Work-Life Balance & Employees-Employer Relationship

Work-Life Balance & Employees-Employer Relationship.

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The Expansion of Human Resources Management

Businesses are rapidly enhancing and improving with the passage of time while the most important factor that directly impact on the “Human Resources Management” whereas there are some challenges such as main essential part of this challenge is Globalization and Technology factors.

Today Markets are rapidly change, we have such an best example that may be quantify the real factor that why most of the organizations cant produce the productivity and benefits, the first think is to lead from the HR department, if HR is working Properly then everything might be best fit within the organization and then divided HR into different aspects or division.

1.Change management
2. Leadership development
3. HR effectiveness measurement
4. Organizational effectiveness
5. Compensation
6. Staffing: Recruitment and availability of skilled local labor
7. Succession planning
8. Learning and development
9. Staffing: Retention
10. Benefits costs: Health & welfare

i have an bad experienced when we talk about the top pakistani businesses they just lead from some restricted area but they have to grow in a broader aspect and divided into many parts.

In modern  time, HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programmes impact the business in measurable ways, hence, the new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value.
With technologies evolving every day, human resources professionals are realizing that the fast-paced, ever-changing digital world impacts the professionals are realizing that the fast-paced, ever-changing digital world impacts their jobs and workplaces—not only today, but in the future.
1. Evaluating Early Adoption
2. Balancing High Tech and High Touch
3. Information Curation
4. Training for Accountability
5. Metrics and Measurement
These are the basic parts it holds the performance of employees within the organization if they perform well then they readily face the hurdles,While many advances have been made in the human resources digital space, there are still new developments to look forward to. These advancements will bring greater opportunities to align human resources with business goals. HR professionals will need to remain aware of these challenges and develop their own strategies to stay within the path of progress.

Satisfaction of Employees & ignore the politics within the organization – A study Conducted within the Banking Industry

Politics is occur in every organization and we can’t deny it within the organizations while some authors believes that politics is good for an organization and some believes that it is bad practice for an organization. While I have research it and my paper has been published in international research papers so the causes of this practice as some authors said that employees politics is corrupt, corrupt and only corrupt, when we talk about exact definition of politics, it is to encourage someone, some managers punish their employees for their future prospective within the organization and impact on the performance of banking industry.

My Research topic is “Causes identification of employee politics and its impact on the performance of banking industry in Pakistan”.

There are some variables that identify the employee politics and we have to evaluate the performance of employees that can be benefited for an organization. This paper has identified the proper subjects matter that diminish the power of supervisor along with increase the performance of employees. Employees are assets of an organization, we need to maintain and retain them with different measurement like salary increment, motivation way, other rewards that loft attract the employees and provide the require resources. During the data collection for my research, I’ve observed that most of the managers are dissatisfy from their job even though their pay scale is more, some of them dissatisfy for their time flexibility they couldn’t give the time for their family and some of them dissatisfy for the lack of motivation.

I am thankful to my supervisor who provide me best guidance for this paper and I have spent most of the time in research even before this No one did research on “Employees Politics”, This is the direct link where you can read the research paper.

http://kasbit.edu.pk/KBJVol7/KBJ%20May%202014%20pg75-92.pdf.

 

Training Need Assessment Process & Scope

Training Need Assessment Process

Training Need Assessment is the essential part of an organization as for an employee

When there is gap exist between what is required of person to perform job proficiently and what they exactly know so we conduct the Training Need Assessment Process.

 

Organization Analysis: It is the broader term that interlink between business strategic goals and person analysis, it supports the managers, peers and employees. It determine the training resource provide them material allocating the budget.

 

Person Analysis: It refers how well an employee is doing the job and who need the training so we have several aspects included:

  1. Person characteristics: It shows the readiness for training their capabilities and abilities.
  2. Input: it refers to provide the material and allocate the budget and it also tells instruct how, what, when opportunities to perform.
  3. Output: It is the expectation of learning and performing.
  4. Consequence: It refers to norms, values benefits and motivation. Accepted standards of behavior for work group members.
  5. Feedback: It is most important whereas information that receive employees

 

Task Analysis: Examines the skill and knowledge. Task analysis is result in description of work activity. It is specific position requiring for the completion of task under certain conditions.

