MBA -2021/HRM BLOGS

  What is psychological contracts? According to Rosseau & Tijoriwala (1998), explained that psychological contracts is dealing with two parties significantly of implicit obligations; others stress a need to understand peoples’ expectations and others recommend that reciprocal mutuality as a core cause of psychological contracts   (Cullinane & Dundon, 2006) . Also psychological contracts deals with implicit reciprocal promises and obligations where can describe as a dualistic approach between two parties such as employee and manager. The following figure 1.1 illustrates that how psychological contracts work. Figure 1.1 psychological contracts work Source: (Cullinane & Dundon, 2006) Model Generally there are two types of psychological contracts such as transactional & relational. Transactional psychological stands for economic returns, closed ended & static. Also in this type both parties try to maximize their goals. Relational psychological contracts de...

  No one said HR would be easy, did they? Certainly, if you work within human resources, you’ll know that every day throws up a new challenge – something you’re yet to deal with but which takes up an inordinate amount of your time. As a result, deadlines are missed, and that ever-growing to-do list keeps well, growing. There is always something else screaming for your attention, making each day feel like a constant battle against productivity. While there’ll always be strange, unusual issues that crop up, there are many common workplace problems that every person operating within a human resources department will have experienced. And if you haven’t yet, you should prepare yourself for that eventuality. If you know what they are, you’ll quickly create an HR utility belt that will always be your savior.   What is Productivity? Productivity either happens, or it doesn’t – it’s that simple. Unfortunately, the stuff that keeps us from being productive isn’t always that o...

  What is Covid-19 crisis? COVID-19 is an unprecedented health crisis that has strongly shaken the whole world, plunging it into great fear and uncertainty. It has heavily impacted economies, societies, employees, and organizations. This crisis has started first in the city of Wuhan (China), which has witnessed in December 2019 the outbreak of severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) that has known a fast spread propelling its status to a global pandemic on March 11, 2020, by the World Health Organization. Given the rapid spread of the COVID-19 virus, the countries have implemented several non-pharmaceutical measures intended to reduce its spread, such as social distancing. Lockdown measures have been imposed; people were quarantined; schools, universities, nonessential businesses, and non-governmental organizations have been temporarily closed; travels were restricted; flights were canceled; and mass public gathering as well as social events have been prohibite...

  Importance of Training & Development: Several researchers identify the usage and the importance of the training and development to the organization in their researches. (Khan, 2017, Singh & Malhotra, 2018) Training presents a prime opportunity to expand the knowledge base of all employees, but many employers find the development opportunities expensive. Employees also miss out on work time while attending training sessions, which may delay the completion of projects. Despite the potential drawbacks, training and development provides both the company as a whole and the individual employees with benefits that make the cost and time a worthwhile investment. Most of the authors identify the more benefits of the training and development to the organization. (Khan, 2017) Scholars, experts, social scientist and school administrators now recognize the fact that training is obviously indispensable not only in the development of the individuals but also facilitate the productive ca...

  Diversity is a set of conscious practices that involve understanding and appreciating interdependence of humanity, cultures, and the natural environment; practicing mutual respect for qualities and experiences that are different from our own; understanding that diversity includes not only ways of being but also ways of knowing; recognizing that personal, cultural, and institutionalized discrimination creates and sustains privileges for some while creating and sustaining disadvantages for others; and building alliances across differences so that we can work together to eradicate all forms of discrimination (Patrick & Kumar, 2012) . The Issue:   The workplace lacks diversity. It only hires the same type of people with the same ideas. The problem is it could be illegal, especially if you don’t have valid reasons for rejecting candidates who are women or people of color. Racism can continue to exist as a subtle undercurrent in our society—even when the most well-meaning amon...

  Organizations have to face daily HR issues in their working environment. To face them strategically, they can recruit the best talent and have to maintain them to gain continuous development within the organization. Recruiting candidates requires a lot of work including evaluating what skills and qualifications are necessary for the position, developing an accurate job description, advertising to the right candidates and sorting through applicant resumes. All this occurs before the interview stage even begins. And if you didn’t get a good pool of qualified applicants, you must start the entire process all over again. Talent Management Strategy Organizations are realizing strategic vision through human resource shall begin at assessment of talent needs of business. Through the talent assessment it has mapped out competencies relevant globally in this new environment which it needs to harness and develop. It is now investing in competency based talent recruitment and creation, crea...