People and Organisations: Principles and Practice in Global Contexts

Changing Technology and Increase in demand for Talent With ever changing advancements in technology and digitization of businesses. CEO are constantly looking for talent in the Techno industry. Changes are swift redundancy of technology and skills is the order of the day. Using contingent workforce is becoming the norm in the Information Technology industry, healthcare and other industries driven by automation and technology (PwC, 2017: Bondarouk  &  Habraken, 2017). Retention Management & Talent Sourcing Managing existing employees, retention of talent and sourcing talent has become the need of the hour for CEO’s in tech industry suggest PwC Survey (2017). Great companies practicing Strategic Human Resource Management (SHRM) invest heavily in Talent development, sourcing, recruitment and selection, appraisals, individual incentives based on performance, Work Life Balance, High Performance Work Practices. Multiple Sources of Talent Acquisition Global...

(Stock Pictures 2017) Introduction The employer and employee relationships defined Employee relationship can be replacing industrial  relations  as the term for defining the relationship between employers and employees. ...’A positive climate of employee relations - with high levels of employee involvement, commitment and engagement - can improve business outcomes as well as contribute to employees' well-being’. (CIPD, 2017) Employer employee relationship is based on many factors, the legal contract itself a written document the employee is often forced to sign it, if she needs the Job, and such factors as the psychological contract or the unwritten contract based on verbal statements, culture and relationships between the supervisor and subordinate. Collective agreements and TU influences with the employer and employee. Within the Sri Lankan context in public sector health the Doctors Union plays a pivotal role in Sri Lank...

Learning and Development Organisation Needs Based Learning and development is organizational needs based however its importance has reached strategic levels in global firms. CIPD (2015) in its survey suggested that learning and development strategy is extremely linked to business needs in the modern company.  On the other hand, learning and development has also been influenced by advancements in technology largely Online learning and development programs are in the increase internet or intranet based. Learning is delivered through remote locations via mobile handheld devices too. Other Changes in Learning and Development As a SHRM function other developments in L & D are Competency Based Training are increasing in importance as competencies give a company reference language to employer hence recruitment and selection processes are simplified and levels of accuracy is higher. Extensive L&D for employees, managers and talent pools to enhance core competencies and a...

What is Strategic Human Resources Management? CIPD (2017) suggest strategic human resource management (SHRM) supports long-term business goals and outcomes with a strategic framework. It focuses on long-term resourcing issues within the organisation's goals and the dynamic nature of work, and shares other HR strategies, on reward or performance, determining how they are integrated into the overall business strategy. SHRM as an integrated processes. SHRM processes are integrated to other functions within the firm, takes a long-term approach while playing  partnership role in setting business goals and objectives together as part of senior management team, specialist roles and service provider roles. Adopted from Stock pictures 2017.  SHRM and Business Objectives  Many of HRM roles or functions is viewed from a business perspective, operational aspects are delegated to front line managers who act and play the role of HRM in their departments. Howeve...

Personnel Management and Definition of Human Resource Management Personnel Management (PM) in the UK has evolved over many years can be traced back to the Factory Acts of 1840’s a period when Capitalists with insight such as Rowntree and Cadbury motivated by religious convictions strived to improve the conditions and lives of the workers (Henderson, 2011). It was much later in the 1970’s that (PM) and sometimes called Personnel Administration (PA) was reinforced. Human Resource Management (HRM) is defined as “is concerned with the employment, development and reward of people in organisations and the conduct of relationships between management and the workforce’. Armstrong (1999, p.3). Comparative Analysis An interesting comparison however makes it much more difficult to comprehend the difference as illustrated below. Personnel Management (PM) Human Resource Management (HRM) Strategic Nature Specifically Day t...