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Tenth Stop - Ethical issues faced by HRM

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Although in time ethics was defined in many ways, these fields were focused on the ethical principles and standards that should govern human interaction. Ethical ideals such as honesty, truth, fairness are standards for how people should treat each other. Ethical concepts such as rights, duties, and responsibilities build the structure of social relations. They define the field of individual authority and specify what exactly do individuals owe to each other and what they owe to the community (Carter, 2015). Ethical issues faced by HRM Employment issues One of the major issues of HR professionals face is when hiring employees. For example, most of the companies tend to pressure to hire a friend or relative of a highly placed executive. Another problem is faked credentials are submitted by a job applicant (Deutsch, 2017). In one hand there can be situations that you are discovered that employee who has been with the organization for some time, is skilled and has establis...
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Ninth Stop - Why it's Important to Build a Good Work Culture

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What is Organizational Culture? Culture is an arrangement of different attributes that express an organization and differentiate the firm from another one (Forehand, 1964). Culture is the collective thinking of minds that create a difference between the members of one group from another (Hofstede, 2003). The workplace is where you spend more than a third of your life. Of course, if your employee is happy and content at work, it will reflect in his overall personality and growth as a human (Bhardwaj, 2016). The collective effect of a good work environment is much more than increased productivity and employee satisfaction. The impact is on the overall personality of people who work for the organization. Why Culture is important? Culture builds brand identity When you define culture, you also define the company's values and goals. These will contribute to your company's mission and show your employees and the public what is most important to the brand (Al...
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Eighth Stop - Impact of Globalization on Employee Relations

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What is Globalization? Globalization is such that the world is united in a market with the current growth in the world markets and go beyond national borders. Globalization is the socio-economic integration worldwide and it is one of the most popular topics in the international economy. It's a process their Events, decisions, and movements that occur in a part of the world affect the other parts in a meaningful way (Pradhan, 2010). Due to globalization, employment relations have affected the whole world. In recent decades, there have been many changes in economic policy worldwide. Globalization points to combining countries in the world economy through the increased transaction, investment, short-term capital flows and the migration of qualified and unskilled workers internationally (Anon., 2016) The Relationship between Globalization and Employment After the end of World War II, progress in many Asian countries appears to be significant the result of globaliz...
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Seventh Stop - How does Software Companies Enhance their Employee Engagement

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Employee engagement is described in HR literature as, the enthusiasm that employees feel about their work (Roberts & Davenport, 2002). When you improve employee engagement, you improve performance and thereby increase your own value as an HR professional (Chow, 2019). HR teams can take some important steps to ensure better employee engagement and effective communication. Here are some important drivers followed by product-based software companies on employee engagement: Develop clear internal lines of communication and execute the strategy effectively within the company. Getting your employees on board with your business strategy will effectively make every person in the company a valuable brand ambassador who can help further improve the business goals (Anon., n.d.).Therefore software companies that do are like maintain cloud-based documents that outline the strategy. Implement training programs that emphasize actionable ways to implement the business strategy. Mana...
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Sixth Stop - IT Organizations with Agile Performance Management

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Traditional performance management has proven to be insufficient to assess an employee's contribution. Its focus is to set up a series of processes to measure employee performance throughout the year. These processes lead to an unforeseen effect of managers focusing on employee weaknesses. (Pawar, 2016) Therefore, a more dynamic performance management practice was needed which could be developed and adapted to the changing environment. Thus, Agile Performance Management was introduced. Its three main aspects are regular feedback, communication, and coaching. These aspects bridge the gap between goal setting and performance evaluation. (Maier, 2017) Nowadays most of the IT organizations follow this agile performance management which allows for the real-time feedback conversations that employees want to move to the forefront. Because “Waiting once a year (for a performance review) doesn’t work. It’s time to move to real-time pay for performance, with frequent tou...
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Fifth Stop - Impact of Job Design on Employee Performance

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What is Job Design? Job Design is the process of various elements to form a job, both organizational and individual worker requirements. It typically refers to the way that all tasks or position is organized. (Anon., 2005) Benefits of Job Design Employee Input: The best job design enables good job feedback. Employees have the freedom to select their own work tasks. Employee Training: Training is an important part of job design, so employees are well known about their job demands and when and how it is to be done. Work / Rest Schedules: Job design suggest good work and rest schedule by clearly defining the number of hours an individual employee must spend in his or her job. Occupation structured is endless and consistently developing a procedure that is helping employees modify with changes in the work environment. The last objective is diminishing disappointment and worker commitment to the working environment and upgrading inspiration.  (Anon., n.d.) Employe...
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Fourth Stop - Employee Relationship Management and Job Satisfaction

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Employee Relationship Management (ERM) is a human management aspect that affects the performance of small and large organizations in the 21st century (George, et al., 2008). Today most of the organizations focus on technology for improving employee relationships. If management does not assume employee-centered values, the above-mentioned techniques can result in spreading negative and low morale rather than having a positive impact on the employees' attitude and morality (Armstrong & M., 2006). ERM can be defined as a process that companies use to effectively manage all interactions with employees, ultimately to achieve the goals of the organization (Oluchi & O,, 2013). It also suggested that it involves communication and relationship between management and its employees, aimed at maintaining employment relationships that ultimately contribute to employee productivity, job satisfaction, motivation, and morale (George, et al., 2008). Employee Relationship Managemen...
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