that increase employee productivity. (Vulpen, n.d) Talent management is a collection of HR processes that work together. As a result, talent management operations are more than the sum of their parts. This also implies that, in order to realize its full potential, a talent management strategy is essential.  (Vulpen, n.d) From hiring to onboarding, performance management to retention, talent management touches on all essential HR aspects.  (Vulpen, n.d) How is HRP connected to talent management? Human resource planning (HRP) enables a company to better maintain and target the proper kind of talent to hire, ensuring that they have the technical and soft skills necessary to perform their job ef

Figure 01: Corporate Social Responsibility  (Martin, 2019) Employees are ignored by bad bosses until there is a problem, at which point they pounce. Speak to staff in a loud, rude, and one-sided manner. Bad bosses do not give their employees the opportunity to respond to accusations and comments. They intimidate employees and allow other employees to bully them. (Heathfield, 2020) Even the happiest employees can become frustrated on the job if they have to deal with a difficult boss. What Makes A Poor Manager? Unwanted leadership traits that cause conflict between supervisors and employees are signs of a bad manager. Micromanagement, conflict avoidance, and credit-stealing are a few examples. The goal of highlighting these characteristics is to assist managers in avoiding pitfalls and leading teams more successfully. (Robinson, 2022) How Bad Bosses Ruin Good Employees? Bad bosses don't value their staff, and their people know it. As a result, they quit putting up their best effort.

Figure 01: Corporate Social Responsibility  (Baker, 2012) The concept of corporate social responsibility, or CSR, is that a company has a responsibility to do good. CSR refers to a company's ability to self-regulate and be socially accountable to its customers, stakeholders, and the general public. What is CSR in HRM? CSR is a business model that allows a firm to be socially accountable to itself, its community, and its stakeholders. This business model aims to make a beneficial impact on society, the economy, and the environment. (bambooHR, n,d) However, corporate social responsibility can be incorporated as a strategic process in organizations with human resource management to recover and sustain the organization's development. (Siddiqi et al., 2021) Environmental, Ethical, Philanthropic and Economic are the four types of corporate social responsibilities. HR's Role in Promoting Corporate Social Responsibility Human resource departments are crucial in ensuring that a comp

Figure 01: Employee Retention  (hrmpractice.com, 2017) What Is Employee Retention? Employee retention is described as an organization's capacity to prevent employee turnover, or the number of employees who quit their work, either voluntarily or involuntarily, within a given period of time. (Holliday, 2021) Why Is Employee Retention Important In HR? Employee retention can save a company's productivity. Workplaces with high retention rates tend to employ more engaged employees, who get more done as a result. Engaged employees are more likely to improve customer relationships, and teams that have had time to gel are also more productive.  (Holliday, 2021) Benefits of Employee Retention Figure 02: 10 Benefits of Employee Retention  (Holliday, 2022) Strategies to Improve Employee Retention Hire Strategically -  Investing in the right hires from the start is critical to ensuring that your recruiting and training investments aren't squandered. Indeed, bad hiring decisions account

Figure 01: Performance Management  (hrkatha, 2017) Knowing your employees well leads to a positive work culture. Employees who know each other well are less likely to fight and criticize one another. Conflicts and misunderstandings not only degrade the atmosphere in the workplace, but they also raise people's stress levels. ( Juneja, n.d ) Employers cannot be good supervisors and maintain a professional relationship with every employee unless they make an effort to get to know them. They could be excellent teachers and technical experts. They may hold regular meetings with employees in order to keep everyone up to date. However, the human element is all too often missing. Supervisors frequently overlook the importance of getting to know their employees as individuals. Great workplace leaders are aware of this. It forges bonds that enable your organization to solve big problems, face big challenges, and achieve extraordinary results from a diverse range of people. (Saviroff, 2013) 1

Figure 01: Key Performance Indicator   (D reamstime.com, n.d ) What is a Key Performance Indicator (KPI)? Managing employee performance and a company's day-to-day operations is difficult. Metrics are frequently used by businesses to evaluate employee performance and track progress toward specific goals. Employee performance objectives should be clear and aligned with the business strategy, as well as specifying what metrics will be used to evaluate and improve business outcomes. Individual employee Key Performance Indicators (KPIs) are metrics that can help you track your employees' ability to meet your expectations as well as their impact on business goals. (employsure, 2022) Figure 02: Key Performance Indicators  (The Balance, n.d ) Why are KPIs Important? KPIs boost employee morale KPIs help to support and influence business goals Personal development is aided by KPIs Performance management relies heavily on key performance indicators (KPIs) Characteristics of a Good KPI Sh

Figure 01: Performance Management  (AIHR, 2016) What is Performance Management? Performance management is a corporate management technique that assists managers in monitoring and evaluating the performance of their staff. The purpose of performance management is to create an atmosphere in which people can perform to their full potential and deliver the highest-quality work in the most efficient and effective way possible.  (TARDI, 2021) Importance of Performance Management Businesses require effective performance management. It assists them in aligning their workers, resources and systems to accomplish their strategic objectives through both formal and informal approaches. Further this helps to facilitate better working relationships, to provide a historical record of performance and to contribute to professional development by encouraging communication and providing useful feedback about job performance.  (FourVision, 2020) Performance Management Process Figure 02: Performance Managem