People and Organizations

     It is a pattern of beliefs and expectations shared by members of an organization, these beliefs and expectations produce norms and powerfully shape the behavior of individuals and groups in the organization. (Sch & Davis, 1983)  Note : From What is organizational culture, May 2016   (Rick, 2015) Recent research has shown that organizational culture effects to the sustainable performance   (CIPD, 2011) . Organizational culture is related with the value creation, which ultimately affect to employee engagement   (CIPD, 2016) . Culture interacts with most of business processes, impacts decision-making, engagement, productivity trust and well-being, how the employees behave and values they bring to work   (CIPD, 2016) . So, organization culture is an important part in of HR in an organization. Problem of changing organizational culture With globalization, rapid development of technology, social changes and co...

Globalization can be describing as t he worldwide movement toward economic, financial, trade, and communications integration   (Business dictionary, 2019) . With the globalization new trends and findings of HR is spreading widely. Recently more and more companies begun to study and analyze their employees in workplace, so they can use that information in decision making   (Leong, 2017) . In 2017 69% of the companies have collect and analyze people date where it was 10-15% before   (Leong, 2017) . Adoption of HR related software streamlined data collection and analysis process helping managers to predict staff needs, expedite the social connections, improve carrier development and make office environment more productive   (Leong, 2017) . Millennials starting to dominate the workforce companies begin to change to attract best talent among them   (Hernaus & Vokic, 2014) . So, this will be an exiting time to HR as employers trying to create employe...

        Employee engagement means people are committed to there work and to the organization (Armstrong , 2017) What drives engagement  From: The Simply Irresistible Organization (Bersin, Daichendt, & Kaplan, 2016,p.6) Levels of engagement Engaged employees – work with a passion, has an emotional attachment with there work and to company. Drive innovation in the organization and help to move the organization forward   (Krueger & Killham, 2006) . Disengaged employees - Work but not engaged to their work. Put in time but do not work with passion or with energy   (Krueger & Killham, 2006) . Actively disengaged – Unhappy at work and shows the disappointment, they can discourage colleagues and undermine the work   (Krueger & Killham, 2006) .    Recent developments and findings in employee engagement. Survey in USA reveal 34% of the work force are engaged while 16.5%...

        “Performance management can be defined as a systematic process for improving organizational performance by developing the performance of individuals and teams”   (Armstrong, 2006) Over last five years performance management (PM) has changed dramatically   (Sloan, et al., 2017) . Continuous PM is an emerging trend and most of the top companies adopting it with there own research. Agile goal management, continuous feedback and check-ins are becoming common performance management practices   (Sloan, et al., 2017) . Most of the top company executives feel the need to redesign the performance management, 79% of them rate it as a high priority   (Sloan, et al., 2017) .  Note: From Performance management: Percentage of respondents rating this trend ‘Important” or “Very important”, (Sloan, Agarwal & Sherman, 2017, p.40) Today companies operate differently they value team approach, feedback, training...

“Job design specifies the contents of the jobs in order to satisfy work requirements and meet the personal needs of the job holder, thus increasing levels of employee engagement” (Armstrong ,2014). The present workforce consists of three primary generations including Baby Boomers (1946-1964), Generation X (1965-1979), and Generation Y (1980-1999) also referred to as the Millennials (Schullery, 2013). Employees from different generations have varying expectations on what becomes valued in the workplace and what they expect from a job   (Lester, 2012) . Job design theory has largely overlooked the generations differences and workforce diversity (Hernaus & Vokic, 2014) . Demographic trends, accompanied with economic, technological and cultural changes, require proportionate changes in how work is structured and organized (Cordery & Parker, 2012) . Personal values and work preferences of generational cohorts Note : From ‘Personal values and work pref...

Employee relations is defined as “The approaches and methods adopted by employers to deal with employees either collectively through their trade unions or individually” (Armstrong,2017).Basically, it is pay-Work bargain or agreement between employer and employee where employer undertakes to pay for employee for the work done.   (Armstrong, 2006) There are three parties to employee relations which are employers, employees (Parties who act on their behalf eg: employee unions, associations etc.) and state agencies   (Farnham, 2000) Key employment relations policy 1.        Trade union recognition 2.        Collective bargaining 3.        Participation and involvement Trade unions provide workers a collective voice to communicate the employees wishes to management to bring actual and desired conditions close together   (Armstrong, 2006) .  Influ...