Scope of Training Need Assessment

  • Organization achieve its goals
  • To determine causes of poor performance
  • To determine content and scope of training
  • It reduces gaps between employee skills and the skills required by the job
  • Total Quality Management
  • To gain management support
  • To ensure the continuing motivation, interest and satisfaction levels of organization staff

 

Faculty Model Vs Customer Model

Faculty Model

The department of training they manages and organizes the faculty that is based on the experts, the session is under the supervision of directors, they leads with the help of staffs expertise & proficiency, when they have a knowledge of particular topic after that these expertise are liable to organize and transfer the knowledge with staff members while it should be according to need of staff let’s take the example if a person is manager of finance so we have to provide basic terminologies related to finance rather than provide the other departments knowledge so it’s not the efficiency, Staff members are assets of any organization so when we talk about the finance training session and their terminologies we need to provide them knowledge included auditing, accounting, & cost saving. And when we talk about the “Supply chain Management” the primary role of this expertise would be engaged in every facet of the business process – planning, purchasing, production, transportation, storage & distribution, customer service, and more In short, these skills are the “glue” that connects the different parts of the organization.

Furthermore the benefit of this model is that it has clearly experts in the related field whereas they are providing the training. This method will be helpful that they know about their skills & experts who have the wide range of knowledge. The staff of experts, they readily structured the training programs and it boasts the others knowledge and easily engaged with trainees. The content of this program is clearly decided and its scheduled program as well availability of trainers.

Mostly they aren’t aware regarding business problems and can’t meet the organizational needs it’s like a huge differences as well highly effect on the training programs even though when there is some gap or variation of company they probably can’t fill the gap while the outcomes of this drawback trainees would be de-motivated the reason behind it, the content of program isn’t clear and they probably fail to gauge the competencies there are certain issues like their course content aren’t matched as well organization needs can’t meet while to reduce these circumstances and problems the managers should take the initiative towards the meet the criteria and resolve the training program issue included content and course should be match which they are offering, there should be necessary to know the course of content as well course and content should be important for trainees. The role of managers’ impact on the overall situation of this training program while it can overcome through above mentioned statement along with training programs should be fruitful for the trainees.

Customer Model:

This type of model is created according to needs of customer and the primary responsibility of this model is training department and it’s isolated from division to division the organizers of this program might be liable to provide the particular training related to their information such as HR trainers provide the training related to HR field included compensation & Benefits, Recruitment & Selection as well motivation so these are the primary responsibility of trainers. This type of model is totally different from faculty model since this customer model reduce the disadvantages of faculty model like this model is focuses on the business needs and fill the gap which are required for business as well the trainers have awareness regarding the business issues and problems the basic different between faculty and customer model is similar like faculty model is focusing on the expertise or skills sometime this model is outsourcing or take the supports from external such as consultants and it is in rare cases when there is little bit adapt the strategy then it is require. Trainers have the business knowledge and they constantly update the course of content which is benefited for the trainees and their information sharing is readily attracted to trainees. This model is structured and meaningful for trainees because it is efficient.

Although when we talk about its drawbacks it takes too much time by trainers even though course of contents and topics are related and chances are developed through customers.

The directors of this program is faces the hurdles to look after each program, the reason behind it this may be each field has the their own characteristics so there many fields like marketing, finance, supply chain and Human Resources Management, under this HRM there are many fields included Training and development, Recruitment & Selection, Compensation & Benefits so keeping this overview this may be difficult for training directors that they lead in wide range while within the customer model trainers are like a employees at the area of practical and functional, They are experts as practical but they have lack of knowledge regarding learning environment keeping this all scenario the customer model is fruitful and meaningful but the thing is that it has some drawbacks even though it has insufficient feedback.

For Example

National Bank of Pakistan its big network group that have the department of Human Resource Management inside the organization there many people who are working there and they are highly skillful person in both sense technical as well desirable skills that company needed so this field of HRM is divided into units whereas they have “Training and development” department and these skills will helpful to develop the personal growth as well organization development, T & Dactivityfocusesonknowledgeandskills of all employees which arerequiredwithin a unit of company.